Last reviewed November 2026
| Responsibility | EOR | Managed partner: Opus |
|---|---|---|
| Who sources | You or a separate recruiter | Opus runs the search |
| Who vets | You or your chosen hiring team | Opus uses 8-layer vetting; you interview finalists |
| Who employs | The EOR is the legal employer | Opus employs your hire |
| Cost model | Pay plus a monthly provider fee | Monthly rate per hire, quoted on the first call |
| Replacement terms | Not published | Lifetime replacement |
| Time to hire | You run the search yourself | Your shortlist in 5 days; about 14 days from brief to hired |
Sources: our EOR transition guide and Opus process. Comparison reviewed November 5, 2026.
When to use an EOR
You already found your person and need employment support in their country. Your team can assess their skills, agree on the role and manage their work. Get the employer, payroll and benefits in writing.
If you can employ the person through your own entity, a recruiter can handle the search separately. The hiring model depends on which work you need help with. For the wider choice, read the four-model overview of nearshore, offshore, EOR and direct hire.
When to use a managed recruiting partner
You need a full-time mid-to-senior hire and want one partner to run the search and employment support. Opus recruits across engineering, finance, RevOps and marketing. Your manager sets the brief, chooses the finalist and directs the daily work.
We handle contracts, payroll, benefits and labor compliance. We put who does what in writing. Read how Opus works and what the monthly rate includes.
Switching from an EOR to a managed partner
Start by deciding whether you need a new search or support for someone already on your team. Review the current agreement before changing it. Pick a handover date. Then line up notice, payroll and benefits with your current provider and your hire.
Use the EOR-to-managed-partner transition guide to plan that handover.