Hiring abroad?
Know the real cost.
Enter a role and country. Get a market pay estimate, employee net take-home, and full employer cost — including statutory contributions and local benefit norms.
Estimating cost of hire…
Local benefit norms
Risk notes
Three numbers every international hire decision needs
1. Market pay
What the role actually pays in that country, so your offer is competitive with local employers — not just converted from a US salary.
2. Employee net pay
What lands in the employee's account after income tax and statutory employee contributions are deducted from gross pay.
3. Total employer cost
Gross salary plus employer social contributions, mandatory insurance and typical benefits — usually 10–40% on top of gross, varying widely by country.
International pay, explained
Why can't I just convert a US salary to local currency?
Exchange-rate conversion ignores local market rates, tax levels and statutory benefits. A $100,000 US salary converted to rupees would be far above the Indian market for most roles, while the same conversion to Swiss francs could underpay. Local market data avoids both mistakes.
What is the difference between gross pay and employer cost?
Gross pay is the salary before deductions. Employer cost adds the contributions the company pays on top — social security, health insurance, pension, workers' compensation and statutory bonuses. In countries like France or Brazil this can add 30–45% on top of gross.
When should I use an employer of record (EOR)?
An EOR becomes the legal employer in the country so you don't have to set up a local entity. It's usually the practical choice for your first one or two hires in a country, or when local law makes direct employment or contractor classification risky. The calculator flags countries where EOR arrangements are common.
Is hiring someone as an international contractor legal?
It can be, but misclassification is a real risk if the person works like a full-time employee — set hours, company tools, ongoing relationship. Several countries aggressively reclassify contractors and levy back-taxes and penalties. The risk notes on each result call out countries where this is actively enforced.
How accurate are the estimates?
Figures are directional estimates based on market pay data and each country's published contribution rates. Use them to budget and sanity-check offers — then confirm final numbers with your payroll provider or EOR before extending an offer.
US Salary Benchmarking
BLS-grounded pay ranges for any US role, state and seniority.
Compliance Checker
30-point audit of your HR practices against state and federal law.
JD Analyzer
Scan a job description for biased language and compliance gaps.
Interview Kit Generator
Structured, legally-safe interview questions for any role.
Estimates are general guidance, not legal, tax or immigration advice. Confirm specifics with a local payroll provider or employment counsel before hiring.