Human Resources Employer of Record Recruitment Agencies

Human Resources firms expanding across regions often need EOR support to hire compliantly before a local entity, payroll team, or legal setup is in place.

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CGP Thailand

CGP Thailand

CGP Thailand is the Thailand arm of Cornerstone Global Partners, providing executive search, talent sourcing and HR outsourcing across multiple industries in Thailand and SE Asia.

Company Size
501-1,000 employees
Location
Thailand
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Grow Asia

Grow Asia

Grow Asia is a Singapore-based B2B growth accelerator and remote staffing/BPO provider helping enterprise software and staffing companies scale across Asia Pacific and India via market entry, hiring, and operational execution.

Company Size
51-200 employees
Location
Singapore
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Link Compliance

Link Compliance

Link Compliance provides global HR solutions—EOR/PEO, payroll, recruitment and HR outsourcing—to help companies hire, manage and pay international talent compliantly.

Company Size
51-200 employees
Location
Singapore
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Leamar Hiring

Leamar Hiring connects global companies with vetted Southeast Asian tech talent and provides recruitment, on‑demand recruitment and Employer‑of‑Record (EOR) solutions.

Company Size
2-10 employees
Location
Vietnam
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Oleap

Oleap

Oleap is a bespoke HR consultancy helping global startups hire and manage talent in Malaysia and Southeast Asia, offering recruitment, HR retainers, Employer of Record and payroll solutions.

Company Size
2-10 employees
Location
Malaysia
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This page highlights some of the top recruitment agencies specializing in Human Resources, offering Employer of Record (EOR) services. To explore more agencies and apply additional filters, visit the full agency marketplace.

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Frequently Asked Questions

EOR is useful when a Human Resources employer wants to hire in a country before opening an entity. It supports compliant employment, payroll processing, and local statutory handling.

Many EOR hires can be onboarded faster than entity based hires because contracts, payroll registration, and statutory setup are already in place. Timing still varies by country and role seniority.

Recruiters, HR operations staff, payroll specialists, and regional client service roles are common. EOR is also used for market entry leaders and specialist consultants in new geographies.

Yes, but the right model depends on headcount plans, duration, and local rules. Employers often start with EOR for early hires and switch later if scale justifies entity formation.

The main areas are worker classification, local labor rules, tax handling, and contract compliance. Employers should also check termination practices, probation standards, and data handling obligations.