Easily hire and pay full-time employees across the U.S. with Rise’s Employer of Record (EOR) service. We handle all the legal, tax, and compliance requirements, so you can focus on growing your business, not managing complex U.S. employment laws.
What Is Rise’s U.S. EOR?
Rise acts as the legal employer for your U.S.-based team members, managing payroll, compliance, and benefits on your behalf. You direct the employees’ day-to-day work, Rise handles the rest.
Automated U.S. Onboarding
Hire full-time employees anywhere in the United States through Rise’s owned U.S. entity. Our automated onboarding workflow manages contracts, tax forms (W-4, I-9, etc.), and payroll setup, ensuring every hire is compliant from day one.
Compliant Employment Agreements
Stay fully compliant with U.S. federal and state labor laws. Rise’s legal and compliance experts handle employment agreements, background checks, and worker classification, helping you avoid IRS and Department of Labor penalties.
Competitive U.S. Benefits Packages
Attract top American talent with comprehensive health insurance, dental and vision coverage, paid time off, and 401(k) retirement options. We also offer crypto-friendly benefits programs for companies that want to integrate digital assets into their compensation strategy.
Hybrid Payroll Flexibility
Pay employees in USD, stablecoins, or cryptocurrencies, all through Rise’s hybrid payroll system. Your team gets paid how they prefer, and Rise ensures tax compliance and proper reporting to U.S. authorities.
Tax & Compliance, Fully Managed
Rise handles:
• Federal, state, and local payroll taxes
• W-2 filings, benefits administration, and withholdings
• Compliance with FLSA, OSHA, and EEOC regulations
You stay compliant across all 50 states, without having to register your own entity.
Why Use Rise’s U.S. EOR
✅ Hire full-time employees anywhere in the U.S. - instantly
✅ Avoid the cost and complexity of setting up a U.S. entity
✅ Offer competitive benefits packages and flexible payroll
✅ Stay compliant with all federal and state employment laws
✅ Save time, Rise automates onboarding, payroll, and filings
How to Onboard Employees From United States to Rise EOR
Here’s a step-by-step breakdown of how a company would onboard full-time employees using the Rise Employer-of-Record (EOR) service.
1. Engagement & Setup
• The company engages Rise’s EOR service in the target country.
• Rise sets up the local legal employment entity (or uses their partner entity) so you can legally employ in that country.
• You provide Rise with your head-count, start dates, compensation details, job roles, and employment terms.
• Rise configures the employment contract template and local compliance checks.
2. Candidate/Employee Onboarding Initiation
• You identify the hire and enter the new employee details into Rise: name, start date, job title, compensation, country, work location, etc.
• Rise triggers the onboarding workflow: electronic offer letter, contract generation, tax forms, local statutory paperwork.
• The employee receives a digital onboarding packet: contract, benefits information, tax & payroll forms, personal data collection.
3. Employment Contract & Compliance
• Rise generates a locally compliant employment agreement (in the local language if required) under the EOR entity.
• They handle local employment law compliance: statutory benefits, tax withholding, social security, etc.
• The employee signs the contract electronically (via Rise).
• You, as the hiring company, manage the day-to-day direction of the employee (while Rise is the legal employer).
4. System Provisioning & Internal Setup
Once the employee is in the system, Rise automates provisioning: payroll enrollment, benefits enrollment, IT access if relevant (since Rise unifies HR/IT).
Employee data flows into payroll, HRIS, benefits modules. No separate systems needed.
If equipment/devices or software access are needed, they can be arranged (especially in remote/hybrid setups) via the platform.
5. First Payroll & Benefits
• Rise runs the payroll for the employee via the EOR entity: calculates gross → tax → net, pays in local currency, remits local statutory deductions.
• Benefits enrollment is triggered: local statutory and any company-offered benefits (health, pension, etc.).
• You coordinate with the employee’s manager for onboarding the actual work, while Rise ensures admin/pay/legal is in place.
6. Ongoing HR/Payroll/Compliance Management
• Future changes (salary adjustments, job changes, location changes) are handled in the unified system. Because Rise is EOR + HRIS + payroll, those updates propagate across modules.
• Rise continuously monitors compliance, local regulations, tax updates, etc., mitigating risk of mis-classification or regulatory breach.
• Offboarding or termination is also managed via the platform under the local entity’s rules.
EOR Employee Onboarding Checklist
Phase 1 — Pre-Onboarding Preparation
Goal: Collect all necessary info before initiating EOR setup in Rise.
Define job details
• Job title, role description, department, reporting manager
• Employment type (full-time under EOR)
• Compensation details (salary, currency, payment frequency)
Verify country eligibility
• Confirm Rise supports EOR in the target country
• Check local employment requirements (minimum wage, statutory benefits, notice period)
Confirm headcount & budget
• Ensure internal approval and budget allocation
• Determine start date and probation period
Prepare offer details
• Draft offer terms: salary, benefits, working hours, time off, contract length
• Decide who sends the offer (you or Rise)
Collect employee information
• Full legal name, address, email, phone number
• National ID / passport, tax number (if applicable)
• Emergency contact details
Phase 2 — Setup & Compliance
Goal: Rise sets up the employee in the system and ensures legal compliance.
Create the employee profile in Rise
• Enter employee data (name, email, start date, role, salary, currency)
• Assign correct EOR entity/country
Generate employment contract
• Rise creates a locally compliant contract
• Review terms and confirm approval before sending to the employee
Handle compliance setup
• Verify right-to-work documentation
• Rise configures statutory benefits, payroll taxes, and social contributions
•Confirm compliance with local data protection and labor laws
Send contract & onboarding documents
• Rise sends e-signature contract and legal forms to the employee
• Employee signs electronically
Assign internal onboarding contacts
• Hiring manager
• HR contact / onboarding coordinator
• IT / equipment contact (if applicable)
Phase 3 — Employee Activation
Goal: Ensure the new hire is active in Rise and ready to begin work.
Add to payroll
• Rise enrolls the employee in payroll under the EOR entity
• Verify tax and banking details
• Confirm pay date and payroll cycle
Set up benefits
• Employee completes benefits enrollment through Rise
• Confirm local statutory and optional benefits coverage
Provision equipment and access
• Order or ship devices (if remote)
• Set up software accounts and permissions (Slack, Gmail, etc.)
• Use Rise device management if applicable
Add to HR systems & workflows
• Assign onboarding tasks inside Rise (document uploads, training, intro calls)
• Add employee to company org chart and communication tools
Schedule welcome call
• Conduct first-day orientation
• Introduce manager, team, and company culture
Phase 4 — Post-Onboarding & Ongoing Management
Goal: Maintain compliance and ensure smooth ongoing HR operations.
Verify first payroll
• Confirm salary, taxes, and deductions processed correctly
• Ensure local currency payment is received
Track probation period
• Add reminders for probation review / confirmation of continued employment
Monitor compliance updates
• Rise will notify you of any local law or benefits changes
• Ensure updates to compensation or contracts as needed
Maintain employee records
• Store contracts, IDs, and compliance documents securely in Rise
• Keep all changes (address, dependents, salary) updated
Plan offboarding (if needed)
• Follow Rise’s local termination procedure for EOR hires
• Manage final pay, benefits closure, and compliance reporting
FAQ
1. How does Rise help my company legally hire employees in another country?
Rise acts as the Employer of Record (EOR) (the legal employer on paper), allowing your company to hire full-time staff in countries where you don’t have a local entity. We handle employment contracts, taxes, payroll, and statutory benefits compliance, while you retain full control over the employee’s daily work and performance.
2. What information do I need to provide before onboarding a new employee?
Before onboarding, you’ll share the employee’s key details: job title, compensation, start date, country, and employment terms. You’ll also need to confirm budget approval, provide the job description, and ensure Rise supports EOR operations in the target country.
3. What does Rise handle during the onboarding process?
Rise manages the entire end-to-end onboarding workflow, including:
• Generating a locally compliant employment contract
• Collecting tax forms and statutory documentation
• Setting up payroll and benefits enrollment
• Managing legal, tax, and compliance requirements
You simply approve the offer details — Rise takes care of the rest.
4. How are payroll and benefits managed after the employee is onboarded?
Once the employee is active, Rise runs monthly payroll through the local EOR entity, calculates taxes and deductions, and pays the employee in local currency. Rise also handles statutory and optional benefits enrollment, ensuring compliance with local labor laws.
5. Can I pay my team in stablecoins or cryptocurrency?
Yes. Rise supports crypto and stablecoin salary payments, allowing employers to pay in USDC, USDT, or other supported assets. Employees can choose to receive part or all of their salary in fiat or crypto, depending on local regulations and preferences.
6. How does Rise handle funding and payouts. Can I fund payroll with crypto or a local bank account?
Employers can fund payroll in either local fiat currency or crypto.
• Fiat funding: You can deposit from a local or international business bank account in USD, EUR, or other supported currencies.
• Crypto funding: You can also fund payroll directly using stablecoins, which Rise converts or distributes seamlessly to employee wallets or local accounts.
7. Is it compliant to pay employees in stablecoins?
Yes. Rise ensures full regulatory and tax compliance in every supported country. Even when salaries are paid in stablecoins, the underlying employment contracts, payslips, and tax filings are denominated in local currency, ensuring compliance with labor and tax authorities.
8. What happens after onboarding, can Rise manage changes or offboarding?
Yes. Rise provides ongoing HR and compliance management, including salary adjustments, job changes, or location updates. If you need to offboard an employee, Rise follows the correct local labor laws to ensure compliant termination, final pay, and benefits closure.
