Expanding your company to the U.S. is exciting. But without the right infrastructure in place, many companies find themselves stuck in back-office delays that slow revenue, postpone start dates, and cause frustration among new hires before they even start.
Maybe onboarding takes forever. Payroll setup stalls. Benefits get delayed. Compliance questions stack up. Before you know it, the hard work of your talent acquisition's team is diminished and momentum is lost.
As an employer of record (EOR) specializing in hiring for global companies expanding to the U.S., we see this all the time. The talent is there. But back-office inefficiencies create friction at every step.
Back-office operations touch every part of the employee experience. When it’s inefficient, projects get delayed and at worst, your ideal candidate gets frustrated and leaves.
Let’s have a look at how these delays can happen, and how to fix them.
Onboarding Drains Momentum
Onboarding is often the first visible breakdown. U.S. onboarding is complex. From worker classification questions and state-specific requirements to documentation reviews, every step adds time.
According to PwC Saratoga, the average onboarding could take 100 days. But that time is reduced to 2 to 6 weeks when using an EOR. (Source: HR Stacks.)
Average days till start for companies: 100 days
Average onboarding time with an EOR: 2-6 weeks days
And time matters. Research consistently shows that employees who experience poor or delayed onboarding are significantly more likely to disengage or leave early. In fact, according to the Society of Human Resource Management (SHRM), 50% of candidates who accepted a job offer backed out and accepted an offer from another employer. (Source: HR Stacks.) By contrast, organizations with a positive onboarding process see an 82% increase in retention rates for new hires. (Source: Apollo Technical.) A swift, positive onboarding experience is crucial for keeping candidates engaged and enthusiastic about the position.
Organizations with a positive onboarding process increase new hire retention by 82%
An Employer of Record (EOR) changes this equation. At Headcount, for example, the average time to complete employee paperwork is under one hour. We do this through a combination of employee-friendly technology and standardized onboarding.
Our typical employees start faster without sacrificing compliance or accuracy.
At Headcount, employee paperwork is completed in under 1 hour, on average
Payroll Slows Execution
Payroll issues are some of the most challenging to manage. A single delay or error creates a cavalcade of problems: manual fixes, internal escalations, and eventually, employee distrust. Internal teams spend time correcting issues instead of moving the business forward.
For companies not familiar with U.S. tax and filing requirements, payroll often relies on fragmented systems and manual oversight. It’s easy to miss important details.
EORs streamline payroll through tried-and-true systems repeated numerous times with numerous client organizations. There’s less rework and more confidence that things will run as expected.
Benefits Create Friction
In the U.S., benefits aren’t a perk. They’re an expectation.
When companies manage benefits internally, delays are common, resulting from issues like limited plan access, slow setup, and confusing enrollment processes.
These issues don’t just discourage employees. They slow offer acceptance and push start dates out even further.
EORs provide immediate access to compliant, competitive benefits. Enrollment is clear. Coverage starts on time. Employees experience stability from day one.
The Compliance Struggle Is Real
U.S. employment compliance is complex and constantly changing, especially at the state level. When companies handle it themselves, trying to decipher regulatory rules often turns into delay. And getting them wrong can be costly.
Teams get confused, legal gets involved and ultimately, decisions stall.
60% of business owners say they struggle with keeping up with compliance.
Source: Thoropass
With an EOR, compliance is embedded into daily operations. We handle policies, filings, and requirements proactively. As the official employer of record, the burden is lifted from your team and you no longer have to worry about compliance risk.
The Real Costs Add Up Fast
Each of these delays is annoying on its own, but together, the real cost compounds into:
- Project delays
- Longer time to productivity
- Missed revenue windows
- Burned-out internal teams
- Lost momentum that’s hard to regain
The biggest cost isn’t even administrative overhead. It’s opportunity.
For global companies expanding into the U.S., speed isn’t a nice-to-have. It’s a competitive advantage. Employer of record services don’t just reduce risk. They remove friction and deliver a better employee experience without slowing the business.
If you want to avoid back-office delays when expanding into the U.S., Headcount can help. As your Employer of Record (EOR), we handle onboarding, payroll, compliance, and legal requirements so you keep projects moving without added risk. Let’s talk about your U.S. expansion plans. Contact us today.
