Direct local employment
Hire through the client’s legal entity with local payroll, tax, benefits, insurance, employment documents and HR processes coordinated through qualified country specialists.
North America · Europe · Cross-border teams
Hire the right way. Contract for the country. Manage as one team.
Henneke Holdings coordinates country-appropriate hiring, employer-of-record, contractor and commercial-agreement workstreams—connecting the business decision to qualified local employment, tax, payroll and legal professionals.
A critical distinction
Calling someone a “1099 contractor” does not make the relationship legal.
A Form 1099, invoice, remote-work arrangement or contractor agreement does not decide worker status. The real relationship controls. In the United States, tax, wage-and-hour and state laws may apply different tests. Internationally, the law of the country where the person works may control. Before onboarding—and again if the role changes—qualified employment and tax advisors should review control, independence, economic dependence, permanence, integration, authority, benefits, place of work and possible tax presence.
The Henneke approach
Choose the structure before recruiting the person.
We compare the role, timing, cost, control, permanence, local presence, tax exposure and compliance needs. The final route may be direct employment, a qualified EOR, a properly classified independent contractor or a business-to-business service provider.
One international management system
Different country rules should not create disconnected teams.
Henneke Holdings connects local hiring structures, EOR or payroll providers, role expectations, commercial authority, performance management, headquarters communication and country-specific legal review through one executive operating rhythm.
International hiring routes
Match the employment model to the real business relationship.
No single structure is correct for every country or role. Local employment, tax and corporate advice determines what is permitted and what obligations follow.
Third-party employer of record
Where local law permits, coordinate selection and onboarding with a qualified EOR provider that serves as the legal employer of record, while the client manages business priorities within the agreement and local-law limits. An EOR does not automatically remove tax, permanent-establishment, agency, co-employment, immigration, data, IP or employment-law risk; local counsel and tax advisors must confirm the model.
Independent contractor
Use a country-appropriate contractor arrangement only after local legal and tax review confirms the actual working relationship supports independent status.
Agency or specialist partner
Engage a staffing, sales, technical, consulting or service company under a business-to-business agreement with defined scope, deliverables, accountability and legal review.
International HR management
Coordinate the full employee lifecycle—not only the offer letter.
Henneke Holdings connects the hiring structure to compensation, payroll, data, objectives, performance, headquarters reporting and a compliant exit process.
Country and role assessment
Define where the person will work, what authority the role will have, who controls the work, expected duration, travel, compensation and the connection to each legal entity.
Worker-classification review
Coordinate local employment and tax counsel to test whether the facts support employee, worker, contractor, agency or another recognized status in that country.
EOR provider selection
Compare geographic coverage, employment capability, payroll, benefits, data handling, service levels, indemnities, costs, termination support and escalation processes.
Compensation and benefits design
Build a locally credible package around salary, commission, bonus, benefits, leave, working time, expenses and statutory obligations with country-specific professional input.
Payroll and tax coordination
Connect the EOR or payroll provider, CPA or tax advisor, expense process, funding calendar, currency needs and management reporting.
Onboarding and operating rhythm
Define objectives, reporting lines, tools, training, customer authority, expense approval, performance reviews and headquarters communication.
Data, confidentiality and IP
Identify the employee and customer information involved, then coordinate local counsel on privacy, confidentiality, intellectual property, security and cross-border data requirements.
Performance and exit planning
Establish documentation, review and escalation routines before problems occur, with local counsel or the EOR managing country-specific notice, process and termination requirements.
U.S. work authorization and fair hiring
For direct U.S. employment, coordinate Form I-9 completion and apply verification rules consistently. Recruitment, hiring and document practices must avoid unlawful citizenship-status and national-origin discrimination. Visa and work-authorization strategy remains with qualified immigration counsel.
Country-specific contract coordination
Commercial terms developed by operators. Final agreements reviewed by local counsel.
Kane helps structure and negotiate the business deal. Qualified third-party counsel drafts, localizes or reviews the legal agreement for each relevant country before execution.
Employment agreements
Country-specific title, duties, compensation, benefits, working time, leave, probation, notice, confidentiality, intellectual property and required written terms.
EOR service agreements
Scope, fee structure, payroll funding, benefits, authority, data, indemnities, local responsibilities, service levels, issue escalation and exit support.
Independent-contractor agreements
Defined services, deliverables, independence, fees, expenses, tax responsibility, confidentiality, intellectual property, data, term and termination—aligned to the real working relationship.
Sales-agent and distributor agreements
Territory, products, customer ownership, pricing authority, commission, targets, reporting, inventory, competition, compliance and termination rights localized for the country.
Customer and supplier contracts
Commercial terms, specifications, quality, forecasts, delivery terms under the applicable Incoterms® rules, payment, warranties, limitations, compliance, disputes and governing law.
Confidentiality, IP and data agreements
Protect technical information, customer data, inventions, work product and commercially sensitive knowledge with terms reviewed for the relevant jurisdictions.
From business terms to signed agreement
Keep the commercial intent and local law connected.
This process reduces the common gap between an agreement that looks acceptable on paper and one the operating team can actually manage across countries.
Define the business deal
Kane helps leadership clarify the commercial purpose, responsibilities, economics, authority, performance standards and practical risks.
Choose the country structure
Qualified employment, tax and corporate advisors assess the legal entities, countries, worker status, taxes, registrations and mandatory local rules.
Prepare clear instructions
Henneke Holdings converts the agreed business terms into a structured term sheet and contract instruction set for selected local counsel.
Draft or localize
Licensed third-party counsel in the relevant country drafts, localizes or reviews the agreement and identifies non-waivable local requirements.
Negotiate and approve
Kane supports the business negotiation while counsel advises on legal positions, changes and final approval.
Manage performance
The signed agreement becomes an operating tool with owners, reviews, documentation, renewals, obligations and escalation dates.
Henneke Holdings does not act as an employer of record and does not provide legal, tax, payroll or immigration advice. We coordinate the business process with appropriately qualified EOR providers, payroll specialists, tax advisors and licensed local counsel. Final worker classification and contract legality depend on the facts and applicable country law.
Country rules matter
Employment rights follow the real relationship and local law.
These official resources demonstrate why international hiring cannot be managed through one generic contract. Local professionals determine the rules that apply.
European Union · Your EuropeEU employment contract requirements↗Internal Revenue ServiceU.S. employee or contractor classification↗Canada Revenue AgencyCanadian worker-status rulings↗Government of the United KingdomUK employment status↗International Labour OrganizationThe international employment relationship↗European CommissionEU employee-data obligations↗U.S. Department of JusticeU.S. Form I-9 and fair verification↗
Direct access. Disciplined follow-through.
Start with the business opportunity—or the customer action that needs attention.
Kane leads strategy, technical-commercial development and executive decisions. Heather supports customer communication, inside sales, order coordination and day-to-day follow-up. Together, they connect specialty expertise to responsive service.
Kane HennekeStrategy & technical-commercial leadershipEmail KaneCall 941-302-3301LinkedIn
Heather HennekeCommercial operations & customer serviceEmail HeatherCall 941-457-9410Text HeatherWhatsApp
Ordinary email and WhatsApp are not secure channels and do not create a nondisclosure agreement. Please do not send formulas, customer lists, personal data, trade secrets or other sensitive information until a written NDA and an appropriate transfer method are in place.