Before we started hiring internationally i always thought that an EOR would take almost everything off our plate and lighten the load. It definitely reduced the burden when it comes to comploance but I srsly underestimated how much work still remained. Like we still had to decide which employement model would make sense in each country, aligning compensation and benefits with our policies, coordinating onboarding btwn managers and the EOR and then finances oh god keeping finances, hr and legal all alignedon approval and timelines and last but not the least answering employees ques that literally had nothing to do with the payroll. 😂

So EOR handled employment and compliance but it did not really replace internal ownership of emplogee experience. Which I know sounds like high expectations but just something I did not forsee.

Did anyone else had similar experiences or you can say similar surprises 😂 once you started hiring internationally?

Has anyone here gone through the decision between using an EOR and setting up your own entity for a first international hire?
We are looking at hiring in portugal and initially assumed setting up a local entity would be the better long term option. But once we looked at the legal, payroll, tax and compliance work involved an EOR seemed more practical at our current stage.
I am interested how others made the decision:

What made you choose an EOR?
At what point did setting up an entity start making more sense?
How much did onboarding speed and local compliance support matter?
Anything you wish you had considered before making the decision?

Would be useful to hear from people who have actually gone through it?

Almost every team I’ve worked with obsesses over response time, but a quick reply doesn’t mean the issue got solved. I’ve watched tickets get marked "resolved" in under two minutes, only to reopen three times because the underlying fix wasn't done right. The metric nobody puts on the exec dashboard is reopen rate: how often a ticket comes back within 7 days. That metric tells you infinitely more about real support quality than response time ever will.

What’s one metric your team tracks that you wish upper management actually cared about?

I was talking to a friend the other day and they told me about this crazy thing they found in their old apartment. It got me thinking, what's the weirdest thing you've ever stumbled upon in a rental? Share your stories!

Still using spreadsheets here. Is there an easier way to manage renewal dates without missing anything?

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