Scale Your Contractor Workforce Without Scaling the Risk
Gloroots classifies, contracts and pays your contractors in 150+ countries, and carries the liability for how they're engaged. From $99 per contractor monthly.
Trusted by fast-growing teams hiring across 150+ countries
COR
Hire Contractors Without Compliance Risk.
You choose the contractor; Gloroots becomes their Contractor of Record. We assess the engagement, own the classification call, issue a local agreement and pay them in their currency, so the classification risk sits with us.
Why Gloroots COR platform?
Classification, contracts and payouts unified so you engage contractors anywhere without the risk.
01 ·Classification Tested Locally
Every engagement is checked against local employment tests before contracts go out.
02 ·Contracts Built Per Country
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03 ·Contractors Onboard Themselves
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04 ·Payouts in Local Currency
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Why Gloroots COR Is the Safest Way to Engage Contractors
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Real Liability
If a classification is ever challenged, Gloroots carries the compliance liability.
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Honest Calls
If a role fails the contractor test, we recommend EOR instead.
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Clean Conversion
Move a contractor to EOR employment in 150+ countries without changing vendors.
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Hard Currencies
Argentina's exchange controls, Colombian pesos and crypto treasury payouts, run every week.
How Gloroots COR Turns Contractor Engagement Into ROI
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RemoveContractor Misclassification Exposure Globally
No back taxes, penalties or retroactive benefits arriving years after the engagement started.
- StartGlobal Contractors Within Days
- PayOne Flat Fee Per Contractor
- CutLocal Legal Counsel Costs
- RetainContractors With On-Time Pay
- KeepContractor Records Audit-Ready
- RunLeaner Contractor Finance Operations
- 24/7Human Support Worldwide
Listen to Our Customers
How it works
Get started with Gloroots COR
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Tell Us the Engagement
Share the country, scope, rate and how the person works. That decides classification.
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We Assess and Classify
Our compliance team tests it against local law and confirms COR or EOR.
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Contract Issued and Signed
A legal-reviewed local agreement is e-signed, and the contractor onboards through their portal.
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Invoice, Pay, Repeat
Invoices are raised or uploaded, and payouts go out in local currency each cycle.
Would your contractor setup survive a local audit?
Tell us the countries and how contractors work. In 30 minutes you'll know which engagements are exposed, whether or not you go ahead with us.
Book a demoFAQ
What is a Contractor of Record (COR)?
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.
What is the difference between a Contractor of Record and an Employer of Record?
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.
What is the difference between AOR and 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.
How will Gloroots protect your business from misclassification risks?
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.
Can I convert a contractor into a full-time employee?
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.
