Case Study: U.S. Tech Company Transitioned from EOR to Subsidiary in 35 Days
🏢 Client Overview
A U.S. engineering + data analytics firm was scaling rapidly in India using a global EOR provider. As their team grew, problems with compliance, cost, IP and compensation surfaced.
⚠️ Key Challenges
| Challenge | Impact |
|---|---|
| No control over payroll structure | High costs, lower employee take-home |
| IP not directly assigned to U.S. parent | Legal + competitive risk |
| EOR contracts limited benefits | Couldn’t offer ESOP rewards |
| Fees increased with every hire | Unscalable for long-term teams |
💡 Our Strategy
Registered a 100% U.S.-owned Indian subsidiary
Completed MCA filings, DIN/DSC, share allotment & remote bank account
Drafted India-specific employment contracts + NDAs + IP assignment
Prepared an engineering-focused employee handbook
Created tax-efficient salary breakup with PF/ESI compliance
Shifted employees from EOR to the subsidiary with no payroll disruption
🌟 Outcomes
Setup completed in 25 days
First engineer onboarded in 35 days
100% IP clarity + direct employer branding
Higher take-home salary without increasing company cost
Full compliance now managed monthly + annually
📌 Ongoing Support: payroll, TDS, retirement benifits, GST, corporate tax, audit, 15CA/CB, Form 3CEB, DTAA.
🇬🇧 Case Study: UK Lighting Consultancy Built a 60-Member India Team Remotely
🏢 Client Overview
The company sold lighting design solutions across India, directly from the UK. Indian clients hesitated to pay a foreign invoice. The founders feared “India’s red tape” and didn’t know how to start.
⚠️ Key Challenges
| Issue | Concern |
|---|---|
| Indian clients uncomfortable paying a foreign entity | Sales block |
| Heard negative stories about India compliance | Delayed decision |
| No clarity on registrations required | Confusing process |
| No HR/payroll/legal set up | No hiring capability |
💡 Our Strategy
Conducted a strategy call explaining structure, taxes, and timeline
Registered their subsidiary 100% remotely in 25 days
Provided a minimal-compliance roadmap with clear state tax applicability
Set up payroll with PF, ESI, and professional tax where required
Implemented MIS reporting + tax summaries
Assigned a dedicated account manager for all compliance
Enabled them to hire across India under their own brand
🌟 Outcomes
Setup + remote bank account in 25 days
Engineering + operations grew to 60 employees
Built Indian team + handled global back-office functions from India
Reduced risk + improved cost structure vs operating from UK
Monthly MIS → budget control, tax predictability & audit readiness
📌 Ongoing Support: payroll, monthly GST and TDS, MCA, annual tax filings, audit, transfer pricing documents.
🇦🇺 Case Study: Australian SaaS Company Built a Full India Engineering Hub
🏢 Client Overview
A Melbourne-based SaaS startup wanted to build a core engineering team in India, but their investors warned against hiring contractors due to IP control and tax exposure.
⚠️ Key Challenges
| Issue | Risk |
|---|---|
| Wanted to avoid contractors | IP + reliability concerns |
| Needed senior developers fast | Competitive hiring in India |
| Needed ESOP clauses | EOR can’t issue company ESOP |
| Wanted to send work & payments to India | Tax treaty confusion |
💡 Our Strategy
Formed a wholly owned subsidiary in India
Opened remote bank account without travel
Drafted ESOP-friendly contracts + strong IP clauses
Structured salaries with tech-appropriate allowances
Guided cross-border invoicing using India–Australia DTAA
Set up monthly payroll + compliance + annual support
🌟 Outcomes
Subsidiary setup + bank account completed remotely
Engineers hired directly under India entity → strong employer brand
22-member tech team in 14 months
Smart payroll design: higher take-home without increasing cost
Full compliance from payroll → transfer pricing → tax → audit
📌 Ongoing Support: payroll, PF/ESI, Form 15CA/CB, DTAA filings, transfer pricing, audit, income tax, MCA.