Hand a placement to an employer of record without re-keying it

This is the most important sentence on the page. Surhires is recruitment software and applicant tracking system. It sources candidates, tracks submittals, manages the client relationship and closes a placement. It does not employ anybody, does not run payroll, does not hold an employment contract and does not take on employer liability in any jurisdiction.

An employer of record does those things. It is the legal employer of the person your client wants to hire, in a country where your client has no entity of their own, and it carries the payroll, the statutory contributions, the local employment contract and the termination risk. That relationship is between your client and the EOR. We are upstream of it.

The reason the distinction matters commercially is that agencies get asked to solve the entity problem constantly, and the wrong answer is to imply that your CRM handles it. The right answer is to say who does, and to make the handoff to them cheap.

The purpose of the connector is to stop somebody typing the same twelve fields into a second system. When a placement reaches accepted in Surhires, the fields that an EOR onboarding form asks for are already sitting on the record: legal name, work email, country of residence, job title, start date, compensation and currency, contract type, and the hiring manager who signs off.

The planned behaviour is a push from Surhires into Deel, creating a draft onboarding record for a human to review before anything is sent to the candidate. A draft rather than an automatic submission, because a wrong start date pushed silently into an employment system is a worse problem than a wrong start date on a CRM record.

The planned direction is Surhires to Deel for the onboarding handoff, plus a narrow read back of onboarding status so a recruiter can see whether the person has signed and started without logging into a system they may not have a seat in.

What will not sync back: payroll runs, invoices, tax documents, benefits elections, time off, expense claims or anything else that belongs to the employment relationship. Those live in the EOR and should stay there. Recruitment software that mirrors payroll data becomes a second copy of sensitive records with no good reason to exist, and a compliance problem for whoever holds it.

Placement billing on your side stays in Surhires, because that is your revenue rather than the employment relationship. The two are related but they are not the same ledger.

Deel is used both to employ people through an EOR arrangement and to engage and pay independent contractors. Those are different legal relationships with different risk profiles, and the difference is decided by how the work is actually performed rather than by which button somebody clicked.

The planned integration records which route a placement took and files that on the placement record, so that six months later the question of whether a given person was engaged as an employee or a contractor has an answer in your own system. It does not advise on classification, and it does not validate it. Misclassification exposure sits with the client and the EOR, not with the CRM that recorded the field.

Until the connector ships, the workflow is an export and a paste, and it is not as painful as it sounds. Export the placement record from Surhires as CSV or copy the offer summary from the placement view, then create the onboarding in Deel directly. For an agency doing a handful of cross-border placements a quarter, that is a few minutes per hire.

Two things make the manual path safer. First, capture the EOR route on the placement record as a custom field at offer stage, so the pipeline reports show which placements need an entity conversation before the offer goes out rather than after. Second, attach the signed offer document to the placement so that the version the EOR was given and the version the candidate signed are the same file.

Employer of record connectors sit behind the integrations that a desk touches every day: job boards, calendars, messaging and the sourcing surfaces. A recruiter opens LinkedIn twenty times a day and an EOR once a month, so the sequencing follows usage rather than deal size.

If cross-border placement is the core of your business rather than an occasional exception, tell us during a demo. Sequencing is influenced by what buyers actually run into, and an integration that three serious prospects are blocked on moves differently from one that reads well on a logo wall.