A Founder's Plan for Your Opening Months in Italy

You want to build a team in Italy. You do not want to spend your first months on paperwork. This plan shows the milestones in order, so you know what to decide, what to delay and what to hand off.

The plan assumes you start without an Italian entity. You can hire through an Employer of Record (EOR) while you test the market. You open your own entity later, when the business justifies it.

Early weeks: decide what you are building  

Before you talk to any candidate, answer a few questions in writing.

• Which roles do you need in Italy, and why Italy?
• Do these people sell, build, support or manage?
• Will they work from home, from a coworking space or from your future office?
• Who in your company owns the Italian relationship?

The last question matters most. Italian hires need a named contact on your side. Without one, small issues pile up. Pick a manager and give them time for this.

Also decide your hiring route now. An EOR employs the person on your behalf. You direct the daily work. The EOR handles the contract, payroll, social contributions and compliance. This lets you hire fast without a local entity.

Early to middle weeks: prepare the offer  

Italian employment is shaped by national collective agreements (CCNL). The agreement that applies depends on the sector and the role. It sets minimum pay levels, notice periods, leave and other terms. Do not write an offer from a template used in another country. It will not fit.

Ask your EOR partner which agreement applies to your roles. Then build the offer around it. Be clear on these points:

• Job title and level under the agreement
• Gross salary and any variable pay
• Working location and remote work terms
• Probation terms
• Benefits you want to add on top

Candidates in Italy read the offer closely. A clear, complete document builds trust.

Middle weeks: make the first hire  

Run a short, structured process. Keep the number of interview rounds low. Tell candidates up front that you hire through an EOR. Explain that the EOR is the legal employer and that your team manages their work. Most candidates accept this when it is explained plainly.

If the person you want lives outside Italy, start the relocation and visa questions immediately. These take time and you cannot rush them. Ask your EOR partner what documents are needed and who must file them. Plan the start date around the answers, not the other way round.

On the start date, make sure the basics are ready:

• Signed contract
• Registration with the social security bodies
• Payroll set up
• Equipment and software access
• A named manager and a clear first plan

Middle to late weeks: build routines  

Once the first person is in place, set the rhythm. Hold regular check-ins. Agree how you handle leave, expenses and public holidays. Italy has its own calendar, and August is often quiet. Plan sales and delivery around it.

Use this period to hire the next people if the first hire works. Reuse the same offer structure. Each new hire should be faster than the last.

Keep a simple log of questions that came up. It shows you what to fix before the team grows.

Late weeks: review and choose the next step  

Now look at the numbers and the facts. Ask yourself:

• Is the team hitting its goals?
• Are customers in Italy responding?
• Do you need more people in the same city?
• Does the team ask for a shared place to work?

If the answers are yes, you can think about an office. Start small. A coworking space or a serviced office gives you an address and meeting rooms without a long lease. You can often keep the EOR arrangement while you do this.

A permanent office and your own Italian entity come later. Move to them when you have steady revenue, a clear team plan and a reason to control employment directly. Your EOR partner can help you transfer staff to the new entity in an orderly way.

What to avoid  

Some mistakes repeat among foreign founders.

• Hiring before you know which collective agreement applies
• Treating the contract as a formality
• Leaving relocation and visa work to the last moment
• Opening an office before the team proves the market
• Having no owner for Italy inside your company

The short version  

Start with decisions, not candidates. Make the offer fit Italian rules. Hire one person well, then repeat. Review honestly. Add an office only when the team needs it.

The country site for your market has local details on hiring in Italy. You can also request a quote from us to plan your own timeline.