{"id":2190,"date":"2026-06-01T22:42:39","date_gmt":"2026-06-01T22:42:39","guid":{"rendered":"https:\/\/colombialegaledge.co\/?p=2190"},"modified":"2026-06-01T23:07:10","modified_gmt":"2026-06-01T23:07:10","slug":"hiring-in-colombia-should-you-use-an-eor-contractors-or-a-local-entity","status":"publish","type":"post","link":"https:\/\/colombialegaledge.co\/en\/hiring-in-colombia-should-you-use-an-eor-contractors-or-a-local-entity\/","title":{"rendered":"Hiring in Colombia: Should You Use an EOR, Contractors, or a Local Entity?"},"content":{"rendered":"\n<div class=\"wp-block-cover\" style=\"min-height:274px;aspect-ratio:unset;\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"768\" class=\"wp-block-cover__image-background wp-image-2200 size-large\" alt=\"Aerial photo of forest intersection in Rehau, Germany at daylight.\" src=\"https:\/\/colombialegaledge.co\/wp-content\/uploads\/2026\/06\/pexels-photo-37674954-37674954-1024x768.jpg\" data-object-fit=\"cover\" title=\"Hiring in Colombia: Should You Use an EOR, Contractors, or a Local Entity?\" srcset=\"https:\/\/colombialegaledge.co\/wp-content\/uploads\/2026\/06\/pexels-photo-37674954-37674954-1024x768.jpg 1024w, https:\/\/colombialegaledge.co\/wp-content\/uploads\/2026\/06\/pexels-photo-37674954-37674954-300x225.jpg 300w, https:\/\/colombialegaledge.co\/wp-content\/uploads\/2026\/06\/pexels-photo-37674954-37674954-768x576.jpg 768w, https:\/\/colombialegaledge.co\/wp-content\/uploads\/2026\/06\/pexels-photo-37674954-37674954-1536x1152.jpg 1536w, https:\/\/colombialegaledge.co\/wp-content\/uploads\/2026\/06\/pexels-photo-37674954-37674954-2048x1536.jpg 2048w, https:\/\/colombialegaledge.co\/wp-content\/uploads\/2026\/06\/pexels-photo-37674954-37674954-16x12.jpg 16w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim\" style=\"background-color:#5e5949\"><\/span><div class=\"wp-block-cover__inner-container is-layout-constrained wp-block-cover-is-layout-constrained\">\n<h2 class=\"wp-block-heading has-text-align-center has-ast-global-color-5-color has-text-color has-link-color has-large-font-size wp-elements-11c4c309b8f1946330fdba74da223e18\">Hiring in Colombia: Should You Use an EOR, Contractors, or a Local Entity?<\/h2>\n<\/div><\/div>\n\n\n\n<p><\/p>\n\n\n\n<p>Colombia continues to attract international companies looking to expand their teams, establish operations in Latin America, or access highly skilled professionals in technology, finance, customer support, engineering, life sciences, and other knowledge based industries.<\/p>\n\n\n\n<p>For many organizations, however, the first challenge is not finding talent. It is determining the right legal structure through which to hire that talent.<\/p>\n\n\n\n<p>Should you use an Employer of Record? Incorporate a local company? Engage workers as independent contractors? Or work with a third party that manages contractors on your behalf?<\/p>\n\n\n\n<p>The answer depends on your <strong>growth plans, budget, compliance risk tolerance, and long term strategy in Colombia.<\/strong><\/p>\n\n\n\n<p>Choosing the wrong structure can create unnecessary costs, tax exposure, labor disputes, and operational inefficiencies. Choosing the right one can help your business scale efficiently while remaining compliant with Colombian regulations.<\/p>\n\n\n\n<p>This guide explores the four most common hiring models used by foreign companies in Colombia, their advantages and disadvantages, and the situations in which each option makes the most sense.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why Your Hiring Structure Matters in Colombia<\/h2>\n\n\n\n<p>Companies evaluating how to hire employees in Colombia often focus on costs first. While costs are certainly important, compliance, scalability, tax considerations, and long term business objectives should also play a significant role in the decision.<\/p>\n\n\n\n<p>Unlike some jurisdictions where employment regulations are relatively flexible, <strong>Colombia maintains a robust labor framework designed to protect workers<\/strong>. Employment relationships are subject to mandatory benefits, social security contributions, termination requirements, and employee protections.<\/p>\n\n\n\n<p>As a result, companies entering Colombia should evaluate not only the cost of hiring but also compliance obligations, intellectual property protection, payroll administration, and future expansion plans.<\/p>\n\n\n\n<p>The four most common approaches include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hiring through an Employer of Record (EOR)<\/li>\n\n\n\n<li>Incorporating a Colombian SAS and hiring directly<\/li>\n\n\n\n<li>Engaging independent contractors directly from abroad<\/li>\n\n\n\n<li>Working with a third party provider that manages contractors<\/li>\n<\/ul>\n\n\n\n<p>Each model serves a different purpose and carries different levels of control, cost, and risk, as briefly explained in our <a href=\"https:\/\/colombialegaledge.co\/en\/how-international-companies-can-hire-talent-in-colombia-three-legal-paths-explained\/\"><strong>quick guide<\/strong><\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Option 1: Hiring Through an Employer of Record (EOR)<\/h2>\n\n\n\n<p>An Employer of Record, commonly known as an EOR, is a local company that legally employs workers on behalf of a foreign business. While the employee performs day to day work for your organization, the EOR becomes the official employer from a legal and payroll perspective.<\/p>\n\n\n\n<p>The EOR manages employment contracts, payroll, taxes, benefits, social security contributions, onboarding, and termination procedures. This allows foreign companies to begin hiring in Colombia without establishing a local legal entity.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Advantages of an EOR<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Fast Market Entry<\/h4>\n\n\n\n<p>One of the biggest advantages of an EOR is speed. Companies can often hire employees within days or weeks without going through the incorporation process.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Reduced Compliance Burden<\/h4>\n\n\n\n<p>The EOR assumes responsibility for many employment related obligations, including <a href=\"https:\/\/colombialegaledge.co\/en\/payroll-in-colombia-what-foreign-companies-need-to-know\/\"><strong>payroll administration<\/strong><\/a>, labor compliance, social security contributions, and statutory benefits.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Lower Initial Investment<\/h4>\n\n\n\n<p>Companies testing the Colombian market can avoid incorporation costs and administrative obligations associated with maintaining a local company.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Ideal for Small Teams<\/h4>\n\n\n\n<p>For organizations hiring only a handful of employees, an EOR can provide a practical and efficient solution.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Disadvantages of an EOR<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Higher Long Term Costs<\/h4>\n\n\n\n<p>While an EOR may be cost effective initially, monthly service fees can become significant as headcount increases.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Limited Corporate Presence<\/h4>\n\n\n\n<p>An EOR solves employment challenges but does not create a local vehicle through which the company can conduct broader business activities in Colombia.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Less Direct Control<\/h4>\n\n\n\n<p>Some organizations prefer to manage employment relationships directly rather than relying on a third party intermediary.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example<\/h3>\n\n\n\n<p>A U.S. software company wants to hire three Colombian developers to support North American clients. The company has no immediate plans to establish operations in Colombia. An EOR allows it to hire quickly and compliantly while evaluating the market.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Option 2: Incorporating a Colombian SAS and Hiring Directly<\/h2>\n\n\n\n<p>The Simplified Stock Corporation, or SAS, is the most commonly used corporate structure in Colombia, with <a href=\"https:\/\/agoramercatorum.uexternado.edu.co\/la-innegable-concentracion-de-los-tipos-societarios-en-colombia-una-historia-contada-con-numeros-recientes\/\"><strong>over 90% of companies<\/strong><\/a> adopting such structure. It offers flexibility, limited liability, and a relatively straightforward governance framework.<\/p>\n\n\n\n<p>For companies committed to long term growth in Colombia, incorporating a SAS is often the preferred solution.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Advantages of Direct Hiring Through a SAS<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Full Control<\/h4>\n\n\n\n<p>The company directly employs workers, manages HR policies, and oversees employment decisions without relying on an intermediary.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Lower Cost at Scale<\/h4>\n\n\n\n<p>Although incorporation requires an initial investment, direct hiring often becomes more economical as the workforce grows.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Stronger Market Presence<\/h4>\n\n\n\n<p>A local entity can sign contracts, invoice clients, open bank accounts, hire employees, and establish a lasting presence in Colombia.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Greater Credibility<\/h4>\n\n\n\n<p>Customers, suppliers, investors, and strategic partners frequently view a local entity as evidence of a company&#8217;s long term commitment to the market.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Disadvantages of Direct Hiring<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Administrative Requirements<\/h4>\n\n\n\n<p>Operating a Colombian company involves accounting, tax compliance, payroll administration, labor obligations, and corporate maintenance.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Longer Setup Timeline<\/h4>\n\n\n\n<p>Although Colombia offers a relatively efficient incorporation process, establishing a compliant operation still requires planning and execution.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Direct Compliance Responsibility<\/h4>\n\n\n\n<p>The company assumes responsibility for complying with labor, payroll, and employment regulations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example<\/h3>\n\n\n\n<p>A Canadian technology company plans to build a 30 person engineering team in Bogot\u00e1 while simultaneously serving Colombian customers. Establishing a SAS provides a scalable structure that supports both employment and commercial operations.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Option 3: Hiring Independent Contractors Directly<\/h2>\n\n\n\n<p>Some foreign companies choose to engage Colombian professionals as independent contractors through service agreements rather than employment contracts.<\/p>\n\n\n\n<p>Under Colombian law, <strong>contractors generally operate independently and are responsible for managing their own taxes, social security contributions, schedules, and methods of work.<\/strong><\/p>\n\n\n\n<p>At first glance, this model often appears attractive because of its simplicity and lower administrative burden.<\/p>\n\n\n\n<p>However, it is also the option that most frequently creates compliance issues when implemented incorrectly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Advantages of Hiring Contractors<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Lower Administrative Complexity<\/h4>\n\n\n\n<p>The company does not typically process payroll or administer employee benefits.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Flexibility<\/h4>\n\n\n\n<p>Contractors can be engaged for specific projects, specialized expertise, or temporary assignments.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Faster Engagement<\/h4>\n\n\n\n<p>The onboarding process is generally simpler than formal employment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Disadvantages of Hiring Contractors<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Misclassification Risk<\/h4>\n\n\n\n<p>If a contractor relationship functions like employment in practice, <strong>Colombian authorities may determine that an employment relationship exists regardless of what the contract says.<\/strong><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Potential Financial Exposure<\/h4>\n\n\n\n<p>Misclassification claims can lead to retroactive social security contributions, employee benefits, severance obligations, penalties, and legal disputes.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Integration Challenges<\/h4>\n\n\n\n<p>Independent contractors are not intended to function as permanent employees within a company&#8217;s organizational structure.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example<\/h3>\n\n\n\n<p>A U.S. company hires a Colombian graphic designer for a six week branding project. The designer works independently, serves multiple clients, and controls their own schedule. This arrangement is generally well suited for a contractor relationship.<\/p>\n\n\n\n<p>By contrast, hiring a full time customer support representative who works exclusively for the company under direct supervision may create significant classification risks.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Option 4: Using a Third Party to Manage Contractors<\/h2>\n\n\n\n<p>A growing number of companies work with specialized providers that engage and administer contractors on their behalf.<\/p>\n\n\n\n<p>These providers typically manage contracts, invoicing, payments, and certain compliance functions while the contractor performs services for the end client.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Advantages<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Simplified Administration<\/h4>\n\n\n\n<p>The provider handles onboarding, contracts, documentation, and payments.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Improved Compliance Oversight<\/h4>\n\n\n\n<p>Specialized providers can help identify and mitigate classification risks.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Centralized Workforce Management<\/h4>\n\n\n\n<p>This model is particularly useful for companies managing contractors across multiple countries.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Disadvantages<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Additional Service Fees<\/h4>\n\n\n\n<p>Management fees increase the overall cost of engagement.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Misclassification Risk Still Exists<\/h4>\n\n\n\n<p><strong>Using an intermediary does not automatically eliminate legal exposure<\/strong> if the underlying relationship resembles employment.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Limited Suitability for Core Functions<\/h4>\n\n\n\n<p>This model is generally better suited for project based engagements than permanent operational roles.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example<\/h3>\n\n\n\n<p>A global consulting company works with ten independent specialists throughout Latin America on project based assignments. A contractor management provider centralizes payments and documentation while reducing administrative complexity.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Cost Considerations<\/h2>\n\n\n\n<p>One of the most common questions foreign companies ask when evaluating how to hire employees in Colombia is which model offers the best balance between cost and compliance.<\/p>\n\n\n\n<p>The answer depends largely on the size of your team and your long term objectives.<\/p>\n\n\n\n<p>An Employer of Record typically <strong>requires minimal upfront investment<\/strong> because there is no need to establish a Colombian legal entity. However, service fees are generally charged on a per employee basis, <strong>making this option more expensive as headcount grows.<\/strong><\/p>\n\n\n\n<p>Incorporating a Colombian SAS involves <strong>setup costs and ongoing administrative obligations<\/strong>, including accounting, tax compliance, payroll administration, and corporate maintenance. While the initial investment is higher, direct hiring often becomes <strong>more cost effective once a company reaches a certain scale.<\/strong><\/p>\n\n\n\n<p>Independent contractor arrangements usually involve the <strong>lowest administrative costs<\/strong> because companies do not process payroll or manage employee benefits. However, any short term savings can quickly disappear <strong>if a contractor is later determined to have been misclassified<\/strong> as an employee.<\/p>\n\n\n\n<p>Contractor management providers generally <strong>fall somewhere in the middle<\/strong>. They simplify administration and cross border payments but charge service fees in addition to contractor compensation.<\/p>\n\n\n\n<p>For this reason, businesses should evaluate hiring structures not only from a cost perspective but also from a risk management and growth perspective.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Understanding Worker Classification Risks in Colombia<\/h2>\n\n\n\n<p>One of the most common misconceptions among foreign companies is that <strong>a signed contractor agreement automatically prevents employment claims.<\/strong><\/p>\n\n\n\n<p>In Colombia, labor authorities and courts generally focus on the <strong>reality of the working relationship<\/strong> rather than the title of the agreement. If a contractor works under conditions that resemble employment, the relationship may be reclassified regardless of the language used in the contract.<\/p>\n\n\n\n<p>Several factors may increase the likelihood of reclassification, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Fixed working schedules<\/li>\n\n\n\n<li>Direct supervision by managers<\/li>\n\n\n\n<li>Exclusive service arrangements<\/li>\n\n\n\n<li>Ongoing operational responsibilities<\/li>\n\n\n\n<li>Integration into the company&#8217;s organizational structure<\/li>\n\n\n\n<li>Limited independence in performing the work<\/li>\n<\/ul>\n\n\n\n<p>If a contractor relationship is reclassified as employment, the company may face retroactive obligations relating to social security contributions, employee benefits, severance payments, payroll taxes, and potential penalties.<\/p>\n\n\n\n<p>This does not mean that contractors should be avoided.<strong> Independent contractor relationships remain a valuable and lawful option when properly structured<\/strong>. The key is ensuring that the practical realities of the engagement align with the legal framework being used.<\/p>\n\n\n\n<p>For companies building long term teams in Colombia, conducting a classification analysis before onboarding personnel can significantly reduce future compliance risks.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Quick Comparison: Which Hiring Model Fits Your Business?<\/h2>\n\n\n\n<p>The following framework can help companies determine which hiring model may be most appropriate for their objectives.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><th>Business Objective<\/th><th>Suggested Model*<\/th><\/tr><tr><td>Hire quickly without establishing a local company<\/td><td>Employer of Record<\/td><\/tr><tr><td>Test the Colombian market before making a larger investment<\/td><td>Employer of Record<\/td><\/tr><tr><td>Build a long term workforce in Colombia<\/td><td>Colombian SAS<\/td><\/tr><tr><td>Establish commercial operations and hire employees directly<\/td><td>Colombian SAS<\/td><\/tr><tr><td>Engage project based specialists or consultants<\/td><td>Independent Contractors<\/td><\/tr><tr><td>Manage contractors across multiple jurisdictions<\/td><td>Contractor Management Provider<\/td><\/tr><tr><td>Scale a team beyond a handful of employees<\/td><td>Colombian SAS<\/td><\/tr><tr><td>Minimize administrative responsibilities<\/td><td>Employer of Record or Contractor Management Provider<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>While this table provides a useful starting point, every business has unique operational, tax, and compliance considerations that should be evaluated before selecting a hiring structure. It is also important to remember that <strong>these models are not mutually exclusive or permanent.<\/strong> Many companies begin with an Employer of Record or contractor arrangement to enter the market quickly and later transition to a local entity as their operations, workforce, and commercial activities in Colombia grow.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Choosing the Right Structure Requires More Than Legal Analysis<\/h2>\n\n\n\n<p>Foreign companies often approach hiring decisions from a labor law perspective, but <strong>the most effective structure is rarely determined by employment regulations alone.<\/strong><\/p>\n\n\n\n<p>In practice, factors such as tax efficiency, intellectual property protection, fundraising objectives, payroll administration, future expansion plans, and investor expectations frequently influence the decision just as much as labor compliance.<\/p>\n\n\n\n<p>For example, a company planning to hire three employees may initially benefit from an Employer of Record solution. However, if the business intends to establish local operations, contract directly with Colombian clients, or grow to a team of twenty employees within the next year, incorporating a local entity may ultimately be the more strategic option.<\/p>\n\n\n\n<p>Similarly, contractor arrangements may work well for specialized project based engagements but become increasingly difficult to justify when individuals perform core operational functions under direct supervision.<\/p>\n\n\n\n<p>The most successful market entry strategies align legal compliance with broader business objectives. Evaluating these considerations at the outset can help companies avoid costly restructurings and create a stronger foundation for growth in Colombia.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Final Thoughts<\/h2>\n\n\n\n<p>Colombia offers access to exceptional talent, competitive operating costs, a strategic geographic location, and increasing interest from international employers and investors. However, successful expansion requires more than identifying the right candidates. It requires selecting the right legal framework through which to engage them.<\/p>\n\n\n\n<p>An Employer of Record can accelerate market entry. A Colombian SAS can support long term growth. Independent contractors can provide flexibility for specialized projects. Contractor management providers can simplify administration across borders.<\/p>\n\n\n\n<p><strong>There is no universally correct solution<\/strong>. The right approach depends on your business objectives, growth plans, budget, and appetite for administrative responsibility.<\/p>\n\n\n\n<p>For companies exploring how to hire employees in Colombia, taking the time to evaluate these options before expanding can prevent costly compliance issues and create a stronger foundation for sustainable growth.<\/p>\n\n\n\n<p>Whether you are hiring your first employee or building an entire regional team, understanding the advantages and limitations of each model is essential to making an informed decision.<\/p>\n\n\n\n<p>At Colombia Legal Edge, we advise international and local companies navigating regulatory and operational requirements in Colombia. Our approach goes beyond identifying legal risks. We help clients build practical structures that support growth while maintaining compliance.<\/p>\n\n\n\n<div class=\"wp-block-uagb-buttons uagb-buttons__outer-wrap uagb-btn__default-btn uagb-btn-tablet__default-btn uagb-btn-mobile__default-btn uagb-block-b04b441f\"><div class=\"uagb-buttons__wrap uagb-buttons-layout-wrap \">\n<div class=\"wp-block-uagb-buttons-child uagb-buttons__outer-wrap uagb-block-11cb285d wp-block-button\"><div class=\"uagb-button__wrapper\"><a class=\"uagb-buttons-repeater wp-block-button__link\" aria-label=\"\" href=\"https:\/\/calendly.com\/juliana-colombialegaledge\/30min\" rel=\"follow noopener\" target=\"_self\" role=\"button\"><div class=\"uagb-button__link\"><strong>Click here to schedule a free intro call<\/strong><\/div><\/a><\/div><\/div>\n<\/div><\/div>\n\n\n\n<p><em>*This comparison is intended for informational purposes only and should not be relied upon as legal advice. Companies should seek professional guidance before selecting a hiring structure in Colombia.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Colombia continues to attract international companies looking to expand their teams, establish operations in Latin America, or access highly skilled [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_surecart_dashboard_logo_width":"180px","_surecart_dashboard_show_logo":true,"_surecart_dashboard_navigation_orders":true,"_surecart_dashboard_navigation_invoices":true,"_surecart_dashboard_navigation_subscriptions":true,"_surecart_dashboard_navigation_downloads":true,"_surecart_dashboard_navigation_billing":true,"_surecart_dashboard_navigation_account":true,"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[18,9],"tags":[],"class_list":["post-2190","post","type-post","status-publish","format-standard","hentry","category-compliance","category-employment"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Hiring in Colombia: Should You Use an EOR, Contractors, or a Local Entity? - Colombia Legal Edge<\/title>\n<meta name=\"description\" content=\"Learn how to hire employees in Colombia through an EOR, local entity, contractors, or outsourcing. 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