How we deliver
Remote, by power of attorney
You sign once; we act for you without you travelling.
Typical timeline
First hire typically 2–3 weeks after the offer is accepted.
Staff employed in Hainan before your own company exists, then moved onto your company on a planned date.
What we handle
- Employment by a licensed employer, on your terms and under your day-to-day direction
- Payroll, tax, social insurance and housing fund handled
- Work permits for foreign employees where the employer can sponsor them
- A planned transfer date onto your own Hainan company
- Contracts and service years transferred when your company is ready
How it works
- 01
Offer
Role, salary and start date agreed; the employment contract issued by the employer of record.
- 02
Onboarding
Employee enrolled in payroll and social insurance.
- 03
Monthly
One invoice covering salary, contributions and fee.
- 04
Transfer
Employees moved to your own company on the agreed date.
What we need from you
- Offer details: role, salary, benefits and start date
- The employee's identity documents
- Monthly approval of hours, leave and expenses
Good to know
An employer of record is a bridge to your own company, not a permanent structure; Chinese rules limit how long and how widely it can be used.
Case study
Converting an EOR Arrangement to a Direct Entity Without a Coverage Gap
A foreign employer had grown its Hainan headcount under an employer-of-record arrangement and needed to transfer staff to its own newly formed entity without a break in social insurance or housing fund contributions.
Composite illustration based on common engagement patterns; not a specific client.
Related insights
Briefing: What Actually Changes When an EOR Arrangement Converts to a Direct Entity
Converting employees from an employer-of-record arrangement to direct employment under your own entity is usually described as seamless. The mechanics behind that seamlessness are worth understanding before day one.
The Dispatch Rules an Employer of Record Cannot Contract Around
Employer of record arrangements in China rest on labour dispatch, and dispatch carries a positions test and a proportional cap. A licence solves the first problem and not the second.
