India hiring option router.
Answer 7 questions on headcount, timeline, budget, permanence, IP, HR capacity, and control. Get ranked recommendations for EOR, own entity, GCC, contractors, or staffing. Honest reasoning, no sales spin.
Question 1 of 7
How many India headcount do you plan to hire in the next 12 months?
Question 2 of 7
What is your hiring timeline?
Question 3 of 7
Monthly gross salary budget per employee?
Question 4 of 7
Are these permanent roles or contingent (temp/contract)?
Question 5 of 7
How sensitive is your IP or technology?
Question 6 of 7
Do you have in-house HR or compliance expertise for India?
Question 7 of 7
How much direct control do you need over team management and day-to-day work?
Your ranked options
Your top recommendation
This router scores each option against your answers. Scores are transparent in the methodology cards below. If scores are close, the top option is not a lock. Revisit if your assumptions (headcount, timeline, permanence) change in the next 3 months.
How the scoring works.
EOR (Employer of Record)
Scores high on speed (5 days), low headcount (1-5), IP medium-high, no HR burden. Flat ₹149/employee/month Versatile fee. Low upfront cost. Loses at 15+ headcount over 3 years (entity cheaper). Best for rapid experiments and bootstrap teams.
Own Entity (Private Limited)
Wins at 10+ headcount, 3+ year commitment, full control needs, high IP. Setup ₹2L-₹5L, 30-45 days. Per-employee cost drops as headcount scales. Best for committed founders building core teams, tax-planning, and IP ownership. Loses if you need contractors or exit within 2 years.
GCC / Contractor / Agency
GCC scores high on control, tax structure, 20+ headcount, 3+ years. Setup ₹5L-₹20L, 60-90 days. Contractor lowest cost but highest legal risk (misclassification). Agency best for recruitment support, high turnover, lower IP. Choose based on permanence, control needs, and compliance tolerance.
Worked example
The seven answers produce a ranked list of hiring routes, from EOR to contractors to your own entity, with a verdict explaining why the top route fits your situation.
Hiring router, answered.
The questions that decide which India hiring model fits.
What is the difference between EOR and own entity?
EOR (Employer of Record) makes us your legal employer; you get headcount and tax compliance in 5 days, no setup fee, no entity registration. Own entity is your private limited company in India: higher setup cost (₹2L-₹5L), 30-45 day timeline, but full control and lower per-employee cost at scale (breakeven ~10 employees, year 3).
When does GCC make sense?
GCC (Global Capability Center) is your legal subsidiary with your own bank account, separate books, transfer pricing setup, and Indian directors. It wins at 20+ stable headcount, 3+ year commitment, when you need full IP ownership and tax structuring. Cost: ₹5L-₹20L setup, 60-90 days.
Why not just hire contractors?
Contractors are cheap (₹0 setup, pay-as-you-go) but carry misclassification risk under India labour law. Test: if you control their hours, provide equipment, supervise daily work, or term is indefinite, they are legally employees. Exposure: ₹25K-₹40K audit penalties plus back-pay liability. EOR or entity removes that risk.
What does staffing agency add?
Staffing agencies handle recruitment, onboarding, and light compliance. Cost is higher than contractors (8-15% markup on salary) but lower legal risk. Best for roles with high turnover, temporary teams, or recruitment support. Permanence is limited: you can exit without severance obligations.
How does timeline affect my choice?
EOR is fastest (5 days to hire). Own entity: 30-45 days. GCC: 60-90 days. Contractor: same-day agreement (but risky). Staffing: 7-14 days via agency. If you need headcount in a week, EOR is the only legal path. If timeline is flexible, entity becomes cheaper at scale.
IP sensitivity: which model protects my code?
EOR and own entity both ensure full IP ownership via employment contract and Work for Hire clauses. Contractor IP ownership requires careful contract (and is still risky if courts find employee status). GCC offers best audit trail (separate books, full documentation). Staffing agency passes liability to the agency; not ideal for sensitive IP.
When is this router the wrong answer?
When your hire is above ₹50L CTC (tax surcharge complexity), or when you already have India operations and need a GCC bridge. Also wrong if you are hiring pure sales/business-dev where contractor status is clearer. Router assumes permanent tech/ops roles; adjust for your function.
Longer reading: Hire in India without an entity · EOR services in India · Related tool: should we build a team in India?
Tell us where you are on the decision.
A role you want to hire, a team you want moved, or just the two routes to compare. A named person replies in 4 to 6 hours.
What the first call covers
30 minutesA cost comparison for your headcount, on your numbers, both routes.
- A written cost breakdown
- Entity documents before the call
- PF, ESI, TDS, termination law
- No follow-up sequence
You pick the time, we send a Meet link. Any timezone.