Global Hiring
Hiring employees across multiple countries.
Global hiring strategy splits into three modes: contractor (fast, cheap, misclassification risk past ~6 months), EOR (clean for 1–10 per country), and own entity (cheapest above ~15 per country).
The right model depends on country count, hires-per-country, and risk tolerance. Most companies blend: entity in HQ + 1–2 anchor markets, EOR everywhere else.
Keep going. Cross-pollinate.
EOR vs entity vs contractor — the practical decision tree, the cost curves, and where each model falls apart at scale.
Third party that legally employs workers on your behalf in countries you don't have an entity in.
We're hiring a Recruiter (Talent Partner) to run full-cycle hiring across multiple roles. You'll work in a small, senior team that ships, owns its outcomes, and treats teammates and candidates with respect.
Twenty structured interview questions for Software Engineer roles, mixing behavioural, technical, situational, and values. Score 1–5 per question, calibrate independently before debate.
Healthcare hiring is credential-heavy, compliance-heavy, and high volume. Screeq supports licence checks, structured competency interviews, and audit-grade record retention.
Workday is the default for Fortune 500 HR. It's powerful, expensive, and a 9-month implementation away from value.
The platform
behind the definitions.
Screeq is the only ATS with a full HRMS built in. 14-day free trial.