Employer of Record Solutions for Staffing Firms: Cut Costs & Scale Faster

In the midst of increasing global complexity and margin compression, staffing organizations cannot afford the operational fragmentation caused by legacy providers and disparate local vendors. Relying on a patchwork of third-party providers obscures total cost of ownership (TCO) and introduces significant compliance risk.

At Deel, our enterprise-grade workforce infrastructure, global reach, and predictable pricing transform these challenges into opportunities, helping staffing agencies like yours gain improved governance and cost control.

With results ranging from streamlined processes to operational efficiency, we’ve helped agencies stabilize and grow their profit margins. Here’s how Deel EOR can optimize your agency for success across borders.

Maintain financial visibility

Predictable pricing models allow your staffing agency to budget effectively while maintaining financial visibility. They eliminate the risk of unexpected expenses and provide financial stability across countries, making it easier to maintain healthy profit margins.

Legacy providers can’t offer predictable pricing due to their limited coverage. They rely on in-country partners to fill the gaps, meaning they often set prices based on local arrangements. This fragmented approach makes it impossible to maintain consistent costs across regions, forcing you to either adjust client rates or absorb the additional expenses yourself.

Look for EOR providers with an extensive global network to avoid hidden costs. For example, Deel has owned legal entities and infrastructure in over 100 countries, including the US, UK, and Germany. We can give you an upfront quote and guarantee there will be no costly surprises.

See also: EORs with Owned Entities vs. In-Country Partners: What’s Better?

Control total cost of ownership

Global EOR providers usually offer the most competitive prices. As they have a direct presence in most countries, they can keep their rates low and minimize unnecessary charges. They don’t have to inflate prices to account for the fees charged by local partners and intermediaries.

Additionally, global providers can leverage economies of scale to reduce prices further. They’re able to spread costs across all their clients in one region, allowing them to charge less per employee. On the other hand, legacy providers using an aggregate model can’t go lower than what their local partners charge them.

This means global providers like Deel are more likely to offer the best deal, even in countries with high setup costs, such as the UAE and Germany.

Learn more about how Renrui HR, a leading HR provider in China, expanded support from 40 countries to 100+ after just one year of partnering with Deel.

See also: Cost Comparison: EOR vs. Opening an Entity

Streamline global payroll

Managing payroll across different regions can be costly. Global EOR providers make expenses more manageable by consolidating payroll for all your employees and offering one fixed rate.

By contrast, legacy providers either don’t offer payroll services or outsource these processes to their in-country partners. Again, these partners are likely to have different pricing models with variable fees, making it difficult to analyze costs and forecast expenses.

Global EOR providers also handle complex currency exchanges to keep payroll costs predictable. For example, Deel uses a method called Forward Rates, which are agreed-upon fees for a specific day. This shields your staffing agency from sudden fluctuations and potential disruptions to your cash flow.

Minimize compliance risks

Global providers offer superior compliance management compared to legacy systems, significantly reducing the risk of costly issues. As they maintain full control over every process, this results in better governance and prevents errors or mismanagement.

Like all Employer of Record services, legacy providers should assume liability for compliance issues since they legally employ your workers. The issue is that most legacy EOR providers can’t shield you from all the repercussions. For example, suppose there’s a case of worker misclassification at your agency. The EOR may bear the legal costs but you still have to amend the contract or end the placement early, causing disruption to your client’s operations.

Frequent issues may frustrate clients and cause them to leave your services, negatively impacting your net revenue. That’s why it’s best if the EOR service not only assumes liability but also guarantees continuous compliance with all the relevant local labor laws and regulations.

As legacy systems rely on in-country partners, it may be unclear who bears ultimate responsibility for compliance management. Direct oversight holds global providers fully accountable for compliance. If you ever experience issues or need support while using Deel, for example, you can contact your customer success manager.

Optimize labor costs

Relying on one consolidated provider means you spend less time on logistics and admin. Instead of coordinating with multiple vendors and managing disparate workflows, you can streamline operations with one expert point of contact.

For example, Entain saved 450+ hours of entity setup admin by leveraging Deel EOR.

Global EORs also standardize processes and policies across regions, meaning your team doesn’t have to keep adapting to different workflows or resolving inconsistencies. For example, you only have to learn to use and manage one type of software. This consistency ensures smoother internal operations and allows you to allocate resources more effectively.

As a result, you can maintain a lean HR function and spend less of your agency’s budget on labor costs. Your existing employees will have fewer back-office administrative burdens and focus more on client relationships and service offerings.

Discover how FEMSA saved $270k+ by using Deel EOR instead of setting up entities.

Source top global talent efficiently

Chances are that recruitment is one of your most expensive operations. Research shows staffing agencies spend an average of $16,388 per month on job listings alone.

Global EORs deliver ROI by streamlining the onboarding process across locations, ensuring you can source niche expertise and tap into foreign talent pools. This makes it easier to fulfill client needs and maximize your earning potential.

For instance, Deel can onboard workers in a new location in as little as one day, providing a strategic advantage against competitors.

Fragmented legacy aggregators rely on third-party in-country partners, creating inconsistent SLAs and varying standards that disrupt global governance. This operational friction prevents a cohesive hiring process and hinders speed-to-hire for critical talent.

Discover how Outreach consolidated four vendors and entered five new countries with Deel.

Redeploy contingent workers seamlessly

Growing staffing agencies are twice as likely to be redeploying workers than competitors. This strategy reduces your turnover rates and allows you to fulfill more client requests.

The challenge is relocating talent across borders, given the complexity of many visa and immigration processes. If there are any delays or complications, workers might not arrive at their placement as scheduled.

Top providers like Deel offer global mobility services, including:

• Eligibility checks
• Document management
• Assistance completing forms
• Fee payments
• Regular updates

Global providers transfer workers between their own EOR entities, which means you don’t have to coordinate with other partners or intermediaries. You only need to communicate with the worker and your customer success manager. By keeping the relocation process simple, you can avoid complications that leave top workers out of work and delay placements getting filled.

Discover how Revolut created 450+ contracts and hired across 16+ countries with Deel.

See also: A Guide to Contingent Staffing: Risks & Rewards

Retain your best workers

Global EORs provide a standardized experience for employees compared to legacy systems, contributing to higher employee retention rates and reduced recruitment costs.

The provider’s standardized processes mean everyone receives equal care and support. For example, Deel is always available to help, backed by 2,000+ in-house payroll, HR, and legal experts. Employees can get their questions answered no matter their time zone, location, or issue.

With a dedicated point of contact, you also don’t need to navigate multiple providers. You can access local expertise quickly and get fast resolutions to employee issues.

Most importantly, without the complications of a legacy agency, contingent workers have a better overall experience. They can focus on their jobs without worrying about payroll, tax, or compliance issues. When their placement is over, that means they’ll be more likely to return to your agency.

Discover how Turing created 6k+ contracts across 60+ countries with Deel Contractor.

See also: How Staffing Agencies Can Guarantee a Good Employee Experience With an EOR

Maximize margins with a reliable partner like Deel

Partnering with an EOR like Deel helps you control TCO, maintain financial visibility, and deliver a superior experience for EOR employees and contingent workers. Our transparent pricing model and detailed quote calculator provide you with clear, upfront costs, so you don’t have to worry about hidden expenses.

All Deel’s customers can benefit from:

• Broad, international coverage across 150+ countries
• The option to add global payroll
• Global mobility support
• Scalable technology
• Transparent pricing
• Flexible payments
• Predictable monthly costs
• Local compliance expertise
• 24/7 responsive customer support

Ready to begin your staffing agency’s digital transformation? Schedule a demo with our expert team to learn more about how to leverage our EOR services.