10+ Best Employer of Record (EOR) Services for 2025
Comprehensive comparison of top employer of record services, including analysis of pricing, features, regulatory compliance, and customer support.
An employer of record (EOR) company legally hires your staff in places where you lack a physical office, handling payroll, benefits, taxes, and sometimes visa applications, among other employment duties. If you want to recruit talent overseas and don’t wish to spend too much on setting up legal entities in those countries, such a service provider can be a great help.
After assessing over 40 different services and test-hiring more than 70 people over the years, we found that Deel, PapayaGlobal, and Remote, along with a few others, are the best employers of record companies to date for helping teams grow globally and compliantly.
Every vendor featured on this page was selected through independent research, hands-on testing, and expert interviews. Specifically, we sat on dozens of product demos, held in-depth interviews with HR experts, tested the EOR services ourselves, and reviewed real customer experiences to understand where providers truly deliver and where they fall short.
Key factors we considered when comparing EOR companies include the number of countries where they offer first-hand services, pricing transparency, customer support, and the quality of their user interface.
- Direct Entity Ownership: We understand that choosing the right EOR partner means entrusting them with your most sensitive operations – payroll, compliance, employee well-being, and reputation. That’s why we gave top marks to companies that own and operate their own local legal entities (rather than outsourcing to third-party aggregators) for higher accountability and control.
- Pricing Transparency: In dealing with payroll, it’s essential to be able to see exactly what fees you’re paying and why. The best EOR services consistently provide customers with peace of mind. We looked for companies that break down fees, avoid hidden costs, and clearly explain what you’ll be expecting to pay for during the demos so you can make informed decisions.
- Proven Customer Support: While many tools in the space promote a self-service approach, we favored companies with strong customer service. This includes dedicated account managers, region-specific experts, and a support team that is readily accessible. Few business aspects are as touchy as payroll, so vendors with a white-glove approach get prioritized.
- User-friendly Interface: The best EOR companies tie all of the above together through nice-looking and modern software tools. These products are where you can keep track of everything going on with your international payroll.
Want to know more about how we maintain editorial independence and transparency in our reviews? Check out how we vet HR tech vendors here.
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Deel
Deel can operate as an employer of record in over 150 countries. They own entities in 90+ countries and have focused on global-first companies for a long time. They have been tech-oriented from the beginning, boasting a stellar platform, coupled with solid EOR services.
PROS
- Outstanding customer service, including 24/7 in-app assistance and a fast onboarding process (typically 2-3 days).
- Local payroll experts available in multiple jurisdictions.
- Integrates with over 100 HR platforms, and offers custom integrations and APIs.
- Caters to self-service; new users can quickly start using it without lengthy calls and demos.
- Setup is hassle-free, and identity verification is often completed within 24 hours.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
- User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
- Automated invoices simplify payments, provided they're in English.
CONS
- Additional fees for certain advanced features, such as onboarding automation.
- Lack of flexibility in contract and service agreement alterations.
- Invoice generation only available in English.
- Doesn't own the entities they use for an EOR setup in all jurisdictions. Depending on the country, a third-party company may need to be included.
- Key features like onboarding automation are add-ons, which may increase costs.
- Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
- Invoices cannot be generated in languages other than English.
Deel has built one of the most robust platforms for managing global employment, with a strong focus on EOR services.
At the core of Deel’s EOR offering is its global footprint. Deel operates in over 150 countries and owns entities in more than 90 of them. In regions where they don’t have direct ownership, they work through a network of vetted partners. This allows companies to move quickly in most jurisdictions, though the involvement of third parties may affect control and response times depending on the country.
One of Deel’s biggest strengths is speed. We found that onboarding full-time employees in many countries could be completed in just 2–3 business days. Identity verification often takes under 24 hours, and new admins can get started right away, as there’s no need to schedule onboarding calls or wait for manual setups. For global-first teams that want to move fast, that self-serve experience really matters.
The user interface is intuitive, and the platform plays nicely with others. Deel integrates with more than 100 HR tools out of the box and offers custom integrations and APIs for those that need them. On the support side, they offer 24/7 in-app chat and access to local payroll and compliance experts, which proved helpful when testing edge cases during onboarding.
However, contract modifications are where this EOR company falls short. Any changes usually require a formal addendum, which can create extra administrative work. Additionally, bear in mind that certain features, such as onboarding automation, aren’t included by default. We also noticed that Deel’s invoice generation is currently only available in English, which may be a limitation for non-English-speaking stakeholders.
Regarding entity ownership, while Deel does own entities in most of the markets it serves, there are still countries where they rely on third parties to act as the local employer. That’s not uncommon in the industry, but it’s something we’d recommend you be aware of when evaluating long-term risk and compliance.
Deel is used by over 35,000 companies, including Brex, Google, Homelight, Duffel, and Andela.
Deel EOR costs $499 per month, which enables international hiring without an entity and includes payroll, taxes, and benefits.
As a new product, Deel has changed a lot since its inception. Its newest offering, DeelHR, allows companies to complete most of their HR operations tasks in Deel.
Best For
Deel's EOR services are best for VC-backed startups, scaleups, and global SMBs hiring full-time employees in countries where they lack a legal presence.
We use Deel specifically for our international team. Our W2 employees are managed through a different payroll provider. Since our payroll is set up on autopilot, I don’t log in to Deel very often. I typically log in about once per week.
We keep our Deel usage simple and primarily use it for payroll. In the past, we have also used it as an EOR for an employee in Canada.
One pro of Deel is that it’s always very easy to get in touch with support.
We have used Deel for at least a few years. I have personally used Deel for just over one year. The pain point we were trying to solve was implementing a seamless payroll process for our international team.
We have also used Deel as an EOR for our international employees. We initially started using Deel specifically for our international team, and it worked really well for those employees.
The key benefit it provides is simple payroll processing, regardless of where the person resides. The site is easy to use and navigate. Another benefit is the responsiveness of the support team.
One con of Deel is the offboarding process and its unclear procedures. I wish they would improve this part. Another con is that support often passes you between multiple people, none of whom have prior context, which leads to repeating the same information.
Deel is fine, but I think their competitors are better. I prefer every other payroll platform I have used over Deel.
One criterion to consider before using Deel is what your team structure looks like. Deel is helpful because employees or contractors can be onboarded regardless of location. I found that, for us, it made the most sense to use Deel specifically for our international team.
I can’t think of any specific changes that have been made in the one-plus year I’ve used Deel.
I can’t think of any specific changes that have been made in the one-plus year I’ve used Deel.
I would say Deel is great for organizations of any size. It’s probably best for companies with international teams.
Multiplier
Multiplier’s EOR platform helps you send contracts in minutes, run payroll, offer insurance, and manage tax contributions in compliance with tax laws in over 150 countries. They also offer 24/5 customer service.
PROS
- Compliance, payroll, onboarding, and timesheets, all in one platform.
- Multi-currency payments in over 150 countries.
- Multi-lingual contracts made instantly.
- Multi-currency payments in local currencies
- Multi-lingual contracts made instantly
- Compliance, payroll, onboarding, and timesheets, all in one platform
CONS
- Only integrates with a few HR tools.
- Customers desire more customization, particularly regarding contract terms and leave options.
- A few users reported a slow response time from the customer support team.
- Limited integrations. As of Summer 2024, Multiplier only integrates with BambooHR, Personio, Workday, and HiBob for HCM-type tools, although they are working on adding more.
Multiplier is a rising player in the global employment space with a platform-first approach to employer of record services. Founded in 2020, they’ve moved quickly to build out coverage in over 150 countries, with particular strength in Asia-Pacific markets.
After multiple demos and several in-depth product walkthroughs, we found Multiplier’s platform to be both capable and approachable, especially for HR and finance teams managing expansion into less familiar regions.
The platform consolidates core EOR tasks (employment contracts, payroll, social contributions, tax compliance, and benefits administration) under a single, modern interface. We were able to generate compliant, multilingual employment contracts in just a few clicks, and the system made it easy to manage allowances, bonuses, and mandatory deductions across different jurisdictions.
One of Multiplier’s standout features is multi-currency payroll. Payments can be issued in local currencies across more than 150 countries, helping reduce friction for both employers and employees. Their contract generation tool also supports multiple languages, which can streamline the onboarding experience for non-English-speaking employees.
Unfortunately, the EOR service provider currently integrates with only a handful of external HR tools. For teams that rely on complex tech stacks, this may require additional manual work or API development. We also heard from a few users who noted that response times from the customer support team could be inconsistent—something to watch if you’re operating in fast-moving markets or managing sensitive employment transitions.
Customization is another area with room to grow. Some customers told us they’d like more flexibility around contract terms and leave policies, particularly when aligning local labor requirements with internal company policies.
Multiplier is used by many companies with a global footprint, including Amazon, PWC, ServiceNow, Korn Ferry, and Orange Business Services.
Multiplier’s EOR starts at $400 per month, while Contractors starts at $40 per month.
Their human resources management feature offering has grown over time, now established as a core HR module available on most plans.
Best For
Multiplier is an excellent option for companies seeking to expand their global workforce, particularly in the Asia-Pacific region.
We use Multiplier’s EOR solution for everything from sending offer letters to employment agreements. We also found that the deal they have with benefit providers is quite decent. We now use Multiplier to manage employee benefits as well. It is nice that employees have a place to log in to check their employment records. They can request time off directly on the platform.
I love how quickly we can set up a contract in a completely new country. The interface is intuitive, and setting up a contract takes less than five minutes. It is also no longer necessary for us to double-check the local labor laws against the contract, as they have local lawyers ensuring compliance. For example, the system does not allow you to input a number of holidays lower than the country's legal requirement, which is pretty nifty.
It has become increasingly difficult to employ people in other countries, especially China. Due to local employment laws, we were spending a lot of resources and time putting together job offers. We also needed to ensure local people that our obligations to local law were done by the book. We are still using Multiplier several months later. With the expansion of the business, we will likely use it even more.
I would like there to be a better overall HR manager system, where we can manage everything with different levels of management access. Also, I wish there were more personalized configurations that could specifically tailor to the business. A more custom onboarding would be superb and a slightly less robust package. Additionally, the price is a bit high for a startup trying to hire in countries with lower salary rates, which kind of defeats the purpose.
Multiplier is user-friendly, and onboarding is super quick. I didn't expect the platform to provide access to a benefit management program, which was a pleasant surprise. Overall, it combines contracting, benefits, and PTO management all in one place. It literally cut my working hours in half. It is excellent.
Definitely consider the price. The pricing makes sense if you are employing people with high salaries, but if you are hiring administrators from a low-income country, the platform may not be cost-effective. You can get a discount if you bulk purchase for more than five people. The price is per person per month. Another thing to consider is its simplicity; the platform is very easy to use, practically immediately. Finally, consider the effort you would need to figure out employment laws in countries where laws are constantly changing; this tool will save you from some headaches.
Not much, although they have promised the HR section is developing and will be rolled out in full capacity soon.
Startups and scaleups. Multiplier is great for companies that are global and starting out, but not for big ones that already have entities in different countries. It is also suitable for scaling companies that do not yet have in-house HR and legal teams.
Big corporations that already have legal entities in different countries or continents do not need a tool like Multiplier.
Remote
Remote is among a small number of EORs that operate as a local entity in the countries they service. They offer numerous global HR solutions in addition to payroll, including onboarding, taxes, and equity plans.
PROS
- Remote owns 100% of the entities for which the platform offers EOR services.
- Flat fee structures don’t require a deposit.
- The benefits packages are country-specific.
- Supports ironclad IP and invention rights protection.
- Responsive customer support via email and live chat.
- Supports equity incentive planning across countries, including tax withholding.
- Easy-to-use employee mobile app.
- Fast and compliant payroll in 170+ countries.
- Live chat support with local payroll experts.
- Flexible, localized benefit packages.
- Flat-rate pricing structure, no deposits or hidden fees.
- Mobile app streamlines expense reimbursement with autofill from receipt photos.
CONS
- Supports direct deposit and wire transfers but doesn’t support off-cycle pay runs.
- No phone support is available.
- Can be an overkill if you only hire only a handful of people.
- Doesn’t have a free trial.
- Redundant for organizations solely recruiting within the U.S.
- Help center documentation isn’t easiest to understand.
Remote has carved out a reputation as one of the most reliable EOR providers on the market, largely because they own 100% of the legal entities in every country where they offer EOR services. That’s a major differentiator in a category where many vendors rely on third-party intermediaries. Owning the infrastructure allows Remote to deliver faster onboarding, stronger IP protection, and greater pricing transparency.
We (and most of Remote’s clients we surveyed) found the employer of record platform itself intuitive and well-organized. It supports global payroll, localized benefits, onboarding, equity incentive planning, and tax compliance across more than 60 countries. One particular pleasant experience we had was generating employment offers with country-specific benefits already baked in—something that saved us time and ensured compliance from day one.
Remote’s pricing is structured as a flat monthly fee, which we appreciate for its predictability. No security deposit is required for companies that meet their internal creditworthiness criteria (though they don’t publicly share what those benchmarks are). Another standout feature is IP protection: Remote offers clear and enforceable ownership of intellectual property and invention rights, which is especially important for tech companies hiring internationally.
The mobile app is also a plus, offering employees a user-friendly interface to view pay stubs, benefits, and tax information. Support is available via email and live chat, and during our tests, we found response times to be consistently solid.
Still, it’s quite a disappointment to find out that Remote doesn’t currently support off-cycle pay runs. For teams that need more flexible payroll processing, this can definitely be a significant drawback. We should also warn you that with Remote, there is no phone support, meaning you may experience a gap in coverage during urgent issues. And for those only working with a few contractors or employees, Remote might be a bit overkill.
Loom, GitLab, DoorDash, HelloFresh, Workato, Semrush, Teamway
Remote's Employer of Record services begin at $599 per employee per month, while their Contractor Management services start at $29 per contractor per month. Eligible startups and nonprofits can receive a 15% discount on both of these services for a duration of 12 months.
Best For
Remote’s an excellent value for money for remote-first enterprises to get a full-fledged and trusted EOR, thanks to its 100% owned-entity model in 60+ countries.
We employ about 15 employees within Remote's platform. In this platform, they hire the employees we identify, provide them with a platform for payment and time tracking, and manage benefits on our behalf that our employees can enroll in. Additionally, the platform integrates with our HCM Dayforce, allowing us to update employee data automatically without having to manage multiple systems. Remote also gives us tools to ensure we are paying competitively in countries where we aren't experts.
It is easy to set up new countries depending on business needs as an EOR provider. The easy-to-use platform helps us identify and manage our talent well. Global benefits allow us to navigate new countries without worrying about the nuances of benefit offerings.
We are a global company with needs in various countries for employee benefits, payroll, and HRIS. Specifically, we needed assistance with paying employees in countries where we do not have a legal entity. Remote provides Employer of Record services for us in multiple countries, allowing us to employ top talent without the burden of legal requirements and compliance. They have an easy-to-use platform that helps our employees stay on top of their pay and benefits, and they have dedicated team members that assist employees with any questions they may have. It's a cost-effective solution for our global payroll needs.
Remote could be more cost-effective. I have found other EOR services with cheaper offerings. The platform is fine, but it could have more features related to global compensation and access to more community-based groups that would allow companies to connect with each other.
Their platform is easy to use, and the recent addition of support tickets has made it very easy to access help in any situation. Additionally, Remote has a singular pricing model, which is convenient because we do not have to worry about charges for leavers, joiners, or year-end.
Consider hidden costs around processing and setup. The bottom-line monthly cost is not always the full price, as some of these EOR services will charge setup fees and year-end fees that, although mentioned in their proposals, are not included in the annual cost. Remote does this very well, and their pricing is very easy to understand.
I have not used Remote long enough to see changes over time.
Remote is good for global companies that have a few international employees.
EOR services, in general, are not great for companies that have a lot of employees in many different countries. Operating Remote would be cumbersome with more than 10 employees per country.
Remofirst
Remofirst makes an all-inclusive EOR platform aimed toward making remote global hiring a seamless reality. Its standout features include budget-friendliness and exceptional customer support, where every client is privileged with a dedicated 24/7 account manager.
PROS
- Supports payments in USD, GBP, EUR, CAD, and SGD.
- Employees receive payments in their local currency.
- Coverage spans more than 150 countries.
- Has a modern and visually appealing user interface.
- Pricing is competitive and cheaper than Deel.
- Employers are able to pay Remofirst in USD, GBP, EUR, CAD, and SGD.
- In turn, Remofirst pays each global employee in their local currency.
- Over 150 countries serviced
- Since it’s a young product, the UI looks quite modern, sleek, and generally easy on the eye.
CONS
- Due to its relative newness in the market, it has less extensive integrations and features.
- Onboarding can take longer than 5 days, depending on the countries where the new hire is based.
- As a younger company than others in the industry, Remofirst are still rolling out new integrations and features from their roadmap every month. Hence, these are somewhat limited for now.
Remofirst is one of the newer names in the EOR space, but it’s quickly made a mark with its affordability, transparent pricing, and strong global coverage.
Compared to our previous demos and evaluations of the platform, it has undergone significant enhancements. The interface is clean and modern, and the focus on usability is clear. Admins can generate compliant contracts, track onboarding status, and manage payroll through a centralized dashboard. Employees are paid in their local currency, while employers can fund payroll in major currencies like USD, EUR, GBP, SGD, and CAD—something we found particularly useful for finance teams managing multi-region cash flow.
Another thing we love about this EOR service provider is the customer support. Every client gets access to a dedicated account manager with 24/7 availability, which is rare even among more established brands. Users we spoke with appreciated the responsiveness and clarity of the support team, especially when dealing with employment regulations in new or complex markets.
That said, Remofirst’s relative newness does show in some areas. The employer of record company currently supports quite a modest number of integrations, so take notes to clarify with them in the product demo whether your HR tech stacks may need to rely on manual processes or custom workarounds. We also learned that onboarding timelines can vary. While same-day onboarding is possible in some countries, it can take more than five business days elsewhere, depending on local documentation and compliance needs.
The notable clientele of Remofirst includes Microsoft, Mastercard, ZocDoc, QED, Labster, and Byrd.
Remofirst provides EOR services starting at $199 per employee per month. Contractors offers two tiers of EOR services: a free tier and a premium tier priced at $25 per person per month.
Best For
Remofirst’s EOR is ideal for tech companies with 100-200 employees that are looking to onboard a global remote workforce of full-time and contract workers while remaining compliant.
I currently use Remofirst daily to hire and manage employees in different locations. One of the main reasons I use Remofirst is for the hiring and onboarding process. It plays a major role in simplifying and streamlining the payroll process for our global teams. The Remofirst dashboard is also used by employees to navigate their payroll effortlessly. Overall, it helps manage various HR tasks efficiently.
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.
Remofirst is not a good fit for organizations looking to hire small teams or locally.
Omnipresent
Omnipresent offers a strong blend of automation and expert human support, making fully compliant global employment accessible for businesses of all sizes. Thanks to their robust compliance focus, highly customizable configuration, and deep expertise in the European markets, we find them to be a unique player in the EOR space.
PROS
- Access to in-house experts for payroll, benefits, and compliance in 160+ countries.
- Flexible, country-specific employment contracts and benefits while ensuring compliance with local laws.
- Detailed invoice breakdowns clarify all costs associated with global employment in an easy-to-read format.
- Over 50 pre-built HRIS integrations, including tools like HiBob, reducing data entry duplication.
- Global Coverage: Payroll and compliance support in 160+ countries, including contractor management.
- Human Support: Direct access to in-house experts for payroll, tax, and legal issues.
- Virtual EOR (VEO): Efficient virtual EOR product for simplified international hiring.
- Transparent Invoicing: Clear breakdowns of payroll costs, enhancing financial transparency.
- Integrations: Seamless connections with 50+ HRIS platforms, reducing data duplication.
CONS
- Not the cheapest option; better suited for companies prioritizing quality support over minimal pricing.
- Does not offer free trials.
- Relies on partners in less in-demand countries, which may affect consistency in rare regions.
- Pricing: Higher cost compared to some competitors; suited for companies prioritizing quality.
- No Free Trials: Unlike some providers, Omnipresent does not offer free trials.
- Support Limitations: No phone support, which may be a drawback for some users.
- Partner Reliance: In niche markets, service consistency depends on third-party partners.
Founded in the UK, Omnipresent combines cutting-edge technology with comprehensive human support to simplify global employment. Their platform enables companies to hire talent in 160+ countries without establishing local entities, effortlessly managing payroll, benefits, and compliance.
During our demo, key differentiators stood out. Unlike tech-only EORs such as Deel or Remote, Omnipresent offers a human-centric approach. Clients access subject matter experts for complex payroll or compliance issues, ensuring high-touch support. The EOR company’s transparent invoicing and OmniCalculator further streamline financial oversight, addressing common challenges for global HR teams.
Customization is another highlight. Omnipresent allows flexible contract creation while maintaining strict compliance with local laws—an advantage in heavily regulated markets like Italy and Germany. This feature is particularly useful for large, complex deals requiring tailored solutions.
However, there are a few drawbacks. Omnipresent's pricing is higher than that of some competitors, which might deter cost-sensitive companies. They also rely on partner networks in niche markets, potentially affecting service consistency. Additionally, there’s no free trial available, and customer support, while highly rated, lacks phone-based assistance, which some users might find limiting.
American Eagle, Soundtrap, Tchibo, Zoopla, European Broadcasting Union, Polaroid.
Pricing starts at approximately $600 per employee per month, with volume discounts bringing it down to $400 for larger teams (20+ employees). Contractor management is $25 per contractor per month.
Recent updates include a redesigned support system connecting clients directly to experts, a detailed invoicing breakdown tool, and a 75% faster onboarding process. New HRIS integrations are also a constant.
Best For
Omnipresent’s EOR services are especially compatible with organizations prioritizing ensured compliance and top-notch customer support over budget constraints.
Oyster
Oyster partners with local entities in over 180 countries, making it a legal employer you can rely on to handle compliance, onboarding, payroll, benefits, and terminations. You will also love the platform’s generous discounts if you’re hiring refugees or a nonprofit.
PROS
- Intuitive and easy-to-navigate interface.
- Simple and competitive flat rate for employees and contractors.
- Smooth onboarding and offboarding with guidance from lawyers and accountants regarding labor laws in your hiring countries.
- Non-profits can hire their first full-time team member for free for a year.
- Hire refugees in countries where Oyster has direct entities at no or discounted cost.
- Support includes Helpful Academy with easily accessible help docs and dedicated account manager for highest-priced plan.
- Employee cost calculator for quick estimation of detailed costs of hiring in a new country.
- No extra fees for setup or cancellation.
- Intuitive: The platform is easy to navigate and makes logical sense.
- competitively priced: The flat rate for employees and contractors makes cost comparisons simple, and is competitive in the market.
- Targeted for a remote workforce: Whether your employees are in one country or 100, Oyster can accommodate them accordingly, and this is a feature few platforms can boast.
CONS
- Some delays in local currency payment can be expected.
- No phone support for immediate communication is available.
- There’s a refundable security deposit required to initiate the engagement.
- No native time-tracking feature. Only offers an in-app time-off tool.
- Not the right choice if you're looking to co-employ employees and partially outsource HR.
- Slight delays in processing times for payments in the local currency are somewhat common.
- Immediate communication via phone support is not an option, but they do offer live support via Zoom when necessary.
- An initial security deposit is necessary to begin the engagement and is refundable.
- The platform lacks native time-tracking functionality and provides only an in-app tool for managing time off.
- If you’re looking to co-employ your employees and partially outsource HR responsibilities, Oyster isn’t for you. They are more akin to employer of record services (EOR) than a Professional Employer Organizations (PEO).
Oyster is a flexible and user-friendly platform businesses can rely on to compliantly hire global contractors and employees and handle onboarding, house payroll, benefits, and employee information — all these things under one roof.
We’re glad the platform didn’t lie when it said it’s designed with end users in mind. We found no difficulty navigating each of its service tools and were especially impressed with Oyster’s customer support. They got back within a few hours to our ticket and were very helpful in assisting with foreign employment law and regulatory aspects.
Diving into more details on Oyster’s EOR services, the first thing that stood out to us was its smooth onboarding process. There are no setup fees, but you’ll be expected to pay a security deposit (equal to one month of your total employment cost) by the first month of your team members.
It will be used to fund the team member's payroll should any unexpected payment issues of the customer invoice and will be refunded once all final invoices have been settled, which does make sense.
We liked how Oyster could carry many services: from hiring to onboarding, benefits, time off management, payroll, and offboarding, while maintaining a comfy UI. Our experience with the platform’s cost calculator tool was also positive: it let us quickly estimate potential costs and risks of hiring employees and contractors in specific countries.
Another reason for Oyster making it to this guide is the EOR’s remote work regulation guide: it provides remote work policies and regulations in different countries — very up-to-date, and even packs tips for hiring, paying, and managing global workers.
Our experience using Oyster was good overall, yet we still didn’t enjoy some parts of the EOR module. First, while the help center and customer service are punctual, there is currently no phone support. Dedicated account managers are also limited to the highest-tier plans.
Another drawback is that you must pay for local benefit plans as add-ons, which cost $80 per month or more. We also expected to see a native time-tracking system, but the current Oyster only supports a time-off management service.
Quora, Wagestream, Impala, and Grover are some companies on Oyster’s long list of customers.
Oyster offers a Contractor service that is free for the first 30 days and costs $29 per month per contractor thereafter. Their Employer of Record service costs $699 per month per employee, with discounts available for nonprofits and businesses hiring refugees.
Oyster continues to add countries to its service offering as well as additional Integrations with business management programs. Some recent additions on the integrations front are Okta, Slack, Workday, BambooHR HRIS, BambooHR ATS, Personio, HiBob, Expensify, Greenhouse, Xero, and NetSuite.
Best For
Small and medium-sized businesses looking to scale their global workforce would find Oyster’s EOR services helpful. Nonprofit organizations and organizations that are recruiting refugees can also take advantage of the platform’s generous discounts.
Since I worked between both teams, I spent 50% of my time using features aligned with TA's needs and the other 50% using features aligned with HR's needs. I worked full-time and used the platform daily, Monday through Friday. I assisted recruiters and talent acquisition partners in sourcing candidates to fill vacant roles across the company.
When I worked with the HR team, we used Oyster to hire employees, onboard contractors, transfer personnel between teams, and, if applicable, convert them to different job profiles. By conversion, I mean changing someone to a W2 employee after they had been hired as a 1099 contractor.
Personally, Oyster is one of the better platforms. I appreciate how it emphasizes the importance of compliance. Since we were a global company, Oyster's functions allowed us to stay compliant with city laws, state laws, and federal regulations. Its onboarding functions are excellent.
Onboarding can often become messy with global companies, but Oyster streamlined the process. When it came to customer support, we felt confident because their team was easy to contact and provided helpful tools and resources.
I was with my previous employer for a 9-month temporary contract. We used Oyster as a "catch-all" platform for Human Resources and Talent Acquisition. The platform allowed us to source, onboard, and maintain personnel records.
While I was on that contract, I worked between both teams, which gave me a good grasp of the platform's functions, and I enjoyed using it. From my understanding, they implemented Oyster shortly before I joined because of a company shift that required HR and TA to work more collaboratively.
I don’t have many cons, but there are a few. Their reporting functions are not the best; for a platform that is so advanced, the reporting features are basic and require more manual work.
Additionally, the reliance on third-party services, which many companies use, can sometimes cause issues. When working with third-party vendors, processes can become messy and more time-consuming than necessary.
I have worked with similar tools in the past, and I can confidently say that I prefer Oyster. The platform operates efficiently and simplifies tasks for HR and TA functions. Its features are user-friendly and make our roles easier.
Companies and teams should assess whether they truly need this type of platform—just because it offers a lot doesn’t mean it’s the right fit for everyone. Since it is somewhat expensive, I would advise teams to carefully evaluate their needs before committing to a platform like Oyster.
Oyster did not change significantly during my time using it. It remained consistent throughout my contract role. However, due to the platform’s modern features and design, I felt it didn’t require much change.
Oyster is well-suited for HR and TA teams with 20+ members, especially companies that operate globally.
I don’t think it’s ideal for small, local companies. For smaller organizations, the platform might be excessive for their needs.
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Atlas
Atlas combines industry expertise and technology in its offering, empowering companies to hire and pay employees beyond their borders while keeping them compliant with local labor laws.
PROS
- Atlas has legal entities in over 160 countries and can handle employee onboarding and payroll processing in any of them.
- Recently introduced the Global Compliance Risk Calculator that can identify worker classification risks in minutes.
- Industry-specific EOR services and resources including Venture Capital and Government Solutions.
- Atlas has legal entities in over 160 countries. They’ll help you take care of employee onboarding and payroll processing in any of those countries, eliminating the need to engage any local service providers.
- The platform simplifies how you hire, manage and pay employees and contractors abroad, without needing to set up an operation where they are located.
- Atlas helps you stay compliant with local labor laws and frees you from employer liability.
CONS
- Doesn't currently offer globally managed payroll for non-EOR clients.
- Has limited prebuilt integration modules (though it offers API access for users to plug in third-party tools.)
- Price no longer disclosed.
- Atlas currently doesn’t offer global managed payroll for non-employer of record (EoR) clients; so if your company doesn't need Atlas to take on from you as EoR, but need to use Atlas' global payroll services, you can't do so at this time. Do note though that the team at Atlas is planning to offer this service next year.
- Atlas currently has limited prebuilt integration modules but they do offer API access for users to plug in third-party tools.
Atlas has long been one of the few players to guarantee a fully direct Employer of Record model, and that’s a major reason it stands out in an increasingly crowded field. For companies hiring abroad, the ability to avoid third-party intermediaries translates to more consistent service delivery, greater control over compliance, and often faster onboarding.
The platform currently supports hiring and payroll in 160+ countries. Unlike hybrid EOR providers that rely on partner networks in some regions, Atlas owns legal entities in every country it operates in. That direct model gives clients tighter control over employment terms and fewer surprises with service levels.
From our hands-on exploration and early demos, Atlas has also made noticeable strides on the product side. The UI is now sleek and easy to navigate, and core workflows, such as onboarding, payroll approval, and document generation, are well-structured. Admins can move through tasks quickly, and employee self-service is reasonably robust.
Another notable feature is the Global Compliance Risk Calculator, a built-in tool that enables HR teams to identify potential worker classification issues in just a few minutes. While it doesn’t replace formal legal advice, it’s a solid first-pass risk screen for global hiring teams. Atlas also caters to unique customer segments, including dedicated resources for venture capital-backed startups and government contracts, which are not often seen in this space.
There are, however, a few trade-offs. First is that if you’re looking for managed global payroll outside of their EOR service, Atlas doesn’t currently support it. The employer of record, similar to Papaya, leans more towards API connections and has a pretty limited number of prebuilt integrations. And sadly, its pricing details are no longer publicly disclosed.
Atlas is used by over a thousand companies, including Toyota, CACI, Bath & Body Works, Coupa, PAE, and Namely.
Atlas's pricing structure is no longer publicly available, but our research indicates that their Contractor Pay begins at $49 per month per contractor, and their Employer of Record services start at $595 per month per employee.
Best For
Atlas is ideal for companies looking for a fully direct EOR model with high compliance standards and embedded risk assessment tools.
Our company provided other assistance, but Atlas HXM provided the data support. We could extract employee records for specific review, such as compensation or direct personal needs. This provided enough details to understand if the company had competitive wages.
It always allowed us to use the information to understand if the Atlas HXM onboarding features were user-friendly and saved the company time. For the most part, the clients were happy with their purchase.
Clients used the system and enjoyed the self-management process and support for immigration. The client's data was easy to access, and the information was in an excellent report to isolate any outliers on the compa ratio when comparing the national averages. Immigration allowed for an easy checklist for the operations or HR departments to follow for each employee.
Two clients used Atlas HXM. Clients were in the United States and Australia. Our consulting firm performs different HR duties. Atlas HXM provided other support such as hiring, contracting, and assisting on a similar level of HR. We provided HR data analytics and other supportive measures.
The two companies used it for different reasons. The U.S. company wanted assistance with immigration and hiring. The Australian client used it for onboarding.
Other software captured more personnel data. The extraction was easy, but the formatting can be improved. The setup may not be easy for all personnel.
The layout in some sections is more accessible and complete. The immigration software is supportive of the global market compared to others. It is easier to manage without an attorney. The onboarding needs improvement as there are ways to improve the cultural connection when inputting data for global usage.
The cost is the biggest consideration. The smaller client enjoyed the Atlas HXM but could not afford to purchase more features. The larger client relied on Atlas HXM so much that I do not feel they were properly using it. It basically replaced someone’s job, but if the main admin left, then the system would need someone to relearn the systems and how to add admins, employees, and make edits.
I am not sure as each client role was temporary and did not involve a significant time working on the platform.
Atlas HXM is great for mid-size companies and large companies. It provides all the support they would need and saves money. It is an excellent add-on feature for other software.
Atlas HXM is not great for new companies or low-profit small companies.
Pebl
Pebl stood out for its speed-to-hire and deep compliance infrastructure, backed by over a decade of global labor law expertise. Unlike newer EOR entrants, Pebl blends proven audit processes with AI-powered automation, enabling fast, risk-mitigated expansion into 185+ countries.
PROS
- Global reach with built-in compliance across 185+ countries, including 17+ employment licenses in regulated markets.
- Fast onboarding with AI-assisted workflows that eliminate manual handoffs.
- Localized employee experience with in-country benefits, in-language support, and 24/7 service.
- Strong support for immigration, including visa and work permit assistance.
- Competitive flat-rate pricing at $399/month.
- Strong service and support during relocation or contractor conversion.
- Handles payroll, benefits, and compliance locally.
- Includes visa and work permit assistance.
CONS
- The user dashboard sometimes experiences bugs.
- Some users have noted that the onboarding process includes redundant steps.
- Targeting EOR services, the platform lacks comprehensive, full-suite HRIS functionality.
- Limited integration options compared to some other EOR platforms.
- Occasional bugs in the user dashboard.
- Some redundant steps in the onboarding process.
Pebl reflects a more mature generation of EOR platforms designed to minimize risk while supporting fast cross-border hiring. It is not positioned as a full HRIS, and in our view that focus is a strength for companies that need clean, compliant international hiring without excess tooling.
During our evaluation, Pebl’s advantages were clearest in time-sensitive and entity-free expansion scenarios. One company we spoke with completed onboarding, including compliance review and payroll setup, in under a week. Results like this, backed by partnerships with in-country legal experts such as Baker McKenzie, show that Pebl is working toward its goal of allowing teams to hire in minutes rather than months.
The Alfie AI assistant is one of the most practical compliance features we have tested. It provides vetted legal insights and contextual prompts during onboarding, and the overall UX makes international workflows feel similar to local hiring. The expanded integration catalog, now supporting more than 200 tools, also helps HR and finance teams stay aligned as they scale.
Having said that, Pebl is not the right choice for every team. If you need a unified HRIS or do not plan to hire internationally, the platform may not be your perfect fit. The absence of a free trial also limits how much hands-on evaluation is possible before committing.
Honeywell, AB InBev, Linksys, Crunchbase, Betterment, Anaplan, Consensys
The base price for the Pebl EOR services starts at $399 per employee per month.
Best For
Pebl is ideal for startups, SMBs, and mid-market firms expanding globally who need fast, compliant hiring without investing in local entities.
Borderless
Borderless stood out for embedding AI as the foundation of its EOR platform, not as an add-on. Their HRGPT and Contract Generator agents provide instant, reliable responses to HR questions using company policies, employee data, and local compliance rules, speeding up tasks like onboarding and contract generation. This deep AI integration, paired with fast, deposit-free payroll, makes them a top pick for modern and global HR teams.
PROS
- HRGPT agent delivers quick, reliable, and personalized answers on contracts, policies, and compliance.
- Payroll processes are among the fastest in the industry, with no requirement to pre-fund salary deposits.
- Questions and technical issues are handled by in-country Borderless account and success managers.
- They have partnered with local experts from the Big Four accounting firms for accounting and tax compliance.
- Both the web platform and the mobile app are intuitive, quick to figure out, and easy on the eye.
- HRGPT agent delivers quick, reliable, and personalized answers on contracts, policies, and compliance.
- Payroll processes are among the fastest in the industry, with no requirement to pre-fund salary deposits.
- Questions and technical issues are handled by in-country Borderless account and success managers.
- They have partnered with local experts from the Big Four accounting firms for accounting and tax compliance.
- Both the web platform and the mobile app are intuitive, quick to figure out, and easy on the eye.
CONS
- No direct integrations with major HRIS platforms, which could limit larger teams seeking ecosystem compatibility.
- Reporting and analytics features remain basic, offering limited drill-down capabilities for detailed audits or trend analysis.
- No direct integrations with major HRIS platforms, which could limit larger teams seeking ecosystem compatibility.
- Reporting and analytics features remain basic, offering limited drill-down capabilities for detailed audits or trend analysis.
When we last reviewed Borderless AI, their standout feature was "Alberni," a GPT-like conversational tool. That tool has evolved and been rebranded as HRGPT, a more robust, AI-native agent we experienced firsthand in our latest demo. Unlike add-on bots in competitor platforms, HRGPT is deeply embedded throughout Borderless’ workflows. It consolidates global compliance intelligence, your internal company data, and employment contracts to instantly answer nuanced HR questions.
During our live test, we asked HRGPT to generate compliant employment contracts for hires in Brazil and Singapore. It produced error-free drafts in under a minute, adjusting for local regulations automatically. We also explored onboarding tasks, where HRGPT dynamically assembled checklists based on each country's legal requirements.
Payroll remains a key strength: Borderless’ infrastructure avoids the common EOR practice of pre-funding payroll weeks in advance. This frees up working capital for businesses and ensures employees get paid faster, with Borderless processing salary payments as soon as client funds are transferred—a significant differentiator we haven’t seen in legacy vendors.
However, Borderless does fall short in some areas. The platform currently lacks direct integrations with leading HRIS systems, which may not appeal to larger organizations seeking a unified HR tech stack for their international workforce. We also found the reporting and analytics features to be fairly basic during our testing, limiting the ability to create detailed, custom reports or perform deep data analysis—a drawback for companies needing advanced workforce insights.
That said, another area we appreciated was customer service. Borderless’ support team is fully based in North America and staffed with experienced payments and compliance professionals who work as an extension of your team.
Ritz Carlton Yacht Collection, WineDirect, ShiftKey, Colligo, Levanta, Raya, Presto
Borderless AI’s starts at $49 per contractor per month if you only hire people that way. To engage employees through an EOR, the monthly cost starts at $579.
That said, the final price will depend on your headcount and the jurisdictions you need to operate in.
Since our last review, Borderless launched HRGPT, an AI assistant that automates contracts, PTO tracking, benefits, and compliance. HRGPT now references real-time laws across 170+ countries and company policies to answer HR questions accurately. It also enables self-serve employee HR support and quick, compliant contract generation. Combined with earlier updates, such as easier entity creation, time and expense submissions, and Google Calendar PTO integration, Borderless continues to expand its AI-native EOR platform.
Best For
Borderless AI is ideal for startups and mid-sized companies expanding internationally that need fast, reliable payroll and a built-in AI assistant to handle complex, country-specific HR and compliance tasks without pre-funding requirements.
G-P
G-P has evolved from a legacy EOR provider into a fully integrated global employment platform. With G-P Meridian and the AI assistant G-P Gia, users gain automation across contract generation, labor law navigation, and HR workflows. It’s particularly appealing to companies managing multiple countries or regulatory environments, thanks to a proven record of compliance, global infrastructure, and in-region experts.
PROS
- Covers 180+ countries with strong legal and HR infrastructure
- G-P Gia automates hiring steps and labor law guidance
- Payroll support in over 180 currencies, including crypto
- In-house contractor and benefits management tools
- Well-regarded onboarding and support teams
- Trusted by enterprise clients with high compliance needs
- Their G-P Meridian platform is heavily focused on the EOR space, but it’s offered in several plans that can cater to varying needs, even those that might only need to hire people as contractors.
- Using their tool also implies access to a team of HR and legal professionals with significant experience in each country they operate in.
- Their UX has evolved continuously and gotten more intuitive and modern each time we delve into the product.
CONS
- No public pricing or SLA transparency
- Platform integrations and flexibility are somewhat limited
- Workflow customization may require enterprise plan
- Customizing a contract is only possible with the G-P Meridian Prime plan.
- Features like background checks, equity management, and IT equipment— to name a few— are only available as add-ons.
- There is no way to try out the software product unless you sign up for a demo and request a proposal.
G-P (formerly Globalization Partners) is one of the longest-standing names in the EOR space, trusted by thousands of companies to manage compliant employment across more than 180 countries. Their platform, G-P Meridian, is designed to centralize onboarding, payroll, benefits, and compliance in a single, global system—streamlining operations for HR and legal teams.
In 2025, G-P introduced G-P Gia, an AI assistant trained to support hiring workflows, contract creation, and global HR inquiries. Combined with their in-house legal and HR infrastructure, the result is a powerful blend of automation and reliability that appeals to companies hiring at scale.
Customer feedback on G2 and Reddit often highlights their customer success teams, onboarding expertise, and legal clarity. While their UI can feel less modern than newer entrants and customization may be gated behind enterprise plans, their global reach and regulatory depth make them one of the most dependable EOR vendors in the market.
Buyers should expect a consultative sales process with custom pricing and onboarding timelines that vary by country. While not built for startups looking to move fast on a budget, G-P is well suited for companies hiring in multiple regions that need confidence in every step of the employee lifecycle.
G-P reports serving thousands of clients globally. Named customers include Zoom, Udemo, Distek, and Neurala.
Pricing is not published and varies based on country, employee type, visa needs, platform tier, and your particular mix of countries and employment types. G-P typically requires a demo before quoting.
Since SSR’s last review, G-P has launched G-P Gia, an AI assistant for generating contracts, answering labor law questions, and handling HR tasks at scale. The G-P Meridian platform has also expanded with better contractor management, new expense tracking tools, and improved global HR workflows—enhancing its appeal to companies managing large, distributed teams.
Best For
G-P is ideal for enterprise and mid-market companies scaling across several countries at once, especially those in regulated industries or with legal and HR teams that prioritize control and compliance.
As the Senior HR Manager for the U.S., I used G-P primarily when hiring new staff and contractors. It provided clear and concise guidance on local employment laws and the contracts or visas/work permits required prior to hiring. I also used the platform to properly onboard workers so that compensation and benefits were established quickly and accurately.
Additionally, I utilized G-P resources to create country-specific handbooks and policies. The tool was especially helpful in ensuring all documentation aligned with local labor laws.
- G-P 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.
G-P 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 G-P 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 G-P 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 G-P.
I only used G-P for about a year, so I have not experienced or observed significant changes during that time.
G-P 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.
Manufacturers or other businesses with physical offices in-country may find more effective options than G-P for employing people locally.
GoGlobal
GoGlobal offers hands-on, localized EOR services in over 100 countries and stands out for its direct entity model, deep HR expertise, and APAC market leadership. It’s especially strong for companies prioritizing compliance and personalized support over automation.
PROS
- Direct presence in nearly all operating countries with minimal third-party reliance.
- Highly responsive support with in-country HR and legal professionals.
- Especially strong expertise in Asia-Pacific hiring.
- Rapid global expansion (now spaning over 100 countries).
- Nimble, self-funded team with 250+ fully remote employees.
CONS
- Platform lacks the modern UX and automation seen in more tech-first EORs.
- Advanced features like background checks or customizable contracts may require third-party solutions.
- No free trial or transparent pricing available.
GoGlobal has earned a reputation as a fast-moving, dependable EOR provider for companies hiring around the world, especially in Asia-Pacific, where they first built their name. Since launching in 2018, GoGlobal has prioritized building direct local operations, avoiding third-party intermediaries wherever possible. This approach gives them more control over the quality and speed of onboarding, payroll, and compliance.
We first came across GoGlobal during the pandemic-driven EOR surge in 2020. At that point, they offered coverage in 50 countries. Since then, they’ve doubled that reach and currently support hiring in over 100 countries. Their growth has been largely organic, fueled by strong client demand and a fully remote, 250-person team with global presence.
The Goglobal platform focuses on delivering the essentials: employment contracts, compliance, payroll, and local benefits. While it doesn’t offer the same level of self-serve automation or integrations as competitors like Deel or Remote, the company offsets this with high-touch service and legal expertise in each region.
That said, teams looking for a highly automated onboarding experience or built-in background checks will likely need to supplement the platform with additional tools or vendor partners. There’s also no public pricing or sandbox access, which means prospective customers must go through a sales process to evaluate fit.
They have worked with some of the most well-known companies across various industries including social media companies, food delivery technology companies, streaming companies, and one of the largest liquor producers.
GoGlobal's pricing is custom-based.
Best For
GoGlobal’s EOR services are a great choice forVC-backed SaaS and remote teams that want direct control without third-party intermediaries.
I use GoGlobal daily for all communication and collaboration within the company. Instant messaging on GoGlobal serves well when one wants to quickly touch base with team members across different time zones—discussing project updates, application requirements, or brainstorming sessions.
Another feature I use frequently is video conferencing. We hold many virtual meetings with colleagues or peers from other locations about projects, milestones, team reviews, or strategies on upcoming initiatives. Seeing and hearing each other face-to-face strengthens relationships and makes discussions more effective than emails or voice calls.
Additionally, shared document editing allows multiple team members to edit or update a common document, spreadsheet, or presentation simultaneously. This way, everyone has access to an updated document and can provide their inputs in real time, streamlining our operations and reducing issues with mismatched versions.
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.
Small companies with only one office might not benefit from GoGlobal.
Rippling
When Rippling entered the global payroll and EOR space, competition got harder. They are able to offer first-hand EOR services backed by a platform that’s already widely known as a best-in-class HRIS and payroll suite.
PROS
- Full HRIS on top of a global payroll suite.
- Operation support for work authorization with the local authorities.
- Local HR advisors for topics like immigration, performance improvement plans, termination, complaints, and several kinds of leave (parental, sick, unpaid, etc.).
- You can also pay contractors or part-time employees overseas.
- Now offers a robust applicant tracking system.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- EOR and Global Payroll are only available as a bundle and cannot be purchased separately.
- EOR services are more expensive than some competitors.
- Not be suitable for small businesses with slow growth due to its cost and complexity.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Rippling's platform can manage every element of the compensation process for a company. This goes from monitoring employees' and contractors' working hours to performing tax and PTO calculations. This has long been the case with the US-based company, but they can now do this internationally.
When processing payroll globally, you as the HR manager or business owner get to choose how to pay employees overseas. You can run payroll through Rippling’s own EOR entities in the country of destiny, or have them help you set up your own local entity and manage everything through the platform.
This contrasts with most global payroll companies; since the majority only act as intermediaries between multiple third-party vendors. What they do is unify all those processes in a single platform, so you get to see everything on a dashboard that's way easier on the eye.
Don't get us wrong, that was quite novel not so long ago, and it's still a useful way of employing people internationally while making sure you're abiding by all local tax regulations.
Rippling’s approach, however, is new in the sense that local EOR entities are set up and handled by themselves. They provide the local contracts and thus avoid acting as an intermediary.
This approach also lets them offer benefits management, stock options, and global support, with more flexibility; and all this on top of the entire HR suite they are famous for. We were happy to demo it once again in late 2022, and can confirm that their global payroll and EOR offering is worth looking into if you're also in the market for a new HRMS.
Proxy, Dwell, Superhuman, Expensify, Checkr
Rippling pricing starts at $8 per user per month. However, their EOR fee is undisclosed.
Primarily aimed at small and medium-sized businesses, Rippling has continuously expanded its feature set over the years. In 2023, it stands as a comprehensive HR suite, offering an all-in-one solution covering Benefits, Talent Management, Time & Attendance, Payroll, and even an ATS to handle recruitment in-house. This progress has propelled its adoption across a spectrum of companies, including those at the enterprise level.
Best For
Rippling’s EOR is an excellent choice for SMBs that value a seamless user experience and seek comprehensive HR tools in a unified platform. The product is thoughtfully designed for accessibility across the entire organization, encompassing a wide array of essential HR functions.
I use Rippling for a wide range of functions: creating workflows to automate key processes, conducting performance reviews, adjusting payroll and expenses, onboarding and offboarding, and generating ad hoc reports to support business needs. Compliance is a priority, and Rippling helps ensure everything is handled properly.
The payroll application is effective for processing payments to contractors in multiple countries. The built-in currency exchange feature is simple to use and ensures accurate payments, which is essential.
- Rippling is highly versatile, and the workflow builder is easy to use and customize.
- It scales well with business growth, making it a sustainable long-term solution.
- The platform supports comprehensive employee life cycle management, including onboarding, offboarding, performance reviews, and training.
I have been using Rippling for about a year. Our organization became increasingly reliant on global contractors, and Rippling has made it easy to manage contractors from different countries around the world. Payroll is highly efficient, and benefits administration is simple.
The reporting tool is user-friendly, allowing accurate reports to be generated with just a few clicks. The workflows and IT functions are powerful and straightforward, offering a high level of versatility across the platform.
- When modifying a workflow trigger, the entire workflow is deleted, which is frustrating.
- The cost can be high for small businesses, as each app comes with separate pricing.
- Rippling’s interface is not very user-friendly and has a learning curve, although manageable with time and effort.
Rippling stands out with its strong global support and nearly 24/7 live chat. Specialized support teams are available to help tailor the platform to specific organizational needs.
Consider how the organization plans to scale and whether the investment aligns with long-term growth. Training requirements should also be factored in, as the platform requires time to learn to use effectively.
Rippling’s support has improved significantly, with faster response times that enhance the overall user experience.
Rippling is well suited for small to medium-sized organizations that employ global contractors and are experiencing growth.
Rippling may not be ideal for small businesses with limited HRIS experience or those without the resources to manage a complex system.
Papaya Global
Papaya Global does more than cross-border payments. The platform incorporates employee payroll, advisory services, and compliance tools, making it a solid EOR solution for large enterprises to hire, onboard, and manage employees and contractors in over 160 countries.
PROS
- Provides EOR services for compliant global payroll and employment in over 160 countries.
- Automated payments in over 100 currencies, with 80 currencies paid directly to the worker's bank account via global banking partners.
- Dedicated customer support with location-specific employment and payroll knowledge.
- End-to-end payroll with guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, for increased affordability and scalability.
- Papaya Global packs the EOR services you need to do global payroll and employment compliantly in over 160 countries.
- Automated payments in over 100 currencies, 80 of them directly to the worker's bank account through its global banking partners.
- Dedicated customer support providing locations-specific knowledge regarding employment and payroll.
- End-to-end payroll guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, making the platform more affordable and scalable.
CONS
- Does not own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.
- No free trial or free plan.
- Doesn’t own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.
Papaya Global has been chosen as one of our recommended EOR solutions for three main reasons: a complete suite of services for global employment, a straightforward and flexible pricing structure, and distinctive customer service.
From our experience testing the platform, Papaya Global excels at providing a range of EOR services that businesses need to ensure their global employment is compliant without having to establish a local entity in the hire's country.
The platform allows businesses to hire contractors and employees in 160+ countries. While the self-service portal is not new in this space, Papaya Global has made it helpful and engaging for end users. Employees can finish their country-specific onboarding, check their company org chart, time and attendance report, and access payslips, wage and tax statements, and employment documents.
Papaya, however, doesn’t own all the entities it operates through, with some EOR relationships being built through in-country partners. Price-wise, there are a few potential costs to be aware of, including setup and onboarding fees, employee lifecycle charges, and additional tax filing expenses. A refundable deposit is also required to begin services, which may be a consideration for cash-strapped teams.
Although we appreciated the inclusion of pre-built APIs, custom API support, and SFTP options, all offered without extra charge, the current native integrations are fairly limited.
Microsoft, Intel, Toyota, Wix, Fiverr, Johnson & Johnson, Deezer
PapayaGlobal offers Employee of Record services starting at $599 per employee per month, and Contractor Payments & Management services starting at $30 per contractor per month.
In addition to the three plans (EOR, Contractor management, and Global expertise services), users can now pick and pay for the solutions they need from its standalone offerings: full-service payroll, payroll platform license, data and insights, and payments-as-a-service.
Best For
The price point of Papaya Global’s EOR plan makes it work best for medium to large teams looking to hire international contractors/employees or ones wanting to send staff to work in their international offices.
We started by using the payroll functions to consolidate our global payroll teams into a single platform that headquarters could manage. The success of this initiative led us to expand our use of Papayaglobal, incorporating additional functions such as global recruiting and the employer of record service. This allowed us to streamline our employee experience across all locations. Eventually, we added the employee portal feature, further enhancing the consistency and efficiency of our HR processes worldwide.
- The tool ensures compliance with employment legislation across different countries.
- It handles payroll functions, including currency and tax laws, specific to each country.
- The platform provides a unified experience for all employees globally, which can be managed from a central location.
The organization I worked for needed to streamline its payroll and HR platform to cover all global locations. We were struggling to manage payroll efficiently while complying with various employment laws. The financial burden of maintaining multiple teams to oversee these functions was also a concern, as it was costly to ensure accuracy and compliance. Payroll was our primary focus, so we sought a platform that could handle these tasks without requiring a large, expensive team in each country. We have used this tool for several years now, with significant improvements in efficiency and cost savings.
- The primary support is via chat, which can be inconvenient during urgent situations.
- The cost might not be suitable for startups or small businesses.
- The learning curve is steep for large companies, requiring significant time to implement and integrate fully.
Papayaglobal offers a globally integrated service that ensures compliance with employment and tax legislation. Compared to similar tools, it is user-friendly once you become familiar with it. The ability to manage all employee functions from headquarters on a single platform distinguishes it from others, making it a valuable investment.
Papayaglobal is ideal for large companies with multiple global locations seeking a unified platform for HR and payroll management. It is particularly beneficial if you want to manage these functions centrally while providing a consistent experience for all employees.
Papayaglobal has become more user-friendly and has expanded its support options. It now offers more integrations with other software, making it even more versatile and useful.
Papayaglobal is excellent for large, multi-location organizations. It is particularly useful for companies with global operations looking to consolidate HR and payroll functions into a single team at their headquarters.
Papayaglobal may not be suitable for startups or small businesses with limited locations. The cost may outweigh the benefits for smaller operations. However, it could be worth considering as part of a global expansion plan.
Benefits of Using Top EOR Services
Key benefits of using the best employer of record services on the market include easy workforce expansion, handling of legal responsibilities, flexibility and scalability, cost-effectiveness, local market knowledge, and recruitment support.
Easy Workforce Expansion
The main benefit of using an EOR company is the ability to easily expand your workforce outside of its home country or jurisdiction. In other words, an employer of record makes hiring international employees easier. In fact, 51% of organizations use employer of record services to hire specialized talent by expanding their search beyond domestic borders, according to new EOR statistics.
Handling of Legal Responsibilities
The EOR service provider bears all legal responsibilities. That means using one to access a foreign talent market can be significantly quicker than establishing your own legal entity with all the associated compliance and regulatory hoops to jump through.
Given laws regarding employee rights and benefits vary significantly in different countries, by using an EOR, your company can ensure that your hiring practices comply with these laws, reducing the risk of legal disputes or fines.
Flexibility and Scalability
The flexibility and scalability of an EOR are evident in how these global employment organizations support various staffing needs, whether for contracts or full-time employment.
For instance, a client facing fluctuating staffing requirements for a new project in another country can utilize an international EOR service provider to quickly hire and pay temporary, international contractors as needed, without the commitment of long-term employment contracts. Later, if the client decides to hire full-time salaried employees in that country or even in other regions, the global EOR company can assist with that, too.
Cost-Effectiveness
For many companies and reasons, partnering with an EOR can be more cost-effective than setting up a fully functional subsidiary.
Let’s say you’re a small e-commerce business wanting to hire staff in Australia. You’ll most likely find the costs associated with establishing a local entity prohibitive due to administrative and legal fees. On the other hand, by using an EOR, your company can hire employees in the country while only paying for the EOR's service fees.
Recruitment Support
Finally, while an employer of record service company is not a staffing agency, some of them can indeed help with recruitment. Some have in-house capabilities, while others partner with staffing agencies in relevant territories, which we’ll detail in the next key benefit.
Local Market Knowledge
Another advantage of partnering with an employer of record company is the local market knowledge and know-how in terms of employment, payroll, and benefits administration the EOR provider can share with you. This can be very helpful, particularly for growing companies.
For instance, a startup scaling rapidly might not have the resources to manage payroll for employees in multiple locations. An EOR can handle everything from salary distribution to offering employee benefits and perks tailored to each region without straining the startup’s internal team.
Best Use Cases for EOR Service Companies
Building remote-first teams, exploring new markets, scaling quicker, acquiring assets, and maintaining compliance are all solid use cases for employers of record:
- Building Remote-First Teams: EOR services are ideal for organizations that prioritize hiring remote employees from the start. Setting up full operations in multiple countries is unnecessary if you have only a handful of employees in each location.
- Exploring New Markets: For businesses aiming to establish a foothold in a foreign country, EOR services offer a valuable starting point. They provide insight into operating within a new market without the need for extensive initial investments.
- Starting and Scaling Quickly: When a company needs to launch operations swiftly, especially after identifying potential workers in a foreign jurisdiction, an EOR can facilitate a rapid start.
- Supporting Acquisitions: In the acquisition process, if a deal doesn’t include establishing a new legal entity in the target country but involves acquiring a local workforce, an EOR provider can maintain the employment relationship smoothly.
- Ensuring Compliance: Top employer of record companies are beneficial for teams with numerous independent contractors abroad who do not plan to convert them into full-time employees, such as many remote startups. An EOR can help mitigate non-compliance risks related to local regulations.
Risks Associated With Using EOR (and How to Mitigate Them)
The risks of using an EOR service include limitations on your company's ability to engage in certain business activities and enforce compliance or rule changes for EOR-hired staff. However, EOR services can become cost-efficient as teams grow larger.
- Regulated Professions: It may not be possible to hire workers in regulated professions via an EOR company. In some jurisdictions, this restriction can be solved by the EOR company itself receiving the necessary licenses, but beware of the added costs that may be incurred.
- Lack of Control: On balance, the fact that an EOR company takes on all legal and compliance obligations is a strong selling point for the services it offers. However, in situations where you want to enforce new HR policies or change working conditions, this hands-off approach could become problematic. Issues may also arise with respect to data protection if sensitive information is being shared between your business and a third party.
- Scalability Issues: As your teams grow larger, EOR services that charge on a per-employee basis may become cost-efficient. At a certain point, the advantages of having full control over your operations in that jurisdiction, with the legal obligations that this entails, become more financially prudent than outsourcing.
So, even with an EOR company, hiring people overseas is no picnic. Here are some suggestions for how some of the issues above can be mitigated:
- Knowing Local Laws: Just because the employer of record service provider will be doing the work for you, doesn’t mean you shouldn’t be aware of what that work is. As an employer or HR professional, you should know what laws and regulations you need to adhere to in each country where you’ll be employing someone through an EOR.
- Know Your Costs: Try and calculate how much you’d spend if you choose to go with individual providers in each country rather than an EOR service, or even set up an operation there and handle it in-house. Among these costs, you should also consider the fines that you would incur if you become non-compliant, or even the potential cost of churn if your employees and/or contractors leave you for not providing the full range of benefits.
- Be Mindful of Data Protection: Data protection laws, especially GDPR, should be one of your concerns if you’re planning on hiring people in new markets. If you’re trusting a software company with your employees’ personal data, you should know which laws are being obeyed when it comes to said data’s safekeeping. You should also know what kind of practices are put into keeping it safe, beyond the legal requirements.
How to Choose an EOR
To identify a suitable EOR for your business, you might want to consider looking into their understanding of local regulations, whether they have a presence in the local market, their cost structure, how well they align with your company culture, and potential exit strategies.
Factor #1. Expertise in Local Regulations
How much do they know about the country (or countries) you’re expanding in? Ideally, they should be true experts in tax laws, work permits, payroll processing, benefits insurance, background checks, employee onboarding, and everything about the employment relationship within the foreign country.
One easy place to check this is the company website—do they post any thought leadership or content that demonstrates their expertise in the space?
Factor #2. Local Entity Presence
Do they have a permanent local entity in the country you’re looking into? Some EOR companies rely on local partnerships instead of having an entity of their own. This is common if the company is new in the jurisdiction or hasn’t seen much interest in that geography from their current clients.
Ask if they have some type of legally incorporated entity within the country. The answer will reveal how much of a priority your target country is for them (and therefore your likely quality of EOR service).
Factor #3. EOR Cost Structure
What cost structure does the EOR employ? Typical cost structures include per-contractor/per-employee or flat rates, while some vendors will offer custom pricing models. The best pricing structure for your business depends on the number of people you intend to employ through the EOR and the type of work that they will be doing (extra costs may be incurred if things like professional licenses are required).
Factor #4. Cultural Fit
Is the EOR service a good cultural fit? It pays to do extensive due diligence on any third party you are engaging for services, and an EOR company is no different. You should make sure that nothing in their terms of service or modus operandi will clash with your organizational culture and employer brand-building efforts.
Factor #5. Exit Strategies
Are potential exit avenues clear? Before you commit to an EOR company, you should assess potential exit strategies should the relationship not work out for any reason. Enquire about things like fees for early termination from fixed terms and exclusionary clauses.
EOR Services FAQs
What is an EOR?
EOR stands for employer of record. An EOR is defined as an entity that acts as a legal employer on behalf of a client company in a jurisdiction where that client has no presence. Employer of record companies take full responsibility for all aspects of employment in the relevant territory, including payroll, taxes, and legal compliance.
What are the differences between EOR and PEO?
In essence, the main difference between EOR and PEO is that an EOR enables you to hire staff in other countries without establishing a legal entity there, whereas a PEO is a full-service co-employment arrangement for overseas workers.
How much does an employer of record cost?
Employer of record costs for contract workers typically range from $25 to $50 per month, while costs for full-time employees range from $199 to $599 per month. There may also be a fixed monthly fee per employee or a percentage of payroll added.
What are the top employer of record companies?
Some of the best EOR companies include: Papaya Global for global EOR services across 140+ countries, Deel for savvy local expertise tailored to remote international companies, Multiplier for APAC expansion, Remofirst for top-notch customer support, and Remote for international HR and payroll services.
Last Advice on EOR Companies
The right EOR partner should reduce your legal exposure, lighten your HR workload, and give you the operational confidence to grow in new markets without delays or surprises.
We recommend reaching out to the companies listed here that best align with your needs, getting a quote based on your current global expansion plans, and examining how you feel while interacting with these people. An EOR services firm will become a crucial part of your relationship with your employees, so it’s important that you feel comfortable with them.
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