EOR for US Companies Hiring in Asia

If you are a US company hiring in Asia, you usually do not need US domestic payroll from us — you need an Asia Employer of Record that understands CPF, EPF, BPJS, SSS, BHXH and local labour law.

When US companies choose EOR Asia

• First sales, CS, or engineering hires in Singapore, India, Vietnam, Philippines, or Japan
• Pilot markets before entity setup (PE and tax advisors still recommended)
• Bridge employment while counsel incorporates a local subsidiary
• Multi-country Asia pods without opening 3–5 entities at once

US HQ path (90 days)

1. Confirm roles, locations, and start dates.
2. Run PE / tax posture with US advisors — PE risk for remote Asia hires.
3. Onboard via EOR (typically 2–4 weeks).
4. Review entity vs stay-on-EOR at month 6–12.

Popular markets for US buyers

• EOR Singapore
• EOR India
• EOR Vietnam
• EOR Philippines
• EOR Japan
• EOR ASEAN

Also: hire in Asia from Europe · expand from Australia · vs Deel-style platforms · expand into Asia guide.

FAQ

Do you provide US payroll?

No. We specialise in Asia payroll and EOR for companies headquartered in the US and elsewhere.

Can a US C-corp hire Asia staff via EOR?

Yes — that is a common pattern. We employ the worker in-country; you direct the work from the US.