DRAGON Dragon HCM, Powered by Rippling / Dragon / Global workforce
A wider workforce. A clearer operating model.
Different countries—and different hiring models—need different approaches. Build your global workforce solution around how and where you employ people.
What’s possible
Make the connections that matter.
Select the capabilities that fit your business, then design the responsibilities and workflows around them.
Global payroll
For supported countries where you have your own employing entity, evaluate payroll that connects global employee information and local pay processes.
Explore the details 02Employer of record
Where available, an employer-of-record arrangement can support employment without establishing your own local entity. Terms and responsibilities differ from payroll software.
Explore the details 03Contractor payments
Manage supported international contractor payments and related administrative workflows. Payment capability does not determine worker classification.
Explore the details 04Contractor of record
Evaluate contractor-of-record services separately where available. Confirm the legal arrangement, eligibility and covered responsibilities.
Explore the details 05Connected workforce data
Bring visibility to distributed teams with shared employee information, reporting and appropriate access controls.
Explore the details 06Country-by-country planning
Confirm local availability, currency, funding deadlines, statutory requirements and service coverage before making a hiring or expansion decision.
Explore the detailsChoose the capabilities your team needs. Products, country coverage and services depend on your selected scope.
For employees
Less friction.
More confidence.
Global growth should not mean a disconnected experience. Plan onboarding, local requirements and a clear support route around each person’s location.
Put the operating model firstA few useful answers
Clarity before commitment.
Global payroll or EOR?
Global payroll generally supports employees of your own entities. EOR uses a provider’s local employment arrangement. The right choice depends on your footprint and requirements.
Are every country and currency supported?
No. Country, currency and service availability vary. Confirm the specific location and employment model before committing.
Can contractors simply be treated as employees?
No. Classification depends on the actual arrangement and applicable requirements. Obtain appropriate professional review rather than relying on a software label.
An illustrative workflow
Picture the handoff.
Hiring in a new country starts with the employment model, not the payment button. Establish whether you have an entity, need an EOR arrangement or are engaging a genuine contractor—then assess available services and local requirements.
Illustrative planning example—not a customer case study or guaranteed outcome.
Your next chapter
Build a better experience for your people.
Let’s connect your payroll priorities, employee needs and business goals. We’ll start with the work—not a one-size-fits-all bundle.