Test a market
Employ a first hire before committing to incorporation and a full local operating structure.
Employer of Record
Employment in new markets, with a clear line of sight.
Start in Poland. Coordinate every next market through clearly disclosed local employment partners.
Request a consultationShare the hiring context. We will review the employment route with you.
What is an EOR?
A local employer, without building a local entity first.
An Employer of Record (EOR) is a third party that becomes the legal employer for a worker in their country, while your company continues to direct the role, work, performance, and culture.
YOUR COMPANY
Leads the work.
You choose the person, set goals, manage performance, and keep the employee part of your team.
→
EMPLOYER OF RECORD
Operates the local employment route.
The EOR coordinates the local contract, payroll administration, statutory requirements, and employment lifecycle support.
Why use an EOR?
Move into a new market with less infrastructure to build.
An EOR can be useful when a business needs to employ someone in a country where it does not yet have its own entity or local employment operation.
Keep ownership clear
Know who leads the work and who administers the local employment relationship.
Give finance a route
Make the funding, approval, payroll, and reporting handoffs visible from the start.
Who is it for?
Built for teams hiring across a border for the first time—or the next time.
Axis is designed for international companies that want a Poland-first employment route and a transparent way to coordinate selected additional markets.
01
Founders & operators
For businesses making an early market hire without immediately building a local entity.
02
People teams
For leaders who need a clear local employment path and a consistent employee experience.
03
Finance teams
For teams that need visible ownership, funding points, and payroll administration context.
How it works
Four steps from hiring brief to ongoing employment administration.
Every country requires a tailored review. The route stays simple: clarify the facts, confirm the structure, prepare the employment path, then manage the recurring cycle.
Tell us about the hire
Country, role, worker situation, team size, and intended start date.
Review the employment route
We confirm whether coverage is direct or coordinated through a local EOR partner and explain who is the legal employer.
Prepare the local employment path
Agree the employment structure, documentation, approval points, and employee onboarding plan.
Run the ongoing cycle
Coordinate the agreed payroll administration, approvals, employee support, and employment changes.
FAQ
Common questions about EOR.
These are operational explanations. The legal employer and local employment structure are confirmed before contracting.
Questions
Does an EOR replace our management of the employee?
No. Your company continues to manage the role, work, performance, and culture. The EOR manages the agreed local employment administration.
Do we need to open a local entity?
An EOR can be used when you want to employ in a country before creating your own local entity. Whether it fits depends on the country, role, and your longer-term plan.
Who is the legal employer?
The legal employer is identified in the proposed route and contract. In partner-covered markets, the local partner’s role is disclosed before you commit.
Can an EOR help us hire in multiple countries?
Yes, subject to country-by-country review. Axis is Poland-first and coordinates selected other markets through clearly identified local partners.
Map the route before you make the hire.
Share the country and worker situation. We will review the employment route with you.
Map your employment route ↗