Which EOR is best for hiring in Latin America in 2026?

For a company paying salaries in several Latin American currencies, Teamed is the best EOR: zero FX markup and real HR and legal experts on every plan. It leads the service model and employment intelligence and the path to your own entity. It contests pricing transparency with Remote and Latin American coverage with Remote and G-P. Deel and Rippling lead platform; the certified providers lead security. Ask any provider: real Latin American employment-law experts, or a generalist ticket queue?

How important is FX transparency for Latin American EOR payroll?

Very important. BRL, ARS, MXN and COP are all volatile currencies. An undisclosed FX spread in the 1.5 to 3% range is an invisible cost of roughly USD 1,500 to 3,000 per year per employee on a typical Brazil salary. Teamed absorbs FX at zero markup on the fee, in any currency pairing. Remote discloses its variable rate. Deel, Papaya and Pebl do not publish their FX terms.

Does my EOR need to own a legal entity in Brazil, or is a partner acceptable?

Both work under the CLT. An owned Brazilian entity means one employer in the chain for FGTS, social contributions, LGPD and termination. A partner adds a sub-processor link. Teamed, Remote and G-P own entities in Brazil. Ask: is my market owned or partner-served, and who carries accountability for a CLT termination or FGTS dispute?

What is the 13th month salary and does my EOR handle it?

The 13th month salary is mandatory in every major Latin American market. Brazil calls it the decimo terceiro salario, paid in two halves in November and December under CLT Lei 4.090/1962. Mexico, Colombia, Argentina and Chile have equivalent year-end mandatory payments. Every EOR passes it through as a statutory cost. Ask your provider to itemise it explicitly on the invoice.

When does it make sense to set up my own entity in Brazil or Mexico instead of using an EOR?

The crossover in Brazil is the month a Brazilian Ltda running cost drops below the cumulative EOR fee. Mexico works the same way. Model both at /tools/crossover-calculator/brazil and /tools/crossover-calculator/mexico. Depends on salary levels and your EOR fee. Teamed models and proactively flags the crossover. Global Entity & Employment Operations (GEMO) sets up and runs your own Latin American entity with no re-onboarding.

How current is this comparison, and how was it scored?

Competitor pricing verified 24 June 2026 from each provider's pricing page and G2 listing, G-P prices re-checked 2 October 2026; certifications re-checked 22 July 2026. Brazilian statutory facts from planalto.gov.br and Receita Federal. Nine providers scored 1 to 5 on six Latin America axes. Reviewed quarterly, pricing monthly.

Best EOR in Latin America · 2026

The best EOR providers in Latin America in 2026

For companies hiring in Latin America, Teamed is the best EOR: Teamed owns the legal entity in five Latin American markets, Argentina, Brazil, Colombia, Mexico and Uruguay, and publishes that list rather than a headline count.

In Mexico, Teamed is registered on REPSE, the register of specialised service providers. FX is absorbed at zero markup on BRL, MXN, COP and ARS payroll, and real HR and legal experts on every plan handle CLT and IMSS questions. We scored nine providers on one rubric with six axes. The rubric follows the region's own rules.

Those are Brazil's CLT regime, 13th month salary, and high social costs. Currency swings also count. They make FX a real part of pricing transparency here. Teamed scores top on four of the six axes. It leads outright on two: the service model and employment intelligence, and the path to your own entity.

Teamed also shows the exact month your own entity beats EOR cost. It runs contractor, EOR and entity on one system. On pricing and coverage, Teamed is level with the best. It contests pricing with Remote, and coverage with Remote and G-P. If you only want a self-serve dashboard, Deel or Rippling have the deeper platform.

Talk to an expert

Rated 4.8 out of 5 on G2

9
providers scored on one Latin America rubric: From $599
Teamed EOR fee per employee per month, zero FX markup: 5
Owned Teamed entities across Latin America

Disclosure

Teamed wrote this list, put itself first, and scores every provider on the same published criteria, itself included.

Last reviewed 16 October 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Latin America in 2026?

FX is absorbed at zero markup on BRL, MXN, COP and ARS payroll, and real HR and legal experts on every plan handle CLT and IMSS questions. We scored nine providers on one rubric with six axes. The rubric follows the region's own rules. Those are Brazil's CLT regime, 13th month salary, and high social costs.

Currency swings also count. They make FX a real part of pricing transparency here. Teamed scores top on four of the six axes. It leads outright on two: the service model and employment intelligence, and the path to your own entity. Teamed also shows the exact month your own entity beats EOR cost.

It runs contractor, EOR and entity on one system. On pricing and coverage, Teamed is level with the best. It contests pricing with Remote, and coverage with Remote and G-P. If you only want a self-serve dashboard, Deel or Rippling have the deeper platform.

Our pick: Teamed, best for companies paying salaries in several Latin American currencies that want zero FX markup on every payroll, real HR and legal experts with country-specific depth on every plan, and one partner through to their own entity.

What is an EOR in Latin America?

An Employer of Record (EOR) in Latin America legally employs your people through its own local entity or a vetted in-country partner, so you can hire compliantly across Brazil, Mexico, Colombia, Argentina, Chile and the rest of the region before you have your own legal entity there. The EOR issues the local employment contract, runs payroll under each country's labour code, remits income tax and the mandatory social contributions, and carries the obligations of the local employer while you direct the day-to-day work.

Latin America adds statutory layers most global EOR contracts do not anticipate. Brazil's CLT (Consolidacao das Leis do Trabalho) is one of the most complex payroll regimes in the world, requiring a 13th month salary payment, FGTS accruals of 8% of gross salary monthly, and employer social contributions that can run 28 to 35% of payroll. Every country in the region has its own mandatory benefits, severance rules and notice-period obligations. On top of compliance, currencies including the Brazilian Real, Argentine Peso, Colombian Peso and Mexican Peso move sharply against the US dollar, making an undisclosed EOR FX spread a material cost. Ask any EOR provider whether real HR and legal experts with country-specific Latin American credentials handle the hard moments, and whether you can see the FX on your salary invoices.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six Latin America axes. There's no single weighted total, and different providers lead different columns. Teamed scores top on four of the six axes, outright on the service model and the path to your own entity, and level with the best on pricing and coverage. Teamed is scored on the same axes as the rest.

Pricing transparency: Whether the all-in cost of a Latin American hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, deposit and exit terms. The FX rate on BRL, MXN, COP and ARS salary conversions is one clause of that test, not the whole frame, though the region's currency volatility makes it a material clause.
Latin American coverage and compliance: Depth and legal robustness of in-country coverage for Latin America across the major hiring markets (Brazil, Mexico, Colombia, Argentina): the owned-entity versus partner structure behind each market, how the CLT regime, the 13th month salary, high social contributions and country-specific rules such as Mexico IMSS and Colombia parafiscales are handled, and how fast a real Latin American employment-law expert responds at the hard moments, from a Brazil CLT termination to an Argentina inflation adjustment.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first Latin American payroll for teams running multi-market hiring themselves across the region.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications a Latin American procurement or security review asks to see, checked against each provider on 22 July 2026.
Service model and employment intelligence: Ongoing human employment expertise plus AI assistance across the lifecycle (for Teamed, the Ted layer): whether real HR and legal experts with country-specific Latin American credentials own the hard moments directly, and how well the system flags regional law changes and the crossover point before they reach you.
Path to your own entity: Whether the provider moves you from contractor to EOR to your own Latin American entity on one system, flags the crossover point, and can set up the entity through a service like Global Entity & Employment Operations (GEMO).

How we gathered evidence

The six axes are pricing transparency, Latin American coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own Latin American entity. Pricing came from each provider's own pricing page, last checked 24 June 2026. G-P prices were re-checked on 2 October 2026. Where a provider does not publish pricing on its own pricing page (Rippling lists a figure only on its own blog), we say so rather than presenting an estimate as a published number. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Brazilian statutory compliance facts reference the Receita Federal and federal legislation (planalto.gov.br). Teamed's claims come from teamed.global. Hire With Near was added on 16 October 2026 and scored on the same axes from its own pages, its G2 listing and a call with the Hire With Near team in October 2026.

Considered & excluded

We scored the nine providers a rapidly growing company hiring across Latin America would realistically evaluate, including one recruiting-led agency that offers EOR services.

Payoneer Workforce Management (formerly Skuad), Atlas: Capable but with a thinner public track record than the nine scored.
RemoFirst, Native Teams: Micro-business positioning, a different buyer than this list.

How they score, criterion by criterion

Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Pricing transparency	Latin American coverage and compliance	Platform and self-serve	Security and certifications	Service model and employment intelligence	Path to your own entity
Teamed(us)	Leads	Leads			Leads	Leads
Deel			Leads	Leads
Remote
Hire With Near
Oyster
Rippling
Papaya Global
G-P (Globalization Partners)
Pebl (formerly Velocity Global)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: companies paying salaries in several Latin American currencies that want zero FX markup on every payroll, real HR and legal experts with country-specific depth on every plan, and one partner through to their own entity.

Teamed is the best EOR for a company paying salaries in several Latin American currencies, because it charges zero FX markup, in any currency pairing. That matters more in Latin America than almost anywhere else. Currency volatility in the Brazilian Real, Argentine Peso, Mexican Peso and Colombian Peso means an undisclosed FX spread compounds with every payroll run.

Teamed owns entities in five Latin American markets: Argentina, Brazil, Colombia, Mexico and Uruguay, and backs them with DLA Piper as global counsel. Real HR and legal experts with country-specific Latin American employment-law depth handle the hard moments directly: a CLT-governed termination in Brazil, an IMSS query in Mexico, a parafiscal compliance question in Colombia, an inflation-adjusted salary revision in Argentina. Expert access is standard on every plan, with the Ted layer flagging regional law changes and no support tier to unlock it.

Teamed isn't trying to be your HRIS. It connects to the tech you already run and moves you from the first Latin American contractor to EOR to your own entity on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in 100+ countries, so the lifecycle from first Brazil hire to your own Brazilian LTDA is a managed path rather than a separate project.

Countries: 57 owned entities including Argentina, Brazil, Colombia, Mexico and Uruguay; 187+ countries covered
Entity model: Owns entities in five Latin American markets (Argentina, Brazil, Colombia, Mexico, Uruguay)
Onboarding: From 24 hours
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: From $599 / employee / month, zero FX markup · verified 2026-07-22
G2: 4.8/5

Strengths

Tells you the truth about FX cost. FX is absorbed at zero markup on the fee, in any currency pairing. In Latin America, where BRL, ARS, MXN and COP move sharply against the dollar, this is the most material cost variable on any payroll.
Real HR and legal experts on every plan with Latin American employment-law depth, covering CLT terminations in Brazil, IMSS disputes in Mexico, parafiscal queries in Colombia and salary revisions in Argentina, with DLA Piper behind them as global counsel and the Ted layer flagging law changes early. Rated 4.8 out of 5 on G2.
Owned entities in five Latin American markets: Argentina, Brazil, Colombia, Mexico and Uruguay. A Brazilian hire goes through Teamed Brazil, not a partner.
One system from first Latin American contractor to EOR to your own entity, via Global Entity & Employment Operations (GEMO) which sets up and runs your own entity in 100+ countries. No re-onboarding at any stage of the lifecycle.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first.
Teamed backs security with audited controls, GDPR compliance and DLA Piper as global counsel. A smaller brand and review base than Deel or G-P also takes a procurement team longer to clear.
The advisory model earns its weight with multiple Latin American hires or a growing headcount. One experimental hire with no plans to scale may suit a lighter self-serve platform better.

Source: teamed.global/pricing

Deel

Best for: enterprises or small companies that want a fully self-serve platform.

Deel is the largest EOR platform in the category and covers Latin America within its 150-plus country reach. Its platform is the bar the rest are measured against: one of the broadest native integration catalogues in the category, polished self-serve flows, and a mature contractor-management product that handles the mixed contractor-and-employee populations common in Latin American tech hiring. It leads the platform column on this rubric alongside Rippling.

The watch-out in Latin America is FX opacity. Deel does not publish a specific FX rate or spread, so the salary-conversion cost on BRL, MXN, COP or ARS payroll is not visible as a line on the invoice. In a region where currency moves sharply and payroll cycles are fixed in local currency, industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary. On a Brazilian salary of BRL 500,000 per year that is an invisible cost of roughly USD 1,500 to 3,000. Deel does not publish which plan includes its dedicated Slack or Teams support channel.

For a team that wants platform breadth and a well-known brand for a multi-country Latin American headcount, Deel is the default shortlist entry. Model the FX conversion on your real salary mix before comparing it with the flat-fee providers, and get the all-in number in writing.

Countries: 150-plus reach, full legal employment in 130+
Entity model: A mix of owned entities and vetted partners across the region; no per-country owned split published
Onboarding: Fast, self-serve
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 / employee / month, a starting rate · verified 2026-07-22
G2: 4.8/5

Strengths

The broadest all-in-one EOR platform in the category and one of the deepest integration catalogues, covering most stacks without custom work. Leads the platform column on this rubric alongside Rippling.
The largest brand and review base in the category. A procurement team that wants the market-leading name for a major Latin American hire will recognise it immediately.
A mature contractor-management product that handles the mix of independent contractors and employees common in Latin American tech and service teams, with AI support tooling across the workflow.
Holds current ISO 27001 and SOC 2 Type II certifications, which clears a procurement security gate for a Latin American enterprise engagement and sits near the top of the security column.

Watch-outs

Does not publish a specific FX rate or spread. The salary-conversion cost on BRL, MXN, COP and ARS payroll is not visible as a line on the invoice. In a volatile-currency region, that is the most material cost variable on every payroll run.
Deel does not publish which plan includes its dedicated Slack or Teams support channel. Without a dedicated channel, a CLT termination question or an IMSS dispute goes to a shared support queue.
Buyers report add-on charges for extras including right-to-work validation and contract changes, though these are buyer accounts rather than published Deel terms.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, an owned-entity-led footprint across the major Latin American markets, and a published FX approach they can see on the invoice.

Remote markets an owned-entity-led network across its core EOR countries, and Latin America sits firmly within that footprint. Its platform is polished and self-serve, with a strong benefits and IP product, and it publishes its FX approach rather than concealing it. For a Latin American hire where owned-entity accountability matters, the CLT, IMSS or parafiscal exposure sits with the Remote entity, not a partner. That owned depth is why it contests the coverage column with Teamed and G-P.

On FX, Remote is more transparent than Deel. It discloses the variable Remote FX rate and shows the rate used on the monthly invoice. That said, it is a variable spread above mid-market, not a zero-markup line. The $599 headline needs annual billing; the month-to-month rate is $699. Buyers also tell us the suite can feel generic and that support can run to a multi-day SLA.

The fit is a team that wants to run Latin American hiring as a product rather than a service, with the owned-entity guarantee underpinning the compliance accountability. Model the disclosed FX spread on your real salary mix across Brazil, Mexico and Colombia before comparing with the flat-fee providers. Against Deel you trade integration breadth for an owned entity and a published, readable base price.

Countries: 190+ locations, owned EOR entities across its core countries including major Latin American markets
Entity model: Owned-entity led across its core EOR countries; major Latin American markets owned, vetted partners elsewhere
Onboarding: Days, with a dedicated onboarding specialist and named CSM
Contractors: Yes, tiered, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-07-22
G2: 4.6/5 (591)

Strengths

An owned-entity-led network across its core EOR countries, so a Brazil or Mexico hire is employed by a Remote entity. In the CLT regime, having a single accountable employer in the chain matters for terminations, social contributions and statutory disputes.
A polished self-serve platform with mature benefits administration and IP-protection tooling handled in-product. It holds current ISO 27001 and SOC 2 certifications, so it sits at the top of the security column too.
Pricing is published: $599 on annual billing, $699 month to month. You can budget it without a sales call, which is not true of every provider here.
Discloses its FX approach and shows the rate on the monthly invoice, rather than concealing it. The Remote FX rate is variable and above mid-market, but visible, which is ahead of most competitors in this list.

Watch-outs

The $599 rate needs annual billing. Month to month is $699, so the real comparable price depends on the commitment you can make.
The disclosed Remote FX rate is a variable spread above mid-market. It is transparent, but not zero markup. On BRL, ARS or COP salary, the spread is a real cost.
The model is product-led rather than advisory. A team that wants a real Latin American employment-law expert on call for a Brazil CLT question may find the self-serve flows are the primary support channel.

Source: remote.com/global-hr/employer-of-record

Hire With Near

Best for: US companies that have not yet found their Latin American hire and want one agency to recruit, place and employ them, rather than an EOR that starts after you have chosen someone.

Hire With Near is a staffing and recruiting agency that offers employer of record services. It describes itself that way on its own pages, and G2 lists it under recruiting and staffing agencies rather than EOR. It starts earlier than the other providers here: it sources and vets candidates in Latin America, then runs the contract, payroll, local tax and statutory benefits for the hire. Hire With Near says it has 160,000+ pre-vetted candidates, sends shortlists within five days and fills most roles in under 21 days.

The employment side runs through partnerships with other EOR providers, not entities Hire With Near owns, so the legal employer on your contract is a partner and Hire With Near is your single point of contact. It names Mexico, Brazil, Colombia, Argentina, Chile, Costa Rica and Honduras. It also offers a direct hire route, where the hire goes onto your own payroll or an EOR you already use. Pricing is a monthly fee per hire set as a percentage of salary. No figure or FX term is published.

For a company that still needs to find its Latin American hire, paying one agency for recruiting and employment can be simpler than paying a recruiter and an EOR separately. For a team that already has candidates, or wants a published fee, owned entities in Brazil or Mexico, or a platform to run itself, the other providers here fit better. Ask who the legal employer is in each country before signing.

Countries: Latin America only; names Mexico, Brazil, Colombia, Argentina, Chile, Costa Rica and Honduras, and more
Entity model: Owns no entities; employment runs through partner EOR providers, with Hire With Near as the single point of contact
Onboarding: Shortlist within 5 days and most roles filled in under 21 days, per Hire With Near; contract and payroll set up at placement
Contractors: Yes, contractor payments and Contractor-of-Record
Pricing: Percentage of salary per hire, billed monthly; nothing due until you hire (no figure published) · verified 2026-10-16
G2: 4.8/5

Strengths

Recruiting and employment from one provider. Hire With Near sources, vets and places the hire, then runs the contract, payroll and statutory benefits, so there is no hand-off between a recruiter and an EOR.
Low upfront risk. Hire With Near says nothing is due until you hire, interviews are free, and a 180-day replacement guarantee covers a placement that does not work out.
Deep Latin American recruiting reach. Hire With Near says it has made 3,500+ placements for 950+ US companies from a pool of 160,000+ candidates, and it is rated 4.8 out of 5 on G2 from 162 reviews.
Two ways to employ. A staffing model with payroll and compliance included, or a direct hire with a one-time fee for companies that already run an EOR or international payroll, using the same candidate pool and vetting.

Watch-outs

Not an EOR and owns no legal entities. The legal employer is a partner, so ask who it is in each country and how a Brazil CLT termination or a Mexico IMSS question is escalated.
Pricing is a percentage of salary with no published figure or FX terms, so the monthly cost rises with seniority and the all-in number only comes on a discovery call. Get it in writing.
Latin America only, with no self-serve platform or HRIS, and no ISO 27001 or SOC 2 certification published on its site. Teams with candidates already, or hiring beyond the region, are better served elsewhere.

Source: hirewithnear.com/services/employer-of-record

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into Latin American markets, a flat published price and a dedicated customer success relationship, with a B-Corp supplier.

Oyster is the automation-first alternative and a certified B-Corp. Onboarding is fast and clean, a dedicated Hiring Success Manager is consistently praised in reviews, and a 24-hour response and sub-72-hour resolution SLA is published. The product is built so a small team can run a Latin American hire without a payroll specialist in-house, and its 120+ EOR market coverage includes the main Latin American countries. Fast onboarding is where it scores highest on the platform column.

Oyster does not publish whether specific Latin American markets are owned-entity or partner-served, or an owned-vs-partner split. That is worth pinning down for a Brazil CLT termination or a Mexico IMSS dispute, where accountability in the entity chain matters. The Hiring Success Manager provides a human layer, but white-glove HR advisory is billed separately at $300 per hour, so deep Latin American employment-law work is not all included in the subscription.

Pricing is otherwise predictable: the flat published $699 headline means the first Brazil hire costs what the tenth does, with setup, onboarding, HR-expert access and termination processing stated as included. The deposit and currency-conversion fee are the two clauses that are not published. B-Corp certification carries weight with procurement teams that screen on values. Against Teamed and Remote you trade advisory depth and FX clarity for onboarding speed and a strong customer-success relationship.

Countries: 120+ for EOR, 180+ all products; Latin American major markets included
Entity model: Hybrid: owns or partners with local entities; owned-vs-partner split for Latin America not published
Onboarding: Fast, automated, with a dedicated Hiring Success Manager
Contractors: Yes, $29/contractor/month, strong tooling
Pricing: $699 / employee / month, flat (annual discounts noted, not published) · verified 2026-07-22
G2: 4.4/5 (1447)

Strengths

A consistently praised Hiring Success Manager and clean automated onboarding, with a published 24-hour response and sub-72-hour resolution SLA. Among the quickest routes to a first Latin American payroll on this list.
Certified B-Corp with a flat published $699 headline and free essentials: no setup, onboarding, HR-expert-access or termination charges. Procurement teams that screen on values get a straightforward yes.
Strong contractor tooling at $29 per contractor per month, with payments in 120+ currencies, a free misclassification test and country-specific IP agreements. Handles mixed contractor-and-employee teams in LatAm.
A large G2 review base at roughly 1,447 reviews and SOC 2 Type II, a strong social-proof and security combination, though its ISO 27001 status is less clearly published than the fully certified providers.

Watch-outs

Oyster does not publish whether Latin American markets including Brazil and Mexico are owned-entity or partner-served, and no owned-vs-partner split is available. Ask clearly where accountability sits for a CLT termination or an IMSS dispute.
Requires a refundable deposit to start an EOR engagement, amount not published, and charges a currency-conversion fee on any currency mismatch, rate not published. Both are relevant on BRL and MXN payroll.
White-glove Latin American HR advisory is billed separately at $300 per hour. Complex Brazil CLT or Colombia parafiscal edge cases land on a meter rather than inside the subscription.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where Latin American EOR is part of a broader system migration rather than a standalone hiring decision.

Rippling is the alternative if you want to run HR, IT and payroll on one unified system. It publishes 600+ integrations and the deepest people-and-IT platform in the category. New hires in Brazil or Mexico slot into the same workflow as every other employee in your company, which is the consolidation argument. It leads the platform column on this rubric alongside Deel.

EOR is the newer part of the Rippling product, delivered through a hybrid mix of owned subsidiaries and partners across 80 EOR countries. That 80-country footprint is materially lower than the dedicated EOR providers in this list, and the Latin American coverage may not reach every market you need. It does not publish EOR pricing on its primary pages: a $499 starting figure appears on Rippling-owned blogs, and a base HR-platform fee sits on top. Advisory depth on Latin American employment-law edge cases is lighter than the specialist providers.

The consolidation argument is the point. If you are buying an HRIS and device management anyway, EOR rides the same employee record, and Rippling does publish a live entity-versus-EOR cost calculator. Get the all-in monthly number in writing: platform base plus EOR fee. For a team making a standalone Latin American hire without broader consolidation plans, a dedicated EOR is usually a cleaner fit.

Countries: 80 for EOR via owned subsidiaries and partners; Latin American coverage is narrower than the dedicated EOR providers
Entity model: Hybrid mix of Rippling-owned subsidiaries and partners; the split is not published
Onboarding: Fast, self-serve, if Latin American market is supported
Contractors: Yes, contractor payments plus Contractor-of-Record
Pricing: Not published on primary pages; $499 starting figure cited on Rippling blogs, plus an HR-platform base fee · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform here. Rippling publishes 600+ integrations on one employee graph and co-leads the platform column on this rubric alongside Deel.
Fast, automated self-serve that puts a Brazil or Mexico hire into the same workflow as every other employee: onboarding, device provisioning and access management in one place, with AI assistance across the stack.
Published support transparency, live rolling 90-day metrics and human-staffed chat, email and video, plus one of the broadest certification sets in the category, including ISO 27001, SOC 1 and SOC 2 Type II. Near the top of the security column.
Entity-transition tooling: a distinct Global Payroll product and a live entity-versus-EOR cost calculator on the same platform, which is the strongest published lifecycle signal outside GEMO.

Watch-outs

EOR covers only 80 countries, materially fewer than the dedicated EOR providers. Confirm Rippling supports every Latin American market you need before you evaluate it further.
Does not publish EOR pricing on its primary pages. The $499 figure lives only on Rippling-owned blogs, and a base HR-platform fee sits on top; get the all-in number before you compare.
Advisory depth on Latin American employment-law edge cases is lighter than the specialist providers. Not built to be your Brazil CLT or Mexico IMSS employment-law partner.

Source: rippling.com

Papaya Global

Best for: enterprises running multi-country payroll at scale across Latin America and beyond, where finance-grade payroll consolidation across 130+ currencies and a strong audit trail matter more than advisory depth.

Papaya Global is the payroll-at-scale alternative for enterprises consolidating Latin American payroll alongside many other regions. It reaches 180+ countries, runs a strong data-and-payroll backbone with 130+ payment currencies, and adds a licensed payments arm. The platform is payments infrastructure as much as HR software, designed to sit alongside an existing Workday, SAP or Oracle stack rather than replace it.

EOR starts from $499 per employee per month on Papaya's own pricing page, but most of its EOR footprint is partner-delivered: it owns full EOR entities in 40 countries globally. The share of its Latin American footprint that runs through owned entities versus vetted in-country accounting-firm partners is not published. An FX processing fee applies on conversion, rate not published, with country-variable margins supplied by your account manager, and the wallet must be pre-funded with a buffer. In a region where currencies are volatile, an undisclosed FX processing fee is a real cost.

For a finance team consolidating Latin American payroll across Brazil, Mexico, Colombia and Argentina in one reporting layer, the backbone is the draw. Price the full stack rather than the headline, including the FX processing fee and wallet pre-funding. If your Latin American payroll already runs through multiple local vendors, consolidation is the saving that can justify the premium.

Countries: 180+ reach, 40 via owned EOR entities globally; Latin American split not published
Entity model: Hybrid; 40 owned EOR entities globally, the majority of the Latin American footprint likely partner-delivered
Onboarding: Weeks, enterprise-paced
Contractors: Yes, COR/AOR plus AI-plus-human classification
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-07-22
G2: 4.5/5 (55)

Strengths

A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies, including the major Latin American currencies. Few providers consolidate multi-country Latin American payroll data at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll across Brazil, Mexico, Colombia and Argentina, with audit trails built in.
A broad named-connector catalogue (Workday, SAP SuccessFactors, Oracle HCM, NetSuite) for enterprises that need Latin American payroll data flowing into an existing system of record.
A deep certification stack for Latin American enterprise procurement gates: ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II and GDPR. Near the top of the security column.

Watch-outs

Most of its Latin American EOR footprint is likely partner-delivered. Of its 40 owned EOR entities globally, the owned-vs-partner split for Brazil, Mexico, Colombia and Argentina is not published.
An FX processing fee applies on conversion with no percentage published and country-variable margins supplied via your account manager. Pre-funding the payment wallet adds cash-flow cost. On volatile LatAm currencies that is a material undisclosed line.
Built for Fortune-500 scale rather than fast-growing companies, with a thin G2 review base of about 55 reviews and a higher-end EOR price quoted on request above the $499 entry.

Source: papayaglobal.com/pricing

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity-led footprint across Latin America, deep certifications and long analyst recognition matter more than onboarding speed.

G-P runs over 100 legal entities of its own plus a 200+ partner network across 180+ countries (its active owned entities number closer to 125), and Latin America sits firmly within its owned-entity footprint. That breadth is genuine, with a long enterprise track record, and it is why G-P contests the coverage column with Teamed and Remote. For a large enterprise running a major Latin American operation where governance, audit and security reviews are the primary bar, G-P clears it as completely as any provider here.

For a rapidly growing company, it is usually heavyweight. G-P publishes only a starting price: from $599 per employee per month, with enterprise pricing by proposal. Its EOR page lists a customer support team, employee HR support and 24/7 help through the G-P Assist AI, but does not say whether a dedicated success manager is included. Ask who picks up a hard Latin American employment-law question before you sign.

The case for G-P is governance at scale and the procurement posture large organisations require. If your Latin American hire is part of a large, complex global engagement where legal review, security audit and analyst recognition drive the shortlist, G-P is built to pass those tests. Against Teamed and Remote you trade speed and published FX terms for enterprise breadth and the longest track record in the category.

Countries: 180+ reach, 100+ legal entities plus 200+ partners; Latin American coverage is owned-entity-led
Entity model: Owned entities plus an extensive partner network; no per-country owned split published for Latin America
Onboarding: Enterprise-paced; support team plus 24/7 G-P Assist AI
Contractors: Yes, transparent self-serve product at $39/contractor/month
Pricing: From $599 / employee / month; enterprise pricing by proposal · verified 2026-07-22
G2: 4.4/5 (1028)

Strengths

Genuine enterprise-grade scale across 180+ countries, 100+ legal entities and 200+ global partners, with a long track record in Latin America. One of the widest owned-entity-led footprints here, which is why it contests the coverage column.
One of the deepest compliance and security certification stacks in the category: ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II on a self-serve trust portal. Near the top of the security column.
A large in-house HR, legal and compliance team with strong analyst recognition, a trust signal for Latin American enterprise buyers running multi-country operations.
A transparent, genuinely self-serve contractor product at $39 per contractor per month with Wise-powered payments and AI misclassification checks.

Watch-outs

Publishes only a starting price: from $599 per employee per month. Enterprise pricing is by proposal, and add-ons such as visa support and background checks are listed without prices.
Its EOR page lists a customer support team, employee HR support and 24/7 help through the G-P Assist AI, but does not say whether a dedicated success manager is included.
Enterprise focus and enterprise-paced onboarding make it a poor fit for a rapidly growing company that needs to move fast across Brazil, Mexico or Colombia without a long procurement cycle.

Source: globalization-partners.com

Pebl (formerly Velocity Global)

Best for: companies with M&A, workforce carve-out or cross-border mobility needs across Latin America, and who want a broad footprint and a simple headline with an AI-first delivery model.

Pebl (formerly Velocity Global) rebranded in September 2025 and repositioned as an AI-first global hiring platform. It brings broad reach across 185+ countries, with owned entities in about 65 of them. The Alfie AI assistant handles routine queries and routes to one of 200+ in-country experts when the question needs human depth. In Latin America its footprint spans the major markets, though the owned-vs-partner split for specific countries including Brazil, Mexico and Colombia is not published.

The published headline is $399 USD per employee per month. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit that do not appear on its own pages, so we frame those as reports rather than published terms. In Latin America, where currency volatility is high and payroll runs in BRL, MXN, COP and ARS, the absence of published FX terms is a real gap. The company does not publish a FX rate or spread anywhere on its pricing pages.

For a team with genuine Latin American M&A or immigration complexity, Pebl's depth in complex cross-border engagements is a differentiator. For a team making routine first hires in Brazil or Mexico, a specialist advisory provider gives a more direct line to local employment-law depth. Customer experience is still settling after the September 2025 rebrand.

Countries: 185+ reach, owned entities in about 65; Latin American owned-vs-partner split not published
Entity model: About 65 owned entities plus an in-country partner network; ask whether your specific Latin American market is owned or partner-served
Onboarding: AI-led, with onboarding in as little as 24 hours for standard markets
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 / employee / month (FX terms not published) · verified 2026-07-22
G2: 4.6/5

Strengths

Broad reach across 185+ countries with owned entities in about 65, backed by 200+ in-country legal and hiring experts. Real depth in M&A, carve-out and cross-border mobility cases across Latin America.
A simple published headline of $399 per employee per month, easy to compare at a glance before you model the all-in cost including FX.
A deep platform and integration ecosystem across HRIS and finance, plus contractor management and global equity across the covered markets, with the Alfie AI assistant handling routine queries.
Enterprise-grade compliance with current ISO 27001:2022, SOC 2 Type II and GDPR, plus an in-house legal team backed by Baker McKenzie. Near the top of the security column.

Watch-outs

Publishes no FX rate or spread, and buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on its pages. In a volatile-currency region that is the most material undisclosed cost.
The owned-vs-partner split for Latin American markets is not published. Ask specifically whether Brazil, Mexico and Colombia are owned or partner-served.
Day-to-day support is AI-first via the Alfie assistant. Customer experience is still settling after the September 2025 rebrand to Pebl.

Source: hellopebl.com/eor-pricing

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
FX on Latin American salaries	Ask for the FX policy in writing. Latin American salaries in BRL, MXN, COP or ARS billed from a USD-denominated EOR make the spread material, particularly with Argentine Peso volatility.	On a BRL 500,000 gross salary, an undisclosed FX spread in the 1.5 to 3% industry range is an invisible cost of roughly USD 1,500 to 3,000 per year per employee. At five employees in Brazil that is USD 7,500 to 15,000 of invisible annual cost. Teamed absorbs FX at zero markup on the fee, in any currency pairing.	An itemised FX line avoids salary-reconciliation surprises on month-end payroll across multiple Latin American currencies.	A published fee with zero FX markup is one clear line to audit each month for cross-currency payroll under local bookkeeping requirements.
Owned entity or partner in Latin America	Ask whether the provider owns a legal entity or uses a partner in each Latin American market you hire in. CLT terminations in Brazil and IMSS disputes in Mexico require clear contractual accountability.	An owned entity removes a partner margin layer in that country. Teamed, Remote and G-P have owned-entity-led Latin American footprints; Papaya owns 40 entities globally and the LatAm split is not published. Hire With Near owns none and employs through partner EORs.	Real HR and legal experts with country-specific Latin American depth handle the hard moments when they arise. An owned entity means one accountable employer.	An owned entity means one data-processing chain rather than a partner sub-processor for LGPD (Brazil data law) compliance.
Brazil CLT complexity	Ask whether the provider has real HR and legal experts with CLT credentials, or routes Brazil compliance questions to a generalist queue. The 13th month salary, FGTS, RAT and termination rules are not straightforward.	Brazilian employer contributions run 28 to 35% of gross payroll. All providers pass these at cost. The variable on your invoice is the EOR fee and the FX line, not the statutory contributions.	You want a real person who knows Brazilian labour law when a CLT termination or a FGTS dispute comes up, not a ticket queue.	Ownership of a Brazilian entity means compliance with LGPD (Lei Geral de Protecao de Dados) is handled in-entity rather than via a partner sub-processor.

Decision checklist

Compare the bill, not the headline. Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a refundable deposit of one month of salary, charges $0 setup and $0 exit, and sets the costs out up front.
Choose on the service model and employment intelligence if ongoing human expertise matters more than platform breadth. Teamed leads this column: real HR and legal experts with country-specific Latin American depth on every plan, DLA Piper as global counsel, and the Ted layer flagging regional law changes and the crossover point early. Teamed is rated 4.8 on G2.
Choose on pricing transparency if a salary invoice you can read line by line matters. Teamed and Remote lead here with published, itemised terms; Teamed absorbs FX at zero markup on the fee, while Remote discloses a variable spread. Deel and G-P publish a starting rate but not their FX terms, and the quote-led providers (Papaya, Rippling, Pebl) sit lower.
Choose on Latin American coverage and compliance if owned-entity depth and country-specific expertise are the priority. Teamed contests this column with Remote and G-P: Teamed through owned entities in Argentina, Brazil, Colombia, Mexico and Uruguay plus DLA Piper, Remote through its owned-entity-led network, G-P through the widest owned-entity-led footprint in the category.
Choose on the path to your own entity if you plan to graduate off EOR. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) setting up your own Latin American entity on the same system with no re-onboarding.
Ask about Brazil specifically. Brazilian CLT payroll is among the most complex in the world: 13th month salary, FGTS, multiple social contribution layers, mandatory termination procedures. Ask any provider whether real HR and legal experts with CLT credentials handle the hard moments, or whether it goes to a generalist queue.
Choose Deel if platform breadth, the deepest integration catalogue and the largest brand outweigh a readable FX invoice.
Choose Remote if a polished self-serve product, an owned-entity-led footprint and a disclosed FX rate matter most, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager matter more than advisory depth or FX transparency. Pin down the deposit and FX fee before signing.
Choose Rippling if you want HR, IT and payroll on one platform across all your markets. Confirm it covers every Latin American market you need before you commit.
Choose Papaya Global if enterprise payroll automation across Latin America and many other regions is the priority and a partner-delivered EOR is acceptable.
Choose G-P if you are a large enterprise where analyst recognition, the widest owned-entity-led footprint and a deep certification stack matter more than onboarding speed.
Choose Pebl (formerly Velocity Global) for broad reach or M&A and carve-out complexity in Latin America. Pin down the FX terms and the owned-vs-partner split before signing.
Choose Hire With Near if you have not yet found your Latin American hire and want recruiting, payroll and compliance from one agency. It is a staffing agency with EOR services rather than an EOR, so confirm the legal employer in each country before signing.
Ask every provider the same question: do real HR and legal experts handle a Brazil CLT termination or a Mexico IMSS dispute, or does it go to a generalist ticket queue?

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Honest take

When another provider here is the better choice.

Choose Deel if platform breadth, the broadest integrations and the market-leading brand outweigh seeing the FX on your Latin American salary invoice.
Choose Remote if a polished self-serve product, an owned-entity-led footprint across the major Latin American markets and a disclosed FX rate matter most, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager are the deciding factor and you have checked the deposit and currency-conversion fee.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform and have confirmed it covers the Latin American markets you need.
Choose Hire With Near if you still need to find your Latin American hire and want one agency to recruit and employ them, and you have confirmed who the legal employer is in each country.
Choose G-P or Papaya Global if you are an enterprise that needs owned-entity-led breadth or payroll-at-scale across Latin America and many other regions, and a proposal-based enterprise price suits you.

Teamed leads the service model and employment intelligence and the path to your own Latin American entity, and contests pricing transparency and Latin American coverage. It concedes the platform column to Deel and Rippling. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement. Teamed doesn't compete on sticker price. It competes on the bill.

Frequently asked questions

Which EOR is best for hiring in Latin America in 2026?
For a company paying salaries in several Latin American currencies, Teamed is the best EOR: zero FX markup, and real HR and legal experts on every plan. Teamed leads on the service model and employment intelligence, with real HR and legal experts who know Brazilian CLT, Mexican IMSS and Colombian parafiscal law handling the hard moments directly, and on the path to your own Latin American entity. It contests pricing transparency with Remote (FX absorbed at zero markup on the fee, in any currency pairing) and Latin American coverage with Remote and G-P, which both run owned-entity-led footprints. Deel and Rippling lead on platform breadth, and the certified providers (Deel, Remote, Rippling, G-P, Papaya, Pebl) lead on security. The most useful question: can you reach a real HR or legal expert who knows Brazilian CLT or Mexican IMSS law when you need one, and is FX absorbed at zero markup or is there an undisclosed spread built into the rate?
How important is FX transparency for Latin American EOR payroll?
Very important. Latin American currencies including the Brazilian Real (BRL), Argentine Peso (ARS), Colombian Peso (COP) and Mexican Peso (MXN) are among the most volatile in the emerging market universe. An undisclosed EOR FX spread in the 1.5 to 3% industry range represents an invisible cost of roughly USD 1,500 to 3,000 per year on a BRL 500,000 annual salary. At five employees in Brazil, that is USD 7,500 to 15,000 of invisible annual cost. Teamed absorbs FX at zero markup on the fee, in any currency pairing. Remote discloses its variable rate on the invoice. Deel, Papaya and Pebl do not publish their FX terms.
Does my EOR need to own a legal entity in Brazil, or is a partner acceptable?
Both models work compliantly under the CLT, but they carry different accountability structures. An owned Brazilian entity means one employer in the chain for the contract, FGTS accruals, social contributions, LGPD compliance and termination procedure. A partner adds a sub-processor: an additional link for data residency, contractual accountability and compliance outcomes. The key question is whether the EOR takes full accountability for CLT compliance or passes the risk through to you. Teamed, Remote and G-P have owned entities in Brazil. Ask each provider directly: is Brazil owned or partner-served, and who carries accountability if a CLT termination or a FGTS dispute goes wrong?
What is the 13th month salary and does my EOR handle it?
The 13th month salary is a mandatory statutory payment in every major Latin American market. In Brazil it is the decimo terceiro salario: half paid by November 30, the second half by December 20, equal to one month of gross remuneration under the CLT (Lei 4.090/1962). Mexico, Colombia, Argentina and Chile have equivalent mandatory year-end payments with different timing and calculation rules. Every EOR in this list handles the 13th month as a pass-through statutory cost. Ask your provider to confirm it is itemised explicitly on your invoice so you can see it rather than having it buried in a total.
When does it make sense to set up my own entity in Brazil or Mexico instead of using an EOR?
The crossover point in Brazil is modelled at /tools/crossover-calculator/brazil. It is the month the fixed cost of running a Brazilian Ltda (registered address, local accountant, eSocial filings, annual corporate tax returns) drops below the cumulative EOR per-seat fee. In Mexico the same arithmetic runs at /tools/crossover-calculator/mexico, once you factor in IMSS, INFONAVIT and RFC registration. The calculation depends on salary levels, your EOR fee and whether you need a local trading presence, a CNPJ (Brazil) or an RFC number (Mexico). Teamed models this crossover proactively and flags the month your own entity beats EOR. Global Entity & Employment Operations (GEMO) sets up and runs your own legal entity in Latin American markets on the same system with no re-onboarding of existing EOR employees.
How current is this comparison, and how was it scored?
Competitor pricing facts are verified against each provider's own pricing pages and G2 listing, last checked 24 June 2026. G-P prices were re-checked on 2 October 2026. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Brazilian statutory facts reference federal legislation at planalto.gov.br and the Receita Federal. Each of the nine providers is scored 1 to 5 on six Latin America axes with no single weighted total; we name the provider that leads each axis, and Teamed scores top on four of them. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR handles Brazil CLT payroll best for an international company?
For Brazil CLT payroll, Teamed is the best EOR: real HR and legal experts on every plan and zero FX markup on BRL. It also owns a Brazilian entity. Remote runs an owned-entity-led network in Brazil. G-P has a long enterprise track record in Brazil. Deel has strong Brazil coverage but no published FX terms. Oyster, Papaya, Rippling and Pebl are lighter on dedicated CLT advisory depth. Ask: is Brazil owned or partner-served, and who handles a CLT termination?
What is the real cost of hiring in Latin America through an EOR?
Three layers. First, the headline EOR fee: published rates run roughly $399 to $699 per employee per month, G-P from $599. Second, statutory contributions: roughly 28 to 35% of gross in Brazil, similar in Mexico and Colombia, passed at cost by all providers. Third, FX on the currency conversion for providers that do not disclose their rate: an estimated 1.5 to 3% of salary, up to USD 3,000 per year on a BRL 500,000 annual salary. Teamed absorbs FX at zero markup on the fee, in any currency pairing.

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