Market Selection Advisory

Our country recommendations are based on a data-driven assessment of four key factors:

Cost efficiency – analyzing salary levels, employee benefits, 13th month pay, and other overheads.

Compliance Management – reviewing employment laws, payroll obligations, and tax compliance requirements in each jurisdiction.

Talent depth – evaluating Global Talent Acquisition opportunities, including employee retention metrics and employee tenure trends across industries.

Tax environment – assessing international tax compliance, VAT (Value Added Tax) policies, and double taxation treaties.

By integrating these considerations, we help businesses design a scalable global workforce strategy that balances cost, compliance, and long-term stability.

Yes. We provide market entry scenario modeling to compare different expansion strategies:

Employer of Record (EOR) vs foreign subsidiary setup – weighing flexibility against permanent establishment obligations.

Hub-and-Spoke Models – centralizing payroll through Multi-Country Payroll while managing cross-border payments.

Nearshore vs Offshore Hiring – balancing Currency Exchange risks, compliance risk management, and time-zone advantages.

Our models include workforce analytics, cost benchmarking, and labor law compliance checks, enabling informed decisions on global scalability.

Timelines depend on the entry model selected:

Employer of Record (EOR) – typically employee onboarding can be completed in 2–4 weeks with payroll, pay stub generation, and work visa support included.

Entity Setup – establishing a Foreign Subsidiary may take 3–6 months due to employment agreement registration, Tax Identification Number (TIN) issuance, and local payroll audit obligations.

Budget considerations vary by market: for example, entering Indonesia with an EOR requires minimal upfront investment, while setting up an entity involves legal, compliance risk management, and HR outsourcing costs. We provide tailored gross to net forecasts for your top two target countries.

Yes. Our assessments include:

Global Talent Acquisition benchmarks, evaluating Salaried Employee supply across roles.

Salary Benchmarking with full Gross Income vs Post-Tax Deduction insights.

Language capabilities and Localization considerations for global teams.

Time-zone alignment to support Distributed Company operations and Remote Work Policy compliance.

This ensures your Global HR (Human Resources) strategy balances affordability, talent quality, and operational efficiency.

We continuously refresh market data using in-country partners, government sources, and compliance risk management networks. Clients are proactively notified when changes occur in international labor laws, Minimum Wage (M2) updates, or payroll cutoffs like the cutoff date for PAYE (Pay As You Earn) submissions.

This proactive global payroll monitoring helps reduce exposure to labor law violations, ensuring your global expansion remains agile, competitive, and fully compliant.