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international-expansion

Generate an international hiring expansion plan with EOR versus entity framing and a YAML tracker.

9.1k|1.8k|Updated Apr 21, 2026
Search Tags:#international hiring#EOR vs entity#outside counsel briefing#tax permanent establishment#payroll and benefits#gap tracker#employment compliance
One-click install
npx skills add https://github.com/anthropics/claude-for-legal --skill international-expansion-anthropics
Or copy as Structured Prompt for Agent▼
Please help me install this Agent Skill.
Skill: international-expansion
Source: https://github.com/anthropics/claude-for-legal/tree/main/employment-legal/skills/international-expansion
Command: npx skills add https://github.com/anthropics/claude-for-legal --skill international-expansion-anthropics

SYSTEM DOCUMENTATION & REQUIREMENTS

What problem does it solve?

International hiring decisions stall when no single team owns the end-to-end picture across employment, tax/PE risk, payroll, benefits, and outside-counsel workstreams; this skill turns fragmented inputs into a structured expansion plan and persistent gap tracker.

Core Features & Use Cases

  • EOR vs. entity decision framing (not deciding): Produces a CFO/tax-ready comparison using role and headcount signals, including an explicit PE risk flag when sales/contracting authority roles are involved.
  • Cross-functional trigger questions: Drafts what tax, finance/payroll, HR/total rewards, and outside counsel must do, along with the exact questions legal should ask each group.
  • Country-specific outside-counsel briefing request: Generates an agenda that forces primary-law, cite-based answers (so the skill does not rely on stored country rules), then records it as an open item in a persistent tracker.
  • Persistent expansion tracker: Writes a structured YAML tracker file that keeps actions, owners, status, and questions across sessions.

Quick Start

Run /employment-legal:expansion-kickoff to produce an international hiring plan, generate the outside-counsel briefing request, and initialize the persistent expansion tracker for the chosen country.

Frequently Asked Questions about international-expansion

High-intent search queries and answers about installing and using this skill.

FAQPage Schema
How do I decide between using an EOR or setting up a foreign entity for international hiring?▼

Deciding between EOR and entity hiring requires evaluating role headcount, timeline, and permanent establishment risk. This skill produces a CFO-ready comparison framing document that clarifies the EOR versus entity decision based on your specific country and role mix.

What questions should outside counsel ask for cross-border employment compliance?▼

Outside counsel needs primary-law, cite-based answers for cross-border employment compliance. This skill generates a country-specific briefing agenda that forces cite-based legal responses and records the request as a tracked open item.

How do I manage tax permanent establishment risk when expanding my workforce internationally?▼

Managing tax permanent establishment risk involves flagging sales and contracting authority roles during expansion planning. This skill applies PE risk flags to your EOR versus entity comparison and routes the resulting tax questions to the appropriate cross-functional teams.

How do I coordinate international payroll and benefits planning across HR, tax, and legal teams?▼

Coordinating international payroll and benefits requires routing trigger questions to tax, finance, HR, and outside counsel. This skill drafts the exact questions legal should ask each group to align cross-functional workstreams for your expansion plan.

Can I track open compliance items and owners across multiple international hiring sessions?▼

Tracking open compliance items across sessions requires a persistent expansion tracker. This skill writes a structured YAML tracker file that records actions, owners, status, and open questions for your specific country expansion plan.

When do I need outside counsel for international employment compliance versus handling it internally?▼

You need outside counsel when international employment compliance requires primary-law verification for a specific country. This skill structures the outside-counsel briefing request to ensure cite-based legal answers rather than relying on stored or assumed country rules.

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