$80 / month
** Get dependent coverage with additional premium
Fair local rates
for your hiring location
*Project deposit is usually 50% of the estimated final fee; the estimated final fee will depend on the industry standard of your chosen country of hiring
Fair local rates
for your hiring location
Pricing for global mobility services vary wildly depending on the following factors:
Previous experience / CV
Current residency location
There are also some external factors which could affect the feasibility of a global mobility project:
The price of $290 listed above is per employee hired through Horizons per month. $290 / month / employee is the starting price for hiring a local employee in select, in-demand countries.
For a free consultation and quote specific to your situation, please get in touch with our sales team who would be happy to help.
Horizons strives to be an affordable, yet still high quality, PEO solution. And we succeed.
We believe in the future of work and think it should be accessible to as many companies and as many workers as possible.
One of our goals is to lower the barrier to entry on international EOR services so that it becomes a viable option for companies that were previously priced-out. We want to enable smaller companies to be able to access the global marketplace.
At the same time, our pricing is attractive for large companies looking to hire at scale.
To put it simply-- our prices are relatively low because they can be. Horizons has more experience than the competition (we've been around longer), and have refined our processes to be as efficient as possible.
Horizons combines the efficiency & convenience of a cloud platform with the expertise of industry veterans. This powerful combination means a high-quality of service can be maintained throughout the entire employment lifecycle.
Horizons started as a consultancy-style business which has transformed over time into a more tech-driven business model. The result? Years of institutional knowledge has been kept, and we know and understand the value of real experience in this industry. This knowledge and daily experience feeds into our platform, helping us to generate a product that is truly getting better and better each day.
Our in-house engineering team created our platform specifically for the co-employment scenario that arises when you engage a PEO. We strive as much as possible for the relationship between companies and employees to be as natural as possible, while we exist in the middle only to facilitate great working relationships. It's all possible because of our platform.
Our platform is secure, built from the ground up with various data protection laws in mind. Whether your business is processing data in/from the EU, China, California, Brazil, or anywhere else with strong data laws, Horizons architecture makes it easy for you to maintain data compliance.
A contractor is the same as a freelancer. That means the company has fewer obligations to the contractor than it would to an employee; at the same time, the freelancer also has fewer obligations to the company.
An employee is a full-time, dedicated staff person. To hire an employee generally means drafting and signing an employment contract that lays out the terms, conditions, and obligations of both parties. In general, the employee and employer both enjoy more protections from an employment arrangement compared to a contractor agreement. You can read more about the functional differences between contractors and employees here.
Financially speaking, a contractor may demand more payment per job, but there is no fixed monthly amount and a company wouldn't be responsible for paying social insurance. On the other hand, an employee represents a fixed monthly cost, including in-kind and mandator benefits like social insurance, health insurance, and others. However, an employee holds more obligation, and presumably more loyalty, toward their employer than a freelancer might.
One is not better than the other; whether to choose to hire a contractor or an employee depends on your specific business situation. Please feel free to ask us advice on which might be best for you; if you're still not sure, you could always hire a contractor and transition them to an employee later. This solution is common and might limit employment risks from both options.
Generally, companies are not responsible for paying additional taxes or social contributions for contractors or freelancers.