Do I need an EOR to hire someone in the United States?

Without a US legal entity, tax ID and state payroll registrations you cannot run US payroll directly. An EOR provides all of that plus workers' compensation, benefits and W-2s on your behalf. The alternative is a US C-Corp or LLC, which takes eight to twelve weeks to set up. EOR gets you hiring in days and converts to your own entity later.

What makes EOR in the United States different from other countries?

Three standouts: 50 state jurisdictions each with different rules; benefits (health insurance, dental, vision, 401k) are not statutory but expected and make up a large part of US employment cost; and at-will employment across most states means no statutory notice period but higher misclassification risk. Ask any provider about California, multi-state workers and executive job titles.

Does Teamed own a US entity, or use a partner?

Teamed owns its US legal entity. The United States is one of 57 countries where Teamed operates its own entity (confirmed 2026-06-17), so US workers are employed directly. The remaining countries in its 187+ footprint use vetted partners. Ask any provider whether your country is owned or partner-served. It affects accountability and cost.

How much does EOR in the United States cost in 2026?

Headline fees: Pebl $399 flat, Papaya from $499, Teamed and Deel both from $599 (Teamed absorbs FX at zero markup), Remote $599 annual ($699 month to month), Oyster $699 flat, Rippling blog-only $499, G-P quote-only. Add FICA at 7.65% employer share, state unemployment, workers' compensation and health insurance on top. Expect $800 to $1,500 additional per employee per month for a fully-loaded US hire with benefits.

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

Figures verified 17 to 18 June 2026 against each provider pricing page and G2, security certifications re-checked 22 July 2026. Eight providers scored 1 to 5 on six US-focused axes, no overall winner. Where pricing is not published on primary pages, we say so. Reviewed quarterly, pricing re-verified monthly.

Best EOR in the United States · 2026

The best EOR providers in the United States in 2026

Q: Which EOR provider is best for hiring in the United States in 2026?

There's no single best. Teamed leads on the service model and employment intelligence and on the path to your own US entity. It contests pricing transparency with Remote and US coverage with Rippling. Deel and Rippling lead on platform; the certified providers lead on security. Oyster leads on onboarding and a flat price. G-P and Papaya suit enterprises. Ask: can I reach a real US employment-law expert and see the FX on my invoice?

No single winner. We scored eight EOR providers on a published six-axis rubric built around the US market: 50-state payroll and tax compliance, California AB5 classification, benefits and 401(k) administration, and the month your own US entity beats EOR. Teamed leads on the service model and employment intelligence and on the path to your own entity. It contests pricing transparency with Remote and US coverage with Rippling. 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 US-focused rubric: $599
Teamed flat fee per employee per month, FX absorbed at zero markup: 6
US-focused rubric axes, no overall winner

Disclosure

This guide was produced by Teamed, which is one of the eight providers scored below on the same rubric as the rest. Teamed operates through its own US 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 US hire.

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

Which EOR provider is best for hiring in the United States in 2026?

What is an EOR in the United States?

An Employer of Record in the United States is the legal employer for workers you direct day to day. It registers in every state where your employees work, runs payroll to that state's rules, withholds and remits federal and state income tax, pays FICA and unemployment insurance, files workers' compensation, and issues W-2s at year end. International companies expanding into the United States and US companies hiring outside their home state are the two most common buyers.

The United States is one of the more demanding EOR jurisdictions in the category. No two states share the same payroll tax table, paid-leave statute, or misclassification rule. California's AB5 test applies a stricter ABC standard than the federal Fair Labor Standards Act. Benefits are not statutory but expected: a competitive US hire typically arrives with health insurance, dental, vision and 401(k) access. Every EOR here delivers through a mix of owned entities and vetted local partners. Ask which states are served by an owned entity and what health insurance carriers the provider works with.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six US-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 US hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, deposit and exit terms. The FX rate on any non-dollar salary conversion is one clause of that test, not the whole frame.
US coverage and compliance: Depth and legal robustness of in-country coverage for the United States: state-by-state payroll registration, FICA and unemployment filing, workers' compensation, W-2 issuance and misclassification risk across all 50 states, including California AB5. Whether the provider owns its US entity or delivers through a partner, whether real HR and legal experts with US employment-law depth handle edge cases, and the health insurance carrier relationships and 401(k) access that are a de facto requirement in the US market.
Platform and self-serve: Product surface, self-serve flows, native integrations with US payroll and HRIS tools (ADP, BambooHR, Gusto and the major 401(k) providers), API depth, and speed to first US payroll for teams running 50-state hiring themselves.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications a US 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 employment-law depth own the hard moments directly, and how well the system flags state 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 US entity (C-Corp or LLC) on one system, flags the crossover point where your own entity beats EOR, 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, US coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own US entity. Pricing came from each provider's own pricing page, verified 17 to 18 June 2026 (Deel last checked 7 July 2026). Where a provider does not publish pricing (G-P) or surfaces it only on its own blog (Rippling), we say so. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Where G2 blocked an automated read, the rating carries a caveat. US statutory facts reference IRS.gov and California Legislative Information. Teamed's claims come from teamed.global.

Considered & excluded

We scored the providers a company looking to hire in the United States would realistically shortlist, from the established platforms to the advisory partners.

Multiplier, Native Teams: Capable for some markets, but a thinner US 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 rather than EOR, which changes the employer-liability model.

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	US 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 US footprint that want a readable invoice, a real person on every plan, and one partner from their first US contractor through EOR to their own US entity.

Teamed is the advisory alternative for companies that want to know the truth about their US employment costs. The wedge is honesty. Teamed owns its US legal entity, absorbs FX at zero markup on the fee, and shows the applied rate against a mid-market reference on every invoice. It also models the month a US C-Corp or LLC starts to beat EOR, a conversation most EORs do not have.

Teamed covers all 50 states through its own US entity rather than a partner chain, which matters for California AB5 classification, multi-state workers and states with demanding payroll registration rules. Real HR and legal experts with US employment-law depth handle edge cases directly on every plan, backed by DLA Piper as global counsel, with no AI assistant wall and no Enterprise tier to unlock. Ted, Teamed's AI layer, surfaces state law changes 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 US and international team. Global Entity and Employment Operations (GEMO) sets up and runs your own entity in 100+ countries, including US C-Corp or LLC formation, on the same system with no re-onboarding when the model changes.

Countries: 187+ (owned US entity covers all 50 states; owned entities in 57 markets in total)
Entity model: Owned US entity plus owned entities in 56 other markets; vetted partners cover the rest of the 187+ footprint
Onboarding: As little as 24 to 48 hours, 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 its US legal entity and operates across all 50 states, with real HR and legal experts who have US employment-law depth available on every plan, including California AB5 and multi-state scenarios, backed by DLA Piper as global counsel. Rated 4.8 on G2.
The applied FX rate sits next to the mid-market reference and is absorbed at zero markup on the fee on every invoice. Rippling, Deel and most others do not publish their conversion terms.
One partner from first US contractor through EOR to your own C-Corp or LLC, on one system with no re-onboarding. Global Entity and Employment Operations (GEMO) models the crossover and sets up your own entity in 100+ countries including the United States.
Proactive advisory, not just payroll, with the Ted layer flagging state law changes and the crossover point. Teamed models the point where your own entity makes more sense than EOR, so there is no incentive to keep you on a model that no longer fits.

Watch-outs

Lighter self-serve platform and shallower API than Rippling or Deel, so it concedes the platform column here. The model is advisory rather than dashboard-first, which suits a growing team better than a high-volume self-serve buyer.
Smaller brand and review base than Deel or Remote, and ISO 27001 and SOC 2 aligned with accreditation in progress rather than held today, so it concedes the security column. If your US procurement or security review needs the certificate issued now, several rivals here hold current reports.
The advisory model earns its weight across multiple countries or a growing US headcount. A single US hire with no plans to grow 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 EOR category, and will trade a readable FX line for that breadth.

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 US hiring, it covers all 50 states 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. Deel does not publish its FX terms, so the salary-conversion cost 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. Buyers tell us the headline can grow once FX is added, and in one reported account a six-month salary deposit was demanded for a long-notice UK hire, though we frame that as a buyer report and not a published Deel term.

Against US-focused alternatives, Deel leads on platform depth and the broadest integration catalogue, and its onboarding flow is among the fastest on this rubric. For a team that already runs a well-known US HRIS or payroll stack, the integration depth matters. For a team that wants a readable invoice and a real US employment-law expert on every plan, the platform lead does not offset the transparency gap.

Countries: 150-plus reach, full legal employment in 130+
Entity model: A mix of owned entities and vetted partners; no US-specific entity split published
Onboarding: Fast, deep self-serve across all 50 states
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 self-serve depth in the EOR category, with one of the broadest native integration catalogues and among the fastest onboarding flows on this rubric, so it leads the platform column alongside Rippling.
Covers all 50 US states with a fast, self-serve onboarding flow, mature contractor and misclassification tooling, and equity and IP tooling alongside EOR.
The market-leading brand and the longer enterprise track record, so it clears a procurement shortlist on recognition alone.
Holds ISO 27001 and SOC 2 certifications today, near the top of the security column, which a US enterprise procurement team will check.

Watch-outs

Does not publish its FX terms, so the salary-conversion cost is built into the rate rather than shown on the invoice.
Dedicated support channel not published per plan; confirm what your rate includes, because advisory depth on US employment-law edge cases is lighter than the specialist providers.
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 their key markets including the United States, and a published benefits and IP product, without needing a sales call for the base price.

Remote is the strongest product-led alternative for US hiring. It covers the United States 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, a differentiator against providers like Oyster and Multiplier.

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 purely dollar-denominated US hire the FX friction is low, but any non-dollar element in the salary structure will trigger the conversion, with no advance sight of the spread.

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

Countries: 190+ locations, 90+ for full owned-entity EOR including the United States
Entity model: Owned-entity led in its core 90+ EOR countries including the US; partners and other products cover the rest
Onboarding: A dedicated onboarding specialist plus a customer success manager
Contractors: Yes, tiered, from $29/contractor/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 through its own entity, with a polished self-serve platform, strong benefits administration and IP-protection tooling handled in-product. It holds current ISO 27001 and SOC 2 certifications, near the top of the security column.
Pricing is published in full at $599 on annual terms and $699 month to month, with no mandatory deposit for standard EOR. You can budget it without a sales call.
A 100%-owned entity network across its core 90+ EOR countries including the US, meaning fewer partner hand-offs in the markets you are most likely to hire in.
A dedicated onboarding specialist and a customer success manager on the EOR plan, backed by in-house HR, legal and tax experts.

Watch-outs

The $599 rate needs 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, and the model is product-led, so a team that wants a real US employment-law expert on call may find the self-serve flows are the primary support channel.

Source: remote.com/pricing

Oyster

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

Oyster is the automation-first alternative and a certified B-Corp. It covers the United States within its 120+ EOR country set, with fast onboarding, a flat published price of $699 per employee per month, and a human support model with a published SLA of 24-hour response and resolution within 72 hours. The product is built so a small team can run US hiring without a payroll specialist in-house.

The watch-outs are in the fine print. Oyster requires a refundable deposit to start an EOR engagement, with no amount published. It charges a currency-conversion fee on any currency mismatch, with no rate published. White-glove HR advisory is billed separately at $300 an hour rather than included. For a dollar-denominated US hire the FX charge may not arise, but any non-dollar salary element will trigger it.

Pricing is otherwise predictable, which suits a first-time EOR buyer in the US market. The B-Corp certification carries weight with procurement teams that screen on values. Oyster is lighter on the lifecycle, with no productised path from EOR to your own US entity. Against Deel you trade platform breadth for onboarding speed, a published flat price and a human support relationship.

Countries: 180+ all products, 120+ for EOR including the United States
Entity model: Hybrid, owns or partners with local entities; no US-specific entity confirmation published
Onboarding: Fast, automated, with a dedicated hiring success manager
Contractors: Yes, $29/contractor/month, with strong tooling including US misclassification support
Pricing: $699 / employee / month, flat (annual discounts noted, not published) · verified 2026-07-22
G2: 4.4/5 (1447)

Strengths

Human, expert-led support with a published SLA of 24-hour response and resolution within 72 hours, plus a dedicated hiring success manager for onboarding, among the quickest routes to a first US payroll on this list.
A certified B-Corp with a flat published EOR price of $699 and no charges for essentials such as setup, onboarding, HR expert access or termination. Procurement teams that screen on values get an easy yes.
Strong contractor tooling at $29 per contractor per month, with payments in 120+ currencies and country-specific IP agreements.
A large, healthy social-proof base on G2, roughly 1,447 reviews, plus SOC 2 Type II and GDPR posture, though its ISO 27001 status is less clearly published.

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.
White-glove HR advisory is billed separately at $300 an hour rather than included, and there is no productised path from EOR to your own US entity.
Most of its EOR map runs through partners, with no owned-versus-partner split published. Ask specifically about the US entity structure and which benefits carriers it works with.

Source: oysterhr.com/pricing

Rippling

Best for: teams that want HR, IT and payroll on one platform and treat EOR as part of a broader US workforce system rather than a standalone hiring tool.

Rippling was founded in the United States and its US HR, payroll and benefits tooling is the deepest in this category. Rippling covers all 50 states, integrates natively with major US 401(k) providers and benefits carriers, and publishes 600+ integrations on a single employee graph. For a company that is also running US domestic payroll, HR and IT on Rippling, EOR rides the same employee record with no re-onboarding. US coverage and compliance depth is where Rippling leads this rubric.

EOR is the newer part of the Rippling product and was added as a module to an HRIS-first platform. Its EOR country coverage is materially lower than the dedicated EOR providers, at 80 countries against roughly 180 for most others. Rippling does not publish EOR pricing on its primary pages; a $499 per employee per month figure surfaces only on its own blog, and a base HRIS platform fee sits on top. Buyers also report an undisclosed security deposit, and in one account a coverage gap arose when an EOR hire hit a statutory employment cap in a European market with no foreign-direct-employment path beyond it.

The consolidation thesis is the point. If you are buying a US HRIS, device management and payroll anyway, EOR rides the same employee record, and Rippling publishes a live entity-versus-EOR cost calculator, so the crossover question is always visible. Get the all-in monthly number in writing, platform base fee plus EOR fee. Against the dedicated EOR providers you trade EOR maturity and broader country coverage for the most powerful unified people-and-IT system in the US market.

Countries: 80 for EOR; 185+ for contractor payments; HRIS localised for 85+ countries
Entity model: Hybrid, Rippling-owned US subsidiaries and partners; split across EOR countries not published
Onboarding: Fast, heavy self-serve; white-glove onboarding reserved for enterprise
Contractors: Yes, contractor payments plus Contractor of Record
Pricing: Not published on primary pages; about $499 on its own blog, plus an HRIS platform base fee · verified 2026-07-22
G2: 4.8/5

Strengths

The deepest US HR, payroll and benefits tooling in the category. Rippling was founded in the United States and publishes 600+ integrations on one employee graph, including native 401(k) integration with US-specific benefits carriers.
Fast, heavily automated self-serve onboarding across all 50 US states, with five days to first payroll in popular markets and published rolling 90-day support metrics, including live-chat first response under 30 seconds.
Entity-transition tooling on the same platform, a distinct own-entity Global Payroll product and a live entity-versus-EOR cost calculator, so the crossover question is always visible.
Holds SOC 1 and SOC 2 Type II plus ISO 27001, 27018 and 42001 certifications, one of the broadest security sets here, across a large G2 review base.

Watch-outs

EOR is less mature than the core product and country coverage is materially lower at 80, against roughly 180 for the dedicated EOR providers. That gap matters if you hire outside the United States.
Does not publish EOR pricing on its primary pages; the $499 figure surfaces only on its own blog, and a base HRIS platform fee sits on top of the per-employee EOR charge.
Built to consolidate your HR stack, which is more than a focused US hire needs. Buyers report an undisclosed security deposit and a coverage gap when an EOR hire hit a statutory employment cap with no foreign-direct-employment path.

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 for Fortune-500-scale buyers. It reaches 180+ countries, runs a strong data-and-payroll backbone with 130+ payment currencies and adds a licensed payments arm. The United States sits within its 180+ country reach, and 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, but the model is enterprise. Most of its EOR footprint is partner-delivered: Papaya owns full EOR entities in only 40 countries against its 180+ reach. Its US delivery method and the specific benefits carriers it works with in the US are not disclosed on primary pages. An FX processing fee applies on conversion, with no percentage published, and the wallet must be pre-funded with a buffer.

For a finance team consolidating payroll across many countries, the backbone is the draw, one reporting layer, 130+ payment currencies and audit-ready filings. The enterprise pace, partner-heavy model and unpublished FX terms make it heavyweight for a straightforward US hire. Against Deel you trade self-serve simplicity for finance-grade payroll consolidation at scale.

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 with a dedicated customer success manager
Contractors: Yes, Contractor of Record from $295/contractor/month plus a lighter option from $5
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-07-22
G2: 4.5/5 (55)

Strengths

A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies, 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 named connectors for Workday, SAP SuccessFactors, Oracle HCM and NetSuite.
A deep certification set, 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.
No deposit required for EOR or Contractor of Record onboarding, per the company pricing page, and a pre-funding model that keeps payroll funded and on time.

Watch-outs

Most of its EOR footprint is partner-delivered; owned full EOR entities cover only 40 of its 180+ countries, so ask specifically how the United States is served.
An FX processing fee applies on conversion with no percentage published, and the wallet must be pre-funded with a buffer, adding a cash-flow requirement before payroll runs.
Built for Fortune-500 scale rather than fast-growing teams, with a thin G2 review base of about 55 reviews, and EOR pricing requires a quote even for a base engagement.

Source: papayaglobal.com/pricing

Globalization Partners (G-P)

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

G-P is the analyst-decorated enterprise incumbent, marketing 180+ country reach with US operations and a long track record. It owns entities across that footprint, with its active owned entities numbering closer to 125, holds one of the deepest compliance and security certification stacks in the category, and runs a large in-country HR, legal and compliance team. G-P positions itself at the top of analyst EOR rankings; we report that as its own claim and not ours.

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. The base tier, G-P EOR Core, includes the G-P Assist AI assistant for support queries. A dedicated customer success manager, quarterly reviews and direct access to G-P's HR and legal teams are reserved for the higher G-P EOR Prime tier. Buyers report a pre-funding model requiring deposits of roughly one to two months' 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 need. A US enterprise with dozens of markets will pass G-P through a security and legal review faster than most. Against Deel you trade published pricing, speed and base-tier human support for enterprise breadth and analyst recognition.

Countries: 180+ reach, active owned entities closer to 125, plus 200+ global partners
Entity model: Owned entities plus an extensive partner network; US operations confirmed, owned-only split not published
Onboarding: Enterprise-paced, with G-P Assist AI as the base support channel
Contractors: Yes, self-serve contractor product at $39/contractor/month with Wise-powered payments
Pricing: Quote-only; no per-employee EOR price published · verified 2026-07-22
G2: 4.4/5 (1028)

Strengths

Enterprise-grade reach, 180+ countries marketed with US operations and 200+ global partners, over a long US market 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, which anchors the security column.
A large in-country HR, legal and compliance team and strong analyst recognition, a trust signal for enterprise buyers running US operations alongside a global footprint.
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 Request a proposal, so a like-for-like comparison takes 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 G-P EOR Prime tier.
Buyers report a pre-funding model requiring deposits 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 that want broad reach including all 50 US states, the lowest published flat rate on this rubric, and are comfortable with an AI-first support model.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first global hiring platform. Pebl covers 185+ countries, explicitly including all 50 US states, and owns entities in 65 of those countries. A centralised Global Work Platform serves as the system of record. The compliance posture is enterprise-grade, with an in-house legal team backed by Baker McKenzie. On its own pricing page it publishes a single flat $399 per employee per month.

The FX terms and contractor price are not published on primary pages. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit, though neither appears on the company pages, so we frame those as buyer reports rather than published terms. Most of the reach is partner-served; 65 owned entities against 185+ countries means the US may be served through a partner, and whether the specific US delivery is owned or partner-backed is not disclosed on the current live site.

Day-to-day support is AI-first through the Alfie assistant, which routes to a human specialist when needed, backed by 200+ in-country experts. The $399 headline is the lowest published flat rate on this rubric. Against Deel you trade a settled product experience and base-tier human-first support for a low flat headline and very broad reach, with explicit US all-states coverage.

Countries: 185+ reach explicitly including all 50 US states, owned entities in 65
Entity model: Owned entities in 65 markets, in-country partners for the rest; US entity structure not disclosed on current live site
Onboarding: AI-led, with onboarding claimed in as little as 24 hours
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 / employee / month, flat (FX terms not published) · verified 2026-07-22
G2: 4.6/5

Strengths

One of the widest published footprints in the category, 185+ countries explicitly including all 50 US states, with owned entities in 65 markets.
The lowest published flat rate on this rubric at $399 per employee per month, easy to compare at a glance without a sales call.
A deep platform and integration ecosystem across HRIS and finance, a centralised Global Work Platform, and enterprise-grade compliance holding ISO 27001:2022, SOC 2 Type II and GDPR, near the top of the security column.
An in-house legal team backed by Baker McKenzie and AI-first delivery through the Alfie assistant backed by 200+ in-country experts.

Watch-outs

Publishes no FX terms and no contractor price, and buyers and reviewers report an undisclosed FX spread and a refundable security deposit that does not appear on its own pages.
Most of its reach is partner-served, with 65 owned entities against 185+ countries. Ask specifically whether the US is served through an owned entity or a local partner.
Day-to-day support is AI-first through the Alfie assistant, and the customer experience is still settling after the September 2025 rebrand from Velocity Global 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 compliance	Ask whether the provider owns its US entity or delivers through a partner, and which states are covered under each model. Ask specifically about California AB5 classification, multi-state workers and your workers' compensation carrier.	FICA (7.65% employer share), FUTA and state unemployment insurance are statutory pass-throughs on top of the management fee. Model the full employment cost, not just the EOR fee. For a fully-loaded US hire with health insurance and 401(k), budget an additional $800 to $1,500 per month on top of the management fee.	Benefits matter as much as salary in the US market. Ask what health insurance carriers the provider works with and whether 401(k) access is included from day one.	US operations require data handling compliance in some states, including California CCPA and New York's SHIELD Act. Ask about the provider's US data infrastructure and current ISO 27001 or SOC 2 status.
Cost you can read	Ask for the FX policy in writing. Confirm whether salary conversion uses mid-market or an undisclosed spread.	Rippling, Deel, Papaya Global and Pebl do not publish their FX terms. Teamed shows the applied rate against mid-market and absorbs FX at zero markup. For a dollar-denominated US hire the FX question is less acute, but any non-dollar salary element triggers it.	An itemised invoice removes per-state reconciliation work.	A timestamped rate against a public reference is an auditable record for a US finance team.
Human support	Ask who handles a contested termination in a state like California or New York: a real US employment-law expert or an AI assistant and a ticket queue.	Check whether real support is gated behind a higher plan. Deel does not publish which plan includes its dedicated Slack or Teams support channel; G-P reserves human relationship management for EOR Prime; Rippling reserves white-glove onboarding for enterprise. Teamed includes real HR and legal experts on every plan.	You want a real person when a US hire disputes a termination or raises a wage claim. Teamed is rated 4.8 on G2 for service, with expert access on every plan.	A dedicated contact and clear escalation beat a rotating queue for US employment-law incident handling.

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 US employment-law depth on every plan, with the Ted layer flagging state 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) sit lower.
Choose on US coverage and compliance if 50-state depth and California AB5 handling are the priority. Teamed contests this column with Rippling: Teamed through its owned US entity plus real HR and legal experts and DLA Piper as global counsel, Rippling through the deepest US-native tooling and 401(k) integration. Deel, Remote and Pebl also cover all 50 states.
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 US C-Corp or LLC 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 Rippling if you want HR, IT and US payroll on one platform and EOR is a module rather than the primary product. The platform depth and US-native tooling are the strongest on this rubric.
Stay with Deel if platform breadth, the broadest integration catalogue and the market-leading brand outweigh a readable invoice.
Choose Remote if a polished self-serve product, owned entities in your key markets and no mandatory deposit are most important, and annual billing is fine.
Choose Oyster if you want fast, automated onboarding, a published flat price and a B-Corp supplier, and you have checked the deposit terms and FX fee.
Choose Papaya Global if enterprise payroll automation at scale across many countries is the priority and price is not the constraint.
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 the lowest published flat headline and explicit all-50-states coverage, if an AI-first support model suits your team.
Ask every provider the US-specific questions buyers wish they had asked. Which health insurance carriers do you work with? Is 401(k) access included from day one? Will my actual job title go on the US contract, even a senior one like CFO? Can you run a shadow payroll for a worker splitting time between the US and another country?
Ask every provider one question. Do real HR and legal experts with US employment-law depth handle a contested termination, or does it go to an AI assistant and a ticket queue?

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Honest take

When another provider here is the better choice.

Choose Rippling if you want HR, IT and US payroll unified on one platform and can absorb a base HRIS fee on top of EOR.
Stay with Deel if platform breadth, the broadest integration catalogue and the market-leading brand outweigh a readable invoice.
Choose Remote if a polished self-serve product, owned entities in your key markets and no mandatory deposit are most important.
Choose Oyster if you want fast onboarding, a flat published price and a B-Corp supplier, and you have checked the deposit and FX terms.
Choose G-P or Papaya Global if you are an enterprise that needs owned-entity breadth or payroll at scale across many countries and price is secondary.
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 US entity, and contests pricing transparency and US coverage. It concedes the platform column to Deel and Rippling and security to the certified providers. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR provider is best for hiring in the United States in 2026?
There's no single best. It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling US employment-law edge cases including California AB5 directly on every plan, and on the path to your own US entity. It contests pricing transparency with Remote (FX absorbed at zero markup, shown against mid-market) and US coverage with Rippling, which leads on US-native tooling and 401(k) integration. 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 of them: can you reach a real US employment-law expert when you want, and can you see the FX on your invoice?
Do I need an EOR to hire someone in the United States?
You need to be the legal employer or engage one. If your company does not have a US legal entity, a US Employer Identification Number and payroll registrations in the states where your employees will work, you cannot legally run US payroll directly. An EOR provides all of that, plus workers' compensation insurance, benefits administration and W-2 issuance, on your behalf. The alternative is setting up your own US C-Corp or LLC, which typically takes eight to twelve weeks and carries its own running costs. An EOR gets you hiring in days and converts to your own entity later when the headcount justifies it.
What makes EOR in the United States different from other countries?
Three things stand out. First, the United States has 50 state jurisdictions, each with its own payroll tax rates, paid-leave statutes, workers' compensation carriers and misclassification rules. California's AB5 test is the most demanding. Second, benefits are not statutory, but they are expected. A competitive US hire typically arrives with health insurance, dental, vision and 401(k) access. Most EOR providers offer these but differ on carrier choice and what is included in the fee. Third, employment is at-will in most states, which simplifies some terminations but raises misclassification risk if the working relationship looks more like a contractor arrangement than an employment one. Ask any provider how they handle California, multi-state workers and executive job titles on the contract.
Does Teamed own a US entity, or use a partner?
Teamed owns its own US legal entity. The United States is one of 57 countries where Teamed operates its own legal entity (confirmed 2026-06-17), which means US workers are employed directly through Teamed without a partner layer in between. Teamed covers the remaining countries in its 187+ footprint through vetted local partners. For any provider, ask whether your specific country is served through an owned entity or a local partner. It affects who is accountable for the employment contract, payroll and statutory filings.
How much does EOR in the United States cost in 2026?
Headline fees vary. Pebl (formerly Velocity Global) publishes a flat $399 per employee per month. Papaya Global starts from $499. Teamed and Deel both headline from $599, with Teamed absorbing FX at zero markup and Deel not publishing its FX terms. Remote matches $599 on annual billing ($699 month to month). Oyster is a flat $699. Rippling does not publish EOR pricing on its primary pages; a $499 figure surfaces only on its own blog. G-P is quote-only. On top of the management fee, every provider passes through FICA (7.65% employer share), state unemployment insurance, workers' compensation and benefits. For a fully-loaded US hire with health insurance and 401(k), budget an additional $800 to $1,500 per employee per month on top of the EOR management fee, depending on your benefit elections.
How current is this comparison, and how was it scored?
Every competitor figure was verified 17 to 18 June 2026 against each provider's own pricing page and G2, with security certifications re-checked 22 July 2026. Eight providers are scored 1 to 5 on six axes tailored to the US market, with no weighted total and no overall winner. Where a provider does not publish pricing on its primary pages (G-P, Rippling), we say so. Where G2 blocked an automated read the rating carries a caveat. US statutory facts reference IRS.gov and California Legislative Information. We review the page quarterly and re-verify pricing monthly.

Common questions

What is the best EOR provider for hiring in the United States?
It depends on your priority. Teamed owns its US entity, absorbs FX at zero markup, includes real HR and legal experts and the Ted layer on every plan and takes you from contractor through EOR to your own US entity. Rippling leads on US-native tooling and platform depth. Deel leads on platform breadth. Remote leads on polished self-serve and an owned US entity. Oyster leads on onboarding and flat price. G-P and Papaya suit enterprise buyers, and the certified providers lead on security. Pebl offers the lowest published flat rate.
Does my company need a US entity to hire someone in the United States?
Yes, or you engage an EOR that has one. Legally running US payroll requires a US Employer Identification Number, state registrations, workers' compensation and tax withholding. An EOR provides all of that. When the headcount justifies it, most EOR providers can help you set up a US C-Corp or LLC and move workers across without re-onboarding.

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