10+ Best Employer of Record (EOR) Services for 2025
The best employer of record services hand-picked by our experts. Find feature comparisons, pricing info, and more below.
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Employer of record (EOR) services act as third parties that legally employ your staff in countries where you lack a presence. This means you can hire talent overseas without the headache of setting up a legal entity there. The best EOR services manage payroll, benefits, and taxes for your international employees, while also offering support with visa applications, legal compliance, and other HR tasks.
If you're considering international team expansion, explore some of the best EOR services recommended by our experts to find your ideal match for global growth!
The best EOR services made this shortlist based on dozens of demos and numerous in-depth conversations with product teams and HR experts.
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.
- Payroll aggregators or in-house entities?: Many EOR and global payroll companies aggregate the services of third-party entities to offer services that reach hundreds of countries. We prioritized companies that own all the entities they use to hire people on your behalf, so they provide those services first-hand.
- 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 have no issues when it comes to providing peace of mind to their customers.
- Customer support: While many tools in the space promote a self-service approach, we favored companies with a strong customer focus. Few business aspects are as touchy as payroll, so vendors with a white-glove approach get prioritized.
- User 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.
You can find more details on how we vet tech vendors here.
PapayaGlobal
Omnipresent
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Deel
Multiplier
Remote
Remofirst
Oyster
Rippling
Borderless
Globalization Partners
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
- 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.
- 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.
The platform has also rolled out its mobile app, with new features coming, to allow employees to access those features on the go.
While we would like to see Papaya Global offer 24/7 customer support, its current support service is already impressive. The global support center and knowledge base are available for all plans.
Those purchasing EOR and Payroll solutions will have dedicated experts working in country-specific time zones to provide local expertise regarding employment and payroll.
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.
We use PapayaGlobal daily as a central tool in our HR department to streamline and manage our international payroll and employee data. The key workflows include onboarding new hires in different countries, processing multi-country payroll, ensuring compliance with local employment laws, and managing employee benefits. The platform’s ability to handle these complex, often varying requirements across different jurisdictions is crucial for maintaining operational efficiency and regulatory compliance. Additionally, we frequently utilize its analytics features to track and analyze workforce costs and performance globally.
- Comprehensive Global Management: PapayaGlobal excels in managing multinational payroll and compliance, which is critical for our global operations.
- User-Friendly Interface: The platform is intuitive and easy to navigate, making complex tasks more manageable.
- Efficient Automation: It automates many tedious processes involved in international HR management, significantly reducing the administrative burden.
LMC chose PapayaGlobal to address the challenges of managing a diverse, international workforce, including payroll complexities, compliance issues, and employee administration across multiple countries. We have been using PapayaGlobal for over a year, appreciating its seamless integration of payroll services with clear compliance tracking and benefits management. The platform’s robust reporting features and user-friendly interface have significantly improved our HR operations, making it easier to manage global employees effectively and ensure compliance with various international laws.
- Occasional Delays in Updates: Sometimes, updates to regulations aren't as prompt as they could be, which can be a compliance concern.
- Customization Limitations: While PapayaGlobal offers robust features, some aspects of the platform lack deep customization options that could better fit specific organizational needs.
- Cost Considerations: For smaller operations within our company, the cost can be somewhat prohibitive, making it less ideal for less complex needs.
PapayaGlobal stands out from its competitors primarily through its exceptional focus on automating and integrating payroll processes across multiple countries. It is exceptionally well-suited for companies with a global workforce. Unlike some competitors that may only offer essential international payroll services, PapayaGlobal provides comprehensive compliance management, real-time reporting, and detailed analytics that help organizations navigate the complexities of global employment laws and regulations. This integration and focus on compliance are what many users, including myself, find most beneficial compared to other platforms that may be broader in scope.
- Global Compliance Capabilities: Ensure the tool efficiently manages global compliance requirements, essential for multinational operations.
- Integration with Existing Systems: Check that the tool integrates seamlessly with your current HR systems to streamline processes without redundancies.
- Scalability: Assess whether the tool can scale according to your business growth, especially if you plan to expand into new markets.
- User Experience: Consider the ease of use and learning curve associated with the tool, as this will affect adoption rates across your organization.
PapayaGlobal has evolved significantly to meet users' needs by enhancing its technology for better automation and accuracy in global payroll processes. They have improved their platform's user interface to make it more intuitive and accessible, facilitating easier navigation and data management. Additionally, PapayaGlobal has expanded its compliance features to cover more countries comprehensively, ensuring businesses comply with local regulations as they scale globally. These updates reflect their commitment to addressing the challenges faced by their users in managing international workforces.
PapayaGlobal is particularly well-suited for medium to large organizations that operate on a global scale and require robust solutions for managing international payroll, compliance, and employee management across multiple jurisdictions. It excels for companies that need efficient, scalable solutions to handle diverse workforce needs across different countries, particularly where compliance with local employment laws is a critical concern.
PapayaGlobal may not be the best fit for small businesses or startups that primarily operate within a single country and do not require complex international payroll solutions. Its comprehensive features and focus on multinational compliance and payroll processes might be more than what is needed for smaller, domestically-focused organizations, potentially making it a less cost-effective option for them.
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 platform’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 suits a wide range of company sizes, from SMBs to enterprises and across any industry needing global employees. It’s especially compatible with organizations prioritizing ensured compliance and top-notch customer support over budget constraints.
Deel
Deel can operate as an employer-of-record in over 150 countries. They own entities in 90+ countries and have focused on global-first companies for a long time. They have been tech-oriented from the beginning, boasting a stellar platform, coupled with solid 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.
When it comes to global payroll, Deel is one of the pioneering companies. They offer a comprehensive solution that includes contractor and freelancer management, as well as EOR and PEO capabilities.
For an EOR setup, they act as the legal entity that would hire your international teammates in their country of residence. They can do this in over 90 of the countries they currently operate in, so it’s best to check their exact list if you’re positive about wanting to go the EOR route.
Moreover, their sleek design has always made them stand out in the category. Many companies in this space started out offering EOR services and then developed a software product for clients to stay in the loop and perform basic tasks. Deel is one of the companies that started as a tech product from the get-go, which means the platform is quite robust and can handle a variety of international payroll use cases.
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 businesses that want excellent support and the ability to manage both global, full-time employers and contractors within the same platform.
I utilized Deel due to its international capabilities for hiring remote workers without needing a physical presence. It assisted in managing expenses, payroll, benefits, PTO, and ensuring compliance with labor laws in different countries such as India, China, and England. Replit also engaged contractors through the platform and hired in that way. This helped organize us while Replit was on a few different HR platforms such as Justworks, Culture Amp, and Rippling. I enjoyed using Deel as it was straightforward, and the key workflows made sense to me. It was easy to understand, and if I had any questions, I could chat with the representative right away.
- I appreciated Deel for its user-friendly interface and straightforward usability.
- It was easy to navigate and intuitive, which made managing tasks efficient.
- The sales representative I interacted with was highly competent and responsive, which enhanced the overall experience of using the platform.
Replit bought Deel because of its global capacities, and I have used it for six months. It helped with the global side of payroll and compliance. It assisted in managing expenses when people onboarded, traveled, and took paid time off or leaves of absence. Other considerations included hiring contractors on their platform, which made it easier to hire people from different countries. This greatly diversified the workforce.
- I found Deel somewhat costly, and accessing the backend could be challenging if you weren't familiar with its setup.
- It takes time to get familiar with different systems.
- Keeping up with international laws was occasionally problematic and required multiple communications to align everyone. I appreciate that Deel is actively expanding its platform to address these issues.
Deel stands out due to its strong innovation and proactive market presence. Compared to Rippling, they were more responsive, which led me to believe that we should have onboarded everyone onto their platform. Deel's proactive approach to innovation kept them ahead in the market, offering solutions that were more responsive and tailored to our needs compared to Rippling. Their platform's capabilities and customer service exceeded expectations, making the transition smooth and efficient. Deel proved to be a valuable partner in streamlining operations and enhancing our business processes.
When considering Deel as an HR person, think about the specific needs of your organization, such as managing remote workers across different countries and ensuring compliance with international labor laws. Evaluate Deel's platform for its user-friendliness, scalability, and ability to handle payroll and contractor management efficiently. Consider the responsiveness and support provided by their customer service team, especially in resolving issues related to backend access and legal compliance. Assess Deel's pricing structure to ensure it aligns with your budget and provides value for the services offered.
Deel has continually adapted to meet users' evolving needs by enhancing its platform's functionality and user interface, making it more intuitive and user-friendly. They have expanded their global capabilities, allowing businesses to manage remote teams across diverse jurisdictions seamlessly. Deel's responsiveness to customer feedback has led to improvements in customer support and backend accessibility, ensuring smoother operations for HR professionals managing payroll and compliance tasks internationally. These advancements highlight Deel's commitment to evolving alongside the needs of modern businesses, facilitating efficient and compliant workforce management worldwide.
Deel is well-suited for small and medium-sized companies, offering capabilities that cater to their needs effectively. One standout feature is the ability to update people's compensation promptly, which proves beneficial for companies planning growth and scalability. This feature ensures that organizations can adapt quickly to changing circumstances and reward their workforce dynamically, fostering a supportive environment for ongoing expansion.
Deel may not be ideal for very large companies that require highly complex and customized HR solutions. Its streamlined approach and user-friendly interface are more suited to smaller and medium-sized businesses. Larger enterprises with extensive and intricate HR needs might find Deel's capabilities less flexible or scalable compared to enterprise-level solutions that offer more robust customization and integration options.
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’s Employer of Record solution helps you hire, onboard, manage, and pay employees, as well as manage taxes, allowances, bonuses, social contributions, and statutory deductions in over 150 countries.
For a company that was founded in late 2020, they have made significant strides in their industry, one of which is securing over $70 million in funding from 14 investors. We’ve been happy to see them grow with time, and their EOR services with an APAC focus have always been at the center of the tool. After a couple of demos and numerous conversations, we can attest to the seriousness of their team and the robustness of their software.
Multiplier can function as the middle-man employer to process payroll, benefits, and other expenses required to manage global workforces. Multiplier also helps businesses with local entities process local payroll in the specific markets they are hiring.
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, although they do cater to clients outside of that area as well. Their platform offers a range of features that benefit startups, mid-sized businesses, and enterprises alike.
We use Multiplier to find international talent. After we find who we are looking for, Multiplier helps us with our onboarding process for both new employees and contractors and gives an easy and secure way for our payroll to get our employees paid worldwide.
- Multiplier allows us to find talent worldwide.
- It helps us with our onboarding process.
- We can securely and easily pay talent anywhere in the world.
My organization started using Multiplier because we needed a reliable way to onboard international talent. We had several needs for talent worldwide on the contracting side and we were running into trouble finding reliable talent and a streamlined way to pay the talent.
- We have had some higher turnover on talent we have found through Multiplier.
- Not often but we have had to use other avenues to find talent because we did not find what we needed for a specific project.
- Multiplier does not have the best tools for language barriers between us and new employees.
I think the biggest way is that it’s a one-stop shop with being able to hire, onboard, and pay.
The biggest thing you need to consider is what type of people you’re trying to hire whether it be contractors or new employees. This will make a big difference in price.
N/a
If your organization is in constant need of international talent and if you're looking for a secure way to hire onboard and pay contractors worldwide, this platform might be for you.
If you do not need to hire internationally or if your hiring needs are not out of control.
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 is a globally distributed HR hub where businesses can process payroll, perform salary simulations, onboard new hires, manage benefits, and take care of most of the administrative tasks of having an internationally distributed team.
Our favorite about Remote is that this company wholly owns local legal entities in the 60+ countries it covers. This frees them up to offer more flexibility and speed in services and prices, (which is something most top EOR vendors should have in most of their jurisdictions, we’d argue).
Regarding pricing, Remote’s EOR services are not the most budget-friendly, but we appreciate the platform's flat fee structure. Users know exactly how much they’ll pay monthly, with no billing surprises. For businesses that meet their creditworthiness criteria (exact standards are unknown to all but Remote), no deposit is necessary.
Though Remote no longer offers free payroll for contractors, it does offer a couple of other benefits we appreciate. Some startups and nonprofits are eligible for discounts, and incentives are provided for businesses that employ refugees.
Loom, GitLab, DoorDash, HelloFresh, Workato, Semrush, Teamway
Remote's Employer of Record services begin at $599 per employee per month, while their Contractor Management services start at $29 per contractor per month. Eligible startups and nonprofits can receive a 15% discount on both of these services for a duration of 12 months.
Best For
Remote’s an excellent value for money for remote-first enterprises to get a full-fledged and trusted EOR, thanks to its 100% owned-entity model in 60+ countries.
We started using Remote for our international employment. The HQ is in Belgium, and we were expanding into France, Spain, and other countries yet to be decided. The tool offers a basic understanding of the social laws and costs associated with employment in these countries. Once candidates were onboarded, Remote supported the full process, including onboarding, holiday, and payroll management.
- Remote provides the basic information needed to investigate employment in a new country.
- The documents are freely available and in clear language.
- All foreign employees and contractors are managed in one tool.
- Remote is ideal for initial foreign expansion.
My previous company (at the time of writing, I have left the company) intended to grow within Europe. The goal was to have a small team of employees in multiple European countries. As each country has its own unique social laws, and we did not have an entity in every country, we needed a partner to support us with this growth. Remote provided this solution. They act as an intermediary partner, take employees onto their payroll, and support you with specialized HR topics unique to each country.
- Remote's pricing is high—it is good if you only employ a few people per country, but once the team expands, it is better to have your own entity.
- There is limited customization, as most processes must follow the structure provided by Remote.
- In some countries, Remote works with subsidiaries, which can slow down the onboarding process.
We chose Remote because of its clear pricing and the intuitiveness of the tool.
People need to keep the following in mind:
- In which countries do we want to employ people?
- How many people do we want to employ per country?
- Are we going to open a legal entity or not?
I’m not sure as I haven’t used Remote for long.
Remote is good for organizations looking to expand into multiple countries with small teams, without the hassle of legal administration.
Remote is a bad fit for companies with large employment in a single country. Once you have a team of 5 to 10 employees in one country, it no longer makes sense to have Remote as an intermediary.
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 effectively straddles the realms of a software platform and Employer of Record provider. It extends comprehensive compliance solutions to global teams seeking to recruit personnel and contractors in regions devoid of their own legal entities.
We’ve been lucky enough to witness their product evolution since its inception in 2021. After a demo and a couple of conversations with their product team, we’ve noted transformations like a revamped UI, expedited same-day onboarding, and enhanced 24/7 customer support.
On the services front, we’ve heard praise from several users for Remofirst’s transparent operations and exceptional customer service. They also boast extensive country coverage and a reasonably priced offering.
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 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.
We used Remofirst for all HR and compliance functions. These included running background checks, processing work permits and visas, maintaining employee records, and managing payroll.
Our small HR team of five people relied on the platform daily. Thanks to the platform’s features, the onboarding process became much more efficient. Remofirst provided a streamlined approach to workforce management, simplifying the employee lifecycle.
- The platform is straightforward and user-friendly for everyone.
- Since it is designed for global use, it allowed for more seamless integrations, particularly with payroll.
- The platform offers different pricing plans, providing flexibility for teams of various sizes.
With one of my previous employers, I personally used Remofirst for one year. We implemented the platform during a transition period when we went fully remote and began hiring globally. We used Remofirst for employee records, background checks, payroll, and tracking work permits.
The organization needed a short-term solution due to the quick turnaround required. To this day, the company continues to use the platform, and my former colleagues have not reported any issues with it.
- The platform does not offer add-on services, meaning users are limited to its existing features.
- It did not evolve over time to address client requests or feedback.
Yes, I have used similar tools. While Remofirst is good, it is not great. Its lack of evolution forces clients to work within the constraints of its existing features without expecting improvements or updates.
I would advise potential buyers to ensure this platform meets their needs. Remofirst is better suited for smaller companies that do not require advanced or highly adaptable HR software. Organizations should consider whether they need a solution that can grow and evolve alongside their requirements.
It has not evolved over time, which is one of my main criticisms as a former user.
It is ideal for small companies without overly complex HR needs or highly specialized teams that require significant flexibility.
Remofirst would not suit large organizations with extensive HR requirements or those needing a platform that frequently adapts to their evolving needs.
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.
I have been using Oyster for over a year, and it has significantly reduced the administrative workload for our HR team, enabling us to focus on strategic initiatives. The frequency of use depends on our hiring cycles and payroll schedules, but during peak periods, I engage with the platform almost daily.
Oyster helps us manage payroll for employees across different countries, ensuring compliance with local regulations. It also streamlines the onboarding process, making it easier to bring new hires on board efficiently.
The platform provides valuable insights into labor laws and tax obligations, allowing us to remain compliant in various regions.
The interface is user-friendly and well-organized, making it easy to navigate. Oyster allows the HR team to focus more on strategic initiatives rather than administrative tasks. The platform offers comprehensive support for global payroll and compliance, ensuring accuracy and efficiency.
Our organization purchased Oyster to address the complexities of managing a global remote workforce, particularly in payroll, compliance, and benefits administration. Before implementing Oyster, we faced challenges navigating various international labor laws and ensuring timely, accurate payroll across different regions.
Oyster's intuitive platform has streamlined payroll processing, simplified onboarding, and ensured compliance with local regulations. The tool offers end-to-end support, including tax filings and benefits management, giving us confidence that we are meeting legal requirements in every market where we operate.
I have been using Oyster for over a year, and it has significantly reduced the administrative workload for our HR team, allowing us to focus on strategic initiatives. While the platform may seem complex for smaller companies, it has been invaluable in helping our organization scale efficiently and confidently.
Support response times can vary by region, with some areas experiencing slower service. The platform can feel complex for smaller companies that may not require all of its features. Some customization options for payroll reports could be improved to better fit unique business needs.
Oyster has simplified the payroll process for our global workforce and has helped us scale with confidence. Compared to other solutions, it offers a more comprehensive and reliable approach for managing remote and distributed teams. The platform’s focus on compliance and ease of use makes it stand out from competitors with more complex interfaces.
- Global Workforce: If your company employs staff across multiple countries, Oyster excels at managing payroll and compliance for international teams.
- Compliance Needs: The platform helps ensure compliance with local labor laws, tax filings, and benefits administration.
- Onboarding and Payroll Automation: Oyster simplifies the entire onboarding process for remote employees, saving time and effort.
- User-Friendliness: The intuitive design makes it accessible for HR teams of all experience levels.
- Cost Considerations: Larger organizations with significant international operations will benefit the most from Oyster's features and scalability.
Oyster has evolved significantly to meet the growing demands of remote work and global teams. Initially focused on payroll and compliance, the platform has rapidly expanded its features to include enhanced benefits administration and improved reporting tools based on user feedback.
Oyster is ideal for companies with remote or distributed workforces, fast-growing startups, mid-sized to large enterprises, and organizations expanding into new international markets. It is especially beneficial for HR teams that require streamlined payroll and compliance solutions.
Oyster is not well-suited for small, local businesses that do not require international payroll services. It may also not be ideal for organizations with limited HR resources or those that prefer simpler payroll solutions with fewer compliance requirements.
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 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 used Rippling as the source of truth for all HR reporting and documentation. The prior system we used did not have the storage and reporting capabilities to be our source of truth.
The key workflows we used were onboarding, offboarding, and document signature and retention. We were able to get most of the functionality we needed for these processes, but there were a few things that didn't work the way we needed them to without buying additional workflows.
There were some basic workflows, which were unlimited and free, but there were others that required upgrades and extra charges. The core plan included one workflow, so if you needed more than that, you had to purchase additional or upgrade your plan. The way that we set up our onboarding workflow (which was specific to location), we needed several workflows to accommodate our different locations, which was not a cost-feasible upgrade. Also, if you change the trigger on the free workflow, it changes to an upgraded workflow.
Rippling is user-friendly; you do not need to be a programmer to be able to program functions on this platform. You can contribute ideas for new features or functionality. Their customer service is better than most HRIS systems.
The organization had been using an HRIS system that did not have the robust reporting, automations, or customer service they were looking for. I used Rippling with the company for about a year and a half as a super admin. We found Rippling's customer service superior to the previous system we had been using.
Implementation was easy, but I strongly recommend that someone who has done implementations previously spearhead an implementation to help bridge where you were with a previous system to where you want to go with Rippling. Setting up workflows and automations is easy in Rippling, and their technical advisors are always willing to hop on a call to walk you through any issues that you may need additional help with.
We started using Rippling as the HRIS/payroll for our US team but quickly added the Canadian team. We used it largely for headcount and reporting for all other global teams.
Only one workflow in the core plan; everything else is an upgrade. Rippling often uses their customers for BETA testing without letting them know (Rippling told us they had functionality for payroll in another country when they did NOT). It feels like they are constantly trying to upsell you and get more money out of you.
The tool is one of my favorites so far. It is very easy to use, but when you get stuck on something, they will provide live support to walk you through. Most other HRIS systems are very helpful through implementation but are hard to reach once you have completed.
People need to think about the implementation process; the new tool is probably not going to look or act like the old tool. Definitely ask if there is a demo account and work through it to see how it works.
Think about where your company is now versus where you expect to be in five years. Will the tool grow with you? How much additional expenditure will be required to scale it with your business? If there are new functions you will need to purchase in the future, will the additional expense work with your scaling budget?
Rippling is very good at taking requests from customers for new functionality. For the most part, Rippling employees only know Rippling; they don't know other platforms. So they don't know how you used XYZ brand prior and how the change in process affected your business.
Rippling is good for organizations with a growing or evolving workforce. It can house all historical HR documents, send revised documents out with the click of a button, and update workflows easily.
Rippling would not be a good fit for a small, cost-conscious organization that doesn't need all the functionality it provides or would have to pay substantially more for the add-ons.
Borderless
Borderless is a service-focused EOR firm that has made one of the most remarkable pivots in the world of international payroll software. While their GPT-like AI-powered tool is very easy to use, one of the key differentiators for us is that their human assistance is always readily available.
PROS
- 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.
- The platform doesn’t require that clients pre-fund payroll 30 days in advance as many vendors in the space do. Their idea is that customers should use their cash as they see fit and fund their account only when they need to.
- Both the web platform and the mobile app are intuitive, quick to figure out, and easy on the eye.
- 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.
- The platform doesn’t require that clients pre-fund payroll 30 days in advance as many vendors in the space do. Their idea is that customers should use their cash as they see fit and fund their account only when they need to.
- Both the web platform and the mobile app are intuitive, quick to figure out, and easy on the eye.
CONS
- Unlike several EOR software vendors, Borderless doesn’t offer HRIS integrations.
- The reporting and analytics features could be more robust. Right now, they do provide a global view of the payroll process, but it could be easier to use and go into more detail.
- Unlike several EOR software vendors, Borderless doesn’t offer HRIS integrations.
- The reporting and analytics features could be more robust. Right now, they do provide a global view of the payroll process, but it could be easier to use and go into more detail.
Started as a service-focused EOR, Borderless has remarkably embraced the SaaS model that revolutionized the global payroll space. They are likely the first major Employer of Record company to incorporate generative artificial intelligence into the mix.
Through their in-house created conversational AI agent, Alberni, HR professionals anywhere can process payroll for employees and contractors in hundreds of countries. While many of these workflows can be done manually through the tool, they can also be processed more easily through Alberni— simply by having a chat with the conversational interface.
We got to see this live while speaking to Derrick Isaacson, CTO. Derrick’s team of engineers trained Alberni to tackle tasks like employee agreement generation and onboarding in a way specific to each worker’s local laws and regulations.
Alberni feeds on a myriad of data sets and each jurisdiction’s latest employment norms, so HR professionals can use it to draft documents and automate tasks that usually take hours in a matter of minutes.
Yet, while visionary and bold in their use of AI, Borderless still make the cut for this selection due to their range of features, reasonable pricing, emphasis on customer service, and the overall philosophy behind the product.
We appreciate that their service-oriented approach is ever present in their software tool. For instance, in something as straightforward as the fact that teams don’t need to pre-fund payroll to use the product and ensure their team members are paid on time and in their currency.
Borderless may seem like a relative newcomer to the software-enhanced EOR space. They’re a smaller company compared to some of the more famous names in this space, but that’s perhaps part of what makes them agile and capable of disrupting what was already an edgy marketplace.
Their offering is up to par with the major players, and their bet on AI is at least worth consideration if you’re looking to employ people in the territories they currently cover.
Raya, Presto, JCMPower
Borderless’ pricing starts at $49/month for contractors and $579/month for EOR.
Best For
Borderless can work for businesses of all sizes and jurisdictions. That said, their AI compliance assistant is currently only versed in California and Canadian laws, but it’s constantly being expanded to cover more territories.
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 offers a holistic approach by seamlessly integrating professional HR services and worldwide payroll solutions through an innovative AI-driven platform. Spanning a remarkable count of over 180 countries, their comprehensive offering enables businesses to effortlessly hire and onboard team members across the globe.
Their platform extends its capabilities beyond the confines of payroll, providing invaluable support for diverse aspects such as onboarding, management, benefits administration, and compliance.
A distinguishing feature lies in their extensive presence, with a business entity established in nearly every country. This unique advantage facilitates the swift and efficient global talent acquisition process, often culminating within a matter of days. The most remarkable aspect is that this entire process unfolds devoid of any burdens related to legal, tax, or HR intricacies, as Globalization Partners shoulders these responsibilities seamlessly.
Since we first came across this tool in early 2021, we’ve witnessed its continuous growth and expansion. In 2023, they offer a wider variety of plans that can accommodate the needs of organizations big and small. Their UX has also improved significantly, and they keep adding new people to their team in all corners of the Earth.
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 presents an ideal match for enterprises in pursuit of an employer-of-record partner that not only offers a comprehensive platform but also excels in overseeing the intricacies of the entire spectrum of HR operations.
When the client hired us to assist them with their new venture into international work, we helped set up GoGlobal. The team at GoGlobal provided excellent support to the client, but additional assistance was needed. GoGlobal enabled the client to offer talent a strong support system without hiring multiple consulting firms in different countries. The system posted job descriptions and managed the entire hiring process. The client was even able to implement elimination screening measures to help find the best-qualified candidate.
I appreciate its capability to handle the hiring process in nearly any country. It supports the hiring process by completing the necessary documentation. It provided the client with excellent support without requiring them to establish a business in that country.
A client purchased GoGlobal to expand their international hiring efforts more effectively. The software was impressive in terms of user capabilities and the organization of recruitment efforts. The system consolidated pay rates and provided the client with taxation details, even for unfamiliar currencies. Additionally, the system organized the required documentation for the recruitment process.
It is not available in all countries, though it covers most. According to the client, GoGlobal was expensive compared to other programs. Since you don't have to establish a company in that country, GoGlobal holds certain rights and powers that you won’t have as a business owner.
GoGlobal is different from other systems I've seen due to its structure and level of support. The system's ability to establish itself in other countries is beneficial for small businesses looking to grow internationally. Other systems do not offer the same level of access.
Anyone considering GoGlobal should assess their budget and future expansion plans. It is ideal for small businesses, but for mid-sized businesses, it could be more challenging as they expand.
I have not worked with the tool long enough to notice updates.
GoGlobal is best users are small to lower mid-sized companies as they expand. It would be a valuable resource for manufacturing companies or supply chain groups.
GoGlobal is not good for consulting firms, small companies that are still growing, and companies that do not need to go international.
GoGlobal
GoGlobal is the world’s fastest-growing privately-owned EOR provider. They are among the true pioneers of the space and have substantial expertise in many markets.
PROS
- GoGlobal is a rapidly growing EOR provider with substantial expertise, particularly in the Asia Pacific region, operating in over 100 countries.
- Despite being smaller, GoGlobal leverages its size to be responsive and adaptable to client needs with a remote workforce of around 250 individuals.
- GoGlobal offers custom-based pricing, providing clear breakdowns and open communication about charges.
CONS
- GoGlobal may have somewhat limited integration options, potentially causing compatibility issues with existing HR software.
- It’s also been noted by some users that GoGlobal’s services are not a great fit for companies with revenues below 100,000 EUR.
- GoGlobal’s EOR services are only available in around 100 countries. This might seem limited compared to other companies. However, it does imply a strong focus on these markets, and therefore a considerable level of expertise.
- GoGlobal lacks phone support for immediate communication, potentially affecting clients in urgent situations.
GoGlobal started providing EOR services in Asia Pacific, quickly becoming highly sought-after experts in the region by companies from the West wanting to hire top talent there. They've been expanding rapidly while sticking to their credo of doing things themselves. They rarely turn to third-party firms to establish a presence in a new territory; since they actually have people in most places they operate in.
We first came across them in 2020, smack dab in the center of the pandemic, when the EOR space was suddenly experiencing a boom thanks to the sudden necessary normalcy that remote work acquired. Being founded in 2018 and with decades of experience in international hiring, we noticed these guys had everything to ride out this wave.
Back then, they could only offer services in 50 countries, but we were told they were adding a new territory nearly every week. A couple of years later, they operate in more than 100 nations. Now, they continue to grow rapidly, constantly adding new countries and clients. As a self-funded venture, GoGlobal has always been nimble, responsible, and adaptable to what its clients need. Their workforce of approximately 250 passionate and fully remote individuals spans the entire globe.
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 services can be helpful for businesses of all sizes and geographies. That being said, they tend to find great matches with VC-backed SaaS companies with a remote global workforce.
When the client hired us to assist them with their new venture into international work, we helped set up GoGlobal. The team at GoGlobal provided excellent support to the client, but additional assistance was needed. GoGlobal enabled the client to offer talent a strong support system without hiring multiple consulting firms in different countries. The system posted job descriptions and managed the entire hiring process. The client was even able to implement elimination screening measures to help find the best-qualified candidate.
I appreciate its capability to handle the hiring process in nearly any country. It supports the hiring process by completing the necessary documentation. It provided the client with excellent support without requiring them to establish a business in that country.
A client purchased GoGlobal to expand their international hiring efforts more effectively. The software was impressive in terms of user capabilities and the organization of recruitment efforts. The system consolidated pay rates and provided the client with taxation details, even for unfamiliar currencies. Additionally, the system organized the required documentation for the recruitment process.
It is not available in all countries, though it covers most. According to the client, GoGlobal was expensive compared to other programs. Since you don't have to establish a company in that country, GoGlobal holds certain rights and powers that you won’t have as a business owner.
GoGlobal is different from other systems I've seen due to its structure and level of support. The system's ability to establish itself in other countries is beneficial for small businesses looking to grow internationally. Other systems do not offer the same level of access.
Anyone considering GoGlobal should assess their budget and future expansion plans. It is ideal for small businesses, but for mid-sized businesses, it could be more challenging as they expand.
I have not worked with the tool long enough to notice updates.
GoGlobal is best users are small to lower mid-sized companies as they expand. It would be a valuable resource for manufacturing companies or supply chain groups.
GoGlobal is not good for consulting firms, small companies that are still growing, and companies that do not need to go international.
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Atlas
Atlas combines industry expertise and technology in its offering, empowering companies to hire and pay employees beyond their borders while keeping them compliant with local labor laws.
PROS
- Atlas has legal entities in over 160 countries and can handle employee onboarding and payroll processing in any of them.
- Recently introduced the Global Compliance Risk Calculator that can identify worker classification risks in minutes.
- Industry-specific EOR services and resources including Venture Capital and Government Solutions.
- Atlas has legal entities in over 160 countries. They’ll help you take care of employee onboarding and payroll processing in any of those countries, eliminating the need to engage any local service providers.
- The platform simplifies how you hire, manage and pay employees and contractors abroad, without needing to set up an operation where they are located.
- Atlas helps you stay compliant with local labor laws and frees you from employer liability.
CONS
- Doesn't currently offer globally managed payroll for non-EOR clients.
- Has limited prebuilt integration modules (though it offers API access for users to plug in third-party tools.)
- Price no longer disclosed.
- Atlas currently doesn’t offer global managed payroll for non-employer of record (EoR) clients; so if your company doesn't need Atlas to take on from you as EoR, but need to use Atlas' global payroll services, you can't do so at this time. Do note though that the team at Atlas is planning to offer this service next year.
- Atlas currently has limited prebuilt integration modules but they do offer API access for users to plug in third-party tools.
Atlas is a 100% direct employer of record (EOR) and international payroll platform that enables companies to hire and pay talent almost anywhere in the world. They’ll assume the role of legal employer on your behalf; this means once you find employees that you want to hire, they’ll help you manage those employees’ lifecycle, from onboarding to payroll processing - all while keeping you compliant with local labor laws.
We first came across Atlas a couple of years ago, and it’s been nice to see their UX evolve into the modern and sleek look they boast today. Also, they have long been one of the few companies to guarantee a direct EOR model, which wasn’t so common in the early days of the space.
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
Companies of all sizes can avail of Atlas’ offering. If you’re looking to compliantly hire and pay employees globally, Atlas is worth checking out.
We used Atlas HXM as our Employer of Record (EOR). It was used as a payroll and global HR database for records. Atlas was our company's legal employer. Atlas acted as a liaison for our HR department, connecting and assisting us with global compliance questions and needs. It is compliance-focused.
I liked the reliable customer-centric focus of the Atlas team. I could count on their compliance and global regulatory guidance. I liked the cost-benefit.
We used Atlas HXM for three years. My company had cross-border employees, both inside and outside of the US. A pain point for them was maintaining one database, one source of truth for their employee records, and needing the flexibility to hire people quickly in new global regions. The key benefit of Atlas was that they were the employer of record, which was better than a PEO, saving me a lot of time setting up employer and other tax-related accounts. It is a good system and an alternative to the big players who are only interested in the bottom line. Customer-focused system.
It lacks flexibility in customized functionality. They could improve their customer support response time (but it wasn't bad considering the time zone differential). They could reduce costs or provide more incentives for smaller businesses or startups.
I have used many similar tools. Atlas HXM is truly a global provider! From Western to Eastern Europe, they are everywhere! I preferred this system over others because I could rely on them consistently in areas of global rules and regulations I was unfamiliar with.
Are you in need of a global employer of record for your business? How many countries do you have employees in? Do you struggle to keep current with global compliance at your company?
I haven't seen many changes, but since they are small, I assume evolution will happen quickly.
Global entities with cross-border employees.
An organization not wanting an EOR.
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.
These are only some of the pitfalls you should consider when going the employer-of-record route.
How to Determine The Best EOR for Your Business
Here are some of the key things to investigate when you’re looking for an EOR company:
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 employer of record companies and professional employment organizations 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 vary by provider and country of hire. Typically, EOR services for contract workers range from $25 to $50 per month, while full-time employee costs 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
Ultimately, the question of whether to engage an EOR services firm, pick a global payroll solution, or hire people as independent contractors, is one that will require a lot of self-examination and planning.
You have to think about the level of liability and workload that you’d like to keep and consider the cost of doing it in-house versus the quote from an top employer of record company.
We recommend reaching out to the companies listed here that you may have found interesting, 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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