Do I need an EOR to hire in the United States if I am a non-US company?

Generally yes if you have no US entity. A non-US company cannot put a US worker on its home payroll: you need a US employer to file FICA, pay state taxes and issue W-2s. An EOR provides that. The crossover to your own entity is typically 5 to 15 US employees. Teamed models it proactively.

What is different about hiring through EOR in the US versus Canada?

Both need a local employer. US: 50-state registration, FLSA, state-specific rules, plus benefits expected (health, 401k). Canada: provincial employment standards (Ontario, BC, Alberta, Quebec each differ), CPP and EI federal, but Quebec has QPP and QPIP plus French-language contract requirements. Ask any provider whether it has real employment-law depth in both countries.

What are the main employer payroll costs in the US and Canada?

US: FICA 7.65% (Social Security 6.2% up to $176,100 plus Medicare 1.45%), FUTA 6% on first $7k offset by SUTA, workers' comp varies by state, plus benefits (roughly 20 to 30% extra on a competitive hire). Canada: CPP ~5.95% on pensionable earnings, EI ~2.32% employer share. Every EOR passes these through at cost.

When does it make sense to set up my own US or Canadian entity instead of using an EOR?

US crossover is typically 5 to 15 employees depending on state and salary levels. Canada runs per province, usually 5 to 10. The exact point depends on your EOR fee and fixed entity running costs. Teamed models the crossover proactively. Global Entity and Employment Operations (GEMO) sets up your US or Canadian entity across 100+ markets with no re-onboarding.

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

Facts verified 17 June 2026 from each provider pricing page and G2, security re-checked 22 July 2026. US statutory facts from IRS.gov, Canadian from Canada Revenue Agency. Eight providers scored 1 to 5 on six North America-focused axes, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in North America · 2026

The best EOR providers for North America in 2026

Q: Which EOR is best for hiring in the US and Canada in 2026?

Depends on priority. Teamed leads the service model and employment intelligence and the path to your own entity, with owned US and Canadian entities and a 4.8 G2 rating. It contests pricing transparency with Remote and North American coverage with Rippling. Rippling and Deel lead platform; the certified providers lead security. Ask any provider: a real expert on your plan, or a generalist ticket queue?

No single winner. We scored eight EOR providers on a published six-axis rubric built for the United States and Canada: pricing transparency, North American coverage and compliance, platform, security, the service model, and the path to your own entity. Teamed leads on the service model and employment intelligence and on the path to your own US or Canadian entity. It contests pricing transparency with Remote and North American coverage with Rippling, whose US-native multi-state depth is genuine. Rippling and Deel lead on platform, and the certified providers lead on security.

Talk to an expert

Rated 4.8 on G2 for service

8
EOR providers scored on one North America-focused rubric: $599
Teamed flat fee per employee per month, same headline as Deel: 6
North America-focused rubric axes, no overall winner

Disclosure

This guide was produced by Teamed, one of the eight providers scored below on the same rubric as the rest. Teamed owns both a US and a Canadian legal entity. 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 North American hire.

Last reviewed 22 July 2026By Tom Price-Daniel, Co-founder, Teamed

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

What is an EOR in North America?

An Employer of Record in North America is the legal employer for workers you direct day to day, across the United States and Canada. In the United States it registers in every state where your employees live, runs payroll to that state's rules, withholds and remits federal and state income tax, files FICA, pays workers' compensation and unemployment insurance, and issues W-2s at year end. In Canada it handles provincial employment contracts, remits CPP and EI contributions to the CRA, and meets the distinct rules of each province, including French-language contracts in Quebec.

North America is a demanding EOR jurisdiction on two fronts. In the US no two states share the same payroll tax table, paid-leave statute, or misclassification rule, and benefits such as health insurance and 401k are not statutory but expected on any competitive hire. In Canada, employment standards are set at the provincial level: Ontario, British Columbia, Alberta and Quebec each have their own ESA, and Quebec adds CNESST, QPIP and the Charter of the French Language on top. Ask any provider whether your specific states and provinces are served by an owned entity and whether real HR and legal experts handle edge cases directly.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six North America-focused axes. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same axes as the rest and leads the service model and employment intelligence and the path to your own entity. It contests pricing transparency with Remote and North American coverage with Rippling, whose US-native home-market depth is genuine. Rippling and Deel lead platform, and the certified providers lead security.

Pricing transparency: Whether the all-in cost of a North 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, notice and exit terms. The FX rate on cross-currency conversions, such as USD billing for CAD-paid staff or GBP and EUR billing for US staff, is one clause of that test, not the whole frame.
North American coverage and compliance: Depth and legal robustness of in-country coverage across the United States and Canada: state-by-state US payroll registration, FICA and unemployment filing, workers' compensation and misclassification risk under California AB5 and the federal FLSA, plus Canadian provincial employment standards and the distinct Quebec requirements (CNESST, QPIP, Charter of the French Language). The owned-entity versus partner structure behind each state and province, the strength of the US benefits expected on a competitive hire (health insurance, 401k), and how fast a real employment-law expert responds at the hard moments.
Platform and self-serve: Dashboard depth, native integrations with US payroll and HRIS tools (ADP, BambooHR, Gusto and major 401k providers), Canadian payroll connectors, and the API surface for teams that want to run North American hiring themselves across multiple states and provinces.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications a US or Canadian 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 US and Canadian credentials own the hard moments directly, and how well the system flags a state or provincial law change 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 US C-Corp, LLC or Canadian corporation on one system, flags the crossover point where your own entity beats EOR on cost, and can set up the entity through a service like Global Entity and Employment Operations (GEMO).

How we gathered evidence

The six axes are pricing transparency, North American coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own US or Canadian entity. Pricing came from each provider's own pricing page, last checked on 17 June 2026 (Deel last checked 7 July 2026). Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Where a provider does not publish pricing (G-P) or surfaces it only on its own blog (Rippling), we say so rather than presenting a third-party estimate as the provider's own number. US statutory facts reference IRS.gov and California Legislative Information. Canadian statutory facts reference the Canada Revenue Agency (canada.ca). Teamed's claims come from teamed.global.

Considered & excluded

We scored the providers a company looking to hire in the United States and Canada in 2026 would realistically shortlist.

Multiplier, Native Teams: Capable for some markets, but a thinner North America compliance track record and fewer US-specific benefits integrations than the eight scored.
Gusto, Justworks, TriNet: Strong US PEO and payroll platforms, but primarily co-employment models rather than EOR, which changes the employer-liability structure.

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	Pricing transparency	North 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
Oyster
Rippling
Papaya Global
Globalization Partners (G-P)
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: fast-growing companies with a North American footprint that want a readable invoice, a real person on every plan, and one partner from the first US or Canadian contractor through EOR to their own entity.

Teamed is the advisory alternative for companies that want to know the truth about their North American employment costs. It owns both a US and a Canadian legal entity (confirmed 2026-06-17), so your US and Canadian employees are employed directly rather than through a partner chain. It also models the month a US C-Corp or Canadian corporation starts to beat EOR, a conversation most EOR providers do not have proactively.

The cost wedge is transparency. The $599 flat fee is the whole bill, with no setup or offboarding fees and a one-month refundable deposit set out in the contract. FX on cross-currency conversions is absorbed at zero markup on the fee and shown against a mid-market reference, which matters for an international company billing in GBP or EUR for US staff, or paying Canadian staff in CAD. Real HR and legal experts with US and Canadian employment-law depth handle edge cases directly on every plan, with no AI assistant wall and no Enterprise tier to unlock, and the Ted layer flags a state or provincial law change and the crossover point early. The service rating is 4.8 on G2.

Teamed isn't trying to be your HRIS. It plugs into the major HRIS and payroll platforms you already run and is the partner you choose for your North American team. Global Entity and Employment Operations (GEMO) sets up and runs your own entity in 100+ countries, including US C-Corp or LLC formation and Canadian incorporation, on the same system with no re-onboarding when the model changes.

Countries: 187+ countries covered through owned entities plus vetted partners (owned US and Canada entities; 57 owned entities in total)
Entity model: Owns both a US legal entity (covering all 50 states) and a Canadian entity; vetted partners cover the rest of the 187+ footprint
Onboarding: As little as 24 to 48 hours to first payroll, with real expert support through the transition
Contractors: Yes, with misclassification cover (Guard and Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed at zero markup · verified 2026-07-22
G2: 4.8/5

Strengths

Owns both a US and a Canadian legal entity, employing your North American staff directly. Real HR and legal experts with US and Canadian employment-law depth are on every plan, backed by the Ted layer, with no AI bot wall and no Enterprise tier required. Rated 4.8 on G2 for service.
The $599 flat fee is the whole bill: no setup or offboarding fees, a one-month refundable deposit set out in the contract, and FX on cross-currency conversions absorbed at zero markup and shown against the mid-market reference. Material for an international company billing in non-USD currencies for North American staff.
One partner from the first US or Canadian contractor through EOR to your own entity on one system, no re-onboarding. Global Entity and Employment Operations (GEMO) models the crossover and sets up entities in 100+ countries including the US and Canada.
Proactive advisory, not just payroll. Teamed models the point where your own entity makes more sense than EOR and flags it before you overpay.

Watch-outs

Lighter self-serve platform and shallower API than Rippling or Deel. The model is advisory rather than dashboard-first, which suits a growing team better than a high-volume self-serve buyer, so it concedes the platform column here.
Smaller brand and review base than Deel or Remote, so less recognition with a procurement team that wants the market leader. On security, Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so the certificate is not in hand yet while several rivals here hold current certifications.
The advisory model earns its weight across multiple countries or a growing North American headcount. A single hire with no growth plans may suit a lighter self-serve platform better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest all-in-one platform, the deepest integration catalogue and the strongest brand in the category, and can accept an invoice that does not show the FX conversion.

Deel is the market-leading all-in-one global payroll, EOR and HR platform, with the deepest self-serve product and one of the broadest native integration catalogues in the category. For North American hiring it covers all 50 US states and Canada through its mix of owned entities and vetted partners, with a fast onboarding flow and mature contractor and misclassification tooling alongside EOR.

The reasons companies look past Deel are consistent for North American hiring. Deel does not publish its FX terms, so the salary-conversion cost on CAD pay or cross-currency USD billing is built into the rate rather than shown on the invoice. Deel does not publish which plan includes its dedicated Slack or Teams support channel. For a US or Canadian hire where local employment-law questions need a quick answer, that support detail is worth confirming before you sign.

Against US-focused alternatives, Deel leads on platform depth and integration breadth, and its onboarding flow is fast across both countries. For a team that wants a readable invoice and a real employment-law expert on every plan, the platform lead does not fully offset the transparency gap.

Countries: 150-plus reach, full legal employment in 130+ including the US and Canada
Entity model: A mix of owned entities and vetted partners; no US or Canada entity split published
Onboarding: Fast, deep self-serve across all 50 US states and Canada
Contractors: Yes, mature contractor and misclassification tooling (Deel Shield)
Pricing: From $599 / employee / month, a starting rate · verified 2026-07-22
G2: 4.8/5

Strengths

The deepest all-in-one platform and one of the broadest native integration catalogues in the category, with a fast onboarding flow across both the US and Canada. Leads the platform column on this rubric alongside Rippling.
Covers all 50 US states and Canada, with mature contractor and misclassification tooling, equity and IP tooling alongside EOR, and the highest brand recognition in the category.
Holds ISO 27001 and SOC 2 certifications today, near the top of the security column, which a US or Canadian enterprise procurement team will check.
The market-leading brand and a long enterprise track record, clearing a procurement shortlist on recognition alone.

Watch-outs

Does not publish its FX terms, so the salary-conversion cost is not visible as a line on the invoice for CAD or cross-currency US billing.
Dedicated Slack or Teams support channel not published per plan; confirm what your rate includes.
Buyers report add-on charges and, in one account, a large upfront salary deposit for a long-notice hire, though these are buyer reports and not published Deel terms.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve platform, owned entities in the US and Canada, and a published price they can budget without a sales call.

Remote is the strongest product-led alternative for North American hiring. It covers the United States and Canada through its owned-entity network, which spans 90+ EOR countries, and runs a polished self-serve platform with a mature benefits and IP product. Pricing is published at $599 on annual billing or $699 month to month, and there is no mandatory deposit for standard EOR engagements.

Remote is more transparent than Deel on FX, but only after the fact. Remote applies a variable Remote FX rate to cross-currency lines and shows the rate used on the monthly invoice, with no published percentage. For a Canadian hire billed in CAD, or an international company billing in GBP for US staff, the spread is present but not quantified in advance.

The fit is a team that wants to run North American hiring as a product rather than a service. Benefits administration, IP protection and the self-serve flows are mature. Against Deel you trade integration breadth for owned entities in your key markets, a published price and no mandatory deposit on standard EOR.

Countries: 190+ locations, 90+ for full owned-entity EOR including the US and Canada
Entity model: Owned-entity led in its core 90+ EOR countries including the US and Canada; partners cover the rest
Onboarding: Dedicated onboarding specialist plus a customer success manager
Contractors: Yes, tiered from $29 per contractor per month with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-07-22
G2: 4.6/5 (591)

Strengths

Covers the United States and Canada through its own entities, with a polished self-serve platform, strong benefits administration and IP-protection tooling.
Pricing published at $599 on annual billing and $699 month to month, with no mandatory deposit for standard EOR. Budget without a sales call, which puts it level with Teamed on pricing transparency.
A 100%-owned entity network across its core 90+ EOR countries, including the US and Canada, meaning fewer partner hand-offs in your most important markets.
A dedicated onboarding specialist and a customer success manager on the EOR plan, backed by in-house HR, legal and tax experts. It holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column.

Watch-outs

The $599 rate requires annual billing. Month to month is $699, so the comparable price depends on the commitment you can make upfront.
The Remote FX rate is a variable blended rate shown after the fact on the invoice, with no published percentage, not a zero-markup or itemised mid-market line.
Owned entities cover the core 90+ EOR markets; beyond them delivery runs through partners, so ask which of your countries are owned and which are partner-served.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into the US and Canada with a flat published price and a B-Corp supplier.

Oyster is the automation-first choice for getting North American hires done quickly. Onboarding is fast and clean, with a dedicated Hiring Success Manager consistently praised in reviews. A 24-hour response and sub-72-hour resolution SLA is published, and the EOR price is a flat $699 per employee per month. The product is built so a small team can run a US or Canadian hire without a payroll specialist in-house.

Oyster covers the US and Canada, but does not publish which markets are served by owned entities and which by partners. That is worth confirming when state-specific compliance edge cases come up. White-glove HR advisory is billed separately at $300 per hour, so North American employment-law depth is not fully included in the subscription.

Pricing is predictable, which suits a first-time EOR buyer, and B-Corp certification carries weight with procurement teams that screen on values. There is no productised path from EOR to your own US or Canadian entity, which can become a limitation as North American headcount grows. Against Deel you trade platform breadth for speed, a published flat price and a strong customer-success relationship.

Countries: 120+ for EOR, 180+ all products
Entity model: Hybrid; owns or partners with local entities; US and Canada entity status not published
Onboarding: Fast, automated, with a dedicated Hiring Success Manager
Contractors: Yes, $29 per contractor per month
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 fastest routes to a first North American payroll on this list.
Certified B-Corp with a flat published $699 headline and free essentials including setup, onboarding, HR-expert access and termination processing. Procurement teams that screen on values get a straightforward yes.
Holds SOC 2 Type II and GDPR compliance, a mature security posture for a US or Canadian enterprise hire, though its ISO 27001 status is less clearly published.
Strong contractor tooling at $29 per contractor per month with misclassification protection, multi-currency payments and country-specific IP agreements.

Watch-outs

Does not publish whether the US and Canada are owned-entity or partner-served. Confirm this before committing to a state or province where compliance edge cases matter.
White-glove HR advisory is billed separately at $300 per hour. A complex US state or Canadian provincial employment-law question can land on a meter rather than inside the subscription.
No productised path from EOR to your own US or Canadian entity, and requires a refundable deposit to start an engagement, with no amount published.

Source: oysterhr.com/pricing

Rippling

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

Rippling is the US-native alternative. It was founded in San Francisco and North America is its home market. For US hiring, its HR, IT and payroll tooling is the most deeply integrated in the category: 600+ native integrations, deep multi-state payroll compliance across all 50 states, and a benefits administration product that handles health insurance, 401k, FSA and COBRA natively on one platform. New US and Canadian hires slot into the same workflow as every other employee in your company.

EOR is the newer part of the Rippling product, delivered through a hybrid mix of Rippling-owned subsidiaries and partners across 80 EOR countries. It does not publish EOR pricing on its primary pages: a $499 starting figure appears only on Rippling-owned blog listicles, and a base HR-platform fee sits on top of the per-employee EOR charge. The EOR country coverage is materially lower than the dedicated EOR providers at 80 countries, so confirm both the US and Canada are covered and get the all-in monthly number before you compare.

The consolidation thesis is the point. If you are buying an HRIS, device management and payroll anyway, EOR rides the same employee record, and Rippling publishes a live entity-versus-EOR cost calculator. For a team that just needs to hire one or two people in the US or Canada, a dedicated EOR is usually a cleaner fit than buying the full platform.

Countries: 80 for EOR (185+ for contractor payments)
Entity model: Hybrid, owned subsidiaries plus partners; the owned-versus-partner split across US and Canada is not published
Onboarding: Fast, heavy self-serve; white-glove reserved for enterprise
Contractors: Yes, contractor payments plus Contractor-of-Record
Pricing: Not published on primary pages; $499 starting figure cited on Rippling blogs, plus a base platform fee · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform on this list, with 600+ native integrations. North America is its home market, and its deep multi-state payroll and benefits depth makes it a co-leader on North American coverage alongside Teamed. Leads the platform column alongside Deel.
Deep US benefits administration built natively: health insurance, 401k, FSA and COBRA handled on the same platform as HR and payroll, without a third-party connector, a core part of competitive US coverage.
Fast, heavily automated self-serve onboarding, with device and app provisioning built into the same workflow. The most integrated platform experience for a North American first hire.
Published rolling 90-day support metrics and SOC 1 and SOC 2 Type II, plus ISO 27001. A strong security posture for a US or Canadian enterprise procurement gate.

Watch-outs

EOR is less mature than the core Rippling product, covering 80 countries via a hybrid of owned subsidiaries and partners. Coverage is materially lower than the dedicated EOR providers. Buyers report an undisclosed security deposit and, in one account, a coverage gap when a hire hit a statutory employment cap.
Does not publish EOR pricing on its primary pages. The $499 figure surfaces only on Rippling-owned blogs, and a base HR-platform fee sits on top of the per-employee EOR charge.
Built to replace your HR stack, which is more than a focused North American hire needs. The all-in monthly cost, platform base plus EOR fee, requires a conversation rather than a price page.

Source: rippling.com/eor

Papaya Global

Best for: enterprises running multi-country payroll at scale, where North America is one part of a much larger global footprint that needs one reporting layer.

Papaya Global is the payroll-at-scale choice for enterprises managing North America alongside many other markets. Its platform reaches 180+ countries, handles 130+ payment currencies, and adds a licensed payments arm. For a finance team consolidating multi-country payroll in one reporting layer with a Workday, SAP or Oracle integration, the backbone is genuinely strong.

EOR starts from $499 per employee per month on Papaya's own pricing page, but the model is enterprise. Most of the EOR footprint is partner-delivered: Papaya owns full EOR entities in only 40 countries against its 180+ reach. Confirm whether the US and Canada are among the owned 40. An FX processing fee applies on conversion, with no percentage published and country-variable margins supplied through your CSM. The wallet must be pre-funded with a buffer.

For a rapidly growing company, the backend is often more weight than needed. The fit is a finance team that already runs multi-country payroll across many markets and wants North America folded into the same automation layer. Against Deel you trade self-serve simplicity for finance-grade payroll consolidation at scale.

Countries: 180+ reach, 40 via owned EOR entities
Entity model: Hybrid; 40 owned EOR entities, the majority of the footprint partner-delivered
Onboarding: Weeks, enterprise-paced
Contractors: Yes, COR and AOR plus AI-plus-human classification
Pricing: From $499 / employee / month; FX processing fee not published · verified 2026-07-22
G2: 4.5/5 (53)

Strengths

A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies, plus a licensed payments arm. Few providers consolidate multi-country payroll at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll. North America consolidation is a subset of a global automation story.
A broad connector catalogue including Workday, SAP SuccessFactors, Oracle HCM and NetSuite, slotting into an enterprise stack without custom work.
Deep certification stack: ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II and GDPR, near the top of the security column, plus global equity administration through payroll.

Watch-outs

Owns full EOR entities in only 40 of its 180+ countries. Confirm whether the US and Canada are among the owned 40 before committing.
An FX processing fee applies on conversion, with no percentage published and country-variable margins supplied via your CSM. The wallet must be pre-funded with a buffer.
Built for Fortune-500 scale rather than fast-growing companies. A thin G2 review base of roughly 53 reviews and an enterprise-paced model make it a poor fit for a first North American hire.

Source: papayaglobal.com/pricing

Globalization Partners (G-P)

Best for: large enterprises where the widest owned-entity-led footprint, long North American track record and analyst recognition matter more than published pricing or advisory speed.

G-P is the analyst-recognised enterprise incumbent with 180+ country coverage, one of the widest owned-entity networks in the category (active owned entities number closer to 125), and 200+ global partners. It has operated in North America for many years, and its US and Canadian compliance footprint is mature. For a large enterprise running a major North American operation where governance and audit are the primary bar, G-P clears it as completely as any provider here, which is why it contests the coverage column.

For a rapidly growing company it is usually heavyweight. EOR pricing is quote-only, gated behind a demo, with no per-employee figure on any of its own pages. Base-tier support runs through the G-P Assist AI assistant, while a dedicated customer success manager and direct access to G-P HR and legal teams are reserved for the higher EOR Prime tier.

The case for G-P in North America is governance at scale, a long enterprise track record, a deep certification stack and strong procurement posture. Procurement, security and legal reviews tend to pass it quickly because it is built to be reviewed. Against Deel you trade published pricing, speed and base-tier human support for enterprise breadth and analyst recognition.

Countries: 180+ country coverage via owned entities plus 200+ partners (active owned entities closer to 125)
Entity model: Owned-entity led (active owned entities closer to 125) plus an extensive partner network; per-country split not published
Onboarding: Enterprise governance, AI-led base support
Contractors: Yes, self-serve contractor product at $39 per contractor per month
Pricing: Quote-only; no per-employee EOR price published · verified 2026-07-22
G2: 4.4/5 (1028)

Strengths

Genuine enterprise-grade scale: 180+ country coverage, one of the widest owned-entity networks in the category (closer to 125 active entities) and 200+ partners, with a long North American track record.
One of the deepest compliance and security certification stacks here: 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-country HR, legal and compliance team and strong analyst recognition, a trust signal for enterprise US or Canadian buyers.
A transparent, 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 a request-a-proposal CTA, so a like-for-like comparison takes a sales cycle.
Base support runs through the G-P Assist AI assistant. A dedicated success manager and direct HR and legal team access are reserved for the higher EOR Prime tier.
Buyers report a pre-funding model of roughly one to two months salary, though G-P does not disclose deposit or pre-funding terms publicly.

Source: globalization-partners.com

Pebl (formerly Velocity Global)

Best for: companies with broad reach needs and a simple flat headline who can accept an AI-first support model and a quote-led contract for complex situations.

Velocity Global rebranded to Pebl in September 2025 and is repositioning as an AI-first global hiring platform. It brings 185+ country reach, owned entities in 65 markets, and all 50 US states are covered within its footprint. The published headline is a flat $399 USD per employee per month, marketed as the company lowest standard pricing, and no mandatory deposit is disclosed on its public pricing page.

Most of Pebl's reach is partner-served: 65 owned entities against 185+ countries. Confirm whether your specific US states and Canadian provinces are owned or partner-served. No FX rate or spread is published anywhere on its own pages, so model the conversion on your real North American salary before comparing with the flat-fee providers. Day-to-day support is AI-first through the Alfie assistant, routing to human specialists for complex questions.

Customer experience is still settling after the September 2025 rebrand. For a team hiring a handful of people in the US or Canada without M&A or immigration complexity, a specialist advisory provider gives a more direct line to employment-law depth. Pebl's value shows up when the engagement spans many countries and the flat headline is the primary driver.

Countries: 185+ reach, 65 owned entities (all 50 US states covered within footprint)
Entity model: 65 owned entities plus in-country partners for the rest; which US states and Canadian provinces are owned is not published
Onboarding: AI-led, fast
Contractors: Yes, 180+ countries
Pricing: $399 / employee / month, flat; FX terms not published · verified 2026-07-22
G2: 4.6/5

Strengths

One of the widest published footprints, 185+ countries including all 50 US states and Canada, with owned entities in 65 markets.
A simple flat published headline of $399 per employee per month, the lowest on this list, easy to compare at a glance before modelling the all-in cost.
A deep platform and integration catalogue across HRIS and finance plus a centralised Global Work Platform, with AI-first support routing to 200+ in-country experts.
Enterprise-grade compliance: ISO 27001:2022, SOC 2 Type 2 and GDPR, near the top of the security column, plus an in-house legal team backed by Baker McKenzie.

Watch-outs

Publishes no FX terms, and buyers and reviewers report an undisclosed FX spread and a refundable security deposit not disclosed on its pages.
Most of its reach is partner-served: 65 owned entities against 185+ countries. Ask which US states and Canadian provinces are covered by an owned entity.
Day-to-day support is AI-first through the Alfie assistant, and the 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
US state and Canadian provincial compliance	Ask whether the provider owns its US and Canadian entities or uses partners, and whether real HR and legal experts handle employment-law edge cases directly across all 50 states and the 10 provinces.	Rippling is the US-native compliance leader with the deepest 50-state payroll depth. Remote and Teamed own US and Canadian entities. G-P has the longest North American enterprise track record. Deel, Papaya, Oyster and Pebl do not publish whether the US and Canada are owned or partner-served.	You want a real HR or legal expert when a California AB5 classification question comes up fast, or a Quebec CNESST notice arrives. Ask whether that expert is directly reachable on your plan.	An owned US entity means one data-processing chain for GDPR and CCPA purposes, without a partner sub-processor in the loop.
FX on North American salaries	Ask for the FX policy in writing. For an international company billing in GBP or EUR for US staff paid in USD, or paying Canadian staff in CAD, the spread is material.	Rippling, Deel, Papaya Global and Pebl do not publish their FX terms. Remote discloses a variable rate on the invoice after the fact, with no percentage. Teamed shows the applied rate against mid-market and absorbs FX at zero markup on the fee. Industry analysis puts an undisclosed EOR FX spread at roughly 1.5 to 3% of salary, unattributed.	A readable FX line on every invoice removes the monthly reconciliation question and gives your finance team an auditable record.	A timestamped rate against a public reference is an auditable record under both US and Canadian bookkeeping requirements.
Benefits as part of a competitive US hire	Benefits are not a statutory requirement in the US but are expected on any competitive hire, and they sit inside the coverage question. Ask which health insurance carriers the provider works with, what the 401k options are, and how workers' compensation is handled across each state.	Rippling has the deepest native US benefits administration, with health insurance, 401k, FSA and COBRA handled in-product. Deel and Remote both offer US benefits in-product. Teamed, Oyster and Papaya offer benefits but with less native depth than the HRIS-first providers.	A competitive US hire expects medical, dental and vision from day one. A weak benefits offering loses the candidate before the contract is signed.	Benefits data lives in the EOR system. Ask each provider how health insurance and 401k data is stored and whether it stays in the United States.

Decision checklist

Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term or termination 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.
Choose on the service model and employment intelligence if ongoing human expertise matters more than platform breadth or price. Teamed leads this column: direct access to real HR and legal experts with US and Canadian employment-law depth, with the Ted layer flagging a state or provincial law change and the crossover point early. Teamed is rated 4.8 on G2.
Choose on pricing transparency if a salary invoice you can read matters. Teamed and Remote lead here with published, itemised terms; Teamed absorbs FX at zero markup against the mid-market reference, while Remote discloses a variable spread. Deel publishes a starting rate but not its FX terms, and the quote-led providers (G-P, Papaya, Rippling, Pebl) sit lower.
Choose on North American coverage and compliance if 50-state and provincial depth is the priority. Teamed contests this column with Rippling: Teamed through owned US and Canadian entities plus DLA Piper as global counsel, Rippling through US-native multi-state payroll and benefits depth. Remote owns US and Canadian entities too, and G-P brings the widest owned-entity footprint.
Choose on the path to your own entity if you plan to set up your own US C-Corp, LLC or Canadian corporation. Teamed leads this column, modelling the crossover proactively and running entity setup via Global Entity and Employment Operations (GEMO) across 100+ markets.
Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, G-P, Papaya and Pebl hold current certifications. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
Choose Deel if the broadest platform, the deepest integration catalogue and the market-leading brand matter most for your North American hire.
Choose Remote if you want a polished self-serve product, owned entities in the US and Canada, and a published price, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager matter more than North American employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform for all 50 states plus Canada, and can absorb a base platform fee on top of EOR.
Choose Papaya Global if enterprise payroll automation across North America and many other markets is the priority, a partner-delivered hire in some markets is acceptable, and a finance-grade data backbone is the requirement.
Choose G-P only if you are a large enterprise where the widest owned-entity-led footprint and analyst recognition matter more than published pricing or advisory speed.
Choose Pebl (formerly Velocity Global) for the lowest published headline and broad reach, if an AI-first support model suits you and you have confirmed the FX and deposit terms.
Ask every provider one question before you sign: are your specific US states and Canadian provinces served by an owned entity, and do real HR and legal experts handle employment-law edge cases directly, or does it go to a generalist ticket queue?

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Honest take

When another provider here is the better choice.

Choose Rippling if US compliance depth, US benefits administration and a unified HR, IT and payroll platform across North America matter more than an advisory service model or lifecycle advice.
Choose Deel if the broadest platform, the deepest integrations and the market-leading brand outweigh seeing the FX on your North American salary invoice.
Choose Remote if a polished self-serve product, owned entities in both the US and Canada, and a published price matter most, and annual billing is fine.
Choose G-P or Papaya Global if you are an enterprise where owned-entity-led breadth or payroll-at-scale matters more than advisory agility or published pricing.
Choose Oyster or Pebl (formerly Velocity Global) if fast onboarding or the lowest headline fee is the deciding factor, once you have confirmed the deposit and FX terms.
Choose a certified provider such as Deel, Remote, Rippling, G-P, Papaya or Pebl if your procurement review needs ISO 27001 or SOC 2 in hand today.

Teamed leads the service model and employment intelligence and the path to your own entity, and contests pricing transparency and North American coverage. It concedes the platform column to Deel and Rippling and security to the certified providers. Rippling genuinely co-leads North American coverage because North America is its home market. 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 the US and Canada in 2026?
It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling US and Canadian employment law directly, and on the path to your own entity, with owned US and Canadian entities and a 4.8 G2 service rating. It contests pricing transparency with Remote (FX absorbed at zero markup, shown against mid-market) and North American coverage with Rippling, whose US-native multi-state payroll and benefits depth is genuine. Rippling and Deel lead on platform breadth, and the certified providers (Deel, Remote, Rippling, G-P, Papaya, Pebl) lead on security. The most useful question for any of them: can you reach a real HR or legal expert when you want, and can you see the FX on your invoice?
Do I need an EOR to hire in the United States if I am a non-US company?
Generally, yes, unless you have already registered your own US legal entity. A non-US company cannot simply put a US worker on its home-country payroll. You need a US employer in the chain to file FICA, pay federal and state unemployment insurance, carry workers' compensation and issue W-2s at year end. An EOR provides that employer without you incorporating a C-Corp or LLC first. Once your US headcount grows to the point where EOR fees exceed the cost of running your own entity (typically 5 to 15 employees, depending on state and salary levels), the calculation shifts. Teamed models this crossover proactively.
What is different about hiring through EOR in the US versus Canada?
Both require a local employer in the chain, but the compliance layers differ. In the United States the employer must register in every state where the worker lives, comply with federal FLSA and state-specific minimum wage, overtime, paid-leave and workers' compensation rules, plus benefits expectations (health insurance, 401k). In Canada, employment is regulated provincially: Ontario, British Columbia, Alberta and Quebec each have their own Employment Standards Act, and Quebec adds Civil Code employment, the Charter of the French Language (French-language contracts), CNESST workplace safety and QPIP parental benefits on top. CPP and EI are federal, but Quebec runs its own QPP and QPIP schemes. An EOR provider covering both countries needs real legal depth in both, not just one.
What are the main employer payroll costs in the US and Canada?
In the United States, FICA runs 7.65% of wages (6.2% Social Security up to $176,100 in 2025, plus 1.45% Medicare with no cap). Federal unemployment insurance (FUTA) is 6% on the first $7,000 of each employee's wages, offset by state unemployment (SUTA) credits that vary by state. Workers' compensation rates vary by state and job classification. Benefits are not statutory but add a further 20 to 30% of base salary on a competitive US hire. In Canada, CPP runs at approximately 5.95% of pensionable earnings up to C$68,500 (2024). EI runs at approximately 2.32% of insurable earnings for the employer (1.4 times the employee rate), up to C$63,200. Every EOR passes these statutory costs through at cost on top of its management fee.
When does it make sense to set up my own US or Canadian entity instead of using an EOR?
The crossover point in the United States is typically between 5 and 15 full-time employees, where the fixed cost of running a C-Corp or LLC (registered agent, state filings, payroll admin) becomes lower than the cumulative EOR per-seat fee. In Canada the calculation is similar but runs per province: once your headcount in a single province passes roughly 5 to 10 employees, a provincial or federal incorporation starts to compete with EOR on cost. The exact number depends on your salary levels, your EOR fee, and whether you need a local trading presence. Teamed models this crossover explicitly and flags the month your own entity beats EOR. Global Entity and Employment Operations (GEMO) sets up and runs your own entity in 100+ countries, including the US and Canada, on the same system with no re-onboarding.
How current is this comparison, and how was it scored?
Every competitor figure is verified against each provider's own pricing page and G2, last checked on 17 June 2026, with security certifications re-checked on 22 July 2026. US statutory facts reference IRS.gov. Canadian statutory facts reference the Canada Revenue Agency. Each of the eight providers is scored 1 to 5 on six North America-focused axes with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

What is the best EOR provider for hiring in North America?
Depends on priority. Teamed owns US and Canadian entities, leads the service model and employment intelligence, and models the entity crossover. It contests pricing transparency with Remote (FX at zero markup) and North American coverage with Rippling, the US-native platform with the deepest multi-state payroll and benefits depth. Deel and Rippling lead platform; the certified providers lead security. For a first North American hire: a provider that shows the FX, has a real person on your plan, and tells you when your own entity makes more sense.
Teamed vs Rippling vs Deel for North America, which should I choose?
All three hire compliantly in the US and Canada. Rippling is US-native with the deepest North American compliance and native benefits (health, 401k, COBRA), leading platform and co-leading coverage, but EOR covers only 80 countries and pricing is not on its primary pages. Deel has the broadest platform and fastest onboarding and holds current certifications, but does not publish FX or which plan includes its dedicated support channel. Teamed owns US and Canadian entities, shows FX at zero markup on every invoice, and includes a real employment-law expert on every plan plus the Ted layer and a modelled path to your own entity. Rippling for unified HR/IT/payroll, Deel for broadest integrations, Teamed for a transparent invoice and advisory depth.

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