Local or global Employer of Record?
Global platforms cover well over 100 countries from one dashboard. A local EOR covers a few countries in depth. Here is how they compare for hiring in Croatia, Serbia and Czechia, and what to ask either one.
Should we use a local or a global Employer of Record?
A global EOR platform suits companies hiring a few people in many countries, managed from one dashboard. A local EOR suits companies building a team in one region: it employs through its own companies and can also find candidates, arrange work permits and hire frontline roles. In Croatia, Serbia and Czechia, check who the legal employer is and which agency authorisation it holds.
A local EOR and a global platform, compared.
Both employ your hire under local law and run payroll, tax and HR. They differ in who the employer is, what else they do and how you work with them.
| Topic | Local EOR: Humble Hunters | Typical global EOR platform |
|---|---|---|
| Countries | Croatia, Serbia and Czechia, in depth | Well over 100 countries under one contract |
| Who employs your hire | Our own company in each country: in Zagreb, Belgrade and Prague | Its own company in some countries, a local partner in others |
| Legal route in these three countries | Temporary agency work in Croatia and Czechia; agency employment for a client registered in Serbia | The same routes: local law decides, not the provider |
| Finding the candidate | Optional: we recruit, then employ | Usually you bring the candidate |
| Frontline and non-EU hires | Drivers, production and warehouse teams, work permits and housing | Mostly office and remote roles; permit support varies by country |
| Support | A named team you can call, in your time zone | Account managers and ticket-based support, often across time zones |
| Tools | Payroll, documents and reporting handled by our team | A self-serve dashboard, often with HR software integrations |
| Pricing | A monthly fee per employee, quoted per country and role | Published list prices for these countries are commonly USD 599–699 per employee per month (October 2026) |
| Best for | Building a team in this region, including hires you need us to find | One or two people in each of many countries, managed in one place |
As of October 2026. The global column describes the category, not any one provider: practice differs between providers and countries. List prices are taken from the providers' own pricing pages for Croatia, Serbia and Czechia.
Each is the right answer for a different company.
A global platform fits when…
- You hire in many countries and want one contract and one dashboard
- Your hires are office or remote roles you have already found
- You need integrations with your HR and payroll software
A local EOR fits when…
- Croatia, Serbia or Czechia is where your team will grow
- You need the people found as well as employed
- You hire frontline, shift or non-EU workers who need permits and housing
- You want a named team you can call, in your time zone
Eight questions to ask any EOR in Croatia, Serbia or Czechia.
Ask us the same questions. The answers tell you who actually employs your people and what it will cost.
Who is the legal employer in this country: your own company or a partner?
Ask for the company name and registration number. That company signs the employment contract and carries the obligations.
Which agency authorisation does that company hold?
In Croatia and Czechia an EOR runs as temporary agency work, so the employing company needs a Ministry of Labour authorisation. In Serbia the client must be registered locally.
How long can one person be assigned to us?
Croatia: up to 3 years on the same tasks. Serbia: up to 24 months for fixed-term agency workers. Czechia: up to 12 months per client.
Can you hire non-EU workers for us, and on what conditions?
Since June 2026 Croatian agencies can place non-EU workers only with clients that already operate in Croatia. Czech agencies may not place foreigners who need a permit in low-skilled roles.
What is in the monthly fee, and what is charged on top?
Check for a deposit, onboarding and offboarding fees, currency conversion and the cost of work permits.
What happens when we move staff to our own company?
Ask about transfer fees, notice and how accrued leave is settled before you sign.
Who answers when a payslip is wrong, and how fast?
Payroll errors and slow support are frequent complaints about EOR providers. Ask for a named contact and a response time.
Where is employee data processed, and will you sign a data processing agreement?
Your employees' personal data passes through the provider. Ask where it is stored and who can access it.
Local or global EOR: common questions.
Not automatically. Published list prices of the large global platforms for Croatia, Serbia and Czechia are commonly USD 599–699 per employee per month (October 2026), and some budget providers list lower prices. A local provider quotes per country and role. Compare what the fee includes: recruitment, work permits, deposit and exit terms often matter more than the headline price.
Some do, and some work through local partner companies; this can differ by country. Ask each provider for the name and registration number of the company that will sign the employment contract, and which agency authorisation it holds.
Yes. None of the three countries has a separate legal form called Employer of Record. In Croatia and Czechia it runs as temporary agency work, with assignment limits (Croatia: 3 years on the same tasks; Czechia: 12 months per client). In Serbia the Agency Employment Act requires the client to be registered in Serbia. The same rules apply to local and global providers.
Yes, but the person usually signs a new employment contract with the new employer. Plan the timing, notice periods and accrued leave with both providers, and ask about transfer terms before you sign the first agreement.
Ask the team that would employ your hire.
Tell us who you want to hire. We reply within one business day with the legal route, the timeline and a compliant, in-region plan.
Tell us who you want to hire
Share a few details and we'll map out a compliant, in-region plan, no subsidiary, no guesswork. We reply within one business day.