How does Kaamwork’s employer of record model let you hire in India in weeks?

The Employer of Record (EOR) model by Kaamwork allows global organizations to recruit the best employees in India within a few weeks, avoid the standard entity creation and regulatory hassles and HR bureaucracy, and provide CEOs, CTOs, and HR with total control over the quality of their staff, their performance, and their culture.

This article describes the Kaamwork EOR experience, week by week, and explains how legal, compliance, payroll, and local experience merge to remove friction and accelerate hiring speed.

The problem with traditional hiring in India

Conventional models of outsourcing in India are often associated with inferior quality talent pools, as project-based vendor arrangements tend to attract more short-term contractors than highly skilled professionals who require long-term development.

Several leading engineers and data experts, including former employees of prominent global brands such as Amazon and Expedia, prefer not to work with outsourcing companies and contractor agreements due to the limited career opportunities, lack of job security, and uneven career growth.

When hiring in India, most people tend to imagine months of company registration, tax account establishment, payroll establishment, lawyers, and negotiating with the vendors before any talent is added to the team. The hiring process of most U.S. companies ends up wasting time in the current fast-tracked market after untold paperwork.

• Entity registrations can take 6+ months.
• Establishment involves obtaining tax IDs, establishing bank accounts, conducting legal checks, and fulfilling recurring compliance assignments.
• Time-consuming vendor searches and complex HR logistics are distractions to leaders whose efforts are focused on shipping code and closing customers.

Rather, such professionals are attracted to full-time employment schemes with strong benefits and cultural investment, e.g., the models such as the employer of record platform of Kaamwork, which places U.S. companies in direct contact with the elite tech talent pool in India.

Enter Kaamwork: Employer of record, redefined

The EOR India model by Kaamwork is fast and controlled. Rather than waiting weeks or months to establish an entity, Kaamwork assumes the role of the legal employer of your hires and takes care of compliance, payroll, contracts, benefits, and HR administration right after you get started.

• No delay in company incorporation, tax registrations, and banking.
• Contracts and offer letters are generated immediately and with compliant templates.

In India, every employee’s first paycheck comes with mandatory protections: Provident Fund ( A retirement savings plan, where both the employer and employee contribute each month.), ESIC (health insurance plus worker coverage), and Gratuity (a long-term service bonus). Kaamwork ensures these benefits are set up from day one, keeping your team compliant and cared for without extra effort.

The best brands—TripAdvisor, SimpliSafe, Thrasio, Ideal Image, and others—have grown within weeks with the help of the EOR and HR technology platform created by Kaamwork.

What changes when the EOR carries the legal load

Everything that slows the hiring process is managed by the Kaamwork platform and local HR team, without requiring companies to relinquish strategic control.

Kaamwork takes on:

• Employment, contracts, payroll, withholding of taxes, and statutory filings.
• Complete onboarding, device provisioning, benefits, and pay slips that are compliant.
• Localized insurance and leave policies, sensitive to Indian labor law.

Companies keep:

• Hiring, promotions, interviews, and performance management decisions.
• Direct integration of culture, engineering standards, and delivery priorities.
• Authority over job descriptions, leveling, pay scales, and interview rubrics.

Week-by-week: Intake to first hires

The Kaamwork EOR process allows firms to transition between blueprint hiring and onboarding in Kaamwork's system in weeks rather than months.

Weeks 1–2: Align funnel and candidate bar

• The intake workshop includes role definition, scorecards, INR (Indian Rupee) bands, and targeted cities by functionality.
• The interview board is prepared, tests are administered, and communication forms are completed.

Weeks 3–4: Source and anchor hires—run loops and close your anchor hires

• Recruiting through the top talent centers in India (Bengaluru, Hyderabad, Pune, and NCR).
• Formatted interviews involving 48-hour feedback SLAs, background checks, and clear offer packages.
• Pre-provisioning of devices/access to enhance a seamless Day One onboarding.

Weeks 5–8: Onboard, secure, and launch

• Employment arrangements signed by Kaamwork; compensation and benefits are effective as of the initial paycheck.
• Instantly installed security rituals (devices, SSO, least-privilege access).
• Your initial sprint has been shipped, and joiner-mover-leaver controls are integrated.

What actually speeds up the hiring process

Beyond the issue of legacy hiring, the employer of record service offered by Kaamwork makes every stage of hiring and sourcing take place within minutes due to a combination of local knowledge and established compliance with the active assistance of the HR.

Pre-built HR and payroll rails

Kaamwork-compliant contract forms, payroll schedules, and pre-wired filing systems eliminate delays.

• No delays in registering employee data.
• A single HR solution that doesn't require integrating tools or hiring tax or payroll consultants.

Talent matching by geography

Compliance and governance set from the first paycheck

Kaamwork’s EOR ensures that:

• PF/ESIC/Gratuity, withholding tax, and compliant payslips come live with the initial payroll (such as Social Security, worker insurance, and 401k, but local).
• The leave policy is reflective of Indian law, but to the extent that it is possible, it is tailored to reflect U.S. company culture.
• All IP/confidentiality/invention assignment clauses are compatible with HQ documentation to sign off quickly.

Security that scales

The employer of record model at Kaamwork is designed to scale security, allowing companies to grow without having to worry about implementing security solutions that ensure robust identity verification, controlled devices, and access controls, among others, at all levels, such as:

• Periodic review access, SSO/MFA, offboarding, and scheduled device verification.
• Joiner-mover-leaver controls begin operating on the first day.

Cost clarity for decision makers

Kaamwork EOR model provides the complete cost transparency to the decision-makers of the U.S. as compared to the traditional entity formation, and the charged flat fee is $599 per worker per month, which covers compliance, payroll services, HR support, and filings.

This framework allows budget predictability and simplifies the scaling of the workforce. Conversely, entity establishment is costly in terms of initial, legal, and incurred administrative costs. Kaamwork is much more effective when it comes to leadership teams that require clarity and agility.

No setup charges, just a transparent and flat monthly fee.

Average ACV for 10 employees: 500k (salary + fee) on average—typically below U.S. standards.

Talent tends to be the beneficiary of cost savings in the form of increased base compensation, bonuses, and appraisals.

Simple choices boards understand

EOR best suits those U.S. companies that have small or variable teams and prefer speed and flexibility.

• With a large/stable team size, an owned entity might provide the scale effect of overhead reduction.
• With no outsourcing and no patchworks by the vendor, Kaamwork assists clients in moving to their own entity when and where necessary.

What you own, what Kaamwork runs, and where you collaborate

When hiring internationally, it is important to understand which tasks should be in your team and which ones Kaamwork can professionally perform out of the spotlight.

You own:

• Hiring criteria, design of the organization, performance cycles, and engineering practices.
• Any culture, delivery, and talent bar decisions.

Kaamwork runs:

• Statistics, contracts, payroll, benefits, statutory returns, equipment, and documentation.

Collaboration:

• City targeting, role/level bands, onboarding experience, start dates, and design of interviews.

Avoiding slowdowns: pitfalls the EOR model prevents

The EOR model provided by Kaamwork delivers a significant retention advantage by speeding up hiring and reducing churn. Kaamwork enables U.S. companies to attain minimal attrition of less than 5 percent by reinvesting overhead savings into competitive salaries and benefits, opposed to the industry average of approximately 30 percent.

Misclassification and contractor patchworks

• Full-time, legal work on day one—no cleaning up required after that.

Pay opacity and churn

• Standard wage scale, bids open, no markups by the vendors—reduces renegotiations and drop-offs.

Culture drifts across time zones

• Kaamwork enables manager TOUCH, buddy programs, and cross-geo rituals to create a sense of belonging from Day Zero.

Real proof: rapid ramps and client outcomes

The effectiveness of the Kaamwork employer of record model is self-explanatory, with quick team builds and client testimonials demonstrating how market leaders have shattered bottlenecks in their hiring processes to achieve successful India operations in weeks.

TripAdvisor: Built the India team from scratch with no entity, 80% overhead savings, and 50% salary savings. Ramp up in almost no time; positions occupied in weeks rather than months.

SimpliSafe: The entire India office scaled, new hires on board, and retained final end-to-end talent, appraisals, and culture control.

Thrasio: Expanded engineering/data bandwidth with EOR of Kaamwork, attained fast team expansion in India, and internal control.

Ideal Image: Develop the greatest tech/product/data teams in a few weeks, save up to 50% on salaries, conduct U.S.-grade interview cycles, and go outsourcing-free.

• Overhead savings up to 80%.
• Salary savings are often 50%.
• 100% control is retained in accordance with hiring, promotions, and exits.
• Voluntary attrition of 5% over two years (vs. 30% + industry, post-COVID).

Executives and employees attribute the success of global hiring to Kaamworks' sourcing magic; there is a night-and-day difference in the quality of the candidates and a binary catalyst.

Why Kaamwork now?

The EOR solution offered by Kaamwork will fit the ideal scenario in 2025 due to the changing dynamics of the global workforce, the ubiquitous nature of remote work, and the pressure on costs, which will force other companies to hire internationally faster with greater accuracy and a few reasons for this are:

• Acceptance of remote work post-COVID.
• Talent and cost pressure, not necessarily tech.
• Offshore hiring is required by digital transformation.

Hire in weeks, scale on your terms

The Kaamwork employer of record India business model enables American CEOs, CTOs, and HR leaders to start hiring on Day Zero, meet shipment targets, and maintain complete control over culture and quality, with Kaamwork handling legal, payroll, compliance, and HR responsibilities and culture-building at the forefront.