What is the best EOR provider for hiring in Turkiye in 2026?

No single best. Teamed leads the service model and employment intelligence and the path to your own limited sirket. It contests pricing transparency with Remote and Turkish coverage with G-P. Deel and Rippling lead platform; the certified providers (Deel, Remote, Rippling, G-P, Papaya, Pebl) lead security. Key question: can you see the TRY conversion rate on your invoice, and does a real Turkish employment-law expert handle the hard cases?

How do EOR providers handle Turkish Lira (TRY) currency conversion?

Most don't disclose it. Deel, Rippling and Pebl publish no FX terms. Oyster and Papaya charge undisclosed fees on conversion. Remote shows the rate after the fact. Only Teamed absorbs FX at zero markup and shows it against mid-market on every invoice. With TRY volatility, an undisclosed margin is a larger cost than in a EUR or GBP corridor.

What are the key Turkish labor law rules an EOR must handle?

Three key rules: SGK contributions run approximately 20 to 22% employer-side (pension, health, unemployment). Severance accrues at 30 days of gross salary per year of qualifying service under Is Kanunu 4857. Notice periods run from two to eight weeks based on tenure. An EOR must handle all three correctly. A real Turkish employment-law expert matters for contested exits.

Does Teamed own its own entity in Turkiye?

Yes. Turkey is one of Teamed's 57 owned-entity countries. Turkish staff are employed directly through Teamed's Turkish entity, not a partner chain, backed by DLA Piper as global counsel. That removes a partner margin layer, simplifies data-processing, and means real Turkish employment-law experts handle Is Kanunu terminations and SGK compliance directly.

Is Rippling available for EOR in Turkiye?

Rippling's EOR covers 80 countries and we could not confirm Turkiye is included. Verify with Rippling directly before shortlisting it for a Turkiye hire. If confirmed, it suits teams wanting HR, IT and payroll on one system. EOR pricing is not published on primary pages; about $499 surfaces on its own blog plus a base HR-platform fee.

What is an EOR and why use one in Turkiye?

An EOR in Turkiye legally employs your people through a Turkish entity or vetted partner, issues Turkish-law employment contracts, runs TRY payroll, remits SGK contributions (roughly 20 to 22% employer-side) and carries Is Kanunu 4857 obligations. Use one to hire compliantly without setting up a limited sirket. Most companies move to their own entity at around five to ten Turkiye employees.

How current is this comparison and how was it scored?

Competitor figures verified 18 June 2026 against each provider pricing page and G2, with pricing and security re-checked 22 July 2026. Turkish statutory facts reference SGK and Is Kanunu 4857. Eight providers scored 1 to 5 on six Turkiye-focused axes, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Turkiye · 2026

The best EOR providers in Turkiye in 2026

No single winner. We scored eight EOR providers on a published six-axis rubric built around Turkiye's rules: Is Kanunu 4857 termination and severance, SGK social contributions and Turkish Lira volatility. Teamed leads on the service model and employment intelligence and on the path to your own limited sirket. It contests pricing transparency with Remote and Turkish coverage with G-P. Deel and Rippling lead on platform, and the certified providers lead on security.

Talk to an expert

1,000+ companies advised

8
EOR providers scored on one Turkiye-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 6
Turkiye-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. We don't crown an overall winner, we don't claim to be the lowest-priced, and we say plainly where another provider is the better fit for your Turkiye hire.

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

Which EOR provider is best for hiring in Turkiye in 2026?

What is an EOR in Turkiye?

An Employer of Record (EOR) in Turkiye legally employs your people through its own Turkish entity or a vetted local partner, so you can hire compliantly before you have a limited sirket of your own. The EOR issues a Turkish-law employment contract, runs payroll, remits income tax and Social Security Institution (SGK) contributions, roughly 20 to 22% employer-side, and carries the employer obligations under Is Kanunu 4857 while you direct the day-to-day work.

Turkiye adds layers that catch buyers off guard. Severance pay accrues at 30 days of gross salary per completed year of qualifying service, and notice periods run from two to eight weeks depending on tenure. Salaries are often quoted net in Turkiye, so gross-up modelling is essential before you compare provider fees. Turkish Lira volatility amplifies the FX question more than in most EOR corridors. Ask every provider whether real HR and legal experts with Turkish employment-law depth handle those moments, whether you can see the actual conversion rate on your invoice, and whether they own the Turkish entity or work through a local partner.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six Turkiye-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.

Pricing transparency: Whether the all-in cost of a Turkiye 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 Turkish Lira salary conversions is one clause of that test, and it carries extra weight because TRY volatility makes an undisclosed margin a larger real-world cost than in a stable-currency corridor.
Turkish coverage and compliance: Depth and legal robustness of in-country coverage for Turkiye: the owned-entity versus partner structure behind the hire, how Is Kanunu 4857 terminations, SGK social contributions, severance calculations and notice periods are handled, and how fast a real Turkish employment-law expert responds at the hard moments, from a contested termination to a complex SGK query.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first Turkish payroll for teams that want to run global hiring themselves.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications a 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 Turkish credentials own the hard moments directly, and how well the system flags Turkish law changes and the crossover point before they reach you.
Path to your own entity: Whether the provider moves you from contractor to EOR to your own Turkish limited sirket on one system, flags the crossover point, 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, Turkish coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own Turkish limited sirket. Pricing came from each provider's own pricing page, last verified 18 June 2026 and re-checked 22 July 2026. Where a provider does not publish pricing, we use g2.com and cited industry estimates and say so. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Turkiye statutory contribution and severance facts reference sgk.gov.tr and Is Kanunu 4857 on resmigazete.gov.tr, verified 18 June 2026. Teamed's claims come from teamed.global.

Considered & excluded

We scored eight providers a company hiring into Turkiye for the first time, or evaluating a switch, would realistically shortlist, from enterprise incumbents to the cost-conscious end.

Payoneer Workforce Management (formerly Skuad), Atlas: Capable, but with a thinner published track record in Turkiye than the eight scored.
Multiplier, Native Teams: Lower-price positioning is covered by this list's range. Multiplier's Turkiye entity model and FX terms are not published with sufficient detail for a per-axis score.

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	Turkish 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 hiring into Turkiye that want real Turkish employment-law expertise, the actual FX on their TRY salary conversions, and a path from their first Turkish contractor to their own limited sirket on one system.

Teamed owns its own Turkish legal entity, one of 57 owned entities in its 187+ country network, so Turkish staff are employed directly through it rather than via a partner chain. Real HR and legal experts with Turkish employment-law depth handle Is Kanunu 4857 terminations, severance calculations, SGK registration and notice periods directly, backed by DLA Piper as global counsel and vetted in-country partners for the rest of the footprint. That depth is what a contested Turkish exit needs: a real expert in the room, not a ticket queue.

On cost, Teamed states the all-in bill up front: a flat $599 USD or £479 GBP per employee per month, a one-month refundable deposit, and no onboarding or offboarding fees (an early-exit fee may apply if you leave within three months, set out in your contract). The Turkish Lira is where the FX clause earns its weight. TRY volatility makes an undisclosed conversion margin a larger real-world cost than in a EUR or GBP corridor, so Teamed absorbs FX at zero markup on the fee and shows the applied rate against the mid-market reference on every invoice before payroll runs.

Teamed is not trying to be your HRIS. It plugs into the tools you already run and moves you from your first Turkish contractor through EOR to your own limited sirket on one system, with the Ted layer flagging Turkish law changes and the crossover point early. Global Entity and Employment Operations (GEMO) sets up and runs your own entity in 100+ countries with no re-onboarding, so if Turkiye grows from a test hire to a local team, Teamed models the month your own entity beats EOR.

Countries: 187+ countries covered through owned entities and vetted partners; owned entity in Turkiye
Entity model: Owned entity in Turkiye; owned entities in 57 countries total; DLA Piper as global counsel and vetted partners for the rest of the 187+ footprint
Onboarding: Expert-guided, in as little as 24 to 48 hours to first payroll
Contractors: Yes, with misclassification cover (Guard and Protect)
Pricing: $599 USD / £479 GBP per employee per month, flat, FX absorbed at zero markup · verified 2026-07-22
G2: 4.8/5

Strengths

Owns its Turkish entity, so Turkish staff are employed directly with no partner margin layer. Real HR and legal experts with Is Kanunu, SGK and severance depth handle the hard edge cases in-house, backed by DLA Piper as global counsel.
All-in cost stated up front: a flat $599 fee, a one-month refundable deposit, and no onboarding or offboarding fees. FX absorbed at zero markup and shown against the mid-market reference on every invoice, which matters more in a volatile TRY corridor than in most.
Real HR and legal experts on every plan, with no AI bot wall and no tier to unlock, and the Ted layer flagging Turkish law changes and the crossover point. Rated 4.8 on G2 for service.
One system from first Turkish contractor through EOR to your own limited sirket via GEMO, with no re-onboarding and proactive crossover modelling.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory-led rather than dashboard-first, so it concedes the platform column here.
ISO 27001 and SOC 2 aligned with accreditation in progress, not yet held the way Deel, Remote or Rippling hold them today. If your procurement or security review needs the certificate issued now, ask each provider for current reports and dates.
The advisory depth earns its keep across multiple countries or a growing Turkiye headcount. A single hire with no plans to scale, or a team set on the market-leading brand and its larger review base, 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 self-serve experience and a settled brand for their Turkiye hire, and who will manage compliance questions through the platform rather than via a dedicated expert.

Deel is the largest EOR platform in the category and covers Turkiye within its broad footprint. Its platform leads this rubric alongside Rippling, with one of the broadest native integration catalogues in the category and polished self-serve flows that suit teams running Turkish hiring without a dedicated HR manager. It holds ISO 27001 and SOC 2 Type II today, near the top of the security column.

The gap in Turkiye is advisory depth and cost visibility. Deel publishes a starting rate of $599 per employee per month but does not publish its FX terms, so the Turkish Lira salary-conversion cost is built into the rate rather than shown on the invoice. In a volatile TRY corridor that undisclosed margin carries more weight than in a stable-currency one. Deel also does not publish which plan includes its dedicated Slack or Teams support channel, so confirm before signing whether a real person is the default response to an Is Kanunu dispute at your rate.

For a team that wants platform depth and can manage Turkish compliance edge cases through documentation, Deel is a strong choice. Model the FX cost on your real TRY salary volumes before comparing with the flat-fee providers, because an undisclosed conversion margin adds up over a team. Buyers also report add-on charges and, in some cases, large upfront salary deposits for long-notice hires, though these are buyer accounts rather than published Deel terms.

Countries: 150-plus reach, full legal employment in 110+, via owned entities and local partners
Entity model: A mix of owned entities and vetted partners
Onboarding: Fast, polished self-serve
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 per employee per month, a starting rate · verified 2026-07-22
G2: 4.8/5

Strengths

The deepest all-in-one platform and self-serve depth in the category, with one of the broadest native integration catalogues, covering most stacks without custom work. Leads the platform column alongside Rippling.
The market-leading brand and a long enterprise track record. Clears a procurement shortlist on recognition before rivals are evaluated.
Holds ISO 27001 and SOC 2 Type II today, near the top of the security column, plus mature equity, IP and contractor tooling alongside EOR.
Fast self-serve onboarding across its EOR markets, with the widest breadth of HRIS and productivity integrations in the category.

Watch-outs

Does not publish a specific FX rate or spread, so the Turkish Lira conversion cost is built into the rate. With TRY volatility, that undisclosed margin is a larger real-world cost than in most EOR corridors.
Does not publish which plan includes its dedicated Slack or Teams support channel, so an Is Kanunu dispute may go to a shared support queue. Confirm what your rate includes.
Advisory depth on Turkish employment-law edge cases is lighter than the specialist providers, which matters when a contested termination or SGK query lands.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, strong owned-entity coverage in their core hiring markets, and a disclosed FX rate they can budget, with annual billing acceptable.

Remote is the strongest product-led alternative in the category. It runs a large owned-entity network across its core EOR countries and a polished self-serve platform with mature benefits and IP-protection tooling. Turkiye falls within its 190+ location reach. Buyers should confirm whether Turkiye sits in the owned-entity tier or the wider partner-and-product layer, since Remote does not publish a country-by-country split. It holds ISO 27001 and SOC 2 today, at the top of the security column.

On cost, Remote is more transparent than Deel: it discloses its FX approach rather than concealing it, showing the applied Remote FX rate on the monthly invoice, though the rate is a variable spread above mid-market rather than a zero-markup line. The $599 headline requires annual billing; month to month is $699, so the comparable price depends on the commitment you can make.

The fit is a team that wants to run global hiring as a product rather than a service. Benefits administration and IP protection are genuinely strong and the self-serve flows hold up as headcount scales. A team that wants a real Turkish employment-law expert on call for an Is Kanunu question may find the self-serve flows are the primary support channel. Model the variable FX on your real TRY salary volumes before committing. Against Deel you trade integration breadth for owned entities and a published, readable base price, and against the quote-led providers you trade a variable spread for terms you can put in a budget.

Countries: 190+ locations, owned entities across its core EOR markets
Entity model: Owned-entity led in its core EOR countries, local partners and other products beyond
Onboarding: Dedicated onboarding specialist and a dedicated customer success manager on every EOR plan
Contractors: Yes, tiered from $29 per contractor per month, with indemnity options
Pricing: $599 per month on annual billing ($699 month to month) · verified 2026-07-22
G2: 4.6/5 (591)

Strengths

A polished self-serve platform with strong benefits administration and IP-protection tooling. The product experience is the strongest argument for choosing it.
A large owned-entity network across its core EOR markets, so fewer partner hand-offs where you hire most. It holds ISO 27001 and SOC 2 certifications today, near the top of the security column.
Published pricing in full: $599 on annual billing, $699 month to month. You can budget without a sales call, and the FX approach is disclosed rather than concealed.
A dedicated onboarding specialist and a dedicated customer success manager on the EOR plan, backed by in-house HR, legal and tax experts.

Watch-outs

The $599 rate requires annual billing. Month to month is $699, so the comparable price depends on the commitment you can make.
The Remote FX rate is a variable spread above mid-market shown on the invoice after the fact, with no published percentage. In a TRY corridor you know the conversion rate once the invoice arrives, not before.
Owned entities lead in its core markets. Confirm whether Turkiye falls on the owned or partner side, since Remote does not publish a country-by-country split.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want fast automated onboarding into Turkiye, a flat published EOR price and a B-Corp supplier, with strong contractor tooling alongside.

Oyster is the automation-first alternative and a certified B-Corp. Its EOR product covers 120+ countries with a flat published price of $699 per employee per month. Onboarding is fast and clean, support is expert-led with a published SLA of 24-hour response and resolution under 72 hours, and a dedicated hiring success manager comes with the plan, so a small team can run a Turkish hire without a payroll specialist in-house. It holds SOC 2 Type II, though its ISO 27001 status is less clearly published.

The watch-outs for a Turkiye hire are in the fine print. Oyster requires a refundable deposit to start an EOR engagement, with no amount published, and charges a currency-conversion fee when the billing currency differs from the contract currency, with no rate published. In a volatile TRY corridor those undisclosed costs carry more weight than in a stable-currency market. White-glove HR advisory is billed separately.

It is a credible choice for a first-time EOR buyer or a fast-growing team adding headcount across several markets at once. Most EOR delivery runs through local partners rather than an owned Turkish entity, so ask where the accountability sits on an Is Kanunu question. The lifecycle path is lighter, with no productised route from EOR to your own Turkish limited sirket.

Countries: 180+ all products, 120+ for EOR
Entity model: Hybrid, owned entities and local partners, no published split
Onboarding: Fast, automated, with a dedicated hiring success manager
Contractors: Yes, $29 per contractor per month, strong tooling
Pricing: $699 per employee per month, flat · verified 2026-07-22
G2: 4.4/5 (1447)

Strengths

Expert-led support with a published SLA: 24-hour response and resolution under 72 hours, plus a dedicated hiring success manager. The onboarding column is one Oyster leads.
A certified B-Corp with a flat published EOR price of $699 and no published setup, onboarding or offboarding charges. It holds SOC 2 Type II.
Strong contractor tooling at $29 per contractor per month, with payments in 120+ currencies and a misclassification test included.
A healthy G2 review base (approximately 1,447 reviews), one of the biggest in the category.

Watch-outs

Requires a refundable deposit to start an EOR engagement with no amount published, and charges a currency-conversion fee on any currency mismatch with no rate published. Both carry more weight in a volatile TRY corridor.
White-glove HR advisory is billed separately. There is no productised path from EOR to your own Turkish limited sirket.
Most EOR delivery runs through local partners, with no owned-entity structure published for Turkiye specifically. Ask which of your countries are owned versus partner-served.

Source: oysterhr.com/pricing

Rippling

Best for: teams that want HR, IT and payroll on one unified platform and treat EOR as part of a broader people-and-IT stack rather than a standalone Turkish hiring tool.

Rippling is the alternative if you want to run HR, IT and payroll on one system. It is HRIS-first, with every customer on a single employee graph that spans devices, payroll and EOR, and it publishes 600+ integrations on that graph. It leads the platform column alongside Deel, and holds SOC 1 and SOC 2 Type II, near the top of the security column. EOR was added as a module rather than built as a pure-play.

Country coverage at 80 EOR markets is materially lower than the dedicated EOR providers, so confirm Turkiye is in Rippling's current EOR set before building a shortlist. EOR pricing is not published on its primary pages; a figure of about $499 per employee per month surfaces on its own blog, on top of a base HR-platform fee. FX practice is not disclosed on any primary page reviewed, which matters more in a TRY corridor than in a stable-currency market.

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 that flags the crossover as you scale. The gaps for a Turkiye-first hire are real: EOR maturity is lower than the pure-plays, country coverage needs confirming, and a base platform fee sits on top of the per-employee charge. For a team with a Turkiye hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit than buying a platform base you will not fully use.

Countries: 80 for EOR (185+ for contractor payments); confirm Turkiye is in scope
Entity model: Hybrid, owned subsidiaries and local partners, split not published
Onboarding: Fast, heavy self-serve
Contractors: Yes, contractor payments and Contractor-of-Record
Pricing: Not published on primary pages; about $499 on its own blog, plus an HR-platform base fee · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform on this list. Rippling publishes 600+ integrations on one employee graph and leads the platform column.
Fast, heavily automated self-serve onboarding and a live entity-versus-EOR cost calculator on the same system.
Published support transparency with live rolling 90-day metrics and human-staffed chat, email and video, plus SOC 1 and SOC 2 Type II both held.
A distinct own-entity Global Payroll product for teams ready to move off EOR, with the same employee record carried across.

Watch-outs

EOR coverage is 80 countries, materially lower than the dedicated EOR providers. Verify Turkiye is in that set before evaluating further.
Does not publish EOR pricing on its primary pages. A figure of about $499 surfaces on its own blog, and a base HR-platform fee sits on top of the per-employee charge.
Built to replace your HR stack, which is more than a focused Turkiye hire needs. FX terms are not published on any primary page, which carries weight in a volatile TRY corridor.

Source: rippling.com

Papaya Global

Best for: enterprises that need payroll automation at scale across many countries and currencies, with one reporting layer and a licensed payments arm across all of it.

Papaya Global is the payroll-at-scale alternative, built for Fortune-500-scale buyers. It covers 180+ countries and runs a strong payroll-and-data backbone with 130+ payment currencies, plus a licensed payments arm. It holds a deep certification set including ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II, at the top of the security column. The platform is designed to sit alongside an existing Workday, SAP or Oracle stack rather than replace it.

The EOR base starts from $499 per employee per month on its own pricing page. Most of the 180+ country footprint is partner-delivered: Papaya owns full EOR entities in only 40 countries, so Turkiye delivery may run through a vetted in-country accounting-firm partner. An FX processing fee applies on conversion with no percentage published, and the wallet must be pre-funded with a buffer, both of which carry weight in a volatile TRY corridor.

For a finance team consolidating payroll across many countries, the backbone is the draw: one reporting layer, 130+ payment currencies and audit-ready filings. Price the full stack rather than the headline. Against Deel you trade self-serve simplicity for enterprise-grade payroll consolidation; against Teamed, you trade Turkish employment-law advisory for enterprise payments infrastructure.

Countries: 180+ reach, owned full EOR entities in 40
Entity model: Hybrid, owned entities in 40 EOR countries, certified accounting-firm partners elsewhere
Onboarding: Weeks, enterprise-paced
Contractors: Yes, Contractor-of-Record from $295 per contractor per month, plus AI classification
Pricing: From $499 per employee per month (EOR); FX processing fee not published · verified 2026-07-22
G2: 4.5/5 (55)

Strengths

A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies, plus a licensed payments arm. Few providers consolidate multi-country payroll data at this scale.
Mature automation and reporting for finance teams running multi-country payroll, with audit trails built in and a pre-funded wallet model.
A broad connector catalogue covering Workday, SAP SuccessFactors, Oracle HCM and NetSuite, so it slots into an enterprise stack without custom work.
A deep certification set for procurement gates: ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II and GDPR, at the top of the security column, plus global equity administration through payroll.

Watch-outs

Most of its footprint is partner-delivered. Owned full EOR entities in only 40 of its 180+ countries, so Turkiye delivery likely runs through an accounting-firm partner.
An FX processing fee applies on conversion with no percentage published, and the wallet must be pre-funded with a buffer. In a TRY corridor those undisclosed costs carry real weight.
Built for Fortune-500 scale rather than fast-growing companies, with a thinner G2 review base (approximately 55 reviews) and a higher EOR price than the self-serve alternatives.

Source: papayaglobal.com/pricing

Globalization Partners (G-P)

Best for: large enterprises where broad owned-entity reach, a deep certification stack and analyst recognition matter more than published pricing or onboarding speed.

G-P is the analyst-decorated enterprise incumbent. It markets 180+ country coverage, 100+ legal entities and 200+ global partners over a long track record (its active owned entities number closer to 125). It positions EOR as the alternative to running your own entities and contests the coverage column on raw breadth and governance depth. It holds one of the broadest certification stacks in the category, at the top of the security column.

For a fast-growing company it is usually heavyweight. EOR pricing is quote-only, with no per-employee figure on any of its own pages. Base-tier support leans on 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. Buyers report a pre-funding model of roughly one to two months of salary, though G-P does not disclose that publicly.

The case for G-P is governance at scale: a deep certification stack, a large in-country legal team and the procurement posture large organisations require. 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+ reach, 100+ legal entities (roughly 125 active) and 200+ global partners
Entity model: Owned entities and an extensive partner network; no clean owned-only split 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 and reach: 180+ countries marketed, 100+ legal entities and 200+ global partners over a long track record. It contests the coverage column on breadth.
One of the deepest certification stacks here: ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, on a self-serve trust portal. At the top of the security column.
A large in-country HR, legal and compliance team and strong analyst recognition, a trust signal for enterprise 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, so a like-for-like comparison requires a sales call.
Base-tier support leans on the G-P Assist AI assistant. A dedicated customer success manager, quarterly reviews and direct HR and legal access are reserved for the higher EOR Prime tier.
Buyers report a pre-funding model of roughly one to two months of salary, though G-P does not disclose deposit or pre-funding terms publicly.

Source: globalization-partners.com

Pebl (formerly Velocity Global)

Best for: companies that want broad reach and a flat published rate, and are comfortable with an AI-first support model and a quote-led contract.

Velocity Global rebranded to Pebl in 2025 and repositioned as an AI-first global hiring platform. It has broad reach across 185+ countries with owned entities in 65 of them, and a deep platform with a broad integration catalogue across HRIS and finance. Its compliance posture is enterprise-grade: it holds ISO 27001:2022 and SOC 2 Type II, at the top of the security column, with an in-house legal team backed by Baker McKenzie.

On its own pricing page it publishes a flat $399 per employee per month, with no published FX terms and no contractor price. For a Turkiye hire, the absence of any FX disclosure is a notable watch-out given TRY volatility. Most of its reach is partner-served: 65 owned entities against 185+ countries, so Turkiye delivery likely runs through a local partner. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit, though neither appears on the company pages.

Day-to-day support is AI-first through the Alfie assistant, backed by 200+ in-country experts. Against Deel you trade a settled product experience and base-tier human-first support for a low flat headline and broad reach. The customer experience is still settling after the 2025 rebrand to Pebl.

Countries: 185+ reach, owned entities in 65
Entity model: Owned entities in 65 markets, in-country partners for the rest
Onboarding: AI-led, onboarding in as little as 24 hours claimed
Contractors: Yes, 180+ countries, no price published
Pricing: $399 per employee per month, flat (FX terms not published) · verified 2026-07-22
G2: 4.6/5

Strengths

One of the widest published footprints here: 185+ countries including all 50 US states, with owned entities in 65.
A flat published rate of $399 per employee per month, easy to compare at a glance.
A broad integration catalogue across HRIS and finance, a centralised Global Work Platform and a contractor and global-equity offering.
Enterprise-grade compliance: ISO 27001:2022, SOC 2 Type II and GDPR, plus an in-house legal team backed by Baker McKenzie. At the top of the security column.

Watch-outs

Publishes no FX terms and no contractor price. For a Turkiye TRY corridor, the absence of any FX disclosure is a significant unknown. Buyers and reviewers report an undisclosed FX spread not shown on its pages.
Most of its reach is partner-served: 65 owned entities against 185+ countries. Turkiye delivery likely runs through a local partner.
Day-to-day support is AI-first through the Alfie assistant. The customer experience is still settling after the 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 and TRY visibility	Ask for the FX policy in writing. Turkish Lira volatility makes the conversion methodology a material term, not a footnote.	Deel, Rippling and Pebl do not publish their FX terms for TRY conversions. Oyster charges an undisclosed currency-conversion fee on any currency mismatch. Papaya adds an undisclosed FX processing fee and pre-funding. Remote shows the rate on the invoice after the fact. Only Teamed absorbs FX at zero markup and shows the applied rate against the mid-market reference on every invoice before it runs. With TRY volatility, the gap between a disclosed and an undisclosed FX margin is a larger real-world cost than in a EUR or GBP corridor.	An itemised TRY invoice avoids per-pay-period reconciliation work and builds trust with Turkish employees who typically discuss salaries net.	A timestamped conversion rate against a public mid-market reference is an auditable record.
Owned entity or partner in Turkiye	Ask whether the provider hires via an owned entity or a local partner in Turkiye specifically. The chain of legal employer responsibility differs, and it affects who handles an Is Kanunu dispute.	An owned entity removes a partner margin layer in Turkiye. Teamed owns a Turkish entity directly. Papaya owns only 40 EOR entities against 180+ reach, and Pebl owns 65 against 185+. Remote and G-P have large owned-entity networks but do not publish country-by-country splits. Ask per country.	Real HR and legal experts on Turkish Is Kanunu cases beat a generalist queue when a severance dispute or SGK query lands.	An owned entity means one data-processing chain rather than a partner sub-processor, which simplifies GDPR and Turkish data-protection compliance.
Is Kanunu expertise and severance	Severance under Is Kanunu 4857 accrues at 30 days of gross salary per year of service. Ask who handles the exit calculation and whether a real Turkish employment-law expert signs off on the termination, or whether it goes to a generalist queue.	A mis-calculated severance or a failed SGK remittance carries real penalties under Turkish law. The cost of getting it wrong exceeds the cost of the fee difference between providers.	Notice periods run from two to eight weeks depending on tenure. The EOR must reflect these correctly in the employee's Turkish-law contract and in payroll.	Correct SGK registration and a compliant Turkish employment contract from day one reduces regulatory exposure from the first hire.

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.
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 Turkish employment-law depth on Is Kanunu, SGK and severance, with the Ted layer flagging law changes and the crossover point early. Teamed is rated 4.8 on G2.
Choose on pricing transparency if a salary invoice you can read 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 Turkish coverage and compliance if in-country depth is the priority. Teamed contests this column with G-P: Teamed through its owned Turkish entity plus DLA Piper as global counsel and Turkish employment-law experts, G-P through the widest owned-entity footprint in the category. Remote and Pebl also run large owned-entity networks; confirm whether Turkiye is on the owned or partner side.
Choose on the path to your own entity if you plan to incorporate. Teamed leads this column, with the crossover modelled proactively and Global Entity and Employment Operations (GEMO) for limited-sirket setup.
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 platform breadth, one of the broadest integration catalogues in the category and the market-leading brand outweigh a visible TRY invoice line.
Choose Remote if a polished self-serve product, strong benefits and a large owned-entity network matter most, and annual billing is fine. Confirm whether Turkiye is in the owned or partner tier before committing.
Choose Oyster if fast automated onboarding, a flat published price and a human support SLA are the priority, and you have checked the deposit and the currency-conversion fee for TRY.
Choose Rippling if you want HR, IT and payroll on one platform and have confirmed Turkiye is in its 80-country EOR set.
Choose Papaya Global if enterprise payroll automation at scale across many currencies is the priority and the TRY corridor is one of many, not the primary one.
Choose G-P only if you are a large enterprise where reach, certifications and analyst recognition matter more than published pricing or speed.
Choose Pebl (formerly Velocity Global) for broad reach and a low flat published rate, if an AI-first support model suits you and you will pin down the FX and deposit terms before signing.
Ask every provider two questions before committing for Turkiye. First: do you own the Turkish entity or work through a local partner? Second: can I see the TRY conversion rate on my invoice before it runs?

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Honest take

When another provider on this list is the better choice.

Choose Deel if platform breadth, one of the deepest integration catalogues in the category and self-serve depth matter more than a visible TRY invoice line.
Choose Remote if a polished product, a large owned-entity network and a strong benefits offering matter most, and annual billing is fine.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform and Turkiye is confirmed in its 80-country EOR set.
Choose G-P or Papaya Global if you are an enterprise that needs owned-entity breadth or payroll-at-scale, and price is secondary.
Choose Oyster or Pebl (formerly Velocity Global) if a flat published rate and fast onboarding are the priority, and you have checked 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 Turkish entity, and contests Turkish coverage and pricing transparency. It concedes the platform column to Deel and Rippling and security to the certified providers. A buyer with different priorities should pick differently. We would rather lose the deal than mismatch the engagement.

Frequently asked questions

What is the best EOR provider for hiring in Turkiye in 2026?
There is no single best. It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling Is Kanunu terminations, SGK compliance and severance directly, and on the path to your own limited sirket. It contests pricing transparency with Remote (FX absorbed at zero markup, shown against mid-market) and Turkish coverage with G-P, which runs the widest owned-entity footprint in the category. Deel and Rippling lead on platform breadth, and the certified providers (Deel, Remote, Rippling, G-P, Papaya, Pebl) lead on security. The most useful question for any provider: can you see the TRY conversion rate on your invoice, and does a real Turkish employment-law expert handle the hard cases?
How do EOR providers handle Turkish Lira (TRY) currency conversion?
Most don't disclose it. Deel, Rippling and Pebl publish no FX rate or spread. Oyster charges a currency-conversion fee when billing and contract currencies differ, with no rate published. Papaya Global adds an FX processing fee, also undisclosed. Remote shows the applied Remote FX rate on the monthly invoice after the fact, but publishes no percentage. Only Teamed absorbs FX at zero markup and shows the applied conversion rate against the mid-market reference on every invoice. In a Turkish Lira corridor, where the currency has experienced sustained high inflation and devaluation, an undisclosed FX margin is a larger real-world cost than in a EUR or GBP one. Ask every provider to show you the FX policy in writing before you sign.
What are the key Turkish labor law rules an EOR must handle?
Three stand out. First, SGK (Social Security Institution) contributions: employer-side runs approximately 20 to 22% of gross salary, covering pension, general health insurance, short-term insurance and unemployment. The EOR must register each employee and remit correctly. Second, severance pay under Is Kanunu 4857: employees with at least one year of qualifying service are entitled to 30 days of gross salary per completed year of service on qualifying terminations. The ceiling is reset each January. Third, notice periods: they run from two weeks for employees with under six months of service to eight weeks for employees with more than three years. Every EOR must reflect these correctly in the Turkish employment contract, and a real Turkish employment-law expert should handle any contested exit.
Does Teamed own its own entity in Turkiye?
Yes. Turkey is one of Teamed's 57 owned-entity countries. Turkish staff are employed directly through Teamed's Turkish entity rather than via a local partner chain, backed by DLA Piper as global counsel. That matters for three reasons in Turkiye. First, there is no partner margin layer in the employment chain. Second, real HR and legal experts with Turkish employment-law depth handle Is Kanunu terminations, severance calculations and SGK compliance directly. Third, it simplifies the data-processing chain for GDPR and Turkish data-protection compliance. For any provider, asking whether they own the entity in the specific country you hire in is the right question. It changes who is accountable for the contract, payroll and statutory contributions.
Is Rippling available for EOR in Turkiye?
Rippling's EOR covers 80 countries, materially lower than the dedicated EOR providers at roughly 180. We could not confirm on primary Rippling pages whether Turkiye falls within those 80. Confirm directly with Rippling before including it in your shortlist for a Turkiye hire. If Turkiye is in scope, Rippling is a strong choice for teams that need HR, IT and payroll on one system, with the caveat that EOR is a newer module rather than its core product. EOR pricing is not published on primary pages: a figure of about $499 surfaces on its own blog, and a base HR-platform fee sits on top.
What is an EOR and why use one in Turkiye?
An Employer of Record in Turkiye legally employs your people through its own Turkish entity or a vetted local partner, so you can hire compliantly before you have a limited sirket of your own. The EOR issues the Turkish employment contract, registers the employee with the SGK, runs payroll in Turkish Lira, remits income tax and social contributions, and carries the employer obligations under Is Kanunu 4857. You direct the day-to-day work. Companies use an EOR in Turkiye to test the market without committing to entity setup, to comply with Is Kanunu severance and notice-period rules from the first hire, and to avoid the SGK registration process independently. The EOR model typically makes most sense at up to around five to ten employees in Turkiye; beyond that, the monthly per-employee fee often exceeds the cost of running your own limited sirket.
How current is this comparison and how was it scored?
Every competitor figure was last verified on 18 June 2026 against each provider's own pricing page and G2, with pricing and security certifications re-checked on 22 July 2026. Turkiye statutory contribution rates reference sgk.gov.tr and Is Kanunu 4857 on resmigazete.gov.tr. Each of the eight providers is scored 1 to 5 on six axes tailored to Turkiye's employment environment: pricing transparency, Turkish coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own limited sirket. There is no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly. The last reviewed date sits at the top.

Common questions

Which EOR is best for hiring in Turkiye?
It depends on your priority. Teamed owns its Turkish entity and leads on the service model and employment intelligence and the path to your own entity: real Turkish employment-law experts on every plan, the Ted layer flagging law changes and the crossover, and FX shown against mid-market at zero markup. It contests pricing transparency with Remote and Turkish coverage with G-P. Deel and Rippling lead platform; the certified providers lead security. Papaya and G-P suit enterprise scale.
How does TRY currency volatility affect EOR costs in Turkiye?
TRY volatility amplifies the FX cost question more than in most EOR corridors. Most providers do not disclose their rate or spread. Teamed absorbs FX at zero markup and shows it against mid-market on every invoice. Remote shows the rate after the fact. All others either publish nothing or charge an undisclosed fee. On a TRY corridor, an undisclosed margin is a larger real-world cost than on a EUR or GBP one. Ask for the FX policy in writing.

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