Hiring and payroll
Once the entity exists, someone has to actually run payroll against it. This is that, plus the sourcing step for the case where you need staff before the entity is ready.
Who this is for
A foreign company with, or about to have, a Brazilian entity that needs to hire staff there, whether that is a sales representative, an operations hire, or a small local team.
The problem this solves
Payroll in Brazil is not one number on top of salary. It runs through INSS patronal, FGTS, work accident insurance (RAT), the terceiros contributions to third-party bodies, the 13th salary, and paid vacation plus its constitutional one-third addition, each with its own calculation and its own filing. Getting the loaded cost wrong at the budgeting stage means either underpricing a hire or overbuilding a headcount plan around a number that was never real.
What we do
- Confirm CLT employment or a PJ contractor arrangement fits the role, flagging the disguised-employment risk where a PJ structure is being considered for what functions like an employee relationship.
- Calculate the fully loaded cost of the specific hire: base salary plus every mandatory charge, so the number you budget against is the number you actually pay.
- Run payroll on an ongoing basis through our accountant partner (CRC): filings, statutory contributions, and the annual obligations that come with having employees in Brazil.
- Where an entity is not yet in place or not wanted, source and introduce an employer of record provider so hiring is not blocked on company formation.
Deliverables
A loaded cost calculation for the specific role, an ongoing payroll run once staff are hired, and, where relevant, an introduction to a vetted EOR provider with the terms it offers.
Timeline
Timeline is set in the written quote after the diagnostic call.
What we need from you
The role, the expected salary range, whether an entity already exists, and whether you are open to a PJ contractor structure or want CLT only.
Price
From USD 1,000 as an individual service, or included in the full-cycle package; see pricing. An EOR provider's own fee, where one is used, is quoted separately and shown as a separate line.
Who does the work
Our desk in Rio de Janeiro scopes the hire and coordinates; an accountant registered with the CRC runs ongoing payroll. Where an EOR provider is used, that provider employs the person under its own registration, not ours.
Sources
- Every mandatory-charge rate (INSS, RAT, FGTS, terceiros contributions, 13th salary, vacation) and the acts behind each: employer cost calculator methodology and Sources.
- Disguised-employment risk in a PJ contractor arrangement: general Brazilian labour-law principle (CLT article 3, the employment-relationship test), not tied to a single cited act on this page.
- Price, USD 1,000 as an individual service: our own fee, confirmed 24 September 2026, see pricing.
This page describes a paid service. It is not personal financial or immigration advice for the individual being hired.
Facts checked 24 September 2026.
Frequently asked questions
Do you act as an employer of record?
No. We run payroll and the statutory obligations for your own Brazilian entity through our accountant partner, registered with the CRC. If you need to hire before your entity is set up, or do not want to set one up at all, we source and introduce an employer of record provider for that specific case; we are not that provider ourselves.
What does it cost to employ someone in Brazil, on top of salary?
It runs through several mandatory charges: INSS patronal, FGTS, RAT, the terceiros contributions, 13th salary and vacation pay plus its constitutional third. The full mechanics and current rates are on the [employer cost calculator](/tools/employer-cost-calculator/), which runs the calculation for a specific salary; we quote the loaded cost for your specific hire as part of this service.
CLT or PJ contractor: which one applies?
CLT is the standard employment regime with its own protections and costs. Engaging someone as a pessoa jurídica contractor is common but carries real risk of reclassification as disguised employment if the relationship in practice looks like subordination, fixed hours and exclusivity. We flag that risk for your specific case rather than defaulting to whichever structure is cheaper on paper.
Can this run before the company is fully set up?
Only through the employer of record route, since payroll for your own entity needs the entity, the CNPJ and the relevant registrations to exist first. Where timing does not allow for that, sourcing an EOR provider is the practical bridge.
Work the Brazilian side of your deal with us
We are based in Rio de Janeiro. Send us the specifics and we will tell you where things stand before you commit.