Employer of Record services for software developers
Employ the engineer you want in a country where you have no entity. We become their legal employer, handle the contract, payroll, tax and statutory benefits, and assign the work product to your company. You run the team.
$300 per employee per month in Indonesia, where we hold the entity and onboard in 24 to 48 hours. 100+ other countries through a vetted partner network.
New to the model? What an Employer of Record is, in one page.
Four questions worth asking any EOR before you hire an engineer
Most EOR comparisons stop at price and country coverage. For engineering hires the differences that matter show up later, in a clause nobody read or a conversion nobody planned. Ask us these too.
Who ends up owning the code
“Which contract assigns IP to me, and does it cover work created before the employment contract was signed?”
An EOR arrangement has two contracts, not one: a service agreement between your company and the EOR, and an employment contract between the EOR and the engineer. IP has to be assigned in both, or there is a gap between them. Ours carries an IP assignment clause in each, transferring work product to your company rather than to RainTech or to the engineer, and the employment contract is issued bilingually so the engineer is agreeing to terms they can actually read.
Whether a contractor should have been an employee
“If this person works fixed hours under our direction, does our current arrangement survive an audit?”
Most teams reach an EOR after running engineers as contractors for a year or two. The exposure is not the invoice, it is the reclassification: unpaid statutory contributions, back tax, and severance calculated as though the person had been an employee all along. Converting is the routine fix, and the conversion is the part worth planning rather than improvising.
How fast someone can actually start
“Is that timeline from offer acceptance, or from when your paperwork clears?”
Vendors quote onboarding times measured from different starting points. Ours is 24 to 48 hours from offer acceptance to a compliant, registered employee, because we operate the Indonesian entity rather than routing the hire through a local partner. Where a partner is involved, the timeline is theirs and we say so.
Whose entity your engineer is actually employed by
“Do you own the entity in this country, or are you reselling a local partner?”
It changes who is accountable when something goes wrong and how quickly it gets resolved. We employ directly in Indonesia. For the other 100+ countries we work through a vetted partner network, and we will tell you which is which before you sign rather than after.
What we carry, and what stays with you
An EOR is an employment layer, not an outsourcing arrangement. The engineer is on your team, in your standups, reviewing your pull requests. What changes is whose entity the employment sits on.
We carry
- The employment contract, bilingual, on our Indonesian entity
- Payroll in IDR, PPh 21 withholding, and monthly filings
- BPJS Kesehatan and BPJS Ketenagakerjaan registration and contributions
- The statutory religious-holiday allowance and mandated leave
- Termination process, notice and severance under Indonesian law
- IP assignment and confidentiality terms in both contracts
You keep
- Who you hire, what they are paid, and what they work on
- Day-to-day direction, code review, sprint planning, tooling
- Your stack, your repositories, your access controls
- Ownership of everything the engineer builds
- The decision to continue, extend or end the engagement
- One monthly invoice: salary, statutory costs, and the fee
Where we employ engineers
Indonesia, directly
Our own entity, our own team. Manpower Law, BPJS, PPh 21, severance and contract drafting handled in-house, which is why onboarding runs in 24 to 48 hours. This is also where our talent pool is: 3,000+ pre-vetted Southeast Asian engineers, if you want sourcing as well as employment.
100+ countries, via partners
Employment placed through a vetted global EOR partner network. It works well and we will scope it with you, but the entity is theirs and so is the timeline. We say which arrangement applies to your target market before you sign, not after.
If you are weighing Indonesia against Vietnam or the Philippines, or against opening your own entity, those are real decisions with real trade-offs and we would rather talk them through than sell you the wrong one.
Comparing an EOR against a PEO, or against your own entity?
Compare the modelsEOR for engineering teams: common questions
What technical buyers ask before their first hire.
An Employer of Record legally employs your developer on its own entity in the country where they live, so you can hire them without registering a company there. It signs the employment contract, runs payroll, withholds income tax, registers statutory social security and carries the employment liability. You choose the person, set the salary, and direct the work exactly as you would with anyone else on the team. For engineering hires specifically, the parts that matter beyond the standard package are IP assignment, equity handling and how contractor conversions are managed.
Your company should, and that depends entirely on the contracts rather than on the model. There are two: the service agreement between you and the EOR, and the employment contract between the EOR and the engineer. Both need an IP assignment clause, or ownership can stop at the EOR instead of reaching you. RainTech includes one in each, transferring work product to your company. Ask any vendor to show you both clauses rather than describing them.
Administration is usually possible, but it is commonly priced separately rather than included in the per-employee fee, and the tax treatment of a grant varies by country in ways generic contract templates handle badly. If equity is part of your offer, raise it before signing and get the treatment in writing for the specific country. It is one of the few areas where the cheapest provider is rarely the right one.
It is safer when the working relationship looks like employment, which for a full-time engineer on your sprint cadence it usually does. A contractor who works fixed hours under your direction can be reclassified as an employee, and the bill then includes unpaid statutory contributions, back tax and severance calculated from the original start date. A contractor arrangement is genuinely fine for scoped, independent project work. It is the long-running full-time contractor that carries the exposure.
We onboard in 24 to 48 hours from offer acceptance in Indonesia, because we operate the entity ourselves rather than routing the hire through a local partner. Compare quoted timelines carefully: some are measured from offer acceptance and some from the point the provider has all your paperwork, which are not the same week.
We employ directly in Indonesia, where we hold the entity and the depth: Manpower Law, BPJS, PPh 21 and severance are handled in-house. For 100+ other countries we place employment through a vetted global EOR partner network. We will tell you which of the two applies to your target market before you commit, because it changes both the timeline and who is accountable.
RainTech is $300 per employee per month in Indonesia, all-inclusive of compliance, payroll, benefits and tax administration. On top of the fee you pay the engineer’s salary and the statutory employer contributions, which are set by law rather than by us. Providers charging a percentage of salary get more expensive precisely as you hire more senior engineers, which is worth modelling before you sign.
Both, and they are separate services you can buy separately. Talent Sourcing places pre-vetted Southeast Asian engineers for a one-time fee; Employer of Record employs someone you have already chosen. Teams that have a candidate lined up usually want only the EOR. Teams starting from an open role usually want both.
More on how the model works in practice
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