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

Deel has a user-friendly interface that is easy to navigate. The 24/7 chat feature is helpful whenever I have questions. Creating background checks through Deel is straightforward.

We purchased Deel in the spring of 2024. Our company was expanding its contractor base and needed payroll software to streamline the process. Our goals included simplifying contractor onboarding and payment while allowing contractors to upload their timesheets.

We needed a platform that could support these tasks, answer questions along the way, and assist with tax filing. We used Deel for about two months before deciding to switch to a different platform.

I’m not a fan of the pricing model, as it charges for all contractors added, even if they haven’t been paid. It feels as though there is a fee associated with nearly every action. Contractors also often seem confused when uploading their timesheets.

I appreciate Deel’s customer service, especially the 24/7 chat feature. Other tools require calling during business hours, which can be inconvenient.

I suggest prioritizing ease of use, price, and potential hidden costs. Ask whether the tool charges for customer service inquiries, monthly fees, and how pricing is structured for each contractor or employee. Personally, I prefer not to pay for a contractor I haven’t actually paid yet.

The home page and navigation were recently updated and look improved, though I don’t find this to be a significant change.

Deel is suitable for established small businesses.

1. The tool ensures compliance with employment legislation across different countries.
2. It handles payroll functions, including currency and tax laws, specific to each country.
3. 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.

1. The primary support is via chat, which can be inconvenient during urgent situations.
2. The cost might not be suitable for startups or small businesses.
3. 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.

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

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

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

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

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

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

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

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.

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.

Recognizing the inefficiencies of siloed HR systems, we implemented Rippling to centralize payroll, benefits, onboarding, and even IT management. This user-friendly platform automates tasks, boosting departmental efficiency. Employees are empowered through a self-service portal, freeing up HR time for strategic initiatives. Rippling prioritizes security, giving us peace of mind. Overall, it streamlines processes and empowers our workforce.

Before implementing Rippling, we juggled multiple siloed systems for payroll, benefits administration, and onboarding. It was time-consuming and error-prone to manage everything separately. Rippling offered a single platform to manage everything in one place, allowing for a more efficient and centralized approach. This has not only saved my client a significant amount of time but also improved the employee experience by providing a user-friendly portal for them to access their benefits information, make changes, and complete onboarding tasks.

Rippling isn't without limitations. Extensive customization for unique needs might require extra development work. Some reviews suggest scalability limitations for massive enterprises. Thankfully, these haven't been dealbreakers for us, and the overall benefits outweigh the downsides.

Unlike competitors with clunky interfaces, Rippling prioritizes user-friendliness for both HR and employees. It goes beyond just payroll or benefits, offering a single platform for HR, IT, and some finance needs. This centralization eliminates juggling multiple systems and fosters smoother workflows. Rippling's focus on automation frees up HR from repetitive tasks, allowing them to focus on bigger picture initiatives. Ultimately, Rippling stands out for its user experience, comprehensive approach, and focus on streamlining HR processes.

Selecting HR software requires introspection. Identify your core needs - is it strong payroll, benefits, or something else? Prioritize user-friendly interfaces for both HR and employees. Finally, decide if a one-stop-shop like Rippling suits you, or if best-in-breed solutions for specific areas are preferable.

Rippling keeps evolving to meet user needs. They've expanded beyond core HR functions, offering features like bill pay. Automation is increasing, freeing up HR professionals. User experience remains a focus, with ongoing improvements based on feedback.

Rippling shines for SMBs - easy to use and centralizes HR for them. Fast-growing companies benefit from its scalability and automation for a growing workforce. It also excels for those seeking streamlined workflows and a user-friendly experience for both HR and employees.

Globalization Partners provided my organization with a simplified approach to compliance management, taking care of complex compliance issues, including payroll, benefits, and tax regulations from a global perspective.

Onboarding new employees across multiple countries was also more efficient, including contract management.

Additionally, Globalization Partners provided region-specific support, which was especially helpful for navigating various languages and laws across different countries. This gave my employees more accessible HR support.

My previous organization decided to purchase Globalization Partners last year because we were experiencing rapid global growth, and managing global compliance was becoming more complex.

We needed software that provided a solution to handle everything, including payroll, benefits, and understanding local tax laws, without creating a significant financial burden on our organization.

Globalization Partners managed most of the heavy lifting related to compliance, making it easier to onboard new employees globally. I personally began using the software during the implementation process, and the support staff at Globalization Partners were very responsive, which was invaluable.

Globalization Partners could offer additional HR tools, such as features for performance tracking and employee engagement.

The onboarding process could be more customizable to allow organizations to incorporate more brand-specific elements.

Another drawback is that Globalization Partners does not offer a dedicated section focused on training and employee development.

Globalization Partners stands out from competitors by offering a more comprehensive compliance management system. Compared to other solutions like Velocity Global, Globalization Partners handles more extensive international compliance requirements, providing additional checks and balances to ensure adherence to local laws.

When evaluating this type of tool, organizations should consider how it handles onboarding, manages local employment laws, and the level of ongoing employee support offered.

• The onboarding experience is important, as its quality can significantly impact company culture.
• Local employment law management is critical; strong compliance can help organizations avoid legal fees and fines.
• Reliable ongoing employee support is essential, specifically in terms of response times and problem-solving capabilities.

Most recently, in 2022, Globalization Partners rebranded to "G-P" to reinforce their commitment to supporting organizations in global growth. This rebranding was one of the first steps G-P took to demonstrate a proactive approach to enhancing their software.

Globalization Partners is particularly well-suited for small to mid-sized organizations. These companies often face challenges in hiring a dedicated HR department to manage global operations.

1. Effortless Payroll Handling: It simplifies managing international payroll, automating complex tax calculations and compliance tasks.
2. Faster Onboarding: It handles all the onboarding documentation and legalities, saving us significant time and effort.
3. Top-Notch Compliance Support: The platform keeps us aligned with local regulations across different countries, which is a huge relief from a legal perspective.

We bought GoGlobal because managing our international crew was becoming a significant hassle. With projects spread across various countries, we needed a tool that could handle the complexities of different payrolls and regulations without adding extra work. GoGlobal provided a solution that took care of compliance, payroll, and onboarding, which was a massive relief. I've been using GoGlobal for about a year now, and it has been smooth. The platform has streamlined our processes, saving us time and reducing errors, which was exactly what we needed.

1. Limited Customization Options: It can be frustrating that we can't tweak things as much as we'd like to fit our specific needs.
2. Slow Customer Support: The support team can be slow to respond, which is frustrating when we need quick solutions.
3. Steep Learning Curve: The interface can be overwhelming for newcomers, making the learning curve steeper than it should be.

GoGlobal really stands out compared to other tools like Deel, Rippling, and Velocity Global. While those platforms have their merits, GoGlobal handles the complexities of international payroll and compliance better. Unlike Deel and Rippling, which often miss the mark on seamless automation, GoGlobal automates tax calculations and legal requirements flawlessly. Their onboarding process is much more streamlined and efficient compared to Velocity Global. Overall, it hits the sweet spot between simplicity and powerful features.

1. User-Friendliness: Choose a platform that’s intuitive and easy to navigate; it’ll save you time and hassle.
2. Process Automation: Ensure it automates tasks like tax calculations and compliance checks to reduce manual effort and errors.
3. Support Quality: Evaluate the effectiveness and responsiveness of the support team, as prompt assistance is vital for resolving international issues.
4. Growth Potential: Make sure the tool can scale with your business, handling more employees and expanding into new regions effortlessly.
5. Regulatory Compliance: Robust compliance features are crucial for staying in line with local laws and regulations, especially with global operations.

The automation features have continued to evolve, keeping up with the competition. The onboarding process has also improved significantly. Overall, they seem to listen to feedback, as I've noticed some of my suggestions being implemented, which is encouraging.

GoGlobal is perfect for organizations with a diverse, international workforce. It's ideal for companies that operate in multiple countries and need a reliable solution for handling complex payroll and compliance issues across different regions. Businesses that prioritize seamless onboarding, efficient payroll management, and staying compliant with various local laws will find GoGlobal to be a fantastic fit. If you're managing a global team and need a tool to simplify intricate HR tasks, it's a great choice.

• Great interface which creates a very positive experience while using the tool.
• Easy to stay compliant to local labor laws.
• Easy onboarding process for new clients.

I helped a client to develop a nearshore consulting practice in South America.

Oyster definitely makes it easy to hire and manage employees abroad, which can be a challenging task due to labor laws intricacies. I have only used the tool during this project’s duration (1 month), but my experience was very positive.

• I wish there were more subscription package options available.
• The cost can be a barrier for startups.
• The resource tools are very helpful, however I’ve identified a couple of inaccuracies in some of the country guides.

Easy and efficient onboarding process.

Ensure that your internal processes are well defined, so you can meet the monthly deadlines to share your company’s information.

Analyze if the solution fits your needs, I’d highly recommend using the free trial that they offer.

Evolution and adaptability are definitely key characteristics when offering a global payroll solution, given the challenge that is to ensure compliance to the labor law complexities of some countries.

Companies that are starting to test or implement a workforce globalization project.

1. What I really like about Atlas is that it has everything in one place, such as recruitment, onboarding, and payroll, which makes it easier for me to keep information accurate rather than having to input everything into different systems and lose track.
2. Another thing I like about Atlas is its friendly features that make it user-friendly for employees.
3. It is really easy to navigate for both HR and employees, which saves a lot of time as employees do not need to seek answers from the HR team for simple tasks such as editing their own personal details.
4. Lastly, the reporting features are very helpful as I do not have to make any more spreadsheets, and it can generate the repetitive tasks every month.

The organization I worked for chose Atlas because we initially had issues with HR systems that made it difficult to maintain consistency and accuracy. I personally used it for six months. Our previous HR system did not have everything in one place, such as onboarding, payroll, and recruitment, making it difficult to keep information accurate and centralized. When we started with Atlas, everything became easier as it brought together all the needed features, such as performance management, payroll, onboarding, and recruitment, and it is very user-friendly.

1. Sometimes Atlas slows down during peak usage, but we did not have a massive issue with that.
2. The implementation took a lot of time and required significant effort.
3. Training videos would be more useful if they were more comprehensive and specific to the organization.
4. Lastly, the platform can be expensive for smaller organizations.

Atlas covers various aspects of HR, and having all these aspects integrated is amazing and time-saving. Also, Atlas offers integrations with CRM systems, which streamline business processes. That is why I was really glad to work with Atlas, because the integrations it offers are really useful and user-friendly.

Features and functionality are key to maintaining accurate and consistent data. Integrations are essential to keeping everything in one place. It would be nice to see Atlas quicker, as it slows down during peak usage. Another important aspect is that the platform should be user-friendly and easy to navigate to ease implementation. While Atlas is very easy to navigate and provides many useful features, having quick and responsive customer support is also crucial when facing issues. Lastly, consider the cost.

Atlas expanded its features and included talent management and employee engagement tools. This allowed users to find solutions to various human capital management needs all in one place. Additionally, Atlas has become even more user-friendly over time, making it easier for users to customize and navigate the platform, increasing efficiency and productivity.

Atlas is very good for medium and large-sized organizations that seek human capital management solutions. It is ideal for organizations that prioritize data-driven decisions and want to integrate CRM tools within the HR system to make data more visual and accurate.