Hire in China

EOR in China

If a lack of speed or local expertise are among your top concerns when expanding to or employing workers in China, an employer of record may be the best option for achieving your global growth objectives.

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in China ―often in as little as two weeks―without having to take on the cost and risk of establishing a local entity.

Learn about the hiring, employment, payroll and benefits requirements for workers in China and how our employer of record service, EOR, and local HR experts can help you manage your international employment needs.

Hiring in China

Top companies from around the world have recognized the advantages of hiring in China, but its labor regulations can be complex. Employment relationships in China are governed by the Labor Law of the People's Republic of China (1995) and the Labor Contract Law (2008), which serve as the primary legal frameworks outlining workers' rights, employer obligations, and procedures for labor disputes. ​

Additionally, Chinese law places specific regulations on the use of temporary and agency workers. The Labor Contract Law stipulates that labor dispatch is permitted only for temporary, auxiliary, or substitute positions, and the number of dispatched workers must not exceed 10% of the employer's total workforce. Employers must provide written employment contracts detailing terms and conditions, and ensure compliance with statutory requirements such as minimum wage standards and working time regulations. ​

Because of the complexity of China's labor and tax laws, compliant employment contracts are a critical business requirement. With Safeguard Global as your partner, you can hire employees in China with confidence, knowing that every contract meets legal standards. We also provide guidance on cultural expectations and hiring best practices, while helping you stay current with regulatory changes.

Employment laws and contracts

Employment contracts

In China, employment contracts can be fixed-term or permanent, depending on the nature of the job and the agreement between the employer and employee. Permanent employment contracts must include benefits such as social insurance, housing fund contributions, paid leave, and severance pay. Fixed-term employees are entitled to the same benefits as permanent employees, and after two consecutive fixed-term contracts or ten years of service, employers are generally required to offer a permanent contract.

China also has apprenticeship contracts, mainly for training, which are governed by labor laws and regulations. Employers engaging apprentices are required to:

• Provide structured training aligned with approved curricula
• Pay apprentices a stipend in line with government regulations
• Ensure apprentices work in a safe environment
• Adhere to regular working hours as defined by labor standards

Probationary period

In China, probation periods are indirectly addressed in local law, and they vary based on contract length: Up to one month for contracts between three months and one year, two months for contracts between one and three years, and up to six months for contracts exceeding three years, applicable in both private and government sectors.

Termination and notice periods

In China, labor laws generally require a 30-day written notice for termination or salary in place of notice. In most cases, terminated employees are entitled to a warning and a fair hearing. Just cause for a dismissal includes the following:

• Theft
• Disorderly behavior
• Bribery
• Insubordination
• Habitual negligence of duty
• Lack of capability
• Financial irregularities

Employees with at least one year of service are entitled to severance pay of one month's wages for every year of service. There is no statutory gratuity payment in China; however, additional compensation may be provided based on employment contracts or collective agreements.

As your Employer of Record (EOR) in China, we can assist you in managing employee terminations by providing legal guidance and a personalized process to ensure compliance with labor laws and minimize legal risks.

Working hours and overtime

In China, the standard working week typically consists of 40 hours, spread across five days, with a legal maximum of eight hours per day and 44 hours per week on average. Employees are entitled to at least one rest day per week, commonly on Sunday.​

Any work beyond the standard working time is considered overtime. Chinese labor law limits overtime to three hours per day and 36 hours per month. Overtime compensation rates are as follows:​

• 150% of the regular wage for overtime on workdays​
• 200% for overtime on rest days if no compensatory leave is provided​
• 300% for overtime on statutory public holidays​

Employers must adhere to these regulations to ensure compliance with Chinese labor laws and to promote a balanced work environment.​

Pay and benefits

When negotiating terms of an employment contract with a candidate in China, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Minimum wages and salary benchmarks

Minimum wage rates in China vary by region. As of April 2025, Shanghai has the highest monthly minimum wage at 2,690 RMB, while Guangxi has the lowest at 1,690 RMB. ​

Wage adjustments are determined by local governments, considering factors such as economic growth, inflation, and living costs.​

The overall annual average salary in China is approximately 120,698 RMB, with monthly earnings varying significantly by position, experience, and region. The median monthly salary is estimated to be around 10,058 RMB. ​

By gender, a wage gap exists with average annual salaries for men typically exceeding those for women. Efforts to reduce this disparity continue through targeted government initiatives and policy reforms.​

Looking at salary by location in China

• Beijing: Known for offering salaries above the national average, particularly in sectors such as finance, technology, and healthcare
• Shanghai: Offers competitive compensation in industries like manufacturing, education, and information technology, with wages generally reflecting the local cost of living
• Chengdu: While salaries in Chengdu are competitive, certain sectors may offer compensation slightly below the national average, influenced by regional economic factors​

As your employment partner in China, Safeguard Global can provide you with the latest resources and insights on average employee compensation across various roles and regions, ensuring that you make competitive and compliant employment offers.​

Payroll frequency

In China, employees are typically paid on a monthly basis, with salaries disbursed on or before the 15th of the following month, as specified in the employment contract or company policy. The Labor Contract Law mandates that wages must be paid at least once a month, ensuring regular income for employees. ​

In addition to regular monthly wages, employees may receive additional compensation such as annual bonuses or incentives. These payments are often stipulated in employment contracts or internal company policies and are disbursed according to the terms outlined therein. Employers are required to adhere to the agreed-upon schedules for these payments to maintain compliance with labor regulations.

Bonuses and additional payments

In China, the Labor Contract Law does not mandate an annual bonus; however, it is customary for employers to provide a year-end bonus, often equivalent to one month's salary or more, based on company performance and individual contributions. This bonus is typically paid before the Lunar New Year and is subject to individual income tax, calculated separately from regular salary to potentially reduce the tax burden. The percentage and eligibility criteria for the bonus are determined by the employer and should be applied consistently among eligible employees. ​

Employee benefits

Employers in China are required to provide several statutory benefits under national labor law. In the category of social security contributions, employers and employees must contribute to the five mandatory insurance schemes listed below.

• Pension insurance: Supports retirement income for employees​
• Medical insurance: Covers a portion of medical expenses
• Unemployment insurance: Provides income support during periods of unemployment
• Work injury insurance: Covers medical costs and compensation for work-related injuries​
• Maternity insurance: Offers financial support during maternity leave

Many employers also offer supplemental benefits, such as meal allowances, private health insurance, flexible schedules, or transportation subsidies. These additional benefits help improve retention and employer branding.​

As your employer of record in China, we help design compliant and competitive benefit packages that align with statutory obligations and local market expectations.

Tax and social contributions

Income tax and employee deductions

In China, withholding tax is known as Individual Income Tax (IIT) and is deducted by employers before paying salaries to employees. Employers must deduct IIT from employee salaries based on applicable income tax rates and submit it to the tax authorities.

Employer payroll contributions

China's social security system requires employer contributions that are dependent on the total number of employees, and these contributions cover pensions, medical care, disability insurance, and gratuity payments. In addition, workers' compensation is financed by contributions from state governments, employers, and employees. ​

Business tax and compliance

Employers in China must adhere to various taxation and regulatory compliance requirements to operate legally and avoid penalties.​

• Corporate tax: Companies are taxed at a standard rate of 25%. Small and low-profit enterprises with annual taxable income not exceeding RMB 3 million benefit from a reduced rate of 20%. ​
• Value added tax (VAT): VAT applies to businesses with annual turnover exceeding 100,000 RMB. Employers must register, file monthly or quarterly returns, and pay VAT on applicable goods and services. ​
• Personal income tax (PIT): Employers must deduct PIT from employee salaries, vendor payments, and contractor fees. PIT must be deposited by the 15th of the following month, and monthly returns must be filed. ​
• Income tax returns (ITR): ITRs are filed annually based on company profits. Companies must also file annual financial statements with the Chinese tax authorities.​

Work visas and immigration

Programs for foreign workers

In China, hiring foreigners without valid work permits can result in fines, legal action, or deportation. The Chinese government strictly monitors employment to ensure jobs are first available to Chinese citizens unless specialized skills are required. Therefore, China has structured skilled migration programs for foreigners, with provisions for highly skilled professionals in sectors like engineering, healthcare, information technology, and finance. Several types of employment visas are available for foreign workers. ​

• Z Visa: For foreign nationals employed in China, requiring a work permit and residence permit​
• R Visa: For high-level talents and individuals with skills urgently needed in China
• Intra-Company Transfer (ICT) Visa: For employees transferred within the same company to a Chinese branch​

Foreigners may also apply for an M Visa, which is issued for short-term business visits, to attend meetings, or to explore business opportunities in China. It does not permit full-time employment in a Chinese company.

Sponsorship and employer responsibilities

Hiring foreign nationals in China requires strict adherence to immigration and labor regulations. Employers must ensure that both the position and the candidate meet the criteria defined by Chinese immigration authorities and the Ministry of Human Resources and Social Security (MOHRSS).​

Eligibility criteria

• Position alignment: The role must correspond with the applicant’s qualifications and be necessary for the employer's operations.​
• Candidate qualifications: The candidate should possess relevant vocational or academic credentials, typically a bachelor's degree or higher, along with at least two years of professional experience in the related field.​
• Age and health: Applicants are generally required to be between 18 and 60 years old and in good health.​

Required documentation

• Employment contract: A signed contract specifying salary, duties, and workplace details is required.
• Educational and professional credentials: Authenticated copies of degrees and certificates are required.
• Work permit application: The employer must apply for a foreigner’s work permit through the relevant Chinese authorities.
• Visa application: Once the work permit is approved, the candidate applies for a Z Visa at a Chinese embassy or consulate.
• Health and background checks: A medical certificate and a criminal record check from the applicant’s home country are required.

Post-arrival requirements

• Residence permit: Within 30 days of arrival, the employee must apply for a temporary residence permit, valid for the duration of the employment contract.​
• Registration: The employee must register with the local police station within 24 hours of arrival.​
• Social insurance enrollment: Employers are required to enroll foreign employees in China's social insurance system, covering pension, medical, unemployment, work-related injury, and maternity insurances.​

Processing times and costs

Once a person has applied for a Chinese employment visa (Z Visa), the processing time varies, but it typically ranges from four to five working days. ​

The fees for an employment visa vary based on the applicant's nationality and the duration of the visa. ​

United States citizens

• Single entry: $140​ USD
• Double entry: $155 USD​
• Multiple entry (six months): $170 USD​

UK citizens

• Single entry: £151 GBP​
• Double entry: £151 GBP​
• Multiple entry (six months): £151 GBP​

Other nationalities

• Single entry: $30–$90 USD​
• Double entry: $45–$135 USD​
• Multiple entry (six months): $60–$180 USD​

Additional fees, such as express service charges and document authentication fees, may apply. Check with the specific Chinese consulate or embassy for the most accurate and up-to-date fee structure.

Leave and public holidays

Annual leave and paid time off

Employees in China are entitled to paid vacation leave after completing one year of continuous service. The statutory entitlement is based on cumulative years of employment: five days for 1–10 years, 10 days for 10–20 years, and 15 days for over 20 years. This leave is fully paid and can be taken throughout the leave year, as agreed between employer and employee. ​

Additional leave may be offered as part of an employment contract, though it is not required by law. Many employers offer enhanced leave policies to stay competitive and improve retention.​

Unused statutory leave must be taken within the stipulated period; otherwise, it may be forfeited, depending on company policy. Payment in lieu of unused leave is only permitted upon termination of employment.

Public holidays

Employees are entitled to several national holidays, the dates of some of which vary year to year depending on the lunar calendar.

• Jan. 1: New Year's Day

• Spring Festival: three days, usually between late January and mid-February

• Tomb Sweeping Day: one day, usually either Apr. 4, 5 or 6

• May 1: International Labor Day

• Dragon Boat Festival: one day, usually in May or June

• Mid-Autumn Festival: one day, usually between mid-September and mid-October

• National Day: three days in early October

To create longer holiday periods, the government often designates adjacent weekends as official workdays. For instance, in 2025, January 26 (Sunday) and February 8 (Saturday) are scheduled as working days to compensate for the extended Spring Festival break. Similarly, September 28 (Sunday) and October 11 (Saturday) are designated as workdays to offset the National Day holiday period. ​

Employees who are required to work on official public holidays are entitled to overtime pay at 300% of their regular wage. However, work performed on designated make-up workdays (typically weekends) is compensated at the standard rate, unless otherwise stipulated by company policy or employment contracts.

Sick leave

Personal and sick leave are governed by the labor law and local regulations. Employees are entitled to sick leave ranging from three to 24 months, depending on their length of service and local policies. During sick leave, employees receive 60% to 100% of their salary, with the exact amount determined by local standards and the employee's tenure.

Parental leave

Employers must provide 18 weeks of paid leave to biological and adoptive mothers, including surrogate mothers, regardless of the number of children. Pregnant employees who have worked for an employer for at least one month prior to the expected delivery date are eligible for benefits, with written notice and a medical certificate submitted before the due date.​

Hiring and talent management

Commonly recruited roles

Global companies operating in China frequently recruit for roles that support technological innovation, international expansion, and compliance with evolving regulatory frameworks. A variety of roles are commonly recruited for in China.

• Software developers and AI engineers: These professionals are essential for developing applications, managing IT infrastructure, and advancing artificial intelligence initiatives. Expertise in programming languages, agile methodologies, and scalable system design is highly sought after. ​
• Data scientists and analysts: With the rise of big data, there is a strong demand for experts who can analyze complex datasets to provide actionable insights, aiding in strategic decision-making across various industries. ​
• Cybersecurity specialists: As digital threats increase, companies prioritize securing their data and infrastructure. Professionals adept in identifying vulnerabilities and implementing robust security measures are in high demand. ​
• Finance and accounting professionals: Roles such as finance business partners and compliance managers are critical for navigating China's complex financial regulations and ensuring adherence to international standards. ​
• Sales and marketing specialists: Experts in digital marketing, brand positioning, and customer relationship management are vital for companies aiming to expand their market share both domestically and internationally.
• Human resources and administrative coordinators: These roles involve overseeing talent acquisition, employee relations, and policy implementation, ensuring organizational efficiency and compliance with labor laws. ​
• Legal and compliance officers: Professionals well-versed in Chinese and international law are essential for managing legal risks and ensuring corporate compliance in a dynamic regulatory environment. ​
• Renewable energy technicians: With China's commitment to green energy, technicians specializing in solar and wind energy systems are increasingly sought after to support sustainable development initiatives. ​

As your employer of record in China, we can assist you in accessing experienced, bilingual professionals and ensure efficient, compliant onboarding processes tailored to your organizational needs.

Languages

China is a multilingual workplace environment, with Mandarin Chinese and regional dialects used across industries. While Mandarin dominates corporate settings, regional dialects are widely spoken in government and business sectors, particularly in southern and western provinces. Workplaces often operate in a bilingual or multilingual manner, depending on the industry and region.​

In corporate sectors like IT and finance, Mandarin is the primary language for communication, documentation, and client interactions, especially in state-owned enterprises. Meetings, presentations, and official emails are generally conducted in Mandarin, though employees may use regional dialects informally.​

In government offices and public sector organizations, Mandarin and local dialects are commonly used for internal communication and documentation. China recognizes several regional languages, with provinces prioritizing their local dialects — such as Cantonese in Guangdong, Shanghainese in Shanghai, and Hokkien in Fujian.​

The manufacturing and retail sectors rely on local dialects for daily operations, especially in labor-intensive industries. Factories, warehouses, and construction sites primarily use regional dialects, while management-level communication may be in Mandarin.​

In customer service, language use depends on clientele. Mandarin is common for domestic and international customer support, while many companies also hire speakers of Cantonese, Shanghainese, Hokkien, and other dialects to cater to regional customers.

Education level

The Chinese workforce comprises individuals with diverse education levels, ranging from basic schooling to advanced degrees. Education levels vary by industry, job role, and region, with skilled and unskilled workers contributing to different sectors of the economy.

• Unskilled and semi-skilled jobs (agriculture, construction, retail, informal sector): Primary (小学) or lower secondary (初中) education
• Skilled trade and technical jobs (manufacturing, automotive, electrical, construction): Vocational training (中专), polytechnic diploma, upper secondary (高中)
• Entry-level corporate and service sector jobs (clerical, sales, customer service): Bachelor's degree (BA, BCom, BSc) or upper secondary (高中)
• IT and engineering jobs (software development, technical support, research and development): Bachelor's degree (BEng, BSc in computer science, IT, or electronics)
• Finance and business jobs (accounting, banking, consulting, corporate roles): Bachelor's or master's degree (BCom, MBA, CPA, CFA)
• Healthcare and life sciences jobs (medical, pharmaceuticals, biotechnology): Bachelor's or master's degree (MD, BPharm, MSc, MTech in biotechnology)
• Academia and research jobs (education, scientific research, government): Master's or PhD (MA, MSc, MPhil, PhD)

Recruitment trends and hiring considerations

The Chinese job market in 2025 reflects strong demand in digital transformation, healthcare, renewable energy, and skilled trades. Technology, manufacturing, and business services remain core drivers of hiring, while hybrid and remote work models continue to shape recruitment strategies.​

Labor shortages in IT, nursing, and construction are influencing training initiatives and government-backed employment programs. Employers increasingly seek candidates with digital competencies, multilingual abilities, and role-specific certifications.​

Cultural considerations include a preference for formal job applications, structured onboarding processes, and clear contractual agreements. As your local partner, we can help you navigate Chinese hiring practices, salary expectations, and legal requirements — ensuring a compliant and efficient recruitment process in China.

Workplace culture and business practices

Workplace norms and professional etiquette

Chinese workplace culture emphasizes hierarchy, collective harmony, and relationship-building. Organizational structures are often formal and cultivating trust is integral to professional interactions.​

Hierarchy and authority: Decision-making is typically centralized, with deference to seniority and titles. Employees are expected to respect authority and follow established protocols. Addressing colleagues by their surname followed by their title (e.g., "Manager Wang") is customary, reflecting the importance of hierarchy in Chinese business culture.​

Email and phone etiquette: Business communications are formal and polite. Emails often begin with respectful salutations and may include a brief personal note. Clarity and courtesy are valued. Phone conversations may involve small talk before transitioning to business topics, aligning with the cultural emphasis on building rapport.​

Meeting etiquette: Punctuality is crucial; arriving on time or slightly early is a sign of respect. Meetings are structured, with seating arrangements reflecting hierarchy. Agendas are followed closely, and participants are expected to come prepared. Building consensus is important, and decisions may take time as relationships are nurtured.​

Professional dress code: In corporate environments, attire is typically business formal — such as tailored suits or dresses. In creative or tech sectors, business casual is widely accepted. Overall, neatness and modesty in dress are appreciated, reflecting the cultural value placed on propriety.

Typical working hours and business customs

The standard workweek in China typically consists of 40 hours, spread over five days, with most employees working Monday to Friday. Standard hours are generally from 9:00 a.m. to 6:00 p.m., often including a midday break. Employees are entitled to at least one full day of rest per week, commonly on Saturday or Sunday. ​

Remote and hybrid work arrangements have become increasingly common across sectors like finance, tech, and professional services. Employers must ensure that remote employees adhere to working time regulations, receive appropriate rest periods, and are protected under Chinese employment law.​

Flexible working requests are a statutory right for eligible employees and must be considered fairly. Any agreed changes to working hours or location must be confirmed in writing in line with Chinese labor regulations.

Key HR challenges and compliance risks

China's employment landscape is governed by a multifaceted legal framework, including the Labor Contract Law and recent amendments in 2025. Key updates encompass a phased increase in the retirement age, enhanced social insurance contributions, and relaxed regulations on cross-border data transfers. Noncompliance risks include substantial fines, legal disputes, and reputational harm. Frequent changes in tax laws and salary structures necessitate vigilant HR practices, especially for organizations transitioning from an employer of record (EOR) model to establishing a local entity.

Professional employer organization (PEO) vs. employer of record (EOR) in China

What is a PEO in China?

A professional employer organization (PEO) in China is a third-party service provider that manages human resources, payroll, compliance, and employee benefits for their workforce.

Challenges with a PEO model

While a professional employer organization (PEO) in China can streamline HR operations through a co-employment model, the client company retains certain legal liabilities. This arrangement may still require establishing a local legal entity to manage obligations such as corporate tax filings, industry-specific compliance, and long-term employment structures.

In contrast, an employer of record (EOR) assumes full legal responsibility for employment, enabling foreign companies to hire in China without setting up a local entity. The EOR manages payroll, tax withholding, compliance with Chinese labor laws, and statutory benefits such as social insurance and housing fund contributions — significantly reducing administrative burdens and legal exposure for the client company.

EOR as an alternative to PEO

If you're interested in expanding into China and navigating complex labor laws or regional employment regulations are among your top concerns, an employer of record (EOR) may be the best option for achieving your global growth objectives.

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in China — often in as little as two weeks — without having to take on the cost and risk of establishing a local entity.

Safeguard Global has more than 17 years' experience as an employer of record in countries around the globe. As an EOR in China, we're experts in employment law compliance, payroll management, and benefits administration, ensuring your operations align with local regulations and practices.

Entity setup in China

Setting up a local entity

While employers of record (EORs) provide a quick entry into China, establishing a legal entity is essential for companies planning large-scale operations, direct hiring, and full market control. The decision depends on growth plans, industry regulations, and cost considerations.​

Safeguard Global can help you assess your growth plan and objectives and find the solution that best meets your needs. We're the only provider that grows with you.​

Entity registration steps and timelines

Establishing a legal entity in China requires several steps, each involving specific documentation and regulatory approvals. The process begins with selecting an appropriate business structure, such as a Wholly Foreign-Owned Enterprise (WFOE), Joint Venture (JV), or Representative Office (RO), and obtaining name approval from the State Administration for Market Regulation (SAMR). The proposed name must be unique and comply with Chinese naming conventions.​

Next, companies must prepare key incorporation documents, including the articles of association, which outline the company's objectives and internal governance structure. Additionally, investors must provide notarized and legalized identification documents, proof of registered office address, and details of the legal representative. These documents are submitted to the SAMR to obtain the business license.​

After securing the business license, businesses must complete post-registration formalities such as carving official company seals (chops), opening a corporate bank account, and registering with the tax bureau to obtain a taxpayer identification number (TIN). Companies may also need to register with other authorities, such as the Public Security Bureau (PSB) and the State Administration of Foreign Exchange (SAFE), depending on their business activities.​

The entire incorporation process in China typically takes between one to three months, depending on the complexity of the business structure and the efficiency of the relevant authorities.

Comparing EOR vs. entity setup

While EOR is a faster, low-risk option for market entry and small teams, entity setup is better suited for long-term growth and larger workforce expansion.

When EOR might better suit your needs:

• You need to hire employees quickly (one to two weeks).
• You don’t want to set up a legal entity and manage compliance.
• You are testing the Chinese market before making a long-term commitment.
• You plan to hire fewer than 50 employees in China.
• You need flexibility without significant investment.

When entity setup might better suit your needs:

• You want full business control and plan to operate long term.
• You need to sign contracts, open bank accounts, and own assets in China.
• You are hiring 50+ employees (EOR costs become unsustainable).
• You operate in a regulated industry requiring local registration.
• You want to protect your intellectual property under Chinese law.

Global workforce solutions

HR & Benefits solutions in China

We offer localized HR and benefits support in China, ensuring your workforce receives compliant and competitive offerings. This includes administration of statutory benefits (such as social insurance, housing fund contributions, and healthcare), onboarding, leave tracking, and employee records management. Whether your team is remote or office-based, we help ensure alignment with Chinese labor regulations and market expectations.

Tax & Accounting solutions

Our team manages employer payroll tax calculations, income tax withholdings, and social contribution remittances in accordance with Chinese tax law. We also support corporate tax filings and ensure compliance with local tax bureau and social insurance bureau reporting requirements.

Global Payments & Payroll Processing

We provide compliant multi-currency payroll processing and salary disbursements for Chinese employees and expatriates. Our services include real-time payment tracking, year-end tax documents, and transparent deductions — ensuring you stay compliant with Chinese wage, tax, and banking regulations.

Updated: May 2025

Partner with Safeguard Global as your China employer of record and PEO

With over a decade of service, we are the longest-serving employer of record and PEO provider in the international market. Organizations around the world rely on EOR, our employer of record solution, to expand and hire in 170+ countries around the world, quickly and compliantly.

We’ve seen just about every global employment circumstance imaginable—and with our extensive knowledge of local law and culture, we know what it takes to get employment right in China. We provide written contracts in the local language, salaries in the local currency and HR support in your employees’ time zone.

Additionally, as a global payroll provider we support payroll administration—including payments, filings and other calculations— all around the world and can accommodate the payroll outsourcing needs of any size organization.

Whether you’re looking to hire as part of a strategic expansion or to meet specific talent needs, our global solutions advisors can walk you through your international hiring options so you can make the right choice for your organization. Contact us today. 

Disclaimer: The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.