Why China Desk
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.
Recruiters are 100% English-speaking consultants with Top MNC HR role background
Duo-interview method: Zoom interview + On-ground interviews in Shanghai Office
7-day shortlist for candidates
30-day credit for payment
90-day replacement guarantee
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 or on-site interviews (Service C available).
04
Offer & On-boarding
We manage salary negotiation, reference checks, visa & relocation (Service E optional).
How It Works 4-Step Flow
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 release-China Employment Compliance Quick Guide 2025 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.
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New Release!
Download China Employment Compliance Quick Guide 2026 for free!