Employer of Record (EOR) providers in Egypt: comparing the top 5 companies
- Gegidze • გეგიძე | Marketing
- Jun 4
- 18 min read
Table of contents:
Introduction
You’ve got someone great lined up in Egypt.
They’re smart, reliable, timezone-aligned, and already speaking fluent product.
And you? You’re stuck Googling “how to hire someone in Egypt without opening a company.”
But your infrastructure?
Not even close.
No local entity.
No clue how payroll works in Cairo.
No idea what happens if you just… wire them the money and hope for the best.
Welcome to the part of global hiring no one wants to deal with, compliance, contracts, and local labor law.
And in Egypt, skipping those steps isn’t just risky, it’s the fastest way to tank a good hire and rack up legal exposure.
That’s why Employer of Record (EOR) services exist.
They let you legally hire tech talent in Egypt without setting up a company, figuring out local payroll, or calling your lawyer every time someone asks for vacation days.
But not all EORs are built the same.
Some look good on paper but slow you down with clunky onboarding.
Some talk about “global coverage” but barely understand Egyptian labor law.
And most? They’re priced like you’ve just closed a $50M round.
This guide skips the fluff and shows you exactly which EOR providers actually work in Egypt, and which ones actually work for you.
We’ll cover:
Who can get your hire legally onboarded fast
What it costs (with real numbers)
Who’s built for startups vs who’s built for bureaucracy
And what questions you need to ask before signing anything
If you’re ready to hire in Egypt without getting buried in compliance chaos, you’re in the right place.
Let’s get moving.
What an EOR does in Egypt (and what they don’t)
If you’re considering hiring in Egypt, let’s be clear:
“Contractor” isn’t a compliance strategy.
You can’t just sign a freelancer agreement, send a wire transfer, and call it legal.
That’s where Employer of Record (EOR) services come in, to do the parts you absolutely shouldn’t.
But not every EOR tells you what they actually do and what they don’t.
So let’s fix that.
What an EOR actually does in Egypt:
1. Legally employs your hire, so you don’t need an entity
When you use an EOR, they become the legal employer on paper.
You still run the day-to-day. You manage performance. You give the direction.
But the EOR handles the backend that makes it official.
That means:
Drafting and signing an Egyptian labor contract
Registering your employee with Egypt’s social insurance and tax authorities
Making sure you’re compliant with Law No. 12 of 2003 (yep, that’s the one)
No guesswork. No personal liability. No “what happens if...” scenarios.
2. Handles payroll, taxes, and social security
Egypt’s payroll isn’t plug-and-play. You’ve got:
Income tax brackets
Employee and employer social insurance contributions
End-of-service benefit calculations
Monthly filings with the Tax Authority and Social Insurance Organization
An EOR handles it all.
You get one invoice. Your employee gets paid on time with everything filed and deducted properly.
3. Provides a local employment contract that actually holds up
Don’t underestimate this.
An EOR provides a bilingual employment agreement (Arabic + English), compliant with local labor law.
That means:
IP and confidentiality clauses that are enforceable
Legal protection for both you and your hire
Clear terms around leave, working hours, and termination
It’s not just a contract, it’s your legal defense if things go sideways.
4. Manages local benefits and termination compliance
Egypt requires:
Paid annual leave (21–30 days, depending on service)
Sick leave, maternity leave, and public holidays
End-of-service compensation
Documented process for lawful termination
An EOR knows the rules and makes sure every step follows them.
So you don’t end up in labor court over a badly timed Slack message.
What an EOR doesn’t do:
Let’s be honest about this, too. An EOR is not:
A recruiter
Your internal HR manager
A culture coach
Someone who handles day-to-day team management
A replacement for your onboarding process or internal tools
You’re still in charge of the people.
The EOR just makes sure you can legally have them on your team.
Why it matters in Egypt
Egypt is a country where employment law is detailed, structured, and taken seriously.
One misstep can mean:
Legal exposure
Back taxes
Invalid IP agreements
Employee disputes, you’re not equipped to handle
A good EOR doesn’t just give you permission to hire.
They give you protection while you grow.
You manage the work.
We handle the structure.
That’s what an EOR really does.
Before you pick a provider: 5 questions that actually matter
If you're remote hiring in Egypt, choosing an EOR provider isn't a checkbox. It's a legal commitment. And if you choose the wrong one, it doesn’t just slow you down, it can cost you money, reputation, and ownership over the work your team builds.
We've seen companies waste months on “global” EORs who barely know how Egyptian labor law works.
We've also seen what happens when a contract doesn’t get translated properly and your IP clause evaporates in court.
So, before you sign anything, ask these five questions.
Your future team (and your legal counsel) will thank you.
1. Do they actually operate in Egypt or just say they do?
This one matters more than most providers want you to realize.
A lot of EOR platforms claim they operate in Egypt.
But behind the scenes? They’re subcontracting to a third-party agency you’ve never heard of, who is drafting your contract, running payroll, and signing on your behalf.
In Egypt, local employment law requires precision:
Arabic contracts
Local tax ID filings
Social insurance registration
Adherence to Law No. 12 (Labor Law) and its amendments
If your EOR isn’t directly managing these things, you’re in a legal grey zone, and you’ll only find out when something breaks.
Ask directly:
“Do you have legal infrastructure and contract control in Egypt, or do you outsource through a local partner?”
If they hesitate, you’ve got your answer.
2. How long does onboarding really take?
Some providers promise 24-hour onboarding.
In Egypt? That’s rarely true unless everything is templated, the role is generic, and no one asks for contract edits.
Real onboarding involves:
Background checks
Bilingual contracts
Legal review
Tax registration
Social security account setup
Payroll system activation
Ask:
“How long does it take from signed offer to legal payroll-ready onboarding in Egypt?”
If the answer is vague or filled with “usually” and “depends,” expect delays.
Team Up? We aim for 7–14 days, fully compliant.
3. Is your pricing fixed or based on my employee’s salary?
A lot of EOR providers will quote you a “low monthly fee,”
… until they ask for your candidate’s salary.
That’s when you find out they’re charging 10–15% of gross pay.
In Egypt, where salaries vary wildly from junior devs to senior PMs, that can mean your EOR fee doubles or triples overnight.
Let’s say you hire a software engineer at €2,500/month:
At 15%, you’re paying €375/month just in EOR fees.
With Team Up, it’s a flat €299. Always.
Ask:
“Is your monthly EOR fee flat, or does it scale with salary?”
And make sure that answer is written in your contract, not just said in a call.
4. Who owns the IP and is it enforceable in Egypt?
This part gets ignored until your lawyer starts asking questions.
If your new hire is building core product, writing backend code, designing UX flows, or managing customer data, you better own the rights to everything they touch.
That means:
A clear IP assignment clause
A locally enforceable contract under Egyptian labor law
Dual-language documentation that holds up in court (yes, it needs to be in Arabic too)
If your EOR is using a cookie-cutter English-only contract with a global clause, that might not mean anything in Egypt.
Ask:
“Can you confirm that your contract includes IP assignment enforceable under Egyptian law and provide the actual clause?”
If they can’t give it to you in writing? Red flag.
5. What happens if we part ways with the employee?
This is where things get real.
Firing someone in Egypt isn’t just flipping a switch. It involves:
Severance payouts
Legal documentation
Government filings
And yes, sometimes even legal mediation
Ask your EOR:
“Can you walk me through a compliant termination in Egypt? What’s the timeline, what documentation is needed, and who handles the filings?”
You want a provider who has done this before, not one who starts Googling after your email.
Top 5 EOR providers in Egypt: Brutally honest comparison
Everyone says they can hire for you in Egypt.
Only a few can actually do it legally, cleanly, and on time.
Some make onboarding feel like procurement.
Others hand your hire off to a local firm without telling you.
Most wrap it all in a friendly UI and hope you won’t ask what happens if there’s ever a compliance issue.
So here’s the part they won’t write on their landing page:
Who’s actually set up to hire in Egypt, and who’s just playing middleman?
We’ve reviewed the top 5 EOR providers who actually serve the Egyptian market.
This is your comparison with zero fluff.
1. Team Up
Startup-ready. Fast. Fully compliant.
Let’s not pretend we’re neutral. We built Team Up because we were tired of watching companies pay too much for too little, and get buried in slow onboarding and vague contracts.
Local Presence: Yes. Your hire is employed under a local entity. We manage compliance, taxes, and contracts.
Time to Onboard: 7–14 days. From signed offer to legal payroll.
Pricing:
Flat €199/month. No salary-based markup. No hidden “service layers.”
Compliance Depth:
Bilingual contracts (Arabic/English), enforceable IP clauses, labor law-compliant offboarding, and all payroll filings.
Support:
Real people. Fast response. No ticket queues.
Best For:
Startups and lean teams that want full compliance, fast onboarding, and clarity, not a dashboard that sends you to a help article.
2. Gini Talent
Strong recruiting engine with EOR as a bolt-on.
Gini Talent combines recruiting with EOR services, especially in tech sectors like IT, healthcare, and finance. Their Talent Score AI tool gives them an edge in talent matching, but the EOR structure plays second fiddle.
Local Presence: Yes, but EOR is offered alongside recruitment. Hiring and managing employees may involve multiple layers.
Time to Onboard: 10–14 days on average.
Pricing: Transparent but customized. May vary depending on role and complexity.
Compliance Depth: Solid for standard hires. Limited visibility into legal structure for edge cases.
Support: Recruiter-led with HR backup. Not EOR-first.
Best For: Companies that want help sourcing + hiring in Egypt, and don’t need fast scale.
3. Mercans
Enterprise-grade EOR with heavy-duty infrastructure.
Mercans is built for companies with global payroll complexity and legal teams who love documentation. You’ll get security, but not speed.
Local Presence: Yes. They operate their own infrastructure and offer end-to-end compliance.
Time to Onboard: 2–3 weeks (longer for custom contracts or senior roles).
Pricing: Quote-based. High-end. Structured more like an audit-ready service than a startup tool.
Compliance Depth: Very strong. Ideal for highly regulated industries or multi-country payroll.
Support: Comprehensive but formal. Don’t expect same-day answers.
Best For: Enterprises, NGOs, or legal-heavy orgs with strict payroll and audit requirements.
4. Horizons
Fast onboarding, lighter structure.
Horizons pushes speed hard, claiming 24–48 hour onboarding. That works if your hire fits a template, but not if you need custom terms or legal support.
Local Presence: Operates through partners. You’re not talking to the employer, they are.
Time to Onboard: 1–3 days for off-the-shelf roles. Add days for anything custom.
Pricing: Mid-tier. Transparent tiers for EOR vs contractor models.
Compliance Depth: Functional, but surface-level. Custom terminations or benefits require escalation.
Support: Fast responses, limited depth.
Best For: Teams who prioritize speed over complexity, and don’t mind limited visibility into local compliance.
5. Africa HR Solutions
Regional powerhouse with insurance perks.
Africa HR Solutions is a serious player across the continent. In Egypt, they focus on stable hiring and add-ons like Unisure life insurance and health coverage, great if your team values employee benefits.
Local Presence: Yes, with strong regional networks.
Time to Onboard: 2–3 weeks, with time built in for insurance opt-ins and setup.
Pricing: Custom quotes. Moderate-to-premium depending on benefits offered.
Compliance Depth: Solid, with added employee coverage options.
Support: Proactive HR + legal support. Response times vary.
Best For: Mid-sized teams looking for long-term stability and perks like health plans and life cover.
EOR vs PEO vs Contractor in Egypt: What’s the Risk?
Let’s get real:
If you’re hiring in Egypt, and your first thought is “Let’s just pay them as a contractor for now,” you’re not scaling, you’re gambling.
Egypt isn’t a place where misclassification quietly slips through the cracks.
It’s a country with clear labor laws, enforced tax structures, and zero tolerance for workarounds that make foreign companies look like they’re trying to dodge the rules.
So if you’re comparing an Employer of Record (EOR) with a PEO or just going the contractor route, you need to understand what’s legal, what’s risky, and what’s going to get flagged in your next due diligence round.
This isn’t just about cost.
It’s about compliance, IP ownership, liability, and who’s left holding the bag when things go wrong.
Option 1: Employer of Record (EOR) is your cleanest legal path
Hiring through an EOR in Egypt means:
You don’t need a local entity
You’re not on the hook for managing payroll, benefits, or tax filings
You get locally compliant contracts (Arabic + English)
Your hire is officially registered with Egypt’s Tax Authority and Social Insurance Organization
Who’s the legal employer? The EOR.
Who manages the employee? You.
Who handles the risk? The EOR.
It’s fast, clean, and lets you focus on the work, not on decoding Law No. 12 of 2003 (yes, that’s Egypt’s labor law, and yes, we’ve read it so you don’t have to).
Enforceable IP ownership
Monthly payroll handled legally
Full-time hire treated like a real employee
7–14 day onboarding (with Team Up)
Option 2: PEO, not built for your situation
PEO stands for Professional Employer Organization, and in some markets, it works.
In Egypt? Not really, unless you already have a registered entity.
Here’s why:
PEOs require co-employment: your company and the PEO both carry legal responsibilities
You typically still need to be a registered employer in Egypt
You share liability for things like payroll, terminations, and filings
You need an in-house HR or legal team to manage the extra complexity
So, unless you’re already set up in Egypt and just want help running payroll, it’s a non-starter.
Still requires an entity
You’re still legally exposed
Slower, heavier, and doesn’t remove the core friction
Option 3: Contractors: Fast now, dangerous later
This is the path most startups take first. And it works… until it doesn’t.
Hiring someone in Egypt as an “independent contractor” might seem lean and flexible, but if they:
Work only for you
Use your tools and systems
Follow your hours or report to your managers
Join your standups and take your direction
Then guess what?
They’re an employee under Egyptian law.
Not maybe. Not sort of.
They are.
And if they decide to file a claim, you could owe:
Back pay on social insurance
Retroactive employment benefits
Fines for failing to register them
Severance payouts based on their length of service
Legal bills that make your CFO nervous
Worse?
Your IP assignment clauses may not hold up in court, because under Egyptian law, if the relationship wasn’t structured properly, you may not even own the work.
Hiring Model | Entity Needed | Compliance Risk | IP Protection | Legal Employer | Best For |
EOR | No | Low | Yes | EOR | Fast, compliant full-time hiring |
PEO | Yes | Medium | Yes | Shared | Local companies with HR staff |
Contractor | No | High | Maybe not | You (unofficially) | Short-term freelance work only |
What regulators care about in Egypt
They don’t care what your contract says.
They care what’s happening.
If someone’s working for you full-time, using your tools, and answering to your leadership, they’re an employee, and they expect to be treated like one under
Egyptian labor law.
And if they’re not?
You’re looking at tax issues, compliance violations, and legal exposure that make “cheap and easy” feel very expensive.
Final word
If you’re hiring a full-time employee in Egypt, someone who’s part of your team, owns real work, and shows up every day, you need structure.
A contractor agreement won’t cut it.
A PEO won’t help unless you already have boots on the ground.
Only an EOR gives you the ability to hire legally, fast, and without the overhead.
At Team Up, we’ve made that structure simple:
One monthly invoice
Fully compliant local employment
Enforceable contracts
7–14 day onboarding
And zero risk of “surprise” legal fallout down the line
Don’t gamble with gray areas. Build your team the right way.
What does it really cost to use an EOR in Egypt?
From a financial manager who’s navigated every payroll filing, tax bracket, and surprise clause this market can throw at you
Let’s not sugarcoat it, hiring in Egypt without structure is where budgets go to die.
Between social insurance laws, payroll filings, and variable tax rates, you can’t afford to “figure it out as you go.”
Using an Employer of Record (EOR) cuts through all of that.
But what does it really cost?
Let me break it down, as a certain someone who’s actually run payroll here.
The real cost structure
When you hire in Egypt through an EOR, your total monthly cost comes down to three pieces:
Everything else? Filed, handled, compliant.
1. Average Gross Salaries in Egypt (2025)
Here’s what you can expect to pay before taxes for strong mid- to senior-level talent:
Role | Avg. Gross Salary (EUR/month) |
Software Engineer | €1,000 – €1,600 |
Senior Backend Dev | €1,800 – €2,400 |
QA Specialist | €900 – €1,300 |
UI/UX Designer | €1,000 – €1,500 |
Project Manager | €1,400 – €2,000 |
Digital Marketer | €1,000 – €1,400 |
Customer Support (EN) | €700 – €1,100 |
2. Team Up’s Flat EOR Fee: €199/month
What’s included:
Fully compliant bilingual employment contract (Arabic + English)
Payroll processing and salary disbursement
All tax withholdings, social insurance filings, and end-of-service tracking
Legal employment registration with Egypt’s Tax Authority and Social Insurance Office
Monthly payslips and employee support
Termination support when needed, handled correctly, no loose ends
No salary-based markup.
No “contact us for pricing.”
Just a flat €199/month, period.
3. Add-ons (optional, but often worth it)
We help you offer the things that make people stay without turning you into an office manager.
Add-On | Cost Estimate (EUR/month) |
Laptop Procurement | Tailored pricing |
Health Insurance | €49/month |
Coworking Desk | €150/month |
Home Office Stipend | - |
You tell us what your hire needs, and we handle procurement, invoicing, and payroll integration.
Real-world monthly cost scenarios
Role | Salary | EOR Fee | Add-Ons (Est.) | Total Monthly Cost |
Mid-Level Developer | €1,400 | €199 | €100 | €1,699 |
Senior PM | €2,000 | €199 | €150 | €2,349 |
Customer Support | €850 | €199 | €0 | €1,049 |
No guesswork.
No last-minute fees.
Just one invoice with every cost visible.
Why this matters
You can’t scale in a new market with fuzzy math.
You need cost clarity, legal security, and a structure that doesn’t unravel after the first hire.
That’s what we built at Team Up.
You hire the person.
We handle the country.
Hiring in Egypt? Here’s what the talent pool looks like
Let’s stop calling Egypt a “hidden gem.”
It’s not hidden. It’s just underutilized.
The talent pool is here, and it’s ready.
You’re just not seeing it yet because you’ve been distracted by bloated salary markets, inflated expectations, and platforms where every decent profile gets 47 messages a week.
Egypt has the kind of professionals startups actually need:
Skilled, stable, English-speaking, and familiar with remote workflows.
And with the right structure (hello, EOR), they’re yours, legally, quickly, and without the churn you’ve learned to expect.
Here’s what the tech talent landscape really looks like in 2025.
Egypt’s workforce: Skilled, available, and remote-native
Technical talent
Egypt produces over 50,000 ICT graduates per year. And unlike some markets, many of them go straight into product teams, not just call centers or outsourcing firms.
Here’s what’s consistently strong:
Frontend: JavaScript, React, Vue, Angular
Backend: Python, Node.js, Java, PHP, .NET
Full-stack devs who’ve worked across APIs, microservices, and production-grade UIs
Mobile: Android, iOS, Flutter, React Native
QA Automation: Selenium, Cypress, Playwright
Cloud & DevOps: AWS, Azure, GCP, Terraform, CI/CD pipelines
You’re not hiring juniors pretending to be seniors. These are engineers who’ve shipped real products with real stakes, many for startups in the US, UK, Germany, and the Gulf.
Product, design & business operations
Product Managers experienced in agile delivery, Jira, roadmapping, and stakeholder alignment across time zones
UX/UI Designers with strong portfolios in Figma, Sketch, and actual usability testing
Project Managers & Coordinators with experience running remote teams and syncing with global departments
Business Analysts fluent in dashboards, logic, and building clear documentation for dev handoff
You don’t need to teach them remotely. They already live in it.
Sales, marketing & customer-facing roles
Performance Marketers running global campaigns across Meta Ads, Google Ads, and LinkedIn
B2B Copywriters and Content Leads with experience writing for SaaS, fintech, marketplaces, and technical products
Customer Support & Success agents fluent in Arabic, English, and often French or German
SDRs trained in HubSpot, Salesforce, and clean CRM hygiene with strong verbal communication
Language fluency and communication
Here’s what hiring managers always say after their first Egyptian hire:
“They speak better business English than most of our internal team.”
It’s true. Egypt’s working professionals grow up multilingual. English is deeply embedded in education and culture. You’ll get:
Fluentin written and spoken communication
Clear async documentation
Strong presentation skills
No awkward Zoom pauses or “Can you repeat that?”
And no timezone headaches (GMT+2 = clean overlap with Europe, partial overlap with US East Coast)
Egyptians are also trained to communicate with structure and clarity, making remote-first operations far easier.
Retention: A Hidden Advantage
Egypt’s talent is less churn-prone than what you’ll find in the UK, US, or Germany.
Here’s why:
Global remote roles are still aspirational, not commoditized
Fair compensation goes further, which translates to stronger loyalty
The market isn’t flooded with recruiters offering $15K more for lateral moves
Culturally, there’s high respect for stable employment, team longevity, and project ownership
When you hire right and give the structure of a full-time job through a compliant EOR setup, you’re not just building a team. You’re keeping one.
Remote infrastructure
Let’s kill the myth that hiring in Egypt means dealing with bad Wi-Fi or disorganized workflows.
Strong, stable internet across major cities (Cairo, Alexandria, Mansoura, Tanta, Assiut)
Reliable access to coworking hubs and hybrid workspace setups
Teams are already used to Slack, Notion, GitHub, Zoom, and ClickUp
Familiarity with remote tools isn’t theoretical, they’re already using them in client work
The remote culture? Solid. Especially among developers, product teams, and creative professionals
Egypt’s remote economy is built on real experience, not post-pandemic improvisation.
Cost-quality sweet spot
This is where Egypt absolutely outperforms most global markets.
Mid-level developer: €1,200–€1,800/month gross
Senior QA or DevOps: €1,800–€2,400
PMs, Designers, and Content Leads: €1,400–€2,200
Customer Support: €700–€1,100
You’re getting committed, skilled, English-speaking professionals at rates that leave room for benefits, bonuses, and scale.
And when paired with Team Up’s flat €199/month EOR fee? The total cost is still lower than what you’d pay for a junior in Berlin or London.
How we set up remote hires in Egypt (the Team Up process)
You’ve found your person.
They’re smart, capable, excited, and in Egypt.
Now what?
This is where most companies stall, some even walk away.
Why?
Because setting up compliant employment in Egypt without a local entity sounds like a legal maze wrapped in a payroll nightmare.
With Team Up, it’s not.
We’ve done this enough times to know exactly where it breaks, and how to keep it airtight from Day 1.
Here’s how we make hiring in Egypt smooth, compliant, and fast.
Step 1: We employ your team member legally
Your hire becomes a full-time employee on paper, employed under our legal entity in Egypt.
That means:
Bilingual, compliant employment contract (Arabic + English)
Registration with Egypt’s Tax Authority and Social Insurance Organization
Local labor law is followed to the letter, from holiday allowances to end-of-service terms
Immediate protection of your IP and confidentiality through enforceable clauses
You stay the boss.
We handle the backend.
No loopholes. No legal risks. No surprises.
Step 2: We onboard like it's our job, because it is
We don’t leave your hire wondering what happens next.
Before Day 1, we make sure they have:
A signed employment agreement
Their tax and social insurance accounts are active
Bank info submitted for salary payout
A workspace or laptop setup (if you want us to handle it)
Their local payroll and benefits are fully activated
Access to your tools (we’ll help if needed)
You get a new team member who’s ready to work.
Not waiting on paperwork.
Step 3: We handle payroll, taxes, and filings
Every month, we:
Calculate gross-to-net salary
Deduct and pay taxes, social insurance, and legal contributions
Generate payslips
Process any bonuses, commissions, or approved reimbursements
File with the relevant Egyptian authorities
Send you one clean invoice, salary + EOR fee + any extras
No headaches. No chasing documents. No tax penalties.
Step 4: We support your hire (so you don’t have to)
Your team member has questions.
They need local answers.
They’ll come to us for:
Paid time off guidance
Holiday calendars
Sick leave documentation
Payroll questions
Local labor law updates
Insurance paperwork
You stay focused on product, growth, and delivery.
We take care of the structure around the people doing the work.
Step 5: We handle offboarding, too
If it ever comes to parting ways, we make sure it’s clean and compliant.
That means:
Proper termination notice and documentation
End-of-service calculations
Legal filings and deregistration
Final salary and benefit payouts
Full transparency and documentation for both sides
There’s no ghosting, no compliance mess, and no risk of future claims.
Bottom Line: Who’s best for your hiring model?
You’ve got talent in Egypt lined up.
You know the risks of DIY contractor deals.
You’ve seen how EORs operate, some with substance, others with style and no spine.
Now it’s time to pick your partner. Not the flashiest, but the one that’ll actually get your hire up and running, legally, fast, and without drama.
Here’s how the top players stack up, and who fits your hiring model.
If you’re a startup scaling fast and hate unnecessary admin:
→ Team Up is your move.
Flat fee (€199/month)
Onboarding in 7–14 days
Fully compliant contracts
Clean payroll and zero fluff
No multi-layered support system or buried SLAs—just answers
Built for lean, fast, growing teams that don’t have time for corporate complexity.
If you want recruiting + EOR under one roof:
→ Gini Talent offers both.
Their AI-powered talent matching is solid, but expect some tradeoffs on legal depth and EOR as a secondary focus.
If you’re a large enterprise with complex multi-country payroll:
→ Mercans is your fit.
Heavy infrastructure, deep compliance, lots of governance. But not built for speed or lean ops.
If you need speed above all else and minimal legal complexity:
→ Horizons is fast, but surface-level.
Great for plug-and-play hires, less so for custom contracts or long-term structure.
If you’re building a regional team and want to offer perks like health insurance:
→ Africa HR Solutions brings benefit-rich EOR packages.
Just expect a slower ramp-up and higher fees.
Final word
Hiring in Egypt isn’t about finding “someone who can do it.”
It’s about finding a partner who gets it done right—quickly, clearly, and without stacking risk into your operation.
You want a legal structure.
Your employee wants security.
Your CFO wants clean numbers.
We bring all three.
Want to get your first hire in Egypt started within 2 weeks, with no legal guesswork?