Where are you planning to hire?
Pick the country where your first European hire will be based.
Country-specific rules drive 80% of your compliance picture — employer burden, statutory benefits, notice periods, and visa pathways.
How many people are you planning to hire in the next 12 months?
Approximate is fine. Headcount determines whether direct employment or EOR is more efficient.
Are you planning to hire as employees or contractors?
In most EU countries, treating people as contractors when they look like employees is a serious compliance risk. We'll flag this in your report.
What's your payroll setup in this country?
This drives whether you can hire directly today, or need an EOR (Employer of Record) as a bridge.
Will any of your hires need a visa or work permit?
Non-EU/EEA nationals usually need sponsorship. Timelines and entity requirements differ sharply by country.
What level of benefits do you want to offer?
Statutory benefits are mandatory. Market-competitive benefits affect whether you'll actually be able to hire well.
Your hiring readiness report
Personalised for your expansion plan
1Recommended employment model
2Estimated hiring costs
Figures are indicative ranges based on public sources. Actual costs depend on role, seniority, and benefits package. Octagon can produce a precise quote.
3Compliance checklist
4Onboarding timeline
5Risks & missing steps
Want Octagon to walk you through this?
We'll review your report with you, fill in gaps that depend on your specific role(s), and quote precise costs. No obligation — 30 minutes with someone who's set up hiring for 100+ companies in Europe.
Disclaimer: This tool produces indicative guidance based on public information and general best practice. It is not legal, tax, or immigration advice. Compliance requirements change frequently and depend on role, seniority, and individual circumstances. Always confirm specifics with Octagon Professionals or qualified counsel before making hiring decisions.