Oyster®

Most companies don't realize they chose the wrong #EOR until it's too late. Hidden fees buried in the contract. An #offboarding process no one documented. A "24/7 expert" who turns out to be a chatbot. Our 2026 EOR Buyer's Guide breaks down 5 pitfalls to watch for before you sign and the exact questions to ask every vendor. Swipe through, then grab the full guide. Link in comments. 👇

Thrilled to share I've joined Oyster® as Director of Demand Generation & Growth Marketing. 🌎 Oyster's mission is to make it possible for companies to hire anyone, anywhere and for talent to work for great companies regardless of where they call home. 🚀 Thanks to Claudia Hoeffner for the invitation to be part of this journey. I'm ready to dive in, build momentum, and take Oyster to the next level. #futureofwork #globalwork #oysterhr #demandgeneration #growthmarketing #hrtech

Many companies start #globalhiring with a salary number. But the real question is: What does that hire actually cost the company? Employer contributions, #taxes, and #compliance costs can change the math quickly. Before making the decision, run a quick estimate. Try our cost calculator here: https://bit.ly/3Pu5aXN

You hired a contractor in Argentina. They've been working exclusively for you (using your equipment and schedule) for 18 months. But Argentina does not look kindly on that arrangement… Neither does Germany. Or Spain, who fined Glovo €79 million to make exactly that point. Here's what actually happens when companies skip the contractor review: 🦪 They assume one contractor is low-risk. Then they hire two. Then three. Then five, across four countries. Each one felt fine in isolation. Collectively, they've built a pattern that a regulator will read as employment. 🦪 They budget for the fine and forget about everything else. Germany's ceiling for misclassification is €10 million. That number is alarming. What companies almost always undercount: the months of distracted leadership, the legal fees, the decision that should have been made at the start, now being made under pressure with fewer options. 🦪 They wait for a problem before running the analysis. Almost every contractor case we see started the same way: a disgruntled exit, not a regulator going looking. By the time someone's filing a complaint, the options have already narrowed. 🦪 They get Poland wrong on a technicality. Polish contractors are legally required to invoice in a government-mandated e-invoicing format. File it wrong and you've created a VAT problem that inflates your costs and reduces the contractor's take-home, and it has nothing to do with how the relationship was actually structured. Trust us, none of these are hypotheticals. These are the situations Kevin Pratt , our Director and Senior Managing Counsel, untangles for customers every month. He dives deep into our legal team’s four-step process right here 👇:  https://lnkd.in/giehSAjh

"What if switching goes wrong?" 🤔 Every team asks that question before leaving an #EOR provider. Almost nobody asks the other one: what's it costing us to stay? Staying feels safe because the cost hides in small places. A payroll error here. A compliance question your provider takes a week to answer. A team member in another country who's stopped raising issues because nothing changes. Switching feels risky because it's one big, visible decision. But the risk you can see and plan for is usually smaller than the one you've learned to live with. We put together a practical guide to moving your global team to a new provider without disrupting them: what to check before you commit, how to time the transition, and how to keep everyone paid, covered, and informed the whole way through. Download the guide here: https://bit.ly/4xbTg5y #switcheors #oysterhr #futureofwork #globalteams

A knowledge base can tell you the notice period in Portugal. It can't sit with you through a #termination there. Self-serve handles the routine. The exceptions are where the risk lives, and that's the part most platforms hand straight back to you. Oyster works the other way round: in-house #HR specialists, a named point of contact, and help on the hard cases included in what you already pay. Comparing #EOR providers? The question isn't how fast the #platform is. It's who picks up when the platform can't help.

Workable and Oyster are closing the gap between recruiting and global employment. Once a candidate is marked “Hired” in Workable, their data now flows directly into Oyster, ready for onboarding as an Employer of Record hire or contractor in 180+ countries. No duplicate data entry. No delays. No compliance guesswork. #partners #EOR #globalteams

Meet Pawel Kononczuk, our latest Oyster Pearl Spotlight ✨ Senior Manager, People Services at Oyster — based in Las Palmas de Gran Canaria, and the person who describes his job as neutralizing storms before they arrive. He's lived in four countries, and he's watched a lot of companies make the same mistake when they hire globally: the copy-paste trap. Dropping HQ's exact policies and mindset into a brand-new market, and assuming what works in London or San Francisco will land in Munich or Tokyo. It usually doesn't. That gap is where global HR gets expensive. Swipe to meet Pawel ➡️ #MeetOurPearls #GlobalHiring #PeopleOps #DistributedWork #HRLeadership