What should an EOR evaluation checklist include?

At minimum: total cost including FX spread, deposit and exit terms, owned versus partner entities per country, who handles a contested termination on your plan, real human access without a tier upgrade, and the path to your own entity when EOR no longer fits. This page scores eight providers on five of those questions.

How does FX transparency differ across EOR providers?

Teamed is the only provider on this list that absorbs FX at zero markup and shows the applied rate against mid-market on every invoice. Remote shows the rate used after the fact with no percentage. Deel, Rippling, Velocity Global and G-P publish no FX terms. Oyster and Papaya charge fees with no rates disclosed. The industry FX margin typically runs 1.5 to 3%, unattributed.

Which EOR providers include a real person on the standard plan?

Teamed, Oyster, Remote and Papaya all include real human access on the standard EOR plan. Deel reserves a dedicated support channel for $899 Enterprise. G-P routes base-tier support through its AI assistant, with human access at a higher tier. Rippling provides human-staffed channels but white-glove is enterprise-reserved. Velocity Global (Pebl) is AI-first at the base level.

What is the difference between an owned entity and a partner in EOR?

Every EOR uses a mix of owned entities and vetted local partners. Owned means one accountable employer with no partner layer. What differs is the share: Remote is 90+ EOR-owned, G-P has 100+ entities, Teamed owns 57 countries, Velocity Global 65, Papaya 40 EOR-owned. Ask per country, not per brand.

How current is this scoring, and when is it next reviewed?

Every figure is read from the Teamed competitor fact-cache, verified 26 June 2026 against each provider pricing page and G2. Eight providers scored 1 to 5 on five criteria, no overall winner. Reviewed quarterly, pricing monthly.

When does EOR no longer make sense and how do I know when to set up my own entity?

EOR typically stops being cost-effective at 5 to 10 employees in one country, though salary levels and entity costs vary the threshold. Teamed models the crossover per country and transitions clients via GEMO in 90+ countries. Rippling has a live entity-vs-EOR calculator. Remote offers entity setup without published crossover modelling. Most others route it to a separate engagement.

EOR evaluation checklist · 8 providers scored 2026

The EOR evaluation checklist: 8 providers scored on the questions that matter

Eight providers scored on five buyer-side criteria: cost and FX transparency, compliance and legal depth, human support access, onboarding speed, and lifecycle from EOR to your own entity. Teamed leads on cost transparency and lifecycle. Remote and G-P lead on compliance depth. Deel and Oyster lead on onboarding speed. No single provider sweeps.

Talk to an expert

Rated 4.8 on G2 for service

8
EOR providers scored on one published rubric: 5
Checklist criteria every buyer should ask: Zero
FX markup on the Teamed fee

Disclosure

This guide was produced by Teamed, which is one of the eight providers scored on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the cheapest, and we say plainly where another provider is the better fit. The five criteria come from the questions buyers tell us they wished they had asked before signing.

Last reviewed 26 June 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR providers score best on a structured evaluation checklist?

What is an EOR evaluation checklist?

An EOR evaluation checklist is the set of structured questions a company asks every provider before committing to a global hiring relationship. The real fee is not just the management figure on the pricing page. It is the management fee plus the FX spread on every salary conversion, plus any deposit or pre-funding requirement, plus minimum-term and early-exit charges that may live only in the contract. A checklist forces each provider onto the same questions so you compare the same things.

Most buyers compare EOR on headline fee and brand recognition alone. Problems surface later: an FX line that was not in the proposal, a support queue when a contested termination needed a person, no clear path when headcount grew past the entity crossover point. This page scores eight providers on five of those checklist questions, using the same rubric for every provider, including the one who produced it. Different providers lead different criteria. No single provider sweeps.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on five criteria drawn from the questions buyers consistently tell us they wished they had asked before signing. There's no weighted total and no overall winner. Different providers lead different criteria. Teamed is scored on the same rubric as the rest, and leads on cost transparency and lifecycle to entity.

Cost and FX transparency: Whether the full cost of employment is knowable before you sign. FX margin on salary conversion disclosed and itemised, no undisclosed spread, no surprise deposit, no minimum-term or early-exit charge buried in the contract. The test is a sample invoice for a real salary in your country.
Compliance and legal depth: Owned entities or vetted local partners, and real HR and legal experts with country-specific employment-law depth who handle edge cases directly. How fast a real expert responds when things get hard: a contested exit, a works-council question, a complex senior-title termination. Entity structure and human expertise both count.
Human support access: Whether a real person handles the hard moments on your plan, or support is gated behind a premium tier or AI assistant. Includes escalation speed, contact continuity, and whether the provider is reachable outside a ticket queue on the plan you actually sign.
Onboarding and speed: Speed to first payroll and how well the product keeps up with a fast-growing team adding people quickly. Includes documentation, local-contract templates and the depth of the hiring flow in unfamiliar jurisdictions.
Lifecycle and exit clarity: Whether the provider moves you from contractor to EOR to your own entity on one system, models the crossover point, and sets out exit terms in plain language, including the deposit return timeline, any minimum term and any early-exit fee. The test is whether the provider's incentives align with yours over time.

How we gathered evidence

Every competitor number on this page is read from the Teamed competitor fact-cache, verified on 26 June 2026 against each provider's own pricing page and G2. Where a provider does not publish pricing or FX terms, we say so. Where G2 blocked an automated read, the rating carries a verification caveat. Owned-entity or partner status comes from each provider's own pages. Teamed's claims come from teamed.global and KERNAL.

Considered & excluded

We scored the eight providers a company evaluating EOR for the first time, or moving away from an incumbent, would most likely shortlist: two Tier-1 platforms (Deel and Remote), the advisory alternative (Teamed), two mid-market specialists (Oyster and Multiplier's equivalent, Papaya), the HRIS-native option (Rippling), the enterprise incumbent (G-P) and the AI-repositioned flat-fee option (Velocity Global, now Pebl).

Multiplier, Native Teams, Skuad, Omnipresent: Capable providers, but each overlaps with a provider already on this list in positioning or segment. Multiplier and Native Teams appear in our dedicated alternatives pages.
Atlas, Remofirst: Thinner public track record than the eight scored here.

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	Cost and FX transparency	Compliance and legal depth	Human support access	Onboarding and speed	Lifecycle and exit clarity
Teamed(us)	Leads		Leads		Leads
Deel				Leads
Remote		Leads
Oyster
Rippling
Papaya Global
Globalization Partners (G-P)
Velocity Global (now Pebl)

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

Teamed

Us, scored on the same rubric

Best for: fast-growing companies with an international footprint that want the truth about FX, a real person on every plan, an EOR that plugs into their HRIS rather than replacing it, and one partner from first contractor to their own entity.

Teamed is the advisory alternative, built around the four things it calls the truth wedge: honesty about the real cost, humanity in the form of a real person you can reach, real HR and legal expertise per jurisdiction, and the technology to move from contractor through EOR to your own entity on one system. The cost story is specific. Teamed absorbs FX at zero markup on the fee and shows the applied conversion rate against a mid-market reference on every invoice. Deel publishes neither. That's the checklist item most buyers don't think to ask until they receive the first reconciliation.

The compliance and support columns run together at Teamed. Real HR and legal experts with country-specific employment-law depth handle the hard moments directly, a Betriebsrat consultation in Germany, a KSchG termination, a contested senior exit. Access is standard on every plan, with no AI bot wall and no Enterprise tier to unlock. Rated 4.8 on G2 for service. The German depth comes from Teamed's own German entity, one of 57 owned-entity countries in the full footprint.

Teamed isn't trying to be your HRIS. It plugs into the major HRIS and payroll platforms your team already runs and is the partner you choose specifically for your global employment operations. The lifecycle product, Global Entity and Employment Operations (GEMO), sets up and runs your own entity in 90+ countries on the same system, with no re-onboarding. Teamed also models the month your own entity starts to beat EOR costs, which means its incentive and yours are aligned.

Countries: 180+ (owned entities in 57 markets, vetted partners elsewhere)
Entity model: Owned entities in 57 countries, vetted local partners for the rest; sets up your own entity via GEMO in 90+
Onboarding: Expert-guided, with real legal and HR support through the process
Contractors: Yes, Guard and Protect misclassification cover on the same system
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed at zero markup · verified 2026-06-26
G2: 4.8/5

Strengths

Shows the applied FX rate against a mid-market reference and absorbs it at zero markup on the fee. The only provider on this list that does both. Teamed models the month your own entity beats EOR costs.
Real HR and legal experts with country-specific depth on every plan, no AI bot wall, no premium tier to unlock. Includes Betriebsrat and KSchG expertise via Teamed's own German entity. Rated 4.8 on G2 for service.
One system from first contractor through EOR to your own entity. GEMO sets up and runs your entity in 90+ countries with no re-onboarding. Contractor, EOR and entity operations sit on the same record.
Plugs into the major HRIS and payroll platforms you already run rather than trying to replace them. Built for companies that want a focused global partner, not a full HRIS consolidation.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first. Teams that want deep self-serve automation will find more of it elsewhere.
Smaller brand and review base than Deel or Remote. ISO 27001 and SOC 2 are aligned with accreditation in progress, not yet held the way Deel holds them. A procurement team running a standard checklist will note it.
Teamed takes a refundable deposit equal to one month of salary, standard for the EOR model, and an early-exit fee may apply if you leave within three months (set out in the contract). No onboarding or offboarding fees, but read the contract.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest all-in-one platform, the deepest integration catalogue in the category and the strongest brand recognition, and will trade a readable FX line for that breadth.

Deel is the market-leading all-in-one global payroll, EOR and HR platform and the default baseline every other provider is measured against. It has the deepest self-serve product on this list, the broadest native integration catalogue in the category, and the longest enterprise track record. For a procurement team running a vendor list by brand recognition, Deel is the first name on it.

Two checklist questions trip it up consistently. Deel does not publish its FX terms, so the salary-conversion cost is built into the conversion rate rather than shown as a line item. Its dedicated Slack or Teams support channel also sits on the Enterprise tier at $899, while Standard support runs through a shared queue. Buyers tell us the headline can widen substantially once the full cost of employment is assembled, FX included.

Against any other provider, Deel keeps two genuine advantages: it holds ISO 27001 and SOC 2 certifications today, and it has the broadest native integration catalogue in the category, covering most stacks without custom work. The case for staying with Deel is platform breadth, integration depth and enterprise track record. The case for looking further is a readable invoice and a real person on a standard plan.

Countries: 150-plus reach, full legal employment in 110+
Entity model: A mix of owned entities and vetted local partners
Onboarding: Fast, deep self-serve onboarding
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 Standard, from $899 Enterprise / employee / month · verified 2026-06-26
G2: 4.8/5

Strengths

The deepest all-in-one platform and self-serve depth in the category, the bar the rest are measured against. Broadest native integration catalogue of any provider here.
Holds ISO 27001 and SOC 2 certifications today, plus mature equity, IP and contractor tooling alongside EOR. Clears a standard procurement checklist on security faster than most.
The market-leading brand and longest enterprise track record. Gets onto a shortlist by recognition alone and carries weight in a board-level procurement review.
Standard EOR from $599, the same headline as Teamed and Remote, with a polished self-serve product that lets a small people team run multi-country hiring without specialist headcount.

Watch-outs

Does not publish its FX terms. The salary-conversion cost is built into the conversion rate rather than shown as a line item. An undisclosed FX margin is the cost most buyers discover after the first reconciliation.
Dedicated Slack or Teams support channel is gated behind the Enterprise tier at $899. Standard support runs through a shared queue. A real dedicated contact at Standard requires an escalation path, not a plan feature.
Buyers report add-on charges not surfaced on the pricing page, including charges for items like work-eligibility validation, and in one case a large upfront salary deposit for a long-notice hire. We frame these as buyer accounts rather than published Deel terms.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve platform, a named CSM and in-house experts on the EOR plan, strong IP protection, and owned entities across the core countries they hire in.

Remote is the strongest product-led alternative in the category. Its EOR core markets 100%-owned entities across 90+ EOR countries, no handoffs to third-party partners, and runs one of the most polished self-serve platforms on this list. The product spans EOR, global payroll, contractor management, HRIS, recruiting and equity. A dedicated onboarding specialist and a named customer success manager are included on the standard EOR plan. In-house HR, legal and tax experts with an average of ten years' experience back that team.

FX transparency is partial. Remote applies a variable Remote FX rate to cross-currency lines. The rate used is shown on the monthly invoice breakdown in-platform but no percentage is published. A buyer can see what rate was applied but not whether it was competitive. The $599 headline requires annual billing; month to month is $699. Remote explicitly markets the absence of a standard deposit as a differentiator, though its support documentation notes reserves apply in rare, high-risk circumstances.

The fit is a team that wants to run global hiring as a product rather than a service. The owned-entity story, the IP-protection tooling and the polished UX are the three strongest arguments. One regulated buyer in our call intelligence chose Remote over Teamed specifically because Remote owns every entity in its EOR countries, and that was the decisive compliance factor for the board. Ask which of your countries are covered by an owned entity versus a partner or other product.

Countries: 190+ locations, 90+ for full owned-entity EOR
Entity model: Owned-entity led across its core 90+ EOR countries, other products and partners beyond that
Onboarding: Dedicated onboarding specialist plus a named CSM on the EOR plan
Contractors: Yes, tiered from $29 to $325 per contractor, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-26
G2: 4.6/5 (591)

Strengths

A polished, well-designed self-serve platform with strong benefits administration, IP-protection tooling and a mature equity product. A dedicated onboarding specialist and named CSM are included on the standard EOR plan.
A 100%-owned entity network across its core 90+ EOR countries, with in-house HR, legal and tax experts averaging ten years of experience. The strongest owned-entity story of any provider scored here.
Pricing is published in full, $599 on annual terms, $699 month to month, plus published contractor tiers. You can budget it without a sales call, which most enterprise incumbents on this list cannot say.
Holds ISO 27001 and SOC 2 Type 2 today. A strong compliance and security certification stack for a team running a procurement-grade vendor review.

Watch-outs

The Remote FX rate is a variable blended rate shown after the fact on the invoice, with no published percentage or spread. Transparency is partial: you can see the rate used, but you cannot verify it against mid-market before the invoice arrives.
The $599 rate requires annual billing. Month-to-month is $699. The effective price depends on the commitment you can make at the start of a new country hire.
Remote's 100%-owned entity claim applies to its 90+ EOR countries. Beyond those, payroll, contractor and other products extend reach to 190+ locations via different delivery routes. Ask which of your countries fall into the EOR-owned set.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want a flat published price, a certified B-Corp supplier, fast automated onboarding and a human support team with a published SLA.

Oyster is the automation-first, B-Corp-certified alternative. Onboarding is fast and clean, a dedicated hiring success manager guides each new hire, and the EOR price is a flat published $699 per employee per month. The human support model sets it apart from the purely self-serve platforms: Oyster publishes a 24-hour response SLA with resolution guaranteed within 72 hours, which is one of the most specific support commitments on this list. The B-Corp certification carries weight with procurement teams that screen on values.

Two checklist items require attention. Oyster requires a refundable deposit to start an EOR engagement, with no amount published, so you will need to ask. It also charges a currency-conversion fee on any currency mismatch, again with no rate published on the pricing page. White-glove HR advisory is a separate billed service at $300 an hour rather than included. The pricing page explicitly states that setup, onboarding, HR-expert access and termination processing are included in the flat fee, so the named extras are the deposit, the FX fee and the advisory hour.

The B-Corp credential and the published support SLA make Oyster an easy yes for a procurement team with values or transparency criteria. The watch-out is the lifecycle: there is no productised path from EOR to your own entity, so it can become something you outgrow as headcount grows. Against Deel you trade platform breadth and integration depth for a flat published price, a human support relationship and fast onboarding.

Countries: 180+ all products, 120+ for EOR
Entity model: Hybrid, owns or partners with local entities in its EOR countries; no owned-entity count published
Onboarding: Fast, automated, with a dedicated hiring success manager
Contractors: Yes, $29/contractor/month, with misclassification protection
Pricing: $699 / employee / month, flat · verified 2026-06-26
G2: 4.4/5 (1447)

Strengths

Human, expert-led support with a published 24-hour response SLA and resolution guaranteed within 72 hours. A dedicated hiring success manager guides every onboarding. The onboarding and support columns are where Oyster leads.
A certified B-Corp with a flat published EOR price of $699 and no setup, onboarding, HR-expert-access or termination charges included in the fee. Easy to budget and easy to pass a values-based procurement screen.
Strong contractor tooling at $29 per contractor per month with misclassification protection, payments in 120+ currencies and country-specific IP agreements. A coherent choice for teams with a mixed contractor and employee workforce.
Roughly 1,447 reviews on G2 at 4.4, plus SOC 2 Type II and GDPR compliance. A solid track record for a team that wants to check references at scale before signing.

Watch-outs

Requires a refundable deposit to start an EOR engagement, with no amount published. Also charges a currency-conversion fee on any currency mismatch, with no rate disclosed on the pricing page. Ask for both in writing before signing.
White-glove HR advisory is billed separately at $300 an hour and is not part of the flat fee. There is no productised path from EOR to your own entity, so Oyster can become something you outgrow.
Most of its EOR map runs through partners, with no owned-entity count or country split published. Ask whether a given country is served by an owned entity or a partner before you make it a decisive compliance requirement.

Source: oysterhr.com/pricing

Rippling

Best for: teams that want HR, IT and payroll on one platform and treat EOR as one module of a bigger system rather than a standalone global hiring tool.

Rippling is the HRIS-first alternative: every customer sits on a single employee graph, and EOR is one module on that graph alongside HR, IT and spend management. It publishes 600+ integrations on that platform, more than any other provider on this list. The consolidation thesis is clear: if you are buying an HRIS, device management and payroll anyway, EOR rides the same record and adds a live entity-versus-EOR cost calculator so the crossover is on the table from the start.

EOR is the newer part of the product. Country coverage is materially lower than the dedicated EOR providers at 80 countries, against roughly 180 for the rest of this list. EOR pricing does not appear on Rippling's primary pages, only on its own blog, where $499 per employee per month surfaces in a comparison table. A base HR-platform fee sits on top of the per-employee EOR charge; get the all-in monthly number in writing. Rippling also does not publish its FX terms or deposit terms on primary pages, though third-party reviews consistently report an undisclosed security deposit required before onboarding.

The case for Rippling on this checklist is the platform column: 600+ integrations, unified device management, and the most powerful people-and-IT stack on the list. The case against it for a team focused on EOR alone is the coverage gap at 80 countries, the pricing opacity, and the fact that EOR was added to the product rather than built as its core. One buyer in our call intelligence hit a statutory employment cap in Germany with no foreign-direct-employment path beyond it.

Countries: 80 for EOR (185+ for contractor payments)
Entity model: Hybrid, owned subsidiaries plus partners; split not published
Onboarding: Fast, heavy self-serve; white-glove reserved for enterprise
Contractors: Yes, contractor payments plus Contractor-of-Record
Pricing: Not on primary pages; about $499 on its own blog, plus an HR-platform base fee · verified 2026-06-26
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 it leads the platform column on this rubric by a clear margin.
A live entity-versus-EOR cost calculator built into the platform, so the crossover question is on the table without a separate advisory engagement. Transition tooling for teams moving to their own entity exists on the same product.
Fast, heavily automated self-serve onboarding in minutes and payroll in days, with published rolling support metrics and human-staffed chat, email and video. SOC 1 and SOC 2 Type II both held.
EOR coverage at 80 countries covers two-thirds of the global population per Rippling's own figure. For a team hiring primarily in the United States, European Union and major APAC markets, 80 countries may be sufficient.

Watch-outs

EOR country coverage is 80, materially lower than the dedicated EOR providers at roughly 180. A country you need to hire in may simply not be available.
EOR pricing does not appear on primary pages, only on Rippling's own blog at $499, plus a base HR-platform fee on top. Third-party reviews consistently report an undisclosed security deposit, though neither is stated on primary pages.
EOR was added to the product rather than built as its core, and buyers report EOR-specific edge cases, including statutory employment caps and senior-title restrictions, being harder to navigate than at pure-play EOR providers.

Source: rippling.com

Papaya Global

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

Papaya Global is the payroll-at-scale alternative, built for Fortune-500 buyers. It reaches 160+ countries, runs a strong payroll and data backbone with 130+ payment currencies, and adds a licensed payments arm. The platform is as much payments infrastructure as HR software, designed to sit alongside an existing Workday, SAP or Oracle stack rather than replace it. EOR from $499 per employee per month, one of the lower published headlines on this list, is the entry point to a broader enterprise product suite.

Most of the EOR footprint is partner-delivered. Papaya owns full EOR entities in only 40 of its 160+ countries, so most edge-case questions in the remaining countries route through a vetted in-country accounting firm. An FX processing fee applies on currency conversion, with no percentage published. Country-variable FX margins are supplied through your CSM rather than on the pricing page. The wallet must also be pre-funded with a buffer before payroll runs. No deposit is required for EOR or contractor engagements per the pricing page.

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 value is the consolidation saving rather than the per-employee headline. Price the full stack, including the FX processing fee and pre-funding requirement, before comparing it on headline alone. Against Deel you trade self-serve simplicity for finance-grade payroll consolidation at enterprise scale.

Countries: 160+ 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 CSM
Contractors: Yes, Contractor of Record from $295 and a self-serve option from $5
Pricing: From $499 / employee / month (EOR); FX processing fee applies, not published · verified 2026-06-26
G2: 4.5/5 (53)

Strengths

A strong enterprise payroll and data backbone across 160+ countries and 130+ payment currencies, plus a licensed payments arm. Few providers consolidate multi-country payroll data at this scale.
A broad named-connector catalogue covering Workday, SAP SuccessFactors, Oracle HCM and NetSuite, plus a self-serve integration and mapping layer. Slots into an enterprise HRIS stack rather than trying to replace it.
No deposit required for EOR or Contractor of Record engagements per the pricing page. Published EOR pricing from $499 per employee per month, lower than several larger competitors on this list.
A deep certification stack for procurement gates: ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II and GDPR, plus global equity administration through payroll. Passes a security review faster than most.

Watch-outs

Most of the EOR footprint is partner-delivered. Papaya owns full EOR entities in only 40 of its 160+ countries, so edge cases in the remainder route through an accounting-firm partner rather than an in-house team.
An FX processing fee applies on currency conversion, with no percentage published. Country-variable FX margins are supplied by your CSM rather than on the pricing page. The wallet must be pre-funded with a buffer before payroll runs.
Built for Fortune-500 scale rather than fast-growing teams. A thin G2 review base of roughly 53 reviews and a premium, quote-led service model mean it is hard to independently verify the service experience before signing.

Source: papayaglobal.com/pricing

Globalization Partners (G-P)

Best for: large enterprises where reach, a deep certification stack, analyst recognition and owned-entity coverage at scale matter more than published pricing or access to a human on a standard plan.

G-P is the analyst-decorated enterprise incumbent, marketing 180+ country reach, 100+ legal entities and 200+ global partners on a long track record. It positions EOR as the alternative to running your own global entity portfolio and brings one of the broadest compliance and security certification stacks in the category. G-P markets itself as the number-one EOR by analysts; we report that as its own claim, not ours. On entity depth and international legal coverage, it is a serious competitor in any enterprise evaluation.

Two checklist items are hard. EOR pricing is quote-only, with no per-employee figure on any of G-P's own pages. You need a sales call before you can build a budget line. Base-tier support leans on the G-P Assist AI assistant; a dedicated customer success manager, quarterly business 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' salary, though G-P does not disclose deposit or pre-funding terms publicly.

The case for G-P is governance at scale. Its certification stack, its large in-country legal team and the procurement posture large organisations require make it a strong default for a regulated enterprise that needs every vendor to pass a rigorous security and legal review. Procurement, security and legal reviews tend to clear it quickly because it is purpose-built to be reviewed. Against any other provider on this list, the trade is published pricing and base-tier human support for enterprise breadth and analyst recognition.

Countries: 180+ reach, 100+ legal entities plus 200+ partners
Entity model: Owned entities plus an extensive global partner network; no clean owned-only split per country published
Onboarding: AI-led at base tier, enterprise-governed throughout
Contractors: Yes, self-serve at $39/contractor/month
Pricing: Quote-only; no per-employee EOR price published · verified 2026-06-26
G2: 4.4/5 (1028)

Strengths

Genuine enterprise-grade scale and reach: 180+ countries marketed, 100+ legal entities and 200+ global partners. One of the longest track records in the category and the deepest analyst-recognition footprint.
One of the deepest compliance and security certification stacks on this list: ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, on a self-serve trust portal. Passes a regulated-enterprise vendor review faster than most.
A large in-country HR, legal and compliance team, with recognised analyst standing. A trust signal for enterprise buyers who need their vendor shortlist validated by a third party before the board.
A transparent self-serve contractor product at $39 per contractor per month, with Wise-powered payments and AI misclassification checks. The one publicly priced G-P product.

Watch-outs

Publishes no EOR per-employee price on any of its own pages. Only a demo request and Request a proposal are shown. A like-for-like budget comparison requires a sales call.
Base-tier support leans on the G-P Assist AI assistant. A dedicated CSM, quarterly reviews and direct HR and legal access are reserved for the higher EOR Prime tier. Buyers on the base EOR plan route through AI first.
Buyers report a pre-funding model of roughly one to two months' salary, though G-P does not disclose deposit or pre-funding terms publicly. Ask for the deposit and exit terms in writing before you advance the conversation.

Source: globalization-partners.com

Velocity Global (now Pebl)

Best for: companies that want a broad reach, a single flat published fee and an AI-first support model, and are comfortable asking about the FX and deposit terms that the pricing page does not surface.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first global hiring platform. The $399 per employee per month flat fee, branded its lowest standard pricing ever, is the most visible headline on the pricing page. Reach is broad at 185+ countries, owned entities in 65 of them, and a centralised Global Work Platform sits behind a deep integration catalogue across HRIS and finance. An in-house legal team backed by Baker McKenzie handles compliance; the Alfie AI assistant routes day-to-day support, escalating to 200+ in-country experts when expertise is needed.

The checklist questions that need extra attention are cost and deposit. Velocity Global publishes no FX terms on its pricing page. The terms and conditions that accompany the $399 figure are not detailed on the page; third-party reviewers consistently report an undisclosed FX spread and a refundable security deposit tied to gross annual salary. Neither appears on the company's own pages, so we frame them as buyer reports rather than published terms. The page claims all-in pricing with no undisclosed charges, but that cannot be independently verified on FX without seeing the contract.

The Alfie AI assistant handles day-to-day support and routes to a human specialist when expertise is needed. For a team comfortable with an AI-first support model and a simple flat headline in a large number of countries, Pebl is worth evaluating. The customer experience is still settling after the September 2025 rebrand. Against Deel you trade a settled product experience and base-tier human-first support for a lower flat headline and a wider footprint.

Countries: 185+ reach, owned entities in 65
Entity model: Owned entities in 65 markets, in-country partners for the remaining reach
Onboarding: AI-led, onboarding in as little as 24 hours claimed
Contractors: Yes, contractor management in 180+ countries (no price published)
Pricing: $399 / employee / month, flat (FX terms not published) · verified 2026-06-26
G2: 4.6/5

Strengths

One of the widest published footprints in the category: 185+ countries including all 50 US states, with owned entities in 65.
A simple flat headline of $399 per employee per month on its own pricing page, the lowest published flat fee on this list and easy to read at a glance.
A deep platform and integration ecosystem: a broad published integration catalogue across HRIS and finance and a centralised Global Work Platform, with a full contractor and global-equity offering alongside EOR.
Enterprise-grade compliance: ISO 27001:2022, SOC 2 Type 2 and GDPR, plus an in-house legal team backed by Baker McKenzie. A strong certification stack for a team running a security review.

Watch-outs

Publishes no FX terms on its pricing page. Third-party reviewers report an undisclosed FX spread and a refundable security deposit tied to gross annual salary that do not appear on the company pages. Ask for both in writing.
Most of the 185+ country reach is partner-served. Owned entities cover 65 markets; the remaining 120+ rely on in-country partners. Ask which of your specific countries are owned versus partner-served before signing.
Day-to-day support is AI-first through the Alfie assistant. The customer experience is also still settling after the September 2025 rebrand to Pebl, so the review base and publicly documented service record are thinner than the older providers.

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
Total cost of employment	Ask for the FX policy in writing. Confirm whether salary conversion uses a zero-markup mid-market reference or an undisclosed spread. Check whether the deposit terms and any early-exit or minimum-term charges are in the main contract or a separate schedule.	Deel, Rippling, Velocity Global (Pebl) and G-P don't publish FX terms on their pricing pages. Teamed absorbs FX at zero markup and shows the rate against mid-market. Oyster charges a currency-conversion fee of unknown size. Papaya adds a separately disclosed FX processing fee and pre-funds the wallet. Remote shows the rate used after the fact with no published percentage.	An itemised invoice with a visible FX line means you can reconcile cost per employee without a finance query on every payroll. It also means the number you put in front of the hiring manager before a hire is the number on the invoice.	A timestamped rate shown against a published public reference is an auditable record for a regulated organisation. An undisclosed rate is a reconciliation risk if the regulator or auditor asks how the conversion was calculated.
Human support access	Ask specifically who handles a contested termination or a works-council question in the country you hire in most. You want a real HR or legal expert with jurisdiction depth, not a ticket queue or an AI assistant that escalates when it cannot answer.	Deel reserves its dedicated Slack and Teams support channel for the $899 Enterprise tier. G-P routes base-tier EOR support through the G-P Assist AI assistant; a dedicated CSM is on the higher tier. Teamed and Oyster both include real expert access on the standard plan, with no tier to unlock. Remote includes a named CSM and in-house experts on the EOR plan.	You want a real person before a termination goes wrong, not after. The question for any provider is whether you can reach that person on your plan today, or whether you need to upgrade to get there.	A dedicated named contact with continuity on your account is a security posture, not just a service benefit. A rotating ticket queue means your context starts from zero each time, which is a risk in a sensitive employee situation.
Lifecycle from EOR to your own entity	Check whether the EOR contract contains a minimum term, a no-exit window or an early-exit fee. Also ask whether the provider has a productised path to help you set up your own entity, or whether you would need to engage a separate legal firm when the time comes.	EOR has a natural crossover point, typically when you have a critical mass of employees in one country and the cost of your own entity falls below the combined EOR fees. A provider that models that crossover actively keeps your interests aligned; one without a path to entity transition has an incentive to keep you on EOR.	A clean transition from EOR to your own entity on the same system means no re-onboarding, no data migration and no re-papering of employment contracts at the point of transition. That matters when you have 20 or more employees in a country and are moving to direct employment.	An EOR-to-entity transition on one platform means one data-processing chain throughout. A switch to a new provider at the transition point creates a data-migration event with its own GDPR and data-portability obligations.

Decision checklist

Ask: "What is the total cost of employment, FX included?" Request a sample invoice for a real salary in your primary hire country. Check whether the FX spread is shown as a line item against a mid-market reference, or whether it is embedded in the conversion rate without a separate disclosure.
Ask: "Is the entity in my country owned by you, or a local partner?" An owned entity in a given country means one accountable employer for the contract, payroll and statutory contributions, with no partner margin layer. Ask per country, not per brand. Every EOR on this list, including Teamed, operates through a mix of owned entities and vetted partners.
Ask: "Who handles a contested termination in [country]?" Name the country. You want a real HR or legal expert who knows the jurisdiction, not a ticket queue or an AI assistant that routes to a human when it cannot answer. Ask whether that person is on your plan or gated behind a higher tier.
Ask: "Can I reach a real person on my current plan?" Dedicated support channels, a named contact and a real escalation path are plan features at some providers and premium-tier items at others. Deel gates a dedicated channel behind its $899 Enterprise plan. G-P routes base-tier support through an AI assistant. Know what your plan includes before the first hard moment arrives.
Ask: "What are the deposit and exit terms?" Most EOR providers require a refundable deposit, typically one month of salary, but some tie it to the notice period or require pre-funding of a payroll wallet. Minimum terms, no-exit windows and early-exit fees should all be in writing before you sign. Teamed takes a one-month refundable deposit and sets the exit terms in the contract with no hidden schedules.
Ask: "What happens when I have enough headcount to set up my own entity?" EOR has a natural crossover point. Ask whether the provider models it, and whether there is a productised path to transition. A provider that helps you move off EOR at the right moment keeps its incentives aligned with yours. Teamed builds that modelling into the engagement via GEMO.
Ask: "Will my actual job title appear on the contract?" Some providers restrict senior titles such as CFO or CTO on compliance-risk grounds and substitute a generic equivalent. Ask before the hire, not after the contract is signed.
Ask: "Is contractor misclassification cover included by default, or do I need to opt in?" If you also engage contractors alongside EOR employees, check whether the cover activates automatically on each engagement or requires a separate sign-up step. The gap between opt-in and opt-out has real liability consequences.
Compare the exit clause, not just the headline fee. Read the section on minimum term, notice period, early-exit fees and deposit-return timeline before you compare providers on price. The lowest headline with a six-month lock-in can be more expensive than a higher headline with a 30-day exit.
Ask every provider: "Give me the name and jurisdiction depth of the person who would handle a Betriebsrat consultation in Germany or a KSchG termination." The answer tells you whether the support model is a generalist queue or a genuine jurisdiction specialist. You don't have to be hiring in Germany for the question to be useful; it benchmarks the compliance depth across the whole service.

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Honest take

When another provider on this list is the better fit.

Choose Deel if platform breadth, the deepest integration catalogue and the strongest brand outweigh the need for a readable FX line or a dedicated support contact at the standard tier.
Choose Remote if a polished self-serve product, a 100%-owned entity network across core EOR countries and strong IP protection matter most, and annual billing is fine.
Choose Oyster if you want the fastest automated onboarding, a flat published price and a B-Corp supplier, and you have confirmed the deposit amount and currency-conversion fee in writing.
Choose Rippling if you want to unify HR, IT and payroll on one platform and 80 EOR countries covers your current hiring map. The 600+ integrations and live entity-versus-EOR calculator are genuine product advantages.
Choose Papaya Global if enterprise payroll consolidation at scale is the priority, finance-grade reporting across 130+ currencies is what you need, and budget is not the constraint.
Choose G-P if you are a large regulated enterprise where analyst recognition, a 100+ entity network and a deep certification stack clear the internal review faster than any other factor, and you can move without a published price.
Choose Velocity Global (Pebl) for the lowest flat headline and the widest published footprint, if an AI-first support model is acceptable and you have confirmed the FX and deposit terms in the contract.

Teamed leads cost transparency and the lifecycle from EOR to your own entity, and scores top on human support with no tier gating. It doesn't lead every column. A buyer whose priority is platform breadth, owned-entity depth across 100+ countries or the lowest flat headline should pick accordingly. We'd rather flag the better fit than close the wrong engagement.

Frequently asked questions

What should an EOR evaluation checklist include?
At a minimum: the total cost of employment including the FX spread on salary conversion, the deposit and exit terms, whether entities in your specific countries are owned or partner-served, who handles a complex termination or a works-council question, whether a real person is reachable on your plan without a tier upgrade, and what the path looks like when EOR no longer makes financial sense. This page scores eight providers on five of those questions. The howToChoose section at the end lists ten specific questions to take into every provider call.
How does FX transparency differ across EOR providers?
Most EOR providers apply an FX spread on salary conversion without disclosing the rate or percentage. Teamed absorbs FX at zero markup on the fee and shows the applied rate against a published mid-market reference on every invoice. Remote shows the rate used on the monthly invoice after the fact, but publishes no percentage. Deel, Rippling, Velocity Global (Pebl) and G-P publish no FX terms at all on their pricing pages. Oyster charges a currency-conversion fee on a mismatch, with no rate disclosed. Papaya applies an FX processing fee, with country-variable margins provided by the CSM rather than the pricing page. The industry FX margin typically sits in the 1.5 to 3% range, unattributed to any provider by name.
Which EOR providers include a real person on the standard plan?
Teamed includes real HR and legal experts on every plan with no AI bot wall and no tier to unlock. Oyster includes a dedicated hiring success manager and publishes a 24-hour response SLA with resolution under 72 hours at the standard EOR tier. Remote includes a named CSM and in-house HR, legal and tax experts on the EOR plan. Papaya assigns a CSM for all EOR engagements. Deel reserves its dedicated Slack and Teams support channel for the $899 Enterprise tier; Standard support runs through a shared queue. G-P routes base-tier support through its G-P Assist AI assistant, with a dedicated CSM and direct human access at the higher EOR Prime tier. Rippling provides human-staffed chat, email and video, with white-glove reserved for enterprise. Velocity Global (Pebl) routes day-to-day support through its Alfie AI assistant, escalating to human experts on complex questions.
What is the difference between an owned entity and a partner in EOR?
Every EOR on this list, Teamed included, delivers through a mix of entities it owns directly and vetted local partners. When your hire is through an owned entity, there is one accountable employer for the contract, payroll and statutory contributions, with no partner margin layer or sub-processor chain. When it's a partner, the EOR is contracting with a local firm that holds the employment relationship. What differs across providers is the share: Remote markets owned entities across all 90+ of its EOR countries; G-P has 100+ legal entities across 180+ reach; Teamed owns entities in 57 countries; Velocity Global owns 65; Papaya owns 40 EOR entities against 160+ reach; and Rippling publishes no split. The useful question is not which provider owns the most entities overall, but whether your specific country is owned or partner-served by that provider.
How current is this scoring, and when is it next reviewed?
Every competitor figure on this page is read from the Teamed competitor fact-cache, verified on 26 June 2026 against each provider's own pricing page and G2. Each of the eight providers is scored 1 to 5 on five criteria; there is no weighted total and no overall winner. Where a provider does not publish pricing, we say so. Where G2 blocked an automated read, the rating carries a verification caveat. We review the page quarterly and re-verify pricing monthly. The published date at the top reflects the last substantive review.
When does EOR no longer make sense and how do I know when to set up my own entity?
EOR typically stops being the most cost-effective model when you have a critical mass of employees in a single country, often cited as 5 to 10 people, though the real threshold depends on your salary levels, the statutory employer costs in that country and the cost of incorporating and running an entity there. Teamed models that crossover per country as part of the engagement and helps clients transition via GEMO, which sets up and runs your own entity in 90+ countries on the same system with no re-onboarding. Remote offers an entity-setup service but does not publish crossover modelling. Rippling has a live entity-versus-EOR cost calculator built into the platform. Most other providers on this list route entity setup to a separate engagement or a third-party law firm.

Common questions

What questions should I ask an EOR provider before signing?
The most useful questions are: what is the total cost including FX, are entities in my countries owned or partner-served, who handles a contested termination on my plan, what are the deposit and exit terms, and what happens when I am ready for my own entity. The howToChoose section on this page gives ten specific questions to take into every provider call, along with what the right answers look like.
What is the best EOR provider based on a structured evaluation?
No single provider sweeps every criterion. Teamed leads on cost transparency and lifecycle. Remote and G-P lead on compliance and owned-entity depth. Deel and Oyster lead on onboarding speed. Rippling leads on platform breadth with 600+ integrations. The most useful first step is to rank the five criteria on this page by your own priority, then read the two or three provider cards that score highest on yours.

For the buying committee

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The honest path

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