Hire your India team before you incorporate
InCommon's India entity employs the team on your behalf. You set the priorities and run the work. Incorporation can happen later, or never.
Build your India team against a deadline"InCommon built us a team that could own the work from day one, and did it in weeks." Sameer Merchant (CEO,Podifi)
Forbes, in its 2026 article, “The New Global Expansion Playbook Starts With Cross-Border Talent,” highlighted how a talent-first approach can help companies access international talent and explore new markets without immediately taking on the full weight of establishing local entities.
With InCommon’s EOR route, you can start hiring and building your India team while your own entity setup is still underway. InCommon employs the team through its India entity and handles the local employment infrastructure, while your engineering leadership directs the work.
Curious about how we built this for Podifi? Continue reading...
The Numbers Behind the Model
Hire without an entity, without lowering the bar
For a US company, "hire without an entity" means the Indian employment relationship sits with InCommon's India entity while your company owns the roadmap, priorities, tools, and day-to-day management. It is the practical employer-of-record route when incorporation, bank accounts, statutory registrations, and payroll infrastructure would slow the build.
InCommon's EOR India model is for buyers who need people, not a compliant payslip alone. InCommon sources and vets first, then employs the selected team through InCommon's India entity, with payroll, statutory compliance, workspace, IT, and local operating support around the build.
The same foundation. A faster start.
Employment through the India entity
Your India team is legally employed through InCommon's India entity. You direct the work, manage outcomes, and retain operational control while InCommon handles India-side employment administration, payroll, statutory filings, and compliance.
Same four-stage hiring process
EOR is one of InCommon's two documented engagement models, not a lesser product. The team goes through the same four-stage sourcing, screening, selection, and onboarding process used for entity-led GCC builds.
Workspace, IT, payroll, and compliance included
The same operating pillars continue after hiring: workspace support, IT and access coordination, payroll, compliance, and local employment infrastructure. The difference is speed: you can start before incorporation is complete.
Plain commercial term
InCommon's EOR services India route is $250 per employee per month, with no hidden costs and no lock-in. You are not buying a payroll wrapper; you are using a faster route to a functioning India team.
Built for compliance deadlines
A customer contract, a data-residency requirement, or a funding milestone can create a hard date for India-resident staffing. The EOR route gets sourced, vetted engineers employed and equipped before that date, not after.
Six-month replacement guarantee
Every hire made through the EOR route carries the same six-month replacement guarantee as an entity-led build. The risk of a bad fit sits with InCommon, not with you.
More than payroll and compliance
Most employer-of-record providers start from payroll and compliance. InCommon starts from finding the people, then employs them through its India entity, sets up their workspace and IT, and runs payroll and compliance underneath the team it built.
If you already have candidates and only need them employed, a standard EOR platform is the right choice. InCommon fits when the team still needs sourcing, vetting, a workspace and ongoing support, on a deadline that will not wait for incorporation.
Frequently Asked Questions
EOR vs. our own entity: which do we need?
Timeline and ownership preference should decide it, not cost alone. If you need to hire in India before incorporation is practical, the employer-of-record route lets you start now. If you want your own legal infrastructure from day one and can absorb the setup timeline, the entity route may be the cleaner long-term operating choice.
When should we switch from EOR to our own India entity?
The right switch point is a break-even headcount and control question. It depends on team size, expected duration, internal finance capacity, legal ownership preferences, and whether India is becoming a permanent operating center. InCommon can model the EOR-to-entity transition around your hiring plan, operating timeline, and governance requirements.
Who directs the team day to day?
You do. InCommon's India entity is the legal employer of record, but your company sets the roadmap, runs the daily work and owns performance management. The reporting line sits with your engineering leadership, not with InCommon.
What does InCommon handle versus what we handle?
InCommon handles employment, payroll, statutory compliance, workspace and IT, on top of sourcing and vetting the team. You handle the work: priorities, tools, day-to-day direction and performance.
Is there a minimum commitment or contract lock-in?
No. The EOR route runs at $250 per employee per month with no lock-in. You can end the engagement, or move the team onto your own entity, whenever the timing works for you.