Independent Contractors

As a small or medium business you might prefer independent sales reps to your own salesforce. However, our remote sales personnel solution is a far better alternative to independent sales reps or any other type of manufacturer’s agents or representatives.

We bear full responsibility for your project, employing expatriate and local personnel in compliance with the local legislation and paying them on time with all the taxes and social security withholdings filed duly. This solution also minimizes risk exposure to your company connected, for instance, to co-employment liabilities and/or worker misclassification (quite an issue in some countries).

Nowadays more and more people of various industries pick the freelance (free agent, contractor) route to build their professional career. Many of them never look back as being a freelancer gives them a freedom of managing their work and private time, distribute their load in a most effective way, and save time and other resources on everyday commuting, and other routines of a regular job.
While all the perks of freelancing cannot be denied, what about the dark side of it? Not all freelancers can enjoy a steady inflow of cash as their market can be quite fluctuating and competitive so finding a good project can be quite a challenge more often than not. To be a successful freelancer some entrepreneur spirit is usually an advantage, so those who lack it can quickly find themselves in the risk zone.
Also, being a part of several teams actually means a freelancer doesn’t belong to any one team.  Being beyond that special, very valuable cooperative environment and experience that usually needs years to build, means freelancers often loose a chance at corporate career growth, in case they decide to try the corporate waters once more.
From a financial point of view, having no “official” job makes many financial tools like credits as well as some typical corporate-specific benefits become less accessible to freelancers if compared to employees with a comparable job description. The last issue can be really serious especially for those who have found themselves in one of a few risky areas of the freelance territory.
An unexpected question arises in this regard – can the companies which routinely use the work of contractors/freelances (like IT companies), address the freelancer’s risks to their mutual advantage? Speaking about the IT sector in particular, where the contractual relations are usually preferred for its lower cost (if compared with regular employment) by both the employer and contractor, this question might sound improper, but let’s give it a second glance.
In reality, despite its higher cost, regular employment can be an effective means of retaining great talent while giving them more social and financial confidence at the same time. As a result, long term mutual benefits to the both parties can be much more valuable than the excessive cost of regular employment compared to contractual work. At the same time, an employed talent of high significance can keep the flexibility of his/her daily agenda to a large extent. The employee status can also give a higher recognition status compared to the contractor status.
It looks like that return to employment from contractual relation can be a significant competitive edge in the ongoing battle for talent, especially in the IT world. Employment can be an especially effective option when hiring abroad in the less developed regions of the world. There is no need to set up a subsidiary there to employ local talents, as the foreign employment service can be obtained from a PEO (Professional Employer Organization) with global presence, and many countries can be covered within a single contract.

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