Gloroots Contractor of Record for Scaling Global Workforces
Hire, Pay, and Manage Contractors Globally Without Compliance Risks
Trusted by Fast-Growing Teams Hiring Across 150+ Countries
Hire Contractors Without Compliance Complexities
You choose the contractor, Gloroots becomes their Contractor of Record. We assess the engagement, own the classification decision, issue the locally compliant agreement, and pay them in their own currency, so an independent contractor abroad costs you a monthly fee, not a retroactive employment claim.
Scale Your Contractor Workforce Without Scaling the Risk
Why Gloroots COR Platform?
Onboard and manage contractors across 150+ countries with localized agreements, compliance support, and streamlined contractor management, all through one platform.
Pay contractors in their local currencies with efficient cross-border payments, transparent FX, and a single workflow for global payouts.
Get expert support for contractor classification and local compliance requirements across countries, helping you build compliant and scalable global teams.
Create and manage contractor agreements aligned with country-specific labor, tax, and engagement requirements across markets.
Extend relevant benefits and support where applicable, aligned with local requirements to create a consistent experience for your global contractor workforce.
Self-Serve Contractor Onboarding
Onboard, manage, and pay contractors in just a few clicks, with automated agreements, compliance workflows, and payments, all from one platform.
Seamless Contractor-to-EOR Conversion
When a contractor becomes an employee, transition to Gloroots EOR in 150+ countries through the same global employment platform.
Classification Ownership & Compliance
Gloroots takes responsibility for contractor classification and country-specific compliance, giving businesses a reliable COR solution across 150+ countries.
Built for Complex Global Payments
Support contractor payments across markets such as Argentina and Colombia, with local-currency payouts and crypto-to-fiat payment capabilities.
How Gloroots COR Turns Contractor Management Into Business Value
Listen to Our Customer Force
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Share the contractor you want to engage and the country they’re based in.
We generate and manage country-specific contracts aligned with local labor laws.
Collect required details and activate the contractor quickly with a simple, guided onboarding flow.
Run compliant, multi-currency payments without manual calculations or follow-ups.
Gloroots manages misclassification risk, statutory requirements, and ongoing compliance obligations.
Ready to hire Globally ?
Gloroots help you hire employees, manage contractors, run global payroll, and stay compliant across 150+ countries seamlessly.
Frequently Asked Questions (FAQs)
A Contractor of Record is a company that formally engages your independent contractors on your behalf and takes responsibility for how they're classified under local law. Gloroots assesses the engagement, issues the contract, manages invoicing and payment, and carries the compliance liability. You keep the working relationship and direct the scope of work.
EOR is for full-time employees, COR is for genuine independent contractors. An Employer of Record signs an employment contract and takes on statutory benefits, notice periods and termination protections. A Contractor of Record engages a self-employed worker and owns the classification decision instead. The test is control: if you set hours, supply the tools and direct how the work is done, the relationship is employment and you need EOR, not COR.
Agent of Record (AOR) is the more common term in the US market and Contractor of Record (COR) internationally, but they describe the same function: a third party that engages independent contractors on your behalf and assumes classification responsibility. Compare providers on what they actually indemnify, not on which of the two labels they use.
By taking the classification decision and its consequences off your balance sheet entirely. Gloroots assesses every contractor engagement against the classification tests that apply in that person's country, makes the call on whether the arrangement is genuinely independent, issues a contract built to support that position, and carries the compliance liability if it's ever challenged, so a misclassification finding becomes our exposure, not yours. Where an engagement doesn't pass the test, we tell you and recommend EOR instead, rather than pushing it through as COR anyway.
Yes, and it's the most common reason clients move between our products. When a role outgrows an independent arrangement - more hours, more direction, more integration into your team, we transition the person onto EOR employment in the same country, with a compliant employment contract, statutory benefits and no break in their engagement.
