Request for Proposal (RFP) - Workforce Engagement Assessment

Global Fishing Watch

Global Fishing Watch

Earth

Posted on Apr 24, 2026

GLOBAL, application closes May 15

About the Company

Global Fishing Watch is an international, non-profit organization committed to advancing ocean governance through increased transparency. We create and publicly share knowledge about human activity at sea to enable fair and sustainable use of our ocean. Founded in 2015 through a collaboration between Oceana, SkyTruth, and Google, GFW became an independent non-profit organization in June 2017. Using cutting-edge technology, we create and publicly share map visualizations, data, and analysis tools to enable scientific research and drive a transformation in how we manage our ocean. By 2030, we aim to monitor and visualize the impact of ocean-going vessels, both industrial and small-scale, that are responsible for the vast majority of the global seafood catch. We believe human activity at sea should be common knowledge in order to safeguard the global ocean commons for the common good of all.

Global Fishing Watch is working to enhance fisheries management by promoting transparency, building analytical capacity, and fostering regional collaboration. Through open data, satellite technology, and partnerships with governments and stakeholders, we aim to equip decision makers with the tools needed to combat illegal, unreported, and unregulated (IUU) fishing, support small-scale fishers, and improve marine conservation. Our program focuses on sharing insights, capacity development and the integration of advanced monitoring and evaluation techniques to drive evidence based policy and sustainable ocean governance.

  1. Overview

Global Fishing Watch (GFW) invites proposals from qualified firms or individual experts to conduct a comparative assessment of five countries to support organizational decisions on where and how to engage personnel, including employees and independent contractors.

The selected provider will deliver a practical, decision-oriented analysis of the legal, tax, compliance, operational, and cost considerations associated with workforce engagement in each jurisdiction, together with clear recommendations on the most suitable engagement model.

  1. Background

GFW is US 501(c) 3 organization operating fully remotely across multiple jurisdictions. As part of its workforce planning, the organization seeks a structured and consistent basis for assessing where it may hire staff or engage contractors in a legally compliant, operationally practical, and cost-effective manner.

Given the complexity of local labor laws, worker classification rules, tax and payroll obligations, and country-specific operational risks, GFW requires an assessment that goes beyond a summary of legal rules and instead provides practical, comparative guidance for decision-making.

  1. Objective

The objective of this engagement is to provide a comparative five-country assessment that enables GFW to:

  • Evaluate the suitability of each country for hiring employees and/or engaging independent contractors;
  • Identify key legal, tax, compliance, operational, and financial considerations;
  • Compare jurisdictions using a consistent framework and scorecard; and
  • Determine the preferred engagement model in each country, including where escalation or avoidance may be warranted due to risk.
  1. Scope of Work

The selected provider will assess five countries (Spain, Argentina, Costa Rica, Senegal, Kenya) identified by GFW and, at a minimum, address the following areas:

  • Legal and Regulatory Feasibility
    • Whether a U.S. 501(c)(3) organization may hire employees in-country without establishing a local legal entity
    • Whether an employer of record or similar arrangement is legally viable and commonly used
    • Whether independent contractor arrangements are legally recognized and practically workable
    • Material labor law, remote work, and cross-border work considerations
    • Relevant compliance obligations that may affect hiring decisions, including anti-discrimination, equal pay, pay transparency, and mandatory language or documentation requirements
  • Employment Requirements and Cost Drivers
    • Available employment contract types and any restrictions on fixed-term arrangements
    • Probationary period rules and onboarding requirements
    • High-level statutory requirements relating to working time, leave, and mandatory benefits
    • Termination requirements, including process, notice, severance, and any applicable collective consultation or redundancy obligations
    • Significant tax or social contribution burdens affecting cost or feasibility
    • Key cost and administrative drivers affecting overall jurisdictional attractiveness.
  • Independent Contractor / Misclassification Risk
    • Legal distinction between employee and independent contractor status
    • Reclassification risk and the factors that most commonly increase that risk
    • Whether contractor models are commonly used for comparable services in the jurisdiction.
  • Operational and Administrative Practicality
    • Ease of administering compliant employment or contractor arrangements
    • Local language, formality, notarization, and documentation requirements
    • Availability of English-speaking talent and relevant local support providers (i.e EOR, payroll providers)
    • Banking, payment, and currency control considerations/barriers
    • Remote work requirements
    • Strength of the legal framework for protection of intellectual property
    • Availability and quality of technology infrastructure (ie Internet access)
  • Risk Environment
    • Labor enforcement and employment dispute risk
    • Regulatory complexity or unpredictability
    • Other material legal, compliance, or operational risks relevant to the final recommendation
  1. Deliverables

The selected provider will be expected to deliver the following:

5.1 Methodology Note
A brief written note describing the analytical framework, methodology, key assumptions, and any limitations.

5.2 Country Assessments
A concise written assessment for each of the five countries, not to exceed two pages per country.

5.3 Comparative Matrix / Scorecard
Comparative scorecard or matrix to allow side-by-side assessment of all five countries against the principal evaluation criteria..

5.4 Executive Summary
A short executive summary highlighting:

  • the most favorable jurisdictions;
  • the highest-risk jurisdictions;
  • major differences across the five countries;
  • the recommended engagement model for each country
  1. Desired Approach

GFW is seeking a practical and business-oriented assessment suitable for executive decision-making. Proposals and final deliverables should:

  • clearly distinguish between employee and contractor considerations;
  • focus on practical implications, not solely legal requirements;
  • identify key risks, assumptions, and red flags;
  • note issues that may require local counsel confirmation; and
  • provide clear, concise, and actionable recommendations.

7. Potential stage 2

After the completion of the assignment, there is an opportunity for follow-on work, to extend the analysis to a second set of countries (most likely 5-10 new countries).

8. Vendor Qualifications

  • Substantial experience advising multinational organizations on cross-border employment and independent contractor engagement;
  • Experience providing comparative, decision-oriented assessments rather than country-by-country summaries only;
  • Ability to communicate complex compliance issues clearly to non-specialist stakeholders; and
  • Familiarity with nonprofit, international NGO, or mission-driven organizations is preferred but not required.

9. Proposal Requirements

9.1 Firm or Consultant Profile/Resume or CV

Legal name and contact details; overview of the firm or consultant’s relevant background and capabilities; and description of relevant experience with similar engagements.

9.2 Proposed Approach

Description of the proposed methodology; explanation of how the five-country comparison will be structured; and identification of any assumptions, dependencies, or anticipated limitations.

9.3 Timeline

Proposed timeline for completion of the work, including anticipated timing for draft and final deliverables.

9.4 Fee Proposal

Total proposed fee; fee structure, including whether fixed fee, hourly, or hybrid; and description of any assumptions regarding disbursements, local counsel costs, or taxes.

Please also include a fee proposal for additional countries in stage 2 (fee per country)

Submission deadline

Complete proposals should be submitted by May 15th, 2026, with a final decision expected by June 15th.

Equal Opportunities: Global Fishing Watch is an equal opportunities employer. Global Fishing Watch is committed to promoting diversity and inclusion within our organization and in the greater ocean management and conservation community. We believe that diverse backgrounds, skills, knowledge and viewpoints make us a stronger organization. Bringing together professionals who possess broad experiences and a spectrum of perspectives will enable us to reach our goal of improved ocean governance faster. We hire and promote qualified professionals without regard to actual or perceived race, color, religion or belief, sex, sexual orientation, gender identity, marital or parental status, national origin, age, physical or mental disability or medical condition, or any other characteristic protected by applicable law. Our organizational goals match the urgent challenges facing our global ocean, and our mission is designed to help secure a healthy ocean for all. We are committed to building a workforce that is representative of humanity’s diversity, by providing an inclusive and welcoming environment for all employees of Global Fishing Watch and for our partners, vendors, suppliers and contractors.

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