The Brazil Workforce Operating Partner
Staffing in Brazil for International Companies
Hire, employ and operate in Brazil, with local compliance built into the workforce model from day one.
From one selected employee to a complete team, SIBRA connects recruitment, the right employment route, payroll, worker classification and local operations through one accountable Brazil partner.
Two minutes. No obligation. First employee live on Brazilian payroll in as little as four days once documents are ready.
- Brazil entity and local delivery
- Employment, payroll and classification controls
- Public-company compliance standards
- US contracting and USD invoicing
- Recruitment, employment and managed operations
- A Gracemark Global Group company
Our commitment
Start fast. Keep every option open.
Begin with the route that fits today. Change the engagement model, add people, add cities, or move everyone across to your own Brazilian entity later, and the team you already hired keeps working through the same payroll date and the same people you deal with now.
No exclusivity
Work with us for one role or an entire operation. Nothing forces the rest through us.
No lock-in
Leave, or graduate to your own entity, without penalty terms designed to keep you.
No hand-offs
One accountable Brazil team from recruitment through payroll and daily operations.
Brazil risk register
The five things that go wrong in Brazil, and how we control each one.
Brazil punishes employers who improvise. These are the exposures international employers meet most often, and the control we put in place before the first person starts.
- 01
A contractor is reclassified as an employee
We assess the working relationship before it starts, then place the person on the engagement route that matches how the work is actually directed, supervised and paid.
- 02
A labour claim after someone leaves
Employment agreements, working time records, benefits and termination amounts are administered locally to Brazilian practice, with documentation retained from day one.
- 03
The budget misses statutory charges and provisions
Costs are built as a landed figure per seat, including statutory employer charges, provisions, benefits inputs and termination provisioning, before you commit.
- 04
Payroll or statutory filings slip
Payroll, contributions and statutory reporting run on a local calendar with a named owner, and international reporting back to your finance team.
- 05
You outgrow the structure you started with
Move between engagement routes, or across to your own Brazilian entity, without restarting the relationship or disrupting the people already working.
Start with your situation
What needs to happen in Brazil?
You do not need to know the right service name. Choose the closest starting point and we will work out the route.
Contractors, partner delivery and other situations are included inside the Blueprint.
Brazil Workforce Blueprint
Get a clear route before you speak to anyone.
Seven simple answers produce the recommended model, sequence, cost drivers and risks on screen. Contact details come only if you want the written plan.
Brazil Workforce Blueprint
Seven inputs, 0 of 7 answered.
Your preliminary blueprint
Answer the seven questions and your recommended route appears here, with the credible alternative, the launch sequence, the cost drivers, the risks and the transition trigger. No email required to see it.
One accountable operator
One Brazil relationship from first hire to full operation.
Recruitment, employment, payroll and managed delivery stay connected. You avoid stitching together separate providers, repeating your brief and owning the gaps between them.
Not a platform reselling Brazil. The operator in Brazil.
- 01
Plan
Confirm the role, city, cost and lawful engagement route.
- 02
Launch
Find or onboard the people, then employ, pay and equip them.
- 03
Operate
Run the workforce locally, with international reporting and accountability.
Plan the economics
Understand the real employer cost before you commit.
Salary is only one part of the Brazil workforce budget. Build the cost structure by role, city and engagement model, then request verified figures for your decision.
Your scenario
This builder does not publish unapproved salary or payroll percentages. Your scenario is priced from approved market data and confirmed by a Brazil specialist before you plan around it. Methodology.
Your Brazil cost brief
Every category in a landed Brazil cost
Gross monthly compensation
Base salary agreed with the candidate, plus any fixed allowances.
Statutory employer charges
Employer social contributions and payroll-related statutory charges applied to compensation.
Provisions
Accruals for 13th salary, vacation and the vacation bonus, spread across the year.
Benefits inputs
Health cover, meal and transport benefits and any role- or city-specific practice.
Termination provisioning
Accrual for statutory severance mechanics so an exit is not an unbudgeted event.
Equipment and workspace
Laptop, peripherals, workspace or home-office support where in scope.
Service model fee
The SIBRA fee component for the chosen model, EOR, staffing rate, payroll administration or AOR.
What this builder gives you. A complete scope of the categories, assumptions and decisions required for a landed cost. Fully landed figures are prepared from approved compensation data with a stated effective date, then reviewed before they are sent.
Select all four scenario inputs to request verified figures.
Straight answers
Make the Brazil decision with fewer unknowns.
Clear answers to the questions international employers ask before hiring, employing or building a team in Brazil.
How can a US company hire an employee in Brazil without opening an entity?
An Employer of Record route lets a US company engage a Brazilian employee before it has its own local employing entity. SIBRA coordinates the local employment agreement, payroll and statutory administration while your managers direct the day-to-day work under the agreed operating structure.
Read the full answer →Should we use an EOR, contractor, staffing agency or our own entity?
It depends on the work, the duration, how the person is managed and your headcount plan. Short or project capacity often starts with staffing or a managed team; long term employees usually belong on an employment route; genuine independent professionals may be contracted. The selector compares your situation through a short diagnostic.
Read the full answer →What does an employee in Brazil cost the employer?
Employer cost is gross compensation plus statutory employment charges, provisions such as 13th salary and vacation, benefits inputs and the service model fee. The cost builder captures every category for your role and city, then a Brazil specialist verifies the figures before you plan around them.
Read the full answer →Delivering Brazil for your client?
Keep the client, brand and commercial relationship. SIBRA provides the protected Brazil recruiting, employment, payroll and managed-delivery layer.
Ready when you are
Get the Brazil route your team can approve.
Send the role, selected worker or operating objective. A Brazil specialist will reply with the recommended model, the inputs that drive cost and the next launch step.
Prefer to browse first? Explore Brazil talent markets or the SIBRA operating model.