Thriver CP is a global Employer of Record (EOR) and HR services provider specializing in seamless international hiring and management, with a strong focus on Latin America (LATAM). Founded in 2025 and built on 18 years of expertise from our parent company GSE, we help businesses hire without borders and grow without limits. We handle payroll, compliance, onboarding, benefits, and more—all under one roof—to simplify global expansion while ensuring full compliance and transparency.

Switching Employer of Record (EOR) providers is a common step for businesses seeking better compliance, cost savings, or personalized support—especially when partnering with Thriver CP, where we offer in-house, non-outsourced compliance and PEO-like back-end services for seamless LATAM and global operations. The process typically involves offboarding from your current provider, securely transferring data, and onboarding with Thriver CP to ensure continuity in payroll, benefits, and employment terms. Based on industry standards, this can take 2-8 weeks, depending on team size and countries involved.

Thriver CP’s team, including compliance experts, will guide you through every step to minimize disruptions. We specialize in LATAM (e.g., Mexico) but handle global needs compliantly without tech-heavy integrations, focusing on human-centered transitions. Here’s a step-by-step guide tailored to your situation, drawing from best practices used by providers like Deel and general EOR migrations.

Step-by-Step Guide to Transfer Your Team

1. Assess and Plan the Transition (1-2 Weeks) Evaluate your current setup: Review employee contracts, payroll cycles, benefits, and compliance needs. Identify any gaps (e.g., Deel’s tech focus vs. Thriver CP’s in-house compliance).
   • Action with Thriver CP: Schedule a free consultation via our booking link. We’ll create a customized timeline, assess transfer feasibility, and estimate costs (transparent, no hidden fees).
   • Tip: Notify your current provider in writing per their terms (e.g., 30-60 days’ notice for Deel or Remote). Aim to align the switch with the end of a pay cycle to avoid disruptions.
2. Offboard from Current Provider (1-3 Weeks) Initiate termination of EOR contracts while ensuring legal compliance. This varies by provider:
   • Deel: Use their platform to offboard—select the employee, set end date (one day before new start), and handle final payroll/severance. Settle invoices and request data export (personal details, payroll history).
   • Remote: Log in as admin, navigate to the employee’s profile, select “Offboard employee,” and input details like notice period and final payments. They guide through a 4-step flow for compliance.
   • Oyster: Coordinate with their specialists for contract closure; they emphasize employee-centered offboarding to maintain morale. Request records via their support team.
   • Papaya Global: As a payroll-focused EOR, contact their compliance team for termination; they handle cross-border payments, so finalize any outstanding transfers.
   • Other Providers (e.g., Multiplier, Velocity Global): Follow their offboarding portal—typically involves notice, final pay, and data request. Consult local laws for notice periods (e.g., 1-3 months in LATAM).
   • Thriver CP Support: We’ll liaise with your current provider to streamline this, ensuring no double obligations.
3. Secure Data and Document Transfer (Ongoing, 1-2 Weeks) Transfer employee records (contracts, payroll history, benefits info, tax docs) compliantly, adhering to GDPR/CCPA or local privacy laws.
   • Use encrypted channels; Thriver CP verifies completeness before import.
   • Key Documents: Employment agreements, ID proofs, pay stubs, severance calculations.
   • Compliance Note: Thriver CP’s in-house legal team reviews for LATAM-specific risks (e.g., Mexican labor laws), preserving seniority dates to avoid probation resets.
   • Tip: Back up data independently. For Deel/Remote users, export via CSV; Oyster/Papaya often provide automated exports.
4. Onboard with Thriver CP (1-2 Weeks) We’ll create new EOR contracts under Thriver CP as the legal employer, maintaining terms (or improving them, e.g., same-day payments).
   • Employees sign digitally; we handle onboarding, benefits setup (health, savings plans), and payroll integration.
   • No entity setup required—ideal for U.S. firms expanding to LATAM.
   • LATAM Focus: For Mexico/Canada teams, we provide migration assistance and risk mitigation at no extra cost.
   • Test a “parallel run” (e.g., mock payroll) to confirm accuracy.
5. Communicate and Support Employees Throughout Transparency builds trust—inform your team early via email/meetings: Explain the switch (e.g., “Enhanced compliance and faster payments with Thriver CP”), timeline, and no changes to pay/benefits.
   • Provide FAQs and a dedicated Thriver CP contact (e.g., our HR team).
   • Post-Transfer: Weekly check-ins for the first month; gather feedback to refine.
6. Finalize and Monitor (Ongoing) Run the first payroll with Thriver CP, then review for issues. Track metrics like retention and cost savings (often 20-30% lower via our in-house model).
   • Legal/Finance Check: Consult experts for any transfer taxes or liabilities—Thriver CP covers compliance.

We provide end-to-end solutions for global workforce management, including:

• Employer of Record (EOR) and Contractor of Record (COR) services for payroll, administration, compliance, onboarding/off-boarding, social benefits, severance, and employee benefits.
• Recruitment and talent acquisition, with a team of 15+ recruiters handling industry-agnostic roles like accountants, software engineers, and assistants—offering finder’s fees or full-service options.
• Flexible shelter and legal services, such as migration assistance (visas, permits, relocation), tax planning, risk mitigation, and enterprise operations management, particularly for Mexico. All services are managed in-house for efficiency and cost savings.

Compliance is our top priority. We handle everything internally with a team of legal experts who proactively monitor and adapt to changing international labor laws, tax regulations, and risks. Unlike many providers, we don’t outsource compliance, which eliminates delays, inflated fees, and third-party complications. Our tailored frameworks ensure bulletproof adherence to global standards, especially in LATAM, helping you avoid surprises and focus on growth.