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

No. Sozialversicherung applies to employees working in Germany. Your Indian team are employed by Saileor under Indian law. They get Indian equivalents: PF (12% employer + 12% employee, similar to Rentenversicherung), ESI for health coverage (like Krankenversicherung), and gratuity after 5 years. You pay zero German social contributions. They get equivalent protections under Indian statutory framework.

India is GMT+5:30. Germany (CET) is GMT+1, so India is 4.5 hours ahead. During summer (CEST), it’s 3.5 hours. A 9am standup in Berlin is 1:30pm in India. You get 5-6 hours of real-time overlap daily. This is one of the best timezone alignments for European companies. Your morning meetings catch their afternoon, and async handoffs work naturally.

You pay Saileor in EUR or USD. One invoice, one SEPA transfer. We handle INR conversion, salary disbursement, tax withholding, and statutory deposits. No dealing with Indian banks, no SWIFT fees, no FX platforms. Your Buchhaltung sees one predictable monthly payment. Clean for your books.

Yes. Your Indian team aren’t German employees, so Arbeitsrecht, Kündigungsschutzgesetz, and Betriebsrat rules don’t apply. They’re employed by Saileor in India under Indian labour law. From the Finanzamt’s perspective, you’re paying an overseas service provider, not running foreign payroll. No Betriebsstätte (permanent establishment) risk, no Lohnsteuer obligations. Clean structure.

A mid-level developer in Berlin or Munich costs €70-85K base. Add Arbeitgeberanteil (employer social contributions ~20%), benefits, and overhead. Fully loaded: €90-110K. The same skillset in India costs €28-35K all-in, including Saileor’s fee, PF, ESI, gratuity, and insurance. That’s 65-70% savings per head. A team of 5 saves you €350K+ per year. That’s runway, not headcount cost.

Yes, and it’s simpler than German equity. No complex VSOP structuring, no dry income (trockenes Einkommen) problem where employees owe tax before liquidity. Indian employees pay perquisite tax at exercise (taxed as salary income) 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.

Much simpler than Germany. No Kündigungsschutz (termination protection), no Abfindung negotiations, no works council approval. India requires notice periods: typically 30 days for junior roles, 60-90 for senior (we set this in the contract upfront). 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 GmbH.

48 hours from signed offer to compliant, payroll-ready employment. Compare that to German hiring: 3-month notice periods are standard, sometimes 6 months for senior roles. Recruiting cycles run 2-3 months. Your India hire can ship a full feature while your German candidate is still serving Kündigungsfrist. Speed is a competitive advantage.

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 EUR or USD (that’s roughly €179/month).