U.S. Employment

Building a U.S. team shouldn't require building a U.S. HR department.

International companies and startups: we help you enter the U.S., set up payroll and benefits, and stay compliant across all 50 states.

Talk to a U.S. People Expert

Who you are

Two audiences, one problem

European / international company

You have a headquarters outside the U.S. and need to employ Americans without creating a separate HR function. You care about EOR vs entity, state compliance, benefits quality and a board-ready plan.

See EU → U.S. Hiring support →

Startup or scaleup making your first U.S. hire

You're 20–150 people, probably founder-led or lean on People, and need to hire in the U.S. without over-investing in infrastructure. You need the minimum viable setup that won't need undoing.

Read about first U.S. hires →

Sound familiar?

Hiring Americans creates questions quickly.

How should benefits work, and what is competitive?
Which states create additional requirements?
Should we use an EOR or set up an entity?
Who actually runs U.S. payroll?
What happens when an employee moves states?
How should we handle employee relations?
What are normal U.S. employment practices?
How do we manage a termination properly?

Most of these questions are cheap to answer early and expensive to answer late. We answer them, then run the resulting infrastructure for as long as you need us to.

Three ways to work with us

From first U.S. hire to a mature U.S. workforce

Enter the U.S.

Employment setup
EOR vs entity strategy
Payroll implementation
Benefits design and broker selection
Policies and handbook
U.S. employment practices

Operate in the U.S.

Payroll administration
Benefits administration
HRIS administration
Open enrollment
Employee lifecycle
Vendor management

Manage U.S. People

Employee relations
Performance
Compensation
Terminations
Workforce changes
Leadership advice

Startups & scaleups

Your first U.S. hire

Most startups don't need a full U.S. HR function for their first one or two American hires. They need a clean setup: the right employment model, a payroll and benefits position that competes for talent, and a handbook that actually reflects how the company works.

We build that minimum viable U.S. People infrastructure, then operate it until your headcount justifies bringing it in-house. No premature hires, no over-engineered policies.

Choose the model

EOR, contractor or entity — matched to your headcount plan and risk tolerance.

Set up the basics

Payroll, benefits, offer letter, handbook and state registrations done right the first time.

Operate as you grow

We run the employee lifecycle until you're ready to hire a dedicated U.S. People lead.

EOR or entity?

An EOR is the right starting point for many companies and the wrong long-term answer for others. We look at headcount trajectory, cost, control, benefits quality, equity and state spread — then give you a recommendation you can take to the board.

Fifty states, not one country

U.S. employment obligations change by state, and a remote hire quietly changes them again. We keep track of where your people work and what that requires of you.

Let us become your U.S. People function.

Tell us where you're hiring and what's already in place.

Talk to a U.S. People Expert