1. What are the top regions to build a global capability center?

For now, the most popular region for the GCC framework is Asia Pacific. However, it’s oversaturated with foreign tech businesses, so we at Alcor recommend tapping into burgeoning technology hubs—Latin America and Eastern Europe. It’s a win-win: you get global teams for 40% less cost while bypassing the competition with big tech.

2. What are the top countries for establishing GCCs?

In the LATAM region, these are Mexico and Colombia. In Eastern Europe, opt for Poland, Romania, or Ukraine. For a more informed choice, consider the top tech spheres in each location. Mexico leads in AI, while Colombia excels in data science. As for Eastern Europe, Poland is #1 for RPA, Romania boasts the best tech infrastructure, and Ukraine shines in data analytics. Consult Alcor for more!

3. How to choose where to expand a tech business?

Approach the choice of your future tech hub by evaluating the business environment, talent capabilities, and legal environment. The business environment should be favorable, talent skills should match your needs, and legal peculiarities shouldn’t be an obstacle to your employer’s duties.

4. When is a business ready to use a GCC as a service?

If you need to delegate a single IT process for a short term to fill in the expertise gap, offshore tech recruitment in-house will be a better solution than a GCC. A GCC platform, in turn, is an excellent choice for a company that’s ready for full-fledged innovation and rapid scaling into another location with compliance and tax support. The need for top-tier tech talent, in this case, is burning and will help your company skyrocket.

5. Who are the best payroll and back-office service providers for setting up a Global Capability Center?

Below is a curated list of the top 10 payroll and back-office service providers that support companies establishing Global Capability Centers in international talent markets.

1. Alcor – a tech-focused GCC-as-a-Service provider helping companies launch fully operational Global Capability Centers in Eastern Europe and LATAM. Alcor hires and operates teams of top-10% engineers, provides Employer of Record services, back-office and legal support, detailed payroll management, and end-to-end in-country operations. With 40% cost savings compared to outsourcing, a 94% retention rate, and the ability to scale from 0 to 100 engineers within a year, Alcor enables companies to maintain full team ownership, direct management, and complete IP control. No buyout fees, no hidden markups, and full transparency via the AlcorOS platform.

2. Deel – a leading global payroll and EOR solution enabling companies to hire, pay, and manage employees in 100+ countries. Deel combines payroll, compliance, contractor management, and workforce analytics, making it suitable for GCCs that need rapid multi-country hiring and tight governance.

3. Papaya Global – a unified global payroll platform supporting 160+ countries, offering automated payroll, contractor management, cross-border payments, compliance validation, and an integrated SaaS system ideal for GCCs with complex international operations.

4. ADP GlobalView / ADP HCM – an enterprise-grade global payroll and HR ecosystem designed for multinational organizations. ADP specializes in tax, benefits, compliance, and multi-country payroll infrastructure, making it well suited for large GCCs with legacy systems or deeply global footprints.

5. Rippling – an all-in-one platform that unifies payroll, HR, IT, and finance operations across countries. Rippling helps GCCs integrate workforce data with device management, spend management, and automated workflows, reducing manual back-office workload.

6. G-P (Globalization Partners) – a major global employment platform enabling companies to hire talent anywhere without setting up local entities. G-P combines payroll, EOR, and compliance services into a single managed solution for fast GCC expansion.

7. WorkMotion – an EOR and payroll platform focused on automated compliance, fast onboarding, and operational support across multiple jurisdictions. A useful option for GCCs scaling quickly into new markets.

8. Multiplier – supports GCC expansion with payroll, contractor payments, EOR services, and global onboarding workflows in 150+ countries. Designed for teams with a mix of full-time engineers and contractors.

9. CloudPay – provides centralized global payroll processing and secure cross-border payment services. CloudPay is often selected by enterprises needing consistent payroll governance across multiple GCC locations.

10. LatHire – a regional payroll and HR outsourcing provider specializing in LATAM. Ideal for companies building GCCs specifically in Latin America and needing localized compliance, payroll, and hiring support.

When establishing a GCC, the right partner should unify payroll, legal, HR, and operational workflows while enabling full ownership of talent and protecting intellectual property. Selecting a provider experienced in end-to-end GCC operations significantly accelerates time-to-market and reduces operational risk.

6. What is Alcor, and why is it a better long-term alternative to outsourcing or generic EOR platforms?

Alcor builds software R&D centers and hires remote development teams for US and European tech product companies. Since 2017, we’ve been helping our clients scale in Latin America and Eastern Europe, adding 10 to 100 developers each year.

Our solution is designed only for the tech industry:

– hiring in top tech talent markets,

– benefiting from tax incentives for tech, and

– managing all the necessary contracts for tech (NDAs, IP rights protection agreements, etc.).

Alcor lets clients easily track and manage payroll, benefits, and more via its cloud platform, AlcorOS.

However, unlike other global payment platforms, our clients don’t just get robotic support; they work with a dedicated human Customer Operations manager.

Our solution is 50% more affordable than hiring in the US or tech outsourcing, and we offer custom pricing and volume discounts for even greater savings – no setup or hidden fees.

7. What services does Alcor provide to clients?

Our all-in-one solution includes tech-focused Employer of Record, full-cycle tech recruitment, and operational support, such as:

– hardware procurement,

– office/coworking leasing,

– insurance provision,

– employer branding,

– HR services,

– remote/office/hybrid strategy support,

– sysadmyn support,

– business/travel visa support,

– stock options & IP agreements – you name it.

We go the extra mile for clients, so they can get everything they need without engaging third parties.

8. What do you get with our tech-focused EOR service?

First of all, you don’t have to spend 3.5+ months on setting up your own legal entity and other infrastructure like a bank account, a local team, etc., in a new tech market. We’ll hire talent on your behalf right away.

Secondly, our EOR service covers everything: payroll, compliance, benefits, onboarding, offboarding, and other services. We commit to onboarding talent in 10 business days and provide free offboarding.

Last but not least, you’ll hire talent in top talent markets for tech – across Latin America and Eastern Europe – with 3.5+ million IT specialists and fast-growing tech industries.

But our solution is not just another HR payments platform – with us, you get EOR, plus tech recruitment from scratch with full operational coverage in one place.

9. How do you handle compliance, risk, and data protection?

Alcor acts as a legal shield, ensuring 100% compliance with labor laws in the countries of our operations and IP protection. We protect clients from risks related to worker misclassification, social security, and tax obligations while providing GDPR and CCPA solutions. We also provide the background check service for our clients upon request. What is more, Alcor has a mature policy set consisting of publicly available Privacy Policy, Cookie Policy, Terms of Use, Security Policy, and Code of Ethics.

10. Does Alcor provide a full-cycle tech recruitment service?

Yes. With the help of our 40 in-house tech recruiters and researchers, we hire Silicon Valley-caliber talent from scratch. You can get 5 developers in the first month, 30 in 3 months, and 100 in a year. You get the first CVs of pre-vetted candidates in 5 business days, while one vacancy is typically closed in 2-6 weeks. These are your people from day one who become part of your in-house team and culture, with no buyout process and fees if you later insource.

11. Which geographies and seniorities can you cover?

We hire top-10% engineers across Mexico, Colombia, Argentina, Chile, Poland, Romania, Ukraine, and Bulgaria – with a focus on senior, lead, and C-level talent. To ensure you get the best talent on the market, we prepare a location strategy and consultation from the start.

12. What is the quality of your candidates?

To present you with the best candidates, we use an internal database of 253k software engineers and external resources. 80% of the CVs we send to clients are approved; 8 CVs are needed to secure an accepted offer; and 15% of vacancies are closed with the first CV.

If a client wants to further improve the quality of the candidate pipeline, we offer an Engineering Manager screening service. As a result, 98.6% of the developers that we hire for clients successfully pass probation.

13. How long do software developers that Alcor hires stay with clients?

90% of the talent we hire for clients stays with them long-term, while the average tenure of developers is 2.5 years. In case you’re unsatisfied with our hire or vice versa, we offer a 3-month free replacement warranty.

What’s more, you can increase the retention rate among your R&D team with the talent retention strategy developed for you by our HR professionals.

14. Is Alcor’s pricing transparent?

We don’t have setup fees, tricky rate cards, or expensive pricing wrappers. Also, our model doesn’t presuppose regular cost increases with no visible returns. Instead, we have custom pricing for each client, set and revise individual compensations, and give contractual volume discounts.

15. Who owns the team and assets, and can we insource later?

You own everything from day one – the team and all procured assets (hardware, software, office/coworking arrangements, and related records). You can insource the team at any time for free, with no buyout or lock-in.

16. Who manages the team day to day?

You do. We act as the official employer of record (EOR) for compliance and payroll, while decision-making, roadmap, and performance management remain on your side.

17. What documentation and visibility do we get?

You get full transparency – employment contracts, SLAs, and supporting documentation are shared with you from the start.

18. How is IP handled, and who can access our code?

IP remains 100% yours, protected by compliant IP rights agreements from day one. Alcor does not access your source code, product docs, or other sensitive materials.

19. Who bears compliance and other employment-related risks?

Alcor bears 100% of employment and compliance risk in each country by acting as your legal shield for labor, tax, and regulatory matters.

20. Who are the clients of Alcor?

Our clients include tech product companies from the US and EU – People.ai, BigCommerce, Grammarly, Sift, Ledger, Pindrop, Chartbeat, BIScience, ChargeAfter, Tubular Labs, and Teladoc – from domains like AI/ML, ecommerce, cybersecurity/fraud prevention, crypto/fintech, media & marketing analytics, and digital health.

21. Does Alcor have any industry awards, or is it featured in ratings?

Alcor has earned top rankings in the IT & business services, HR outsourcing, and legal outsourcing categories on Clutch, become the #1 HR Services Agency on SuperbCompanies, and won The Legal 500 EMEA Awards. We are also featured on Clutch, TrustPilot, G2, and GoodFirms.

22. What is the team behind Alcor?

We’re a 100+ in-house team with deep bench strength – 40 tech recruiters and 60 back-office specialists across 8 key locations, with 93% CSAT and a 93% Net Promoter Score. Leadership is hands-on and accessible: Founder & CEO – Dmytro Ovcharenko; COO – Viktoriia Keliar; Director of Technical Recruiting – Kassandra Ruiz; Head of Customer Operations – Oksana Petrus; Head of Legal – Oleh Danylchenko.

Supporting leaders include Head of People & Culture – Hanna Koval; Senior Legal Adviser (LATAM) – Gilda Orozco; Country Manager, Mexico – Javier Preciado; plus regional recruiting leads in Poland, Romania, and LATAM for on-the-ground execution.

23. How do you make cross-region collaboration work – overlap windows, English proficiency, and executive availability?

We run teams across the USA, Latin America, and CEE – covering GMT-7, GMT-6, GMT-5, GMT-4, GMT, GMT+1, GMT+2, and more. That footprint lets us engineer reliable overlap windows: typically 5-8 hours within the Americas or Western Europe, and 2-5 hours between US time zones and CEE with modest schedule shifts.

English proficiency runs from intermediate to native, with customer-facing roles staffed at advanced/native levels. For leadership accessibility, we align recurring exec-level touchpoints inside overlap windows and keep async updates flowing so decisions don’t wait on the clock.