PEO: often co-employment bundled HR. ASO: à la carte services; you remain employer of record. EOR: legal employer in country when no local entity—common for global hiring.

Often cited: vendor dependency, variable quality, transition/change cost, data/confidentiality risk, and contract ambiguity.

Good practice: distinguish mail drop vs compliance-grade registered office—statutory books, filings, and notices may be required; define scope in the contract.

In many US states (and similar concepts elsewhere), companies must appoint an in-state agent for government notices and service of process—foreign founders often must use a local provider.

Many jurisdictions allow non-residents, but rules differ on local directors, secretary, registered address, capital, etc.—never assume one-size-fits-all.

Payroll data is highly sensitive; cross-border transfer, storage location, access control, and subprocessors must align with laws like GDPR and local rules.