Solutions · Spain
Hire in Spain Without Setting Up an Entity
Hire your first employee in Spain without opening a subsidiary. We employ them legally through our Spanish entity while you stay in full control of the work — and you can move to your own entity whenever it makes sense.
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You have found the right person in Spain — a first sales rep, an engineer, a country manager. But employing them the traditional way means incorporating a Spanish S.L.: notary, tax registrations, a corporate bank account, ongoing accounting and legal obligations. That is months of setup and a permanent structure, all for one hire.
There is a faster route. DNGlobalEx employs your team member through our Spanish entity under a fully compliant local contract. You decide who to hire, what they earn and what they work on; we carry the employment: contract, payroll, social security, benefits and Spanish labor-law compliance. If Spain works out, we help you transition to your own entity. If it does not, you offboard with notice — no company to liquidate.
Who this is for
- Startups and scale-ups making their first hire in Spain — often post-funding and in a hurry
- US, UK and EU companies testing the Spanish market before committing to a subsidiary
- Companies hiring a specific person who lives in Spain or wants to relocate there
- LatAm companies using Spain as their entry point into Europe
- Teams with contractors in Spain that need a compliant employment setup
What you get
First hire in days
No incorporation, no notary, no Spanish bank account. We confirm the total employment cost and can have your hire on a compliant contract within days.
You keep control, we carry the employment
You manage the work, targets and day-to-day. We are the legal employer: contract, payroll, social security, statutory benefits and labor-law compliance.
One predictable monthly invoice
Gross salary, employer contributions and our fee — itemized, in one invoice. No hidden setup, accounting or legal costs of running a subsidiary.
Reversible by design
Scale up, transfer employees to your own entity when the market is proven, or wind down with a standard notice period. No structure to dismantle.
How it works
Scope the hire
Role, salary, start date. We confirm the applicable collective agreement and give you the exact total cost of employment in Spain.
We employ them
Compliant Spanish contract under our entity, social security registration, payroll and benefits set up. IP and confidentiality assigned to you.
You run the work
Your new team member starts working for you. We handle everything employment-related in the background — including permits if they are relocating.
EOR vs opening a Spanish entity
| EOR with DNGlobalEx | Your own Spanish entity | |
|---|---|---|
| Time to first hire | Days | 2–6 months |
| Setup cost | None | Incorporation, notary, registrations, capital |
| Ongoing obligations | One monthly invoice | Accounting, tax filings, annual accounts, legal |
| Labor compliance risk | Carried by DNGlobalEx | Carried by you |
| Winding down | Offboard with standard notice | Formal liquidation process |
| Best for | First hires, market testing | Established teams, long-term commitment |
Frequently asked questions
Is hiring through an EOR legal in Spain? +
Yes. Your employee is hired under a standard Spanish employment contract with our entity as the legal employer, registered with social security and covered by the applicable collective agreement. It is a fully compliant employment relationship — not a workaround.
How fast can our first employee start? +
If the candidate can already work in Spain (EU citizen or valid permit), typically within days. If they need a work permit, we manage the immigration case as part of the same process — timelines depend on the route, from a few weeks under the fast-track options.
Who owns the work product and IP? +
You do. The employment contract assigns intellectual property and confidentiality obligations to your company, and we sign the corresponding agreements with you.
What does it cost compared to opening an entity? +
With an EOR you pay gross salary, employer social security (roughly 30–32%) and our monthly fee. An entity adds incorporation costs, monthly accounting, tax compliance and legal support — which rarely makes sense below several employees.
Can we hire someone who is not yet in Spain? +
Yes. Employment and immigration are handled as one case: work permit or visa, residence, and the employment contract, coordinated by the same team. This is where we differ most from global EOR platforms.
What happens if we decide to open our own entity later? +
We help you transition: your employees transfer from our EOR to your new company preserving seniority and terms, with no interruption for them.
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