G-P (Globalization Partners) alternatives · 2026
The 8 best Globalization Partners (G-P) alternatives in 2026
No single winner. We scored eight G-P alternatives on a published six-axis rubric. Teamed leads on the service model and employment intelligence and on the path to your own entity. It contests pricing transparency with Remote and coverage and entity depth with Pebl. Deel and Rippling lead on platform, and the certified providers lead on security. Pick the column that fits your priorities, then read the write-ups.
1,000+ companies advised
- 8
- G-P alternatives scored on one six-axis rubric.
- $599
- Teamed flat fee, same headline as Deel, FX absorbed at zero markup.
- 6
- Rubric axes, no overall winner.
Disclosure
This guide was produced by Teamed, which is one of the alternatives scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim the lowest price, and we say plainly where G-P or another provider is the better fit.
What are the best Globalization Partners (G-P) alternatives in 2026?
No single winner. We scored eight G-P alternatives on a published six-axis rubric. Teamed leads on the service model and employment intelligence and on the path to your own entity. It contests pricing transparency with Remote and coverage and entity depth with Pebl. Deel and Rippling lead on platform, and the certified providers lead on security. Pick the column that fits your priorities, then read the write-ups.
What is a Globalization Partners (G-P) alternative?
G-P (Globalization Partners) pioneered the EOR model and operates the widest owned-entity footprint in the category, part of 180+ country coverage (its active owned entities number closer to 125). As the legal employer, it runs local employment contracts, payroll and statutory contributions while you direct the work. The model is tested across large, complex global teams, with enterprise governance, deep compliance and a long track record.
Companies usually look past G-P for three reasons. Pricing is not published and industry estimates put it at roughly $699 to $1,000+ per employee per month. The platform and onboarding are widely reported as dated and slow, which matters when a fast-growing team needs to hire quickly. And the model is built for large, complex organisations, so it can feel overbuilt for a 30-person company moving at speed. The eight alternatives here all deliver through a mix of owned entities and vetted local partners; the share differs, and which of your countries land on each side is the question to ask.
Methodology
How we scored this comparison
Each alternative is scored 1 to 5 on six axes, against G-P as the incumbent baseline. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on exactly the same axes as the rest.
- Pricing transparency
- Whether the all-in cost of a hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, notice and exit terms. The FX rate on salary conversions is one clause of that test, not the whole frame. G-P does not publish pricing, so this axis scores how transparent each alternative is against that baseline.
- Coverage and entity depth
- Depth and legal robustness of in-country coverage: the owned-entity versus vetted-partner structure behind each market, the real HR and legal experts (backed for Teamed by DLA Piper as global counsel) who handle the hard local edge cases in-house, and how fast a real employment-law expert responds at a contested exit or a complex termination in a jurisdiction you have never hired in before. Broad-network providers lead on raw breadth; owned-entity depth is where the harder cases get handled directly.
- Platform and self-serve
- Product surface, self-serve flows, integration and API depth, and speed to first payroll for teams that want to run global hiring themselves. G-P is widely reported as dated and slow; this axis scores modern self-serve capability and onboarding speed against that baseline.
- Security and certifications
- ISO 27001 and SOC 2 Type II held today: the certifications a procurement or security review asks to see, checked against each provider on 22 July 2026.
- Service model and employment intelligence
- Ongoing human employment expertise plus AI assistance across the lifecycle (for Teamed, the Ted layer): whether real HR and legal experts own the hard moments directly, and how well the system flags employment-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 entity on one system, flags the crossover point, and can set up the entity through a service like Global Entity & Employment Operations (GEMO).
How we gathered evidence
The six axes are pricing transparency, coverage and entity depth, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own entity. Pricing came from each provider's own pricing page on 16 June 2026. Where a provider doesn't publish pricing (G-P, Rippling) or buries the EOR rate (Multiplier), we used g2.com reviewer data and cited industry estimates and say so. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. G2 ratings and review counts came from g2.com. Owned-entity or partner status came from each provider's site. Teamed's claims come from teamed.global.
Considered & excluded
We scored the eight alternatives a company leaving or evaluating G-P would realistically shortlist.
- Payoneer Workforce Management (formerly Skuad), Atlas: Capable, but with a thinner public track record than the eight scored.
- Native Teams, RemoFirst: Micro-business and lowest-price positioning, a different buyer than this list.
How they score, criterion by criterion
There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.
| Provider | Pricing transparency | Coverage and entity depth | 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 | ||||||
| Pebl (formerly Velocity Global) | ||||||
| Multiplier |
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.
#1
Teamed
Us, scored on the same rubricBest for: rapidly growing companies with an international footprint that want cost clarity, real employment-law expertise when it matters, and one partner from first contractor to last entity.
Teamed is the advisory alternative to G-P, built for rapidly growing companies with an international footprint. Where G-P wins on owned-entity breadth, Teamed wins on transparency: it shows the real FX on salary conversions against the mid-market reference and absorbs it at zero markup on the fee, and it tells you the month your own entity starts to beat EOR. G-P publishes neither.
Teamed contests the coverage column on depth rather than raw breadth. It owns entities in 57 countries, backs them with DLA Piper as global counsel and vetted in-country partners, so real HR and legal experts handle the hard local edge cases in-house: a contested exit, a complex termination, a statutory question in a jurisdiction you have never hired in before. The Ted layer adds AI assistance on top of that human expertise, flagging employment-law changes early. No AI bot wall, no support tier to unlock, no ticket queue.
Teamed isn't trying to be your HRIS. It plugs into the tech you already run and is the partner you choose from your first contractor to your last legal entity on one system, with no re-onboarding. It concedes the platform column to the dashboard-first players and does not yet hold the security certifications several rivals carry. G-P doesn't offer that one-team lifecycle, and switching mid-journey means re-onboarding your workforce.
- Countries
- 187+ (owned entities + vetted partners)
- Entity model
- Owned entities in 57 countries + vetted partners; sets up your own entity via Global Entity & Employment Operations (GEMO) in 100+ countries
- Onboarding
- As little as 24 to 48 hours
- Contractors
- Yes, with misclassification cover (Guard / Protect)
- Pricing
- $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-07-22
- G2
- 4.8/5
Strengths
- Tells you the truth about cost. The applied FX rate sits next to the mid-market reference and is absorbed at zero markup on the fee. Teamed also flags the month your own entity beats EOR, something G-P does not offer.
- Owns entities in 57 countries, backed by DLA Piper as global counsel and vetted in-country partners, so real HR and legal experts handle edge cases directly. No AI bot wall and no Enterprise tier to unlock.
- Human employment expertise with the Ted layer for AI assistance across the lifecycle. Proactive quarterly reviews flag employment-law changes before they become surprises, and Teamed models the point where your own entity makes more financial sense than EOR.
- One partner from first contractor to EOR to your own entity via Global Entity & Employment Operations (GEMO), on one system with no re-onboarding. Plugs into your existing stack rather than replacing it.
Watch-outs
- Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory-first, not dashboard-first, so it concedes the platform column here.
- ISO 27001 and SOC 2 aligned with accreditation in progress, so the certificate isn't in hand yet. Several rivals on this list hold current certifications. If your procurement or security review needs the badge issued today, ask each provider for current reports and dates.
- The advisory model earns its weight across multiple countries or a growing headcount. A single hire in one country with no growth plans, or a procurement team set on the long-established market name and its larger review base, may suit a lighter self-serve platform better.
Source: teamed.global/pricing
#2
Deel
Best for: teams that want the broadest platform, the deepest integration catalogue and the market-leading brand, and can accept undisclosed FX terms.
Deel is the platform-first alternative to G-P, with one of the broadest native integration catalogues in the category, a mature contractor product and a broad country reach, all on one of the best-developed HR platforms in the category. For a team that wants to run global hiring as a product rather than a service, Deel is the benchmark. It holds current ISO 27001 and SOC 2 Type II certifications, so it also sits near the top of the security column.
The watch-out for a buyer coming from G-P is the FX line. Deel doesn't publish its FX terms, so the salary-conversion cost sits off the invoice. Deel does not publish which plan includes its dedicated Slack or Teams support channel. G-P doesn't publish pricing either, but its enterprise buyer typically has contract weight to negotiate terms.
For most fast-growing companies switching from G-P, Deel is the most natural landing point: modern platform, a published $599 starting fee, broad integrations and onboarding in days rather than weeks. Its scale gives it strong platform-assisted support, though advisory depth on the hardest employment-law edge cases is lighter than the specialist providers. Get the FX policy in writing before signing, and confirm which plan includes the dedicated support channel.
- Countries
- 150-plus countries reach, full legal employment in 130+ (owned entities + local partners)
- Entity model
- Mix of owned entities and local partners; some markets partner-served
- Onboarding
- Fast, typically a few days
- Contractors
- Yes, mature contractor management product
- Pricing
- From $599 per employee per month, a starting rate · verified 2026-07-22
- G2
- 4.8/5
Strengths
- The broadest platform in the category, with one of the broadest native integration catalogues around, a mature contractor product and strong API depth. Platform column co-leader on this rubric.
- A $599 starting fee that is published in full. Modern, well-designed self-serve flows that a small team can run without a payroll specialist in-house.
- Fast onboarding, often completed in a few days, markedly quicker than G-P at enterprise pace. Onboarding speed is one of the main draws for a company switching.
- Holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column, alongside a large G2 review base and high brand recognition that helps with procurement sign-off.
Watch-outs
- Doesn't publish FX terms. The salary-conversion cost is not disclosed upfront, so the real bill differs from the $599 headline by an amount you have to ask for.
- Dedicated support channel not published per plan; confirm what your rate includes.
- Advisory depth on the hardest employment-law edge cases is lighter than the specialist providers, and the platform depth is more than a focused global hire needs if you are happy with your current stack.
Source: deel.com/pricing
#3
Remote
Best for: teams that want a polished self-serve platform, a strong benefits and IP product, and owned entities in the countries where they hire most.
Remote is the strongest product-led alternative to G-P. It owns its entities across its core countries and runs a polished self-serve platform with a mature benefits and IP product. Owned-entity compliance is strong across its core 90+ markets, and local partners extend the map to about 180 countries. It holds current ISO 27001 and SOC 2 certifications, so it sits at the top of the security column.
It's more transparent on cost than G-P: $599 on annual billing ($699 month to month) is published in full, and it discloses its FX approach. The disclosed Remote FX rate is a variable spread above mid-market, not a zero-markup line, but it is at least on the table for you to model.
The fit is a team that wants to run global hiring as a product. Benefits administration and IP protection are genuinely mature, and the self-serve flows hold up as headcount scales. The model is product-led rather than advisory, so a real employment-law expert on call is less the default than with the specialist providers. Against G-P you trade the widest owned-entity count for a modern platform, published pricing and faster onboarding.
- Countries
- ~180 via owned entities + local partners
- Entity model
- Owned-entity led in its core 90+ countries; local partners elsewhere
- Onboarding
- Days to a few weeks per country
- Contractors
- Yes
- Pricing
- $599/mo on annual billing ($699 month to month) · verified 2026-07-22
- G2
- 4.6/5
Strengths
- Polished, well-designed self-serve platform with strong benefits administration and IP-protection tooling. Product experience is among the best in the category, and it holds current ISO 27001 and SOC 2 certifications.
- Owned entities across its core 90+ countries, which means fewer partner hand-offs in the markets most teams hire in.
- Published pricing in full: $599 on annual billing, $699 month to month. You can budget it without a sales call, which G-P cannot offer.
- Discloses its FX approach rather than concealing it. The spread is variable, but it is at least on the invoice for you to model.
Watch-outs
- The $599 rate requires annual billing. Month to month is $699, so the comparable price depends on the commitment you can make.
- The disclosed Remote FX rate is a variable spread above mid-market, not a zero-markup or itemised mid-market line.
- Owned entities cover the core 90+ markets; beyond them delivery runs through partners, so ask which of your countries are owned.
Source: remote.com/pricing
#4
Oyster
Best for: smaller and fast-scaling teams that want automation, dedicated customer success and a B-Corp supplier with published pricing.
Oyster is the automation-first alternative and a certified B-Corp. Onboarding is fast and clean, dedicated customer success managers are consistently praised in G2 reviews, and pricing is published. The product is built so a small team can run it without a payroll specialist in-house.
It's a credible early choice for a fast-growing company leaving G-P's enterprise model. The dedicated CSMs give it a human layer that pure self-serve platforms lack, though advisory depth on the hardest employment-law edge cases is lighter than the owned-entity specialists. It's lighter on the lifecycle too, with less of a managed path to your own entity, so it can become something you outgrow as headcount builds.
Pricing is published and predictable, which suits a first-time buyer or a team that found G-P opaque on cost. The B-Corp certification carries weight with procurement teams that screen suppliers on values. Against G-P you trade owned-entity breadth for speed, transparency and a human customer-success relationship at a fraction of the estimated price.
- Countries
- 180+ via local partners
- Entity model
- Partner-led mix across 180+ countries
- Onboarding
- Fast, automated; a few weeks per country
- Contractors
- Yes
- Pricing
- From ~$599 to $699 / employee / month · verified 2026-07-22
- G2
- 4.4/5 (1470)
Strengths
- Strong, consistently praised customer success managers and a clean automated onboarding flow. Onboarding speed is one of the strongest parts of the platform column here.
- Certified B-Corp with transparent published pricing, roughly $599 to $699, and good ergonomics for smaller teams. It holds SOC 2 Type II, though its ISO 27001 status is less clearly published.
- A 180+ country reach through local partners, with one of the largest G2 review bases in the category at roughly 1,470 reviews.
- Automation that keeps up when a fast-growing team adds people quickly, which is exactly the stage Oyster builds and prices for.
Watch-outs
- Lighter lifecycle tooling, with less of a managed path from EOR to your own entity as headcount builds.
- Advisory depth on the hardest employment-law edge cases is lighter than the owned-entity specialists. The CSM model helps, but it is not a substitute for in-house legal expertise.
- More of its map runs through partners than the owned-entity-led providers, so ask about the chain in your specific countries.
Source: oysterhr.com/pricing
#5
Rippling
Best for: teams that want HR, IT and payroll on one platform and treat EOR as part of a bigger system rather than a standalone hiring tool.
Rippling is the alternative if you want to run HR, IT and payroll on one system. Rippling publishes 600+ integrations, the most powerful platform here. For a team standardising its whole people stack, EOR rides the same employee record as everything else. It also holds one of the broadest certification sets in the category, including ISO 27001 and SOC 2 Type II, so it sits at the top of the security column.
But EOR is the newer part of the Rippling product. It does not publish EOR pricing, and it layers a base HR-platform fee on top of the per-employee EOR charge. Its EOR coverage is 80 countries, materially lower than the rest of this list. G-P is broad; Rippling's EOR reach is not.
The consolidation thesis is the point. If you are buying an HRIS, device management and payroll anyway, EOR rides the same employee record. Get the all-in monthly number in writing, platform base plus EOR fee. If you are not consolidating your stack, the base fee buys capability you will not use. Against G-P you trade owned-entity breadth for a unified people-and-IT system at a likely lower total cost.
- Countries
- 80 for EOR, 185+ for contractor payments
- Entity model
- Hybrid, Rippling-owned subsidiaries plus partners; split not published
- Onboarding
- Fast, self-serve
- Contractors
- Yes
- Pricing
- Not published; about $499 to $599 + HR-platform base fee · verified 2026-07-22
- G2
- 4.8/5
Strengths
- Rippling is arguably the most powerful unified HR, IT and payroll platform on this list, publishing 600+ integrations. Platform column co-leader on this rubric.
- Fast, polished self-serve experience for a team standardising its whole people stack on one tool.
- Device, app and access provisioning ride the same employee record as payroll, so an EOR hire is set up like any other employee from day one.
- Holds one of the broadest certification sets in the category, including ISO 27001 and SOC 2 Type II, so a security review clears it quickly.
Watch-outs
- EOR is less mature than the core product, and country coverage (80 countries) is materially lower than the rest of this list. If broad EOR reach is what you're leaving G-P for, Rippling may not deliver it.
- Does not publish EOR pricing, and adds a base HR-platform fee on top of the per-employee EOR charge.
- Built to replace your HR stack, which is more than a focused global hire needs if you are happy with your current tools.
Source: rippling.com/pricing
#6
Papaya Global
Best for: enterprises that need payroll automation at scale across many countries and currencies, with one reporting layer across all of it.
Papaya Global is the payroll-at-scale alternative, 180+ countries through owned entities and partners with full EOR entities owned in 40, 130+ payroll currencies, and a strong data-and-payroll backbone for finance teams. The platform is payments infrastructure as much as HR software. It holds current ISO 27001 and SOC 2 certifications, as its enterprise finance buyers require.
That depth comes at enterprise price and complexity. EOR starts from $499 per employee per month on its published pricing page, with a setup fee per location and a year-end filing fee on top. The model is not aimed at smaller teams; the complexity is the price of the data depth.
For a finance team consolidating payroll across many countries, the backbone is the draw: one reporting layer, 130+ payment currencies and audit-ready filings. Advisory engagement is payroll-operations-led rather than employment-law advisory. Against G-P you trade some owned-entity breadth for a more modern platform and clearer (though still complex) pricing. Price the full stack, not just the headline, because the per-location fees add up.
- Countries
- 180+ reach, owned full EOR entities in 40
- Entity model
- Mix of owned and partner
- Onboarding
- Weeks, enterprise-paced
- Contractors
- Yes
- Pricing
- From $499 / employee / month, plus setup and year-end fees · verified 2026-07-22
- G2
- 4.5/5 (55)
Strengths
- A strong enterprise payroll and data backbone across 180+ countries and 130+ payroll currencies. Few providers consolidate multi-country payroll data at this scale, and it holds current ISO 27001 and SOC 2 certifications.
- Mature automation and reporting for finance teams running complex multi-country payroll. Month-end consolidation and reconciliation are where it saves time, with audit trails built in.
- Scales to enterprise headcounts and multi-entity structures without re-platforming, so the system you start with is the one you grow into.
- A 4.5 rating on G2, strong for an enterprise product with a demanding finance-team buyer.
Watch-outs
- EOR starts from $499 per employee per month, plus a setup fee per location and a year-end filing fee.
- Built for enterprise, not smaller fast-growing teams, and payroll-led rather than advisory in how it engages.
- A smaller G2 review base than the platform-led providers, about 55 reviews, so the third-party signal is thinner.
Source: g2.com/products/papaya-global
#7
Pebl (formerly Velocity Global)
Best for: companies with complex M&A or immigration needs across 185+ countries that will pay a premium for that depth.
Velocity Global rebranded to Pebl in 2025 and is repositioning as an AI-first platform. It has real depth in M&A and immigration and a broad reach (185+ countries, 65 owned entities), one of the widest owned-entity footprints among the alternatives here, which is why it contests the coverage column. It holds ISO 27001:2022 and SOC 2 Type II, near the top of the security column.
But it sits at the premium end: a $599 standard rate that reviewers say often lands 30 to 50% higher in practice, and a customer experience still settling after the rebrand. Worth a look for complex M&A or immigration needs, pricey for a straightforward hire.
The premium buys depth where deals get complicated: carving a workforce out of an acquisition, employing where immigration and employment law interact, or restructuring across entities. The AI-first repositioning adds platform-assisted support on top of that specialist depth. Against G-P you trade the widest owned-entity footprint and long enterprise track record for a more modern platform and comparable depth where M&A or immigration is the priority.
- Countries
- 185+ (65 owned entities)
- Entity model
- Owned entities plus local partners
- Onboarding
- Days to a few weeks
- Contractors
- Yes
- Pricing
- $599 standard, often 30 to 50% higher in practice. · verified 2026-07-22
- G2
- 4.6/5
Strengths
- Real depth in M&A and immigration, with broad reach (185+ countries) and 65 owned entities. The M&A practice is the differentiator the generalists do not match.
- Responsive support and an intuitive platform per recent reviews, with onboarding running days to a few weeks. It holds ISO 27001:2022 and SOC 2 Type II.
- Owned entities in 65 markets reduce partner hand-offs where complex cases need a single accountable employer in the loop.
- Immigration depth alongside EOR, so a visa-dependent hire does not force a second vendor into the chain.
Watch-outs
- Premium pricing: a $599 standard rate that reviewers say often lands 30 to 50% higher in practice.
- Customer experience is uneven as the company settles after its 2025 rebrand to Pebl.
- Pricing is quote-led in practice, so a like-for-like comparison against the flat-fee providers takes work to pin down.
#8
Multiplier
Best for: fast-scaling teams that want a modern, well-supported platform and a strong contractor product at a low published base, once the FX fee is pinned down.
Multiplier is the price-and-product alternative for fast-scaling teams. It covers about 180 countries through local partners, the platform is modern and well-reviewed (G2 4.7), support is responsive, and the contractor and global-payroll products are strong. The published EOR base starts around $400 per employee per month, the lowest headline on this list. It holds current ISO 27001 and SOC 2 Type II certifications, so it sits with the certified providers on the security axis.
The watch-out is the one this guide keeps returning to. The currency-conversion fee isn't disclosed upfront, and third-party reviews report a spread that can run high, so the low base may not be the real cost. Against G-P, Multiplier trades enterprise governance and owned-entity breadth for a modern platform and a dramatically lower published base.
As a package the value is real: a modern platform, responsive support and the lowest published base on this list. Make the FX line the deciding question, in writing, before signing. If it checks out, Multiplier offers more agility than G-P at a fraction of the estimated cost.
- Countries
- ~180 via local partners (some owned)
- Entity model
- Partner-led mix, some owned entities
- Onboarding
- Fast, days
- Contractors
- Yes, strong contractor + global-payroll product
- Pricing
- From ~$400 / employee / month (EOR); FX fee not disclosed · verified 2026-07-22
- G2
- 4.7/5 (1300)
Strengths
- Modern, well-reviewed platform (G2 4.7) with responsive support and a strong contractor and global-payroll product.
- The lowest published EOR base on this list, from around $400 per employee per month, with a transparent headline.
- Holds current ISO 27001 and SOC 2 Type II certifications, so it clears a security review alongside the certified providers.
- Contractor management and global payroll strong enough to carry a mixed contractor-and-employee workforce on one platform while you scale.
Watch-outs
- The currency-conversion (FX) fee isn't disclosed upfront. Third-party reviews report a spread that can run high, so the low base may not be the real cost.
- A higher share of partner-served countries than the owned-entity-led providers, and a lighter path to your own entity.
- Coverage via about 180 countries runs mostly through partners, so confirm which of yours are owned versus partner-served before signing.
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 |
|---|---|---|---|---|
| Cost you can read | Ask for the FX policy in writing. Confirm whether salary conversion uses mid-market or an undisclosed spread. G-P and Multiplier do not publish theirs. | G-P doesn't publish pricing and estimates run $699 to $1,000+. Multiplier doesn't disclose its FX fee. Teamed shows the applied rate against mid-market at zero markup on the fee. Papaya adds setup and year-end fees. | An itemised invoice avoids per-country reconciliation work that an opaque bill creates. | A timestamped rate against a public reference is an auditable record. |
| Security and certifications | Ask which certifications are held today and request current reports. ISO 27001 and SOC 2 Type II are the two a security review usually asks to see. | A certified provider can shorten a procurement cycle. Deel, Remote, Rippling, Papaya, Pebl and Multiplier hold current certifications; G-P is certified too. | Certifications tell you how employee data is governed across the payroll chain, not just how the product looks. | Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so if you need the badge in hand today, ask each provider for issue dates and scope. |
| Owned entity or partner | Ask whether the provider hires via an owned entity or a partner in each country you hire in. G-P leads on owned-entity count; alternatives differ on share. | An owned entity removes a partner margin layer in that country. Every provider runs a mix, so price the chain country by country. | Real HR and legal experts on local cases beat a generalist queue when something goes wrong. | Owned entity means one data-processing chain rather than a partner sub-processor. |
Decision checklist
- Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front.
- 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 backed by DLA Piper as global counsel, with the Ted layer flagging employment-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 line by line matters. Teamed and Remote lead here; Teamed absorbs FX at zero markup against the mid-market reference, Remote discloses a variable spread. G-P and most others do not publish theirs.
- Choose on coverage and entity depth if owned-entity structure and legal robustness are the priority. Teamed contests this column with Pebl: Teamed on owned entities in 57 countries plus DLA Piper as global counsel, Pebl on 185+ countries with 65 owned entities. G-P, the incumbent, still holds the widest owned-entity footprint of all.
- 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 & Employment Operations (GEMO) for entity setup.
- Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, Papaya, Pebl and Multiplier hold current certifications. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
- Choose Deel if platform breadth, the deepest integration catalogue and fast onboarding outweigh FX transparency.
- Choose Remote if a polished self-serve product, strong benefits and owned entities matter most, and annual billing is fine.
- Choose Oyster if you want fast, automated onboarding and dedicated customer success at a published price.
- Choose Rippling if you want HR, IT and payroll on one platform and can accept a narrower EOR country reach.
- Choose Papaya Global if enterprise payroll automation at scale is the priority and you can handle setup and year-end fees.
- Choose Pebl (formerly Velocity Global) if you have complex M&A or immigration needs and will pay a premium for that depth.
- Choose Multiplier if you want a modern platform and a low published base, and you pin down the FX fee before signing.
- Stick with G-P if your procurement and security team needs the widest owned-entity footprint in the category and a long enterprise track record, and speed and price are secondary.
- Ask every provider one question. Do real HR and legal experts handle a contested termination, or does it go to a ticket queue?
Honest take
When G-P, or another provider here, is the better choice.
- Stick with G-P if your procurement team needs the widest owned-entity footprint in the category and a long, well-documented enterprise track record.
- Choose G-P if security and data-chain governance require the fewest partner sub-processors and you can accept the pace and cost.
- Choose Deel if platform breadth, the deepest integrations and fast self-serve matter most.
- Choose Remote if a polished product, a mature benefits offering and owned entities matter most.
- Choose a certified provider such as Deel, Remote, Rippling, Papaya, Pebl or Multiplier if your procurement review needs ISO 27001 or SOC 2 in hand today.
Teamed leads the service model and employment intelligence and the path to your own entity, and contests pricing transparency and 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
What are the best alternatives to Globalization Partners (G-P) 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 backed by DLA Piper handling the hard edge cases, and on the move from EOR to your own entity. It contests pricing transparency with Remote and coverage and entity depth with Pebl. Deel and Rippling lead on platform breadth, and the certified providers (Deel, Remote, Rippling, Papaya, Pebl, Multiplier) lead on security. Oyster leads on fast onboarding, Multiplier on a low published base. Papaya and Pebl suit enterprise and complex needs at enterprise prices. The most useful question for any provider: can you reach a real HR or legal expert when you want, and can you see the FX on your invoice?Why do companies switch from G-P?
Usually for three reasons. G-P doesn't publish pricing and industry estimates put it at $699 to $1,000+ per employee per month, among the highest in the category. The platform and onboarding are widely reported as dated and slow, which matters when a fast-growing team needs to hire quickly. And the model is built for large, complex organisations, so it can feel overbuilt for a 30-person company. Alternatives like Teamed, Deel and Remote offer modern platforms, published pricing and onboarding in days, at a fraction of the estimated cost.How does Teamed compare with G-P on price?
G-P doesn't publish its pricing, so a direct comparison requires a quote. Industry estimates and G2 reviewer comments put G-P at roughly $699 to $1,000+ per employee per month. Teamed is $599 per employee per month, flat, with FX absorbed at zero markup on the fee and shown against the mid-market reference on the invoice. The difference is as much about transparency as headline: Teamed's all-in number is on the table before you sign, including the FX line, and G-P's is not.Does G-P own its entities, or use partners?
G-P operates the widest owned-entity footprint in the category, part of 180+ country coverage (its active owned entities number closer to 125). Every EOR in this list, Teamed included, also uses vetted local partners in some markets. What differs is the share. G-P is the most owned-entity-led here; alternatives like Oyster and Multiplier lean more on partners. For your specific countries, ask each provider directly whether delivery runs through an owned entity or a partner.Which G-P alternative is best for a startup hiring its first person abroad?
For a first international hire, the deciders are a compliant contract without your own entity, a cost you can forecast, and someone who answers local-law questions fast. Teamed fits when those matter: it shows the FX rate against mid-market and absorbs it at zero markup, real HR and legal experts backed by DLA Piper handle the edge cases, and it models the point where your own entity becomes the better financial fit. Remote suits a polished self-serve platform and owned entities. Oyster suits fast onboarding at a published price. Multiplier suits a low base once the FX fee is confirmed. G-P, Papaya and Pebl are enterprise-priced and often overkill for a first hire.How current is this comparison, and how was it scored?
Provider pricing and coverage were verified on 16 June 2026 against each provider's own pricing page, with G2 ratings from g2.com. G-P pricing came from industry estimates and G2 reviewer data, as G-P does not publish its rates. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Each of the eight alternatives is scored 1 to 5 on six axes, against G-P as the baseline. There is no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.
Common questions
What is the best alternative to Globalization Partners for a company hiring internationally?
It depends on your priority. Teamed is the advisory alternative: FX shown against mid-market at zero markup, real HR and legal experts backed by DLA Piper plus the Ted layer, and one system from contractor to EOR to your own entity. Deel is platform-first with fast onboarding and one of the broadest native integration catalogues in the category. Remote owns entities and has a polished product. Oyster leads onboarding, Multiplier the lowest published base if FX is confirmed. Papaya and Pebl are enterprise options. G-P stays the pick for the widest owned-entity governance.G-P vs Teamed, which EOR should I choose?
G-P holds the widest owned-entity footprint (part of 180+ country coverage) with a long enterprise track record but doesn't publish pricing and is widely reported as slow. Teamed is $599 flat, shows FX against mid-market at zero markup, and gives real HR and legal experts backed by DLA Piper plus a path to your own entity. Choose G-P for the widest owned-entity governance and certifications today. Choose Teamed for cost clarity, human support without a tier, and a lifecycle partner.
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