Brazil is the largest economy in Latin America and one of the most attractive hiring destinations for global companies expanding into the region. With strong talent pools across technology, engineering, finance, agribusiness, manufacturing, and shared services, Brazil offers both scale and cost advantages.
However, hiring in Brazil is legally complex and compliance-heavy. Employment is governed by the Consolidation of Labour Laws (CLT), which mandates strict rules around contracts, payroll, benefits, unions, and termination. Social charges significantly increase total employment cost, making compliance and cost planning critical for foreign employers.
As a result, companies hiring in Brazil in 2026 increasingly rely on Recruitment Process Outsourcing (RPO) for access to talent while pairing it with Employer of Record (EOR) in Brazil to manage employment, payroll, and labour law compliance without establishing a local legal entity.
Why RPO Demand in Brazil Is Rising in 2026
Several structural and regulatory factors are driving increased RPO adoption in Brazil:
- Rapid growth in technology, fintech, and nearshore delivery teams
- Large, skilled workforce with strong regional diversity
- Complex CLT labour laws and frequent regulatory changes
- High employer tax and social security burden
- The need to enter the Brazilian market quickly without company incorporation
For global companies looking to build teams in Brazil, RPO accelerates recruitment but compliance determines long-term viability.
What Is Recruitment Process Outsourcing (RPO) and Why It Matters in Brazil
Recruitment Process Outsourcing (RPO) is a hiring model where an external provider manages part or all of an organisation’s recruitment lifecycle. Unlike traditional recruitment agencies, RPO providers operate as an extension of internal hiring teams and support workforce planning, sourcing, screening, interviews, and offer coordination.
In Brazil, RPO is particularly valuable due to regional hiring differences, Portuguese-language requirements, and sector-specific recruitment practices. RPO providers help global companies navigate the local talent market efficiently.
However, RPO providers do not legally employ workers. They do not manage payroll, social charges, FGTS, or compliance with Brazilian labour laws. For companies hiring employees in Brazil without a local entity, this gap creates significant legal and financial risk.
RPO vs Staffing Agencies vs EOR – What’s the Difference?
Understanding the distinction between recruitment and employment outsourcing is essential in Brazil.
| Aspect | Staffing Agency | RPO Provider | Employer of Record (EOR) |
| Primary role | Candidate placement | Recruitment management | Legal employment |
| Who employs the worker | Client | Client | EOR |
| Payroll & tax | Client | Client | EOR |
| Social charges & FGTS | Client | Client | EOR |
| CLT labour law compliance | Client | Client | EOR |
| Termination risk | Client | Client | EOR |
Key takeaway: RPO defines how you hire. An Employer of Record defines how you employ compliantly in Brazil.
When Should Global Companies Use RPO in Brazil?
RPO is most effective when aligned with market-entry strategy and hiring scale.
Global companies typically use RPO in Brazil when:
- Hiring their first local employees
- Scaling from 10 to 300+ employees
- Recruiting technical, operational, or leadership roles
- Supporting LATAM nearshoring or shared services expansion
However, RPO alone is insufficient when companies lack a Brazilian legal entity, payroll registration, or labour law expertise. In such cases, a hybrid RPO + EOR model enables fast hiring while managing compliance risk.
Top 10 Recruitment Process Outsourcing Companies in Brazil (2026)
Below is a curated list of RPO providers supporting hiring in Brazil. Each company is summarised briefly, followed by key capabilities.
1. Asanify (RPO + Employer of Record–Led Model)
Asanify leads with a compliance-first hiring approach by combining Recruitment Process Outsourcing with Employer of Record services in Brazil. Instead of stopping at recruitment, Asanify enables global companies to legally employ talent, manage payroll, and comply with CLT labour laws without establishing a Brazilian legal entity.
Key Features
- Integrated RPO + Employer of Record in Brazil
- CLT-compliant employment contracts
- Payroll, income tax, and social charge management
- FGTS, INSS, and statutory benefits compliance
- Entity-free hiring for global companies
2. Randstad Brazil (RPO)
Randstad Brazil provides RPO services across technology, engineering, manufacturing, and professional services.
Key Features
- End-to-end and project-based RPO
- Strong local talent networks
- Enterprise recruitment programs
3. Hays Brazil (RPO)
Hays Brazil delivers professional and technical RPO services for multinational companies operating in Brazil.
Key Features
- Embedded and project RPO
- Specialist and professional hiring
- Global recruitment standards
4. Allegis Global Solutions Brazil
Allegis Global Solutions offers enterprise-grade RPO and total talent management services in Brazil.
Key Features
- Enterprise RPO delivery
- Total Talent Management (TTM)
- Workforce optimisation
5. Korn Ferry Brazil (RPO)
Korn Ferry provides RPO services aligned with leadership hiring and workforce advisory in Brazil.
Key Features
- Executive and specialist RPO
- Leadership and succession hiring
- Talent advisory integration
6. PeopleScout Brazil
PeopleScout delivers technology-enabled RPO services focused on candidate experience and recruitment marketing.
Key Features
- High-volume RPO
- AI-powered sourcing tools
- Employer branding support
7. ManpowerGroup Brazil (Talent Solutions)
ManpowerGroup offers RPO and workforce solutions supporting regulated and high-volume hiring environments.
Key Features
- RPO and workforce planning
- Multi-industry hiring support
- Governance-driven recruitment
8. Adecco Brazil (RPO)
Adecco provides scalable RPO services backed by its global staffing infrastructure and strong Brazilian presence.
Key Features
- Project-based RPO
- Multi-industry coverage
- Large candidate databases
9. Robert Walters Brazil (RPO)
Robert Walters specialises in professional and bilingual hiring, offering RPO and recruitment services in Brazil.
Key Features
- Professional and management hiring
- International talent sourcing
- Multinational client experience
10. PageGroup Brazil (Michael Page RPO)
PageGroup supports professional and leadership hiring, offering RPO-style recruitment programs for enterprises.
Key Features
- Professional and leadership hiring
- Strong employer brand
- Global client experience
The Missing Piece in Most RPO Models – Compliance & Employment Risk
In Brazil, employment compliance is one of the highest hiring risks for foreign companies.
RPO providers do not:
- Manage FGTS and social security payments
- Handle union and collective agreement obligations
- Ensure compliant termination under CLT
- Assume labour court or inspection risk
This exposes companies to fines, lawsuits, and retroactive liabilities. This is where Employer of Record services in Brazil become essential.
How Employer of Record (EOR) Services Complement RPO in Brazil
An Employer of Record acts as the legal employer of Brazilian workers, while the client retains full operational control.
In an RPO + EOR model:
- RPO manages sourcing and candidate selection
- EOR employs workers under CLT labour law
- Clients manage performance, output, and culture
This approach enables faster hiring, eliminates entity setup, and ensures full compliance with Brazilian employment regulations.
RPO + Asanify EOR: A Smarter Way to Build Teams in Brazil
Asanify provides the employment, payroll, and compliance layer that complements RPO providers and internal recruitment teams. This allows global companies to hire in Brazil without assuming legal or operational risk.
Asanify integrates seamlessly into hiring workflows, ensuring recruitment success translates into compliant employment.
What Asanify Handles
- CLT-compliant employment contracts
- Payroll, income tax, FGTS, and INSS
- Statutory benefits and termination compliance
- Ongoing labour law adherence
This model is increasingly preferred by companies looking to build teams in Brazil in 2026 with speed and certainty.
Cost Considerations – RPO Fees vs Employer of Record Services Cost
| Cost Aspect | RPO | Employer of Record (EOR) |
| Pricing structure | Percentage of salary, retainer, or per hire | Per employee per month |
| Covers recruitment | Yes | No |
| Covers payroll & tax | No | Yes |
| Covers social charges & FGTS | No | Yes |
| Covers labour law compliance | No | Yes |
| Requires local entity | Yes | No |
| Reduces compliance & litigation risk | No | Yes |
Key takeaway: RPO accelerates recruitment, while EOR manages employment risk. Together, they deliver a compliant and scalable hiring model in Brazil.
How to Choose the Right RPO Partner in Brazil (2026 Checklist)
Global employers should evaluate RPO providers with compliance and cost structure in mind.
Key Questions to Ask
- Do you support hiring without a Brazilian entity?
- Can you work with Employer of Record providers?
- Do you understand CLT, unions, and social charges?
Red Flags
- “Employment compliance is not our responsibility”
- No experience with foreign employers
- Limited understanding of payroll and termination regulations
Aligning RPO providers with EOR providers in Brazil helps future-proof hiring strategies.
Conclusion
Recruitment Process Outsourcing is a powerful way to access Brazilian talent but it is not a complete hiring solution on its own.
In 2026, successful global hiring strategies in Brazil will:
- Use RPO to accelerate recruitment
- Use Employer of Record services to manage CLT compliance
- Avoid premature entity setup
By combining RPO with Asanify’s Employer of Record in Brazil, global companies can scale confidently, compliantly, and efficiently.
FAQs
What are the top recruitment process outsourcing companies in Brazil in 2026?
Leading providers include Asanify, Randstad Brazil, Hays Brazil, Allegis Global Solutions, and Adecco.
How does recruitment process outsourcing work in Brazil?
RPO providers manage recruitment, while legal employment requires a local entity or an Employer of Record.
Is RPO enough for hiring employees in Brazil without an entity?
No. RPO does not manage payroll, FGTS, or labour law compliance.
What is the difference between RPO and Employer of Record in Brazil?
RPO handles recruitment; an EOR legally employs workers and ensures compliance.
How much do Employer of Record services cost in Brazil?
EOR services are typically priced per employee per month and include payroll, social charges, and compliance.
Can startups use RPO and EOR together to build teams in Brazil?
Yes. This hybrid model is ideal for fast, low-risk expansion.
What labour laws in Brazil should foreign companies consider?
CLT labour law, social security (INSS), FGTS, union agreements, and termination rules.
Which EOR providers in Brazil work best with RPO companies?
Modern EOR platforms like Asanify integrate seamlessly with RPO and internal hiring teams.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.