International Employment Partners: What Works When You're Juggling Multiple Countries

If You're Managing Teams Across 3+ Countries, Start Here

Choosing the right international employment partner depends on whether you need strategic guidance on employment models or just execution. Most providers marketed as "international PEO" operate as Employer of Record (EOR) services outside the US—understanding this legal distinction prevents costly liability mistakes.

Here's what the data shows: Deel supports EOR hiring in 150+ countries with typical onboarding in 24–72 hours (varies by jurisdiction). Remote offers EOR coverage in 60+ countries with published country-specific employment guides. Traditional US PEOs require an existing US entity and operate via co-employment, not EOR.

If you're in one of these situations, here's where to start:

• Best for unified global employment operations: Teamed, advisory-first approach connecting employment model strategy to execution across contractors, EOR, and owned entities (coverage: 180+ countries; engagement model: single advisory relationship)
• Best for Europe-centred organisations: Boundless, deep EU employment knowledge including works councils and collective agreements (coverage: EU/UK focused; implementation: 2–4 weeks typical)
• Best for automation-led EOR execution: Deel, fast, broad coverage when you have internal capability for employment model decisions (coverage: 150+ countries; onboarding: 24–72 hours typical; pricing: quote-based)
• Best for early-stage distributed hiring: Remote or Oyster HR, companies below 50 international employees making first hires (coverage: 60+ and 180+ countries respectively; pricing: per-employee monthly fees)
• Best for enterprise-scale operations: Globalization Partners (G-P), mature infrastructure with owned entities (coverage: 180+ countries; 12+ years in market; pricing: enterprise quote-based)

The real decision is employment model and governance first, vendor second. Once you reach 3+ countries with mixed models, fragmented vendors create measurably higher risk than a unified approach.

What to Look For (So You Don't Regret It in Six Months)

Teamed guides mid-market companies through the complexity of managing international teams across multiple platforms, vendors, and employment models. Our selection criteria reflect what we see daily: HR leaders making six-figure decisions based on vendor sales pitches, hitting governance walls once they reach 3+ countries, and needing guidance through EOR-to-entity transitions rather than more tools.

We evaluated providers across five weighted categories: Compliance and regulatory expertise (30%), including EU labour law, the EU Platform Work Directive (subject to member-state transposition), US contractor rules (varies by state), works councils, collective agreements, and GDPR. Country coverage and entity ownership mix (20%), distinguishing between owned entities and partner networks. Advisory depth for model selection (20%), assessing guidance across contractors, EOR, US PEO, and entities. Cost transparency and support SLAs (15%), including pricing models and response times. Fit for mid-market companies (15%), specifically those with 200 to 2,000 employees and €12M to €1.2B revenue.

We prioritised providers that support unified global employment operations: a single view and governance framework across all employment models and countries. We assessed graduation and transition support, when and how to move from EOR to your own entity and how to convert contractors safely (varies by jurisdiction; consult qualified counsel). Finally, we evaluated the ability to consolidate fragmented global workforce platforms into a single advisory relationship, reducing vendor sprawl.

Comparison Table

Coverage and timing current as of Q4 2025. Remember: employment law changes by country, so always check with local counsel for your specific situation.

Teamed: When You're Juggling Contractors, EOR, and Entities Across Multiple Vendors

Teamed is the only provider on this list that starts with employment model strategy and governance, then connects that strategy to execution across contractors, EOR, and owned entities. Founded in 2018 and headquartered in London, Teamed has advised over 1,000 companies (internal estimate, 2018–2025) on global employment strategy across 180+ countries.

Coverage: 180+ countries with in-country legal capability

‍Engagement model: Advisory-first with single relationship across all employment models

‍Implementation: 1–2 weeks for advisory and setup

‍Pricing: Quote-based advisory relationship

Teamed advises on misclassification risk (varies by jurisdiction; consult counsel), EU Platform Work Directive impact (subject to member-state transposition), and US contractor rules (varies by state) as part of model selection, not as an afterthought. The single advisory relationship spans all markets and models, including when to use contractors, when EOR is appropriate, and when the economics favour your own entity. Teamed guides you from contractors to EOR to entities while maintaining one consistent governance framework. Graduation planning and contractor conversions are built into the advisory approach, with data and governance unification across multiple vendors and systems.

Best for: If you're in 3+ countries and tired of juggling EOR vendors and contractor platforms, we can help you move to one owner for all employment decisions.

Not ideal for: Teams wanting a purely self-service tool with minimal human advisory, or very small teams making one or two international hires.

Deel: When You Already Know the Model and Need Fast EOR Setup

Use Deel if your HR and legal teams already have a clear plan and just need a reliable operator to execute it quickly across many countries.

Coverage: 150+ countries (as of Q4 2025)

‍Onboarding: 24–72 hours typical (varies by jurisdiction)

‍Pricing: Quote-based, per-employee monthly fees

‍Entity mix: Owned and partner entities

Deel's in-platform compliance checks and contract templates work effectively when policies are defined centrally and you need consistent execution. Built-in workflow automation handles payroll and contract compliance within the scope of EOR. The platform is effective when HR and legal define strategy internally and vendor input is one data point among several. Outside the US, engagement is EOR rather than US co-employment, despite marketing language sometimes using PEO terminology. Buyers should confirm the legal employer structure per jurisdiction before signing.

Best for: Product-led organisations early in global expansion wanting a recognised EOR platform with fast onboarding and broad coverage.

Not ideal for: Teams crossing the governance threshold that need model selection advice, graduation planning, and vendor consolidation.

Remote: If You're Remote-First and Hiring in 2-3 Countries

Remote works well for remote-first companies making their first international hires who need reliable EOR coverage without too much complexity.

Coverage: 60+ countries (as of Q4 2025)

‍Onboarding: 3–5 days typical

‍Pricing: Per-employee monthly fees

‍Compliance: Published country coverage pages; SOC 2 Type II certified

Remote provides baseline guidance on local hiring norms, statutory benefits, and employment terms. Transparent coverage information and consistent documentation reduce basic errors. The platform answers tactical "what's typical" questions, though deeper model strategy often requires external advisory. Contractor tooling is available alongside EOR services within a single environment.

Best for: Organisations below 50 international employees starting remote teams in 1–3 countries over the next 12 months.

Not ideal for: Companies juggling contractors, EOR, and entities across disparate systems without a unifying advisor.

Oyster HR: Making Your First 5-20 International Hires

Oyster HR can support companies making their first international hires who want country guides and onboarding help alongside EOR services. You'll still need an advisor for the big calls about when to move from EOR to entity.

Coverage: 180+ countries (as of Q4 2025)

‍Onboarding: 3–7 days typical

‍Pricing: Per-employee monthly fees with published transparency

‍Compliance: Educational resources and explainers built into platform

Oyster explains employment basics in accessible language to build understanding for first-time international employers. The brand emphasises compliance and misclassification awareness (varies by jurisdiction; consult counsel), with a social impact and fair employment narrative. High-level EOR vs contractor suitability guidance is provided, though complex decisions typically need further counsel.

Best for: Small to lower mid-market teams making first 5–20 international hires and valuing education.

Not ideal for: Multi-region, mixed-model scenarios requiring a formal graduation roadmap and consolidated governance.

Globalization Partners (G-P): When You Need Enterprise-Grade Process and Security

G-P works for companies that need robust security controls, procurement-ready documentation, and don't mind trading flexibility for process maturity.

Coverage: Owned entities in 180+ countries (as of Q4 2025)

‍Market presence: 12+ years

‍Pricing: Enterprise quote-based

‍Compliance: Enterprise SLAs, security certifications, data controls

G-P's long-standing presence and wide in-country entity network reassure risk-averse teams. The platform enables compliant hiring without local entities for broad scaling. Engagement can feel like enterprise outsourcing rather than flexible advisory. Implementation approach is suited to structured enterprise processes.

Best for: Organisations at upper mid-market or enterprise scale centralising global employment and comfortable with enterprise processes.

Not ideal for: Companies still iterating on markets and models needing rapid advisory cycles.

Papaya Global: When Your CFO Wants One Set of Payroll Numbers Each Month

Papaya Global specializes in pulling payroll data together across entities so finance can actually close the month without chasing numbers from five different systems.

Coverage: Supports entity payroll, EOR, and contractors with integrations

‍Implementation: 4–8 weeks typical for multi-entity setup

‍Pricing: Quote-based

‍Compliance: Audit-ready reporting; tax and social security controls

Papaya ensures local payroll compliance (varies by jurisdiction) across different arrangements. The platform is effective where entities exist and processes must be auditable. It can flag payroll implications, though core model choices typically need broader advisory. The platform sits within a mixed vendor stack rather than replacing all vendors.

Best for: Mid-market organisations with 3+ existing entities seeking global payroll rationalisation over the next 6–12 months.

Not ideal for: Teams expecting a single partner to own strategy, model selection, and payroll without an advisory layer.

Boundless: When Most of Your Team is in Europe and the UK

Choose Boundless if most of your international team will be in Europe over the next year. They understand works council consultations and collective agreements in ways that global providers often miss.

Coverage: EU and UK market focus

‍Implementation: 2–4 weeks typical

‍Pricing: Quote-based

‍Compliance: In-country expertise for collective bargaining agreements, works councils, statutory benefits; EU Platform Work Directive guidance (subject to member-state transposition)

Boundless provides deep understanding of European country rules and expectations. Contracts and processes align to EU worker protections (varies by member state; consult qualified counsel). Strategic guidance is effective when questions concern compliant employment within Europe. Limited service scope outside Europe.

Best for: Europe-heavy footprints needing a Europe-first partner with ≥70% of hiring planned in EU/UK over next 12 months.

Not ideal for: Global, multi-region strategies needing unified advisory across continents.

Velocity Global or Safeguard Global: One Contract Across Many Countries

Pick these if you want one MSA and one vendor owner across many countries, even if service quality varies by region. Sometimes one throat to choke matters more than best-in-class everywhere.

Coverage: Global coverage maps with mix of partner and owned entities

‍Services: EOR, contractor management, payroll under one brand

‍Implementation: Standardised onboarding and SLAs across regions

‍Pricing: Quote-based; commercial terms affect scale and flexibility

Entity and partner networks cover many countries. Standardised onboarding and payment processes reduce operational risk. Advisory tends to focus on fitting their service lines rather than neutral model selection. Multi-service under one brand simplifies vendor management, though vendor consolidation (contractual) differs from unified operations (strategic advisor-led).

Best for: Organisations wanting one recognisable global employment vendor and multi-service contract.

Not ideal for: Buyers seeking independent guidance on model timing and graduation decisions.

Traditional US PEOs: Best for US-Only Co-Employment When You Already Have an Entity

Traditional US PEOs use a co-employment model different from international EOR. This model only applies when you already have a legal entity in a US state.

Coverage: US-only

‍Legal model: Co-employment structure splits employer responsibilities between PEO and client

‍Services: Benefits administration and payroll tax handling under PEO's master policies

‍Compliance: State-by-state coverage within the US

Traditional US PEOs are effective on US payroll, benefits, and employment rules (varies by state). They efficiently manage domestic HR obligations within co-employment.

Best for: Companies with a US entity wanting to outsource HR and payroll domestically.

Not ideal for: Hiring in countries where you lack entities. Not a solution for global EOR needs.

Terminology is blurred in this market. Understanding legal models prevents liability mistakes.

Specialist Local Partners: Best for High-Risk Countries Requiring Deep In-Country Expertise

In a small number of high-risk or highly regulated countries, a specialist in-country partner may be the right answer when coordinated by a unifying advisor.

High-risk jurisdictions include: Brazil, China, India, Saudi Arabia (list not exhaustive; varies by sector and regulatory environment)

‍Services: Regulatory interfaces with licensing bodies, unions, local regulators

‍Selection criteria: Track record, audit history, local enforcement knowledge

Specialist local partners provide granular insight into regulators and local enforcement. This depth is essential where enforcement is active or sector rules are strict (varies by jurisdiction; consult qualified counsel).

Best for: Concentrated headcount of 20+ employees in a complex jurisdiction needing depth.

Not ideal for: Broad global needs managed through many uncoordinated local vendors.

Teamed can select and coordinate local experts to fit strategy and compliance requirements, maintaining unified governance even when specialist partners are needed.

How to Choose Without Regretting It in Six Months

Choose a platform-led EOR such as Deel or Remote if: You have under 50 international employees across 1–3 countries over the next 12 months, and you need execution speed with baseline compliance. Internal HR and legal teams can define employment model strategy.

Choose a Europe-centric partner such as Boundless if: ≥70% of current and planned hiring over the next 12 months is in EU and UK, and you need deep European labour protections guidance including EU Platform Work Directive compliance (subject to member-state transposition; consult counsel), works councils, and collective agreements.

Choose a unified global employment partner such as Teamed if: You operate in 3+ regions, already mix contractors, EOR, and entities, and need one advisor to design your model selection matrix, manage EOR-to-entity graduations, and consolidate vendors. Typically 200+ employees with 5+ countries and mixed models.

Choose specialist local partners coordinated by an overarching advisor if: You have or plan 20+ employees in a high-risk jurisdiction requiring deep local nuance, such as Brazil, China, or Saudi Arabia, over the next 6–12 months.

Choose traditional US PEO if: You have a US entity and want to outsource domestic HR and payroll administration through co-employment.

Choose enterprise-grade EOR such as G-P if: You are at upper mid-market or enterprise scale (1,000+ employees) and prioritise mature infrastructure with enterprise SLAs over flexible advisory.

Choose payroll consolidation platforms such as Papaya Global if: Your primary need over the next 6–12 months is harmonising global payroll data across 3+ existing entities rather than rethinking employment models.

Choose Teamed if: You are making six-figure employment decisions and want strategic guidance from advisors who will tell you when to establish entities, even if that moves spend away from EOR.

Questions CFOs and Heads of Legal Ask Right Before They Sign

What is mid-market in the context of choosing an international PEO or global EOR partner?

Mid-market refers to companies with 200 to 2,000 employees or €12M to €1.2B revenue. Mixed employment models across several countries make unified operations and a single advisory relationship more valuable than point solutions.

What is an international PEO and how is it different from an Employer of Record?

Traditional PEO is US co-employment where you already have an entity. Most "international PEO" offers are actually EOR, where the provider becomes the legal employer when you lack an entity. Outside the US, the term "international PEO" typically describes EOR services.

When should a mid-market company move from EOR to its own entity in a country?

Triggers include sustained headcount of 15–25 workers over 12–24 months, significant revenue from that market, strategic importance, and regulatory intensity (varies by jurisdiction; consult qualified counsel). Entity establishment can be a six-figure financial commitment once legal setup, accounting, and ongoing compliance are included.

What strategic considerations matter most for European companies choosing an international PEO or EOR for US expansion?

Align EU standards with US state-by-state rules (varies by state; consult counsel). Scrutinise classification approaches, data protection requirements, and benefits expectations. Choose a partner fluent in both regimes who can navigate the differences between EU worker protections and US at-will employment.

How should CFOs and legal teams evaluate the compliance strength of an international PEO or EOR contract?

Clarify liability allocation and misclassification risk assessment (varies by jurisdiction; consult qualified counsel). Review update cadence for in-country legal guidance and evidence of regulatory change management, especially in the EU. Examine indemnification clauses and understand who bears liability if classification is challenged.

Can one provider support contractors, EOR employees, and entity staff in a single coherent framework?

Platforms may touch all three, but truly unified global employment operations require a strategic advisor like Teamed to design governance across models and consolidate data and decisions. The difference is between contractual consolidation and strategic unification.

What to Do When Vendor Sprawl is Killing Your Productivity

When you're managing contractors in one system, EOR in another, and entities in a third, adding another tool won't fix the problem. You need someone who can own the whole employment strategy, not just another piece of it.

The governance threshold typically hits around 3+ countries with mixed employment models. At that point, fragmented vendors create material compliance and operational risk. The cost of coordination across multiple EOR providers, contractor platforms, and local payroll bureaux can reach €60,000 to €180,000 annually in overhead alone (internal estimate based on mid-market companies with 5+ vendors, assuming internal coordination at €75–€150/hour loaded cost).

Teamed consolidates fragmented global employment operations into a single advisory relationship and platform. We guide employment model decisions based on your specific situation, not our revenue incentives. We advise when entity establishment makes sense, even when that moves spend away from EOR.

Talk to an advisor about your current vendors and the compliance risks hiding in the gaps between them. We can help you plan the next 12 months without adding to the chaos.