For cross-border teams & offshore operators

Know your real margin before you quote it.

EasyCruiter models what a person actually costs to employ - contributions, overhead, any intercompany markup - then runs the employment, the billing and the compliance from the same record.

Start free See the cost model

Your software knows one market. You operate in two.

Priced off habit. Deals get priced off a rate card and a habit rather than a calculated cost, so margin varies by whoever quoted it.

Costs in one spreadsheet. Employer contributions, overhead and internal markup live in a file that one person owns.

Obligations held in memory. Permit renewals, tax dependants, mandated bonuses, protected leave and severance funds, all tracked by someone remembering.

Client views built by hand. Every client wants their own view of their own people, and each one gets assembled manually.

Built for the wrong market. The HR system was made for the market you sell into, not the one you employ in.

The result: real margin is only knowable in hindsight, and compliance is only visible when something has already lapsed.

Cost & margin

Fully-loaded cost, per person, before the quote goes out.

Set the rates once. Your employer contribution rate, monthly overhead and intercompany markup, per workspace.

Get the true cost back. Enter a gross salary and see the real monthly cost, which is the number your margin is calculated against.

In the currency that is needed. The same figure works for the client conversation and the internal one.

Straight into the invoice. It feeds the client invoice and the placement record, so quoted and realised margin are one number.

Compliance

The obligations your HR system treats as edge cases.

  • Statutory leave accrued automatically, against the rules that apply to that person.
  • Work permits tracked with renewal dates and status, so a lapse is visible months out.
  • Tax dependants registered, with the supporting documents attached to the record.
  • Mandated bonus runs and severance provisioning - calculated, funded, tracked and exportable.
  • Protected leave, sick-leave entitlements and holiday calendars configured per workforce, not hardcoded.
  • Statutory payroll reporting exports, generated for you instead of assembled by hand.

All of it configuration rather than code - so one system serves workforces employed under different rules instead of one system per market.

Client separation

Every client sees their own people and nobody else's.

Scoped to their client. Employees and placements belong to the client they work for, and reporting follows the same boundary.

Their own portal. Each client gets one, and every view and action is written to an audit log.

Weekly delivery reports. Per client, generated and sent on schedule.

Logins confirmed closed. When someone leaves it is recorded, which is the answer to the question every serious client eventually asks.

From "what would this cost?" to a renewed contract.

1

A client asks for a role. You model the fully-loaded cost and quote a rate you know the margin on.

2

You source and screen, then submit to the client on their own page.

3

They accept. It becomes a placement scoped to that client, at the agreed rate and terms.

4

The person is employed properly: contract signed, permit tracked, leave entitlement set, documents collected, equipment and access issued.

5

Monthly, the client is invoiced and payroll runs - both from the cost model, so quoted and realised margin match.

6

Delivery is scored, the client gets a weekly report, and renewal is flagged well before the contract ends.

7

If it ends, severance settles, equipment returns, and access is provably revoked.

Fair questions

Our accountant handles all the compliance.

They'll still file it. The difference is whether you can see an obligation coming - a permit expiring, a probation ending, a document missing - before your accountant tells you it already lapsed.

We use an employer-of-record provider.

Then they hold the employment and you hold the relationship - but you still need to know your cost, your margin, your delivery quality and your renewal dates. This runs your side of it, whoever is on the contract.

Does it handle our specific market?

The obligations above are modelled as configuration - rates, entitlements, calendars and payroll components are all set per workspace rather than hardcoded. Tell us what your market requires and we'll tell you honestly whether it fits before you spend a day on it.

Start with one number.

Set up a workspace, put your own contribution rate and overhead into the cost model, and check the figure against the last deal you priced. If it disagrees with your spreadsheet, that's worth knowing.

Start free See pricing