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.

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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
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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.
- Deel HR is free for companies of all sizes.
- 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.
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.
Deel is a crucial tool for payroll systems. As a payroll admin, you would use it almost daily to optimize payroll operations, manage payroll structures, and handle Employer of Record (EoR) services.
Some organizations opt for additional compliance support or custom reporting features. Deel workflows also include employee onboarding, offer letter generation, document collection for compliance, and payroll-related benefits administration.
- Deel is an excellent solution for organizations with international contractors, offering a smooth and simplified process.
- It provides EoR services in over 150 countries and includes additional features like onboarding and time-off tracking for international contractors.
I worked with a company expanding into two international markets as part of a tech stack selection project. My engagement lasted about six months and involved selection, implementation, and change management for onboarding.
Deel is a global payroll solution designed to streamline compensation operations for organizations. The company needed a system to manage international payroll efficiently while ensuring compliance across different regions.
- Deel is only worthwhile if you fit its niche. It can be expensive, and if you don’t have a high volume of international hires, the cost may not be justified.
- If you need a more streamlined international hiring process with lower volume, alternatives like Oyster, Remote, or Papaya may be better options.
- Customer support is lacking.
Deel is uniquely positioned to expedite international hiring, particularly for contractors, seasonal hires, or high-turnover roles. It outperforms most competitors in this area for the price. However, if your needs don’t align with this niche, Deel may not be the best choice.
- What does your international hiring strategy look like, and what types of employees are you hiring?
- What is your budget?
- What HRIS features do you need?
Deel’s primary strength is its extensive EoR services, which have expanded to meet user demand. The company has focused on increasing its EoR coverage in new countries to strengthen its niche. Additional onboarding and benefits features support this strategy, but overall, Deel has not evolved significantly beyond its core offering.
- Companies with high-volume international hiring can benefit from Deel, particularly for contractors or high-turnover roles.
- Organizations managing extensive international payroll and compliance requirements.
- Employers needing to sponsor immigration visas.
- Companies that do not hire internationally don’t need Deel.
- Organizations prioritizing integrated HRIS features or complex HR operations.
- Honestly, most organizations.

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.
- There are limited integration options (though they don’t charge for their open API.)
- 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. Another drawback is that while the platform offers an open API, integration options are limited unless teams invest in custom builds.
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.
Remote was introduced to an international employee or contractor after they were hired and the first part of their onboarding process. They were asked to complete basic personal information; such as address, contact info, emergency contacts, and bank details for payment. Medical benefits were offered to employees and could be elected through the platform. Once employees and contractors were onboarded they could access their portal at any time to view their personal details, and pay stubs. Payroll ran on a bi-weekly and semi-monthly basis for employees and contractors, this was dependent on their in-country laws and was processed completely by Remote. We would fund the platform a month in advance for payroll. In some cases we had employees who submitted timecards for overtime differential.
The platform was easy to onboard new employees, and select and edit all personal and employment details. Employees and Contractors were paid timely and we never ran into any payroll issues of people not being paid on time. We had monthly calls with our Account Rep who was always willing to step in to escalate or help answer any questions we had or anything that came up that was employee specific.
Our org purchased the platform so we could pay and offer benefits to our international employees. I used Remote for just under 2 years. We had over 50 employees in 5-10 different states and using this platform allowed us to offer benefits in those local countries, along with any other country-specific benefits that in some cases we were required to offer. Remote also served as our EOR, employer of record, and provided legal protections related to employee terminations. All international employees and contractors were onboarded into the platform at hire and could access their portal at any time.
There was no reporting function. There would be payroll reconciliations each month, sometimes there was a payment due to us and other times we underfunded accounts, this posed problems with forecasting and budgeting for our finance team. It was unclear and not detailed on employee pay stubs to see what the benefits breakdown was for employees and employers. Meaning who was covering what percentage or what amount was being paid by each party on a biweekly or monthly basis.
I know Remote is an EOR and not all international platforms are. Over the last year I used a different international platform and did prefer that over Remote. The functionality was built out more, support was more responsive and as the HR admin I had more control over the contracts and editing.
How many employees or contractors you are planning to hire internationally. Does Remote support those countries and in what way? What is your annual budget for an International HRIS tool? How do you want federal taxes to be withheld from international employees or contractors? Do you want to offer benefits to international employees? If so, what benefit tiers are you looking to offer, can Remote support your company goals.
Remote increased the number of countries they offered onboarding and hiring during the time I used the platform.
Companies looking to hire internationally and ones' where they do not want to be the Employer of Record and would prefer the HRIS have an entity in the countries you are looking to hire in and be the EOR.
Organizations that do not have any plans to grow globally.

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.
Remofirst is used daily by staff to access policies, procedures, employee information, timesheets, and payslips. The primary function we rely on is payroll, which allows us to manage multiple currencies for our global workforce. Managers benefit from the tool's comprehensive HR information, which helps them navigate relevant legislation and policies in each country. The ability to recruit staff in different countries easily is another significant advantage for our management team.
- The global integration was the key solution for us.
- Managers can easily access HR legislation and policies relevant to their countries.
- The platform simplifies hiring and payroll across different countries, providing a consistent experience for all employees.
The organization I worked for needed a global HR and payroll solution because we were setting up offices in India. We required a system that could seamlessly integrate across all offices and provide a consistent employee experience, particularly regarding payroll. Remofirst was the most suitable option, meeting all our needs for global operations. It enabled us to pay employees in different countries according to their local currencies and offered a clean, user-friendly platform for all staff. The company has continued using Remofirst for the past 10 years.
- There isn't much to dislike, but the cost may not be feasible for small businesses or startups.
- Depending on your existing HR platforms, integration with Remofirst might take some time.
- The tool may not be a good fit if you're not dealing with global operations.
Remofirst stands out due to its global presence and employer of record service. The platform's ability to manage employment contracts, recruitment, and payroll across different countries differentiates it from other solutions.
Consider whether you need a platform that can streamline HR functions globally. Remofirst is ideal for managing recruitment, payroll, and compliance with local legislation across multiple global offices.
Remofirst has made continuous improvements over time, focusing on enhancing user experience and expanding integration capabilities with other platforms. Their commitment to evolving their product based on user feedback has made the tool more adaptable and efficient.
Remofirst is best suited for established global companies. It excels in providing a streamlined service for organizations with multiple global locations, offering a consistent experience across all offices.
Remofirst may not be suitable for startups or small teams without a global presence. The cost and features might be unnecessary for businesses that do not operate internationally.

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.
Best For
Multiplier is an excellent option for companies seeking to expand their global workforce, particularly in the Asia-Pacific region.
I interact with the platform daily to manage and oversee various aspects of employee engagement across our international operations. Key workflows include onboarding new international crew members, handling global payroll in compliance with local regulations, and managing employee benefits packages. Additionally, we use Multiplier to maintain compliance documentation for our global staff, ensuring that all personnel operate within the legal frameworks of their respective countries. This tool is vital for supporting our global workforce efficiently and effectively.
- Global Compliance Ease: Multiplier simplifies compliance with international labor laws, making it much easier to manage our diverse global workforce.
- Efficient Payroll Processing: It streamlines payroll operations across different countries, ensuring timely and accurate payments.
- Robust Employee Management: Multiplier provides comprehensive tools for onboarding, benefits management, and maintaining employee records, enhancing HR operations.
LMC adopted Multiplier to streamline the complexities of managing a diverse, international workforce. With crews and support staff based globally, we needed a solution to handle payroll, compliance, and employee management across different countries. Multiplier was introduced over two years ago to address these challenges effectively. It has been instrumental in ensuring compliance with local labor laws, simplifying payroll processes, and managing employee benefits efficiently. The ability to onboard international employees without setting up local entities has been particularly beneficial, enhancing our operational flexibility and reducing administrative overhead.
- Complex Interface: The user interface can be complex and less intuitive, requiring a steeper learning curve for new users.
- Limited Customization Options: Some features lack the flexibility to be fully customized to meet the specific needs of our global operations.
- Response Times: Customer support response times can be slow, especially during critical payroll and compliance deadlines.
Multiplier stands out primarily due to its comprehensive handling of international labor compliance and the ability to manage payroll and HR functions across multiple countries without the need to establish local entities. Unlike other HR platforms that focus primarily on either payroll or compliance, Multiplier integrates these services seamlessly, which is particularly beneficial for companies like Liberty Maritime Corporation that operate globally. Its one-stop solution for international employment management makes it preferable for businesses looking to expand or maintain a global workforce.
- Global Compliance: Ensure the tool efficiently manages compliance with international labor laws, crucial for companies operating across borders.
- Integration Capabilities: Look for a platform that seamlessly integrates with your existing HR and payroll systems to streamline processes.
- Scalability: The tool should grow with your business, handling increases in employee numbers and geographic expansion without performance issues.
The platform has significantly improved its user interface to simplify navigation and reduce complexity. Additionally, it has expanded its customization options to better cater to the diverse needs of various industries and enhanced its integration capabilities with other HR tools for a more cohesive user experience.
It is ideal for businesses expanding internationally that need to onboard, pay, and manage employees across multiple jurisdictions efficiently. This makes it valuable for companies in industries such as technology, shipping, and consulting, where flexibility and compliance are critical.
Multiplier may not be a good fit for smaller organizations or startups that operate solely within a single country and have minimal international employment needs. These organizations might find the platform's comprehensive features for global compliance and payroll management more complex and costly than necessary for their limited scope of operations.

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.
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.
We mainly used it for W2 and 1099 payroll, onboarding, offboarding, and reporting. For an added fee, you can utilize some of their workflow automation tools to optimize some of the more manual workflows.
- Domestic U.S. payroll: Rippling is recommended for a predominantly salaried workforce. There is a very basic timekeeping system that we utilized for our hourly non-exempt workforce for time off tracking and 1099 contractors. The salaried payroll is very easy to use; however, the state registration for payroll can be a bit complex. Reaching a payroll support person can also be a bit of a headache, especially during a payroll crunch, but there are also many helpful payroll support people. You can utilize chat, or they can call you to resolve issues. One of the biggest challenges we have faced was opening a payroll ticket and taking days, up to weeks, for it to close if it was a complicated issue. You do not get a dedicated customer support representative so definitely take that into consideration.
- International payroll: International Payroll: International Payroll is not supported, however, you can store HR Information for international employees. It's a bit more of a hassle to keep their information and turn off their payroll info, but helpful for having a full scope of the employee base.
- Onboarding / offboarding: The integration for onboarding with greenhouse ATS was a bit clunky. Names and basic information would transfer over from Greenhouse, but you would have to search the name on the Rippling end. Creating the onboarding packet was not too difficult, the user interface is pretty basic, but easy to set-up and administer for e-signature. Offboarding can be done in advance of a departure, and access points, notifying IT, etc. can be set up in an easy to use workflow. Departed employees can still access a limited version of their employee portal to see their W2s and Paystubs via Rippling after they've departed the company which is extremely useful.
- Laptop Inventory Management: We originally had paid for this service as we were a small HR team of 2 with no IT department at first. It's helpful to have as a service, but unfortunately it over promises and under delivers. There are frequent inventory shortages for laptops, so the best thing to do is purchase in bulk or purchase laptops to have on-site and send them out to new employees outside of the system. If you have your own IT department, in-house is a better way to go since this does cost a significant amount of additional charge.

- I liked that Rippling provides robust reporting across their different functionalities.
- Rippling does a great job at making a user-friendly interface to navigate.
- I like that it has all the bells and whistles you need for a small to medium sized business.
We started off using Gusto as our Payroll/HRIS. Our team grew from under 50 to about 110 in 6 months. Unfortunately, we quickly outgrew Gusto's Benefits, Reporting, and HRIS capabilities.
A nearly all-in-one system is difficult to find. Coming from Gusto, we knew we wanted to keep our benefits, payroll, and HR information in one system, with great functional reporting across these data points. This cross functional data helped us create great reports that helped us visualize our YoY growth, retention rates, benefit enrollment data, headcount, and much more.
- They nickel and dime every part of the platform, so you'll end up with hidden costs for unlocking parts of the platform that are usually included in others, and you'll end up with a larger cost than you originally thought. Ask for an upfront detailed overview of the costs of all the modules.
- Subpar customer service with not a lot of dedicated support.
Overall, it's a good competitor for small to medium-sized HRIS solutions because it includes HRIS/Payroll capabilities. They extend into all facets of HCM, but they do payroll, benefits, and reporting best. I appreciate they delve into different avenues, but a perfect all-in-one is impossible, so it's best to stay with what you're best at. In terms of an "all-in-one" solution, if your team is under <500 employees, it's a decent solution. The platform and company is still growing, so be patient with changes and bugs. But overall, 7/10 experience utilizing Rippling. They do listen to customers, advocate for change within the system, and move quickly.
- Budget - Rippling can start off inexpensive, but when you add the bells and whistles, it can get quite expensive. Make sure to ask what each module costs independently.
- Payroll Audience - If your population includes a significant population of hourly time keeping needs, this may not be the best platform. You can also integrate various time tracking tools as well.
- All-in-One - Unfortunately, there still isn't a perfect solution. It's important to know which modules to prioritize. If you care about your payroll, HRIS, and benefits admin in one, this is a good system for a small to medium-sized company.
- Customer Support - If you need significant customer support, Rippling may not be the best fit. It was a challenge getting a hold of our reps at times. For payroll support, you don't get a dedicated person so it can be a challenge. If you prefer to have white-glove service here, this may not be the best unless things have changed.
- App Integrations - Rippling is a closed environment, meaning you cannot create your own integrations. However, they do have a lot of APIs available for many of the largely popular apps/tools. Most of our tech stack was already aligned to what we used within Rippling so it wasn't too difficult, but it's a serious point to consider for things like your accounting system, time tracking system, expense management, etc.
Since the time we started utilizing Rippling, they have implemented significant changes to their platform. They added PEO services, global payroll, LMS, pulse surveys, and a few other new functionalities. They truly are innovating to become the all-in-one mid-enterprise platform.
I believe Rippling is great for companies under 500 employees with a predominantly salaried workforce. This tends to be more common in tech centered environments. Also when you have a lean team around Payroll/HR, it can be a great system to utilize.
A predominantly hourly non-exempt workforce. I think the platform would not be great for 500+ or <50 employees. It would be expensive for <50 employees, and be too manual for 500+, even with its workflow automation because of the integrations not working properly.

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.
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.

Globalization Partners

Globalization Partners stands as the driving force behind an expansive global Employer-of-record platform called G-P Meridian. It’s remarkable for blending professional services with AI capabilities that extend far beyond the realm of payroll management.
PROS
- G-P Meridian platform mainly focuses on EOR but offers plans for varying needs, including hiring contractors.
- Using the tool gives access to a team of experienced HR and legal professionals in each country they operate in.
- The UX has continuously evolved and become more intuitive and modern.
- 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
- Customizable contracts are only available with the G-P Meridian Prime plan.
- Features such as background checks, equity management, and IT equipment are only available as add-ons.
- There is no way to try out the software product without signing up for a demo and requesting a proposal.
- 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.
Globalization Partners is one of the longest-standing players in the EOR category. Their core platform, G-P Meridian, combines AI-powered automation with a global legal infrastructure to help companies hire employees in 180+ countries without setting up local entities. At its heart, G-P is a full-service EOR, but the platform also includes tools for onboarding, compliance, benefits, and workforce management.

What sets G-P apart is scale and control. They own legal entities in nearly every country where they operate, allowing them to move faster and with fewer third-party handoffs. During our product demo, we saw how the G-P Meridian dashboard centralizes every major task, from employment agreements and tax setup to compensation planning and benefits enrollment, all under one user interface. The onboarding process is heavily guided, and users are backed by in-country HR and legal experts.
The UX has also evolved significantly in recent years. We first explored the product in early 2021, and it has since been redesigned for better clarity and responsiveness. Admin workflows are easier to navigate, and new support features continue to roll out as the platform expands its user base.
However, not everything is included out of the box. Customizable contracts and more advanced features, such as equity management, background checks, or device provisioning, are only available through the higher-tier G-P Meridian Prime plan or as add-ons. So, be cautious that the base pricing may not reflect your true total cost if you require more than the essentials. Also, this EOR provider has no self-serve trial. You get to request a demo and a proposal, which can slow down evaluation for smaller teams.
Globalization Partners is used to do global payroll at companies like Distek, Udemo, Zoom, Neurala, and more. Their website has use cases for all of these companies, so be sure to check them out.
While specific pricing details are not disclosed by Globalization Partners, their commitment to tailored solutions shines through. The most prudent path forward for those interested is to engage in a demo.
Best For
Globalization Partners is a strong EOR solution for organizations hiring at scale, especially when legal certainty, global reach, and white-glove support are priorities.
As the Senior HR Manager for the U.S., I used Globalization Partners 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 Globalization Partners’ resources to create country-specific handbooks and policies. The tool was especially helpful in ensuring all documentation aligned with local labor laws.
- Globalization Partners is user-friendly and makes it easy to access and apply the available resources.
- It supports currency conversion from USD to local currencies and enables payment to foreign financial institutions.
- The onboarding support provided to workers was strong and helped build confidence within our team.
Our company had contractors and local staff in war-torn countries where we were helping to rebuild infrastructure. It was critical that HR remained aware of all governing laws and regulations to ensure full compliance with compensation and benefits. We also needed to maintain equitable, competitive, and sustainable compensation strategies across the entity.
Globalization Partners was our primary resource to ensure we understood and adhered to current employment rules and regulations. We also required a way to compensate workers in their local currencies. I used the tool for approximately one year.
- Cost could be a concern for some companies, as Globalization Partners is not among the least expensive EOR services.
- Support for workers with questions about benefits and compensation would be helpful, rather than having them rely on a small internal team.
- It was sometimes difficult to receive quick answers to more complex or non-standard situations.
I have used other similar tools and found Globalization Partners to be a dependable and reliable resource. I would recommend them to others with expanding teams in multiple countries.
- I would not recommend this EOR for small organizations with only one or two foreign nationals.
- To achieve a high return on investment, this tool is best suited for mid- to large-sized international organizations.
- It is important to assess the scope of your global hiring needs before committing to a provider like Globalization Partners.
I only used Globalization Partners for about a year, so I have not experienced or observed significant changes during that time.
Globalization Partners is well-suited for service providers engaging local foreign nationals as part of their workforce.
Because service providers often do not require physical offices in the countries where they operate, it can be more difficult to become a qualified employer locally, making this tool particularly helpful.
Manufacturers or other businesses with physical offices in-country may find more effective options than Globalization Partners 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.

PapayaGlobal

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.
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.
I primarily used Papaya Global to ensure we were hiring the right people globally while complying with local labor laws. It was invaluable when onboarding new employees, making sure everyone felt welcome and informed, no matter their location. The tool’s reporting capabilities were also extremely useful, particularly when reviewing compensation to ensure fair and competitive pay.
Additionally, it helped manage day-to-day HR tasks like monitoring employee well-being and managing benefits. It was essential in keeping everything organized and transparent across the company, regardless of where employees were based. I used it frequently, as it was like a Swiss Army knife for all HR tasks, especially for managing global operations.

I liked the main dashboard because it was user-friendly, allowing me to access important information quickly. Papaya Global integrated well with the client's existing HR tools, making it easier for everyone and ensuring smooth data flow. The reporting was accurate, providing the exact details needed for decision-making. Lastly, the tool had great scalability, adapting to the client’s needs as they grew without any issues.
I used Papaya Global while working with a client as a freelancer in HR. They started using it because managing HR tasks across different countries was becoming overly complicated and time-consuming. They struggled to keep up with the various labor laws and maintain communication with their team spread around the globe. The tool was a lifesaver, providing a single platform to handle everything and keep everyone aligned.
Personally, I’ve been using it for about two years, and it has been incredibly helpful. It automates repetitive tasks that used to take up a lot of my time, all with the click of a button. It also integrates seamlessly with their other HR systems, allowing information to flow smoothly. It has saved both me and the client significant time and effort.
One major downside is that Papaya Global is quite expensive for what it offers. It doesn’t have enough advanced features to fully justify the cost. Additionally, it’s not very customizable, so it can be difficult to adapt it to specific business needs. While it automates some tasks, many actions still need to be done manually, which is disappointing considering the price. It also has a steep learning curve, so new users might struggle to get accustomed to it quickly, which can slow down adoption. Finally, customer support is not very responsive, which can disrupt workflows when issues arise.
Papaya Global stands out for its Employer of Record feature, which is especially helpful for managing legal compliance overseas. It effectively handles the regulatory challenges of working across different countries, providing peace of mind without the need for a large legal team. Although I haven’t used other tools, this one excels in handling international employment and compliance. The biggest advantage is the confidence it offers in ensuring compliance globally. Managing complex HR tasks across different countries is much easier with this tool, making it invaluable to our company.
When considering a tool like Papaya Global, it’s crucial to assess your company’s global footprint and ensure the tool can handle payroll, legal matters, and hiring across multiple countries. It’s also important to choose a tool that works in locations where you don’t have an office, as this helps you stay compliant with local laws.
Usability is another key factor; a user-friendly tool will help your HR team get up to speed quickly and keep operations running smoothly. Lastly, verify that the tool integrates well with your existing HR systems to allow for seamless data transfer.
By expanding to more countries, Papaya Global has stayed ahead of the competition. It now offers a broader range of services, helping companies manage global offices effectively. Over time, it has improved its legal compliance capabilities, which is critical when dealing with different countries' regulations. The tool has also become smarter with automation and reporting, streamlining processes and freeing up users to focus on more important decisions.
In addition, the platform has been enhanced to make navigation easier, even as it grows more powerful. This has made it a go-to choice for companies with employees spread across the globe.
Let's not forget about the look and feel of the thing. Papaya Global has put a lot of effort into making sure that using their platform is as easy as pie. It's all about making it simple to understand and navigate, even as it gets bigger and more powerful. This has turned it into a go-to choice for companies with employees scattered across the globe.
Papaya Global is ideal for large businesses that deal with complex salary management, especially when they operate in multiple countries. It’s perfect for companies with a diverse global workforce that need a robust system to comply with various labor laws and regulations.
Businesses that value seamless integration with existing HR systems and require advanced technology to handle complex tasks will find this tool especially beneficial. Even if a company doesn’t have offices in every country they hire from, this tool can manage payroll effortlessly.
Papaya Global might not be the best pick for companies with basic payroll needs because it could come with more bells and whistles than they actually need. If you're a small business with a tight wallet, the price might seem a bit steep, especially if you're not looking to manage payroll across different countries.
Plus, if your team isn't full of tech personnel or HR minded individuals, you might find it a bit tricky to use and might not get the most out of all its fancy features. For places like that, something simpler and easier on the budget might be the way to go.

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.
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.
Oyster served as our applicant tracking system. Its integrations with other systems streamline candidate analysis, facilitating a smoother recruitment process.
The primary benefit lies in the enhancement of the employee experience, introducing a newfound level of autonomy for our non-U.S. employees. Additionally, Oyster offers seamless service, excellent communication, and significant time and cost savings. Utilizing Oyster costs less than engaging external consultants for equivalent services. Its ease of use has integrated it seamlessly into our business strategies.
I've had experience with Oyster at a previous company. The service operates seamlessly, boasting excellent communication, and notably saves both time and costs. Utilizing Oyster comes at a lower expense compared to engaging external consultants for similar services. The most significant benefit lies in the enhancement of the employee experience. Oyster introduces a level of autonomy previously unavailable to our non-U.S. employees.
While Oyster excels at generating basic reports such as payroll, invoices, and expenses, its reporting capabilities are limited beyond these functions. Unlike other HR tools that offer insightful charts, customizable filters, and robust data exploration features for identifying hiring trends, benchmarking team productivity, or analyzing retention rates, Oyster falls short. This deficiency in advanced reporting may frustrate businesses focused on optimizing costs, improving time-to-fill metrics, and establishing a global talent pipeline. While workarounds are available—such as exporting report data for analysis in Excel or data visualization tools—they entail additional effort.
Oyster collaborates with third-party vendors to provide payroll and HR services in certain countries where it lacks a direct presence. While this expands Oyster's support for more locations, it also introduces potential inconsistencies in user experience. Working with partners may incur higher costs, offer less transparency, and result in longer wait times compared to dealing directly with Oyster.
Oyster is easy to use but has limitations when compared to some of its competitors from what I learned while researching online.
Pricing, types of employee engagement that the purchaser is needing, and the size of the company.
I’m unsure of how WorkTango changed or evolved over time.
Oyster very good for hiring, onboarding, and payroll, and for companies that does these activities a lot.
It is not suitable for companies needing intuitive reporting features, as the software has only basic reporting capabilities.
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Atlas
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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.
We can manage our employee's expenses, payroll, holiday management, bonuses and commissions, and all compliant paperwork through Atlas HXM. This is very handy, quite easy to use, and offloads many tedious tasks through automation.
- Convenience: We didn't have to set up our own entity to hire someone in France.
- Compliance: It's handled by the Employer of Record, so we don't need to acquire the knowledge ourselves or create policies.
- Employee satisfaction: All HR and payroll questions can be answered by a local team.
There was a need to expand the firm's market in France, and we needed an SDR in the country with the necessary language skills. Atlas HXM allows us to employ individuals through an existing local structure, which addressed our concerns. The company I work for is still using the service, which is compliant with local laws, easy to understand, and saves time.
- Response time: The account managers are slow to respond.
- Holiday management system: It doesn't always count correctly.
- Constant changes: The platform changes quite often.
It is a great tool to use and cost-efficient in our setting. We had quotes from different providers, and this quote was the most service vs. price efficient.
Companies should explore the cost of using this tool when they consider employing someone abroad without an entity. If it's for several employees, it will be cost-efficient, but above a certain number, it might be worth exploring the option of setting up your own entity.
The platform has changed several times for the better. They have created a more accurate holiday tool and clearer information sharing. The response time has improved as well.
Remote companies can make great use of Atlas, mainly for tech or sales roles.
Companies that want hybrid or on-site roles cannot get the most out of Atlas HXM.

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.
Best For
Omnipresent’s EOR services are especially compatible with organizations prioritizing ensured compliance and top-notch customer support over budget constraints.
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, employer of record makes hiring international employees easier.
For instance, a U.S.-based company wishing to expand its operations into Europe can engage an EOR to employ staff in different countries without navigating complicated legal frameworks.
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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