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Editorial hero in the Teamed brand colours illustrating the six questions to ask any EOR provider in 2026.

Questions to ask an EOR provider · 2026

The six questions to ask any EOR provider in 2026

Six questions reveal whether the invoice will match the marketing page: what is the all-in cost, including the deposit and exit fees? How deep is your in-country coverage and compliance bench? How good is your self-serve platform? What security certifications do you hold today? Who actually handles a hard edge case, a real expert or an AI assistant? And what happens when I outgrow EOR? We scored eight providers against each question on one published six-axis rubric.

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Rated 4.8 on G2 for service

8
EOR providers scored on one published rubric
6
Rubric axes scored, no overall winner
$599
Teamed flat fee, FX absorbed at zero markup
  • Anthropic
  • Klarna
  • Notion
  • Eventbrite
  • Wise
  • BioNTech
  • Globant
  • Personio
  • BDO
  • Withum
  • CPL
  • GOAT

Disclosure

This guide was produced by Teamed, one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner and we don't claim to be the cheapest. Where another provider answers a question better than we do, we say so.

By Tom Price-Daniel, Co-founder, Teamed

What questions should you ask an EOR provider before you sign?

Six questions reveal whether the invoice will match the marketing page: what is the all-in cost, including the deposit and exit fees? How deep is your in-country coverage and compliance bench? How good is your self-serve platform? What security certifications do you hold today? Who actually handles a hard edge case, a real expert or an AI assistant? And what happens when I outgrow EOR? We scored eight providers against each question on one published six-axis rubric.

What is questions to ask an EOR provider?

An employer of record (EOR) legally employs your overseas staff through its own entities or local partners, runs payroll, remits tax and social contributions, and carries the employer obligations while you direct the day-to-day work. The questions you ask before signing determine whether the monthly invoice matches the marketing page, and whether the provider can handle the situation when it gets difficult.

Most buyers compare EOR providers on the headline fee alone. That figure is the starting point, not the total cost. The gaps show up in the applied FX rate and the rest of the fee schedule that may or may not appear on your invoice, in whether a real HR or legal expert picks up when you have a contested termination or route the query through an AI assistant, in whether the provider owns an entity in your country or routes through a partner, in how deep the self-serve platform runs if you want to manage hiring yourself, in whether the provider holds the security certifications your own review asks for today, and in what happens when your headcount reaches the point where setting up your own entity becomes cheaper than EOR. The six questions below pull those gaps into the open before you sign.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on the six questions buyers consistently forget to ask before they sign. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on exactly the same criteria as the rest.

Pricing transparency
Whether the all-in cost, 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 headline with unstated setup, notice and exit terms. The FX rate on salary conversions is one clause of that test, never the whole frame.
Entity coverage and compliance depth
Is the provider the direct legal employer in your country, or does it route through a partner, and how deep is the compliance bench behind that entity? Every EOR runs a mix of owned entities and vetted partners; ask per country, not per brand, and ask who actually answers a hard local edge case rather than routing it to a partner or a generalist queue.
Platform and self-serve
Product surface, self-serve flows, integration and API depth, and how well the platform supports a team that wants to run its own hiring quickly rather than lean on an advisor.
Security and certifications
ISO 27001 and SOC 2 Type II held today, the certifications a security or procurement review actually asks to see, checked against each provider on 22 July 2026.
Service model and employment intelligence
Ongoing human employment expertise plus AI assistance: who handles a difficult cross-border edge case on the plan you can afford, a real HR or legal expert with country-specific depth, or an AI assistant and a shared queue.
Path to your own entity
What happens when your headcount in a country reaches the point where your own legal entity becomes cheaper than EOR? Providers that model the crossover proactively, offer a managed entity-setup product on the same system, and move you across with no re-onboarding score higher than those that leave the question unanswered.

How we gathered evidence

The six axes are pricing transparency, entity coverage and compliance depth, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own entity. Every competitor figure was verified on 26 June 2026 against each provider's own pricing page and G2, with rebrand facts and current security certifications re-checked on 22 July 2026 (Velocity Global renamed to Pebl; G-P's owned-entity claim corrected to coverage, with active owned entities closer to 125 against the marketed 180+). FX terms, support tiers and entity-ownership status are sourced from each provider's primary pages or documented as unpublished where no page confirms them. Where G2 blocked an automated read, the rating carries a note. We review the page quarterly and re-verify pricing monthly.

Considered & excluded

We scored the eight providers a fast-growing company with an international footprint would realistically shortlist when asking these six questions.

  • Multiplier, Native Teams: Capable, but the eight scored above cover the key price, platform and enterprise segments without overlap.
  • Payoneer Workforce Management (formerly Skuad), Atlas, RemoFirst: Thinner public track record or narrower positioning than the eight scored. Omnipresent was acquired by Deel in October 2025 and is no longer an independent option, so it is not listed as one 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.

ProviderPricing transparencyEntity coverage and compliance depthPlatform and self-serveSecurity and certificationsService model and employment intelligencePath to your own entity
Teamed(us)LeadsLeadsLeads
DeelLeadsLeads
RemoteLeads
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.

#1

Teamed

Us, scored on the same rubric

Best for: fast-growing companies with an international footprint that want a readable invoice, a real HR or legal expert on every plan, an EOR that plugs into their existing HRIS, and a modelled path to their own entity.

Teamed answers the service-model question directly. Real HR and legal experts are included on every plan, with no support tiering and no AI bot wall. Teamed owns entities in 57 countries, backs them with DLA Piper as global counsel and vetted in-country partners across the rest of the 187+ footprint, so real HR and legal experts handle the hard local edge cases in-house rather than routing a difficult cross-border exit to a partner or a generalist queue. Rated 4.8 on G2 for service.

On the pricing question, Teamed states the all-in cost up front: a flat $599 USD / £479 GBP fee, a refundable one-month salary deposit set out in the MSA, no onboarding or offboarding charges, and the applied FX rate shown against the mid-market reference on every invoice, absorbed at zero markup. That is the honesty pillar in practice: you can see what the salary conversion actually cost and what leaving early might trigger, before you sign. Both Teamed and Deel share a $599 headline; the difference is whether the rest of the fee schedule is written down anywhere you can read it. Remote ties Teamed on this question with its own published, itemised fee schedule.

On the lifecycle question, Teamed models the month your own entity starts to beat EOR and offers GEMO, Global Entity and Employment Operations, which sets up and runs your own legal entity in 100+ countries on the same system with no re-onboarding. The advisory model earns its weight across multiple countries or a growing headcount. Teamed concedes two questions here: platform, because the self-serve surface is lighter than Deel or Rippling, and security, because ISO 27001 and SOC 2 are aligned with accreditation in progress, not yet held the way several rivals on this list hold them today.

Countries
187+ countries covered (owned entities in 57 countries including Germany, France, Spain, the UK and the US; vetted partners elsewhere)
Entity model
Owned entities in 57 countries, backed by DLA Piper as global counsel; vetted local partners cover the rest of the 187+ footprint
Onboarding
Expert-guided, with real HR and legal support through the transition
Contractors
Yes, Guard and Protect misclassification cover on the same system
Pricing
$599 USD / £479 GBP per employee per month, flat, FX absorbed at zero markup · verified 2026-07-22
G2
4.8/5

Strengths

  • States the all-in cost up front: a flat $599 USD / £479 GBP fee, FX absorbed at zero markup with the applied rate shown against the mid-market reference on every invoice, and no onboarding or offboarding charges. A one-month refundable salary deposit is standard for the model and set out in the MSA.
  • Owns entities in 57 countries and backs them with DLA Piper as global counsel plus vetted in-country partners across the rest of the 187+ footprint, so real HR and legal experts handle the hard local edge cases in-house rather than a partner hand-off.
  • Real HR and legal experts included on every plan, no tiering, no AI bot wall, with a real escalation contact who knows your account. Rated 4.8 on G2 for service.
  • GEMO sets up and runs your own legal entity in 100+ countries on the same system as EOR, with proactive per-country crossover modelling and no re-onboarding. The only provider here that tells you when EOR no longer fits.

Watch-outs

  • Lighter self-serve platform and shallower API surface than Deel or Rippling. The model is advisory, not dashboard-first, so it concedes the platform question here.
  • ISO 27001 and SOC 2 are aligned, with accreditation in progress, not yet held the way several rivals on this list hold them today. If your security review needs the certificate in hand now, ask each provider for current reports and dates.
  • A one-month refundable salary deposit is required to start an EOR engagement, standard for the model. An early-exit fee may apply if you leave within three months, set out in the contract.

Source: teamed.global/pricing

#2

Deel

Best for: teams that want the broadest all-in-one platform and the deepest self-serve product in the category, and are comfortable without a fully itemised invoice.

Deel is the market-leading all-in-one global employment platform, with the deepest self-serve product and the broadest native integration catalogue in the category. On the platform question it leads this rubric alongside Rippling: fast, polished self-serve flows get a new hire to first payroll quickly, and the integration catalogue is the broadest published in the category. It is the default shortlist entry for most buyers before anyone else is considered, and for good reason.

On the pricing question, Deel does not publish its FX terms or a full fee schedule; the salary-conversion cost is built into the conversion rate rather than shown as a line item, so you cannot read the margin from your invoice alone. On the service-model question, Deel does not publish which plan includes its dedicated Slack or Teams support channel, so confirm what your rate includes before you sign. Buyers report occasional add-on charges and, in one case, a large upfront salary deposit for a long-notice hire, though we frame those as buyer reports rather than published Deel terms.

Almost every EOR enquiry one of our referral partners sees is from someone moving away from Deel. That says more about Deel's scale than a single failing. Against any alternative, you keep the broadest platform and the longest enterprise track record, and you trade a readable invoice and a dedicated support contact on every plan. Deel Shield adds contractor misclassification cover as an opt-in layer alongside EOR, and equity and IP tooling are mature enough to run cap-table administration without a separate vendor. Deel holds ISO 27001 and SOC 2 Type II today, leading the security question alongside the other certified providers on this list.

Countries
150-plus reach; full legal employment in 130+
Entity model
A mix of owned entities and vetted partners
Onboarding
Fast, deep self-serve; dedicated onboarding manager on Enterprise
Contractors
Yes, mature contractor and misclassification tooling
Pricing
From $599 per employee per month, a starting rate · verified 2026-07-22
G2
4.8/5

Strengths

  • The deepest all-in-one self-serve platform and the broadest native integration catalogue in the category. Leads the platform question alongside Rippling, the bar everyone else is measured against.
  • Fast, polished onboarding flows that get a new hire to first payroll quickly, without needing an expert alongside you.
  • The market-leading brand and the longer enterprise track record, with full legal employment in 130-plus countries within a 150-plus reach. Clears a procurement shortlist on recognition alone.
  • Holds ISO 27001 and SOC 2 Type II certifications today, leading the security question outright, plus mature equity, IP and contractor tooling alongside EOR.

Watch-outs

  • Does not publish its FX terms or a full fee schedule. The salary-conversion cost is built into the conversion rate rather than shown on the invoice, so the all-in cost is not predictable from the pricing page alone.
  • Dedicated support channel not published per plan; confirm what your rate includes before you sign.
  • Buyers report add-on charges and, in one case, a large upfront salary deposit for a long-notice hire. These are buyer reports rather than published Deel terms.

Source: deel.com/pricing

#3

Remote

Best for: teams that want a polished self-serve product, owned entities in the countries they hire most, full published pricing at both billing terms, and a strong benefits and IP product.

Remote answers the coverage question most clearly of any provider here. It markets a 100%-owned entity network across its core 90+ EOR countries, and publishes pricing in full: $599 on annual billing, $699 month to month. That owned-entity depth in its core markets means fewer partner hand-offs in the countries most buyers hire in first, and it is a genuine differentiator against the partner-led model most providers on this list run.

On the pricing question, Remote ties Teamed: a published, itemised fee schedule with no gated demo required to run a like-for-like comparison, though the $599 headline needs annual billing and month to month runs $699. On the platform question, Remote is a strong all-round performer, with a dedicated onboarding specialist and a named CSM standard on the EOR plan, alongside in-house HR, legal and tax experts, and mature benefits administration and IP-protection tooling in-product.

Where Remote is weaker is the service-model and lifecycle questions: it discloses a variable Remote FX rate on cross-currency lines rather than a zero-markup line, and there is no proactive crossover modelling to a managed owned entity the way Teamed or Rippling offer. Remote holds ISO 27001 and SOC 2 Type II today, putting it at the top of the security question alongside the other certified providers. Its benefits marketplace spans health, retirement and equity administration in-product, which cuts the number of separate vendors a growing team has to manage alongside payroll. The fit is a team that wants to run global hiring as a product rather than a service; a regulated buyer that specifically needs owned entities in its core hiring markets will find Remote the strongest answer on the coverage column.

Countries
190+ locations; 90+ EOR countries with owned entities
Entity model
Owned-entity-led in its core 90+ EOR countries; local partners and other products extend total reach
Onboarding
Dedicated onboarding specialist and named CSM included on the EOR plan
Contractors
Yes, tiered contractor product with indemnity options
Pricing
$599 per month on annual billing ($699 month to month) · verified 2026-07-22
G2
4.6/5 (591)

Strengths

  • A 100%-owned entity network across its core 90+ EOR countries, meaning fewer partner hand-offs in the markets you are most likely to hire in.
  • Published pricing in full: $599 on annual billing, $699 month to month, ties Teamed on the pricing question with no gated demo required to run a like-for-like comparison.
  • A polished, well-designed self-serve platform with strong benefits administration and IP-protection tooling handled in-product, plus a dedicated onboarding specialist and named CSM on every EOR plan.
  • Holds ISO 27001 and SOC 2 Type II certifications today, leading the security question alongside the other certified providers, backed by in-house HR, legal and tax experts.

Watch-outs

  • The $599 rate requires annual billing. Month to month is $699, so the comparable price depends on the commitment you can make.
  • The Remote FX rate is a variable blended rate shown on the invoice after the fact, with no published percentage. Not a zero-markup or itemised mid-market reference line.
  • Owned entities cover the core 90+ EOR countries; beyond them delivery runs through partners and other products, and there is no proactive crossover modelling to your own entity the way Teamed or Rippling offer.

Source: remote.com/pricing

#4

Oyster

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

Oyster leads the platform question among the mid-market providers here. It publishes a 24-hour response SLA and guarantees resolution within 72 hours, includes a dedicated hiring success manager, and automates the onboarding flow so a small team can run it without a payroll specialist in-house. It is a certified B-Corp with a flat published EOR price of $699 per employee per month, no setup, onboarding, HR-expert-access or termination charges.

On the service-model question, Oyster's human support model gives it an edge over purely self-serve platforms; the 24-hour SLA is published and enforceable. The boundary is advisory depth: white-glove HR advisory beyond the standard service is billed at $300 an hour rather than included. On the pricing question, Oyster charges a currency-conversion fee on any currency mismatch with no rate published, and requires a refundable deposit with no amount disclosed upfront, so the all-in cost is not fully predictable from the pricing page alone.

The lifecycle question is Oyster's weakest column. There is no productised path from EOR to your own entity, so it can become something you outgrow as headcount grows. Oyster holds SOC 2 Type II today, though its ISO 27001 status is less clearly published, putting it a step behind the fully certified providers on the security question. The B-Corp certification and the published flat price carry weight with procurement teams that screen on values or want a forecastable first EOR bill.

Countries
180+ all products; 120+ for EOR
Entity model
A mix of owned entities and local partners; no published split
Onboarding
Fast, automated, with a dedicated hiring success manager and a published 24-hour SLA
Contractors
Yes, $29 per contractor per month, strong tooling with misclassification protection
Pricing
$699 per employee per month, flat (annual discounts available but not published) · verified 2026-07-22
G2
4.4/5 (1447)

Strengths

  • Leads the platform question among the mid-market providers: 24-hour response SLA, resolution guaranteed within 72 hours, and a dedicated hiring success manager. The fastest guided onboarding on this list.
  • A certified B-Corp with a flat published EOR price of $699 and no setup, onboarding, HR-expert-access or termination charges disclosed in the standard tier.
  • Strong contractor tooling at $29 per contractor per month, payments in 120-plus currencies, a free misclassification test and country-specific IP agreements.
  • A large G2 review base of roughly 1,447 reviews, plus SOC 2 Type II held today and GDPR compliance.

Watch-outs

  • Requires a refundable deposit with no amount published, and charges a currency-conversion fee on currency mismatches with no rate disclosed.
  • White-glove HR advisory beyond the standard service is billed at $300 an hour, not included.
  • No productised path from EOR to your own entity, and most of the EOR map runs through partners with no owned-versus-partner split published. Ask about the delivery 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 unified system rather than a standalone hiring tool.

Rippling is the HRIS-first answer and leads the platform question on this rubric alongside Deel. It publishes 600+ integrations across its unified HR, IT and payroll platform, and the EOR module runs on the same employee graph as every other Rippling product.

For the lifecycle question, Rippling scores second only to Teamed: it offers a distinct Global Payroll product for companies running their own entities, and a live entity-versus-EOR cost calculator so the crossover question is on the table from day one. Rippling also holds ISO 27001 and SOC 2 Type II today, leading the security question alongside the other certified providers.

The EOR is a newer module, not the core product, and that shows on two of the six questions. EOR pricing is not published on primary pages; the $499 figure surfaces on its own blog, and a base HR-platform fee sits on top of the per-employee EOR charge, so the all-in cost is hard to pin down. On the service-model question, white-glove support is reserved for enterprise tiers, and country coverage for EOR is 80 countries, materially lower than the roughly 180-country reach of the dedicated EOR providers here. The consolidation thesis is the point: if you're buying an HRIS, device management and payroll anyway, the EOR module rides the same employee record. Get the all-in monthly number in writing before comparing with a pure-play EOR.

Countries
80 for EOR (185+ for contractor payments)
Entity model
A mix of owned subsidiaries and local partners; split not published
Onboarding
Fast, heavily automated self-serve; white-glove onboarding reserved for enterprise
Contractors
Yes, contractor payments plus Contractor-of-Record product
Pricing
Not published on primary pages; roughly $499 per employee per month on its own blog, plus an HR-platform base fee · verified 2026-07-22
G2
4.8/5

Strengths

  • The most powerful unified HR, IT and payroll platform here. Rippling publishes 600+ integrations on one employee graph. Deel is the only other provider on this list with comparable integration depth, and the two lead the platform question between them.
  • A live entity-versus-EOR cost calculator on the same platform, plus a distinct Global Payroll product for companies ready to run their own entities, making it the strongest lifecycle story after Teamed.
  • Holds ISO 27001 and SOC 2 Type II today, leading the security question alongside the other certified providers, with published support transparency metrics.
  • An extensive integration catalogue covering HR, IT, payroll and finance stacks, making it the natural choice for teams standardising on one platform.

Watch-outs

  • EOR coverage is 80 countries, materially lower than the roughly 180-country reach of the dedicated EOR providers on this list.
  • EOR pricing is not published on primary pages; the $499 figure surfaces on its own blog, and a base HR-platform fee sits on top of the per-employee EOR charge.
  • Built to replace your HR stack, which is more than a focused international hire needs. White-glove support is reserved for enterprise tiers, and buyers report an undisclosed security deposit.

Source: rippling.com

#6

Papaya Global

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

Papaya Global is the payroll-at-scale answer, built for Fortune-500-sized buyers. It covers 180+ countries, runs 130+ payment currencies through a licensed payments arm, and is designed to sit alongside an existing Workday, SAP or Oracle stack rather than replace it. For large finance teams consolidating multi-country payroll, the backbone is the draw: one reporting layer and audit-ready filings across many jurisdictions.

Against the six buyer questions, Papaya is mixed. On the coverage question, it owns full EOR entities in 40 of its 180+ countries, with the rest partner-delivered through certified accounting firms. On the pricing question, an FX processing fee applies on currency conversion with no percentage published and country-variable margins supplied through your CSM, and EOR pricing starts from $499 on its own pricing page though most buyers land on a custom quote. On the service-model question, the model is enterprise-paced and CSM-led rather than on-demand.

Papaya holds ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II and GDPR today, leading the security question alongside the other certified providers. The lifecycle question is weaker: there is no proactive crossover modelling to your own entity. The case for Papaya is at enterprise scale, where the payments infrastructure, compliance certifications and reporting depth justify the premium. Against Deel you trade self-serve simplicity for enterprise payroll consolidation at scale.

Countries
180+ reach; owned full EOR entities in 40
Entity model
A mix of owned entities in 40 EOR countries and certified accounting-firm partners elsewhere
Onboarding
Enterprise-paced, with CSM-led transition support
Contractors
Yes, Contractor-of-Record plus AI-assisted classification
Pricing
From $499 per employee per month (EOR); FX processing fee not published · verified 2026-07-22
G2
4.5/5 (55)

Strengths

  • A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies, plus a licensed payments arm. Few providers consolidate multi-country payroll at this scale.
  • Mature automation and reporting for finance teams running multi-country payroll, with audit trails built in and enterprise-grade data governance.
  • A broad named-connector catalogue covering Workday, SAP SuccessFactors, Oracle HCM and NetSuite, plus a self-serve integration and mapping layer.
  • Holds ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II and GDPR today, one of the deepest certification stacks here, plus global equity administration through payroll.

Watch-outs

  • Owns full EOR entities in only 40 of its 180+ countries; edge cases and most of the footprint run through accounting-firm partners.
  • An FX processing fee applies on currency conversion with no percentage published and country-variable margins supplied via your CSM.
  • Built for enterprise scale rather than fast-growing teams. Onboarding is weeks not days, there is no proactive crossover modelling to your own entity, and G2 review volume is thin at roughly 55 reviews.

Source: papayaglobal.com/pricing

#7

Globalization Partners (G-P)

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

G-P is the analyst-decorated enterprise incumbent. It markets 180+ country reach, 100+ legal entities and 200+ global partners over a long track record, with its active owned entities closer to 125; the 180+ figure is coverage, not an owned-entity count. On the coverage question it scores well: one of the highest published owned-entity figures in the category. G-P positions itself as the number-one EOR by analyst ranking; we report that as its own claim, not ours.

On the service-model question, G-P's base tier routes day-to-day queries through the G-P Assist AI assistant. A dedicated customer success manager, quarterly reviews and direct access to G-P HR and legal teams are reserved for the higher EOR Prime tier. On the pricing question, EOR pricing is quote-only with no per-employee figure on any primary page. 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.

G-P holds ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, today, leading the security question alongside the other certified providers, backed by a large in-country legal team. Procurement, security and legal reviews tend to move quickly because the platform is built to be reviewed. The case for G-P is governance at scale. Against Deel you trade published pricing, speed and base-tier human support for enterprise breadth and analyst recognition.

Countries
180+ reach; 100+ legal entities plus 200+ global partners
Entity model
Owned entities plus an extensive partner network (active owned entities closer to 125); no clean owned-only split published
Onboarding
Enterprise governance pace; AI-led base-tier support, human escalation available
Contractors
Yes, self-serve contractor product at $39 per contractor per month
Pricing
Quote-only; no per-employee EOR price published · verified 2026-07-22
G2
4.4/5 (1028)

Strengths

  • Genuine enterprise-grade scale: 180+ countries marketed, 100+ legal entities (active owned entities closer to 125) and 200+ global partners over a long track record.
  • Holds one of the deepest compliance and security certification stacks here today: ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, on a self-serve trust portal.
  • A large in-country HR, legal and compliance team, and strong analyst recognition that clears most enterprise procurement reviews quickly.
  • 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 primary page, only a demo request and a proposal request, so a like-for-like comparison requires a sales call.
  • Base-tier support routes through the G-P Assist AI assistant; a dedicated CSM, quarterly reviews and direct HR and legal access are reserved for the 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, and onboarding is reported as enterprise-paced rather than fast.

Source: globalization-partners.com

#8

Pebl (formerly Velocity Global)

Best for: companies that want broad reach, a simple flat headline and an AI-first support model, and are comfortable with a provider still settling after a major rebrand.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first global hiring platform. It covers 185+ countries with owned entities in roughly 65 of them, leading the coverage question among the broad-network players alongside G-P. Its pricing page publishes a flat $399 per employee per month, one of the lowest standard headlines here.

On the pricing question, Pebl publishes no FX terms, no contractor price and no deposit amount; buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on the company pages, so the all-in cost is not fully predictable from the pricing page alone. On the service-model question, day-to-day support is AI-first through the Alfie assistant, with human specialists brought in when expertise is needed, so buyers who want a real expert as the first point of contact will experience a different model.

Pebl holds ISO 27001:2022 and SOC 2 Type II today, leading the security question alongside the other certified providers, backed by an in-house legal team supported by Baker McKenzie. Most of the 185+ country reach is still partner-served against 65 owned entities, and the lifecycle question is weaker: there is no proactive crossover modelling to your own entity. 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 low flat headline and broad reach.

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

Strengths

  • One of the widest published footprints at 185+ countries including all 50 US states, with owned entities in roughly 65, leading the coverage question among the broad-network players.
  • A flat $399 per employee per month headline on its own pricing page, easy to compare at a glance and among the lowest published standards here.
  • Holds ISO 27001:2022 and SOC 2 Type II today, leading the security question alongside the other certified providers, backed by an in-house legal team supported by Baker McKenzie.
  • A deep platform and integration catalogue across HRIS and finance, with a centralised Global Work Platform and a full contractor and equity offering.

Watch-outs

  • Publishes no FX terms, no contractor price and no deposit amount. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on its pages.
  • Most reach is partner-served: roughly 65 owned entities against 185+ countries. Ask which of your countries are owned.
  • Day-to-day support is AI-first through the Alfie assistant, there is no proactive crossover modelling to your own entity, and the customer experience is still settling after the September 2025 rebrand to Pebl.

Source: hellopebl.com/eor-pricing

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

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What each stakeholder evaluates

CriterionLegalFinancePeople OpsSecurity
The pricing questionAsk for the full fee schedule in writing before you sign: the fee, the FX policy, the deposit, and any onboarding, offboarding or early-exit charges. Confirm whether salary conversion uses the mid-market rate or an undisclosed margin.Teamed and Remote publish an itemised, predictable fee schedule; Teamed absorbs FX at zero markup and shows the applied rate against the mid-market reference on every invoice. Deel, Rippling, Papaya and Pebl publish no FX terms. Oyster charges a currency-conversion fee with no rate disclosed. Industry analysis puts unattributed EOR FX margins in the 1.5 to 3% range on salary.An itemised invoice you can read means you can reconcile per-country payroll without a call to your account manager.A timestamped rate against a public reference is an auditable record. An undisclosed margin is not.
The service-model questionAsk who handles a contested termination or a difficult cross-border edge case: a real employment-law expert, or an AI assistant and a ticket queue.Check whether real expert access is gated behind a higher plan. Deel does not publish which plan includes its dedicated Slack or Teams support channel. G-P routes base-tier queries through an AI assistant and reserves a CSM for EOR Prime.You want a real person when it matters. Teamed rates 4.8 on G2 for service with expert access on every plan. Oyster publishes a 24-hour SLA. Rippling and G-P reserve high-touch support for enterprise buyers.A dedicated contact and a clear escalation path beat a rotating queue for incident handling.
The coverage questionAsk whether the provider hires via an owned entity or a partner in each country you hire in, and who backs the entity with legal counsel. An owned entity means the provider is the direct legal employer, with one accountable chain.An owned entity removes a partner margin layer in that country. Remote leads with 90+ owned EOR countries. G-P markets 100+ legal entities, with its active owned entities closer to 125 against a wider 180+ reach. Teamed owns entities in 57 countries, backed by DLA Piper as global counsel. Papaya owns only 40 EOR entities out of 180+ reach.An owned entity means the provider can answer country-specific questions directly, without routing through a third party.Owned entity means one data-processing chain rather than a partner sub-processor for your employee data.

Decision checklist

  • Ask the pricing question first. Get the full fee schedule in writing, the fee, the FX policy, the deposit, and any onboarding, offboarding or early-exit charges, before anything else. Teamed and Remote publish it in full; the quote-only providers (G-P, Papaya, Rippling) sit lower on this question.
  • Ask the service-model question on your standard plan. Ask specifically: which person handles a contested termination or a complex cross-border edge case on the plan you can afford? If the answer is an AI assistant or a shared queue, that is the real service level. Teamed leads here, with Deel, Rippling and Pebl close behind on their AI-assisted models.
  • Ask the coverage question per country, not per brand. Is the entity in your country owned or partner-served, and who backs it with legal counsel? Remote and G-P lead on raw owned-entity breadth; Teamed answers depth, owning entities in 57 countries backed by DLA Piper as global counsel.
  • Ask about the platform if you want to run hiring yourself. Deel and Rippling lead the platform question with the deepest self-serve surface and integration catalogues. Teamed concedes this one: the model is advisory first, not dashboard-first.
  • Ask for the security certificate, not the promise. Deel, Remote, Rippling, Papaya, G-P and Pebl hold ISO 27001 and SOC 2 Type II today. Teamed is aligned with accreditation in progress and concedes this question for now.
  • Ask the lifecycle question early. If your headcount is growing, ask what the crossover point is where your own entity becomes cheaper than EOR. Teamed with GEMO and Rippling with its live calculator have an answer. The ones that do not may have an incentive to keep you on EOR longer than it fits.
  • Choose Teamed if cost clarity, a real expert on every plan and a modelled path to your own entity matter more than the deepest self-serve platform.
  • Choose Deel if you want the broadest all-in-one platform and self-serve depth, and you're comfortable without a fully itemised invoice.
  • Choose Remote if a polished product, owned entities in your core countries and a published base price are the priorities.
  • Choose Oyster if you want the fastest guided onboarding, a published flat price and a B-Corp supplier.
  • Choose Rippling if you want HR, IT and payroll on one platform and can absorb a base platform fee on top of EOR.
  • Choose Papaya Global if enterprise payroll consolidation at scale is the priority.
  • Choose G-P if you are a large enterprise where reach, certifications and analyst recognition matter more than published pricing.
  • Choose Pebl (formerly Velocity Global) if you want broad reach and a low flat headline, and an AI-first support model suits you.
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Honest take

When another provider is the better fit

  • Stay with Deel if platform breadth, the deepest native integrations and the market-leading brand outweigh a fully itemised invoice.
  • Choose Remote if a polished self-serve product, strong benefits and owned entities in your core countries are the priorities.
  • Choose Oyster if fast automated onboarding, a published flat price and a B-Corp certification matter most.
  • Choose Rippling if you want your whole HR, IT and payroll stack unified on one platform.
  • Choose G-P or Papaya if you are a large enterprise where analyst recognition, owned-entity breadth or multi-country payroll consolidation are the real priorities.
  • Choose a certified provider, Deel, Remote, Rippling, G-P, Papaya or Pebl, if your security review needs ISO 27001 or SOC 2 in hand today.

Teamed leads the service-model and lifecycle questions, not every column. It concedes platform to Deel and Rippling and security to every certified provider on this list. A buyer whose priorities sit elsewhere should pick the provider that leads what they need. We would rather say that plainly than mismatch the engagement.

Frequently asked questions

  • What is the most important question to ask an EOR provider?
    The pricing question, and not just the headline fee. Ask what the all-in cost is: the fee, the FX rate on salary conversions and where it appears on your invoice, the deposit, and any onboarding, offboarding or early-exit charges. If the provider cannot give you a number or an example invoice line for each, budget for an undisclosed cost. Industry analysis puts unattributed EOR FX margins in the 1.5 to 3% range on salary. Teamed and Remote publish the full fee schedule; Teamed absorbs FX at zero markup and shows the applied rate against the mid-market reference on every invoice. Deel, Rippling, Papaya and Pebl do not publish FX terms.
  • How do I know if an EOR owns an entity in my country?
    Ask directly: is this specific country served by an entity you own, or by a local partner, and who backs that entity with legal counsel? Every EOR in this category, Teamed included, delivers through a mix of entities it owns and vetted local partners. What differs is the share. Remote markets a 100%-owned entity network across its core 90+ EOR countries. Teamed owns entities in 57 countries including Germany, France, Spain, the UK and the US, backed by DLA Piper as global counsel. G-P markets 100+ legal entities, with its active owned entities closer to 125 against a wider 180+ reach. Papaya Global owns full EOR entities in only 40 countries out of 180+ reach. An owned entity means the provider is the direct legal employer, with one accountable chain for the contract, payroll and statutory contributions.
  • Should I ask an EOR provider about what happens when I outgrow EOR?
    Yes, especially if your headcount is growing. EOR is typically efficient up to around 10 to 20 employees in a single country, depending on salary levels and local statutory costs. Beyond that, setting up your own entity often becomes cheaper. Ask whether the provider models that crossover proactively, and whether it can set up and run your own entity on the same system without re-onboarding. Teamed does both via GEMO, Global Entity and Employment Operations, in 100+ countries. Rippling gives you a live entity-versus-EOR cost calculator on the same platform.
  • What fees should I ask about beyond the headline EOR rate?
    Read the MSA before you sign and ask for a full fee schedule. Beyond the headline fee, common EOR charges include a refundable salary deposit (standard for the model), onboarding and offboarding fees, minimum-term or early-exit fees, FX conversion margins on salary, currency-conversion fees on payroll, setup fees for new countries, and charges for contract amendments. Teamed requires a one-month refundable salary deposit, charges no onboarding or offboarding fees, and sets costs out in the MSA. An early-exit fee may apply if you leave within three months, set out in your contract.
  • Is a human support contact included, or do I need an Enterprise plan?
    It depends on the provider. Deel includes 24/7 support but does not publish which plan includes its dedicated Slack or Teams support channel. G-P's base tier routes queries through the G-P Assist AI assistant; a dedicated CSM and direct HR and legal access are on the EOR Prime tier. Teamed includes real HR and legal experts on every plan with no support tiering and no AI bot wall. Oyster publishes a 24-hour response SLA and includes a dedicated hiring success manager on the EOR plan, though white-glove advisory beyond the standard service is billed at $300 an hour. Remote includes a dedicated onboarding specialist and named CSM on the EOR plan.
  • How was this comparison scored and how current is it?
    Every competitor figure was verified on 26 June 2026 against each provider's own pricing page and G2, with rebrand facts and current security certifications re-checked on 22 July 2026. Each of the eight providers is scored 1 to 5 on six criteria, pricing transparency, entity coverage and compliance depth, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own entity, with no weighted total and no overall winner. Different providers lead different columns. Where a provider does not publish pricing, we say so. Where G2 blocked an automated read, the rating carries a note. We review the page quarterly and re-verify pricing monthly.

Common questions

  • What questions should I ask before signing with an EOR provider?
    Six questions reveal the real picture. One: what is the all-in cost, including FX, deposit and exit fees? Two: who handles edge cases on my standard plan? Three: is the entity in my country owned or partner-served? Four: how good is the self-serve platform? Five: do you hold ISO 27001 and SOC 2 today? Six: how do you help when I outgrow EOR? Teamed leads on questions two and six, ties Remote on one, contests three with Remote and G-P, and concedes four and five to the certified, platform-first providers.
  • Which EOR provider is most transparent about pricing?
    Teamed and Remote lead on pricing transparency. Teamed: flat $599, FX absorbed at zero markup, applied rate shown against mid-market on every invoice. Remote publishes its fee in full and shows the applied FX rate after the fact. Oyster publishes a flat $699 with no setup fees, though deposit and FX fee are undisclosed. Deel, Rippling, Papaya and Pebl publish no FX terms. G-P publishes no EOR price at all.

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Harry, sales specialist at Teamed
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