get_eor_objection_handler

Instructions

Implementation Reference

• src/main.ts:935-948 (registration)

  Tool registration in ListToolsRequestSchema handler. Defines the tool name, description, and input schema with the 'eor_objection' enum.

  {
    name: "get_eor_objection_handler",
    description: "Handle EOR (Employer of Record) and global hiring objections with country-specific responses. Built from 3+ years selling EOR at Deel and Multiplier across EMEA. Covers: 'use contractors instead', 'not ready to commit', 'too expensive', 'we have entity', 'compliance unclear'.",
    inputSchema: {
      type: "object",
      properties: {
        eor_objection: {
          type: "string",
          enum: ["use_contractors_instead", "not_ready_to_commit", "too_expensive", "we_already_have_entity", "compliance_unclear"]
        }
      },
      required: ["eor_objection"]
    }
  },

• src/main.ts:939-948 (schema)

  Input schema for the get_eor_objection_handler tool. Requires eor_objection string with enum values for 5 objection types.

      type: "object",
      properties: {
        eor_objection: {
          type: "string",
          enum: ["use_contractors_instead", "not_ready_to_commit", "too_expensive", "we_already_have_entity", "compliance_unclear"]
        }
      },
      required: ["eor_objection"]
    }
  },

• src/main.ts:1052-1065 (handler)

  Handler case in CallToolRequestSchema. Looks up the objection key in EOR_OBJECTION_HANDLERS and returns the full handler data as JSON.

  case "get_eor_objection_handler": {
    const objection = args?.eor_objection as string;
    const handler = EOR_OBJECTION_HANDLERS[objection as keyof typeof EOR_OBJECTION_HANDLERS];
    if (!handler) throw new Error(`Unknown EOR objection: ${objection}`);
    return {
      content: [{
        type: "text",
        text: JSON.stringify({
          module: "EOR / Global Hiring Objection Handler",
          ...handler
        }, null, 2)
      }]
    };
  }

• src/main.ts:786-839 (helper)

  The EOR_OBJECTION_HANDLERS data object. Contains 5 objection handlers each with objection text, psychology explanation, response script, follow-up suggestion, country risk levels, and mistakes to avoid.

  const EOR_OBJECTION_HANDLERS = {
    use_contractors_instead: {
      objection: "We'll just hire them as contractors instead of going through EOR",
      psychology: "They're optimizing for cost or simplicity but underestimating misclassification risk.",
      response: `"That's a common path — the catch is misclassification risk. In countries like Germany, Spain, and France, if a contractor is found to function as an employee (continuous engagement, exclusive work, set hours), the back-payment of social contributions and fines can be 5-10x what you saved. Plus the worker can sue for employee rights retroactively.
  
  EOR removes that risk entirely. Worth a quick look at your specific exposure?"`,
      follow_up: "Offer a 15-min misclassification risk assessment specific to their target country",
      countries_high_risk: ["germany", "france", "spain"],
      countries_lower_risk: ["uk_post_brexit", "ireland"],
      mistake_to_avoid: "Don't fearmonger — explain the actual mechanism (labor courts, social contributions, employee retroactive rights)"
    },
    not_ready_to_commit: {
      objection: "We're not ready to commit to a permanent hire in [country]",
      psychology: "They're hesitant about making a long-term commitment in an unfamiliar market.",
      response: `"That's actually exactly when EOR is most useful. EOR lets you hire someone in [country] without setting up a legal entity, AND you can terminate the arrangement with much lower risk than a direct hire — typically 30-60 day notice depending on country.
  
  It's literally designed for the 'we want to test this market' situation. What's your timeline for getting this person started?"`,
      follow_up: "Frame as 'low-commitment trial' rather than 'first step to bigger commitment'",
      mistake_to_avoid: "Don't push toward permanence; embrace the trial framing"
    },
    too_expensive: {
      objection: "EOR markup is too expensive compared to direct hire",
      psychology: "They're comparing apples to oranges — direct hire costs include entity setup.",
      response: `"Fair to ask. Quick math: setting up a legal entity in [country] typically costs $20-50K upfront (lawyers, accountants, registration), takes 3-6 months, plus ongoing monthly compliance ($1-3K/month for accounting/legal/tax filings).
  
  EOR gets you compliant in 7-14 days for typically 10-15% markup on payroll. For 1-3 hires per country, EOR is dramatically cheaper. The break-even vs entity is usually 5-10 employees.
  
  How many hires are you planning in [country] over the next 12 months?"`,
      follow_up: "Use their headcount projection to do live ROI math in the conversation",
      mistake_to_avoid: "Don't argue percentage markup — argue total cost of ownership"
    },
    we_already_have_entity: {
      objection: "We already have a legal entity in [country], we don't need EOR",
      psychology: "Valid pushback IF they have actual operational entity. Often they have a paper entity without HR/payroll capabilities.",
      response: `"That's great. Quick clarifying questions: does your entity have local payroll, statutory benefits administration, employment contract templates that comply with [country] labor law, and someone managing local HR queries from employees?
  
  If yes, EOR is unnecessary. If you're outsourcing any of that to local accountants or law firms, EOR often consolidates those costs into one bill — and reduces compliance risk."`,
      follow_up: "Use their answers to identify where EOR actually adds value despite their entity",
      mistake_to_avoid: "Don't assume their entity is fully operational"
    },
    compliance_unclear: {
      objection: "I'm not sure if EOR is even legal/proper in [country]",
      psychology: "Risk-averse buyer wants reassurance. Common in Germany, France, Switzerland.",
      response: `"Totally fair — and good instinct to ask. EOR is legally established and standard in [country]. The arrangement is: the EOR provider is the legal employer of record (handling all compliance, taxes, social contributions, statutory benefits), and your company directs the employee's work.
  
  In [country] specifically, [country-specific legal framework: e.g., Germany's Arbeitnehmerüberlassungsgesetz (AÜG) for staffing arrangements, France's portage salarial laws, etc.]
  
  I can share the specific legal framework and case law. Want me to send that over?"`,
      follow_up: "Send country-specific compliance whitepaper or send to their legal team directly",
      mistake_to_avoid: "Don't be vague about legal framework — name the actual statute"
    }
  };