‘Which EOR Company Is Suitable for Hiring Two Developers in Mumbai???’

Hiring two developers in Mumbai may seem like a small recruitment decision.

For a foreign company without an Indian entity, however, those two hires can raise several practical questions: Who will legally employ them? Who will run payroll? How will Maharashtra-specific requirements be handled? And which EOR can provide enough support without making a small team unnecessarily expensive?

The right EOR is therefore not simply the company with the biggest global footprint or the lowest advertised fee.

For a two-person technology team, local expertise, transparent pricing, compliance coverage, and responsive support can matter far more than a long list of countries.

Why Mumbai Requires Local Payroll Knowledge

Mumbai-based employees are subject to India’s broader employment framework along with applicable Maharashtra requirements.

A suitable EOR should be able to manage areas such as:

• Employment contracts.
• Monthly payroll.
• TDS.
• Provident Fund, where applicable.
• ESI, where applicable.
• Maharashtra Professional Tax.
• Statutory benefits.
• Leave administration.
• Employee records.
• Onboarding and offboarding.

For a foreign company, having one provider coordinate these responsibilities can be considerably simpler than building an India payroll function for only two employees.

EOR Companies Worth Considering

There is no single EOR that is automatically best for every business. The right choice depends on whether your priority is India specialization, global hiring capability, cost, or additional HR support.

Wisemonk

Wisemonk has an India-focused EOR model and specifically markets its services to global companies hiring in Mumbai without an Indian entity.

Its published EOR pricing currently starts at $99 per employee per month, with services covering areas such as payroll and statutory compliance.

For a company hiring only two developers in India, an India-focused provider can be attractive because its processes are designed around the local employment environment.

Remunance

Remunance is another India-focused option worth comparing for a small Mumbai team.

Its 2026 published comparison places its starting EOR pricing at around $99 per employee per month, although the actual quote can vary depending on the employee and services required.

It can be particularly relevant when India is the immediate hiring priority rather than one country among dozens.

TMS

TMS offers a dedicated EOR service for Mumbai and states that it can employ Mumbai-based staff on behalf of foreign companies without requiring the client to establish an Indian entity.

Its Mumbai offering covers payroll, compliance, employment administration, and Maharashtra-specific considerations such as Professional Tax.

For companies wanting a provider with a physical Mumbai presence, this can be an important consideration.

97 Tech Center

97 Tech Center is another Mumbai-based provider focused on helping overseas companies build Indian teams without opening their own local entity.

It states that it manages employees across India through its Mumbai-registered entity and offers employment, payroll, compliance, onboarding, and offboarding support.

For two software developers, its technology-team focus may be worth exploring alongside more traditional EOR providers.

Asanify

Asanify is an India-focused EOR and HR technology provider that publishes pricing starting at $99 per employee per month and highlights 24–48-hour onboarding for its EOR service.

It can be worth considering for startups that want payroll and employment administration combined with a technology-driven HR experience.

What Should You Look for With Only Two Employees?

When the team is small, every recurring cost matters.

Instead of comparing only the EOR service fee, request a complete cost breakdown covering:

• EOR fee per employee.
• Employer statutory contributions.
• Payroll processing.
• Benefits and insurance.
• Onboarding charges.
• Offboarding charges.
• Security deposits, if any.
• Currency conversion charges.
• Reimbursements.
• Additional HR services.

Published EOR prices in India can vary significantly, so comparing the total employment cost is more useful than comparing one headline number.

Developers Need More Than Payroll

For software developers, employment documentation deserves additional attention.

The agreement should appropriately address:

• Confidentiality.
• Intellectual property.
• Ownership of software and work product.
• Access to company systems.
• Data protection.
• Notice and termination provisions.

Ask the EOR how IP ownership is structured between the legal employer, employee, and your company.

This question can be just as important as asking about payroll.

India-Focused or Global EOR?

For two developers in Mumbai, an India-focused EOR may make more sense if India is your only or primary hiring market.

A global EOR can become more attractive when you expect to hire employees across several countries and want one international provider.

The decision should be based on your next stage of growth, not just today’s headcount.

The Best EOR Is the One That Fits Your Hiring Strategy

For two developers in Mumbai, there is no universal winner.

An India-focused provider such as Wisemonk, Remunance, TMS, 97 Tech Center, or Asanify may be worth shortlisting based on your specific requirements, while broader global platforms can be considered if international hiring is part of the roadmap.

Before signing, ask one simple question:

Will this provider make our first two hires easier to manage today and still support us when our Mumbai team becomes ten, twenty, or more?

That is a much better measure of EOR suitability than price alone.