Frequently Asked Questions

Get answers to common questions about our services, pricing, and how we compare to other solutions.

How do you price your consulting services?

We offer flexible models tailored to the scope of your launch and ongoing needs. Project-based fees are best for defined deliverables such as a Compliance Audit or the creation of your US Employee Handbook and Safety Programs. Monthly retainers are best for ongoing support such as fractional HR management, OSHA compliance monitoring, and advisory services as your workforce scales. Every engagement includes a written scope of work and an upfront quote.

What is the typical timeframe for a full US launch compliance project?

Timelines vary by state, industry, and current infrastructure. Typical phases include four to eight weeks for audits and policy drafting. Safety program launch often runs eight to sixteen weeks. Payroll and HR technology implementation usually runs in parallel for four to twelve weeks.

Do I need a legal entity established in the US before working with HLD Associates?

No. We can begin with compliance strategy, risk assessment, and policy development. You will have a ready plan to execute once your legal entity is established.

What is the difference between HLD Associates and a PEO?

HLD Associates is a consulting firm. You remain the legal employer and retain full control. We design and implement your HR and Safety infrastructure and provide guidance. A PEO enters a co-employment relationship and handles administration under its systems. Policies are often less customized and you still share legal liability.

How are your services different from an EOR?

An EOR becomes the legal employer for workers in locations where you do not want to set up an entity. You have less control over contracts and policies. HLD builds your long-term foundation and aligns EOR practices with your policies so transitions are smoother when you establish your own entity.

When should I hire HLD instead of a PEO or EOR?

Choose HLD when your priority is control, customization, and ownership of your infrastructure. Choose a PEO or EOR when your priority is outsourcing employment administration.