Client work, clearly attributed
Process Insights, Zensar and Impossible Foods are Gracemark Global Group client engagements. We publish what was done and what changed, never invented numbers or anonymous quotes.
The Brazil Workforce and Market-Entry Operator
Staffing in Brazil for International Companies
Find the people. Employ and pay them correctly. Build or operate the team. Move to your own entity when the economics say it is time, all through one accountable Brazil operator.
Use SIBRA for one selected worker, urgent recruitment, contractor conversion, payroll, nearshore teams, BPO or a complete market entry. We recommend the right model, show the cost drivers and run the launch.
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 through managed operations
- A Gracemark Global Group company
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.
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.
One accountable operator
One Brazil relationship from first hire to full operation.
Platforms provide employment infrastructure. Recruiters stop at placement. Payroll providers begin after the hire. SIBRA connects the entire Brazil workforce lifecycle, finding the people, employing or paying them, operating the workforce locally, and transitioning the team to your own entity when that becomes the better business decision.
One Brazil operator. One commercial relationship. No forced platform, no forced model and no hand-offs.
Not a platform reselling Brazil. The operator in Brazil.
Compare Brazil workforce models
- 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.
Why buyers trust this
Real people in Brazil, real client work, claims you can check.
Every statement on this site is either something we operate ourselves in Brazil, or client work delivered inside Gracemark Global Group and clearly attributed as such.
Claims you can audit
Speed, cost and compliance statements are written down with their scope, the documents behind them, what starts and ends the clock, the exclusions and who owns the review.
People, not a portal
Your enquiry is read by a Brazil specialist who works in the market, and employment, payroll and termination questions are reviewed internally before any figure reaches you.
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
We staff every state in Brazil, capital cities, interior towns, plant sites and fully remote.
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.
- Any location in Brazil. Capital, interior town, plant or project site, or fully remote.
- Any model. Recruitment, staffing, EOR, payroll, managed team, BPO or SOW.
- Any role. Type the role you need, listed or not, at any seniority.
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.
A Brazil specialist replies within one business day with verified figures, sources and the first launch step. No obligation, and no repeated questions.
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 →Selling Brazil to your clients? Keep the client, brand and margin.
Use SIBRA as your protected Brazil delivery layer for recruitment, employment, payroll, staffing, BPO or SOW.
Ready when you are
Get the Brazil workforce plan your team can approve.
Tell us the role, worker, team or operating problem. We will return the recommended model, the main cost drivers and the fastest credible launch path.
- A Brazil specialist reads it, no automated reply and no call centre.
- You get the recommended model, the cost drivers and the first step within one business day.
- No obligation, no exclusivity, and your details are never sold or shared.
Not ready to send a scope? Build my Brazil plan first, the result is shown on screen before any contact details.