You have made the decision to hire remote talent in an emerging market. Good.
You have decided to work with an employer of record to find and manage talent. Great.
Now what? What is the next step? How do you choose an employer of record for your tech company? It is not an easy task in a growing global employer of record provider market that was valued at an estimated $6.8 billion in 2026. There are plenty of providers to choose from, and it can be a real challenge to find a provider that fits your needs as a tech company and has the resources to help you succeed.
Truss may be able to help with a short list of questions to ask potential EOR providers and a deep understanding of how the right employer of record can make a difference for you and your tech company.
READ MORE: The Complete Guide to Global Employer of Record Services for Startups
5 Questions to Ask Potential EOR Providers
The best way to learn anything is to ask questions — and that includes making decisions that will impact the financial success of your tech company in the future. To help you determine the kind of EOR that is the right fit for your tech startup, we have created a list of Frequently Asked Questions that you should ask (and get answered) before you make your decision.
Here are a few questions you should ask potential employer of record partners:
1. Do You Own Legal Entities or Work with Partner Networks?
Owning your own legal entity is a viable solution for some tech companies that want to hire remote tech talent in emerging markets like Central Asia — but partnering with an employer of record means you can avoid those added costs and minimize the legal risk. You need to determine if your potential employer of record is a Direct EOR or a Partner EOR. An employer of record that directly owns and controls legal entities in the hiring country will reduce the time it takes to onboard new employees, provide direct liability coverage, and will provide clear, transparent accountability. With an employer of record that partners with legal entities, you may experience additional challenges.
2. How Does Your EOR Protect Intellectual Property?
Tech companies and startups that develop proprietary code and applications need to ensure that that intellectual property is protected when hiring remote talent in different parts of the world. When exploring your employer of record options, it is important to ask how they will protect your IP. U.S.-based tech companies should look for employer of record providers that have experience creating ironclad employment contracts with IP transfer clauses and invention assignment agreements in addition to a clear understanding of regional technology and intellectual property initiatives and laws.
3. How Long Does it Take to Hire and Onboard Tech Talent?
Many tech companies in search of remote tech talent to add to their team are ready to grow their team and hit the ground running right now. U.S.-based tech companies that want to find, hire, and manage talent via an employer of record need to ask potential providers how long it takes to hire and onboard talent. You should be looking for a provider that can help you hire and onboard talent within 7 – 14 days — or risk losing out on that talent to competitors.
4. What Are Your Cancellation Policies and Terms?
The employer of record provider you choose is not written in stone — and even with business contracts, you may eventually want to move on to a different provider. That reality makes it important that you ask about cancellation policies and terms when you choose a partner. You need to know if there is an auto-renewal with your contract, if there are any additional cancellation fees, if the EOR has power of IP clauses, and more. When you choose a provider, it is important to explore all aspects of the partnership — from enrollment to cancellation.
5. What Is Your Experience with Hiring Talent in the Region?
Did you have a country or region in mind where you wanted to hire tech talent? Central Asia has fast become an emerging market in the tech industry and countries like Uzbekistan, Kazakhstan, and Kyrgyzstan may prove to be the solution — but regardless of where you hope to hire, it is important that you find an employer of record that has experience in that region. An employer of record provider, like Truss, with experience in Central Asia can help you establish talent strategy targets, find talent that meets your specific needs, and has in-depth knowledge of the local labor codes.
READ MORE: Which Is Better for Hiring a Staffing Agency or Employer of Record?
How Much Does Hiring with an Employer of Record Cost?
Maybe the most important question to ask when you are determining how to choose an employer of record for your tech company is — how much does hiring with an EOR cost? Employer of record providers tend to implement a few different pricing structures.
Many EORs — like Truss — use a flat per-employee monthly fee. Prices for Truss start at $499 per employee each month and include help with salary and benefits packages, compliant employment contracts, onboarding assistance, global payroll support, a dedicated account manager, and no hidden fees. Additional pricing models include a percentage-of-payroll model where a provider charges a set percentage of the employee’s monthly salary or a hybrid pricing model that uses aspects of both.
With Truss as your employer of record provider, you will gain access to a deep pool of tech talent in Central Asia. We have years of experience in Central Asia with owned entities in multiple countries to help you grow your team and drive future success with international talent. We have a deep understanding of the local labor laws in these countries and put that knowledge to use protecting your best interests and ensuring that your workforce remains compliant.
Contact Truss today for more information about our employer of record services!
