FAQ

Uniquely, compared to most EOR's. PEO's and or AOR's we have no minimums for each service. We are specialists in going on a launch and scale journey with our clients and therefore expect a lot of clients will enter the USA with a small number of employees. Our solutions are designed to support your journey from 1 to 100+.

Our solutions are designed to enable start up growth and we understand you will need to make quick decisions on talent. We therefore enable PEO and EOR solutions so there are no limits on your expansion. For instance, you may find a new hire in a state where you aren’t registered to do business. It could take weeks and be quite expensive to set up a new entity, register payroll accounts, create compliant employment documents and file all the insurances. In the US there are very short notice periods through employee at will contracts and you may lose out on the hire through administrative delays. We would suggest an EOR onboarding in this scenario, which can be executed within 48 hours, and then transition to a PEO when you have had time to decide if being registered in that State makes sense for your overall strategy. We can match the EVP so and EOR and PEO employees have the exact same benefits and all feel part of the same team.

Absolutely, our fully managed Gold solution is designed to provide comprehensive business and founder support through the initial start up phase of your business. We are a genuine extension of your organization and there to take all worry and risk out of launching and scaling in to America. As you become more established, get a critical mass of employees including support staff we would fully recommend you transition through the Silver and Bronze options whenever you feel ready. We aim to provide the right solution at each stage of your business growth and enable a smooth transition. We thrive off recommendations so doing the right thing at the right time is essential for our success as well as yours.

For a PEO and EOR onboarding the first employee requires you to make some choices around contributions to healthcare, other benefits and your overall EVP. It helps to get this right first time if you give yourself a couple of weeks to work through the variables so you all are set for the future without having to make wholesale changes. We can start on a boiler plate version and then transition to a more customized EVP over time to cut down the time if you need to move quickly but for the very first hire you would still need to budget for 3 – 5 working days assuming everything else in the process was straight forward. Once you have worked through setting up and customizing your EVP whether you are on an EOR, PEO or combination of service lines we can onboard a new hire within 48 hours (assuming they complete all the onboarding accurately).

We have a fixed selection of benefit providers chosen for being recognized as the gold standard in their area and or providing maximum flexibility. We are unique in that we enable the company to choose their % contribution (above statutory minimums) to everything apart from the 401k which is fixed at a 4% match (market norm). We also work with each company to discuss cultural norms for things like PTO and national holidays but enable flexibility here if you want to match your US EVP as closely as possible with your International EVP. Its our role to advise you how to remain compliant and competitive and as consistent as possible with your international operations. This is a very unique proposition that we feel is a key principle to ensure all your employees, regardless of location or engagement type, feel valued equally and essential to the success of the company.

We don’t have any upfront or onboarding charges within our service. We also don’t have any offboarding charges. We like to keep this as simple as possible and be crystal clear what your costs are for each hire. We’ve been where you are and frustrated with figuring out budgeting with surprise costs coming left and right so we’ve removed that pain from our process. Full disclosure for our EOR service there is a salary deposit required for each employee as we are technically responsible for the payment of their salary. We will explain in detail how this works before you engage any employees.

You can’t hire an employee on a visa via an EOR model as the visa is attached to your company and therefore you need to be the legal employer of record. You can however utilize our PEO model (which operates as co employment) and engage employees on a visa via that service line. In order to gain the visa you will have most of the items in place to set up a PEO solution and we can advise you on any additional steps to make the process easy and painless. If you need to get a visa we can introduce you to various immigration specialist attorneys who will help you with that process.

We provide cutting edge HRIS technology as part of our service with inbuilt AI to make finding whatever you need as easy as possible. However, we are very passionate about providing a “real person” service at In2America. If you or your employees need answers about payroll, healthcare, tax or anything else related to their employment they will have direct phone numbers of our support team based in the US and Europe so you can always speak to an expert who knows your client set up and answer you questions ASAP. We’ve built our business from Europe into America and fully understand the business and individual complications your will have on a business and personal level. We actively encourage you to call with any questions and if its beyond our scope we’ll connect you with another industry expert who can solve your problem.

Via a PEO service you can offer equity or share options as this is a co employment model and you are the employer of record. Via an EOR solution it is technically possible to offer share options but your choices are limited, primarily to non-qualified stock options which are less tax favorable. We are happy to introduce you to specialists attorneys in this field to help you plan your US expansion. This process can take a minute so we can also work with you to onboard early stage employees in a compliant manner so you don’t miss out on talent and then work through transitioning to the right engagement solution when you have your share scheme set up. Also read our blog – Overview of US stock option plans - for more detailed information.

In2America was originally born out of an international staffing business. We therefore have two sister businesses that can help you – www.technicorns.com which focusses on VC backed companies and www.twentyai.com which focuses on support (including technology and finance) and sales talent across all industries in Europe and North America. Our US teams are experts in helping build and scale founding teams and bridging the cultural gaps with international companies. We provide discounted terms for In2america clients and you are in very safe hands.

You can engage employees via our EOR solution with no presence whatsoever in the USA. We’d recommend getting a US Dollar account with your business bank account as a minimum as making and receiving payments from the US becomes easier. For a PEO solution you will need a bank account and business entity but call us and we can talk you through how to set this up. Also read our blog – How to open a US bank account as a foreign company – for more detailed information.

In short no – if you use the EOR solution. However, if you are going to scale into America you will need one at some point and there are a variety of triggers that make this relevant. Reach out to the in2america team and we’ll walk you through how to onboard your first employees and then as and when you need to think about the next steps we can introduce you to the relevant attorneys, tax advisors and accountants to structure your business appropriately for your goals.