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

Depends on priority. Teamed leads on FX transparency (zero markup, rate shown against mid-market) and real Latin American employment-law experts on every plan. Remote leads on owned-entity depth. Oyster on onboarding speed. Deel and Rippling on platform. G-P on enterprise governance. Papaya on payroll-at-scale. Ask any provider: real LatAm 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 and shows the rate against mid-market. Remote discloses its variable rate. Deel, Papaya and Velocity Global do not publish their FX terms.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 roughly 8 to 12 full-time employees, where a Brazilian Ltda running cost drops below the cumulative EOR fee. In Mexico around 10 employees. 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 facts verified 24 June 2026 from each provider's pricing page and G2 listing. Brazilian statutory facts from planalto.gov.br and Receita Federal. Eight providers scored 1 to 5 on five Latin America rubric criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Latin America · 2026

The best EOR providers in Latin America in 2026

No single winner. We scored eight EOR providers on a published rubric built around Latin America's rules: Brazil's CLT regime, 13th month salary obligations, high social contributions, and the currency volatility that makes FX transparency the most important cost variable in the region. Remote leads on owned-entity depth across its core EOR footprint. Teamed leads on FX transparency and the lifecycle to your own entity. Oyster leads on onboarding. Deel and Rippling lead on platform breadth.

Talk to an expert

Rated 4.8 on G2 for service

8
EOR providers scored on one Latin America rubric: $599
Teamed flat fee, FX absorbed at zero markup: 5
Owned Teamed entities across Latin America

Disclosure

This guide was produced by Teamed, one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the cheapest, and we say plainly where another provider is the better fit for your Latin America hire.

Last reviewed 24 June 2026By Tom Price-Daniel, Co-founder, Teamed

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

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 hidden 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 five Latin America rubric criteria. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same criteria as the rest.

Latin American compliance depth: Owned entities or vetted partners in the major Latin American markets, plus real HR and legal experts with country-specific Latin American employment-law depth who handle edge cases directly: a Brazil CLT termination, a Mexico IMSS dispute, a Colombia parafiscal question, an Argentina inflation adjustment. How fast a real employment-law expert responds at the hard moments is part of the score alongside entity structure.
Cost & FX transparency: Whether the headline fee is the real bill. FX margin on salary conversion disclosed and itemised is especially critical in Latin America, where currency volatility (BRL, ARS, MXN, COP) makes an undisclosed spread a material cost on every payroll run. No surprise setup, deposit or year-end fees.
Platform & self-serve: Dashboard depth, integrations and API surface for teams that want to run Latin American hiring themselves across multiple markets.
Onboarding & speed: Speed to first payroll in a Latin American market and how well the product keeps up with a fast-growing team adding people quickly across the region.
Lifecycle to entity: Whether the provider moves you from contractor to EOR to your own entity in Latin America on one system, models the crossover, and flags when the EOR model no longer fits.

How we gathered evidence

Competitor facts come from Teamed's global provider fact-cache, last verified 24 June 2026 against each provider's own pricing page and G2 listing. Where a provider does not publish pricing (G-P is quote-only; Rippling lists a figure only on its own blog), we say so rather than presenting an estimate as a published number. Brazilian statutory compliance facts reference the Receita Federal and federal legislation (planalto.gov.br). Teamed's claims come from teamed.global and KERNAL.

Considered & excluded

We scored the eight providers a rapidly growing company hiring across Latin America would realistically evaluate.

Skuad, Atlas: Capable but with a thinner public track record than the eight scored.
Remofirst, Native Teams: Lowest-price or micro-business positioning; a different buyer than this list.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Latin American compliance depth	Cost & FX transparency	Platform & self-serve	Onboarding & speed	Lifecycle to entity
Teamed(us)		Leads			Leads
Deel			Leads
Remote	Leads
Oyster				Leads
Rippling
Papaya Global
G-P (Globalization Partners)
Velocity Global (now Pebl)

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: rapidly growing companies hiring across Latin America that want FX shown against mid-market on every invoice, real HR and legal experts with country-specific depth on every plan, and one partner from first contractor in Brazil or Mexico to their own entity anywhere in the region.

Teamed is the advisory alternative built for fast-growing companies with a Latin American footprint. The cost wedge is honesty: it shows the applied FX rate against a mid-market reference on every invoice and absorbs it at zero markup on the fee. 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. 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 no AI bot wall 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 legal entity in 90+ 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; 180+ total reach with partners
Entity model: Owns entities in five Latin American markets (Argentina, Brazil, Colombia, Mexico, Uruguay) plus vetted partners across the broader region
Onboarding: Days, with real expert support through the transition
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-06-24
G2: 4.8/5

Strengths

Tells you the truth about FX cost. The applied rate sits next to the mid-market reference and is absorbed at zero markup on the fee. 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. Rated 4.8 on G2 for service.
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) across 90+ 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.
Smaller brand and review base than Deel or G-P. A procurement team that wants the market-leading name will take longer to clear it. ISO 27001 and SOC 2 are aligned with accreditation in progress, not yet held the way Deel holds them.
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: teams that want the broadest all-in-one platform and the deepest integration catalogue across Latin America, and are comfortable managing FX cost through channels other than the invoice.

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: the broadest native integration catalogue 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.

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. The dedicated Slack or Teams support channel sits on the Enterprise tier, from $899.

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 110+
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 Standard, from $899 Enterprise / employee / month · verified 2026-06-24
G2: 4.8/5

Strengths

The broadest all-in-one EOR platform in the category and the deepest integration catalogue, 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.
Holds ISO 27001 and SOC 2 certifications today, which clears a procurement security gate for a Latin American enterprise engagement.

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.
The dedicated Slack or Teams support channel sits on the Enterprise tier. On the Standard plan, 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 a 100%-owned entity network across its 90+ 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.

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, 90+ via owned EOR entities including major Latin American markets
Entity model: Markets a 100%-owned EOR entity network across its 90+ EOR countries; major Latin American markets owned
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 2026-06-24
G2: 4.6/5 (591)

Strengths

A 100%-owned entity network across its core 90+ 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. The product experience is among the best in the category for teams managing multi-country Latin American headcounts.
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/pricing

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.

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. 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 2026-06-24
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. Oyster leads the onboarding column on this rubric.
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 for a mid-size company making its first Latin American hires.

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 carries 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 2026-06-24
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.
Published support transparency, live rolling 90-day metrics and human-staffed chat, email and video, plus SOC 1 and SOC 2 Type II both held.
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 160+ 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: 160+ 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 2026-06-24
G2: 4.5/5 (53)

Strengths

A strong enterprise payroll and data backbone across 160+ 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.

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 53 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 speed or published pricing.

G-P runs over 100 legal entities of its own plus a 200+ partner network across 180+ countries, and Latin America sits firmly within its owned-entity footprint. That breadth is genuine, with a long enterprise track record. 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. (It markets itself as the number-one EOR by analysts; we report that as its own claim, not ours.)

For a rapidly growing company, it is usually heavyweight. G-P does not publish EOR pricing at all: it is quote-only, gated behind a demo request. Base-tier support runs through the G-P Assist AI assistant, while a dedicated customer success manager, quarterly reviews and direct access to G-P's HR and legal teams are reserved for the higher EOR Prime tier. A Latin American employment-law question at the wrong moment can land in an AI queue rather than with a real expert.

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 published pricing, speed and base-tier human support 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; base support via G-P Assist AI
Contractors: Yes, transparent self-serve product at $39/contractor/month
Pricing: Quote-only; no per-employee EOR price published · verified 2026-06-24
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.
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.
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 no EOR per-employee price on any of its own pages. Only a demo request and Request a proposal appear on the EOR pages, so a like-for-like Latin American comparison takes a full sales cycle.
Base-tier support runs through the G-P Assist AI assistant. A dedicated CSM, quarterly reviews and direct access to G-P HR and legal teams are reserved for the higher EOR Prime tier.
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

Velocity Global (now Pebl)

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 flat headline with an AI-first delivery model.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first global hiring platform. It brings broad reach across 185+ countries, with owned entities in 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 a flat $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 65; Latin American owned-vs-partner split not published
Entity model: 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, flat (FX terms not published) · verified 2026-06-24
G2: 4.6/5

Strengths

Broad reach across 185+ countries with owned entities in 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 flat 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.
Enterprise-grade compliance with ISO 27001:2022, SOC 2 Type 2 and GDPR, plus an in-house legal team backed by Baker McKenzie.

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 and shows the rate against mid-market on every invoice.	An itemised FX line avoids salary-reconciliation surprises on month-end payroll across multiple Latin American currencies.	A timestamped rate against a public reference is an auditable record 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.	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

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 one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front.
Ask about FX before you sign. Latin American currencies move sharply. An undisclosed EOR FX spread on BRL, MXN, COP or ARS payroll compounds with every payroll cycle. Teamed shows the applied rate against mid-market and absorbs it at zero markup on the fee.
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 on Latin American compliance depth if real HR and legal experts with country-specific LatAm depth matter more than platform breadth. Teamed leads this column on human advisory, with owned entities in Argentina, Brazil, Colombia, Mexico and Uruguay. Remote leads on owned-entity depth across the full EOR footprint.
Choose on cost transparency if a salary invoice you can read line by line matters. Teamed shows the FX rate against mid-market and absorbs it at zero markup. Deel, Papaya and Velocity Global do not publish their FX terms.
Choose Remote if a polished self-serve product, a fully owned EOR entity 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 Deel if platform breadth, the deepest integration catalogue and the largest brand outweigh a readable FX invoice.
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 speed or published pricing.
Choose Velocity Global (Pebl) 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.
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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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, a fully owned EOR entity 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 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 price is secondary.

Teamed leads cost transparency and the lifecycle from EOR to your own entity, and sits near the top of Latin American compliance on human advisory, not every column. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR is best for hiring in Latin America in 2026?
It depends on your priority. Teamed leads on FX transparency, with the applied rate shown against mid-market and absorbed at zero markup on every invoice, plus real HR and legal experts with Latin American employment-law depth on every plan. Remote leads on owned-entity depth, with a fully owned EOR network across its core EOR countries including the major Latin American markets. Oyster leads on onboarding speed. Deel and Rippling lead on platform breadth. G-P leads on owned-entity-led governance for large enterprises. Papaya Global leads on enterprise payroll consolidation at scale. 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 can you see the FX on your invoice?
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 shows the applied rate against a mid-market reference and absorbs FX at zero markup on the fee. Remote discloses its variable rate on the invoice. Deel, Papaya and Velocity Global 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 usually around 8 to 12 full-time employees, where 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 crossover is similar, around 10 employees, 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 facts come from Teamed's global provider fact-cache, last verified 24 June 2026 against each provider's own pricing page and G2 listing. Brazilian statutory facts reference federal legislation at planalto.gov.br and the Receita Federal. Each of the eight providers is scored 1 to 5 on five Latin America rubric criteria with no weighted total and no overall winner. 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 compliance: Teamed owns a Brazilian entity, gives real LatAm HR and legal experts on every plan, and absorbs FX at zero markup. Remote markets a fully owned EOR entity 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 Velocity Global 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 quote-only. 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 and shows the rate against mid-market.

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