Start with the same job on both sides.
Write down the responsibilities, experience level, hours, time-zone overlap, tools, and expected outcomes. Comparing a full-time employee with a few hours of unrelated outsourced support would tell you little. Match the scope first.
Add the costs around a local salary.
For an in-house hire, your budget may include employer payroll taxes, benefits, recruiting time or fees, onboarding, equipment, software, and management time. Some costs arrive once; others recur. List each separately so you can adjust the assumptions.
Our pricing calculator starts with a $55,000 Chicago salary example and adds editable employer costs. It then compares an Easy Outsource planning rate at the same weekly hours. Neither side is a market quote; change the numbers to fit your own business.
Try the cost calculator ↗Ask what the service covers.
A global talent proposal should name the rate, schedule, recruiting and payroll arrangements, equipment, software, and ongoing support. Clarify who trains the person, grants access, checks quality, and manages day-to-day priorities. The employee works inside your systems, so a good start still needs a clear owner on your side.
Make the first month part of the decision.
Budget a sample task and regular check-ins. Choose a first-week owner, define what a good result looks like, and review the role after 30 days. A small amount of preparation can make the cost comparison much more meaningful.
The right answer depends on the actual role. Use the worksheet to scope it, then get a tailored proposal and interview the people you may hire.