# Récord histórico: la economía del conocimiento superó los USD 10.000 millones exportados y la Argentina lideró la región **Autor:** Lola Loustalot _Publicado: 25 de junio de 2026, 3:15 p. m._ > Los servicios profesionales e informáticos impulsaron el mayor nivel exportador de la historia del sector, con un crecimiento interanual del 11,7%. Ya es el tercer complejo exportador del país Promueven el desarrollo de la economía del conocimiento a nivel federal La Argentina lidera la región en exportaciones de servicios basados en el conocimiento y duplica en volumen a su principal competidor, Colombia Por primera vez en su historia, las exportaciones de la [Economía del Conocimiento de Argentina](https://www.infobae.com/tag/economia-del-conocimiento/ "https://www.infobae.com/tag/economia-del-conocimiento/") superaron la barrera de los **USD 10.000 millones anuales**. Así lo informó **Argencon** —la entidad que nuclea a las principales empresas del rubro—, con base en los datos correspondientes a los doce meses finalizados en marzo de 2026: los **Servicios Basados en el Conocimiento** totalizaron USD 10.085 millones, un 11,7% más que en el período anterior. La cifra consolida al sector como el **tercer complejo exportador del país**, detrás del sector oleaginoso-cerealero y el petrolero-petroquímico, y lo posiciona entre las principales fuentes de generación de divisas de la **Argentina**. PUBLICIDAD Este registro supera al récord anterior —USD 9.685 millones, alcanzado entre julio de 2024 y junio de 2025— y marca una trayectoria de expansión sostenida que ya lleva más de dos décadas. Según el [Instituto Nacional de Estadística y Censos (Indec),](https://www.infobae.com/tag/indec/ "https://www.infobae.com/tag/indec/") las exportaciones de servicios basados en el conocimiento representaron el 53% del total de ventas externas de servicios durante 2025, el valor más alto registrado hasta la fecha. **Los Servicios Profesionales** lideraron el desempeño del sector. Las exportaciones de áreas como contabilidad, ingeniería, diseño, marketing y servicios legales prestados desde la Argentina a clientes internacionales alcanzaron casi USD 6.500 millones, lo que representa el 63,7% del total exportado. El dato ratifica el peso de este segmento dentro de la estructura exportadora del conocimiento y refleja la demanda global de talento profesional argentino. PUBLICIDAD El segundo gran motor fue la tecnología: los **Servicios Informáticos** —que abarcan desarrollo de software, programación, videojuegos y soporte tecnológico— se acercan a los USD 3.000 millones en exportaciones y afirman su lugar como uno de los principales vectores de expansión del sector. (Imagen Ilustrativa Infobae) Los servicios informáticos y profesionales lideran las exportaciones argentinas de conocimiento, con una demanda internacional que creció 25% en 2025 El crecimiento local del **11,7% supera la media regional.** Las exportaciones globales de Servicios Basados en el Conocimiento superaron los USD 4 billones en 2024, con un crecimiento del 9,5% interanual —cifra que cuadruplica la expansión del comercio de bienes—, mientras que **América del Sur** y el Caribe crecieron un 6,87% en el mismo período. En ese contexto, la **Argentina** ocupa el puesto 42 entre los exportadores mundiales, con una participación del 0,24% del total global, y lidera la región por encima de **Brasil**, **México** y **Colombia**, tanto en volumen exportado como en valor agregado. PUBLICIDAD Según Argencon, el país exporta el doble que su principal competidor regional, **Colombia**. “Que la Economía del Conocimiento haya superado por primera vez los USD 10.000 millones en exportaciones confirma la capacidad de la **Argentina para competir globalmente a partir del talento, la innovación y la calidad de sus recursos humanos”**, señaló **Sebastián Mocorrea**, presidente de Argencon. El directivo agregó que la aceleración de la difusión de la [inteligencia artificial](https://www.infobae.com/tag/inteligencia-artificial/ "https://www.infobae.com/tag/inteligencia-artificial/") generativa representa tanto desafíos como oportunidades, y que el país muestra capacidad para capitalizarlas. PUBLICIDAD El dinamismo del sector se traduce también en empleo. Según cifras oficiales del **Ministerio de Economía**, el sector emplea a más de 285.000 personas en puestos formales, con un incremento de 9.000 empleos respecto del año anterior y 17.000 más que en 2023. Una mujer sentada en un escritorio blanco con monitor, teclado, tableta, documentos impresos, una taza de café y libros en una oficina con ventana. Para 2025, el sector de la economía del conocimiento empleó a más de 285.000 personas en puestos formales, un incremento de 9.000 empleos respecto del año previo El crecimiento sostenido atrae inversiones concretas: la firma inglesa **Beyond** abrió recientemente un hub tecnológico en el país con planes de incorporar 250 profesionales en inteligencia artificial y desarrollo de soluciones avanzadas, mientras que **JPMorgan** busca alrededor de 1.000 empleados locales. PUBLICIDAD La demanda internacional de perfiles argentinos creció 25% en 2025, según datos de la consultora **Deel**, con especialistas en inteligencia artificial, automatización y análisis de datos entre los más requeridos. La demanda de AI trainers, en particular, aumentó un 283% en el último año. **Leandro Mora Alfonsín**, director ejecutivo de Argencon, enmarcó el resultado en una perspectiva de largo plazo. “El sector ha demostrado una notable resiliencia y una trayectoria de crecimiento sostenido durante más de dos décadas, más allá de los distintos ciclos económicos. Este logro debe ser entendido como un punto de partida para seguir ampliando nuestra presencia internacional, generar más empleo de calidad y consolidar a la Argentina como un proveedor global de servicios basados en el conocimiento”, destacó. PUBLICIDAD El ejecutivo subrayó además que el talento argentino se especializa en servicios de media y alta complejidad —ingeniería informática, auditoría, análisis de contratos, diseño, audiovisuales y traducciones legales—, lo que permite al país **“pelear mercados independientemente de su momento macroeconómico”**. El sector exportó USD 10.085 millones en los doce meses hasta marzo de 2026 El sector exportó USD 10.085 millones en los doce meses hasta marzo de 2026 El sector, no obstante, enfrenta una brecha estructural de talento. Según un relevamiento de **Adecco Argentina**, el 60% de las empresas planea expandir sus equipos, pero la oferta de perfiles calificados no acompaña el ritmo de la demanda. Las mayores dificultades se concentran en ingeniería, IT, automatización y disciplinas digitales, lo que genera presión salarial y obliga a las compañías a invertir en formación y retención de personal. PUBLICIDAD [En una nota anterior de Infobae,](https://www.infobae.com/economia/2026/06/02/talento-argentino-y-economia-del-conocimiento-que-habilidades-buscan-mas-las-empresas-internacionales-y-por-que-crece-la-demanda/ "https://www.infobae.com/economia/2026/06/02/talento-argentino-y-economia-del-conocimiento-que-habilidades-buscan-mas-las-empresas-internacionales-y-por-que-crece-la-demanda/") Mora Alfonsín advirtió que la preocupación central es “la intertemporalidad de la calidad educativa”: solo uno de cada dos alumnos de tercer grado comprende lo que lee, y apenas el 14% de los estudiantes secundarios alcanza niveles satisfactorios en matemática. Fortalecer habilidades como comprensión de texto, lógica matemática y pensamiento crítico se presenta como condición para que el capital humano siga siendo el principal motor de un sector que acumula un incremento del 15% en exportaciones en los últimos dos años. La ambición del sector trasciende el récord actual. Según estimaciones de Argencon, recuperar la participación de mercado que Argentina tenía en 2010 —cuando el país explicaba el 0,37% del comercio global de servicios del conocimiento, frente al 0,24% actual— llevaría las exportaciones a USD 15.000 millones. Con políticas habilitantes adecuadas y una mayor densificación de servicios profesionales de mayor complejidad, **alcanzar los USD 30.000 millones en una década** es el objetivo que se traza el sector. PUBLICIDAD --- _[Leer artículo completo](https://www.infobae.com/economia/2026/06/25/record-historico-la-economia-del-conocimiento-supero-los-usd-10000-millones-exportados-y-la-argentina-lidero-la-region/)_ _Fuente: infobae.com_

Then leverage your current job for a job with company that is fully remote. Like Deel or Remote. The EOR industry is crushing it and will continue to crush it The downsides are that life is chaotic. The driving is horrendous. My wife and daughter were hit by a car when crossing the street with the right of way. Thankfully they were okay. Nobody will take responsibility for anything. It sounds vague. But when something goes wrong, and it will, expect endless delays. The rent is not as cheap as you'd think downtown. The subway is great. The food is great. I think you'll be fine navigating the city. My concern is mostly with your career. You sound better suited to live in Athens than I am I'm trying to be fair. There's a reason many people want to move to Greece. I'm not doing a great job articulating why it's difficult. There's just something in the air that almost makes you lose some of your agency. Sounds dramatic but I think it's true. 0

Had you heard of Deel or Remote? (And I’m sure they are many others.) They function as the employer of record so that companies can have remote / international employees. I really couldn’t quantify how many people work internationally but my partner and I have worked remotely at a few places through Deel and Rippling. And not as a contractor or gig worker, we had stock options at the actual places we worked at etc. Yes ofc you’re right that companies won’t pay millions of taxes for a lone employee but it really isn’t like that for many tech workers, at least. 

I've tested a few payroll platforms as we've expanded internationally. Curious what actually works for other teams. Deel - 8 months across Mexico and Philippines. Contractor payments smooth but support gets backed up. Works fine for straightforward stuff. Remote.com - 6 months with UK and Canada. Polished but pricey. Support is consistent at least. Rippling - Using now for US team. Good for HRIS but international payroll feels incomplete. Guidepoint - Tried briefly for Europe. Compliance is thorough but platform is clunky. Which payroll software have you actually stuck with and what's the real day-to-day experience managing international payroll? Looking for actual experiences.

Buenas! Estoy considerando una oferta de laburo contractor en donde el pago se hace por deel. Para analizar el trade off vs mi trabajo actual (bajo relación de dependencia) quiero hacer un cálculo de cuánto me quedaría “en mano” (cálculo fino, restando comisiones, etc) Mis mayores gastos están en las tarjetas de crédito, con lo cual la mayor parte de ese dinero tendría que convertirse en pesos argentinos para pagar las tarjetas. Cuál es la forma más económica de hacerlo?

retired from global HR last year after running people ops at 4 different scaleups and consulting for another dozen (roughly 800 hires across 30 countries over 20 years), and these are the lessons i'd want passed down if i had to start over. cost-wise the cheapest hire is rarely the contractor, since they look cheap until the country reclassifies them and back-charges close to 2 years of social security plus benefits plus the misclassification fine, which is why i default to direct employment or EOR from year 2 of any country. EOR pricing is the least important variable in selection, the biggest one is whether they own the entity in the country you're hiring in or white-label through a local partner. and across the providers i worked with, Deel and Multiplier own their entities in LATAM, Oyster is partner-only across the board, and Workmotion owns DACH and the main EU markets, so run the entity-ownership audit before any demo. hire in countries where you can fire, since Germany, France, Italy, and the Netherlands have employment protection that turns underperformance into a 12-month conversation with a labor lawyer… Italy specifically requires a multi-step termination process that takes years, so build that into your country-selection strategy from day 1. check the EOR's local payroll team timezone before signing, we had a Berlin hire whose maternity leave question sat unanswered for 11 days because the EOR's Berlin team turned out to be staffed in Bangalore. the 30% ruling in the Netherlands is a competitive weapon for engineering recruiting, EOR-employed hires sometimes qualify and sometimes don't depending on which Belastingdienst inspector reviews, so always ask the EOR for their last 3 successful 30% applications before signing. Brazilian PJ contracts get reclassified under Súmula 331 if your team has daily standups and fixed schedules and exclusivity, we learned this with 4 engineers and somewhere north of $90K in retroactive INSS, FGTS, 13th salary, and the fine, so pay CLT from day 1 or don't hire in Brazil. EMI is a UK-specific tax-advantaged equity scheme that Delaware C-corps cannot satisfy by default, so if you're a US-parent hiring UK seniors set up a UK subsidiary first and grant options through it, otherwise your senior hires lose around 37 percentage points on exercise versus a UK-native at a competitor. best country to hire engineers in cost-quality terms is Poland, Argentina is the dark horse if you can navigate the currency, Vietnam is a rising star, and Mexico's REPSE reform added compliance friction in 2024 but the comp still pencils out. Italian payroll providers white-label more than any other market i worked in, we hired through what we thought was a 20-year-old Italian provider that turned out to be a 6-person SRL reselling another firm's compliance license, so Camera di Commercio lookup before signing. senior comp benchmarks in EU run 35-45% below US for the same role and that's the consistent finding across our 30 countries, the cash gap closes when you offer real equity participation which US-parent EOR setups often can't deliver cleanly. the French CSE works-council obligation kicks in at 11 employees, so if you're sitting at 8-10 in France model the cost of crossing the threshold carefully before your next hire because the documentation burden is real. annual contract renegotiation is a thing in Spain, Italy, and parts of LATAM, so build it into your forecast because the fixed-cost-per-employee planning model from US startup land breaks down past year 1. always ask the EOR to share a sample termination playbook for your target country, the good ones have one ready while white-label resellers can't produce it. equity for non-US employees works around 60% as well as cash bonuses in my experience, tax treatment plus currency conversion plus grant complexity dilute the perceived value, so pay cash where you can. the single most expensive mistake we made was hiring a head of design in Berlin on a probation contract that converted to permanent automatically at 6 months without us realizing, €280K severance the better part of 2 years later, so read every clause before signing. founders treat country selection as a cost optimization when it should be a labor-law optimization, the 5K difference in Polish versus Portuguese dev comp is invisible next to the 50K difference in termination cost the day you need to let someone go. career advice i'd give my 30-year-old self is to skip the consulting practice entirely and build the in-house global HR function for a fast-growing startup, since the equity outcome beats the consulting fees and you learn 4x faster operating than advising. long post i know, glad you made it through and happy to go deeper if any of these landed specifically for the country or stage you're in.

I am a recent Masters grad student got an internship for a company and they are using deel for onboarding my supposed start date is tomorrow but all I hear today is ‘’ I've reviewed the situation with our Mobility Team, and they've informed me that you may not be able to start working compliantly tomorrow due to missing the required documents. They have had to close the previous Right to Work check and opened a new Eligibility Check case to invoice your company for a new Optional Practical Training Letter (OPT).  This step is necessary for them to approach the university and request a new I-20 with Deel's name, which is required before onboarding. ‘’ Moreover the process that I am aware of as an international student is that aware about the process this is how it works for the F-1 OPT process, in their initial year. Under U.S. SEVP regulations, I only need my active EAD card to legally begin working. The university actually cannot issue an updated I-20 with Deel's name until after I receive the signed employment letter from Deel and report it myself through my student portal.  I have been folllowing up since Monday now and till today all I heard was it will happen in one business day. As far as I knew all that was required was i20 opt and ead and even my i9 section 1 is filled and approved so is my W4. I have emailed the company about said information and they raised an inquiry when I asked about the said information. The company has moved my start date but my clock starts tomorrow.

I am a recent Masters grad student got an internship for a company and they are using deel for onboarding my supposed start date is tomorrow but all I hear today is ‘’ I've reviewed the situation with our Mobility Team, and they've informed me that you may not be able to start working compliantly tomorrow due to missing the required documents.   They have had to close the previous Right to Work check and opened a new Eligibility Check case to invoice your company for a new Optional Practical Training Letter (OPT).    This step is necessary for them to approach the university and request a new I-20 with Deel's name, which is required before onboarding. ‘’ I have been folllowing up since Monday now and till today all I heard was it will happen in one business day. As far as I knew all that was required was i20 opt and ead and even my i9 section 1 is filled and approved so is my W4. What can I do? I have emailed the company for now. Please guide me.

got the most polite resignation of my career from a rockstar senior engineer in milan who'd been with us since last year, just got promoted to staff with a 14K raise, came into monday's 1:1 and thanked me then resigned in the same breath. i didn't understand at first, he sent me his accountant's spreadsheet and i spent the rest of the week working out how a 14K raise had turned into a pay cut. turns out italy's IRPEF jumps from 35% to 43% at €50K and the 14K raise i'd given him pushed him just past it, on top of that he lost the carico familiare deduction for his kid that he'd qualified for under €60K, by the time the addizionali kicked in and INPS came off the top his net take-home was about €1,200 a year less than before. got on a call with our milan ops lead at our EOR that night and she had a benefit-in-kind workaround sketched out by morning that would have kept him under the cliff while still landing him a real raise. he'd already mentally checked out though, and had a competing offer at 68K base from a milan startup that knew the local math going in and netted him more than my 72K would have (with better hours). this isn't even a one-off cliff, italy's IRPEF curve does this around 50K and again around 75K and again around 100K, so if you're a US founder issuing offer letters or promotions in italy without modeling the post-tax delta you can absolutely hand someone a pay cut while telling them it's a raise. the comp instincts you build doing US ladders just don't apply to italy past a certain salary, you can be giving more on paper while taking away in practice. unfortunately lost him to that milan startup, lost the headcount and the recruiter fees and probably a referral pipeline through his network and the 6 months of codebase context he'd built up, all because i bought into the US-trained instinct that more cash always equals more comp. what i'd tell any US founder hiring senior IC's in italy now is to run the post-tax delta on every promotion before you issue the letter, and to ask your EOR (whether it's a big one like Deel or Workmotion or a smaller specialist), to model the cliff before you sign anything. probably true in france and germany too at certain bracket cliffs but italy is where it bites hardest.

got the most polite resignation of my career from a rockstar senior engineer in milan who'd been with us since last year, just got promoted to staff with a 14K raise, came into monday's 1:1 and thanked me then resigned in the same breath. i didn't understand at first, he sent me his accountant's spreadsheet and i spent the rest of the week working out how a 14K raise had turned into a pay cut. turns out italy's IRPEF jumps from 35% to 43% at €50K and the 14K raise i'd given him pushed him just past it, on top of that he lost the carico familiare deduction for his kid that he'd qualified for under €60K, by the time the addizionali kicked in and INPS came off the top his net take-home was about €1,200 a year less than before. got on a call with our milan ops lead at our EOR that night and she had a benefit-in-kind workaround sketched out by morning that would have kept him under the cliff while still landing him a real raise. he'd already mentally checked out though, and had a competing offer at 68K base from a milan startup that knew the local math going in and netted him more than my 72K would have (with better hours). this isn't even a one-off cliff, italy's IRPEF curve does this around 50K and again around 75K and again around 100K, so if you're a US founder issuing offer letters or promotions in italy without modeling the post-tax delta you can absolutely hand someone a pay cut while telling them it's a raise. the comp instincts you build doing US ladders just don't apply to italy past a certain salary, you can be giving more on paper while taking away in practice. unfortunately lost him to that milan startup, lost the headcount and the recruiter fees and probably a referral pipeline through his network and the 6 months of codebase context he'd built up, all because i bought into the US-trained instinct that more cash always equals more comp. what i'd tell any US founder hiring senior IC's in italy now is to run the post-tax delta on every promotion before you issue the letter, and to ask your EOR (whether it's a big one like Deel or Workmotion or a smaller specialist), to model the cliff before you sign anything. probably true in france and germany too at certain bracket cliffs but italy is where it bites hardest.

Hi everyone, I’m employed in Portugal through Deel as an EOR employee for 2 years. This is currently hypothetical, but I’m trying to understand what normally happens if the end client stops paying Deel. My understanding is that under Portuguese labour law an employer generally can’t just terminate an employee overnight without following the proper process, and dismissal usually requires a legally valid reason (“just cause” or another lawful termination route). Has anyone actually been through a situation where a client stopped paying Deel? Did Deel continue paying salaries while the situation was being resolved? If the client relationship ended, what happened to employees? Did Deel pursue a formal termination process, redundancy, mutual agreement, or something else? In practice, would an EOR like Deel often prefer to negotiate a settlement agreement rather than go through a longer termination process in Portugal? I’m not looking for legal advice, just real-world experiences from people who have been employed through Deel (or another EOR) in Portugal. Thanks in advance.

After two months and few weeks on the platform, I finally got my first hire. This wasn’t a role I was even looking up to getting since it’s still a language expert role and I just happen to be a native; nevertheless, it’s still a good start for me. After completing the contract signing and everything I noticed that Micro1 has quite a tedious onboarding procedure - probably because this is my first time. There are also lots of platforms involved: Hubstaff, Deel, KarmaCheck, A new email for task etc. Then regarding the project itself, it contains lots of instructions which could make you go nuts if you’re not used to searching for information. Another thing I realized which is a bit crucial: the compensation stated on the contract isn’t the same compensation (IT’S LESS) advertised on the role. Any mod to help me understand why? Well, I got 7 days to finish this on boarding process; Kudos to myself 💪🏽

Our startup in San Francisco recently expanded into several new markets, and managing international hiring has become much more complicated than expected. We're trying to find a global payroll platform that can support global employment, international payroll, employee onboarding, payroll compliance, contractor payments, and employer of record services all in one system. I've narrowed the list down to Deel, Oyster, Remote, Papaya Global and Rippling, but I'd love feedback from people who have actually used them. Which global payroll solution has worked best for your distributed workforce and what would you choose if you were starting over today?

Every time I tried to find startup programs I actually qualified for, I'd end up Googling stuff like "AWS Activate eligibility" or "Mercury vs Brex" and clicking through twelve marketing pages, affiliate-spam SEO traps, and "best startup tools 2024" posts that were already two years out of date. Most lists online are either ad-driven (so the order is paid placements, not actual fit) or one-line summaries that don't tell you the actual eligibility, credit amounts, or how to apply. So I finally decided to fix this for myself. I put together a curated directory of 60+ legit startup programs. AWS Activate, Stripe Atlas, Mercury, Brex, Ramp, Carta, Pulley, Gusto, Deel, PostHog, Customer.io, OpenAI Startups, Anthropic, Notion, Linear, Figma, and a bunch more. Each one has the actual eligibility criteria, the benefit description, and a direct link to the provider's official apply page. I also added a "last verified" date for every program so you can tell at a glance whether the info is fresh or stale. And there are editorial guides comparing the harder decisions (Mercury vs Brex vs Ramp, Carta vs Pulley, AWS Activate vs Google for Startups vs Microsoft for Startups) if you're stuck between options. I turned it into a simple website: founderdeals(dot)xyz Free, no signup, no email collection, no affiliate links. Apply buttons go straight to the provider's official page, never through us. Hope it helps someone here save the hours I wasted!

trying to make our first 2 hires outside the US and i'm out of my depth on the setup question. the first is a senior dev candidate in portugal and the second is an ops hire coming up in argentina, and opening a local company in either country for one hire each feels wildly out of proportion. started by asking around in a few of the founders in my inner circle and the answers split into two camps… one camp says just hire them as contractors and don't overthink it, the other camp says contractors are a misclassification timebomb and you have to use an employer of record like Deel or Workmotion which costs more monthly but takes the compliance side off your plate. the misclassification angle has me leaning EOR for now and we've been getting quotes from a few of them this week. the contractor route is cheaper for sure, since the EOR route runs roughly 400-600 bucks per hire per month on top of the salary, but the misclassification thing is what scares me especially given the contractor audits hitting foreign-founded companies in spain and france lately. realistically what i want to know is what setup people on this sub are running for international hires, and whether the founders who've been through a misclassification audit walked away in one piece. how do you think about the contractor or EOR tradeoff once you've got a small international team? thank you

we're a US company scaling our EU presence and need to make 3 french hires (senior engineer in paris, an ops person in lyon, and a customer success lead anywhere remote-friendly). default position from our investor network was to go with Deel, but the more i dig the more i'm wondering if there's something better for france-specific operations. french employment law has a bunch of country-specific landmines (URSSAF audits, mutuelle obligations, CSE thresholds, travail dissimulé risk on contractor structures) and the deel demo i sat through breezed past every specific question with generic language. their france case studies are all multi-country teams where france is one of 8 countries, never a france-concentrated setup. i'm looking for EOR providers who own a real french SAS, have french-speaking ops staff in france (and not bangalore), and have been audited by URSSAF without it blowing up their customers' setups. the closest signal i've got is a couple of threads on reddit from US founders who'd hired across europe through Multiplier or Workmotion specifically, both came up positively for the DACH side and broader EU coverage but i can't tell if that experience projects onto a france-concentrated setup, especially around the URSSAF + CSE dynamics. for those handling france-concentrated EU hiring or with experience setting one up (5-10 french employees through a single EOR), who's worth demoing besides deel?

head of engineering came in monday off the back of a friend's leaving drinks asking why his friend was hitting 10% capital gains on his option exercise while we were quoting him 45% income tax + 2% NICs. spent the rest of the morning with him and his accountant working through the EMI scheme that our delaware C-corp parent makes impossible to access. he's going to owe HMRC £38,400 more than his friend on a comparable exit, since our parent is a delaware C-corp, while his friend's parent is a UK trading entity registered under £30M gross assets, and the entire delta is because EMI tax treatment requires both a UK-incorporated issuing company AND direct employment by it, and our delaware setup can't satisfy the issuer condition. he didn't know EMI was a thing when he signed his offer (i didn't either), our delaware corporate lawyer didn't flag it on the equity plan rollout, and the whole setup looked fine on paper until his accountant did the side-by-side spreadsheet with his friend's grant that same evening. for context, payroll runs through Deel for LATAM and Workmotion for the EU side, with a small UK trading subsidiary we set up a few months back to direct-employ our UK hires onto local payroll, which works fine but options issued from the delaware parent before the UK sub existed don't get retroactive EMI treatment. our UK corp lawyer is scoping a top-up grant from the UK subsidiary to offset some of the tax hit, but there are real trade-offs, it restarts the 24-month BADR qualifying period clock from scratch, creates plan parity issues against the US team we'll need to manage, and runs around £8-12K in legal and accounting setup before any tax savings. the cleanest pattern he's seeing in similar US-parent setups is grandfathering the existing delaware grants and routing all new UK senior grants through the UK entity going forward, which at least stops the gap compounding without forcing an awkward conversation about differential treatment. for any UK-based founders who've run a US-parent + UK-senior-hire equity structure, how did you handle the cost split between parent and employee on the EMI gap, and did the grandfather-plus-new-UK-grants approach hold up over time?

quick UK contract law question, the background involves an overseas hire but the contract itself is governed by English law and the counterparty is UK-incorporated. we're a small developer-tools company based in England, and not long ago we hired our first employee in Germany through one of the better-known EOR providers (not Deel and not Workmotion before anyone asks, but one of the other big names in that bracket). the arrangement ran fine for a while, with clean monthly invoices coming through and no employee complaints reaching us, so we'd come to think of the EOR as a proper buffer between us and the employer-side risk overseas. back in February the employee raised a grievance about a pay calculation, and once we asked the EOR to investigate it became clear they had been miscalculating his statutory holiday entitlement and underpaying pension contributions since the start of the engagement, with the shortfall coming to around 8K euros across both. the amount isn't huge in the grand scheme, but the employee is now formally disputing it and our EOR has gone effectively silent on us, with their UK account manager not returning calls and the rest of the team unreachable. our master agreement gives us some remedies on paper but I have no idea how to enforce them in practice, and I don't know whether the right UK route is the small claims court or whether there's some regulator we should be approaching first. is there a regulator or ombudsman for EOR providers in the UK, or am I better off just briefing a solicitor and going at them under contract law? Any guidance is hugely appreciated.

# Communications Officer [United for Global Mental Health](https://www.charityjob.co.uk/organisation/united-for-global-mental-health) Remote £35,534 per year Full-time Contract ( 2-year contract, renewable) Job description **Role:** Communications Officer **Reporting to:** Head of Communications **Hours:** Full-time, 37.5 hours per week **Location:** Remote (UTC-4 to UTC+5) (with some international travel for events) Candidates must be located within ±4 hours of the UK timezone (GMT/BST) to ensure sufficient team crossover. **Closing date:** 9am (UK time) on Monday 13th July. **The opportunity** We are seeking a structured and proactive Communications Officer to play a vital role in the day-to-day delivery of our global communications. From managing our content calendar and compiling email campaigns to updating website content, you will support our small, dynamic team in continuously improving the quality, impact, and consistency of our outputs for United for Global Mental Health (UnitedGMH) and the Global Mental Health Action Network (GMHAN).  **About Us** United for Global Mental Health is dedicated to creating a world that enables good mental health for all. We draw on our expertise in policy, advocacy, and financing to work with organisations who share our commitment to driving mental health up the political agenda - and securing additional funding for mental health at national and global level. We founded and act as the secretariat for the Global Mental Health Action Network, an open coalition of mental health professionals of over 10,000 individuals and organisations across 170 countries.  **About you**  Our ideal candidate is a dependable, detail-oriented communicator who genuinely enjoys the practical delivery of communications outputs. You are highly organised, skilled at managing multiple tasks, and comfortable keeping the gears of a busy communications function turning. You understand how to tailor messaging for diverse global audiences and geographies. Ideally, you bring experience working within an international non-governmental organisation (INGO) or global health context. **The role**  **Key components of the role include:**  * Social media content development - collaborate with internal subject specialists to produce consistent and frequent on-brand written and visual content for social channels, in support of brand and advocacy goals. You’ll use Canva, Adobe Creative Suite and AgoraPulse for this.  * Email - develop, write and send UnitedGMH’s regular email newsletter, working with internal staff to source news, updates and relevant content tailored for email subscribers. * Website development - develop, maintain and update content for the UnitedGMH website - including uploading content and editing pages. * Social media channel and community management - lead on day-to-day management and posting on UnitedGMH social media channels, including LinkedIn and Pinterest. Manage paid social campaigns where required. Use monitoring tools to manage social media comments (organic and paid).  * Brand guardian: Be a steward of the UnitedGMH brand, helping to ensure consistent application of visual identity and tone of voice across all external organisational outputs, maintaining high standards of design. * Monitoring, evaluation, and reporting - create regular analytic reports for social, website and email channels.  * Editorial planning and communications calendar management - lead on the maintenance of the organisation’s communications calendar, ensuring content across channels is planned-in-advance of key advocacy moments.  * Team support - support the communications team through project management, meeting management, processing supplier invoices, keeping journalist lists up-to-date, and other responsibilities where needed.  * Ad-hoc support for the Global Mental Health Action Network - you’ll also provide a supporting function as needed for the GMHAN team, including tasks related to website and social management, plus others where needed.  **Requirements**  * Digital Channel Expertise: Proven experience managing website Content Management Systems (e.g., WordPress, Squarespace), diverse social media platforms, and email marketing software (e.g., Mailchimp). * Exceptional Copywriting: A skilled writer with a track record of crafting engaging copy for varied audiences. Note: We want an authentic writer who cares deeply about the words they craft, rather than someone whose first instinct is to rely on LLMs/AI to generate content. * Editorial Rigour: Strong research and proofreading skills with an uncompromising eye for detail. * Organisation & Delivery: Highly organised with experience providing team administrative support and the ability to prioritise a busy workload under tight deadlines. * Tools & Systems: Comfortable utilising digital project management and collaboration tools (e.g., Trello, Google Drive). * Mission Alignment: A genuine interest in global mental health, international development, and political advocacy. * Interpersonal Skills: Strong relationship management skills, with the flexibility to work effectively with a globally distributed team. * Travel: Willingness to travel internationally to support at global events up to 5 times per year for up to a week at a time.  **Desirable**  * Experience working in an advocacy / international NGO environment within a fast-paced globally distributed staff team * Demonstrable experience in working with journalists * Additional language skills (note the position requires fluent English) *Unfortunately, we are not able to recruit team members in the following countries/regions: Afghanistan, Belarus, Central African Republic, Cuba, Democratic Republic of the Congo, Iran, Iraq, Libya, Myanmar (Burma), North Korea, Russia, Somalia, South Sudan, Sudan, Syria, Ukraine (specifically the occupied regions of Crimea, Donetsk, Kherson, Luhansk, and Zaporizhzhya), Venezuela, Yemen, and Zimbabwe.* For non-UK candidates: Please note that you would be hired via Deel as an Employer of Record. **Interviews:** Interviews will be conducted remotely. There will be 2 interview rounds and a task to complete. **How to apply:** To apply, please submit your cover letter, outlining how you meet the required competencies, and a CV, via the Charity Job site. [Apply here.](https://www.charityjob.co.uk/jobs/united-for-global-mental-health/communications-officer/1073747)

[](https://www.charityjob.co.uk/jobs/united-for-global-mental-health/multimedia-producer-brand-and-content-/1073750#) # Multimedia Producer (Brand and Content) [United for Global Mental Health](https://www.charityjob.co.uk/organisation/united-for-global-mental-health) Remote £47,333 per year Full-time Contract (2-year contract, renewable ) **Multimedia Producer: Brand & Content role** **Level:** Senior Officer **Line Management:** None **Reporting to:** Head of Communications **Contract type/length:** 2-year contract, renewable  **Hours:** Full-time, 37.5 hours per week **Location:** Remote (UTC-4 to UTC+5) (with some international travel for events) Candidates must be located within ±4 hours of the UK timezone (GMT/BST) to ensure sufficient team crossover. Closing date: 9am (UK time) on Monday 13th July. **The Opportunity** Join United for Global Mental Health as our Multimedia Producer and help drive the global mental health agenda forward. In this new role, you will be the bridge between our evidence-led policy work and what our key audiences see and feel, by crafting content that influences and moves them. You will lead the creation of bold, professional-grade multimedia assets that amplify our advocacy and help to secure funding. If you are a creative storyteller driven to make mental health advocacy unforgettable, we want to hear from you. **About Us** United for Global Mental Health is dedicated to creating a world that enables good mental health for all. We draw on our expertise in policy, advocacy, and financing to work with organisations who share our commitment to driving mental health up the political agenda - and securing additional funding for mental health at national and global level. We founded and act as the secretariat for the Global Mental Health Action Network, an open coalition of mental health professionals of over 10,000 individuals and organisations across 170 countries.  **About You** This is a high-impact role designed to serve as UnitedGMH’s and GMHAN’s in-house creative engine. Following the development of our new Communications Strategy, this position will focus on producing bold multimedia content. You will be responsible for elevating the visual identity of the organisation, ensuring that our evidence-led advocacy is translated into world-class video, data visualisation, and graphic design that captures the attention of global decision-makers, advocates and donors. **Key Responsibilities** **1. High-End Video & Audio Production** **Signature Podcast:** Lead the end-to-end production of the new UnitedGMH ‘podcast clips’ always-on product, including recording, editing, and the creation of high-quality "social-first" video clips. **Staff Commentary and Thematic Films:** Coach and directly film UnitedGMH experts and partners to produce professional, timely commentary and thematic films that cement our reputation as sector leaders.  **Field Storytelling:** Capture and edit evergreen Global Mental Health Action Network (GMHAN) member stories and policy case studies during global advocacy moments (e.g., World Health Assembly, UN General Assembly) to build a powerful library of movement-building content. **2. Graphic Design & Data Visualisation** **Evidence Translation:** Work closely with policy leads to turn complex data into bold visualisations that make mental health statistics instantly understandable and moving.  **Brand Guardianship:** Act as the lead designer for UnitedGMH assets, including reports, to ensure digital assets consistently meet a "memorable thought leader" standard. This role requires a high-quality design track record utilising professional design software (e.g., Adobe Creative Suite); we are seeking an original creator, not a ‘Canva designer’. **Donor Communications:** Create bespoke, high-quality creative assets for major donor and partnership moments (e.g., Wellcome, Pinterest, lululemon). **3. Digital Growth & Website Optics** **Always-On Paid Ads:** Design, test, and deliver creative assets for "always-on" paid advertising campaigns across platforms such as Meta and LinkedIn to drive GMHAN network growth, advocacy awareness, and donor prospecting. **Website Upheaval:** Lead on the visual "optics" and user experience (UX) of the UnitedGMH website, ensuring it functions as a high-performing advocacy hub. **Channel Innovation:** Support the Comms Officer and Comms Advisor in creating visually engaging content for the workstreams they deliver. **Competencies & Skills** * **Multimedia Expertise:** Advanced proficiency in video editing (e.g., Premiere Pro, CapCut), audio production, and the Adobe Creative Suite (After Effects, Photoshop, Illustrator, InDesign). * **Creative Translation:** The ability to take "dry" policy evidence and transform it into a compelling visual narrative that triggers action. * **Strategic Targeting:** Understanding how to tailor creative content for specific high-level audiences, including government ministers and global health journalists. * **Self-Starter Output:** Able to manage a high-volume production schedule and deliver high-quality products with limited supervision, sometimes while travelling for global events. * **Travel:** Willingness to travel internationally to support at global events up to 5 times per year for up to a week at a time. * **Technical Proficiency:** Experience with podcasting platforms (e.g., Riverside) and paid social ad platforms. * **Dynamic Adaptability:** Comfortable operating in a fast-paced, fluid environment with evolving processes and shifting priorities. We are a globally-distributed, collaborative, friendly team, but we move quickly and organically; you will thrive if you enjoy working across multiple projects simultaneously, building relationships with various stakeholders, and bringing creative structure to a busy, fast-moving landscape. **Nice to have** * **Motion Graphics:** Experience in professional motion design and animation to bring static data, reports, and digital campaigns to life. * **Sector Expertise:** Demonstrable experience delivering high-quality communication materials specifically related to international development, global advocacy, global health and/or mental health. * **Ethical Content Production:** A clear track record of remotely commissioning and managing local photographers and videographers for global event coverage and case study collection, strictly adhering to ethical communication and informed consent principles. * **Additional language skills:** Note this position requires fluent English. *Unfortunately, we are not able to recruit team members in the following countries/regions: Afghanistan, Belarus, Central African Republic, Cuba, Democratic Republic of the Congo, Iran, Iraq, Libya, Myanmar (Burma), North Korea, Russia, Somalia, South Sudan, Sudan, Syria, Ukraine (specifically the occupied regions of Crimea, Donetsk, Kherson, Luhansk, and Zaporizhzhya), Venezuela, Yemen, and Zimbabwe.* For non-UK candidates: Please note that you would be hired via Deel as an Employer of Record. **Interviews:** Interviews will be conducted remotely. There will be 2 interview rounds and a task to complete. **How to apply:** To apply, please submit your cover letter, outlining how you meet the responsibilities and candidate profile, and a CV, via the Charity Job site. [Apply here.](https://www.charityjob.co.uk/jobs/united-for-global-mental-health/multimedia-producer-brand-and-content-/1073750)

I recently joined a remote-first startup with US origins — the team’s spread across the world. My pay comes through Deel, and so far the only document I’ve received is the contractor agreement they sent at the very beginning through Deel. For folks who’ve worked with Deel or on foreign contracts: what other documents should I be asking them for? Want to make sure I’m not missing anything important for taxes, records, or proof of income down the line. For context, I’m based in India and leaving a salaried job to do this.

saw a few repeated threads here on entity setup for the first hire, so i figured I'd weigh in with what I've been seeing on my side. i've been doing M&A advisory across Europe for 4 years and I see the same thing every time a US company hires their first European employee. US founders reach for a US EOR like Deel or Remote and ship the hire through it, pushing the entity question to later. Meanwhile European founders expanding into the US at the same stage open a local subsidiary on day one. they don't even consider EOR, and when I bring it up they look at me like I suggested running payroll out of a spreadsheet. thing is, the problem isn't lack of options, european EORs like Workmotion exist and handle EU compliance cleaner than the US providers do. at first I thought it was just regulatory familiarity, since Europeans grow up around their own labor law and don't fear it the way Americans do, and yet I've seen European founders set up entities in Brazil, India, and Singapore where they have zero local expertise, but they still set up an entity and won't touch EOR. it comes down to two things I think… first, European founders treat the local subsidiary as a credibility signal to the local market, since you can't sell b2b in Düsseldorf with an Estonian-flag employer-of-record on every employee's payslip. second, European tax and accounting culture treats entity overhead as standard cost of doing business in a way US founders don't, with statutory accounting fees, compliance audits, and minimum capital requirements all expected. the result is two very different ways of expanding, with American startups running on US-based EOR platforms for fast hires, while their European competitors are sitting on 6-12 local entities with full payroll, HR, and legal setup. the European playbook just makes more sense, yet US founders default to American Deel when European EORs like Workmotion sit right there for founders who need one.

Over the past few years working as a manager and handling more than 40 people in a team in a startup. I started to feel the need of some system to be in place where the employees can request for leaves, track attendance, raise issues, and even manage the contracts. We were using normal things like OnDrive, Sheets, and Slack for communication. I used to receive all these requests on Slack, and it was really difficult for me to manage them. At the times when a dispute occurs it was difficult for me to prove my point since I was not maintaining or tracking anything carefully. Yes their were options for me to use, like Deel or Ripling, but at that time they were costly and complex, their are features that I still don't need from them. Thus, I ended up creating Simple Attende. A platform designed for simplicity, providing minimal features that help your startup run. Currently, it offers features like 1. Attendance Management 2. Leave Management 3. Employee Dashboard 4. Payroll Management 5. Salary Calculations and Reports 6. Sending Warnings to Employees 7. Email Notification Flow I really love the feature of sending the warnings, as I am not showcasing myself here; it's the warning they receive based on their performance. By the end of the month, the person who has the most warnings is the one we try to question. Earlier, I used to handle these things and end up fighting with everyone over their issues. I've launched my product for early users. Please feel free to try it and share your views: [https://www.simpleattende.com/](https://www.simpleattende.com/)

Over the past few years working as a manager and handling more than 40 people in a team in a startup. I started to feel the need of some system to be in place where the employees can request for leaves, track attendance, raise issues, and even manage the contracts. We were using normal things like OnDrive, Sheets, and Slack for communication. I used to receive all these requests on Slack, and it was really difficult for me to manage them. At the times when a dispute occurs it was difficult for me to prove my point since I was not maintaining or tracking anything carefully. Yes their were options for me to use, like Deel or Ripling, but at that time they were costly and complex, their are features that I still don't need from them. Thus, I ended up creating Simple Attende. A platform designed for simplicity, providing minimal features that help your startup run. Currently, it offers features like 1. Attendance Management 2. Leave Management 3. Employee Dashboard 4. Payroll Management 5. Salary Calculations and Reports 6. Sending Warnings to Employees 7. Email Notification Flow I really love the feature of sending the warnings, as I am not showcasing myself here; it's the warning they receive based on their performance. By the end of the month, the person who has the most warnings is the one we try to question. Earlier, I used to handle these things and end up fighting with everyone over their issues. I've launched my product for early users. Please feel free to try it and share your views: [https://www.simpleattende.com/](https://www.simpleattende.com/)

I spent the last few years managing a team of over 40 people at a startup. It did not take long to realize we needed a real system for things like tracking attendance, requesting time off, and managing employee contracts. At the time, we were just using OneDrive, Google Sheets, and Slack. Every single request ended up in my Slack messages, and it became impossible to keep up. When an issue or a disagreement came up, it was really hard for me to prove what actually happened because I was not tracking anything carefully. I looked at big platforms like Deel or Rippling, but they were way too expensive and complicated. They had a ton of features that I just did not need. So, I built Simple Attende. It is a super simple platform with just the basic tools you need to run your startup. right now, it handles: * Attendance and time off tracking * A simple dashboard for employees * Payroll, salary calculations, and reports * Automated email notifications * Employee performance warnings * Email Notifications * Leave Management The warning feature is actually my favorite. It takes the emotion out of managing people. Instead of me getting into arguments with employees about their work, the system automatically sends a warning based on their performance. At the end of the month, we look at the data, and the people with the most warnings are the ones we sit down to talk with. It stopped me from fighting with everyone over everyday issues. I just launched the product for early users. I would love for you to try it out and tell me what you think at [https ://www.simpleattende.com/](https://www.simpleattende.com/)

Over the past few years, I have been working as a manager and handling more than 40 people in a team in a startup. I started to feel the need of some system to be in place where the employees can request leave, track attendance, raise issues, and even manage the contracts. We were using normal things like OnDrive, Sheets, and Slack for communication. I used to receive all these requests on Slack, and it was really difficult for me to manage them. At the times when a dispute occurs it was difficult for me to prove my point since I was not maintaining or tracking anything carefully. Yes their were options for me to use, like Deel or Ripling, but at that time they were costly and complex, their are features that I still don't need from them. Thus, I ended up creating Simple Attende. A platform designed for simplicity, providing minimal features that help your startup run. Currently, it offers features like 1. Attendance Management 2. Leave Management 3. Employee Dashboard 4. Payroll Management 5. Salary Calculations and Reports 6. Sending Warnings to Employees 7. Email Notification Flow I really love the feature of sending the warnings, as I am not showcasing myself here; it's the warning they receive based on their performance. By the end of the month, the person who has the most warnings is the one we try to question. Earlier, I used to handle these things and end up fighting with everyone over their issues. I've launched my product for early users. Please feel free to try it and share your views: [https://www.simpleattende.com/](https://www.simpleattende.com/)