Hire anywhere, compliantly
Direct hire, employer of record or contractor engagement in 170+ countries. AI-assisted sourcing and screening, automated compliance generation, and every fee shown before you commit.
One platform replaces the job board, the PEO, the background-check vendor, and the international payroll provider. Post your first role in under 10 minutes.
- Compliant in 170+ countries
- Every fee shown upfront
- One platform, not five vendors
Estimate your cost
Plus your platform subscription. Workers always receive 100% of the agreed rate.
AI-powered, human-decided
AI does the busywork. You make the decisions.
Every AI capability surfaces an explanation and a human-review option. Nothing is auto-approved or auto-rejected. The AI accelerates your workflow — it doesn't replace your judgement.
AI job description generation
Describe the role in plain language — seniority, skills, time zone, engagement type. The AI agent drafts a complete, compliant job posting in seconds: structured requirements, screening questions, salary benchmarking against market data, and jurisdiction-specific language where needed. Edit, approve, publish.
AI candidate matching
Every application is scored against your role requirements using anonymised feature vectors — no names, photos, or nationalities in the matching pipeline. Each match comes with a plain-language explanation of why the candidate was surfaced, which skills aligned, and where gaps exist. No black-box rankings.
AI CV parsing and structuring
Candidate CVs are parsed into structured profiles automatically: skills extracted, experience mapped to your requirements, certifications validated where possible. You compare candidates on equal terms instead of reading inconsistently formatted PDFs. The parser handles CVs in 35+ languages.
Automated compliance checks
Every engagement is checked against jurisdiction-specific rules before a contract is issued. Worker classification (employee vs. contractor) follows local law: the IRS multi-factor test in the US, subordination tests in the EU, the ABN test in Australia. Tax withholding, social contributions, and statutory notices are calculated automatically.
Contract generation
Contracts are generated per jurisdiction, not translated from a global template. Employment agreements in Germany include works council provisions. Brazilian contracts include CLT-specific clauses. Indian contracts account for state-level variations. Every contract is reviewed by local counsel before the template enters the system.
Engagement lifecycle management
From onboarding to offboarding, every stage is tracked: contract execution, payroll setup, time tracking, expense management, performance review scheduling, notice periods, and termination procedures. The compliance engine monitors regulatory changes in real time and flags any engagement that needs attention.
How it works
From posting to first paycheck in four steps
Each step is automated where possible and auditable throughout. The platform handles the complexity; you focus on finding the right person.
Post a role
Free on the Free tier. The AI agent helps draft the posting from a plain-language brief: skills, seniority, engagement type, time zone, and compensation range. Screening questions are generated automatically. The posting goes live in the candidate pool across all 170+ countries.
Average time from brief to published posting: under 10 minutes. Postings are structured data, not free-text — this is what makes AI matching work.
Get matched candidates
The matching engine surfaces and ranks candidates against your role requirements. Each match includes a plain-language explanation: which skills aligned, where the experience fits, what the availability looks like. You see the full picture, not just a score.
Matching runs on anonymised vectors. Names, photos, and nationalities are not in the pipeline — this is a structural bias-reduction measure, not an opt-in feature.
Interview and decide
Message candidates directly through the platform. Every profile carries a verified identity badge, so you know the person is who they say they are before the first conversation. Schedule interviews, share assessments, collect feedback from your team — all in one place.
Verification checks 6,000+ document types from 200+ countries. Average verification time: under 4 hours. The badge is persistent — it doesn't expire with the application.
Hire compliantly
The compliance engine determines the correct legal structure for the engagement: direct hire (if you have a local entity), employer of record (we're the legal employer), or contractor of record (we manage the contractor relationship). Contracts, tax withholding, and social contributions are generated for the specific jurisdiction.
Active EOR entities in 85+ countries. Partner entities in 90+ more. Worker classification follows local law — the platform can't be overridden to classify someone as a contractor when local law says they're an employee.
Hiring models
Three ways to hire, determined by the situation
The platform recommends the correct model based on the jurisdiction, the working arrangement, and whether you have a local entity. You choose; the compliance engine handles the rest.
Direct hire
You hire the person directly into your own legal entity. Best when you have a local presence in the worker's country.
Best when: When you have a local entity and want full control over the employment relationship
Cost: No per-engagement fee — you're the employer. Platform subscription applies.
Employer of record (EOR)
Corpshore (or a vetted partner) is the legal employer. The person works for you day-to-day, but we handle contracts, payroll, tax, and compliance.
Best when: When you need to hire in a country where you don't have a legal entity
Cost: $399/employee/month (own entity) or partner cost + $99 surcharge
Contractor of record (CoR)
The person works as a contractor, and Corpshore manages the contractor relationship: classification compliance, contracts, invoicing, and payment.
Best when: When the work is genuinely project-based and contractor classification is legally defensible
Cost: $39/worker/month
Compliance infrastructure
Every country has different rules. The platform handles all of them.
This is what replaces the employment lawyer, the tax advisor, and the local compliance consultant. The rules are encoded, not advised.
Worker classification
In the US, the IRS 20-factor test and state-specific tests (California's AB5, Massachusetts' ABC test). In the EU, subordination and control tests that vary by member state. In Brazil, the CLT framework. In India, state-level variations on top of the central Labour Codes. The platform applies the correct test for the correct jurisdiction — it can't be overridden.
Tax withholding
Income tax, social security contributions, and mandatory deductions are calculated per jurisdiction. In France, that's 45%+ in employer-side social contributions. In Singapore, it's CPF for citizens and PRs only. In Brazil, it includes FGTS, INSS, and the complex multi-layer VAT. The system handles it all.
Mandatory benefits
13th salary in Brazil and Argentina. Aguinaldo in Mexico. Mandatory pension contributions in Germany and the UK. Provident fund in India. Superannuation in Australia. Each jurisdiction's mandatory benefits are built into the engagement cost calculator, so you see the true all-in cost before hiring.
Termination compliance
Notice periods range from at-will in most US states to 7 months in Germany (after 20 years). Severance calculations differ everywhere: a factor of years of service in most countries, but with caps, floors, and special rules that vary by jurisdiction. The platform calculates the correct termination obligations and guides you through the process.
One platform, not five vendors
What it takes to hire internationally — with and without Corpshore Work
| What you need | Traditional approach | With Corpshore Work |
|---|---|---|
| Source candidates | Job board ($200–$500/mo) + recruiter (15–25% of salary) | Built-in AI matching, included in platform |
| Verify identity | Background check vendor ($50–$200/check) | Platform-level verification, included |
| Classify workers | Employment lawyer ($300–$600/hr per jurisdiction) | Automated per-jurisdiction classification |
| Generate contracts | Legal review ($500–$2,000 per jurisdiction) | Auto-generated, jurisdiction-specific |
| Run payroll | Payroll provider ($100–$400/mo per country) | Integrated weekly settlement |
| Handle tax | Tax advisor + registrations per country | Automated withholding and reporting |
| Manage compliance | Annual legal reviews ($2,000–$10,000/yr) | Continuous monitoring, built in |
A single cross-border hire through the traditional approach involves 4–6 separate vendors and $5,000–$15,000 in setup costs before the person starts work.
Why companies choose Corpshore Work
No annual contract
Start free, upgrade when you're ready to scale. Cancel anytime. Active engagements continue under their agreed terms. No early-termination fees, no clawbacks.
Transparent pricing
Every fee is published and shown before you commit. No hidden markups on worker salaries, no surprise compliance charges, no per-country premiums buried in invoices.
Human review, always
AI assists with sourcing, screening, classification, and compliance. Every output surfaces to your team with an explanation. You keep the final call on every decision that matters.
Full audit trail
Every decision, every document, every payment is logged and exportable. When regulators, auditors, or internal compliance teams ask, the answer is already in the system.
Country-specific, not generic
Contracts reflect local law. Worker classification follows local tests. Benefits calculations include local mandatory requirements. Nothing is a one-size-fits-all template with the country name swapped in.
Single point of accountability
One platform, one contract, one support queue, one invoice. Not a job board plus a PEO plus a background-check vendor plus a payments processor, each pointing at the other when something goes wrong.
Questions, answered
Everything you'd want to know before posting a role
The most common questions from companies evaluating Corpshore Work for their international hiring.
How is Corpshore Work priced?+
A contractor-of-record engagement runs $39/worker/month. Employer-of-record through one of our own entities is $399/employee/month; where we route through a partner entity, it's that partner's cost plus a $99 surcharge. An AI agent engagement is $199/month. On top of that, the Free tier is $0 with 1 active posting; paid tiers add more postings, seats, and lower placement fees. Every fee is shown before you commit. Nothing is billed silently.
Is there a long-term contract?+
No. The Free tier has no contract and no expiry. Growth and Scale are month-to-month or annual (two months free on annual billing). Cancel anytime, no early-termination fee. Active engagements continue under their agreed terms until they end naturally.
Can I convert a contractor into a full-time hire?+
Yes. A conversion buyout applies on a sliding scale: 20% of the engagement's value if converted in the first 12 months, 10% between 12 and 24 months, and 0% after 24 months. This compensates the platform's sourcing work without locking you in. The conversion process handles the compliance transition: new contract generation, tax withholding changes, and benefit enrolment for the new employment type.
What does AI actually decide versus a person on my team?+
AI drafts postings, screens and ranks applicants, parses CVs, determines worker classification, generates contracts, and calculates tax withholding. It never makes a final hiring call. Every match, screen, or compliance flag surfaces to a person on your team with a plain-language explanation, and you decide. The system is architecturally incapable of auto-rejecting an application.
Who's the legal employer when you handle EOR?+
In countries where Corpshore has its own entity, we're the employer of record directly. Elsewhere, we route through a vetted partner entity under the same contract terms and compliance standards. Either way, you deal with Corpshore as a single point of contact — not a patchwork of third parties each with their own contracts, pricing, and support queues.
What happens to candidate data my team sees?+
Identity documents and personal profiles stay in the candidate's home region's database. Your team sees what a candidate has shared for that specific application — not raw identity documents, not data from other applications. Nothing is used to train models without consent. The data architecture exceeds GDPR, LGPD, POPIA, and PDPA requirements by design.
How does worker classification work across different countries?+
The platform applies the correct classification test for each jurisdiction automatically. In the US, that's the IRS multi-factor test (and state-specific tests where relevant). In the EU, subordination and dependency tests. In Brazil, the CLT framework. In each case, the platform determines whether the arrangement constitutes employment or genuine contracting based on the actual working relationship — not on what's cheapest or what the parties prefer to call it.
What if I need to terminate an engagement?+
The platform calculates the correct notice period, severance obligations, and offboarding requirements for the specific jurisdiction. At-will in most US states. Up to 7 months' notice in Germany after long tenure. Statutory redundancy pay in the UK. The compliance engine guides you through every step, generating the necessary documents and ensuring you meet all local requirements.
Can I hire in a country where I don't have a legal entity?+
Yes — that's what employer of record is for. Corpshore (or a vetted partner) acts as the legal employer in that country. The person works for you day-to-day, but we handle the employment contract, payroll, tax withholding, social contributions, and statutory benefits. You don't need to set up a local entity, register for local taxes, or navigate unfamiliar employment law.
How do you handle IP assignment in cross-border engagements?+
IP assignment and work-for-hire provisions are included in every generated contract, tailored to the jurisdiction. In the US, work-for-hire doctrine may apply directly. In most other countries, explicit IP assignment clauses are used instead. The platform generates the correct clause for the correct jurisdiction — you don't need to know which doctrine applies where.
Ready to hire anywhere?
Start free on the Free tier with 1 active posting and 3 intro requests per month. Upgrade when you scale. No contracts, no commitments.