How to hire a remote worker
based in Comoros
Global hiring is a tough challenge. With our hiring guide, you can see all possibilities you have for hiring a remote worker based in Comoros.
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Local sub-corporation
The legally compliant way to hire employees in any country of the world is to set up a sub-corporation in said country. Depending on the country, this is easier said than done and often needs local representation. It's therefore only realistic to do if you are planning on quickly hiring a larger team in a specific country or are already working with a big workforce in a specifc country.
Positives
- legally compliant
- possible worldwide
- employee protection
Negatives
- expensive
- large overhead and operational cost
Available in
🌍 Worldwide!
Deel
Deel is a payment solution and management software for remote teams that are planning to onboard remote employees in the form of contractors. The issue that Deel solves here is establishing legally compliant contracts with everyone and running payroll, making sure that everyone gets paid on time, no matter where they are.
Compared to running your own payroll, this obviously comes at a cost. However, the cost is substantially lower than a EOR (employer of record) solution and starting at just $50/month.
Positives
- less overhead
- simple, cheap pricing
- legally compliant
Negatives
- no local employee benefits
- cost scales per contract
Available in
🌍 Worldwide!
Independent contractor
The catch-all solution to hiring remote workers is to do so as independent contractors. ICA (Independent Contractor Agreements) are usually simple and short contracts that are legally compliant in some form or another in any country of the world.
The important distinction here is that independent contractors are not legally employed as employees. In their respective jurisdictions, your employees may therefore not be legally protected under employment laws, but are self-employed.
Positives
- extremely simple to set up
- cheap to set up and run
- no legal overhead for company
Negatives
- not protected as employee
- higher overhead and cost for employee
- missing local perks and pension regulations
