Zyntro finds, employs and pays world-class South African talent for companies in the UK and beyond. No local entity. No compliance guesswork.
EF English Proficiency Index 2025 — score 602, “very high” band
A full working-day overlap with the UK and Europe
Share of South Africa’s globally-focused workforce, per BPESA
Typical all-in saving on the same role versus employing in the UK, after our fee
Sources: EF English Proficiency Index 2025; Business Process Enabling South Africa (BPESA). Cost saving is indicative and varies by role and seniority.
Some clients need one compliant employment contract. Some need a twelve-person team and a payroll that runs itself. Some just need someone selling by the end of the month. Start wherever you are.
Hire in South Africa without opening one.
We become the legal employer of your South African hires. You run the work and the relationship; we own the employment contract, the tax, the statutory filings and the risk that comes with them.
One monthly run. Everyone paid, everything filed.
Payroll for your South African employees and contractors, processed monthly in rand and invoiced to you in your own currency. Payslips, leave, statutory deductions and year-end reconciliation included.
A whole function, staffed and employed.
Most companies do not want one South African hire — they want a team. We build and employ complete remote functions: customer support, finance and bookkeeping, operations, marketing, engineering and back office.
Permanent salespeople, placed and guaranteed.
Straight recruitment for revenue roles — SDRs, account executives, account managers and sales leadership. We find the South African talent; you employ them directly, either through your own entity or ours.
Rent a running sales team instead of building one.
We recruit, train, manage and employ a dedicated outbound team that works only your market and your pipeline. They sit on your CRM, work your hours, and report to you weekly — but they are our problem to hire, hold and replace.
Most first conversations start with a headcount plan and a budget, not a service name. Tell us what you are trying to build and we will tell you the cheapest way to get there — including when that is not us.
Put in the UK salary you would pay for the role. We will add the employer costs most people forget, and show you the range the same role typically lands in with us.
Indicative only. UK figures use employer National Insurance at 15% above the £5,000 secondary threshold and pension auto-enrolment at 3% of qualifying earnings for 2026/27. The Zyntro range applies the 20–35% all-in saving quoted at the top of this page, and already includes everything we charge — for a hire we source, that single figure covers the search, the salary, the employer costs and our management of them. Your actual number depends on the role, the seniority and the exchange rate — ask us and we will price the specific role.
In the UK
£3,364
per month, all in
With Zyntro
£2,186 – £2,691
per month, including our fee
You keep
£673 – £1,177
per month, or £8,073 to £14,127 a year on this one role
Every offshore provider leads with how much you will save. The saving is real, and it is at the top of this page — but we think it is the third-best reason to hire in South Africa. Here are the first two.
South Africa is one to two hours ahead of London and shares a full working day with the UK and Europe. Your team is online for your stand-up, your client calls and your afternoon crunch. Manila is eight hours out. Latin America is five to eight behind. This is the one advantage offshore competitors cannot copy.
South Africa ranks 13th in the world on the EF English Proficiency Index 2025 with a score of 602 — the “very high” band, and ahead of every established offshore hiring destination. For customer-facing and sales roles, that is the difference between a team your clients enjoy talking to and one they tolerate.
Around 160,000 university graduates enter the market each year, into an economy with unemployment above 30%. That combination is why strong, experienced people are available, why they stay, and why the arbitrage exists. We would rather say that plainly than dress it up.
South Africa is consistently ranked among the world's most attractive offshore service destinations, and roughly half of its globally-focused workforce already serves UK clients. The infrastructure, the management layer and the norms are in place. You are not the pioneer here.
Employing someone in South Africa generally lands 20 to 35 percent cheaper than the same role in the UK once everything is counted — salary, employer taxes, benefits and our fee. Headline claims of 60 or 70 percent in this market compare raw salaries and quietly leave out the fee, the benefits and the on-costs. The saving is also smaller on senior engineering and marketing roles than on support, finance and sales ones. Send us a role and you will get the real, fully-loaded monthly figure — a single all-in rate if we are finding the person, or their cost and our fee side by side if you already have them.
Almost every agency sells you one or the other and lets you work out which you needed afterwards. We do both, so we have no reason to push you at the wrong one. Here is the honest version.
We place, you employ
Choose this when
We employ and manage
Choose this when
Start with an outsourced SDR on our payroll. If the market responds and the person is good, convert them onto yours — either directly, or through our Employer of Record so you never have to open a South African entity to keep them. If the market does not respond, you stop after a month having learned something cheaply, instead of carrying a bad permanent hire for a year.
It is the same logic as contract-to-perm, applied to outbound. We are the only people we know of who will sell you both halves.
Give us your target market, your average deal size and how fast you need pipeline, and we will tell you which of the two routes actually gets you there — with the working shown.
We take the role, the seniority and the outcome you need, then come back with what that person genuinely costs in South Africa — salary, statutory costs, our fee, all in one monthly figure in your currency. No obligation, and no discovery-call theatre before you get a number.
We search, screen and interview against the brief, and send you a short list with evidence attached — what each person has actually done, not what their CV claims. You interview the ones you like. We handle the rest.
We issue a compliant South African employment contract, register the employee for PAYE, UIF, SDL and COIDA, sort equipment and access, and get them working. Days, not the months an entity setup would take.
Payroll runs monthly, filings go in on time, and you get one clean invoice. When someone needs replacing, a team needs growing, or a contract needs ending properly, that is our job — including the CCMA process if it ever comes to it.
Employing someone in a country you do not operate in is where the risk sits. This is the part of the job we are actually being paid for.
Every contract we issue sits under the Basic Conditions of Employment Act and the Labour Relations Act. Notice periods, leave entitlements, probation and dismissal all follow South African law — which is employee-protective, and which foreign employers routinely get wrong. Where a dispute reaches the CCMA, we run it.
The fastest way to create a liability is to call someone a contractor when the law says they are an employee. We assess how the work is actually controlled and structured, tell you which one applies, and put the right agreement in place. If contractor is the honest answer, we will say so.
South Africa's POPIA is built on the same architecture as the GDPR — lawful basis, minimisation, breach notification, data-subject rights — which makes alignment straightforward in practice. To be precise: South Africa does not hold an EU adequacy decision, so transfers rely on standard contractual clauses and a data processing agreement. We will send you both.
Which model applies comes down to one question: do you bring us the person, or do we go and find them? We are not going to put a headline price on this page and then rebuild it in the proposal — but you should know the shape of every fee before you speak to anyone.
A fixed monthly fee per employed person
You already have someone in mind, or you are moving an existing contractor onto a compliant footing. You set their salary and see every line of it; our fee sits on top, separately, so you always know what you are paying us and what you are paying them.
One all-in monthly rate per person
Search, salary, employer taxes, benefits and day-to-day management in a single monthly figure per person. This is how we price remote teams, outsourced sales teams, and any Employer of Record hire we recruit for you. You are buying a working person at a known monthly cost.
A one-off placement fee
For permanent salespeople who go onto your own payroll, wherever in the world that is. Charged as a percentage of first-year base salary and payable when they start, not when we send a CV.
Send us a job title and a seniority. If you already have the person, you will get their cost and our fee, separated. If you want us to find them, you will get a single all-in monthly figure — so either way you can compare it against hiring at home without doing the maths yourself.
It is a company that legally employs someone on your behalf in a country where you have no legal entity. Zyntro holds the employment contract, runs the payroll, pays the tax and carries the employment liability. You direct the work, set the pay, manage the person day to day and decide whether they stay. In practice it means you can hire in South Africa next week instead of spending months and a five-figure sum registering a company you may not want.
Not if you use an Employer of Record. Without one, you would need to register a local entity, register as an employer with SARS, set up UIF, SDL and COIDA, and run a compliant local payroll. That is a real project with real cost. With Zyntro, your first hire has a compliant contract in days.
Yours. South Africa is one to two hours ahead of the UK, so a normal South African working day already covers a normal British one — no night shifts, no goodwill required. For US clients we run shifted hours to guarantee a meaningful daily overlap with your team, and we say exactly what that overlap is before you sign anything.
South Africa ranks 13th in the world on the EF English Proficiency Index 2025, in the highest band, ahead of every large offshore hiring destination. Accents are generally neutral to a British or American ear and accent-neutralisation training is not something we do, because it is not something that is needed. For sales roles we will let you hear recorded calls before you commit.
Mostly the clock and the language. The Philippines is eight hours ahead of London and Latin America is five to eight hours behind, so both require someone to work unsociable hours. South Africa does not. On English proficiency South Africa sits meaningfully above both. On cost, South Africa is competitive rather than the outright cheapest — which is the trade we think is worth making for anything client-facing.
On an outsourced team, replacing them is our problem and our cost — we recruit, onboard and pay the replacement. On a permanent placement, you get a replacement guarantee. On an Employer of Record arrangement, we manage the exit properly under South African law, including the CCMA process if it is ever needed, which is precisely the part foreign employers get wrong on their own.
South Africa's POPIA is structurally similar to the GDPR, which makes practical alignment straightforward. To be accurate about it: South Africa does not have an EU adequacy decision, so transfers of personal data rely on standard contractual clauses plus a data processing agreement. We provide both as standard and will walk your DPO through them.
It depends on whether you bring us the person or we go and find them. If you already have someone and just need them employed and paid compliantly, we charge a fixed monthly fee per person on top of their salary, and you see both numbers. If we are sourcing — a remote team, an outsourced sales team, or an Employer of Record hire we recruit for you — you get a single all-in monthly rate per person covering the search, the salary, the employer costs and the management, with no separate recruitment fee on top. Permanent sales recruitment, where the person goes onto your own payroll, is a one-off percentage of first-year base salary. We do not publish the figures because the honest answer depends on the role and the seniority, but send us a job title and you will have a full number back within a working day.
Our sales recruitment covers international markets, and we place permanent salespeople wherever you employ them. Our Employer of Record and payroll services are deliberately South Africa only. We would rather be genuinely expert in one country than list a hundred on a map and broker the other ninety-nine.
One job title and a seniority is enough to start. You will get back a fully-loaded monthly figure, a view on whether to employ or outsource, and an honest answer if South Africa is the wrong call for that role.