Hire in China
We kept hearing the same pain point from global CEOs: “China is our fastest-growing market, but hiring takes forever and language gaps kill momentum.” After 15 years of filling senior roles for overseas clients, we realized Shanghai needed a single, English-speaking talent command center—so we create the China Desk solution:
one team, one city, 21-day hires from shortlist to start date.
How It Works
01
Briefing Call
(30 min)
You send JD & budget → we map target companies & talent pool.
02
7-Day Shortlist
You receive résumés + 1-page Snapshot per candidate.
03
Interview Week
We schedule Zoom meetings or on-site interviews
04
Offer & Onboarding
We manage salary negotiation, reference checks, visa & relocation (Service optional).
​FAQ Section
Q: Do I need a Chinese legal entity to hire employees in China remotely?
A: No, you can hire local employees through an Employer of Record (EOR) or PEO service, which handles payroll, compliance, and contracts on your behalf.
​
Q: What are the standard working hours and overtime rules in China?
A: Standard workweek is 40 hours (usually 8 hours/day, 5 days/week). Overtime is generally capped at 36 hours/month and must be paid at 150–300% of the hourly wage depending on timing.
Q: Are there mandatory benefits I must provide?
A: Yes, you need to pay social insurance (pension, medical, unemployment, work injury, maternity) and housing fund contributions are legally required for all local employees. Check our latest China Payroll Guide for the city standard.
​
Q: What are the main types of employment contracts?
A: Contracts can be fixed-term, open-ended, or project-based. Fixed-term contracts require careful renewal management to avoid automatic conversion to open-ended contracts.
​
Q: What are termination rules in China?
A: Termination must be for cause under PRC law; give 30 days’ notice (or pay in lieu) plus N+1 severance. Wrongful dismissal triggers 2N damages.
​
Q: Are non-compete and confidentiality agreements enforceable?
A: Yes, but they must comply with Chinese labor law limits, including duration (typically max 2 years) and reasonable compensation during the restriction period.
​
Q: How does payroll and tax compliance work?
A: Employers must withhold individual income tax and contribute social security monthly. EOR providers can manage payroll and statutory compliance to avoid penalties.
​
​
Q: What happens if labor disputes arise?
A: Labor disputes are generally handled through mediation, arbitration, and, if necessary, labor courts. Having compliant contracts and documentation significantly reduces risk.
​
​
This FAQ provides general guidance only. Consult with legal professionals for specific advice regarding your situation.
