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How Much Does It Cost to Hire Employees Internationally?
August 3, 2026
Cost formula Total annual cost = gross compensation + employer statutory costs + benefits + administration or provider fees + equipment and support + recruitment and onboarding + expected currency and contingency cost.
Aidanta pricing snapshot
| EOR service fee | 9% of monthly payroll up to \$15,000 per employee; 8% from \$15,000 to \$100,000; 7% above \$100,000. |
|---|---|
| COR service fee | 5% of monthly contract value up to \$10,000; 4% from \$10,000 to \$50,000; 3% above \$50,000. |
| Setup and platform fees | \$0. |
| Currency conversion | 0.5% on FX-converted payments when the payment currency differs from the contract currency. |
| Security deposit | For EOR, one month of average payroll, refundable after the final settlement at termination. |
Country-specific employer contributions, benefits, equipment, and other
employment costs are calculated separately from the service fee.
For current service fees and country-specific estimates, see Aidanta's pricing page.
Salary is only the visible layer
A fair comparison uses the same role level, compensation basis, and time
period across countries. Comparing one country's net salary with
another country's gross salary produces a misleading result.
Build the budget in layers
| Cost layer | Examples |
|---|---|
| Compensation | Base salary, guaranteed payments, bonuses, commissions, allowances |
| Employer statutory cost | Employer taxes, social contributions, mandatory insurance, statutory funds |
| Benefits | Health coverage, pension, meals, transport, leave enhancements, local market benefits |
| Operating cost | Payroll, HR administration, accounting, local support, service fees |
| Work enablement | Laptop, software, security tools, shipping, repair, coworking |
| Risk and change | Currency movement, payroll corrections, termination, severance, legal review |
Entity cost and per-employee cost are different questions
An entity may have substantial fixed costs but lower marginal cost at
scale. A locally permitted employment or personnel-provider arrangement
may have a clearer per-employee fee but avoid setup and governance
costs. The correct comparison should use projected headcount and a time
horizon, such as 12, 24, and 36 months.
Use three scenarios
- Base case: expected salary, ordinary benefits, normal exchange rate, and stable headcount.
- High-cost case: higher salary, currency movement, extra benefits, correction work, and early termination.
- Scale case: several hires in the same country and the point at which a local entity may become economical.
Frequently asked questions
Should cost be compared using net or gross salary?
Use a consistent basis and show both where possible. Total employer cost
should be modelled separately.
Are provider fees the main cost difference?
Not always. Fixed entity cost, employer contributions, benefits,
currency, administration, and management time can be larger factors.
How often should the model be updated?
Update it when compensation, law, exchange rates, benefits, provider
pricing, or projected headcount changes.