All services / Outsourcing & EOR
LOCAL TALENT. GLOBAL STANDARDS. SEAMLESS OPERATIONS
Your Team in Egypt.
Connected to Your Business.
Build the capacity you need in Egypt through dedicated professionals, Employer of Record support or a managed BPO scope. ITD can coordinate the local operating model from workforce planning and recruitment through employment, payroll, HR, infrastructure, compliance and ongoing support.
Browse the roles we support ↓
THE SUPPORT WE PROVIDE
A Clear Scope.
Local Follow-Through.
01
Business & Market Assessment
Use when selected team members need to be employed through a local structure while ITD coordinates employment administration, payroll, HR and employee lifecycle support within the agreed scope.
02
Dedicated Teams
Use when professionals will work inside your systems, management structure, culture and performance expectations as a seamless extension of your organisation.
03
Managed BPO
Use when a defined process or function is outsourced with agreed responsibilities, procedures, KPIs or SLAs, reporting and governance.
04
Recruitment and Integration
Use when professionals will work inside your systems, management structure, culture and performance expectations as a seamless extension of your organisation.
END-TO-END TEAM OPERATIONS
From Staffing Plan to
Day-to-Day Operations.
Choose the support you need and combine it into one operating model. ITD can coordinate the people, employment administration, infrastructure, reporting and ongoing workforce support required to keep your Egypt team running effectively.
01
Workforce Planning & Solution Design
Define what the team needs to achieve, how it should be structured and which engagement model fits the work.
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Needs assessment, role mapping and headcount
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Skills, hours, reporting lines and launch priorities
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EOR, dedicated-team, BPO or recruitment-only scope
04
Onboarding & Integration
Move selected candidates from offer acceptance to a productive start inside the client organisation.
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Offer, documentation and start-date coordination
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Policies, workflows and reporting-line integration
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Systems, equipment and workspace readiness
07
Office, IT & Infrastructure
Coordinate the physical and technical settings required for the team to operate effectively.
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Turnkey workspace in agreed Cairo locations
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Equipment, connectivity, access and security
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Facilities, vendors and workplace support
10
Performance, Support & Retention
Maintain the management rhythm needed to keep the team aligned, supported and retained.
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Check-ins, feedback and satisfaction monitoring
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Performance reviews and action plans
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Development and retention support where agreed
02
Recruitment & Staffing
Source, assess, and place Egyptian professionals to meet the exact requirements of the engagement.
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Role-specific sourcing and candidate pipeline
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Agreed screening, assessments and interviews
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Shortlist and selection coordination
05
Dedicated Team Management
Build a tailored team that operates as an extension of the client organisation.
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Professionals matched to the client’s requirements
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Integration into client tools and workflows
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Local coordination and performance follow-up
03
Employer of Record & Employment Setup
Coordinate the local employment framework so the client does not manage Egyptian employment administration itself.
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Local contracts and employee documentation
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Personnel files and lifecycle administration
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Local HR point of contact
06
Payroll, HR & Benefits Administration
Keep recurring employment administration organised, visible and locally supported.
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Monthly payroll, payslips and reporting
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Leave, attendance and employee records
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Benefits, insurance and expenses where included
08
Tax, Social Insurance & Compliance
Coordinate recurring employment-related statutory administration within the agreed scope.
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Payroll-related tax calculations and reporting
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Social insurance enrolment and contributions
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Employment documentation and requiremen
11
Reporting, Governance & Improvement
Keep responsibilities and delivery visible through an agreed reporting and governance structure.
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Service reviews and improvement actions
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Owners, approval routes and escalation paths
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KPIs, SLAs and reporting cadence where relevant
09
Managed BPO Operations
Perform a defined activity or function in line with agreed procedures and service expectations.
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Process maps, SOPs, handoffs and documentation
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Workload planning, service levels and quality checks
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Escalation management and operational reviews
11
Scaling, Replacement & Offboarding
Adjust the team as requirements change and coordinate an orderly handover or exit.
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Expansion, role changes and replacements
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Final payroll and employment administration
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Equipment, access and knowledge handover
END-TO-END TEAM OPERATIONS
Specialist Roles.
One Connected Team.
Build around one professional, a focused group or a larger team. Explore the roles ITD can help you source across six disciplines.
These are service capability examples, not current vacancies.
WHAT YOU CAN EXPECT
Define the Work.
Make Progress Visible.
Deliverables are tailored to the agreed engagement. They may include:
Workforce & Model Design
Workforce plan, role profiles and recruitment priorities
Recommended engagement and employment model
Recruitment & Launch Readiness
Recruitment pipeline, shortlist and assessment process
Employment and onboarding readiness checklist
Office, equipment, connectivity and access-readiness plan where included
Employment Operations & Compliance
Payroll, HR, benefits and compliance setup plan where applicable
Ongoing HR, employee-support and performance-review rhythm
Governance, Performance & Change
Client and ITD responsibility matrix with escalation routes
KPI, SLA, QA and reporting framework for managed BPO scopes
Scaling, replacement and offboarding process
HOW WE WORK TOGETHER
01
Discover Requirements
Understand the function, roles, skills, headcount, working hours, location, systems, reporting lines, budget parameters and target launch date.
02
Design the Operating Model
Agree whether EOR, a dedicated team, managed BPO or recruitment-only engagement best fits the work, then define responsibilities and scope.
03
Source and Assess Talent
Build the candidate pipeline, conduct agreed screening and assessments, present shortlisted candidates and coordinate selection.
04
Employ and Prepare
Complete employment documentation where applicable, payroll and HR setup, onboarding requirements, workspace, equipment and access preparation.
05
Launch and Integrate
Coordinate start dates, orientation, systems access, client integration, reporting rhythm and any SOP or KPI setup required for managed delivery.
06
Manage, Review and Scale
Maintain the agreed local employment and HR layer, operating reviews, employee support, performance follow-up and future scaling or offboarding needs.
WHO MANAGES WHAT
You Lead. We Follow.
Functional direction remains with the client. Local employment, administration and operating support are assigned clearly at the start of the engagement.
RESPONSIBILITY | OWNER | HOW IT WORKS |
|---|---|---|
Business priorities and functional direction | Client | Sets objectives, work priorities, deliverables and business standards. |
Role profiles and hiring criteria | Shared | The client defines the need; ITD refines the local search and assessment approach. |
Candidate sourcing and screening | ITD | ITD manages sourcing and agreed screening; the client participates in final selection. |
Local employment and EOR administration | ITD | ITD coordinates the local employment layer where EOR is selected. |
Payroll, tax and social insurance administration | ITD | Managed within the contracted employment and payroll scope. |
Workspace, IT equipment and facilities | Shared | ITD can coordinate locally; the client defines systems and security requirements. |
Internal systems access and permissions | Client | The client retains control over applications, data access and internal approvals. |
Managed BPO SOPs, SLAs, KPIs and QA | Shared | Jointly defined at setup; ITD manages the agreed local delivery framework. |
Employee relations and local HR queries | ITD | ITD acts as the local HR and administrative point of contact within scope. |
Scaling, replacements and offboarding | Shared | The client decides the requirement; ITD coordinates local implementation. |
BEYOND THE START DATE
One Operating Rhythm.
Clear Ongoing Control.
Review
Bring people, payroll, workplace, service performance and open actions into one recurring management view.
Resolve
Use agreed owners and escalation routes to keep employee, operational and compliance issues moving.
The detailed responsibilities above remain available individually or as one connected operating model. Once the team is live, ITD brings them into a regular management rhythm.
Improve
Turn feedback, performance data and service reviews into practical actions that strengthen delivery and retention.
Adapt
Change headcount, roles, scope, replacements and transition plans through one controlled process.
WHY ITD
01
Local Execution
A Cairo-based partner coordinating the local people and operating layer close to the team and the market.
02
One Connected Model
Recruitment, employment administration, payroll, HR, workspace and ongoing support can be coordinated rather than fragmented.
03
Flexible Scale
Start with one role, a focused team or a managed process and expand as requirements change.
04
Client Control
You retain business direction and functional standards while ITD manages the agreed local layer.
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