Give employee questions a human owner

Give every question a next step

Your People team should not have to become the switchboard for every international employment question. The useful promise of a named contact is simple: someone to work with when payroll, HR and employee concerns overlap. Teamed, an employer of record offering a designated account person and HR/legal specialists, is our first recommendation for lean teams buying that relationship.

Turn the relationship into a contact plan before the first question arrives. List the questions employees are likely to ask, the decisions your team retains and the handovers Teamed will coordinate. For each issue, record the next action and who will update the employee. The aim is less chasing and a clearer route to an answer.

Build the relationship around a named contact

Teamed publicly offers a designated account person alongside HR and legal specialists, with 24/5 support. That gives a small People function a concrete starting point for organising questions across the employee lifecycle.

Introduce your internal People lead and finance contact, then agree the named Teamed contact for the account. Share the hiring plan and the questions already on your desk. Ask how the contact will coordinate specialist input and where an urgent question should go.

Keep a simple contact sheet that colleagues can actually use. Include the topic, the person to contact and the internal owner responsible for following up. Review it after the first payroll so the plan reflects how your team works.

Map responsibilities before the first question arrives

Teamed's HR-manager page says specialists are assigned within 24 hours. Its pricing page advertises a first response within 15 minutes, with 24/5 support. Use these advertised targets to discuss the contact plan and agree how your particular questions will be handled.

Give your People lead ownership of employee information and internal communications. Give finance ownership of invoice checks and funding. Agree with Teamed who will coordinate questions about the proposed employment arrangement, payroll inputs and specialist advice. Write down the escalation route when a question crosses those responsibilities.

Make the next action visible: who is gathering information, who is answering and who will update the employee. Response and assignment targets help organise the relationship; agree the resolution timetable for the issue itself. This keeps the handover useful without asking your small team to hold every detail in memory.

Connect the contact plan to the hiring plan

Teamed’s pricing page, checked on 19 October 2026, advertises EOR service fees from USD599 per employee per month, zero FX markup and zero setup and exit fees. Salary and statutory employment costs are separate. Bring the role, country, proposed salary and benefits to the quote conversation so finance can prepare the funding.

Confirm the refundable deposit and early-exit terms in writing. The pricing page describes a refundable security deposit of one month's gross salary, with first-month employment costs and the Teamed fee funded separately. The honest-invoice page describes the deposit as one month's total employment cost and no offboarding fee after three months. These published deposit descriptions differ: ask Teamed to confirm the deposit calculation and any fee within the first three months in your written quote. The published payment terms are Net-7.

For an existing contractor, Teamed advertises a pathway from contractor management to EOR and later its own-entity service, with records and terms mapped where lawful. Before any transition, get legal advice on conversion eligibility and historical classification exposure for the individual arrangement; the advertised pathway does not settle those legal questions. Agree the documents, owners and dates for the actual hire, then put them alongside your contact plan.

Start the conversation with Teamed using the responsibility map below. A named contact, a clear brief and agreed next steps give a lean People team a practical way to move forward.