Are you hiring

globally distributed teams

of off-shore developers?

 

Download Our Free Employee vs. Independent Contractor Checklist and define which is the best fit for your company

Designed to be used by companies hiring a talent overseas, our free ‘Employee vs. Independent Contractor’ Checklist is the best way to define why and in what cases companies should hire or convert existing contractors / freelancers into employees without missing any crucial aspects

For a company, attracting and retaining top-of-the-line global talent is like having a superpower

If you’re working with IT professionals internationally, you’re probably facing the following challenges:

  • How to hire and pay foreign IT developers overseas?
  • How to attract high-caliber global IT talent and augment your in-house team or save costs compared to hiring in home country?
  • How to onboard key IT minds immediately without delaying a hire date?
  • How to hire foreign developers without opening or while liquidating your own legal entity in a certain country?
  • How to retain the best people and become an enticing employer even that you are not Google?

At Acumen International, we help you handle all of these challenges. We can onboard and pay your foreign IT staff on your behalf in 190+ countries with 100% legal compliance.

When competing in the war for sought-after IT talent, you often wonder…

Is it prudent to hire international IT staff on my own entities in a foreign country — or multiple countries? Is it realistic for my current goals and future opportunities?

Or is hiring freelancers a good fit for my company?

Finding the answers doesn’t have to be complicated or time consuming.

Download a Free Employee vs. Independent Contractor Checklist Now

and move forward knowing your business is covered in every way

Our Success Stories

Challenge

The global media company bought a local startup in Belarus. They were looking for a third-party Global PEO company, which would onboard their local IT team on their behalf during the merger & acquisition.

Solution

Acumen International has officially employed all developers for the client. We acted as a legal employer in Belarus and arranged payroll for the client’s employees. We paid all local taxes, statutory deductions on behalf of the client.
Everything went smoothly for the client and its team of Belarus developers during the hectic transition period.

Result

After the transition period, all the employees were successfully transferred to the client’s legal entity.

Challenge

Our US client, one of the biggest world media holdings wanted to expand their network in francophone African countries. They didn’t plan to open their own local entities for that.

Solution

Using our extensive network in Africa, we managed to find several candidates and onboarded them within 5 days via our express global employment solution. We have registered all employees with the local tax authorities and put them on local payroll.

Result

Our solution helped our client to enter several francophone countries in Africa fast, without non-compliance risks or opening costly overseas subsidiaries. Most importantly, all foreign employees in this multi-site project are hired with 100% legal and HR compliance.

What Our Clients Are Saying?

I’d like to share my experience dealing with Acumen International company.

Speed & responsiveness: Very prompt in response from my first enquiry about converting contractors into employees to follow up questions.

Completeness of information: I like how detailed the estimates and the transparency makes us feel more confident in knowing where the money goes to.

Overall experience: I am pleased and impressed with how fast they respond to my enquiries. We can trust the company to employ the contractors we want to keep.

Quah Shen Dee, People Success Officer

I always found Acumen International very supportive, professional and helpful. They pay salary on time and are always ready to sort out any issues that arise.

I must admit I truly enjoy my time as an Acumen International employee and feel like they care about me as an individual. I have my own dedicated manager that provides me with detailed explanations when it’s needed. Payments are always prompt and the entire team does its best to respond to any of my questions.

I highly recommend Acumen International to anyone that requires their services.

Andrew Yanchurevich, COO

The Top 6 Reasons to Convert

FREELANCERS into FULL-TIME EMPLOYEES

We’ve recently noticed an uptick in IT companies’ desire to hire the brightest minds and eliminate the risks of independent contractor misclassification. But with more and more companies competing for these contractors, the more they are shying away from converting their existing freelancers & independent contractors into full-time employees.

You don’t have to be one of those companies

Here’s Out a Litigation You Definitely Would Want to Avoid…

One American company was working on a full-time basis with a Slovakian IT freelancer for approximately three years. The American HR director decided to contact Acumen International to employ this freelancer to eliminate the risk of employee / independent IT contractor misclassification in the future.

The US finance department did not approve of our offer to employ the Slovakian freelancer as it seemed higher than what they were currently paying the freelancer. An employee misclassification case did not seem imminent, so they decided not to act.

Half a year later the same company contacted us to employ the Slovakian freelancer. Our offer got approved but the freelancer refused to sign our employment agreement. In this half year, the relationship between the freelancer and the US company went sour. The freelancer decided to go to the labor authorities instead. We never heard the ultimate verdict but from communication with the HR director we understood that they risked paying the due social security taxes, vacation, severance payment and additional fines. The total claimed amount was approximately 70.000 EUR.

Together with 100% compliance, official employment of a foreign person through a global Professional Employer Organization (PEO) ensures:

  • NO business risks: secured customer base and intellectual property
  • On-site customer support and in-depth knowledge of local business culture
  • Local managers speak your language
  • Your time and money saved
  • Less time spent on recruitment, evaluation, onboarding of globally distributed teams of developers, or a learning curve

If you want to know how you can benefit from hiring foreign employees vs independent IT contractors, you may find this useful:

  • Hiring and payrolling a globally distributed talent via a global PEO solution is about 30% cheaper than hiring in-house personnel
  • Employee status increases loyalty by 47% and helps you win and retain the best minds long-term
  • Official foreign employment eliminates 95% of legal, financial and business risks. Also, using this service you can get the flexibility and take up more projects of a different duration, and start a bare-bones operation with just one or a couple of developers. You can easily add any headcount in any location as you move along.

Download your free copy of a free ‘Employee vs Independent Contractor’ Checklist