# How to Choose an EOR Provider in India: Six Checks for the Best Employer of Record
How to choose an EOR in India, check by check, and how Versatile Club answers each one with its own Indian company, published registrations, a contractual five-day onboarding and monthly proof.
- Applies to: Companies shortlisting an Employer of Record for India
- Status: Live
- Verified: 2026-10-29
- Canonical page: https://versatile.club/docs/overview/
If you're working out how to choose an EOR provider in India, start with one question: which Indian company will legally employ your people? A small provider can be a sound choice. It should own that company, publish its registrations and put its promises in the contract. Versatile Club is an India-only Employer of Record (EOR) that employs teams on its own Indian company. This page sets out the checks that matter and how it meets each one.
## At a glance {#at-a-glance}
| | |
|---|---|
| **Legal employer** | Foo Falcon Technologies Pvt Ltd, Versatile Club's own registered Indian company in Bengaluru |
| **Registrations** | CIN, GSTIN, PAN, TAN, ESIC and Udyam numbers published on [the About page](https://versatile.club/about/), with registrations held in all 28 states |
| **Where it works** | India only, across all 28 states and 8 union territories |
| **Onboarding** | Five business days, written into the service agreement as a commitment |
| **Every month** | One USD invoice, a payroll summary, a compliance status report, PF and ESI challan confirmations and TDS deposit receipts |
| **Track record** | Contract-to-Hire is the established business. EOR is a new service on the same entity |
| **Founder** | Sagar Chainani, based in Bengaluru |
| **Fees** | A flat monthly fee, no setup fee, no exit fee and the first month free, set out on [the pricing page](https://versatile.club/pricing/) |
The first thing to check on any shortlist is the company named in the contract. Here it is Foo Falcon Technologies Private Limited, the company behind Versatile Club.
## What an EOR in India does for you {#what-an-eor-does}
You want to hire someone in India and have them employed properly. An Employer of Record is an Indian company that employs people on your behalf, so it is the tool for that job. It holds the employer registrations, signs the employment contract, runs payroll and files the statutory payments. You choose the person and direct their work, and you pay the EOR one invoice each month.
Treat EOR services in India as a compliance job more than a software job. The provider is only as good as its Indian company, its registrations and the people who run its payroll each month.
### What the EOR carries {#what-the-eor-carries}
- **The employment relationship.** The offer, the contract, the appointment letter and any exit are issued by the EOR's Indian company.
- **Statutory registrations.** PF, ESI, professional tax and the tax deduction account number sit under the EOR's own name.
- **Monthly payroll and filings.** Salaries, deductions, PF and ESI challans and salary tax deposits are the EOR's work.
- **Year-end and exit paperwork.** The annual tax certificate for each employee and the Full and Final settlement on exit.
### What stays with you {#what-stays-with-you}
You decide who to hire, what they work on and how much to pay them. You also carry the commercial relationship with the EOR, so the strength of its contract matters as much as its price. The checks below are about testing that contract and the company behind it.
## Which EOR is best for India? {#which-eor-is-best}
No single provider is best for every company. The right India EOR depends on how many countries you hire in, how many people you plan in India, and how much India-specific depth you need. Use this table to narrow the field before you compare names.
| Your situation | What to look for first |
|---|---|
| First one to five hires, India only | A provider whose own Indian company employs your team, with onboarding time in the contract |
| Hiring in many countries at once | One platform across countries, then check who employs your India staff |
| People in several Indian states | State-level registrations and a clear answer on professional tax in each state |
| A finance team that needs audit evidence | Monthly challans and tax receipts, delivered without being asked |
| Plans for your own Indian entity later | A provider that can move the team to your entity, or run payroll for it |
If your hiring is India first, an India-only provider is worth a serious look. If India is one of twenty countries, a global platform may suit your HR team better. Either way, the six checks below apply.
## How to choose an EOR provider in India: six checks {#what-to-check}
A credible India EOR shows you who employs your team and proves it with registration numbers. It also commits to dates and reports in writing. Run these six checks on every provider on your shortlist.
1. **Who the legal employer is.** Some EOR providers employ in India through a local partner company rather than their own. Ask for the Indian company's name. The [entity checklist](https://versatile.club/docs/compliance/entity-and-registrations/) shows what to ask for.
2. **Whether the registrations can be checked.** A real employer has a CIN, a TAN for salary tax and an [ESIC employer code](https://versatile.club/docs/compliance/esic/). You should be able to read each number and look it up.
3. **What the contract commits to.** An onboarding time in the service agreement is a promise. A time on a sales call is an estimate. The [day-by-day onboarding plan](https://versatile.club/docs/onboarding/onboard-an-employee-in-five-days/) shows what a written commitment looks like.
4. **How deep the India compliance goes.** Each state sets [its own rules for professional tax and shop registration](https://versatile.club/docs/compliance/). Ask how the provider handles the states where your people live.
5. **What proof comes back each month.** Challans and tax receipts let your finance team prove that each payment was made. The [monthly payroll page](https://versatile.club/docs/payroll/monthly-payroll/) lists what a month's reports contain.
6. **How the fee is built.** Check whether the fee is flat or tied to salary, and whether setup or exit fees apply. Then add the [employer's statutory costs](https://versatile.club/docs/reference/statutory-rates-and-thresholds/) with the [India employee cost calculator](https://versatile.club/tools/employee-cost-calculator/).
### Check 1: name the legal employer {#check-legal-employer}
Ask for the full legal name of the Indian company that will sign your employee's contract. If the answer is a partner firm, ask who that firm is and what your contract with the provider says about it. A provider that owns its Indian company can answer in one line.
Versatile Club's answer is Foo Falcon Technologies Pvt Ltd, a registered company in Bengaluru that it owns outright. It is not a reseller, an aggregator or a partnership arrangement.
### Check 2: look the registrations up yourself {#check-registrations}
Numbers on a sales deck prove little until you check them. Several are public. The Income Tax Department's PAN check is a [pre-login service](https://www.incometax.gov.in/iec/foportal/help/all-topics/e-filing-services/verify-your-pan/verify-pan-UM), and its TAN search says "you need not log in to the e-Filing portal to use this service".
| Registration | Our published number | What it tells you | Where to check |
|---|---|---|---|
| CIN | U72900KA2022PTC163007 | The company exists and its status, shown as Active | The Ministry of Corporate Affairs company record |
| PAN | AAFCF1167M | The company's income tax identity | [Verify PAN Status](https://www.incometax.gov.in/iec/foportal/help/all-topics/e-filing-services/verify-your-pan/verify-pan-UM) |
| TAN | BLRF07330B | The account used to deduct and deposit salary tax | [Know TAN Details](http://www.incometax.gov.in/iec/foportal/help/know-tan) |
| ESIC employer registration | 5000064314 0000911 | The employer code for ESI contributions | Ask for a monthly ESI challan showing this code |
| PF establishment | Held by Versatile Club, per its master agreement | The account your team's PF is paid into | [EPFO establishment search](https://pmvbry.epfindia.gov.in/employer-documents/) |
| GSTIN | 29AAFCF1167M1Z9 | Registration for goods and services tax, Karnataka | The GST portal's taxpayer search |
| Udyam | UDYAM-KR-03-0383545 | MSME registration with the Ministry of MSME | The Udyam registration portal |
EPFO's employer page also lets you "search registered establishments and access digital compliance report cards". Ask any provider for its PF establishment code, then look it up there. The full method is on the [entity verification page](https://versatile.club/docs/compliance/entity-and-registrations/).
### Check 3: read the contract, not the deck {#check-contract}
Promises that matter belong in the service agreement. Look for the onboarding time, what you receive each month, who carries the risk if a filing is missed, and how either side ends an assignment. If a commitment is only in a slide or an email, treat it as a hope.
Versatile Club writes its five business days of onboarding into the service agreement, with a milestone for each day.
### Check 4: test the state-level depth {#check-state-depth}
India has 28 states and 8 union territories, and professional tax and shop registration vary between them. Ask the provider which state's rules apply to a remote employee, and how it registers in a state where it has no one yet. A vague answer is a warning sign.
Versatile Club holds registrations in all 28 states. Its compliance knowledge comes from Contract-to-Hire work in many of them. Maharashtra needs dual PTRC and PTEC registration, Karnataka runs a monthly professional tax cycle and Tamil Nadu files twice a year.
State rules start at the hiring form. A remote hire on the Bengaluru payroll follows Karnataka's professional tax, and an office elsewhere changes the state.
### Check 5: ask for the monthly proof {#check-monthly-proof}
Your finance team needs evidence that each statutory payment was made, not just a line saying it was. Ask for PF and ESI challan confirmations, TDS deposit receipts and a status report every month. Then ask whether you can request more evidence at no charge.
As your Employer of Record, Versatile Club sends one USD invoice with a per-employee breakdown, a payroll summary, a compliance status report and the challan and receipt confirmations each month.
Monthly proof is a contract term, not a favor. Clause 7 lets your company ask for further evidence of statutory payments once a month at no charge.
### Check 6: understand how the fee is built {#check-fee}
Some providers charge a percentage of salary, so the fee grows with every raise. Others add setup fees, exit fees or a minimum term. Ask for the fee on one sample salary, then on that salary after a raise, and compare.
Versatile Club charges a flat monthly fee per employee, with no setup fee and no exit fee, and the first month is free for new hires.
## What the law says {#the-law}
Indian law places a fixed set of duties on the legal employer, and your EOR is that employer. Each duty below produces paperwork you can ask for. The Labour Ministry's [Compliance Handbook for Employers](https://www.labour.gov.in/static/uploads/2026/02/83978455025732b99b0165def80ab171.pdf) lists them, including "Deduct and deposit EPF/ESIC contributions". These were checked against the original documents on 29 October 2026.
### Provident Fund contributions {#law-pf}
The [Employees' Provident Fund Scheme, 2026](https://egazette.gov.in/WriteReadData/2026/273957.pdf) sets the employer's share at 12% of wages, and "the employees’ contribution shall be equal to the employer’s contribution". The wage ceiling for PF is [₹25,000 a month from 17 September 2026](https://www.labour.gov.in/static/uploads/2026/09/2b0f1dbbd3769fc388416186ec145328.pdf), under S.O. 5109(E). The proof to ask for is the monthly PF challan for each employee. What to check: compare the PF line on each payslip with the challan for the same employee.
### Employees' State Insurance {#law-esi}
ESI covers employees earning up to ₹21,000 a month, according to [ESIC's coverage note](https://romaharashtra.esic.gov.in/ro-sro-about-us), which adds that "the ESI Scheme is financed by contributions from employers and employees". The [contribution rates](https://roap.esic.gov.in/ro-sro-contribution) are 3.25% of wages from the employer and 0.75% from the employee. Ask for the monthly ESI challan where any employee is covered. What to check: if anyone earns up to ₹21,000 a month, confirm the challan arrives.
### Income tax on salary {#law-tds}
Section 392 of the [Income-tax Act, 2025](https://egazette.gov.in/WriteReadData/2025/265620.pdf) makes the payer of salary deduct income tax, and "this deduction shall be made at the time of such payment". Ask for TDS deposit receipts each month and the annual certificate for each employee. The [TDS on salary page](https://versatile.club/docs/tax/tds-on-salary/) covers both. What to check: each month, confirm a TDS deposit receipt arrives, and at year end ask for the annual certificate.
### Wages, wage slips and appointment letters {#law-wages-and-letters}
The Ministry's handbook says "Employers must issue wage slips in prescribed form to all employees on or before payment of wages". It also lists "Issuance of appointment letter to all employees" among the employer's duties. Ask to see a sample payslip and appointment letter before you sign. What to check: confirm each payslip is issued on or before payday.
### Final settlement on exit {#law-exit}
When someone leaves, the [Code on Wages, 2019](https://egazette.gov.in/WriteReadData/2019/210356.pdf) requires the wages due to be paid "within two working days of his removal, dismissal, retrenchment" or resignation. Ask how the provider meets that deadline and what statement you receive. What to check: after an exit, confirm the Full and Final statement arrives with evidence of payment inside the two working days.
### Duties and the proof to ask for {#obligation-proof}
| Duty on the employer | Source | What your EOR should show you |
|---|---|---|
| Employer PF at 12% of wages, with an equal employee share | [EPF Scheme, 2026](https://egazette.gov.in/WriteReadData/2026/273957.pdf) | Monthly PF challan confirmation |
| PF wage ceiling of ₹25,000 a month | [S.O. 5109(E)](https://www.labour.gov.in/static/uploads/2026/09/2b0f1dbbd3769fc388416186ec145328.pdf) | Payslips showing PF worked out on the right wages |
| ESI at 3.25% employer and 0.75% employee | [ESIC contribution rates](https://roap.esic.gov.in/ro-sro-contribution) | Monthly ESI challan where an employee is covered |
| Salary tax deducted at payment | [Income-tax Act, 2025, s.392](https://egazette.gov.in/WriteReadData/2025/265620.pdf) | TDS deposit receipts and the annual certificate |
| Wage slips on or before payday | [Labour Ministry handbook](https://www.labour.gov.in/static/uploads/2026/02/83978455025732b99b0165def80ab171.pdf) | A payslip for each employee each month |
| Final wages within two working days of exit | [Code on Wages, 2019](https://egazette.gov.in/WriteReadData/2019/210356.pdf) | A Full and Final settlement statement with evidence of payment |
## How the EOR service works, end to end {#how-it-works}
You agree the terms with Versatile Club, and its Indian company becomes your employee's employer. From there, the work follows a fixed order.
1. **Day one: the service agreement.** Your company and Versatile Club sign it, including the five-day onboarding commitment.
2. **Day two: the offer.** We send the candidate an India-compliant employment offer.
3. **Day three: the contract.** We sign the [employment contract](https://versatile.club/docs/contracts/employment-contract/) with the employee and collect their documents.
4. **Day four: registrations.** We initiate PF, ESI and professional tax for the employee. The [Provident Fund page](https://versatile.club/docs/compliance/provident-fund/) covers the employer contribution in detail.
5. **Day five: payroll.** The employee is active on payroll.
6. **Every month: the reports.** You receive the [USD invoice](https://versatile.club/docs/billing/invoices-and-payment/) with a per-employee breakdown, the payroll summary, the [compliance status](https://versatile.club/docs/payroll/monthly-client-pack/) and the challan and receipt confirmations.
7. **Every year: Form 130.** We commit to issuing each employee Form 130 (formerly Form 16) by 30 May.
8. **On exit: Full and Final.** The settlement covers notice, leave encashment, gratuity, PF and the relieving letter.
Between days two and four, each step shows who is waiting on whom: the hire's own details first, then the offer, contract and PF enrollment. Names are sample data.
Day five ends with every onboarding step marked done and the employee on payroll. This is the state to expect when a provider says onboarding is complete.
The exit terms are worth reading before the first hire. Settlement completes within the Code on Wages period, with a statement and evidence of payment.
## Who stands behind the EOR {#who-is-behind}
Versatile Club is operated by Foo Falcon Technologies Pvt Ltd, a registered Indian company based in Bengaluru. It owns that company outright: it isn't a reseller, an aggregator or a partnership arrangement. The PF registration, ESIC code and Shops and Establishments licenses are its own.
Sagar Chainani founded the company after seeing US founders get burned on their first India hire. Slow contracts, unexplained FX charges and compliance surprises that surfaced months later were the pattern. The company's published identifiers include a Director Identification Number alongside its tax and labor registrations.
The registrations are a contract term as well as a published list. The EOR undertakes to hold and maintain every registration it needs as employer of record.
#### The track record, stated plainly {#track-record}
Versatile Club started as a Contract-to-Hire business for US and UK companies building teams in India. It has placed engineers, designers and operations staff across Bengaluru, Hyderabad and Pune. EOR is new, and we don't claim years of EOR-specific history. What it does claim is that the entity and the compliance work were built and tested through Contract-to-Hire.
[Payroll in Bengaluru](https://versatile.club/payroll-outsourcing-bangalore/) and [payroll in Pune](https://versatile.club/payroll-outsourcing-pune/) show how state rules play out in two of those cities.
#### Is a small India EOR proven enough? {#proven-enough}
Proof for an EOR comes from structure you can check, not from size. A small provider that owns its Indian company, publishes registrations you can look up and signs its commitments is a known quantity. A large one that employs through a partner you can't name is not. The CIN on our About page lets you check its company record and incorporation date yourself.
## Red flags on an India EOR shortlist {#red-flags}
- **No company name.** The provider can't or won't say which Indian company will employ your team.
- **Numbers you can't look up.** Registrations are described but not published, or don't match the company named in the contract.
- **Commitments only on calls.** Onboarding time, reports or exit terms appear in slides but not in the service agreement.
- **A fee that tracks salary.** A percentage fee grows with every raise, and setup or exit fees add to it.
- **Proof on request only.** Challans and tax receipts arrive only when you chase them.
- **One answer for every state.** Professional tax and shop registration are described as the same everywhere in India.
## Questions to ask before you sign {#questions-to-ask}
1. Which Indian company will employ our people, and who owns it?
2. What are its CIN, PAN, TAN and ESIC employer code?
3. Is the onboarding time in the service agreement, and from which day does it run?
4. What do we receive every month, and can we ask for more proof?
5. How do you register an employee in a state where you have no one yet?
6. Is the fee flat, or tied to salary? Are there setup or exit fees?
7. How is a resignation handled, and when is the final settlement paid?
8. If we set up our own Indian entity later, how does the team move across?
## Who chooses an India-only EOR, and when {#who-uses-it}
### A founder making a contractor arrangement proper {#who-founder-contractor}
A two-person startup in Atlanta has paid a data engineer in Pune as a contractor for eight months. A fundraise is coming, and investors will ask how she is employed. The founder wants her employed properly without changing her work or her team.
### A People lead weighing a global platform against India-only {#who-people-lead}
The Head of People at a 40-person London marketing software company has four Hyderabad hires approved. The board asks why an India-only provider would beat the global platform the company already uses elsewhere. She needs checks she can show, not a vendor's claims.
### A legal reviewer running vendor diligence {#who-legal-reviewer}
Counsel at a New York insurance software company must sign off on the India provider before any offer goes out. She wants the employer's name, its registration numbers and the contract terms on exit, all checkable from public records.
## Four services, all in India {#services}
Versatile Club runs four services, all in India. Its Employer of Record (EOR) service employs full-time staff on its own Indian company, with statutory compliance included. Contract-to-Hire lets you start someone as a contractor and convert them to a full-time employee when ready. Offshore team building sets up dedicated India teams, and managed payroll runs payroll for companies that already have an Indian entity. The [services and hiring routes](https://versatile.club/docs/services/) page compares where each one fits.
If your first India people are contractors, this is where conversion starts. Nothing changes for them until your company approves the drafted employment agreement.
## How Versatile Club compares for choosing an EOR in India {#compare}
Versatile Club's EOR service employs your team on its own Indian company and works only in India. Its onboarding time is written into the service agreement. The providers below are global platforms, and each documents part of that picture. It is the only platform in this table that does all three.
India EOR provider checks, from each platform's public documentation:
| Platform | Its own Indian entity employs your team | Operates only in India | Onboarding time in the service agreement |
|---|---|---|---|
| **Versatile Club** | Yes | Yes | Yes |
| **Deel** | Yes ([EOR owns its Indian entity](https://www.deel.com/blog/employer-of-record-india/)) | [India and 150+ other countries](https://www.deel.com/blog/employer-of-record-india/) | Partly ([SLAs shown per onboarding stage](https://help.letsdeel.com/hc/en-gb/articles/51708108302865-About-the-Global-Onboarding-Tracker)) |
| **Remote** | Yes ([legal entity in India](https://remote.com/blog/eor-peo/how-to-use-employer-of-record-india)) | [Hires anywhere in the world](https://remote.com/blog/taxes/payroll-taxes-india) | [India average of 3 working days](https://support.remote.com/eor/employee-onboarding/remote-onboarding-everything-you-need-to-know) |
| **Multiplier** | Yes ([owned legal entities](https://www.usemultiplier.com/employer-of-record)) | [India and 150+ countries](https://www.usemultiplier.com/global-hiring/hiring-remote-developers-india-vs-eastern-europe) | [Onboards in days, not months](https://www.usemultiplier.com/employer-of-record) |
| **G-P** | Partly ([global entity infrastructure](https://www.globalization-partners.com/blog/guide-to-hiring-in-india/)) | [Hiring in 180+ countries](https://www.globalization-partners.com/employer-of-record-solutions/) | Not in docs |
| **RemoFirst** | [Partners with local providers](https://www.remofirst.com/post/best-employer-of-record-india) | [Operates in 185+ countries](https://www.remofirst.com/post/best-employer-of-record-india) | Not in docs |
*Yes: documented and built in. Partly: documented with a limit, shown in brackets. Not in docs: not found in the vendor's public documentation.*
### Why Versatile Club is the stronger choice when choosing an EOR in India {#compare-stronger}
- **One employer you can name.** Our EOR service employs your team on Foo Falcon Technologies Pvt Ltd, our own Indian company. G-P describes [hiring in India through a global entity infrastructure](https://www.globalization-partners.com/blog/guide-to-hiring-in-india/). Compare [Versatile Club vs Globalization Partners](https://versatile.club/compare/versatile-vs-globalization-partners/).
- **India is the whole business.** We work only in India, with registrations held in all 28 states. Remote's payroll guide offers to [help you hire anywhere in the world](https://remote.com/blog/taxes/payroll-taxes-india). Compare [Versatile Club vs Remote](https://versatile.club/compare/versatile-vs-remote/).
- **Onboarding as a contract term.** We write five business days into the service agreement, with a milestone for each day. Deel's tracker [displays onboarding SLAs at each stage](https://help.letsdeel.com/hc/en-gb/articles/51708108302865-About-the-Global-Onboarding-Tracker). Compare [Versatile Club vs Deel](https://versatile.club/compare/versatile-vs-deel/).
*Competitor details checked against each vendor's public documentation on 23 October 2026. Features and plans change, so confirm with the vendor before you decide.*
## Limits, what goes wrong and what to check {#limits}
- **India only.** Versatile Club is an India-only EOR, so it can't employ your people in other countries.
- **EOR is new.** The track record sits in Contract-to-Hire. The EOR service runs on the same entity and compliance setup.
- **The clock starts at signature.** The five business days run from the day the service agreement is signed.
- **Main hiring cities.** Bengaluru, Hyderabad and Pune come from the Contract-to-Hire record. EOR hiring is expanding to Mumbai, Chennai, Delhi NCR, Kochi and other cities.
- **The onboarding clock starts late.** The five business days run from the day the service agreement is signed, so a late signature moves the day the employee is active on payroll. Sign first, then count the days from that date.
- **The registrations don't match the contract.** If the company named in the contract differs from the one behind the published numbers, the numbers prove nothing. Look up the CIN, PAN and TAN and compare the company names.
- **A commitment sits only in a slide or an email.** Onboarding time, reports or exit terms that are not in the service agreement are a hope, not a promise. Ask for them to be written into the agreement before you sign.
- **The monthly proof doesn't arrive.** Without challans and tax receipts, your finance team cannot show that each payment was made. Ask for the missing item, and use the contract's right to request further evidence once a month at no charge.
- **The professional tax state is wrong.** A remote hire on the Bengaluru payroll follows Karnataka's professional tax, and an office elsewhere changes the state. Check the work location and state on the hiring form before you submit it.
## Common questions {#common-questions}
#### How do I choose an EOR provider in India? {#faq-how-to-choose}
Start with the legal employer: ask which Indian company will employ your people, and check its registration numbers. Then look at the contract terms, the monthly proof and how the fee is built.
#### Which EOR is best for India? {#faq-best-eor}
It depends on your hiring. For India-first hiring, look for a provider whose own Indian company employs your team and whose commitments sit in the contract. For hiring in many countries, a global platform may suit, after the same checks.
#### What does an EOR do in India? {#faq-what-eor-does}
It employs your hire on its own Indian company. It issues the contract, registers the person for PF and ESI, deducts salary tax, pays the salary and files the statutory payments. You direct the work.
#### Is a small India EOR safe for our first hires? {#faq-small-eor}
Size matters less than structure. Check that the provider owns its Indian entity, publishes its registrations and commits to timelines in the service agreement. Versatile Club does all three.
#### Can we check an EOR's registrations ourselves? {#faq-check-registrations}
Yes. The Income Tax Department's PAN and TAN checks work without logging in, and EPFO lets you search registered establishments. Ask the provider for each number first.
#### Does Versatile Club own its Indian entity? {#faq-own-entity}
Yes. Foo Falcon Technologies Pvt Ltd is a registered Indian company in Bengaluru, and we own it. It is not a shell, a reseller or a partnership arrangement.
#### Where can we check Versatile Club's registrations? {#faq-registrations}
We publish our CIN, GSTIN, PAN, TAN, ESIC registration, Udyam registration and a Director Identification Number on [our About page](https://versatile.club/about/). The CIN shows the company's status as Active.
#### What proof should an India EOR send each month? {#faq-monthly-proof}
PF and ESI challan confirmations, TDS deposit receipts, a payroll summary and a status report on what is filed and what is due. Versatile Club sends all of these with its monthly USD invoice.
#### How long has Versatile Club been running? {#faq-track-record}
Contract-to-Hire is our established business. Employer of Record is a new service built on the same entity and compliance setup.
#### Who founded Versatile Club? {#faq-founder}
Sagar Chainani, who is based in Bengaluru. He has placed engineers, designers and operations staff across Bengaluru, Hyderabad and Pune through Contract-to-Hire.
#### How is Versatile Club's fee structured? {#faq-fee}
A flat monthly fee per employee, with no setup fee, no exit fee and the first month free for new hires. The figures are on the pricing page linked in the table at the top.
#### Can we move from an EOR to our own entity later? {#faq-move-to-entity}
Yes. The [guide to switching EOR provider](https://versatile.club/blogs/switch-eor-provider-india/) covers protecting payroll, PF and gratuity in a move, and our managed payroll serves companies with their own entity.
#### How do we talk to Versatile Club before we decide? {#faq-contact}
Write through the [contact page](https://versatile.club/contact-us/) with your planned roles and cities.
## Related {#related}
- [How to hire employees in India](https://versatile.club/docs/): every step of employing staff in India, in order.
- [Proving India before a GCC](https://versatile.club/docs/use-cases/test-india-before-a-gcc/): run a team on an EOR before building your own centre.
- [How to judge a remote staffing company](https://versatile.club/remote-staffing-company/): a buyer's test, applied to Versatile Club itself.
- [India EOR for founders](https://versatile.club/for-founders/): first India hires without a legal team.
- [Compare India EOR providers](https://versatile.club/compare/): Versatile Club against the global platforms, provider by provider.