Eight weighted dimensions, one honest answer. Use it to sequence your next 3 to 5 country entries instead of arguing about them.
Score the candidate market
Revenue pull
Existing pipeline, signed customers, partner demand in the market.
Talent depth
Density of skills you need at the salary band you can pay.
Cost of operating
Fully-loaded employer cost vs your benchmark country.
Speed to first hire
How fast you can be live with a compliant employee.
Compliance complexity
Labour law, employer burden, mandatory benefits, audits.
Tax & PE exposure
Permanent establishment risk and corporate tax footprint.
Strategic optionality
Will this market unlock other markets or lock you in?
Leadership bandwidth
Do you have a sponsor with hours to spend on this country?
Sequencing verdict
60
out of 100, weighted
Fast-follower. Stand up 1 to 3 EOR hires in the next 90 days, revisit entity case at 12 months.
Type a country name to personalise the verdict. Recalculates as you change the inputs.
How to use it
Pipeline pull beats theoretical TAM. Sequence the country where money is, not where everyone is hiring.
Concentration wins. Five sequential entries beat fifteen in parallel for the first 18 months of expansion.
Cheap talent in a market with no demand is still wasted. Price filters between two strong options, never picks the option.
Two complex markets (Brazil + Indonesia) at once will eat your ops team. Stagger them, learn one, then the next.
Every market needs a senior owner who is in the room when budgets are set. No sponsor, no entry.
Markets move. The scorecard is a recurring artefact, not a one-time exercise. Re-run it at every QBR.
Score bands
Sequence this in the first wave. Start on EOR within 30 days, plan entity conversion at 20+ hires.
Fast-follower. Stand up 1 to 3 EOR hires in the next 90 days, revisit entity case at 12 months.
Hold. One light-touch hire only if a specific deal demands it. Re-score in 6 months.
Skip for now. The cost of distraction outweighs the upside. Free up the leadership bandwidth.
Sequence with us
Bring your top 8 candidate markets. We will run the scorecard against real cost, talent and compliance data, then build the 12-month sequencing plan with you.
Get our latest compliance updates, salary reports, and strategy guides delivered straight to your inbox.
Our global employment specialists are available now. Real answers to your specific compliance and hiring questions.