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Hiring High-Income Executives via an EoR.
3 Pillars for Successful Integration.
As companies accelerate their international expansion, more are looking to onboard high-level professionals—experts, senior managers, and executives—without immediately establishing a local entity.
In this context, leveraging a specialised Employer of Record (EoR) becomes a strategic alternative, effectively accommodating complex roles with agility and compliance.
Here are the 3 key pillars for successfully integrating high-income executives through a tailored EoR:
- Aligning Local Contracts with International Executive Expectations
The starting point is straightforward: employees are hired locally through the EoR partner, and their contracts must comply with local legislation. A specialised EoR enables further customisation:
- Structuring variable compensation according to local rules (bonuses, commissions).
- Incorporating strategic clauses when compatible (mobility, confidentiality, reporting to foreign entities).
- Allowing separate agreements between the client and employee for aspects like stock options, group incentives, image rights, etc.
The contract thus becomes a secure vehicle for integration, aligned fully with local regulations.
- Designing Optimized and Compliant Compensation Packages
Executives earning €120k, €150k, or higher have specific expectations:
- Guaranteed net income
- Social protection equivalent to headquarters standards
- Optimised contributions
A specialised EoR can:
- Accurately simulate total employment costs (gross, social contributions, net) in the host country.
- Configure tailored packages including allowances, expense reimbursements, company cars, health insurance, housing, and more.
- Collaborate with the client’s advisors to structure certain benefits outside the EoR framework.
The result: a competitive, fully compliant compensation package with clear control over total employer costs.
- Establishing Clear and Effective Governance
Strategic profiles require robust functional relationships with headquarters involving reporting, validation, and supervision. The challenge is to maintain the simplicity of the EoR model without ambiguity in the employment relationship.
A specialised EoR such as MPXpert ensures:
- Clear definition of roles between the client and EoR from the outset.
- A streamlined HR process with a single point of contact, performance monitoring, and shared documentation.
- Transparent and agile management of the tripartite relationship.
Conclusion
Hiring an executive with a €150k+ salary via an EoR is entirely achievable with a structured approach. Using a specialized EoR to onboard strategic talent is often faster, more flexible, and better controlled compared to alternatives (subsidiary setup, local direct hiring, umbrella companies).
The key is choosing an EoR that can:
- Adapt contractual frameworks,
- Craft personalised compensation packages,
- Coordinate closely with the client and their advisors.
