10+ Best Global Payroll Services for International Companies

I like the following aspects of Deel:

• The ability to pay international contractors/freelancers in US currency or their local currency.
• The ability to pay international contractors/freelancers on a timely schedule without delays.
• The compliance guides and knowledge base that Deel provides for customers.

My organization decided to implement Deel for several key reasons. Last year, I was managing multiple projects that required hiring contractors from various countries. I needed a solution that could handle international payments seamlessly and efficiently.

While I had been using platforms like Bill.com and QuickBooks, the payment processing times for international contractors were often lengthy. Deel offered a much faster and more streamlined process, including the ability to conduct background checks on international contract workers and freelancers. This made it the ideal solution for my organization's needs.

• Deel's customer service is not always available during EST or PST hours when issues arise.
• Deel can be costly when hiring multiple workers; there should be bundled rates or plans for several workers.
• There have been issues with entering banking information, and Deel doesn't work with certain banks, without providing an explanation.

Deel is similar to Oyster. I have tried both with clients and prefer Deel, as it is more cost-effective and provides a more streamlined process.

Consider what countries the freelancers/contractors/workers are located in and whether Deel supports those countries.

The company also needs to consider compliance and how contracts should be executed. Several countries, including the US, have strict labor laws regarding how a freelancer/contractor should be classified versus an employee.

I have been a Deel customer for almost two years. During that time, they have resolved many issues with the platform, and it is now much more user-friendly and easier to use.

Deel is good for businesses that hire freelancers and contractors and want to avoid the risk of misclassification.

• Very organized to track international payroll and PTO.
• User friendly for both hiring manager and employee.
• Great dashboard and easy to navigate.

We made international hires. Remote provided a safe space for us to negotiate, track and provide timely payments to our international employees. Remote provides similar HR/Payroll usage as another in-house system for example like TriNet.

• If you’re unfamiliar with international payroll processing, it can be confusing.
• Invoices need to be attended to so employees do not miss timely payouts.
• Benefits and policies can be different country to country.

Remote is the only platform I have used for international hiring purposes.

• What does the hiring manager and employee need access to regarding payroll, benefits and HR purposes when hiring internationally.
• Confirmation that Remote can support the respective country you are hiring someone

I’ve used Remote for about 6 months now and it’s worked like a charm. They provide a great customer support team that is responsive and knowledgeable about everything related to hiring and payroll policies with respect to regions and countries.

Companies that are looking to expand hiring internationally.

First off, Multiplier takes the guesswork out of international compliance - no more frantic Googling about employment laws! The dashboard is a game-changer; I can finally see everything about our global team in one place without jumping between twenty spreadsheets. What really seals the deal is the payroll system - hitting one button and knowing everyone's getting paid correctly, no matter where they are.

The decision to get Multiplier came from a real headache we were facing with international hiring. We were drowning in paperwork trying to manage people across different countries, and the breaking point came when we realized we'd need to set up legal entities in each one.

After hearing good things about Multiplier from a colleague, we took the plunge. Six months in, I can't imagine handling our global team without it - no more late nights figuring out compliance issues for different countries.

I've got to be honest, the price tag made me wince at first, especially since we're scaling up. The interface can be a bit of a maze sometimes; just yesterday I spent ages trying to find a specific report.

Support response times can be frustrating too - while the team is helpful when they get back to you, sometimes you're left hanging. We've also run into snags with some of the more obscure markets we're trying to hire in.

Here's the thing about Multiplier - they've really nailed the balance between contractors and full-time employees, which most other platforms struggle with. The big difference is they actually understand local nuances instead of just checking boxes.

Their pricing is refreshingly straightforward too - no surprise fees lurking in the fine print (learned that lesson the hard way before). The local support in each market has helped us navigate tricky situations that other providers probably wouldn't have caught.

Take it from someone who's been through this - look beyond the flashy sales pitch. Dig deep into their compliance coverage in your target markets and think about your growth plans.

Make sure you understand ALL the costs involved - not just the base subscription, but currency conversion fees and support costs. Don't forget to check how it'll play with your existing systems - we learned that one the hard way.

Multiplier keeps getting better. When we first started, the reporting was pretty basic, but they've really stepped up their game. Last month they added some smart automation tools that have saved us hours.

They seem to actually listen to feedback too - they recently overhauled the compliance monitoring system after users kept asking for better alerts.

If you're running a growing company with international plans, you'll love Multiplier. It's perfect for those "I can't believe how much time I used to spend on this" moments in managing global teams.

The sweet spot seems to be mid-sized companies that are serious about international expansion but don't want to build out massive legal and HR teams in every country.

I really like that all the HR resources are essentially located in one place, especially with links embedded to external sites (eg. benefit provider). I also really like that I can access all my payroll info online in one place. The organizational chart feature is also really helpful for identifying the reporting structure for areas of the business I was less familiar with and help me connect with the appropriate team member on cross-functional projects.

We bought ADP to cut back on internal payroll costs, provide employees with online access to their payroll info, avoid manually mailing out paper T4's every year, consolidate HR information and links into 1 platform, streamline data entry requirements for the payroll team, help move employee calls and inquiries to the ADP team, free up internal payroll/HR time, and streamline HR recruiting and tracking request. I have been personally using it for around 2 years now I believe.

The login process always feels very cumbersome with the multiple authentication steps and 2FA. The performance review functionality was extremely tedious - there were a lot of different screens and it wasn't easy to locate reviews or edit them - it just seemed much more complicated than it needed to be and a lot of my managers struggled to complete their reviews even with instruction manuals. I also wish there was a way to inquire about any payroll discrepancies directly - employees would have to email me (with no visibility as a District Manager) and I would have to forward payroll and it always seemed to slow down the efficiency, especially when the answer was something simple.

More functionality and works as a total company website as opposed to just a payroll viewing platform. Much more visually appealing and easy to navigate than some other platforms (like some SAP ones I've seen)

How much functionality you want out of the platform - just access to paystubs or a fully integrated HR platform. Customization options - for example we could add custom fields like t-shirt size for team events and/or self-declaration options (eg. covid vaccination status)

We're still relatively new to the platform, so it's hard to say what is an ADP change or just an organizational learning, but I have seen the addition of new self-declaration fields in the employee profile. The benefits section and external links continue to expand as well. We struggled with the performance review section, but I believe this is now being worked on in the backend by our L&D team.

For a large organization looking to streamline HR / payroll operations, particularly if trying to move away from paper-based payroll/pay stubs.

• It is excellent for handling EOR, contractor, and employee payrolls in a single system.
• The platform is relatively easy for employees to navigate.
• Customer service is responsive and helpful when issues arise.

I originally purchased Rippling to serve as an Employer of Record (EOR) for international employees. I later migrated our HRIS to Rippling for U.S.-based employees as well. I have used Rippling for EOR functions since 2023 and for U.S. employees since early 2024.

One of the key benefits is the ability to pay both international and domestic employees through a single system. This has simplified payroll operations and improved overall administrative efficiency.

• The integration process was lengthy and difficult; our rep moved to a different country during implementation, delaying the hiring of two international employees by two months.
• There was an attempt to increase our negotiated monthly cost, though they honored the original rate once I provided documentation.
• Benefit integration is more manual than expected unless an additional service is purchased, which we do not currently find cost-effective.

Rippling offers a broad range of features and services in one platform. While its coverage is impressive, I would prefer to see more included functionality without additional fees.

If the goal is primarily payroll, Rippling is a strong option. If you need a fully comprehensive HRIS, there are other platforms that offer more robust features.

Rippling has added more countries to its EOR program and continues to expand device and IT services. The system has become more user-friendly, and its add-on services support the goal of an all-in-one solution, although these come at an additional cost.

Rippling is well-suited for small to mid-sized organizations with 10 to 150 employees.

It is very easy to use and responsive; everything is mostly self-explanatory, but when I have questions, getting answers is straightforward. Additionally, the site itself is clean and operates quickly.

We bought it because during the pandemic, we allowed employees to move abroad, and some decided to stay there. Our company was only registered in the US and had no plans for international expansion, so it made sense to use a company like Globalization Partners. We started using them in 2020 and have been using them since.

I can't recall any significant dislikes about them. However, every time you add a new country, there is a new fee, which isn't ideal, but I understand why it is structured that way.

For us, it was their expertise, reputation, and the range of countries they could serve that made the difference. It's also a one-stop-shop in many ways since they can handle everything in a single simple workflow when adding a new employee.

If you are hiring just a few people internationally, then it makes sense to use Globalization Partners. However, as your international workforce grows, it might become more cost-effective to manage these processes internally.

I can't think of any specific changes, but I know I receive emails all the time with updates and news from them.

They are great for smaller to medium-sized companies that have just a few employees overseas.

• It is easy to navigate and use, allowing me to efficiently manage schedules and track employee time without extensive training.
• The automation features, such as scheduling and time tracking, save me considerable time and reduce manual errors, ensuring smoother operations.
• It provides detailed reports on attendance, overtime, and scheduling metrics, empowering me to make informed decisions and optimize workforce management strategies effectively.

We implemented TFY due to the manual processes in the organization that were causing inefficiencies, specifically with scheduling and time tracking. These processes were time-consuming and prone to errors, frequently leading to payroll discrepancies. TFY allowed us to automate tasks and create optimized schedules quickly and efficiently. It has robust time tracking, which has significantly improved accuracy in employee hours, payroll, and overall operational efficiency. It has streamlined our workforce management, removed administrative tasks, and allowed us to focus more on strategic initiatives and employee productivity.

• Sometimes the customization options for specific scheduling rules or reporting formats can feel restrictive, making it less adaptable to unique organizational needs.
• Integrating with other existing systems or software can be complex and may require additional technical support to ensure seamless operation and data consistency across platforms.
• At times, the response time from the customer support team could be improved, especially during urgent situations or when needing assistance with complex issues that require immediate resolution.

It is easier to use than competitors and provides a much more streamlined approach, ensuring operational efficiency.

Prioritize functionality—evaluate whether the tool covers critical areas such as scheduling, time tracking, and reporting comprehensively. Assess the user interface for ease of use, as this impacts adoption rates and training requirements. Then look for customization options that align with your organization's unique workflows and policies. Integration capabilities with existing systems should also be a priority to streamline operations and data management. Also, evaluate the vendor's support services and maintenance to ensure ongoing reliability and assistance when needed. Taking these factors into account will help you choose a tool that enhances operational efficiency and meets long-term business objectives.

I’ve heard there are regular updates to provide the most up-to-date system, but not sure about the specifics as I haven’t used for a long time.

Small to medium companies can find TFY useful.

Pros:

- The information you can get access to is extremely helpful

- The UI/UX is very clean

- All-in-one type solution

Workday was selected because it offered a comprehensive people solution. Instead of having different portals for compensation, performance management, recruiting, and people analytics, Workday allowed everything to live in one system of record. This reduced costs and ramp time in some ways because it allowed everyone to be in one place.

I've used it for a combined 2-2.5 years in my career in all facets from selection to design and then every day use for reporting and recruiting.

Cons:

- The Recruiting module for recruiters and recruiting coordinators is not intuitive and user friendly

- The Recruiting module for candidates is lengthy and miserable. It does a terrible job of parsing resumes

- Job management versus position management makes data funky in some instances (for example, if you were hired into a position, it can look like you hired your whole team unless you put in specific calculated fields)

- If you don't have the right access controls, it is borderline impossible to do your job effectively.

The Workday Recruiting Module (their ATS) is one of the most reviled in the Recruiting space. It doesn't compare well to other ATS like Greenhouse, Lever, or Ashby because the latter offers better functionality, controls, and ease of use.

- Ease of use. Workday has the ability to be so much but you have to know exactly what to look for and how to configure it.

- Implementation time. Workday requires a focused implementation and testing period. Without it, you will run into a number of problems. If you need to roll out something quickly, Workday isn't the tool for you.

It is difficult to tell because they release big updates every 6 months so requests for solutions might be forgotten by that point.

HR Business Partners, HR Operations, Finance, Compensation, and C-Suite

I like the user experience. I like that the platform takes a fun approach (not cookie-cutter). I really love that I can set up a page for each country we do business in but have all the pages in one portal.

Our organization had many pain points as a startup. We needed the flexibility to hire people outside of the US quickly. Oyster was super user-friendly and was a wonderful EOR for us. I can't say enough nice things about their product and people! I have personally used them for just over a year.

Cons of having an EOR (or a PEO) are that we have less control over growing costs year over year (especially benefits costs - you are pretty much stuck with their recommendations). Another disadvantage of Oyster is the detailed customization usually wanted in smaller businesses. The cost of the tool is also steep.

Oyster is different from Atlas, for example, in the user interface. Oyster is more fun to use! In HR, so much of what we do is serious, urgent, and complex - high stress. This tool makes the work a bit more enjoyable.

Do you need an EOR? Have you researched EOR versus PEO, and why is an EOR more of a fit for your company?

They seem to be making continual improvements. Not stagnant.

Oyster can be a great fit for a company with employees, contractors, or vendors in multiple countries worldwide.

1. Comprehensive Global Management: PapayaGlobal excels in managing multinational payroll and compliance, which is critical for our global operations.
2. User-Friendly Interface: The platform is intuitive and easy to navigate, making complex tasks more manageable.
3. Efficient Automation: It automates many tedious processes involved in international HR management, significantly reducing the administrative burden.

LMC chose PapayaGlobal to address the challenges of managing a diverse, international workforce, including payroll complexities, compliance issues, and employee administration across multiple countries. We have been using PapayaGlobal for over a year, appreciating its seamless integration of payroll services with clear compliance tracking and benefits management. The platform’s robust reporting features and user-friendly interface have significantly improved our HR operations, making it easier to manage global employees effectively and ensure compliance with various international laws.

1. Occasional Delays in Updates: Sometimes, updates to regulations aren't as prompt as they could be, which can be a compliance concern.
2. Customization Limitations: While PapayaGlobal offers robust features, some aspects of the platform lack deep customization options that could better fit specific organizational needs.
3. Cost Considerations: For smaller operations within our company, the cost can be somewhat prohibitive, making it less ideal for less complex needs.

PapayaGlobal stands out from its competitors primarily through its exceptional focus on automating and integrating payroll processes across multiple countries. It is exceptionally well-suited for companies with a global workforce. Unlike some competitors that may only offer essential international payroll services, PapayaGlobal provides comprehensive compliance management, real-time reporting, and detailed analytics that help organizations navigate the complexities of global employment laws and regulations. This integration and focus on compliance are what many users, including myself, find most beneficial compared to other platforms that may be broader in scope.

1. Global Compliance Capabilities: Ensure the tool efficiently manages global compliance requirements, essential for multinational operations.
2. Integration with Existing Systems: Check that the tool integrates seamlessly with your current HR systems to streamline processes without redundancies.
3. Scalability: Assess whether the tool can scale according to your business growth, especially if you plan to expand into new markets.
4. User Experience: Consider the ease of use and learning curve associated with the tool, as this will affect adoption rates across your organization.

PapayaGlobal has evolved significantly to meet users' needs by enhancing its technology for better automation and accuracy in global payroll processes. They have improved their platform's user interface to make it more intuitive and accessible, facilitating easier navigation and data management. Additionally, PapayaGlobal has expanded its compliance features to cover more countries comprehensively, ensuring businesses comply with local regulations as they scale globally. These updates reflect their commitment to addressing the challenges faced by their users in managing international workforces.

PapayaGlobal is particularly well-suited for medium to large organizations that operate on a global scale and require robust solutions for managing international payroll, compliance, and employee management across multiple jurisdictions. It excels for companies that need efficient, scalable solutions to handle diverse workforce needs across different countries, particularly where compliance with local employment laws is a critical concern.

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.