Hire employees in India without opening a company first.
SetMyCompany helps global companies hire India-based employees through a compliant Employer of Record path, while payroll, employment administration and statutory coordination are handled locally.
Before you hire in India, confirm whether EOR is actually the right route.
Most global teams do not need a sales demo. They need a clear India hiring decision: EOR now, PEO after entity setup, or direct incorporation. We use the first call to map your headcount, roles, payroll exposure, tax/compliance touchpoints and transition path.
20-minute India hiring call
- Can you hire without an Indian company?
- Which payroll and statutory items apply?
- When should you switch from EOR to entity?
- What documents and cost inputs are needed?
EOR is the cleanest first step when you want talent before infrastructure.
Opening an Indian entity too early can create avoidable cost, filings and management load. EOR lets you start with employment operations first, while keeping the path open for later incorporation.
Outcomes you should expect
- Hire India employees before setting up a subsidiary
- Coordinate employment contracts, onboarding and monthly payroll
- Manage statutory deductions and payroll compliance touchpoints
- Plan a future transition from EOR to your own Indian entity
A practical EOR launch path
Confirm role and hiring route
We review role, location, compensation, employment structure and onboarding requirements.
Set employment documentation
Offer letters, employment documentation and payroll inputs are prepared for India context.
Run monthly payroll
Salary, reimbursements, deductions and statutory coordination are managed on a recurring cycle.
Scale or transition
When India becomes strategic, we help move from EOR into entity setup and PEO/managed operations.
What EOR support can include
Employment onboarding
Role, compensation, documents, joining workflow and employee administration coordination.
Payroll operations
Monthly salary processing, payslips, reimbursement handling and payroll reporting.
Statutory coordination
India payroll compliance support across TDS, PF, ESI, PT and related employer obligations.
Transition planning
Roadmap from EOR to Indian entity setup when headcount or strategy justifies it.
Local advisory
India-specific guidance instead of generic global platform answers.
Finance handoff
Clean payroll and compliance records for future accounting and entity management.
Use the first call to choose the right India hiring route.
You do not need to arrive with a perfect brief. We’ll quickly understand your India hiring plan and tell you whether EOR, PEO or company incorporation is the cleanest path.
Best route
Should you hire through EOR, set up an entity, or use PEO after incorporation?
Compliance exposure
What payroll, TDS, PF, ESI, professional tax and employment documentation points matter?
Cost direction
What monthly operating model should you expect before committing to India headcount?
Scale path
When should you move from first hire to entity setup and managed India operations?
India employment is operational, tax and statutory work bundled together.
The risk is not only hiring incorrectly. The risk is payroll, employment documentation, statutory deductions and entity planning drifting apart. Our approach keeps these connected.
You control the team. We handle the India employment layer.
EOR works best when the split is clear: your company leads the work, SetMyCompany manages the compliant local operating layer.
What you control
Assign work, manage performance, set priorities and own the employee relationship day-to-day.
Decide role scope, salary bands, incentives, reporting lines and growth path.
Keep control over deliverables, culture, tools, training and internal standards.
What we handle
Local employment documentation, onboarding support and HR administration coordination.
Salary processing, TDS, PF/ESI/professional tax where applicable and payroll records.
Local employment compliance, payroll filings, benefits coordination and recurring compliance rhythm.
Employer of Record India: what global companies should know before hiring.
This guide keeps the important search themes from the original EOR page — Employer of Record India, EOR services in India, hiring without an entity, payroll compliance, subsidiary alternative and the EOR-to-entity transition — but presents them as practical buyer guidance.
Hire in India without setting up a company
Employer of Record India services help global companies onboard Indian employees before incorporating a subsidiary or branch.
What the EOR handles locally
Employment contracts, payroll, statutory deductions, HR administration and India labour-law compliance are managed through a local employer structure.
When EOR makes business sense
Use EOR services in India for first hires, market testing, urgent onboarding or small teams where immediate subsidiary setup is premature.
Move from EOR to your own entity when ready
As India headcount and operations scale, transition from EOR to company incorporation, payroll, GST, TDS, accounting and ongoing compliance.
EOR India questions
Can we hire in India without opening a company?
Yes. EOR is designed for companies that need India employees before they are ready to set up an Indian entity.
Is EOR a permanent replacement for entity setup?
Usually no. It is best used to launch and test. Once India becomes strategic, entity setup may become cleaner and more scalable.
Can employees later move to our Indian company?
Yes. We can plan the transition from EOR employment into your own Indian entity when appropriate.
Can we transfer funds in local currency?
Yes. You can transfer funds to us in your local currency, and we coordinate India-side payroll and statutory payments.
How fast can a company start hiring in India through EOR?
Timelines depend on role details, employment documentation, payroll inputs and onboarding requirements. EOR is usually faster than incorporating a company first because the entity setup layer is deferred.
What information is needed for an EOR quote?
Role, work location, monthly compensation, benefits, headcount plan, start date and whether the hire may later move to your Indian entity.
Want one clean answer on India hiring?
Tell us the role, location and expected salary. We’ll tell you whether EOR, PEO or entity setup is the cleanest route — and what to do next.