Legally engage contractors anywhere and get the most out of your workforce with our flexible engagement solutions
If you’re not giving your engagement structures your full attention, you could be risking worker misclassification, tax issues and other regulatory risks. And it doesn’t help that the legislation around the contingent workforce is constantly changing, and it works differently in every country — making it almost impossible for the average business to keep up. There is another way.
We believe that non-permanent workers are the key to a flexible, efficient workforce. We also know that engaging contractors yourself can be complicated, time-consuming and confusing — especially if you’re hiring across borders. We’ve built several solutions to make this easier for our clients, but no one solution works for all businesses. That’s why we work with our clients to create bespoke solutions that work for them.
You want to hire the best people for your business — but there’s no guarantee they live within commuting distance of your HQ. With our Employer of Record (EoR) solution, you don’t have to let borders stand between you and the best contractor talent.
In a world of ever-changing regulations, hiring contractors always comes with a risk. But taking on that risk for our clients is what we do.
From contractor misclassification to permanent establishment to compliance with local labour and tax laws, we’ll do the work to make sure your organisation is protected.
We’re a global company. Our geographic footprint spans five continents, and we provide payroll services in 100+ countries.
But we don’t just focus on the big picture. We work with experts and dedicated partners all over the world to make sure each worker gets the appropriate pay cycles, benefits and payroll customs for their location and situation.
Whether you use direct sourcing or external vendors to recruit contractors, we can help you to effectively engage and manage them.
Our aim? To provide a consistent, supportive and friendly HR experience for every worker — and simple streamlined workforce management for our clients.
Engaging contractors is complicated — especially across borders. You need to make sure you’re compliant with contract requirements, minimum wage, benefits and other local laws.
Relax. We’ll handle that. Meanwhile, you’ll retain full control of your IP and your day-to-day operations.
Compliantly engaging contractors for our clients is our bread and butter — we’ve been doing it for more than 30 years.
We also work with a network of HR specialists, tax experts and labour law attorneys around the world. That means that we have the knowledge and experience to help our clients overcome niche or unusual challenges.
Planning an international expansion, but want to test the waters first? Need to engage and onboard a large number of contractors, but not sure where to start? Start by getting in touch to tell us about your requirements for engaging contractors at home and abroad, and we’ll take it from there.
With our solution, you don’t have to let location or complicated engagement structures stand in the way of the perfect hire. Whether you’re expanding your operations overseas or engaging contractors at home, we can help. We’ll take on the legal and administrative burden of engaging your people, either as employed or self-employed contractors. In every other way, it’ll be just like they work for you directly.
We’ll scale our solution as your business grows. We offer our services to everyone from start-ups to global enterprises. We’ll be right there with you as you continue to increase your headcount, access new markets and develop your brand.
In my dealings as a coordinator, the majority of our contingent workforce is contracted via CXC. From an onboarding perspective, geographical challenges are overcome with eSign contracts, the induction process has been streamlined and new starters are provided with helpful information from their first day about the business and about CXC’s services.
Despite a high volume of contracts, CXC are able to produce accurate reports on short notice and it’s been great to have our Account Manager regularly on-site answering any queries and ensuring that our needs as a business are being met. Additionally, knowing the high standard of onboarding provided to our contingent workers, gives us peace of mind that their time-to-productivity is minimal.
We developed the CXC Comply platform to solve three key problems: checking worker classification, performing right-to-work checks and conducting background screening on new contractors. Together, these tools help you to ensure the contractors you bring on board don’t represent a risk to your business.
We’ll work with you to find the right engagement structure for your contractors. Our Employer of Record (EoR) and Agent of Record (AoR) solutions mean that we can offer both employed and self-employed models. Either way, your contractors will be engaged legally and compliantly, in line with local labour laws.
We can reduce the time you spend managing and paying contractor and supplier invoices — and ensure your contractors are paid on time, every time. Because we consolidate global invoices into a single currency, you’ll only have one payment to keep track of. We’ll handle the rest.
If you’re interested in seeing what CXC can do for you, or if you have any questions about how to improve your contingent workforce program, please contact us today.
News Corp had little understanding of how many contractors were in the business, what rate they were on and whether they were being onboarded, managed and disengaged compliantly.
CXC implemented a contractor payrolling solution for all digital and technology workers. This model engaged contractors as soon as they accepted a verbal offer.
Substantial improvements to the contractor management operation, including visibility on contractor numbers, location and cost, tracking spend over the last quarter, as well as how many new starters.
