10+ Best Employer of Record (EOR) Services for 2025

• Deel is an excellent solution for organizations with international contractors, offering a smooth and simplified process.
• It provides EoR services in over 150 countries and includes additional features like onboarding and time-off tracking for international contractors.

I worked with a company expanding into two international markets as part of a tech stack selection project. My engagement lasted about six months and involved selection, implementation, and change management for onboarding.

Deel is a global payroll solution designed to streamline compensation operations for organizations. The company needed a system to manage international payroll efficiently while ensuring compliance across different regions.

• Deel is only worthwhile if you fit its niche. It can be expensive, and if you don’t have a high volume of international hires, the cost may not be justified.
• If you need a more streamlined international hiring process with lower volume, alternatives like Oyster, Remote, or Papaya may be better options.
• Customer support is lacking.

Deel is uniquely positioned to expedite international hiring, particularly for contractors, seasonal hires, or high-turnover roles. It outperforms most competitors in this area for the price. However, if your needs don’t align with this niche, Deel may not be the best choice.

• What does your international hiring strategy look like, and what types of employees are you hiring?
• What is your budget?
• What HRIS features do you need?

Deel’s primary strength is its extensive EoR services, which have expanded to meet user demand. The company has focused on increasing its EoR coverage in new countries to strengthen its niche. Additional onboarding and benefits features support this strategy, but overall, Deel has not evolved significantly beyond its core offering.

• Companies with high-volume international hiring can benefit from Deel, particularly for contractors or high-turnover roles.
• Organizations managing extensive international payroll and compliance requirements.
• Employers needing to sponsor immigration visas.

The platform was easy to onboard new employees, and select and edit all personal and employment details. Employees and Contractors were paid timely and we never ran into any payroll issues of people not being paid on time. We had monthly calls with our Account Rep who was always willing to step in to escalate or help answer any questions we had or anything that came up that was employee specific.

Our org purchased the platform so we could pay and offer benefits to our international employees. I used Remote for just under 2 years. We had over 50 employees in 5-10 different states and using this platform allowed us to offer benefits in those local countries, along with any other country-specific benefits that in some cases we were required to offer. Remote also served as our EOR, employer of record, and provided legal protections related to employee terminations. All international employees and contractors were onboarded into the platform at hire and could access their portal at any time.

There was no reporting function. There would be payroll reconciliations each month, sometimes there was a payment due to us and other times we underfunded accounts, this posed problems with forecasting and budgeting for our finance team. It was unclear and not detailed on employee pay stubs to see what the benefits breakdown was for employees and employers. Meaning who was covering what percentage or what amount was being paid by each party on a biweekly or monthly basis.

I know Remote is an EOR and not all international platforms are. Over the last year I used a different international platform and did prefer that over Remote. The functionality was built out more, support was more responsive and as the HR admin I had more control over the contracts and editing.

How many employees or contractors you are planning to hire internationally. Does Remote support those countries and in what way? What is your annual budget for an International HRIS tool? How do you want federal taxes to be withheld from international employees or contractors? Do you want to offer benefits to international employees? If so, what benefit tiers are you looking to offer, can Remote support your company goals.

Remote increased the number of countries they offered onboarding and hiring during the time I used the platform.

Companies looking to hire internationally and ones' where they do not want to be the Employer of Record and would prefer the HRIS have an entity in the countries you are looking to hire in and be the EOR.

1. The global integration was the key solution for us.
2. Managers can easily access HR legislation and policies relevant to their countries.
3. The platform simplifies hiring and payroll across different countries, providing a consistent experience for all employees.

The organization I worked for needed a global HR and payroll solution because we were setting up offices in India. We required a system that could seamlessly integrate across all offices and provide a consistent employee experience, particularly regarding payroll. Remofirst was the most suitable option, meeting all our needs for global operations. It enabled us to pay employees in different countries according to their local currencies and offered a clean, user-friendly platform for all staff. The company has continued using Remofirst for the past 10 years.

1. There isn't much to dislike, but the cost may not be feasible for small businesses or startups.
2. Depending on your existing HR platforms, integration with Remofirst might take some time.
3. The tool may not be a good fit if you're not dealing with global operations.

Remofirst stands out due to its global presence and employer of record service. The platform's ability to manage employment contracts, recruitment, and payroll across different countries differentiates it from other solutions.

Consider whether you need a platform that can streamline HR functions globally. Remofirst is ideal for managing recruitment, payroll, and compliance with local legislation across multiple global offices.

Remofirst has made continuous improvements over time, focusing on enhancing user experience and expanding integration capabilities with other platforms. Their commitment to evolving their product based on user feedback has made the tool more adaptable and efficient.

Remofirst is best suited for established global companies. It excels in providing a streamlined service for organizations with multiple global locations, offering a consistent experience across all offices.

1. Global Compliance Ease: Multiplier simplifies compliance with international labor laws, making it much easier to manage our diverse global workforce.
2. Efficient Payroll Processing: It streamlines payroll operations across different countries, ensuring timely and accurate payments.
3. Robust Employee Management: Multiplier provides comprehensive tools for onboarding, benefits management, and maintaining employee records, enhancing HR operations.

LMC adopted Multiplier to streamline the complexities of managing a diverse, international workforce. With crews and support staff based globally, we needed a solution to handle payroll, compliance, and employee management across different countries. Multiplier was introduced over two years ago to address these challenges effectively. It has been instrumental in ensuring compliance with local labor laws, simplifying payroll processes, and managing employee benefits efficiently. The ability to onboard international employees without setting up local entities has been particularly beneficial, enhancing our operational flexibility and reducing administrative overhead.

1. Complex Interface: The user interface can be complex and less intuitive, requiring a steeper learning curve for new users.
2. Limited Customization Options: Some features lack the flexibility to be fully customized to meet the specific needs of our global operations.
3. Response Times: Customer support response times can be slow, especially during critical payroll and compliance deadlines.

Multiplier stands out primarily due to its comprehensive handling of international labor compliance and the ability to manage payroll and HR functions across multiple countries without the need to establish local entities. Unlike other HR platforms that focus primarily on either payroll or compliance, Multiplier integrates these services seamlessly, which is particularly beneficial for companies like Liberty Maritime Corporation that operate globally. Its one-stop solution for international employment management makes it preferable for businesses looking to expand or maintain a global workforce.

1. Global Compliance: Ensure the tool efficiently manages compliance with international labor laws, crucial for companies operating across borders.
2. Integration Capabilities: Look for a platform that seamlessly integrates with your existing HR and payroll systems to streamline processes.
3. Scalability: The tool should grow with your business, handling increases in employee numbers and geographic expansion without performance issues.

The platform has significantly improved its user interface to simplify navigation and reduce complexity. Additionally, it has expanded its customization options to better cater to the diverse needs of various industries and enhanced its integration capabilities with other HR tools for a more cohesive user experience.

It is ideal for businesses expanding internationally that need to onboard, pay, and manage employees across multiple jurisdictions efficiently. This makes it valuable for companies in industries such as technology, shipping, and consulting, where flexibility and compliance are critical.

I liked the main dashboard because it was user-friendly, allowing me to access important information quickly. Papaya Global integrated well with the client's existing HR tools, making it easier for everyone and ensuring smooth data flow. The reporting was accurate, providing the exact details needed for decision-making. Lastly, the tool had great scalability, adapting to the client’s needs as they grew without any issues.

I used Papaya Global while working with a client as a freelancer in HR. They started using it because managing HR tasks across different countries was becoming overly complicated and time-consuming. They struggled to keep up with the various labor laws and maintain communication with their team spread around the globe. The tool was a lifesaver, providing a single platform to handle everything and keep everyone aligned.

Personally, I’ve been using it for about two years, and it has been incredibly helpful. It automates repetitive tasks that used to take up a lot of my time, all with the click of a button. It also integrates seamlessly with their other HR systems, allowing information to flow smoothly. It has saved both me and the client significant time and effort.

One major downside is that Papaya Global is quite expensive for what it offers. It doesn’t have enough advanced features to fully justify the cost. Additionally, it’s not very customizable, so it can be difficult to adapt it to specific business needs. While it automates some tasks, many actions still need to be done manually, which is disappointing considering the price. It also has a steep learning curve, so new users might struggle to get accustomed to it quickly, which can slow down adoption. Finally, customer support is not very responsive, which can disrupt workflows when issues arise.

Papaya Global stands out for its Employer of Record feature, which is especially helpful for managing legal compliance overseas. It effectively handles the regulatory challenges of working across different countries, providing peace of mind without the need for a large legal team. Although I haven’t used other tools, this one excels in handling international employment and compliance. The biggest advantage is the confidence it offers in ensuring compliance globally. Managing complex HR tasks across different countries is much easier with this tool, making it invaluable to our company.

When considering a tool like Papaya Global, it’s crucial to assess your company’s global footprint and ensure the tool can handle payroll, legal matters, and hiring across multiple countries. It’s also important to choose a tool that works in locations where you don’t have an office, as this helps you stay compliant with local laws.

Usability is another key factor; a user-friendly tool will help your HR team get up to speed quickly and keep operations running smoothly. Lastly, verify that the tool integrates well with your existing HR systems to allow for seamless data transfer.

By expanding to more countries, Papaya Global has stayed ahead of the competition. It now offers a broader range of services, helping companies manage global offices effectively. Over time, it has improved its legal compliance capabilities, which is critical when dealing with different countries' regulations. The tool has also become smarter with automation and reporting, streamlining processes and freeing up users to focus on more important decisions.

In addition, the platform has been enhanced to make navigation easier, even as it grows more powerful. This has made it a go-to choice for companies with employees spread across the globe.

Let's not forget about the look and feel of the thing. Papaya Global has put a lot of effort into making sure that using their platform is as easy as pie. It's all about making it simple to understand and navigate, even as it gets bigger and more powerful. This has turned it into a go-to choice for companies with employees scattered across the globe.

Papaya Global is ideal for large businesses that deal with complex salary management, especially when they operate in multiple countries. It’s perfect for companies with a diverse global workforce that need a robust system to comply with various labor laws and regulations.

Businesses that value seamless integration with existing HR systems and require advanced technology to handle complex tasks will find this tool especially beneficial. Even if a company doesn’t have offices in every country they hire from, this tool can manage payroll effortlessly.

• I liked that Rippling provides robust reporting across their different functionalities.
• Rippling does a great job at making a user-friendly interface to navigate.
• I like that it has all the bells and whistles you need for a small to medium sized business.

We started off using Gusto as our Payroll/HRIS. Our team grew from under 50 to about 110 in 6 months. Unfortunately, we quickly outgrew Gusto's Benefits, Reporting, and HRIS capabilities.

A nearly all-in-one system is difficult to find. Coming from Gusto, we knew we wanted to keep our benefits, payroll, and HR information in one system, with great functional reporting across these data points. This cross functional data helped us create great reports that helped us visualize our YoY growth, retention rates, benefit enrollment data, headcount, and much more.

• They nickel and dime every part of the platform, so you'll end up with hidden costs for unlocking parts of the platform that are usually included in others, and you'll end up with a larger cost than you originally thought. Ask for an upfront detailed overview of the costs of all the modules.
• Subpar customer service with not a lot of dedicated support.

Overall, it's a good competitor for small to medium-sized HRIS solutions because it includes HRIS/Payroll capabilities. They extend into all facets of HCM, but they do payroll, benefits, and reporting best. I appreciate they delve into different avenues, but a perfect all-in-one is impossible, so it's best to stay with what you're best at. In terms of an "all-in-one" solution, if your team is under <500 employees, it's a decent solution. The platform and company is still growing, so be patient with changes and bugs. But overall, 7/10 experience utilizing Rippling. They do listen to customers, advocate for change within the system, and move quickly.

• Budget - Rippling can start off inexpensive, but when you add the bells and whistles, it can get quite expensive. Make sure to ask what each module costs independently.
• Payroll Audience - If your population includes a significant population of hourly time keeping needs, this may not be the best platform. You can also integrate various time tracking tools as well.
• All-in-One - Unfortunately, there still isn't a perfect solution. It's important to know which modules to prioritize. If you care about your payroll, HRIS, and benefits admin in one, this is a good system for a small to medium-sized company.
• Customer Support - If you need significant customer support, Rippling may not be the best fit. It was a challenge getting a hold of our reps at times. For payroll support, you don't get a dedicated person so it can be a challenge. If you prefer to have white-glove service here, this may not be the best unless things have changed.‍
• App Integrations - Rippling is a closed environment, meaning you cannot create your own integrations. However, they do have a lot of APIs available for many of the largely popular apps/tools. Most of our tech stack was already aligned to what we used within Rippling so it wasn't too difficult, but it's a serious point to consider for things like your accounting system, time tracking system, expense management, etc.

Since the time we started utilizing Rippling, they have implemented significant changes to their platform. They added PEO services, global payroll, LMS, pulse surveys, and a few other new functionalities. They truly are innovating to become the all-in-one mid-enterprise platform.

I believe Rippling is great for companies under 500 employees with a predominantly salaried workforce. This tends to be more common in tech centered environments. Also when you have a lean team around Payroll/HR, it can be a great system to utilize.

• Globalization Partners is user-friendly and makes it easy to access and apply the available resources.
• It supports currency conversion from USD to local currencies and enables payment to foreign financial institutions.
• The onboarding support provided to workers was strong and helped build confidence within our team.

Our company had contractors and local staff in war-torn countries where we were helping to rebuild infrastructure. It was critical that HR remained aware of all governing laws and regulations to ensure full compliance with compensation and benefits. We also needed to maintain equitable, competitive, and sustainable compensation strategies across the entity.

Globalization Partners was our primary resource to ensure we understood and adhered to current employment rules and regulations. We also required a way to compensate workers in their local currencies. I used the tool for approximately one year.

• Cost could be a concern for some companies, as Globalization Partners is not among the least expensive EOR services.
• Support for workers with questions about benefits and compensation would be helpful, rather than having them rely on a small internal team.
• It was sometimes difficult to receive quick answers to more complex or non-standard situations.

I have used other similar tools and found Globalization Partners to be a dependable and reliable resource. I would recommend them to others with expanding teams in multiple countries.

• I would not recommend this EOR for small organizations with only one or two foreign nationals.
• To achieve a high return on investment, this tool is best suited for mid- to large-sized international organizations.
• It is important to assess the scope of your global hiring needs before committing to a provider like Globalization Partners.

I only used Globalization Partners for about a year, so I have not experienced or observed significant changes during that time.

Globalization Partners is well-suited for service providers engaging local foreign nationals as part of their workforce.

Because service providers often do not require physical offices in the countries where they operate, it can be more difficult to become a qualified employer locally, making this tool particularly helpful.

I like the integrated messaging, video conferencing, and document sharing features of GoGlobal, which facilitate seamless communication across global teams. The platform's easy navigation ensures high productivity without requiring comprehensive training or onboarding. Finally, GoGlobal is reliable, and communication and workflow activities are always smooth and uninterrupted across different time zones and network conditions.

Before GoGlobal, the company had issues with communication due to time zones and coordinating tasks worldwide. When we launched GoGlobal, we finally had our communication and project management tools all in one place. Its rich feature set—instant messaging, video conferencing, shared document editing, and timezone-aware scheduling—simplified our workflows considerably.

Besides increasing productivity, this integration built a sense of teamwork and synergy within varied teams spread across the globe. My experience with GoGlobal started when it was initially implemented in my company.

Having used it for these two years, we have worked in closer collaboration, making the process efficient and enjoyable. It has been instrumental in allowing us to achieve faster results while providing the best solutions to our global client base.

The only thing I dislike about GoGlobal is its limitations for organizations with very specific needs or preferences, as the customization options for user interfaces and workflows are limited.

Having worked with similar tools, I find GoGlobal stands out in terms of its exhaustive set of features, interface, and performance. Its integrated approach saves time and increases productivity by minimizing workflow interruptions and simplifying collaboration processes in a joint team environment. With cross-platform operation, I prefer GoGlobal over others for its smoother integration and strong security measures, which create a more efficient collaborative environment.

It is vital to consider the features it offers. Messaging, video conferencing, document sharing, task management, and integration are common features; how they align with your organization’s needs is key.

User-friendly interfaces and intuitive navigation are important for quick adoption and low training requirements. Test the tool or get a demo to understand how easily your team can adapt to it. Since this pertains to corporate communications and data sharing, evaluate tools from a security viewpoint, ensuring proper security measures such as end-to-end encryption, access controls, and compliance with relevant regulations like GDPR and HIPAA.

Additionally, consider whether the tool can grow with your company and if it supports integration with existing software and platforms, such as CRM systems and project management tools. Finally, balance subscription fees, implementation costs, and any incremental fees for additional features or user licenses against the value and benefits of the tool in terms of increased profitability, efficiency gains, and improved collaboration.

From a core feature set of messaging and video conferencing, GoGlobal has expanded to meet a broad range of collaboration needs, including screen sharing, virtual whiteboards, and integrated task management. Updates and fine-tuning have made the platform more intuitive and easier to use, reducing learning time and enhancing usability across multiple devices and operating systems.

GoGlobal has also enhanced its capability for integrating with third-party applications and services, allowing users to utilize existing tools and systems within the GoGlobal environment, making practices more efficient and reducing context switching. Additionally, in response to rising cybersecurity concerns, GoGlobal has tightened its security measures with strong encryption protocols, robust data privacy controls, and compliance with industry standards and regulations, thus ensuring the protection of sensitive information.

Companies that have offices and operate all over the world will find GoGlobal very useful.

The primary benefit lies in the enhancement of the employee experience, introducing a newfound level of autonomy for our non-U.S. employees. Additionally, Oyster offers seamless service, excellent communication, and significant time and cost savings. Utilizing Oyster costs less than engaging external consultants for equivalent services. Its ease of use has integrated it seamlessly into our business strategies.

I've had experience with Oyster at a previous company. The service operates seamlessly, boasting excellent communication, and notably saves both time and costs. Utilizing Oyster comes at a lower expense compared to engaging external consultants for similar services. The most significant benefit lies in the enhancement of the employee experience. Oyster introduces a level of autonomy previously unavailable to our non-U.S. employees.

While Oyster excels at generating basic reports such as payroll, invoices, and expenses, its reporting capabilities are limited beyond these functions. Unlike other HR tools that offer insightful charts, customizable filters, and robust data exploration features for identifying hiring trends, benchmarking team productivity, or analyzing retention rates, Oyster falls short. This deficiency in advanced reporting may frustrate businesses focused on optimizing costs, improving time-to-fill metrics, and establishing a global talent pipeline. While workarounds are available—such as exporting report data for analysis in Excel or data visualization tools—they entail additional effort.

Oyster collaborates with third-party vendors to provide payroll and HR services in certain countries where it lacks a direct presence. While this expands Oyster's support for more locations, it also introduces potential inconsistencies in user experience. Working with partners may incur higher costs, offer less transparency, and result in longer wait times compared to dealing directly with Oyster.

Oyster is easy to use but has limitations when compared to some of its competitors from what I learned while researching online.

Pricing, types of employee engagement that the purchaser is needing, and the size of the company.

I’m unsure of how WorkTango changed or evolved over time.

Oyster very good for hiring, onboarding, and payroll, and for companies that does these activities a lot.

1. Convenience: We didn't have to set up our own entity to hire someone in France.
2. Compliance: It's handled by the Employer of Record, so we don't need to acquire the knowledge ourselves or create policies.
3. Employee satisfaction: All HR and payroll questions can be answered by a local team.

There was a need to expand the firm's market in France, and we needed an SDR in the country with the necessary language skills. Atlas HXM allows us to employ individuals through an existing local structure, which addressed our concerns. The company I work for is still using the service, which is compliant with local laws, easy to understand, and saves time.

1. Response time: The account managers are slow to respond.
2. Holiday management system: It doesn't always count correctly.
3. Constant changes: The platform changes quite often.

It is a great tool to use and cost-efficient in our setting. We had quotes from different providers, and this quote was the most service vs. price efficient.

Companies should explore the cost of using this tool when they consider employing someone abroad without an entity. If it's for several employees, it will be cost-efficient, but above a certain number, it might be worth exploring the option of setting up your own entity.

The platform has changed several times for the better. They have created a more accurate holiday tool and clearer information sharing. The response time has improved as well.

Remote companies can make great use of Atlas, mainly for tech or sales roles.