Brazil Workforce Answer Center

Yes. Employment through an Employer of Record, or through our Find + Employ route, lets a foreign company recruit and legally employ people in Brazil before its own entity exists. The employee is employed compliantly in Brazil; you direct the work.

Landed cost is gross salary plus statutory employer charges, provisions such as 13th salary and vacation, benefits practice for the role and city, termination provisioning and the service fee for the model used. We publish the categories and verify the figures for your specific scenario rather than quoting a single national multiplier.

EOR fits when headcount is small or uncertain, when speed matters more than local contracting, or when you are still validating the market. Your own entity starts to make sense with sustained headcount, local invoicing and contracting needs, or a tax position that justifies the overhead.

Only where the relationship is genuinely independent. Where the work is directed, exclusive, continuous and integrated into your team, it carries reclassification exposure. Contractor administration handles genuine contractors correctly; employment routes handle the rest.

The timeline is driven by candidate notice periods and the seniority of the role, not by administration. Employment, payroll and equipment can be ready in parallel with the search, so the start date is not delayed by setup.

That is the model SIBRA operates. One relationship covers finding people, employing them through the right route, paying them correctly, equipping them and supporting them in Portuguese while you manage in English.

Start from the work, not the job title. Define the core technical stack or discipline, the English working level the team needs day to day, the delivery practice your team already uses, and the seniority the work truly requires. Brazilian salary bands and notice periods differ by city and by discipline, so the requirement, the city and the pay band are decided together. Evidence a buyer should expect is a written requirement, a shortlist with reasoning, and salary bands for the specific role and city.

No sourcing is involved and no placement fee applies. The next steps are the employment approach, the agreed pay and benefit package, the employer costs and provisions on top of it, the onboarding documents and equipment, and the start date. The person can be employed through our Brazilian employment structure while your own entity question stays open, and you keep directing the work.

In an employment arrangement the person is employed under Brazilian law through an employer of record or your own entity, on your team, under your direction, usually open ended. In a staffing or managed arrangement the workers deliver a defined scope for a defined period, with the operator responsible for supervision and results. The right choice follows how the work is really directed and how long it lasts, not the preferred cost line.

Employee pay is gross salary plus 13th salary and vacation entitlement, plus the benefit practice normal for the role and city. Employer costs are the statutory charges and provisions on top of pay, including termination provisioning. Service fees are separate, either a per-employee employment or payroll administration fee, or a one-time recruitment fee where sourcing is involved. Setup and one-off items such as onboarding documents, equipment and registration steps are stated separately and never blended into a rate.