10 Best Employer of Record (EOR) Services in 2024

• I appreciated Deel for its user-friendly interface and straightforward usability.
• It was easy to navigate and intuitive, which made managing tasks efficient.
• The sales representative I interacted with was highly competent and responsive, which enhanced the overall experience of using the platform.

Replit bought Deel because of its global capacities, and I have used it for six months. It helped with the global side of payroll and compliance. It assisted in managing expenses when people onboarded, traveled, and took paid time off or leaves of absence. Other considerations included hiring contractors on their platform, which made it easier to hire people from different countries. This greatly diversified the workforce.

• I found Deel somewhat costly, and accessing the backend could be challenging if you weren't familiar with its setup.
• It takes time to get familiar with different systems.
• Keeping up with international laws was occasionally problematic and required multiple communications to align everyone. I appreciate that Deel is actively expanding its platform to address these issues.

Deel stands out due to its strong innovation and proactive market presence. Compared to Rippling, they were more responsive, which led me to believe that we should have onboarded everyone onto their platform. Deel's proactive approach to innovation kept them ahead in the market, offering solutions that were more responsive and tailored to our needs compared to Rippling. Their platform's capabilities and customer service exceeded expectations, making the transition smooth and efficient. Deel proved to be a valuable partner in streamlining operations and enhancing our business processes.

When considering Deel as an HR person, think about the specific needs of your organization, such as managing remote workers across different countries and ensuring compliance with international labor laws. Evaluate Deel's platform for its user-friendliness, scalability, and ability to handle payroll and contractor management efficiently. Consider the responsiveness and support provided by their customer service team, especially in resolving issues related to backend access and legal compliance. Assess Deel's pricing structure to ensure it aligns with your budget and provides value for the services offered.

Deel has continually adapted to meet users' evolving needs by enhancing its platform's functionality and user interface, making it more intuitive and user-friendly. They have expanded their global capabilities, allowing businesses to manage remote teams across diverse jurisdictions seamlessly. Deel's responsiveness to customer feedback has led to improvements in customer support and backend accessibility, ensuring smoother operations for HR professionals managing payroll and compliance tasks internationally. These advancements highlight Deel's commitment to evolving alongside the needs of modern businesses, facilitating efficient and compliant workforce management worldwide.

Deel is well-suited for small and medium-sized companies, offering capabilities that cater to their needs effectively. One standout feature is the ability to update people's compensation promptly, which proves beneficial for companies planning growth and scalability. This feature ensures that organizations can adapt quickly to changing circumstances and reward their workforce dynamically, fostering a supportive environment for ongoing expansion.

• Multiplier allows us to find talent worldwide.
• It helps us with our onboarding process.
• We can securely and easily pay talent anywhere in the world.

My organization started using Multiplier because we needed a reliable way to onboard international talent. We had several needs for talent worldwide on the contracting side and we were running into trouble finding reliable talent and a streamlined way to pay the talent.

• We have had some higher turnover on talent we have found through Multiplier.
• Not often but we have had to use other avenues to find talent because we did not find what we needed for a specific project.
• Multiplier does not have the best tools for language barriers between us and new employees.

I think the biggest way is that it’s a one-stop shop with being able to hire, onboard, and pay.

The biggest thing you need to consider is what type of people you’re trying to hire whether it be contractors or new employees. This will make a big difference in price.

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If your organization is in constant need of international talent and if you're looking for a secure way to hire onboard and pay contractors worldwide, this platform might be for you.

• Easy Onboarding - Remote does make onboarding hires in remote locations quite easy.
• Online Portal - great to have all the hires from all international locations in one place.
• Expenses - easy for employees and companies to track/pay expenses.

With a shortage of talent in the U.S., our firm needed to hire in locations where we did not have an entity. Global EORs offer a way to do that without setting up a legal entity first. Remote was an up-and-coming player in the space that made getting setup much faster, less complex than traditional partners like Velocity Global. We have used the system for approximately 2 years now.

• Billing/Invoicing - Remote has had multiple billing errors in our invoices and their system is incredibly confusing for reconciling what is outstanding vs. the errors they have made.
• Management - Remote has changed management recently and they have changed terms & conditions from our original invoices and have taken away promotions by saying they were "introductory promotions" rather than the "negotiated terms" like we originally discussed.

Remote was a leader in simplicity when we first began using their services a couple of years ago. Now, I believe certain competitors have caught up and surpassed them.

• Cash flow - these services require upfront payment for payroll so be prepared to pay month end payroll by the 17th of that month.
• Terminating employees - Employment laws vary country by country. Remote is offering a service to make it easier on your company to hire elsewhere; however, terminating employees can be quite difficult.

Remote was very startup friendly 2 years ago. Their management has changed and their culture has changed drastically. It is no longer a customer-focused culture going above and beyond to win customers.

Remote is good for an established company in search of a way to explore hiring people in other regions of the world.

The main reason I like Remofirst is the ability to reach people from all around the world. The integration of the system is super user-friendly. Remofirst works well with other existing HR systems. It makes it easier to hire and manage employees remotely.

My organization purchased Remofirst to ensure a smooth onboarding process for HR professionals and to enhance the employee life cycle experience. One of the key benefits of Remofirst is its functionality and user-friendly interface, allowing employees to quickly navigate the system. The platform also streamlines and simplifies the payroll process for businesses with global teams. I have used Remofirst for the past two years, and it has significantly improved our HR operations.

While the platform may be user-friendly, some users may experience trouble navigating it due to its features. It can be challenging to understand and edit information. The platform could improve by launching new features and providing better feedback to help customers use their services effectively.

Remofirst is different from other hiring platforms because it offers competitive pricing catered to a wide range of business sizes. It specializes in working with remote companies at a lower cost. I prefer Remofirst because its tools reduce processing time while ensuring payroll accuracy.

When buying a tool like Remofirst, consider the functionality and features it offers. Ensure the interface is user-friendly so employees can navigate the self-service system easily. Also, consider the tool's ability to scale with your company. Evaluate the cost, customer support, and training options to streamline your business for the best HR process and employee life cycle experience.

Remofirst has evolved to provide a better experience for daily users by including several new features that incorporate the latest technology and trends. They have also improved the platform based on client feedback.

Remofirst is very good for organizations looking to hire employees internationally.

Pricing flexibility was great and affordable for smaller enterprises. The representatives and customer service staff were very knowledgeable and experienced, offering excellent guidance and a can-do attitude, which was very welcome as we had become bogged down in red tape. We liked that there were very relevant add-on services that could be used on an ad-hoc basis.

We bought Papaya Global because we were expanding internationally. Our business meant that we had small offices and remote workers in many countries. It was time-consuming and error-prone to individually pay staff in so many countries. We needed a tool that could centralize global payroll and pay multiple international staff seamlessly and effortlessly, and Papaya Global did this. I used it for about a year.

It would have been good if they had a solution for 50 to 100 employees. We had to take the minimum 100-employee tariff even though we initially had fewer than 100 employees. Reporting could be improved; I found that the invoices were a little low on detail. It is a bit more expensive than the competition.

I have used other similar tools, and while a little more expensive, I found that this one has better global coverage and a more comprehensive service offering.

Consider global coverage, e.g., what countries they serve and if they have a depth of knowledge and expertise. Ensure it has a good and efficient global payroll service at its core, but also has the appropriate add-on services (like EOR, global payments, contractor payments) so you can quickly adapt to changing business circumstances.

I think the library and knowledge base have grown substantially, providing more on-demand information and advice about global payments.

Papaya Global is good for any international organization with employees in multiple countries.

It's incredibly easy to use and has a great customer experience. The customer support is excellent, always very responsive, and helpful. They have so many functionalities and features available, from insurance to legal documents.

Our founder used Rippling in his former company and had had a good experience with it. We tried Gusto due to all the hype, but it was a bit hard to use at first. We ultimately returned to Rippling due to its excellent user experience, customer support, and ease of use. It also just seemed to have more features and functionalities available.

Honestly, nothing. Maybe if I had to choose something, I'd say that their design could be a bit more modern or updated, and it'd be great if they had an easy to use mobile app.

Compared to Gusto, Rippling is much more straightforward. Gusto had very poor user experience for first-time users, but with Rippling, I didn't have to wonder what's next. I was able to hop on and begin using it as both an admin and employee.

Rippling is a tool that's comprehensive enough that it will cover every possible HR scenario imaginable. It works for teams of all sizes. It has a responsive support team which you’ll need.

I feel like they've made product updates along the way to enhance their user experience and ensure there are no glitches. They really focus on creating an excellent, no-fuss UX.

We're in technology (SaaS), but it could really be good for anything.

Globalization Partners handles the time zone issues for us, making scheduling easy. Their platform provides updates on local holidays, so we never accidentally plan important meetings on a day off in another country. Their customer support is truly great, especially when we're dealing with urgent issues. They offer localized perks, like specific benefits that resonate with employees in different regions.

We jumped on board with Globalization Partners two years ago because we were overwhelmed by the chaos of hiring from different countries. The headaches of local labor laws and juggling international payroll were driving us crazy. Globalization Partners handled all the tricky aspects of global employment for us. They took care of compliance, payroll, and benefits, which saved us from countless sleepless nights. Thanks to them, we could manage more work with a smaller HR team, making everything more efficient. Now, we can focus on growing our team without getting bogged down in the details of international HR.

One downside is that their services can be pricey, especially for smaller companies or startups. It is expensive for us as well, and we intend to shop around. Another issue was that the platform's integrations with our existing HR systems were not as smooth as we hoped, causing some delays. Additionally, the customization options for reports and dashboards are limited, which can be frustrating when we need specific data.

I found the international payroll services quite good, which are always tricky. Other competitors advertise local entities that handle things seamlessly, but that was not always the case. Here, they truly are professional. The customer service is not just fast and lovely but also capable of solving issues, even at 7 PM on a Friday. Time zone and local holiday coordination make managing an international workforce easier.

When buying a tool like Globalization Partners, consider how well it handles compliance with local labor laws to avoid legal headaches. Look at the platform's ability to manage international payroll. Check the level of customer support—having not just quick but knowledgeable help can save you from a lot of stress. Also, think about how user-friendly the platform is and whether it integrates smoothly with your existing HR systems.

Over the last two years, Globalization Partners has introduced new features. Aside from the tool that helps us keep track of local holidays, they've improved their language support, making it easier for teams who speak different languages to get help and navigate the platform. Another addition is their cultural tips feature, which offers insights into local customs and etiquette—handy for building better relationships with our international team members.

It's perfect for mid-sized businesses and large enterprises that need to manage international employees. Startups with global ambitions will also benefit, especially if they want to hire talent from anywhere on the planet.

• I have a great professional relationship with each country's team of representatives who assist me and respond quickly to my inquiries.
• I do not have to learn all the ins and outs of compliance for each new country we expand into.
• We do not have to hire extra HR personnel for each area we expand into since GoGlobal provides that support.
• GoGlobal processes our payroll automatically.

Our organization started using GoGlobal through Vistra. GoGlobal allows us to hire employees in other countries without worrying about unknown compliance around human resources and payroll. GoGlobal has employees specializing in certain countries and areas that help us stay compliant and gain business in those countries by having local staff. One key benefit it provides is functioning as an EOR, taking much of the administrative and legal burden off the company. I have used GoGlobal since September 2023.

• There are many different contacts instead of one dedicated account manager.
• Going through Vistra to work with GoGlobal has resulted in many billing inquiries. Vistra bills us for services, but the services are not adequately described, likely due to a breakdown in communication between servicers.
• Sometimes GoGlobal liaises with employees before speaking with us, so our employees may think something is an option that we do not offer. For example, if we do not provide a certain benefit, GoGlobal may inform them it is "up to us" and can be done if we approve.

I have not used other competitors.

If you are not planning on hiring individual HR generalists, admin, benefits specialists, and payroll specialists, then you should look into GoGlobal. It will help you expand into other countries while remaining compliant and keeping your overhead lower. You will also be able to share the administrative burden and have many subject matter experts to lean on for support.

Vistra, contracted with GoGlobal, has listened to some user complaints about communication breakdowns and says they have hired new Customer Service Executives to roll out a new program to assist with faster response times and billing issues.

High-growth global start-ups or small to medium privately owned companies.

It is very easy to use. The country-based information guides are well-researched and helpful. The onboarding process is slick and pain-free.

My organization was struggling to get reliable resources in overseas locations. Freelancers did not stay around long enough and were expensive. The organization wanted to reduce salary costs and increase staff retention by hiring actual employees instead of freelancers.

However, we were only hiring one or two employees in multiple locations, so it didn't make financial sense to establish an offshore legal entity. We needed to use an Employer of Record service to quickly and efficiently employ staff offshore. We wanted to convert some of our freelancers to employees as well.

Oyster impressed us as it offered this service in a unique SaaS format, making it transparent, quick, and great for remote collaboration. I have been using it for about six months and appreciate the easy onboarding process, cost calculator, and HR information per country, which is great for planning.

We have converted several existing freelancers to local employees and hired multiple employees into the local EOR entities via Oyster's one-stop-shop service.

I wish there was more information and guidance on offboarding. Some help with finding talent could be useful. Integration with sites like Upwork for contracting to hire via Oyster would be beneficial.

It's a one-stop-shop SaaS digital service, whereas I have used more analog organizations. I prefer the Oyster model as it's better for remote collaboration across different time zones.

People should consider cost and ease of use when buying this type of tool. Additionally, the global HR information guides provided are crucial to successful offshoring.

They have evolved into a one-stop global payroll tool that can save a lot of time if you have many workers in different locations that need to be paid.

Organizations that have good HR knowledge but want to hire just a few staff (1 to 5) in multiple locations around the world will find Oyster to be the best fit.

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.