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Tax Management for Recruiters

Tax planning for Recruiters can be challenging given the complexity of roles, multiplicity of functions and income heads. However, effective tax planning can yield significant benefits and can translate into better profits and year on year growth for recruiters. Given the complexity of Swiss tax laws on one hand and tax management methods on the other, tax outgoings can be minimized in the best possible way through professional assistance.

Accutor provides tax management solutions for Recruitment agencies through effective tax planning methods. We take into account the various available organizational frameworks, which provide for lowest level of taxation for your business. The Swiss Federal and Cantonal tax credits and tax reliefs available for businesses are effectively put to use to ensure that your tax outgoings are reduced and your professional goals are taken care of.

Maintaining Records: while we believe that recordkeeping is a must for individuals, Corporate or recruitment agencies, it is the best way to discover your income and outflow of money, taxes paid in the preceding years and in estimation of taxes for the current year.
Developing strategy and implementation: understanding of the nature of business and income heads before laying out a plan for implementation goes a long way. Tax planning through specific systems and manual processes; support, consulting and advisory duties sums up our integrated mechanisms for implementation of tax plan for recruitment agencies.
Strategic tax plan: taking into account the variables such as leadership and goals, changing objectives, legislation and compliance requirement can help understand the tax implications.
Expatriate Tax for International placements: for Recruitment agencies attracting tax liabilities from other countries, Accutor provides international tax consultancy to understand the tax implications of cross border placements. The services can be availed at any time, i.e. (i) before placement or (ii) during their stint abroad, (iii) before shifting back, or (iv) after the candidate has returned.

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