PEO services in India
made simple
Access top Indian talent, reduce costs, and retain full control of your team
Schedule a CallPEO explained:
The smarter way to hire in India
A Professional Employer Organization, or PEO, is a partner that legally employs your team on your behalf. You keep full control over hiring, daily work, and culture. The PEO manages the behind-the-scenes obligations that come with employing people in a country where you do not have a legal entity.
Think of it as a division of responsibility. Your leadership sets the direction, defines goals, and evaluates performance. The PEO ensures your team is legally employed, paid correctly, and covered under statutory programs.
This balance allows you to focus on growth without absorbing the cost and distraction of becoming an expert in Indian employment law.
Why PEO services matter in India
India is one of the most attractive places in the world to build teams. The talent is skilled, the costs are competitive, and the workforce is experienced in working with global companies. Yet tapping into that market directly requires a local subsidiary.
Setting one up takes six to twelve months, involves legal and accounting teams, and demands hundreds of thousands of dollars in upfront costs.
A PEO bypasses this barrier. It allows you to:
Hire employees in days instead of months
Pay in local currency without building payroll infrastructure
Meet all compliance requirements through a partner that specializes in Indian law
Scale teams up or down as needed without being locked into fixed structures
This speed and flexibility give companies access to India’s advantages without the burden of incorporation.
What happens without a PEO
Without a PEO or similar solution, companies face three choices.
Entity setup
This is the traditional route — registering a subsidiary in India, hiring legal advisors, and taking on monthly compliance work. It grants full autonomy but is slow and expensive.
Outsourcing
This shifts the work to a vendor. It may provide short-term savings, but you lose control. Staff often work across multiple clients, and intellectual property protections can be weaker
Contractors
Hiring individuals as contractors is quick but exposes you to misclassification risk. Regulators can deem contractors as employees, leaving you liable for back benefits and penalties
Each option carries trade-offs. A PEO balances the equation by giving you the speed of contractors, the structure of an entity, and the protection that outsourcing lacks.
Why timing matters
The question is not just how to hire, but when. For companies competing in crowded markets, every quarter counts. Waiting six months to set up a subsidiary may mean missing a product launch or losing ground to a competitor. With a PEO, your team can be live and productive within days. That speed changes outcomes.
PEO as part of a long-term strategy
Some leaders worry that starting with a PEO means locking into a temporary model. In practice, it can be the opposite. Many companies use PEO services as a bridge. They hire and run their India team under the PEO model.
Once the team grows and proves its value, it transitions to its own entity through a Build-Operate-Transfer model. This way, they validate the investment before committing to permanent infrastructure.
Why this matters for U.S. decision-makers
For CEOs, the appeal is speed to market. For CFOs, it is predictable costs and fewer upfront investments. For CTOs, it is quick access to technical talent. For HR leaders, it is compliance and risk management.
A PEO provides each function with what it values most, which is why the model is gaining ground among U.S. firms entering India.
Why choose PEO services in India
Companies looking to expand abroad often ask the same question: Why India? The answer is straightforward. India offers scale, skills, and savings at a level very few markets can match. A PEO is the vehicle that makes accessing those advantages simple.
The scale of talent
- India graduates more than a million engineers every year, along with tens of thousands of professionals in finance, analytics, design, and operations. The pool is not just large, it is diverse.
- You can hire a backend engineer, a data scientist, or a customer success manager with equal ease. For U.S. companies struggling to fill these roles at home, this depth is hard to ignore.
- When you add a PEO to the equation, the barrier to entry is removed. You do not need to wait for entity registration to be completed. You can reach into this talent pool immediately.
Cost advantages without hidden fees
- Hiring in India can cut salary costs by as much as half compared to U.S. levels, depending on the role. Combined with Kaamwork’s flat fee of $599 per employee per month, the savings are predictable.
- Unlike outsourcing vendors who add 35–100 percent markups on salaries, a PEO keeps costs transparent. You know what you are paying your employees, and you know what you are paying the provider.
- For CFOs, this predictability matters. It makes budgeting accurate and avoids the surprise invoices that often come with outsourcing arrangements.
Faster speed to market
- A six-month delay in hiring can derail an entire product roadmap. With a PEO, interviews can begin within 48 hours, and new employees can be onboarded within days. This timeline is impossible with entity setup and unreliable with contractor-heavy outsourcing.
- Speed is not just about hiring quickly. It is about keeping projects on schedule, meeting customer expectations, and staying ahead of competitors. For startups and fast-moving enterprises alike, the weeks saved can be critical.
Compliance without distraction
- Every employer in India must manage contributions to programs such as Provident Fund (a retirement savings system), ESIC (a government health and welfare program), and gratuity (a long-service benefit). These are not optional. They are enforced by regulators and require monthly filings.
- For companies without a presence in India, managing this from abroad is a minefield. A PEO handles these obligations correctly and on time. This ensures your leadership is not pulled into compliance projects that have nothing to do with your core business.
Better retention than outsourcing
- One of the biggest risks in India is attrition. Turnover is more than 30 percent in vendor-driven outsourcing models. Each exit translates to lost experience, interrupted projects, and more onboarding expenses.
- Kaamwork's PEO solution has always delivered attrition of less than five percent. The distinction is ownership. Employees feel they belong to your company, not as a contractor rotating on a roster. That feeling of belonging keeps them longer and gives more deeply.
Security and IP protection
- Outsourcing models often route code and data through vendor systems, raising questions about intellectual property. With a PEO, employees work on your tools, in your environment, under your managers.
- They sign employment contracts and NDAs aligned with U.S. standards. You maintain full ownership of IP and full visibility into daily work.
- For CTOs and legal teams, this clarity removes one of the biggest obstacles to hiring abroad.
A bridge to future growth
- Not every company wants to operate under a PEO forever. Many see it as a first stage. The model allows you to build, test, and stabilize a team before committing to opening a subsidiary.
- When that time comes, Kaamwork supports a seamless transition through a Build-Operate-Transfer model. The same employees stay with you. The difference is that you now own the local entity.
- This bridge strategy lets you expand with confidence rather than committing large sums upfront.
Key benefits and strategic value
When U.S. executives evaluate global hiring strategies, they usually focus on three questions: how much will it cost, how long will it take, and how much control will we retain? Kaamwork’s PEO model in India provides answers to all three, along with benefits that extend beyond the balance sheet.
Cost savings that hold up over time
- Salary differences between the U.S. and India are well known. A mid-level engineer or analyst in India may earn 50 percent less than a peer in the U.S., without any compromise in skill. What often gets overlooked is the impact of overhead.
- Registering a subsidiary in India can cost $300,000–$500,000 in the first year alone, once legal fees, accountants, and compliance officers are included. Outsourcing vendors may look cheap upfront, but they typically add 35–100 percent markups on salaries. These margins compound over time.
- Kaamwork avoids both pitfalls. By charging a fixed fee of $599 per employee per month, costs are predictable. You know what you're paying the employee and precisely what you're paying for the service. This transparency enables CFOs to budget multi-year budgets without surprise surges.
Velocity that speeds up roadmaps
- Each month wasted in recruitment is a month of product launch postponements, delayed features, and lost market opportunities. Entity setup is 6–12 months. Outsourcing timelines are vendor pipeline-dependent and can be erratic.
- With Kaamwork, candidate shortlists arrive within 48 hours of kickoff. Interviews happen the same week. Offers can be extended in days. Many companies see their first employees onboarded within a week. This kind of speed allows leadership to stick to aggressive roadmaps and meet customer commitments.
- Strategically, speed is not just about hiring faster. It is about aligning human capital with market timing. Being able to scale a team in weeks rather than quarters can mean the difference between leading a market and playing catch-up.
Control over work and culture
- Outsourcing arrangements often shift decision-making away from the client. Vendors may manage work allocation, performance reviews, and even day-to-day direction. This creates distance between leadership and output.
- In the PEO model, you remain the manager. Employees report into your team structure, follow your workflows, and use your tools. You decide promotions, raises, and exits. The only difference is that Kaamwork holds the legal employer role for compliance purposes.
- This division of responsibilities provides you with the authority of a direct employer without the burden of administration that comes with becoming one. For CTOs and engineering leaders, this translates to being able to operate agile processes just like they would at home. For HR leaders, this means ensuring that culture is consistent on borders.
Compliance managed by experts
- India has a thick mesh of labor legislation and obligatory benefit plans. Each month sees filings for Provident Fund (a retirement savings scheme akin to a 401 (k) plan), ESIC (a state health and welfare plan), and gratuity (a leave-like benefit built up over time). Failure to file or miscalculating a contribution can lead to penalties and audits.
- Kaamwork handles all of these compliance responsibilities. Payroll, taxes, and benefits are filed accurately and on time. Confirmation reports are provided for transparency, so your legal and finance groups receive confidence without being engaged.
- This reduces risk and enables leadership to focus on expansion rather than administration. Strategically, it also shields your reputation in a market where failure at compliance can destroy brand trust with employees and regulators.
Retention and continuity
- Attrition is the single biggest unseen expense of international hiring. Voluntary turnover can reach over 30 percent in many sectors of India's offshoring industry. Each time a worker departs, projects are delayed, knowledge walks out the door, and recruiting begins anew.
- Kaamwork's approach limits attrition to below five percent.
- Employees feel like they are with your company, not project-to-project contractors. Local HR care, career growth prospects, and participation activities all help to solidify that relationship.
Continuity is a value. Groups that stick together innovate more rapidly, welcome new team members better, and deliver superior work in the long term. For American businesses, this stability means fewer disruptions and a better return on investment.
Flexibility for future growth
- Business priorities change. Sometimes you need to expand aggressively. Other times you need to pause or scale back. The setup of an entity ties you into fixed costs and repeated filings, no matter what the headcount. Outsourcing contracts can be inflexible and difficult to renegotiate.
- You can grow from five employees to fifty, or reduce the team if priorities shift. When the time comes to establish your own entity, the Build-Operate-Transfer option makes the transition seamless.
- This flexibility is more than convenient. It is a risk management. It allows executives to correlate investment in talent with business cycles rather than being limited by legal structures.
Strategic alignment with long-term objectives
- One of the lesser-known benefits is the manner in which a PEO in India allows a long-term strategy.
- By providing you with access to top talent rapidly and inexpensively, it releases resources for innovation. Ensuring compliance and stability reduces distraction. By allowing flexible scaling, it aligns human capital with business cycles.
- The result is not just cost savings or speed. It is the ability to build a global capability that strengthens your core business without diluting focus. To many U.S. executives, this is the actual benefit: to leverage their company's influence while remaining committed to its purpose.
Roadmap – from kickoff to first hire
Entering India with Kaamwork's PEO model is not a jump in the dark. It's an open, methodical process designed to reduce uncertainty and deliver results in a timely manner. Rather than estimating how long every step will take, you know what is going to happen, when it's going to happen, and why it's important.
Kickoff and alignment
- Every engagement starts with a kickoff call. This is when Kaamwork's team hears what you want — if it's a small, high-performing engineering pod or an expanded team across product, finance, and operations. We agree on scope, timelines, and expectations together.
- For executives, this matters because it sets the tone. Rather than getting a boilerplate vendor pitch, you begin with a custom plan.
- You leave the call with clarity on how the next two weeks will unfold.
Role definition and market calibration
- After alignment, job descriptions are refined for the Indian talent market. We start with clarity. Your leadership defines what roles you need to fill, what skills they need to have, and what time frames you're operating within. Kaamwork works with you at this stage to fine-tune job descriptions so that they accurately mirror the Indian talent pool.
- A role written for a U.S. posting often needs adjustment. For example, the same title may carry different responsibilities in India. Kaamwork helps to translate your requirements into descriptions that attract the best prospects.
- This prevents lost time down the line. Tackling the role descriptions to the market up front, you get to see qualified, expectation-aligning candidates.
Sourcing and shortlisting
- Once you have established clear roles, sourcing is next. With the scope of Kaamwork and brand visibility in India, candidate pipelines get filled within a snap. Within 48 hours, you receive hand-curated shortlists — not resumes plucked from job boards, but certified profiles filtered against your requirements.
- From here, your managers take over. They run interviews, assess skills, and make final hiring decisions. You can still decide who works for you, though, which keeps ownership in your hands.
Interviews and decision-making
- That's where you notice the difference between Kaamwork and outsourcing vendors. With outsourcing, you're usually given a team you didn't pick. With Kaamwork, you do interviews as if you were hiring in your own town. You judge skills, ask problem-solving questions, and gauge collaboration style.
- Decision-making stays yours. When you extend an offer, it’s because you believe in the candidate — not because a vendor assigned them to you.
Offers and contracts
- After selecting candidates, Kaamwork sends compliant employment contracts. These include all statutory elements required in India while also reflecting U.S.-standard clauses around IP protection and nondisclosure.
- This hybrid approach gives candidates legal clarity and gives your leadership peace of mind. Employees know they are officially employed, and you know your intellectual property is safeguarded.
Payroll and compliance setup
- Every employer in India must handle payroll taxes and statutory contributions. Kaamwork manages all of these obligations on your behalf. That includes:
- Payroll: salaries processed accurately and on time.
- Tax filings: income tax deductions and remittances handled monthly.
- Provident Fund (PF): mandatory retirement contributions, similar in spirit to a 401(k).
- ESIC: government-backed health and welfare program for eligible employees.
- Gratuity: long-service benefit paid after qualifying tenure.
- These filings are complex and often changing, but with Kaamwork, they happen seamlessly. You see the confirmations without being pulled into the paperwork. For your U.S. finance team, this stage is invisible except for the confirmation reports.
Ongoing HR and employee support
- Retention is a major differentiator. Many outsourcing models treat employees as interchangeable contractors. Kaamwork treats them as long-term professionals. Internal HR staff assist employees who need help, benefits, or career growth.
- Ongoing engagement programs keep employees engaged in your company culture, even when based in India. This support is one of the reasons Kaamwork has recorded less than five percent attrition, compared to the industry average of 30 percent.
Onboarding and equipment
- Onboarding is often overlooked but has an outsized impact on retention. Kaamwork prepares workers to come in and hit the ground running. Laptops are delivered, accounts are activated, and HR orientations are completed. A 30-day success plan is agreed upon with your managers, so the first month has structure and momentum.
- This minimizes the "dead time" that most global hires have during their initial weeks. Instead of waiting for training or equipment, they're productive on their first day.
Integration with your HQ
- Integration isn't a logistics exercise. It's ensuring that your employees feel like part of your organization. Kaamwork facilitates introductions, team meetings, and cultural onboarding to get employees in India interacting with colleagues abroad.
- By week one, they are no longer "remote contractors" but established members of your team, directly reporting to your managers and operating within your systems.
Continuous support and scaling
- Once you've got your team built, you can scale up as necessary. Adding new hires doesn't include new filings and waiting time. You just create the job, and the process starts anew.
- If at some point you decide to open your own entity in India, Kaamwork supports the transition through a Build-Operate-Transfer model. Adding five or ten more employees is not a new project. It’s an extension of the system already in place.
- The same employees continue working with you, but under your own entity. This smooth handoff allows you to start small and scale.
Why this roadmap works
Each step in this process has a purpose. Alignment avoids wasted motion. Market calibration ensures better candidates. Structured onboarding increases retention. Transparent reporting builds trust.
For executives, this roadmap does more than accelerate hiring. It reduces risk at every stage. You know where responsibilities lie, and you know what outcomes to expect. Instead of being pulled into compliance or HR fire drills, your leadership team stays focused on strategy.
That is the real value of a clear roadmap: it allows growth without chaos.
Client testimonials and
proof points
Numbers and models explain part of the story, but what truly builds trust is hearing from those who have already made the leap. Kaamwork’s clients range from high-growth startups to established enterprises, and their experiences show how the model works in practice.
Tripadvisor
Building scale without overhead
When TripAdvisor wanted to expand its engineering capacity, setting up an entity in India seemed like the logical step. But the projected costs and timelines were daunting. Months of legal filings, office leases, and payroll infrastructure would have delayed hiring at a critical time.
Instead, they partnered with Kaamwork. Within days, candidates were interviewing. Within months, a full team was working under TripAdvisor’s leadership, contributing directly to core product initiatives.
The outcome was measurable:
Overhead savings of nearly 80% compared to entity setup.
Salary savings of roughly 50% versus U.S. equivalents.
A scalable team that grew to more than ten employees in six months.
TripAdvisor’s leadership noted that the difference was not just financial. “Our engineers felt like true members of the TripAdvisor team from day one. The Kaamwork approach gave us speed and stability without the compromise of outsourcing.”
SimpliSafe
Speed and sustainability
For SimpliSafe, the need was speed. Their American staff were thinly stretched, and deadlines for products were slipping. The outsourcing route beckoned, but the earlier experiences with vendors had taught them the dangers: churn, diluted accountability, and loose grip over IP.
Kaamwork provided a faster alternative. By hiring under SimpliSafe’s brand, Kaamwork delivered engineers who felt ownership from the start. Payroll and compliance were handled seamlessly, freeing SimpliSafe’s leaders to focus on delivery.
The results were striking:
Hiring began on Day Zero, without entity setup.
80% reduction in overhead compared to building an in-house entity.
100% control of hiring and performance stayed with SimpliSafe.
One executive summed it up: “Kaamwork gave us control, not a rented bench. It felt like adding a floor to our existing office rather than working with a vendor.”
Thrasio
Scaling data and engineering fast
Thrasio, a fast-moving company in the e-commerce sector, needed to expand both data and engineering capacity quickly. The leadership team considered outsourcing, but the potential for lost knowledge and lack of continuity was a deal-breaker.
Kaamwork allowed them to scale without compromise. Within weeks, Thrasio had built a team that reported directly to their U.S. managers, delivering to the same standards as their U.S. counterparts.
Their takeaway: “The speed was night-and-day compared to alternatives. We went from planning to execution in weeks, not months.”
Broader proof points
Across industries — SaaS, fintech, retail, and analytics — Kaamwork’s impact is consistent.
Retention
Voluntary attrition remains under 5%, compared to industry averages of 30% or more.
Ramp speed
Teams typically scale from one hire to ten within six months.
Transparency
Clients are totally aware where every dollar goes, right from employee salary to statutory benefits to Kaamwork's flat $599 per month fee.
Control
Hiring, promotions, and exits all stay under client management, not a vendor’s.
These numbers tell their own story. Lower costs are valuable, but what clients emphasize most is control and stability. Knowledge is retained, product ownership remains intact, and teams grow with confidence.
Why these stories matter
Why these stories matter
For executives weighing options, it can be hard to cut through marketing claims. Every provider promises speed and savings. What distinguishes Kaamwork is the combination of those outcomes with retention and control.
TripAdvisor, SimpliSafe, and Thrasio are not isolated cases. They are examples of a repeatable model: start fast, keep costs predictable, build loyalty, and scale sustainably. That is why client referrals remain one of Kaamwork’s strongest growth channels.
Quick facts about PEO services in India
Sometimes the fastest way to understand the impact is through numbers. The following are a few quick facts that emphasize why companies opt for Kaamwork's PEO model in India.
Overhead
Cost savings of as much as 80% on overhead versus establishing a local entity
Salaries
Salary savings of nearly 50% when hiring Indian talent for comparable roles versus U.S. benchmarks
Ramp
Firms tend to begin with a single hire and expand to ten in six months
Retention
Kaamwork teams have an average of below 5% voluntary attrition, versus 30%+ in classic outsourcing or vendor models
Flat $599
$599 per month per employee, no secret markups or percentage fees
Trust
Global companies like TripAdvisor, SimpliSafe, and Thrasio have already built full-time India teams through Kaamwork
Scalability
Kaamwork’s model supports pilots with one or two roles as easily as larger ramps into dozens of hires
These statistics represent what is most important to U.S. business leaders: speed, cost savings, and control. Numbers by themselves won't create trust, but when associated with client results, they highlight the depth of the Kaamwork solution.
Frequently asked questions
Beyond recruitment
– assembling teams that endure
The speed of hiring is worth it, but staying power is more important. High turnover can bog down projects, bleed budgets, and wear away trust among your U.S. teams. That's why Kaamwork invests more than the initial hire.
Our approach is for lasting retention:
Employees are onboarded under your brand and work directly with your team, fostering a sense of belonging.
Participation programs, career development opportunities, and in-place HR contacts maintain morale and address issues in the open early.
Payroll and benefits are dealt with openly, which minimizes resistance and fosters loyalty.
The numbers do the talking. While other traditional outsourcing arrangements have attrition rates of 30% or higher, Kaamwork's voluntary attrition rate is below 5%. That discrepancy equals knowledge remaining in your business, not with a vendor. Over time, it enables your India team to become a real strategic extension of your business and not a revolving door of talent.
Want to make India expansion easier?
Entering India does not necessarily mean months of form-filling, exorbitant vendor prices, or constant compliance reviews. With Kaamwork's India PEO services, you can recruit exclusive employees who will work only for your firm — without having to establish a local business entity.
You maintain complete control of the hiring process, culture, and performance. We manage payroll, contracts, statutory benefits, and HR support. The outcome is a team that is as if your own office in India, established in a short time and cost-effectively, with retention rates keeping knowledge within your company.
Executives of multinational companies such as TripAdvisor, SimpliSafe, and Thrasio already rely on Kaamwork to scale in India with speed, savings, and stability. Now, you can do the same.