Decide whether you need a search, ongoing administration, or both
A recruiter helps find candidates. A provider that also administers the placement has a continuing scope after the search. If your startup already has a candidate, ask whether the proposal covers that situation before treating a recruiting quote as a payroll quote. If you need the provider to source someone and support the arrangement after selection, put both parts in the same written scope.
Opus's payroll compliance page describes its model: your company defines the role, hours, priorities, and approval authority; Opus administers contracts, payroll, benefits, and compliance support through one monthly service. Ask the reviewer of your actual agreement to confirm the contracting parties, local documents, and exact responsibilities for the hire's country.
Put the open terms beside the monthly amount
A monthly figure does not explain which line items or responsibilities it covers. Use the same proposed role and compensation assumptions when comparing providers, then get each unanswered item confirmed in writing.
- Parties and location. Record the company signing each agreement, the hire's work country, role, start conditions, and which documents each party provides.
- Price scope. Separate the hire's compensation, payroll administration, benefits, and service fee. Ask which costs may change the monthly amount and whether setup, transfer, or separation fees apply.
- Pay cycle. Confirm the payroll calendar, required approvals, invoice and payment dates, how currency conversion is handled, and where the provider records a correction.
- Benefits and changes. Ask which benefits are included, who explains the terms to the hire, and how compensation, leave, or role changes are requested and recorded.
- Operating responsibilities. Name the manager who sets priorities and reviews performance, who handles payroll questions, and which company approves system access and business decisions.
- Changes and exit. Ask how the written scope changes if the role, country, or schedule changes, and what each party must do when the service ends.
A fictional proposal review
This example is fictional, not an Opus quote or a legal assessment. A startup receives a single monthly amount for one full-time hire. The draft says payroll and compliance support are included, but does not name the contracting parties or say whether a one-time setup charge applies.
The finance reviewer should mark those terms unresolved and ask for a revised document that identifies the parties and lists each included and additional charge. The legal reviewer should assess the actual agreement and local documents for the proposed arrangement. The hiring manager should separately confirm who directs the work, approves access, and handles performance conversations. No one should infer those answers from a price label.
Copy this request into your provider review
"Please identify each party to the proposed agreements, list what the monthly amount includes and excludes, show any one-time or variable charges, provide the payroll calendar and change process, and name the responsibilities your team and our company retain. Please attach the country-specific documents your reviewer expects us to assess before the start date."
Route the completed scope to the people who can approve service cost, local employment terms, and daily management. For Opus's published description of the administration and management split, see payroll and compliance for US companies. For a separate decision about staffing scope, use the existing staffing versus direct placement comparison. Have qualified legal and finance reviewers assess the written proposal and supporting documents.