Hiring someone overseas is exciting right up until employment contracts, payroll, benefits, and local labor laws enter the picture. Oyster HR solves that problem. As a global employment platform and Employer of Record (EOR), Oyster helps companies hire and manage international employees without setting up a legal entity in every country they operate in.
An Employer of Record can be especially useful when you’ve already found the person you want to hire and need help turning that candidate into a compliant international employee. Oyster handles global payroll, employment agreements, benefits administration, onboarding, and local compliance across its supported markets. For companies building distributed teams across several countries, that can remove significant administrative work.
But an Oyster HR review should look beyond the feature list. The bigger question is how well the platform fits your hiring strategy. Do you already have candidates? Are you hiring across multiple countries? Do you need an EOR, contractor management, or help finding talent? Those distinctions can make a major difference in whether Oyster is the right global hiring solution for your company.
In this review, we'll look at how Oyster HR works, its main features, pros and cons, country coverage, and the types of companies it suits best. We’ll only touch briefly on costs since we have a separate Oyster pricing guide, and if you're comparing providers, you can also explore our guide to Oyster alternatives.
What Is Oyster HR?
Oyster HR is a global employment platform that helps companies hire, pay, and manage employees and contractors across multiple countries. Its core service is Employer of Record, which lets a company employ someone abroad without opening a legal entity in that country.
Through Oyster, businesses can manage employment contracts, payroll, statutory benefits, taxes, time off, expenses, and other HR administration from one platform. Oyster currently supports EOR employment in 120+ countries, while its broader global hiring capabilities extend across more markets.
The main appeal is convenience. Instead of coordinating separate payroll providers, local legal advisers, and benefits vendors in every country, companies can centralize much of that work through Oyster. This can be particularly useful for distributed companies hiring a small number of employees across several different markets.
Oyster also supports international contractors and offers additional services, including localized benefits, HR advisory support, visa sponsorship, payroll reporting, document management, and HR integrations.
One distinction matters when evaluating Oyster, though: it’s primarily a global employment and workforce management solution. Companies typically come to the platform after identifying the people they want to hire. Businesses that also need help sourcing and vetting candidates may need a recruitment or staffing partner alongside their EOR solution.
That difference becomes important when comparing Oyster with hiring services such as South. Oyster focuses on making international employment possible; South focuses on helping U.S. companies find and hire vetted professionals across Latin America.
How Does Oyster HR Work?
Oyster becomes the legal employer for international employees on behalf of the company that manages their day-to-day work. The company chooses the candidate, role, salary, and employment terms, while Oyster handles the local employment infrastructure needed to put that person on payroll compliantly.
The exact process depends on whether you're hiring a full-time employee through Oyster's Employer of Record service or managing an international contractor.
Hiring an Employee Through Oyster
For an EOR hire, the employer starts by submitting the candidate's information and employment details through the Oyster platform. This includes the employee's country, role, compensation, proposed start date, and benefits.
From there, Oyster helps structure the employment according to local requirements. The process generally includes:
- Submitting the new hire request
- Confirming the employment terms
- Inviting the employee to complete onboarding
- Preparing the locally compliant employment agreement
- Signing the necessary agreements
- Setting the employee up on local payroll and benefits
Oyster says supported employees can be onboarded in as little as 48 hours, though the actual timeline depends on the country, documentation, benefits, and the circumstances of the hire.
Once onboarding is complete, Oyster or one of its local employment partners becomes the employee's legal employer. Your company still manages their responsibilities, performance, schedule, and everyday work.
Hiring and Paying International Contractors
The contractor workflow is more self-service. Employers enter the contractor's information, role, compensation, payment terms, and any additional contract clauses. They can then invite the contractor to create an Oyster account, complete onboarding, and sign the agreement.
From there, Oyster can help centralize contractor agreements, payments, documentation, and ongoing administration. This can make managing contractors across several countries much easier than coordinating individual payment methods and contracts for every worker.
It's also important to choose the correct worker classification. An international contractor and a full-time employee come with different legal obligations, so companies shouldn't treat the two models as interchangeable simply because both can be managed through the same platform.
Managing Existing Global Employees
Oyster's role continues after employees start working.
Employers can use the platform to manage areas such as:
- Payroll changes
- Benefits
- Leave and time off
- Expenses
- Employment documents
- Compensation updates
- Employee information
- Offboarding
Payroll is processed according to the employee's local requirements, and employees are generally paid in their local currency. Oyster also handles required deductions and employment-related administration associated with its EOR responsibilities.
This setup makes Oyster especially relevant for companies that already know who they want to hire and need the infrastructure to employ that person internationally. If the challenge starts earlier, such as finding qualified candidates, screening them, and evaluating fit, a recruitment or staffing solution serves a different part of the hiring process.
Oyster HR Features
Oyster combines the tools needed to employ international workers with the administrative support required to keep those hires compliant. Its feature set goes beyond generating contracts, covering payroll, benefits, workforce management, and ongoing HR tasks.
Here are the main Oyster HR features employers should know about.
Employer of Record Services
Oyster's core offering is its Employer of Record service, which lets companies hire full-time employees in countries where they don't have their own legal entity.
Oyster can handle locally compliant employment agreements, onboarding, payroll, statutory deductions, benefits, and offboarding. The service currently supports EOR hiring in 120+ countries.
This model can help companies test a new market, make a handful of international hires, or build a distributed workforce across several countries.
Global Payroll and Payments
Once employees are onboarded, Oyster manages recurring payroll and supports payments in local currencies. The platform also calculates applicable taxes and deductions and generates employee payslips.
Employers can manage payroll adjustments such as:
- Bonuses
- Allowances
- Reimbursements
- Expenses
- Salary changes
The platform also provides payroll reports, giving HR and finance teams a centralized view of international employment costs.
Contractor Management
Oyster can also be used to hire and manage international contractors.
Companies can create contractor agreements, onboard workers, collect documentation, and coordinate payments through the same platform they use for employees. This can be particularly useful for businesses maintaining a mixed global workforce of employees and independent contractors.
Contractor management is available across a broader geographic footprint than Oyster's EOR service, so companies should check the country availability for the specific worker type they're considering.
Benefits Administration
Employee benefits vary considerably from one country to another, and Oyster helps companies manage both statutory and supplementary benefits.
The platform offers localized benefit packages designed around country requirements and common employment practices. Depending on the market, employers may also provide additional health and other benefits beyond the statutory minimum.
This can help distributed companies create more consistent employee experiences while still adapting packages to local expectations.
Compliance and Local Employment Support
Compliance is one of the biggest reasons companies use an EOR in the first place.
Oyster generates employment agreements based on local requirements and provides country-specific guidance around areas such as compensation, statutory benefits, leave, and employment practices. It also supports compliant offboarding and final-pay processes when an employee leaves.
Employers still need to manage their workers responsibly, but Oyster handles much of the legal and administrative infrastructure surrounding the employment relationship.
Visa Sponsorship
Oyster offers visa sponsorship support in selected countries for companies hiring employees who need permission to live and work in a particular market.
The service can include support from immigration specialists and assistance throughout the visa application process. Availability varies by country and worker circumstances, so employers need to confirm eligibility for each hire.
This feature can be relevant for companies relocating existing employees or hiring international candidates who aren't already authorized to work in their destination country.
HR Tools, Reporting, and Integrations
Oyster also includes workforce management features designed to reduce HR administration outside the platform.
Employers can use it to manage:
- Time-off requests and vacation balances
- Timesheets and non-standard working hours
- Employee documents
- Expenses
- Payroll reports
- User permissions
- Employment records
Oyster also integrates with HRIS, applicant tracking, and accounting systems, allowing companies to connect global employment data with parts of their existing HR tech stack.
The company has continued expanding these capabilities in 2026, including workforce insights, additional HR integrations, equity-management tools, and People Partner Services for project-based HR advisory.
For employers, the broader value is having international employment administration concentrated in one system instead of managing separate providers for every country. Whether that level of infrastructure makes sense depends on how many markets you're hiring in and what support you need beyond employment administration.
Oyster HR Pros and Cons
Oyster covers a lot of the operational work behind international employment, which makes it appealing for companies already hiring across borders. At the same time, its biggest strengths are tied to employment infrastructure rather than candidate sourcing, so the fit depends on what part of the hiring process you actually need help with.
Pros of Oyster HR
Broad International Coverage
One of Oyster's biggest advantages is its geographic reach. The platform supports Employer of Record hiring in 120+ countries and contractor management across more than 180 locations. That makes it a practical option for companies building teams across several regions rather than concentrating hiring in a single market.
Centralized Global Employment
Oyster brings contracts, payroll, benefits, expenses, time off, and employee records into one platform. For HR and finance teams managing workers across several countries, centralization can eliminate much of the fragmented administrative work.
Instead of building separate employment processes for every location, teams can use a common system while Oyster adapts the employment details to local requirements.
Streamlined Onboarding
Oyster has put significant emphasis on making international onboarding relatively straightforward. Its EOR service includes guided hiring flows, electronic signatures, compliant employment agreements, and country-specific onboarding support. Oyster says it can onboard employees in as little as 48 hours in supported cases.
This ease of use also appears frequently in customer feedback. G2's current review summary highlights straightforward onboarding and responsive support among the areas users commonly appreciate.
Support for Employees and Contractors
Companies don't have to choose a completely separate system when their workforce includes both employment types. Oyster supports full-time international employees alongside global contractors, with the platform managing contractor agreements, invoicing, payments, and documentation.
That flexibility can be valuable for growing companies whose workforce structure changes as they enter new markets.
Local Compliance Support
Employment requirements can change significantly between countries. Oyster provides locally reviewed contracts, payroll administration, statutory benefits, and support around onboarding and offboarding.
This gives companies access to local employment infrastructure without establishing their own entity in every country where they hire.
Cons of Oyster HR
Recruiting Isn't Its Core Service
Oyster helps you employ people internationally, but companies generally need to find and evaluate those candidates themselves.
That distinction matters if your biggest challenge is talent acquisition rather than employment administration. A company looking for vetted developers, finance professionals, marketers, or support specialists may still need a separate recruitment or staffing partner before bringing the hire onto Oyster.
Availability Varies by Country and Service
Oyster operates across many markets, but not every service is available everywhere.
A country may support contractors while EOR employment or visa sponsorship has different availability or requirements. Oyster's country directory, for example, shows which products it supports in each location and notes that some EOR markets may require additional time or hiring conditions.
Companies hiring across several countries should therefore check each location individually rather than assuming the same setup will work everywhere.
It May Be More Than You Need for Regional Hiring
A global EOR platform makes the most sense when you're managing employees across multiple jurisdictions.
If your company is primarily hiring within Latin America, a regional hiring model can be simpler because you can handle recruiting, vetting, salary benchmarking, time-zone alignment, and employment support around one talent market.
The right structure depends on whether your strategy is global distribution or concentrated regional hiring.
Costs Scale With Headcount
EOR services are typically charged per employee, so overall costs increase as the international team grows.
That structure can make sense when you want to enter countries without creating local entities, but companies planning a larger team should evaluate total employment cost rather than focusing only on the convenience of each individual hire.
We cover Oyster's fees and cost structure separately in our Oyster pricing guide.
Overall, Oyster's strongest advantages are international coverage, centralized administration, and compliant employment infrastructure. Its limitations become more relevant when a company also needs candidate sourcing or is building most of its remote team within a single region.
What Is It Like to Hire Through Oyster?
Hiring through Oyster is designed to feel more like adding someone to your existing team than setting up a new international entity from scratch. Most of the work happens inside the platform, while Oyster handles the local employment steps behind the scenes.
The experience generally follows a few stages.
1. Choose the Country and Employment Setup
The process starts with the worker’s location and employment type.
If you’re hiring a full-time employee, Oyster checks whether its Employer of Record service is available in that country and what local requirements apply. For contractors, the workflow is usually simpler and available across a broader range of markets.
This first step matters because employment rules, benefits, notice periods, and onboarding requirements can vary significantly between countries.
2. Add the Employee’s Details
Employers then enter information about the new hire, including:
- Job title
- Compensation
- Start date
- Working hours
- Country of employment
- Benefits
- Any additional employment terms
Oyster uses these details to prepare the employment setup and flag anything that may need adjustment to meet local requirements.
3. Complete the Employment Agreement
Once the details are confirmed, Oyster prepares the relevant employment documents and sends them for review and signature.
The contract is localized for the employee’s country, which helps companies avoid using a generic U.S. employment agreement for a worker subject to completely different labor laws.
This is one of the main reasons companies use an EOR: the employment relationship is structured around local rules rather than forcing every international hire into the same template.
4. Onboard the Employee
After you sign the agreement, the employee completes onboarding through Oyster.
This can include submitting identification, banking details, tax information, and other documents required for payroll and employment administration.
Oyster also coordinates any applicable statutory benefits and local employment requirements before the employee begins work.
From the company's perspective, the employee then joins the team much like any other hire. Your managers still oversee their responsibilities, performance, communication, and day-to-day work.
5. Manage Payroll and Ongoing HR Tasks
Once the employee is active, Oyster becomes part of the ongoing HR workflow.
Employers can use the platform to manage payroll changes, bonuses, expenses, leave, benefits, and employee documents. Oyster handles the local payroll administration and statutory deductions associated with the EOR relationship.
This setup can be especially helpful when a company has employees spread across several countries and wants one system for international employment administration instead of separate local providers in every market.
6. Handle Changes or Offboarding
Employment relationships change over time. Someone may receive a raise, move to another country, change benefits, or eventually leave the company.
Oyster can support those changes through the same platform, including locally compliant offboarding when an employment relationship ends.
That last point matters because termination rules can be much stricter in some countries than U.S. employers are used to. Local law may govern notice periods, severance, accrued leave, and final payments.
Overall, the Oyster hiring experience is built for companies that already have a candidate and need a structured way to employ them internationally. The platform simplifies the employment side of global hiring, while recruiting, interviewing, and candidate selection remain largely with the employer.
Where Can You Hire With Oyster?
Oyster has one of the broader geographic footprints among global employment platforms, but coverage depends on the service you're using. Employer of Record, contractor management, and visa sponsorship aren't available in exactly the same countries.
For its core Employer of Record service, Oyster currently supports hiring in 120+ countries. That lets companies employ full-time workers internationally without establishing a local entity in each market.
Oyster's contractor network is broader. The platform supports contractor hiring and management in 180+ countries, with payments available in more than 120 currencies.
Coverage Varies by Product
A country appearing in Oyster's directory doesn't automatically mean every Oyster service is available there.
For example, Oyster may support:
- Employer of Record employment
- Global contractor management
- Visa sponsorship
- A combination of those services
Argentina currently supports EOR hiring, contractors, and visa sponsorship, while countries such as Andorra are listed for contractor hiring only. Oyster also notes that EOR hiring in some markets may require additional time or a minimum number of hires.
Companies planning to hire across several countries should therefore check each location individually before building their hiring strategy around Oyster.
Can You Hire in Latin America With Oyster?
Yes. Oyster supports hiring across several Latin American countries, making it an option for companies that have already identified candidates in the region and need help employing them compliantly.
The same distinction between employment models still applies. EOR availability, contractor support, and visa services can differ by country, so employers should confirm the exact setup they need before making an offer.
For companies building most or all of their remote workforce in Latin America, geography also changes the hiring equation. A global EOR gives you infrastructure across dozens of markets, while a Latin America-focused recruitment and staffing partner can concentrate on candidate sourcing, vetting, salary benchmarking, time-zone alignment, and regional hiring expertise.
That makes Oyster's broad country coverage especially valuable for organizations hiring across multiple continents, while companies focused on one region may want to weigh whether they need that same global footprint.
How Much Does Oyster HR Cost?
Oyster uses different pricing models depending on whether you're hiring full-time employees, contractors, or using additional HR support.
As of 2026, Oyster's Employer of Record service starts at $699 per employee per month, while contractor management starts at $29 per contractor per month. Oyster also offers People Services for companies that need additional HR advisory support.
The monthly platform fee is only part of the total cost of an international employee. Companies also need to account for the employee's salary, employer taxes, statutory contributions, benefits, and any country-specific employment expenses.
That means two Oyster hires with the same salary can still have different total employment costs depending on where they're based.
We break down the fees, additional employment costs, and pricing considerations in more detail in our Oyster pricing guide.
For this Oyster HR review, the more important question is whether the platform's global employment model fits the way your company plans to hire and manage international talent.
Who Is Oyster HR Best For?
Oyster is a strong fit for companies that already know who they want to hire and need help turning that person into a compliant international employee.
Its value becomes clearer when the hiring challenge is less about finding talent and more about handling contracts, payroll, benefits, and local employment requirements across different countries.
Companies Hiring Across Several Countries
Oyster makes the most sense when a business is building a distributed workforce across multiple markets.
Instead of setting up separate entities or managing a different payroll provider in each country, companies can use one platform to coordinate international employment.
That can be especially useful for remote-first businesses, SaaS companies, and growing teams expanding into several regions at once.
Companies That Already Have International Candidates
If you've already sourced and interviewed the person you want to hire, Oyster can help with the next stage.
The platform handles the employment infrastructure required to bring that candidate onto the team, including local contracts, payroll, benefits, onboarding, and compliance.
This makes Oyster particularly useful for companies with established recruiting teams or strong inbound candidate pipelines.
If you still need help identifying qualified candidates, a staffing or recruitment partner may cover more of the hiring process.
Businesses That Don't Want to Open Foreign Entities
Setting up a legal entity in another country can involve registration costs, banking, tax administration, payroll systems, local accounting, and ongoing compliance.
For companies making only a few hires in a new market, that infrastructure may be more than they need.
An Employer of Record lets companies hire there without building the entire legal structure themselves, which makes Oyster useful for testing new markets or expanding gradually.
Teams Managing Employees and Contractors
Some companies hire a combination of full-time employees and independent contractors across different countries.
Oyster supports both worker types, giving HR and finance teams a more centralized way to manage contracts, payments, records, and employment administration.
That can reduce the operational complexity of managing a mixed international workforce across several systems.
Companies Prioritizing Global Reach
Oyster's broad international coverage is most valuable when your hiring strategy isn't tied to one specific region.
If you're recruiting in Europe, Asia, Latin America, and other markets at the same time, having a global employment platform can simplify expansion.
Companies focused mainly on hiring in Latin America may have different priorities, such as regional salary knowledge, candidate sourcing, English proficiency, time-zone alignment, and cultural fit. In those cases, a specialized LATAM hiring partner can cover more of the talent acquisition process, along with employment support.
Ultimately, Oyster fits best when the candidate has already been found, and the main challenge is employing that person across borders.
When Might Oyster HR Not Be the Right Fit?
Oyster can simplify international employment, but its model works best when employment administration is the main problem you need to solve.
If your hiring challenge starts earlier in the process, you may need a different kind of partner.
You Still Need Help Finding Candidates
Oyster isn't primarily a recruiting platform. Companies generally need to source, screen, interview, and select candidates before using the platform to employ them.
That can create extra work if you're trying to build a team from scratch.
If you need support with candidate sourcing, vetting, salary benchmarking, English proficiency, and cultural fit, a recruitment or staffing partner may be a better starting point.
You're Hiring Mainly in One Region
Oyster's global footprint is valuable when you're hiring across many countries and continents.
If most of your hiring is concentrated in one region, such as Latin America, a specialized regional provider can offer deeper knowledge of local salary expectations, talent pools, time zones, and hiring practices.
A broader platform gives you more geographic coverage, while a regional partner can give you more depth in the market you're actually hiring from.
You're Building Multiple Roles at Once
EOR platforms work well for individual international hires, but companies hiring several people across similar functions may need more than employment infrastructure.
Building a finance team, customer support department, engineering group, or marketing function also requires sourcing enough qualified candidates, comparing compensation, coordinating interviews, and maintaining a consistent hiring process.
In those situations, combining recruitment and employment support can make the process easier to manage.
You Want One Partner for Recruiting and Employment
Some companies prefer to work with fewer vendors.
Using Oyster may still require a separate recruiter, staffing agency, or internal talent acquisition team to find candidates before the EOR process begins.
A provider that combines talent sourcing, vetting, hiring support, and employment services can reduce handoffs between recruiting and HR administration.
You're Optimizing Specifically for LATAM Hiring
Companies hiring heavily in Latin America may care about factors that extend beyond employment compliance.
For example:
- Salary benchmarks by country and seniority
- Overlap with U.S. working hours
- English proficiency
- Candidate availability
- Local hiring expectations
- Retention
- Cultural fit
Those considerations affect who you hire long before payroll or contracts become relevant.
For companies focused on the region, a LATAM-specialized hiring partner can support the full hiring process while still helping with the employment side.
Oyster is most useful when you already have the talent and need a reliable way to employ them internationally. If your company needs help finding that talent first, another hiring model may be a better fit.
Oyster HR vs. South: What's the Difference?
Oyster and South can both help companies hire internationally, but they approach the problem differently.
Oyster is primarily a global employment platform. Its Employer of Record service helps companies employ workers in 120+ countries, manage payroll and benefits, and handle local employment requirements without opening their own entities.
South is focused specifically on finding and hiring remote professionals in Latin America. It combines recruiting, candidate vetting, salary benchmarking, hiring support, payroll, and compliance, with EOR services available for companies that need them.
Here’s the practical difference:
Oyster Makes More Sense When You Already Have the Candidate
If you've already recruited someone in France, Brazil, Mexico, or another supported market and just need a compliant way to employ them, Oyster is built for that.
Its platform provides contracts, payroll, benefits, onboarding, and ongoing HR administration across a broad international footprint.
That can be especially useful for companies with an internal recruiting team that regularly finds candidates across many different countries.
South Covers More of the Recruiting Process
South enters earlier in the hiring process.
Instead of requiring employers to arrive with a candidate already selected, South sources and vets professionals across functions such as engineering, finance, marketing, sales, customer support, and operations. Employers then interview the shortlisted candidates before deciding who to hire.
Once someone is hired, South can also handle contracts, payroll, compliance, and EOR administration in Latin America.
That creates a more consolidated hiring process for companies that want both talent acquisition and employment support from the same partner.
The Geographic Strategy Is Different
Oyster's broad international coverage is a major part of its value. A company building a workforce across Europe, Asia, Africa, and Latin America can use the same platform across many of those markets.
South takes a regional approach.
By concentrating on Latin American talent, South focuses more deeply on what matters when U.S. companies hire in the region, including compensation benchmarks, English proficiency, time-zone overlap, candidate quality, and long-term fit.
So the choice largely comes down to what problem you're trying to solve.
If you've already found employees around the world and need infrastructure to employ them, Oyster is designed for that stage. If you want help finding, vetting, hiring, and employing full-time professionals in Latin America, South covers more of the hiring journey.
Oyster HR Alternatives
Oyster is one option for managing international employees, but the right alternative depends on what you actually need help with.
If your main challenge is global employment administration, you may want to compare Oyster with other Employer of Record platforms. If the bigger challenge is finding qualified people in the first place, a recruitment or staffing partner may be more relevant.
Common Oyster alternatives include Deel, Remote, Rippling, and Velocity Global, which also help companies manage international hiring, payroll, compliance, and workforce administration.
For companies focused specifically on hiring in Latin America, South takes a different approach by combining candidate sourcing, vetting, salary benchmarking, hiring support, payroll, and EOR services.
Our dedicated guide to Oyster alternatives covers the broader market, including the main differences between providers and the types of companies each is designed to support.
The most useful comparison isn't simply which platform has the longest feature list. It's whether you need help employing people you've already found or support finding and hiring the right people in the first place.
Hire Pre-Vetted Latin American Talent With South
Oyster can help when you've already found the person you want to hire and need support with international employment.
But if your biggest challenge is finding the right candidate in the first place, South covers more of the hiring process.
South helps U.S. companies find and hire pre-vetted professionals across Latin America, with support for roles in engineering, finance, marketing, sales, operations, customer support, and more. You also get help with salary benchmarking, candidate screening, English proficiency, cultural fit, and time-zone alignment.
Once you choose a candidate, South can support payroll, compliance, and EOR services as needed, so you don't have to coordinate separate providers for recruiting and employment.
For companies building remote teams in Latin America, that means a simpler path from "we need to hire" to "this person is on the team."
Schedule a free call to find remote talent in Latin America.
Frequently Asked Questions (FAQs)
Is Oyster HR an Employer of Record?
Yes. Oyster offers Employer of Record services that allow companies to hire full-time employees in countries where they don't have their own legal entity.
As the EOR, Oyster handles employment contracts, payroll, statutory benefits, local compliance, and certain onboarding and offboarding responsibilities. Oyster currently supports EOR hiring in 120+ countries.
Does Oyster HR Recruit Employees?
Oyster's core service is global employment, not recruiting.
Companies generally need to find, interview, and select candidates themselves before using Oyster to employ them. If your company also needs help with sourcing and vetting talent, you may need to combine Oyster with an internal recruiting team or a staffing partner.
What Countries Does Oyster HR Support?
Oyster's country directory covers 180+ locations across its different services, including Employer of Record, contractor management, and visa sponsorship.
Coverage varies by product, though. A country may support contractors while EOR or visa sponsorship has different availability, so companies should verify the specific service they need before hiring.
Can Oyster Hire Contractors?
Yes. Oyster supports international contractor hiring and management across many countries.
Companies can use the platform to manage contractor agreements, onboarding, documentation, and payments. Oyster also maintains country-specific restrictions, including locations where contractor hiring isn't supported because of sanctions or other limitations.
Does Oyster Handle Payroll?
Yes. Payroll is part of Oyster's EOR offering, and Oyster also offers a separate global payroll product for companies that already have their own entities in supported countries.
Its global payroll service is currently available in fewer countries than its EOR network, so employers should check availability based on the location of their existing entities.
Does Oyster Offer Visa Sponsorship?
Yes, Oyster offers visa sponsorship in selected countries.
Availability depends on the destination country, the employee's circumstances, and the type of immigration support required. Oyster's country directory shows where visa sponsorship is currently available, along with its EOR and contractor services.
Is Oyster HR Good for Hiring in Latin America?
Oyster can help companies that have already found candidates in Latin America and need help employing them through an EOR.
If your company still needs to find and vet LATAM talent, however, a regional recruitment or staffing partner may cover more of the process. South focuses specifically on sourcing, vetting, and hiring professionals across Latin America while also offering payroll, compliance, and EOR support.
