Your next hire is in India.
We make it legal.

No. Super is an Australian statutory requirement for employees working in Australia. Your Indian team are employed by Saileor under Indian law. They get Indian equivalents: PF (12% employer + 12% employee contribution, similar to super), ESI for health coverage, and gratuity after 5 years. You pay zero super. They get equivalent protections. The ATO has no claim here.

India is GMT+5:30. Sydney (AEST) is GMT+10, so you’re 4.5 hours ahead. During daylight saving, it’s 5.5 hours. A 9am standup in Sydney is 4:30am India, so most teams flip it: your afternoon is their morning. 1pm Sydney = 8:30am India. You get 4-5 hours of solid overlap daily, and India’s workday extends into your evening if needed.

You pay Saileor in AUD. One invoice, one transfer. We handle INR conversion, salary disbursement, tax withholding, and statutory deposits. No dealing with Indian banks, no FX platforms, no multiple wire transfers. Your finance team sees one predictable monthly payment.

Yes. Your Indian team aren’t Australian employees, so Fair Work Act doesn’t apply to them. They’re employed by Saileor in India under Indian labour law. From the ATO’s perspective, you’re paying an overseas service provider (Saileor), not running foreign payroll. No permanent establishment risk, no PAYG withholding obligations. Clean structure.

A mid-level developer in Sydney costs A$130-150K base. Add 11.5% super, payroll tax, leave loading, and benefits. Fully loaded: A$160-180K. The same skillset in India costs A$35-45K all-in, including Saileor’s A$299/month fee, PF, ESI, gratuity, and insurance. That’s 75% savings per head. A team of 5 saves you A$600K+ per year. Enough to extend your runway by 12-18 months.

Yes, and it’s simpler than Australian ESS. No Division 83A complexity, no deferred taxing points to track. Indian employees pay perquisite tax at exercise (difference between exercise price and fair market value, taxed as salary) and capital gains at sale. We structure ESOPs that are tax-efficient for your team and clean for your cap table. Vesting schedules, cliff periods, exercise windows. All handled.

India requires notice periods: typically 30 days for junior roles, 60-90 for senior (we set this in the contract upfront). No at-will employment like some US states, but no unfair dismissal claims either since Saileor is the legal employer. We handle notice period, final settlement, leave encashment, gratuity calculation, PF transfer paperwork, and relieving letter. You approve the exit. We execute it. Zero legal exposure for your Pty Ltd.

48 hours from signed offer to compliant, payroll-ready employment. That’s not a typo. If you need sourcing: 2-3 weeks to first shortlist, 4-6 weeks to signed offer. Compare that to Australian hiring: 4-week notice periods, 2-3 week interview cycles, HR paperwork. Your India hire ships code while your Sydney candidate is still serving notice.

Both. Most EORs only do employment. You show up with a candidate, they paper it. Saileor does sourcing to paycheck: job description refinement, candidate pipeline, screening, interview coordination, offer negotiation, onboarding, and ongoing employment. One partner for the full journey.

Everything. Employment contract drafted to your specs. Monthly payroll with salary, bonuses, arrears, deductions. TDS (income tax withholding) filed with Indian authorities. PF and ESI contributions deposited. Professional tax paid. Gratuity provisioned. Form 16 issued at year-end. Employee portal for payslips, leave, reimbursements, IT declarations. Query handling so your team doesn’t ping you for payroll questions. Exit processing when needed. No setup fee. No hidden charges. Month-to-month, cancel anytime. One invoice in AUD.