“We would switch tomorrow, but moving our people sounds like a year of pain.”
We migrate you off your current EOR. Your part takes hours.
A dedicated transition lead audits every contract, matches or improves terms, briefs every employee and cuts over around your payroll calendar. Payroll is sequenced to stay on schedule, and you watch it all in HummingBird.
How hard is it to switch EOR providers?
Far easier than most decision-makers expect. A well-run migration is an audit, a set of matched contracts, and a cutover sequenced around payroll cycles, all managed by the receiving provider. With LanceSoft, a dedicated transition lead runs the whole move onto our 50+ self-owned entities, terms are matched or improved, payroll is sequenced to continue without interruption, and your team’s involvement is measured in hours.
The fear is understandable: employment contracts, accrued leave, payroll timing and anxious employees all feel like things that could go wrong at once. But every one of those risks is a sequencing problem, and sequencing problems are solved by planning, not luck. The audit happens before anything moves. The communication happens before the contracts. The cutover happens on the payroll calendar, not against it.
Staying with a provider that is not working has a cost too, and it compounds quietly: employee trust erodes with every late answer, invisible compliance gaps accumulate, and your team spends hours chasing a vendor instead of running the business. The migration is a few weeks of managed, mostly invisible work. The status quo is forever. Moving to LanceSoft is also a move onto HummingBird: from cutover you see every employee, contract and payslip in one login, which is often the visibility that was missing before.
The fear, and how it actually runs.
What decision-makers fear
- Employees panic when the letter arrives
- A payday gets missed somewhere in the cutover
- Leave balances and tenure lost in translation
- The old provider slow-walks the exit
How LanceSoft runs it
- Briefed early by a person; terms matched or improved
- Every move sequenced around the payroll calendar
- A line-item audit before anything moves
- Notice terms planned around from day one
In writing, before you sign
Statutory exposure check
Not sure where your compliance gaps are?
A 30-minute call with a Regional SPOC maps your exposure country by country: classification, filings, benefits and remittances. No deck, no pitch.
Your path from here
Every employee, contract, benefit and accrual mapped, plus your notice terms
New contracts on our entities, terms matched or improved, employees briefed by a person
Sequenced around payroll cycles; onboarding done within 3 working days of each acceptance
The first payroll reconciled line by line, so the migration ends with proof, not hope
All we need from you
- A copy of your current contracts and invoices
- A target window for the switch
- An hour with your HR lead for the audit
- A yes when the dated plan looks right
Everything else is ours to carry: the audit, the matching, the communication, the cutover and the verification.
Zero onboarding fees · exit with statutory notice only · terms in writing before you commit
Stay put, switch alone, or switch managed
The problems you know, indefinitely
Trust erodes with every late answer
Compliance gaps accumulate invisibly
Best only if the issues are truly minor
You coordinate two providers yourself
Notice terms and payroll timing on your desk
Employee communication left to chance
Best for nobody with more than a few employees
One dedicated lead owns the whole move
Audit, matching, timing and comms handled
Your part measured in hours, not months
Best when you want it done properly, once
Why LanceSoft
- A dedicated lead, start to finishOne owner for the whole migration, on direct dial.
- Onto our own paper50+ self-owned entities, so you know exactly who employs your people.
- Sequenced, never rushedPhased around payroll cycles and notice periods per country.
- Employees arrive reassuredBriefed by a person, welcomed by a dedicated care partner.
- Proof, not promisesFirst payroll reconciled line by line in HummingBird and reviewed with you.
50+ self-owned entities · 100+ countries
Where do you need people next?
50+ self-owned entities, a disclosed partner network in 50+ more. Check the map before you plan the quarter.
Human led, tech enabled
Every engagement runs on HummingBird.
Migrations run through HummingBird's onboarding queue, so every transferred employee, contract and payroll cutover is tracked to the step. Nothing switches until it reconciles.
Licensed to operate
Labour leasing licenses, held on the ground.
LanceSoft holds labour leasing and employment agency licenses with national authorities across the world, so your workforce is engaged on real licenses, in the worker’s own country.
Quick answers
Is switching EOR providers disruptive for employees?
Not when it is sequenced properly. Employees keep their salary, benefits and tenure treatment, hear a clear story before anything changes, and meet their dedicated care partner before the switch, not after. They judge the move by their first payslip and their first answered question, and we make both good.
How long does an EOR migration take?
After a short audit you receive a dated migration plan per country. Transitions are phased around payroll cycles and notice periods, and each employee’s onboarding completes within 3 working days of acceptance. Most of the elapsed time is your current provider’s notice terms, not the work itself.
What does switching to LanceSoft cost?
Nothing to migrate: zero onboarding fees and zero offboarding fees, in writing. Ongoing pricing is broken down per country before you sign, with EOR from $299 per employee per month.
Can our current provider make leaving difficult?
Notice terms are planned around from day one and document requests are prepared early, so the handover runs on your timeline. Before you commit, we also help you put six precise questions to your current provider in writing; the answers usually settle the decision.
What happens to accrued leave, tenure and benefits?
They are mapped in the line-item audit and carried across under each country’s continuity rules by our Regional SPOC. Nobody’s leave balance, seniority or allowance falls through the gap, and we tell you plainly where local law treats the move differently.
What do we actually have to do?
Share your current contracts and invoices, agree the target window, and give us an hour with your HR lead. The audit, matching, communication, cutover and verification are ours to carry.
Tell us the role. Our dedicated team handles the rest.
A dedicated team member replies within one business day with answers and a custom quote.