Every company expanding into a new market eventually asks the same question: At what point do we stop using an Employer of Record (EOR) and set up our own local entity? There’s no universal answer—but there is a practical way to think about it. An EOR lets you hire employees in a new country without establishing a legal entity first. The EOR becomes the legal employer, handling employment contracts, payroll, tax withholding, statutory benefits, and local compliance, while you

Remote hiring has made it possible for businesses to look beyond their home market when building a team. A company can hire a specialist in another country, bring in local market knowledge, or support regional growth without requiring everyone to work from the same location. The harder question usually comes after the candidate has been found: how should that person be employed? Two options often come up at this stage: Employer of Record (EOR) and Payroll Outsourcing. They ma

Most companies don't open an office first. They hire people first. That's one of the biggest shifts we've seen in global hiring over the past few years — and it still surprises many companies when they first encounter it. Instead of spending months establishing a legal entity in a new country, businesses are increasingly choosing to build local teams first, validate the market, and scale operations before making long-term investments. At Sisima, we've worked with companies

If your business is planning to expand internationally, chances are someone has already suggested using an EOR. But is it actually the right fit for your business? The honest answer is — it depends. An Employer of Record (EOR) can be a highly effective solution for some companies, while for others, it may only be a temporary fix or an unnecessary extra cost. The key is understanding where your business stands today and what you are trying to achieve. What Is an EOR? An Em

Hiring expatriate employees often comes with high expectations. Whether it is specialised expertise, international leadership experience, or technical skills that are difficult to source locally, expat hires are usually brought in to solve business-critical problems quickly. What many companies underestimate, however, is the complexity that comes after the hiring decision is made. Visa requirements, work permits, payroll obligations, tax reporting, employment contracts, an

Expanding into a new market sounds exciting — until hiring becomes the bottleneck. For many businesses operating across Australia, Papua New Guinea, and the wider Asia-Pacific region, the challenge is not finding opportunities. It is figuring out how to hire local talent in a country where they do not yet have a legal entity. Setting up a foreign company structure can take months. Between payroll setup, labour law compliance, immigration requirements, and tax obligations, e