Can I hire non-EU professionals in Europe without a local entity?

Yes. An Employer of Record (EOR) can act as the legal employer in the Netherlands, Czechia, Germany, and other European countries while work permits and visas are handled. In this case, 19 non-EU professionals were hired across three countries with zero legal delays.

How do work permits work for non-EU hires in the Netherlands, Czechia, and Germany?

Each country has its own immigration rules. An EOR partner typically handles eligibility, work permit and visa applications, and documentation so your team can focus on project delivery as in this engineering and geoscience case study.

What is EOR for international hiring in Europe?

Employer of Record (EOR) means a local entity becomes the legal employer: they handle contracts, benefits, payroll, and compliance in each country so you can hire without setting up your own entities in the Netherlands, Czechia, Germany, or elsewhere.

How long does it take to hire non-EU talent in multiple European countries?

Timelines depend on country and role. In this case study, 19 non-EU professionals were hired and onboarded across the Netherlands, Czechia, and Germany in a phased rollout with no legal or immigration delays.

Can you run payroll for non-EU employees in multiple European jurisdictions?

Yes. Multi-country payroll covers tax, social security, and statutory requirements in each country. With EOR and immigration handled by the same partner, payroll and onboarding can run in parallel for faster project staffing.

Engineering & Geoscience Company European Ta...

Overview

A global engineering and geoscience firm needed to hire 19 specialized non-EU professionals in Europe quickly. With no entities in the Netherlands, Czechia, or Germany, they needed one partner for employment, immigration, and payroll. We acted as EOR in all three countries, managed work permits and visas, and onboarded everyone with no delays.

Client challenge

Hiring non-EU talent in Europe meant:

No legal entities in the target countries
Complex EU immigration and work permits
Different employment and payroll rules in each country
Tight project deadlines delays would hit delivery

They needed a partner that could employ people legally and run payroll in three countries at once.

Our solution

What we delivered.

We deployed a structured international employment framework and acted as EOR in all three countries.

Country compliance and workforce planning

Labor law and visa eligibility review per country
Employment and payroll structure design

Explore Compliance

EOR and employment

Legal employer in Netherlands, Czechia, and Germany
Contracts, benefits, and statutory requirements
Employee records and documentation

Explore EOR

Immigration and payroll

Work permits and visa handling
Multi-country payroll, tax, and social security
Onboarding and ongoing HR support

Explore Payroll

How we did it

Phased approach and timeline.

We ran a phased rollout:

1
Phase 1
Workforce and country compliance assessment
2
Phase 2
EOR and legal employment framework setup
3
Phase 3
Hiring, contracts, permits, and onboarding
4
Phase 4
Payroll go-live and ongoing support

This delivered 19 hires across three countries with proper oversight.

Results

Measurable impact on business success.

Non-EU professionals

Hired and employed across three European countries.

Countries

Netherlands, Czechia, and Germany covered at once.

Jurisdictions

Immigration, labor, and payroll requirements met.

Legal delays

No legal or immigration delays; faster project staffing.

Testimonial

“We needed 19 non-EU specialists in three countries and had no entities there. Jackson & Frank became the employer, handled visas and payroll, and managed all requirements. We could concentrate on delivering projects instead of legal and admin.”

Global engineering and geoscience organization

European Operations Director

Engineering & Geoscience Company European Talent Expansion