Services
Pick the piece you need. Most clients start with Employer of Record and add payroll, sourcing or entity setup as the India team takes shape.
01 · Core service
You choose the person. We employ them.
Kokoro Vision LLP signs the employment agreement, runs the payroll, holds the statutory registrations and takes on the employer's liability. Your relationship with the person is a working one — you set priorities, review output and decide on increments. Ours is the legal one.
02
For genuine independents — engaged so they stay independent.
Indian authorities look at substance, not the label on the contract. If a "consultant" works fixed hours, uses your systems, reports to your manager and bills the same amount every month, the arrangement can be recharacterised as employment — with back-dated provident fund, interest and damages attaching to it.
We contract with the professional ourselves, on scope-and-deliverable terms, and run four checks before every payout: that the engagement is genuinely independent, that the GST position is right, that TDS under section 194J or 194C has been deducted at the correct rate, and that the invoice matches the work actually delivered.
Where the review shows the relationship is really employment, we say so and price the conversion to EOR. That conversation is uncomfortable once; the alternative is uncomfortable for years.
03
You keep the entity. We take the monthly run.
For companies that already have an Indian subsidiary and want the payroll and compliance calendar off their plate. We work on your registrations, in your name, and give you a monthly pack showing every computation, challan and acknowledgement.
04
Money into India, documented the way a bank wants it.
Inward remittances into India need a purpose code, an underlying agreement and a paper trail. We set that up once and then it runs quietly: you are invoiced in your home currency, funds land against the services agreement, and the FIRC and e-BRC are collected and filed.
The fee and the FX margin are shown as separate lines on every invoice. If the rate we get is better than quoted, the difference is yours.
05
Send a role brief. Get candidates ready to sign.
Hiring in India from another time zone is mostly a filtering problem. We screen for the things a résumé hides — notice period, counter-offer risk, real ownership on the last project, English fluency in a live call — and send you a shortlist of four or five, not forty.
We benchmark the salary against the city and the level before you make an offer, so the number lands right the first time. Candidates you select move straight into EOR onboarding with no second vendor and no second contract.
Functions we recruit for: software engineering and QA, data and analytics, finance and accounting, customer support and success, operations, and back-office roles for global capability centres.
06
The point of a good EOR is knowing when you should leave it.
Past roughly twenty-five employees, or once India becomes where your product is built rather than supported, your own subsidiary usually wins on cost and control. We handle that transition rather than resisting it.
Describe the role in two lines. We will tell you whether it is EOR, contractor or your own entity — and why.