Offshore staff augmentation vs Employer of Record (EOR): Which solution should an SME choose?

French and European SMEs today face a dual challenge: quickly recruiting qualified talent while controlling escalating salary costs. In this context, two solutions emerge as credible alternatives to traditional recruitment: offshore staff augmentation (portage salarial offshore) and the Employer of Record (EOR) model.

These two models share the benefits of offering agility, cost reduction, and compliance. But behind these common points, their rationale and uses differ. So, how do you know which one is best suited for your business?

In this article, we will deeply compare these two approaches, with concrete examples, figures, and practical advice to help you make an informed decision.

Definition of the two models

What is offshore staff augmentation?

Offshore staff augmentation allows a company to call upon a third-party provider (like BridgePerfect) that recruits and employs staff in another country (for example, in Mauritius or Madagascar), and then makes them available to the client company.

Concretely, you benefit from qualified employees without having to create a subsidiary, without heavy commitment, and without managing the administrative, legal, or social aspects.

What is the Employer of Record (EOR)?

The EOR model is slightly different. Here, the client company has already identified the employee it wishes to hire, but cannot or does not want to directly manage the employment abroad.

In this case, the EOR becomes the official employer of the employee, manages payroll, and handles legal, tax, and social obligations, while you retain operational and managerial control.

The common points between staff augmentation and EOR

Despite their operational differences, these two solutions share several major advantages:

• Flexibility: No need to create a subsidiary or manage administrative burdens.
• Cost reduction: Up to -67% compared to recruitment in France.
• Access to qualified talent: IT, customer support, back-office, training, accounting.
• Security and compliance: The official employer manages payroll, local labor law, and tax obligations.
• Speed of implementation: Between 7 and 15 days, depending on the profile.

These assets explain why the offshore staff augmentation and EOR market is experiencing double-digit growth globally.

Major differences between offshore staff augmentation and EOR

Recruitment and sourcing

• Offshore staff augmentation: The partner (BridgePerfect) sources, recruits, and provides the employee.
• EOR: You identify the talent; the partner manages only the employment and compliance.

Contract and relationship

• Offshore staff augmentation: You have a “tripartite” relationship – Client ↔ BridgePerfect ↔ Employee.
• EOR: Simpler relationship; BridgePerfect becomes the official employer of the employee you have chosen.

Flexibility

• Offshore staff augmentation: Ideal solution for testing profiles, starting quickly, and expanding your team without a long-term commitment.
• EOR: More suitable for key profiles that you want to legally secure internationally.

When to choose offshore staff augmentation

Offshore staff augmentation is particularly recommended if:

• You have not yet identified a precise profile.
• You want to outsource an entire team quickly.
• You are looking to test new roles (customer support, IT, back-office) without heavy commitment.
• You prefer a turnkey model, including sourcing + contract + local HR monitoring.

Concrete example

A French B2B training organization outsources 7 profiles (trainers, client management, back office) to Madagascar. Result:

• Savings: -67% on salary costs.
• Timeline: 12 days to set up the first profiles.
• Gain: +37% responsiveness in managing client files.

When to choose EOR

The Employer of Record (EOR) is preferred if:

• You have already found a local employee (e.g., a freelance developer in Mauritius).
• You want to legally secure their employment and payroll.
• You do not want to manage the tax, social, and legal obligations of the country concerned.
• You want to offer an attractive professional framework to the employee (contract, health insurance, social benefits).

Concrete example

A French SaaS editor identifies a senior developer based in Mauritius. Instead of recruiting them as a freelancer (tax/legal risk), they use BridgePerfect for EOR. Result:

• Total legal compliance.
• Salary and benefits managed locally.
• Zero risk in case of URSSAF or tax audit.

Comparative summary: Staff augmentation vs EOR

FAQ

What is the difference between EOR and offshore staff augmentation?

Offshore staff augmentation includes the recruitment and provision of talent, while EOR focuses on contractualization and compliance for an employee you have already identified.

How long does it take to set up an assignment?

On average between 7 and 15 days, depending on the position and the country (Mauritius or Madagascar).

What are the actual savings?

Up to -67% compared to salary costs in France, while still retaining qualified profiles.

Which jobs are concerned?

Back-office, IT, customer support, training, finance/accounting, data entry.

Conclusion

The choice between offshore staff augmentation and EOR primarily depends on your strategy and level of preparedness.

• If you are looking for a turnkey solution to expand your teams: offshore staff augmentation is the right choice.
• If you have already found an employee but need to secure their employment: EOR is the ideal solution.

In both cases, you benefit from the same promise: flexibility, massive savings, total compliance, and speed of execution.