Employer of Record
Use when selected team members need to be employed through a local structure while ITD coordinates employment administration, payroll, HR and employee lifecycle support within the agreed scope.
All services / Outsourcing & EOR
Your Team in Egypt.
ITD EGYPT / CAPABILITY 01
Your Team in Egypt.
Connected to Your Business.
Build the capacity you need in Egypt through dedicated professionals, Employer of Record support or a managed BPO scope. ITD can coordinate the local operating model from workforce planning and recruitment through employment, payroll, HR, infrastructure, compliance and ongoing support.
Discuss your team Browse the roles we supportTHE SUPPORT WE PROVIDE
A Clear Scope.
Local Follow-Through.
Dedicated Teams
Use when professionals will work inside your systems, management structure, culture and performance expectations as a seamless extension of your organisation.
Managed BPO
Use when a defined process or function is outsourced with agreed responsibilities, procedures, KPIs or SLAs, reporting and governance.
Recruitment and Integration
Use when ITD will source and assess talent and coordinate onboarding, workspace, equipment and integration where included.
END-TO-END TEAM OPERATIONS
From Workforce Plan
to Day-to-Day Operations.
Choose the support you need and combine it into one operating model. ITD can coordinate the people, employment administration, infrastructure, reporting and ongoing workforce support required to keep your Egypt team running effectively.
01
Workforce Planning & Solution Design
Define what the team needs to achieve, how it should be structured and which engagement model fits the work.
- Needs assessment, role mapping and headcount
- Skills, hours, reporting lines and launch priorities
- EOR, dedicated-team, BPO or recruitment-only scope
02
Recruitment & Staffing
Source, assess and place Egyptian professionals around the exact requirements of the engagement.
- Role-specific sourcing and candidate pipeline
- Agreed screening, assessments and interviews
- Shortlist and selection coordination
03
Employer of Record & Employment Setup
Coordinate the local employment framework so the client does not manage Egyptian employment administration itself.
- Local contracts and employee documentation
- Personnel files and lifecycle administration
- Local HR point of contact
04
Onboarding & Integration
Move selected candidates from offer acceptance to a productive start inside the client organisation.
- Offer, documentation and start-date coordination
- Policies, workflows and reporting-line integration
- Systems, equipment and workspace readiness where included
05
Dedicated Team Management
Build a tailored team that operates as an extension of the client organisation.
- Professionals matched to the client’s requirements
- Integration into client tools and workflows
- Local coordination and performance follow-up
06
Payroll, HR & Benefits Administration
Keep recurring employment administration organised, visible and locally supported.
- Monthly payroll, payslips and reporting
- Leave, attendance and employee records
- Benefits, insurance and expenses where included
07
Office, IT & Infrastructure
Coordinate the physical and technical environment required for the team to operate effectively.
- Turnkey workspace in agreed Cairo locations
- Equipment, connectivity, access and security coordination
- Facilities, vendors and workplace support
08
Tax, Social Insurance & Compliance
Coordinate recurring employment-related statutory administration within the agreed scope.
- Payroll-related tax calculations and reporting
- Social insurance enrolment and contributions
- Employment documentation and requirement monitoring
09
Managed BPO Operations
Operate a defined activity or function against agreed procedures and service expectations.
- Process maps, SOPs, handoffs and documentation
- Workload planning, service levels and quality checks
- Escalation management and operational reviews
10
Performance, Support & Retention
Maintain the management rhythm needed to keep the team aligned, supported and retained.
- Check-ins, feedback and satisfaction monitoring
- Performance reviews and action plans
- Development and retention support where agreed
11
Reporting, Governance & Improvement
Keep responsibilities and delivery visible through an agreed reporting and governance structure.
- KPIs, SLAs and reporting cadence where relevant
- Owners, approval routes and escalation paths
- Service reviews and improvement actions
12
Scaling, Replacement & Offboarding
Adjust the team as requirements change and coordinate an orderly handover or exit.
- Expansion, role changes and replacements
- Final payroll and employment administration
- Equipment, access and knowledge handover where included
THE TALENT YOUR BUSINESS NEEDS
Specialist Roles.
One Connected Team.
Build around one professional, a focused group or a larger team. Explore the roles ITD can help you source across six disciplines.
83 role examples across 6 disciplines
Marketing, Sales & Growth 16 roles
- Copywriter
- Email Marketing Specialist
- Paid Media Buyer
- Digital Marketing Specialist
- SEO Specialist
- Social Media Manager
- Content Strategist
- CRM Specialist
- Sales Development Representative (SDR)
- Business Development Representative (BDR)
- Account Executive
- Sales Operations Analyst
- Partnerships Manager
- PR and Communications Specialist
- Brand Manager
- Market Research Analyst
Creative & Digital Design 9 roles
- UX/UI Designer
- Graphic Designer
- Video Editor
- Motion Graphics Designer
- Web Designer
- Digital Designer
- Brand Identity Designer
- Presentation Designer
- 3D Visualizer
Technology, Data & Product 16 roles
- Mobile Developer
- DevOps Engineer
- Back-end Engineer
- Front-end Engineer
- Full-stack Engineer
- Software Engineer
- QA Engineer
- Data Analyst
- BI Developer
- Data Engineer
- Cloud Engineer
- Cybersecurity Analyst
- IT Support Specialist
- Product Manager
- Scrum Master
- AI and Automation Specialist
Architecture, Engineering, BIM & Construction Design 21 roles
- Architect
- Interior Designer
- Landscape Architect
- Urban Planner
- BIM Modeler
- BIM Coordinator
- Civil Engineer
- Structural Engineer
- MEP Engineer
- Electrical Engineer
- Mechanical Engineer
- HVAC Engineer
- Plumbing and Firefighting Engineer
- Quantity Surveyor
- Cost Estimator
- Project Planner
- CAD Draftsman
- Revit Specialist
- Site Engineer
- Facade Designer
- Lighting Designer
Finance & Accounting 8 roles
- Accountant
- Staff Accountant
- Payroll Specialist
- Financial Analyst
- Investment Analyst
- Bookkeeper
- Accounts Payable Specialist
- Accounts Receivable Specialist
Operations, People & Customer Support 13 roles
- Recruiter
- HR Generalist
- Administrative Assistant
- Executive Assistant
- Virtual Assistant
- Customer Support Representative
- Operations Coordinator
- Procurement Coordinator
- Logistics Coordinator
- Compliance Coordinator
- Office Manager
- Data-entry Specialist
- Data-collection Specialist
No matching roles. Try a broader term or discuss your requirements with ITD.
WHAT YOU CAN EXPECT
Define the Work.
Make Progress Visible.
Deliverables are tailored to the agreed engagement. They may include:
Workforce & Model Design
- Workforce plan, role profiles and recruitment priorities
- Recommended engagement and employment model
Recruitment & Launch Readiness
- Recruitment pipeline, shortlist and assessment process
- Employment and onboarding readiness checklist
- Office, equipment, connectivity and access-readiness plan where included
Employment Operations & Compliance
- Payroll, HR, benefits and compliance setup plan where applicable
- Ongoing HR, employee-support and performance-review rhythm
Governance, Performance & Change
- Client and ITD responsibility matrix with escalation routes
- KPI, SLA, QA and reporting framework for managed BPO scopes
- Scaling, replacement and offboarding process
HOW WE WORK TOGETHER
Discover Requirements
Understand the function, roles, skills, headcount, working hours, location, systems, reporting lines, budget parameters and target launch date.
Design the Operating Model
Agree whether EOR, a dedicated team, managed BPO or recruitment-only engagement best fits the work, then define responsibilities and scope.
Source and Assess Talent
Build the candidate pipeline, conduct agreed screening and assessments, present shortlisted candidates and coordinate selection.
Employ and Prepare
Complete employment documentation where applicable, payroll and HR setup, onboarding requirements, workspace, equipment and access preparation.
Launch and Integrate
Coordinate start dates, orientation, systems access, client integration, reporting rhythm and any SOP or KPI setup required for managed delivery.
Manage, Review and Scale
Maintain the agreed local employment and HR layer, operating reviews, employee support, performance follow-up and future scaling or offboarding needs.
WHO MANAGES WHAT
Your Business Leads the Work.
ITD Runs the Agreed Local Operating Layer.
Functional direction remains with the client. Local employment, administration and operating support are assigned clearly at the start of the engagement.
ResponsibilityOwnerHow it works
Business priorities and functional directionClientSets objectives, work priorities, deliverables and business standards.
Role profiles and hiring criteriaSharedThe client defines the need; ITD refines the local search and assessment approach.
Candidate sourcing and screeningITDITD manages sourcing and agreed screening; the client participates in final selection.
Local employment and EOR administrationITDITD coordinates the local employment layer where EOR is selected.
Payroll, tax and social insurance administrationITDManaged within the contracted employment and payroll scope.
Workspace, IT equipment and facilitiesSharedITD can coordinate locally; the client defines systems and security requirements.
Internal systems access and permissionsClientThe client retains control over applications, data access and internal approvals.
Managed BPO SOPs, SLAs, KPIs and QASharedJointly defined at setup; ITD manages the agreed local delivery framework.
Employee relations and local HR queriesITDITD acts as the local HR and administrative point of contact within scope.
Scaling, replacements and offboardingSharedThe client decides the requirement; ITD coordinates local implementation.
BEYOND THE START DATE
One Operating Rhythm.
Clear Ongoing Control.
The detailed responsibilities above remain available individually or as one connected operating model. Once the team is live, ITD brings them into a regular management rhythm.
WHY ITD
01
Local Execution
A Cairo-based partner coordinating the local people and operating layer close to the team and the market.
02
One Connected Model
Recruitment, employment administration, payroll, HR, workspace and ongoing support can be coordinated rather than fragmented.
03
Flexible Scale
Start with one role, a focused team or a managed process and expand as requirements change.
04
Client Control
You retain business direction and functional standards while ITD manages the agreed local layer.
05
Continuity Since 1988
Long-term experience supporting international organisations with local access and execution in Egypt.
YOUR QUESTIONS
Before We Begin.
What is the difference between EOR, dedicated teams and managed BPO?
EOR focuses on the local employment and employee-administration layer. A dedicated team describes professionals integrated into your organisation. Managed BPO focuses on delivery of a defined process or function against agreed procedures and measures.
Who manages employees day to day?
The client normally retains functional direction and work priorities. ITD manages the agreed local employment, HR and operational administration and can support performance processes and reporting.
What does ITD handle under Employer of Record?
Depending on scope: local employment documentation, onboarding, payroll, HR administration, social insurance, employment-related tax administration, benefits coordination and employee lifecycle support.
Can ITD provide office space, equipment and IT support?
Yes. Workspace, equipment, connectivity, access and security coordination, and facility support can be included where required and agreed.
How does managed BPO work?
Both parties define the process, responsibilities, SOPs, staffing, handoffs, KPIs or SLAs, quality checks, reporting and escalation. ITD then manages the agreed local delivery framework.
How do you support performance and retention after launch?
Through agreed check-ins, performance follow-up, employee feedback, action plans, development and retention support.
What happens if our headcount changes?
ITD can coordinate additional recruitment, role changes, expansion, replacements, downsizing or offboarding under the applicable scope and employment process.
Can the team use our tools and systems?
Yes. Dedicated professionals can work within approved client tools and workflows. The client retains control over internal access, data and security policies.
How quickly can we launch?
Timing depends on role complexity, headcount, assessment requirements, employment model, office and equipment needs, and systems access. The specific proposal sets the recruitment and mobilisation timeline.
LOCAL ACCESS. GLOBAL STANDARDS. STRATEGIC EXECUTION.
Let’s Discuss
What Comes Next.
OUR SIX CAPABILITIES