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Have a question? You might find the answer in our most commonly asked questions below.

An employer of record is an organization like ours that serves as the employer for a contract or remote worker for tax and legal purposes, while the employee performs work at a different client company or “host employer.”The employer of record handles all of the employee’s personnel and administrative functions (e.g., payroll, timesheets, benefits administration, tax paperwork, etc.), while the client company provides the day-to-day supervision of the employee and guidance on the scope of work that needs to be performed.

We save you time, money, and mitigate your risk through our EOR platform. We will operate as the Employer of Record for an employee while the employee performs work at a different client company. We handle all of the employment tasks such as onboarding, payroll, workers’ compensation, unemployment insurance, health benefits, etc.

We make sure that the employee’s employment paperwork is electronically completed in our online Portal. The appropriate summary data that you need to know about your FoxHire employees is shared in the online Portal.

Here are a few things that we do:

  • Timesheet processing
  • Weekly payroll processing
  • Federal and state taxes
  • Unemployment insurance
  • I-9 and E-Verify
  • Worker’s compensation insurance
  • Client invoicing and collections
  • Employment paperwork
  • Employee benefits administration
  • Background checks

We have relentlessly automated our systems and now provide recruiters and staffing firms with extremely easy-to-use online portals. Placing a contract worker is now super simple. Just follow our step-by-step wizard and watch your steady and recurring contract income roll into your bank account!

No, we do not do any recruiting. We only offer Employer of Record (EOR) services. You find your own candidates or contract workers, and we will put them on our payroll and employ them as our W-2 employee.

We place most types of technical and professional workers found in the USA, including healthcare workers. Here’s a list of some of our recent job titles we have placed:

Information Technology

  • Access Developer
  • Applications Engineer
  • AS/400 Programmer
  • Clinical IT Consultant
  • Cost Systems Analyst
  • CRM Software Consultant
  • Data Analyst
  • Database Engineer/Database Developer
  • Desktop Specialist
  • EDI Programmer
  • eLearning Developer
  • Embedded Software Engineer
  • Healthcare IT Epic Analyst
  • Healthcare Systems Analyst
  • IT Business Analyst
  • JD Edwards Systems Analyst
  • Linux Device Drive Engineer
  • Meditech Clinical App. Consultant
  • Meditech Pharmacy Systems Analyst
  • NAV Developer
  • .Net Developer
  • Network Engineer
  • Programmer/ Programmer Analyst
  • Senior Application Developer
  • Senior Implementation Project Manager
  • Senior Systems Analyst
  • Sharepoint Developer
  • Software Developer
  • Software Engineer
  • Sox Analyst
  • SQL Database Administrator
  • SQL Server DBA Developer
  • Systems Analyst
  • UI Developer
  • UNIX Systems Administrator
  • Web Developer


  • Account Payable Clerk
  • Accountant
  • Accounting Manager
  • Accounting Specialist
  • A/R Clerk
  • Auditor
  • Auto Claims Adjuster
  • Benefits Analyst
  • Brand Manager
  • Business Analyst
  • Buyer
  • CD Claims Examiner
  • CFO
  • Claims Adjuster
  • Claims Representative
  • Collections Administrator
  • Contract HR Manager
  • Controller
  • Cost Accountant
  • Director of Claims
  • Director of Financial Services
  • Director of HR
  • Employee Relations
  • Finance Manager
  • Financial Accountant
  • Financial Analyst
  • Financial Reporting Analyst
  • Financial/Data Analyst
  • Fixed Asset Accountant
  • Help Desk
  • HR Administrator
  • HR Assistant
  • HR Consultant
  • HR Generalist
  • HR Immigration Specialists
  • HR Manager
  • HR Payroll Specialist
  • HR System Analyst
  • Inside Sales
  • Legal and Compliance Analyst
  • Legal Assistant
  • Legal Records Clerk
  • Legal Secretary
  • Paralegal
  • Payroll Specialist
  • Project Accountant
  • Purchasing Associate
  • Real Estate Paralegal
  • RN/Legal Nurse Consultant
  • Sales Administrator
  • Sales Analyst
  • Sales and Marketing Consultant
  • Sales Engineer
  • Sales Recruiter
  • Sales Screener
  • Sales Specialist
  • Sales Support Tech
  • Senior Cost Analyst
  • Senior Financial Analyst
  • Senior HR Generalist
  • Senior Staff Accountant
  • Staff Accountant
  • Statutory Accountant
  • Supply Chain Specialist
  • Tax Accountant
  • Telephone Sales


  • Acquisition Zoning Specialist
  • Chip Designer
  • Civil Engineer
  • CNC Programmer
  • Controls Engineer
  • Design Engineer
  • Design Verification Engineer
  • Electrical Engineer
  • Electronics Engineer
  • Embedded Software Engineer
  • Engineering Technician
  • Field Service Engineer
  • Healthcare Integration Engineers
  • Industrial Engineer
  • Instructional Designer
  • Logistics Coordinator
  • Machinist
  • Manufacturing Engineer
  • Mastercam Programmer
  • Materials Control Specialist
  • Mechanical Engineer
  • Mechanical Designer
  • Modeling Engineer
  • NOC Engineer III
  • Plant Engineer
  • Principal Engineer
  • Process Safety Engineer
  • Product Design Engineer
  • Program Manager
  • Project Engineer
  • Quality Control Test Analyst
  • Quality Engineer
  • Quality Inspector
  • RF Field Technician
  • Senior Electronics Engineer
  • Senior Process Controls Engineer
  • Structural Engineer
  • Testing Engineer


  • Biomedical Equipment Tech (BMET)
  • Case Manager (RN)
  • Certified Nursing Assistant
  • Clinical Laboratory Scientist
  • Contact Tracer
  • Dental Assistant/Hygienist
  • Histotechnologist
  • Interim Director of Quality
  • Interim Patient Safety Risk Manager
  • Licensed Practical Nurse (LPN)
  • Medical Director
  • Medical Laboratory Technician
  • Medical Records Coder
  • Nurses (based on specialty)
  • Nursing Home as follows:
  • Registered Nurse
  • Physical Therapist
  • Occupational Therapist
  • Speech Language Pathologist
  • Pharmacist
  • Occupational Therapist/Assistant
  • Pharmacist/Pharmacy Technician
  • Phlebotomist
  • Physical Therapist/Assistant
  • Psychologist (not writing scripts)
  • Radiology Technologist/Technician
  • Respiratory Therapist
  • Speech Language Pathologist/Assistant
  • Ultrasound Technologist
  • Vascular Technologist (non-invasive)
  • X-ray Technician/Technologist

No, there is not a monthly or annual fee. Our fee is earned when a client company uses the services of your contract workers (i.e. our W-2 employee). That is, we only make money when you make money!

Recruiters and staffing professionals use our proprietary Ballpark Quote Tool in the Recruiter Portal to determine what you and we will earn on each of your contract placements. All fees are clearly spelled out, so that you will know exactly what every dollar in a contract placement pays for.

For example: Every contract placement is different and depends upon the type of work the employee will be performing, the state and the environment where the work is being performed, and the miscellaneous Placement Add-Ons that you task us perform on your behalf.

The amount of money you can earn placing contract workers is virtually unlimited. The more employees you place, the more money you will earn. Your profit per placement is dependent upon your ability to negotiate high bill rates to your clients. Here is an example:

If a recruiter has ten (10) active employees who are working 40 hours per week for 52 weeks at an average profit per hour of $12/hour, the annual profit for the recruiter will be $249,600.

$12/hour X 10 active employees = $120/hour
$120/hour X 40 hours/week = $4,800
$4,800 X 52 weeks = $249,600 of annual recruiter income

We pay recruiters and staffing firms via weekly direct deposit to their bank accounts. Your earnings will simply “show up” in your bank account within a week of your clients paying their invoices. And of course, a detailed breakdown of your earnings are clearly displayed to you in the Recruiter Portal.

No. Your business is your business, including your clients and candidates. If you were to ever leave us, we would be sad to see you go. However, you would be able to take your clients and candidates with you to a new EOR or to bring them in house under your own back office.

The minimum length assignment that we accept is six weeks.

Yes. We charge a one time setup fee starting at $100 to help offset some of our internal costs associated with negotiating contracts and setting up employment paperwork for the employee.

Yes, your name will be on the invoice, because we want your client to know that you are actively involved.

After 3 decades of placing 25,000+ employees across the USA, we know many contract and remote placements come with unique circumstances that must happen in order to “close the deal.” Here are some of the more common add-ons that we regularly handle:

Common add-ons:

  • Custom Background Checks
  • Expense reimbursements (e.g., mileage, meals, travel, hotel, etc.)
  • Paid Leave (i.e., adhering to government required sick time, paid time off, PTO)
  • Review and redlining of non-FoxHire contracts (i.e., Client’s own contract)
  • Custom invoicing (e.g., Invoice a client for unique conversion fee scenarios)
  • Adding your client’s custom “forms” into our employee onboarding process
  • Healthcare Add-Ons:
  • Custom Background Checks
  • Drug Screening
  • License Verification
  • Immunization Verification (Hepatitis B, TB, etc.)
  • Physicals
  • Pathologies
  • Certifications (e.g., CPR Training)
  • HIPAA Agreement
  • OIG/HHS (Medicare Fraud) Search
  • System for Award Management (SAM)
  • Bloodborne Pathogen Training and Testing
  • Custom FBI fingerprinting (e.g., contact with children)

We are adamant about keeping our costs low, so we can allow you to have the highest profit margin possible. To do so, we have assigned costs to some of the Add-On tasks that we offer. If any extra costs are required for your placement, they will be identified in our Ballpark Quote Tool.

Although we are similar to a staffing firm in many ways, we do not perform the recruiting function. That’s your recruiter’s job (e.g., your 3rd party recruiter, or your own in-house recruiter). Once the contract candidate is supplied, we become the employee’s legal employer of record and put them on our payroll as our W-2 employee.

Although there are many similarities, we are not a PEO. Sure, we provide nearly all of the same W-2 employer functions, but unlike a PEO we have no aspirations of employing your entire staff. We simply become the W-2 employer of record for those contract workers you wish to hire on a short-term basis (e.g., 3, 6, 9, 12 months, etc).

We have a very experienced team of Operations Specialists and Human Resources Professionals with decades of experience. If you have a detailed question, just call us at 888-534-9417. If you don’t see something on our website or in your Portal, just ask and we will do our best to make your life easy!

Depending on the scenario and what you permit to happen, reimbursement of a employee’s expenses is highly automated and generally follows this path:

  • You determine what expenses you’ll allow the contract employee to generate.
  • The expenses you have chosen are identified to your client in the Client Portal.
  • The client agrees to reimburse the employee.
  • The employee submits his/her expenses in our Time & Attendance software, and their timesheet approver also approves his/her expenses.
  • We reimburse the employee in their paycheck.
  • We invoice your client for the expenses.

We have a web-based time & attendance system, so your employees’ timesheets will be submitted to you and approved by you online… no paper! For non-US employees, if they do not require a timesheet, then this will not be something that is necessary.

US employees will be paid weekly on Fridays assuming that their electronic timesheet has been approved by their supervisor prior to 11:59pm on Monday evenings. Non-US based employees will be paid on a monthly basis and in accordance with local laws and guidelines.

Employees will receive a weekly paycheck and be paid for every hour they work and if they work extra hours, they’ll receive overtime pay according to the Fair Labor Standards Act (FLSA) overtime guidelines or the state-specific overtime guidelines, whatever is most favorable to the employee.

We have an internet-based time & attendance system, so the employee timesheets will be submitted and approved online.

Yes, since the employee is our W-2 employee, we withhold and pay the necessary employee and employer taxes including Federal Income Tax (FIT), State Income Tax (SIT), and Social Security and Medicare (FICA), Federal Unemployment Tax (FUTA), and State Unemployment Tax (SUI).

We ask all of our new hires to enroll in our Employee Portal. They simply fill in the blanks, and we do the rest. In most companies, new hire paperwork can be a terrible burden. But, not with us. We have gone above and beyond to make it easy for your employees to handle their paperwork.

US employees working an average of 30 hours or more per week will have the opportunity to participate in FoxHire’s benefit plans. We offer a comprehensive benefits package that includes major medical, dental, vision, and voluntary accident & critical illness.

Non-US employees are typically provided healthcare coverage through state/government sponsored programs. This varies by country, and can also be supplemented with private insurance in some locations.

Yes, we have online timesheets. Your employee will complete their timesheet online, and a representative from the client company will verify their hours worked and approve their timesheet. It’s all automated!

Yes, the vast majority of our employees choose to be paid via direct deposit. You will see this option in the Employee Portal.

Our pricing model will be a flat monthly fee on top of payroll and statutory costs for each employee. This fee may vary by region.

While we operate as a direct employer in the USA, we use a network of in country partners to deliver payroll and compliance support in all of our internationally supported locations.

Statutory costs generally refer to any employer taxes, insurance, or employment liability costs. These costs can differ by region and may also include set up fees and deposits to cover liabilities for applicable severance pay and notice period costs.

We, and or our partners, will pay each employee in the local currency based on region.

We will bill every client in USD.

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A complete Employer of Record (EOR) platform for onboarding, payroll, and compliance – so you can hire without the hassle.