IES_05International Expansion System™ 6–10 weeks initial; ongoing per country

Global Talent, EOR & Immigration

EOR vs own-entity economics, country-by-country employment law and a real visa playbook for founders & senior hires.

See full International Expansion System™

Why it matters

The EOR-vs-entity break-even is usually 8–12 FTE per country — getting it wrong over-pays $200–400K/yr or creates PE risk. Wrong visa choice (H-1B vs L-1 vs O-1) delays a US launch by 8–14 months.

Scope covered

EOR vs own-entity decision matrix per country (cost-break point analysis)

EOR vendor scorecard (Deel / Remote / Velocity / Multiplier / Rippling)

Local employment law atlas — notice, severance, 13th-month, social security

Global payroll consolidation architecture

Equity for international employees — RSU/ESOP tax per country

Visa & immigration playbooks — H-1B, L-1, O-1, EB-5, UK Skilled Worker, EU Blue Card, SG EP, UAE Golden Visa

How we run it

Our methodology

A senior-led delivery sequence — not a template dump. Each phase is operated with your team and external counsel, not handed over as a deck.

1
Geography & role plan
Week 1
Confirm hiring countries, role profiles, seniority and cost ceilings with founder + CHRO; define the 12-month international headcount plan.
2
EOR vs own-entity model
Week 1–3
Build the comparative economics — EOR fees vs setup + payroll + compliance for an own-entity — across a 24-month horizon per country.
3
EOR vendor selection
Week 3–5
RFP across 3–4 EOR vendors (Deel / Remote / Velocity / Multiplier) on price, country coverage, IP assignment, dispute history, exit terms.
4
Visa & immigration playbook
Week 5–7
Country-by-country visa playbook for founders + senior hires (US L-1/O-1, UK Innovator/Skilled-Worker, EU Blue Card, Schengen, UAE Golden); timelines + costs.
5
Employment compliance install
Week 7–10
Local employment-law variances captured, contract templates per country, payroll + benefits stack live, IP-assignment + non-compete enforceability validated.