Remote vs Rippling · scored on one rubric
Remote vs Rippling, compared on one rubric
No single winner. We scored Remote, Rippling and Teamed on the same published six-axis rubric. Remote and Teamed both publish a clear, flat headline fee and tie on pricing transparency; Rippling does not publish its EOR price. Rippling leads the platform column with 600+ integrations across HR, IT and payroll, and Remote and Rippling both hold current ISO 27001 and SOC 2 Type II certifications, while Teamed is aligned with accreditation in progress. Teamed, who produced this guide, leads on the service model and employment intelligence and on the path to your own entity.
1,000+ companies advised
- 3
- Providers scored on one six-axis rubric: Remote, Rippling and Teamed
- $599
- Teamed flat monthly fee, ties Remote on pricing transparency
- 6
- Rubric axes scored, no overall winner
Disclosure
This guide was produced by Teamed, which is one of the three providers scored below on the same six-axis rubric as Remote and Rippling. We don't crown an overall winner. We score all three honestly, concede where the others lead, and say plainly when Remote or Rippling is the better fit.
Remote vs Rippling: which is better for international hiring?
No single winner. We scored Remote, Rippling and Teamed on the same published six-axis rubric. Remote and Teamed both publish a clear, flat headline fee and tie on pricing transparency; Rippling does not publish its EOR price. Rippling leads the platform column with 600+ integrations across HR, IT and payroll, and Remote and Rippling both hold current ISO 27001 and SOC 2 Type II certifications, while Teamed is aligned with accreditation in progress. Teamed, who produced this guide, leads on the service model and employment intelligence and on the path to your own entity.
What is the Remote vs Rippling matchup?
Remote and Rippling both let companies hire across borders without opening their own legal entity, but they were built for different jobs. Remote started as a dedicated Employer of Record and runs its own entity in 90+ countries, with compliant employment, payroll and benefits as the core product. It discloses a variable FX spread on salary conversions rather than concealing it, and holds current ISO 27001 and SOC 2 Type II certifications. Rippling started as a unified HR, IT and payroll platform for domestic teams and added EOR as part of a broader workforce OS, with 600+ integrations, device management on one employee record, and its own current security certifications.
The decision is about what you are consolidating. Remote suits teams that want a dedicated EOR with a polished self-serve platform, a strong owned-entity layer and a certificate in hand today. Rippling suits teams standardising their entire people-and-IT stack on one system. Neither publishes zero-markup FX terms on salary conversions. Neither models the month your own entity starts to beat EOR. This six-axis rubric applies equally to Teamed, who produced this guide and concedes the platform and security columns by design.
Methodology
How we scored this comparison
Three providers are scored 1 to 5 on six criteria, with no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on exactly the same criteria as Remote and Rippling.
- Pricing transparency
- Whether the all-in cost of an employee (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.
- Compliance and entity depth
- Coverage breadth, the entity ownership mix behind it, and how fast a real HR or legal expert with country-specific employment-law credentials responds at the hard moments: a contested exit, a termination in a harder jurisdiction, a benefits dispute.
- Platform and self-serve
- Product surface, self-serve flows, integration and API depth, and speed to first payroll for teams that want to manage hiring and HR themselves, at scale.
- 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 compliance 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, and can set it up through a service like Global Entity & Employment Operations (GEMO).
How we gathered evidence
Remote pricing verified from remote.com/pricing on 15 June 2026. Rippling pricing from rippling.com/pricing on 16 June 2026; EOR pricing is not published, so the undisclosed base HR-platform fee is noted as such rather than quoted as a number. G2 ratings from g2.com on 16 June 2026. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Entity model and coverage came from each provider's own site. Teamed's claims come from teamed.global.
Considered & excluded
- Deel, Oyster, Papaya Global, G-P, Pebl (formerly Velocity Global), others: Covered in the dedicated best-of comparisons. This page focuses on the Remote vs Rippling matchup.
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 | Compliance and entity depth | Platform and self-serve | Security and certifications | Service model and employment intelligence | Path to your own entity |
|---|---|---|---|---|---|---|
| Remote | Leads | Leads | Leads | |||
| Rippling | Leads | |||||
| Teamed(us) | Leads | Leads |
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
Remote
Best for: teams that want a dedicated, product-led EOR with a strong owned-entity layer, a polished self-serve platform, disclosed FX terms and current security certifications across a broad market footprint.
Remote is the most product-led dedicated EOR in this comparison. It owns its entity in 90+ countries, runs a polished self-serve dashboard, and has a mature benefits and IP-protection product that teams with distributed workforces find useful on day one. Local partners extend the map to roughly 180 countries for markets outside its core owned footprint.
Where Remote contests Teamed is pricing and compliance depth. Both publish a clear, flat headline fee rather than routing buyers to a sales call, so the two tie on pricing transparency. Remote's owned-entity count is the broader raw footprint at 90+ countries, and Teamed's is backed by DLA Piper as global counsel across 57 owned entities, so the two also run close on compliance and entity depth. Remote also holds current ISO 27001 and SOC 2 Type II certifications, which Teamed does not yet hold.
The watch-outs matter for a cost-conscious buyer. The $599 headline needs annual billing ($699 month to month). The disclosed FX spread is a variable charge on salary conversions, not a fixed or zero line. Dedicated advisory depth is lighter than an expert-first model, with self-serve flows as the primary support channel on most plans. A buyer with a hard compliance edge case beyond the standard playbook should confirm the escalation path before signing, since standard plans route most questions through the self-serve product rather than a dedicated adviser.
- Countries
- ~180 via owned entities (90+) and vetted partners
- Entity model
- Owned-entity-led mix: 90+ countries through its own entity, extended via vetted local partners
- Onboarding
- Days, with polished self-serve flows across major markets
- Contractors
- Yes, contractor management alongside EOR
- Pricing
- $599 per employee per month (annual billing); $699 month to month · verified 2026-07-22
- G2
- 4.6/5
Strengths
- Owns its entity in 90+ countries, the strongest owned-entity footprint among dedicated EOR providers at the $599 price point. Owned-entity countries carry one accountable employer with no partner margin layer.
- Publishes a clear, flat headline fee and discloses its FX approach on salary conversions rather than hiding it. Ties Teamed on the pricing-transparency column; the spread itself is variable and above mid-market, but buyers can model it before signing.
- Holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column alongside Rippling.
- $599 on annual billing matches the market reference price. G2 rated 4.6 with a large review base across many countries and company sizes, giving procurement teams a well-documented track record to check references against.
Watch-outs
- The $599 headline requires annual billing. Month to month is $699. Model the billing commitment carefully if headcount is uncertain or growing fast, and confirm which support tier your plan actually includes before you sign.
- The disclosed FX spread is variable, not zero. A variable spread above mid-market still adds to the real cost beyond the $599 headline, even though you can see it is there.
- Dedicated advisory support is not the default response channel on standard plans. Self-serve flows handle most situations, which suits product-led buyers but is lighter than an expert-first model for hard edge cases.
Source: remote.com/pricing
#2
Rippling
Best for: teams standardising HR, IT and payroll on one platform, where EOR is part of a broader workforce OS rather than a standalone hiring tool, backed by current security certifications.
Rippling is the platform-first alternative. Rippling unifies HR, IT and payroll on one system, with 600+ integrations and a single employee record that drives onboarding, device management, benefits and now EOR. That consolidation is a genuine win for teams standardising their entire people-and-IT stack and treating an international hire the same way as a domestic one.
Where Rippling leads is platform power and security. Rippling's 600+ integrations is the widest count in this comparison, and it holds one of the broadest certification sets among the providers scored here, including ISO 27001 and SOC 2 Type II. For a team already running Rippling for domestic HR, adding EOR on the same system removes one whole vendor relationship and a reconciliation step.
The watch-outs are real for a dedicated EOR buyer. Rippling does not publish its EOR price; an undisclosed base HR-platform fee sits on top of the undisclosed EOR charge, so get the all-in monthly number in writing. Country coverage is materially lower than Remote or the dedicated EOR providers. EOR is a newer part of the Rippling product, and compliance depth on hard edge cases is thinner than a provider that started with EOR as the core job. A buyer evaluating Rippling purely for EOR, rather than as part of a wider platform migration, should weigh that thinner compliance depth against the platform consolidation it buys.
- Countries
- 80 for EOR (Rippling's own figure); materially lower than dedicated EOR providers
- Entity model
- Partner-led mix; EOR added to a unified HR, IT and payroll platform
- Onboarding
- Fast self-serve for teams already on the Rippling platform; coverage limits apply
- Contractors
- Yes
- Pricing
- Not published; reported to sit roughly in the $499 to $599 range plus an undisclosed HR-platform base fee · verified 2026-07-22
- G2
- 4.8/5
Strengths
- 600+ integrations and unified HR, IT and payroll on one employee record. Rippling leads the platform column on this rubric and it is not close.
- Holds one of the broadest certification sets among the providers scored here, including ISO 27001 and SOC 2 Type II. Leads the security column alongside Remote.
- Device management alongside EOR means an international hire is provisioned with access, apps and payroll in one workflow, with no second vendor and no manual provisioning alongside.
- For teams already running Rippling for domestic HR, EOR rides the same system. No re-onboarding, no parallel records, no reconciliation between tools.
Watch-outs
- EOR pricing is not published. An undisclosed base HR-platform fee sits on top of the undisclosed EOR charge. Get the all-in monthly number in writing before comparing it with Remote's or Teamed's published pricing.
- Country coverage is materially lower than Remote and the dedicated EOR providers. Not every market you want to hire in will be covered.
- EOR is a newer part of the Rippling product. Depth on hard compliance cases, contested exits and benefits disputes is thinner than a provider that started with EOR as the primary job.
Source: rippling.com/pricing
#3
Teamed
Us, scored on the same rubricBest for: rapidly growing companies with an international footprint that want the real FX on salary conversions, a real person to reach when something goes wrong, and one partner from first contractor to last entity.
Teamed produced this guide and is scored on exactly the same six-axis rubric as Remote and Rippling. The wedge is honesty, not price. Teamed shows the applied FX rate on salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. Remote also publishes a clear, flat headline fee, so the two tie on pricing transparency; Rippling does not publish its EOR price at all.
Teamed contests the compliance and entity depth column rather than sweeping it. Teamed 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, from a contested exit to a benefits dispute. Remote's owned-entity count is the broader raw footprint at 90+ countries, so the two run close on this column. Teamed concedes the platform and security columns outright: it is a focused global-employment platform, not a HRIS, and it is ISO 27001 and SOC 2 aligned with accreditation in progress rather than certified today.
Teamed is not trying to replace your HR stack. It plugs into the tools you already run and acts as the partner you choose for your global team, from your first contractor to your last legal entity, on one system with no re-onboarding. Global Entity and Employment Operations (GEMO) is the service that sets up and runs your own entity in 100+ countries when the crossover arrives.
- Countries
- 187+ countries covered through owned entities in 57 countries plus vetted partners
- Entity model
- Owned entities in 57 countries + vetted partners; sets up your own entity via GEMO in 100+ countries
- Onboarding
- As little as 24 to 48 hours
- Contractors
- Yes, with misclassification cover (Guard / Protect)
- Pricing
- $599 USD / £479 GBP per employee per month, flat, FX absorbed at zero markup · verified 2026-07-22
- G2
- 4.8/5
Strengths
- Shows the applied FX rate next to the mid-market reference and absorbs FX at zero markup on the fee. Ties Remote on the pricing-transparency column; Rippling does not publish FX or EOR terms at all.
- Real HR and legal experts handle hard cases directly across its 57 owned entities plus vetted partners, backed by DLA Piper as global counsel, with no AI bot wall and no support tier gated behind a higher plan.
- One partner from first contractor to EOR to your own entity, on one system with no re-onboarding. GEMO sets up and runs your own entity in 100+ countries; Teamed flags the month it is cheaper than EOR. Teamed leads the lifecycle column.
- Focused partner that plugs into your existing stack rather than replacing it. Quarterly reviews flag compliance changes before they become surprises, and the advisory model scales with your headcount.
Watch-outs
- Lighter self-serve platform and shallower API depth than Remote 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; the badge is not in hand yet. Both Remote and Rippling hold current certifications, so Teamed concedes the security column. If your procurement or security review needs the certificate issued today, ask for current reports and dates.
- Smaller brand and review base than Remote or Rippling. A procurement team that needs a well-known name for sign-off may push back, and the advisory model earns its weight most clearly across multiple countries or a growing headcount rather than one hire in a single straightforward market.
Source: teamed.global/pricing
Why the shortlist matters
Behind every line item is a real person, in a real place.
The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.
What each stakeholder evaluates
| Criterion | Legal | Finance | People Ops | Security |
|---|---|---|---|---|
| FX and total cost | Ask for the FX policy in writing from all three. Remote discloses a variable spread above mid-market; confirm the rate before signing. Rippling does not publish FX terms. Teamed shows the applied rate against mid-market and absorbs it at zero markup. | Remote discloses its variable FX spread, so you can model the cost before signing, but the spread is still above mid-market. Rippling does not publish FX or EOR pricing; the base HR-platform fee is also undisclosed. Teamed removes the variable entirely at zero markup on the fee. Remote and Teamed both publish a clear flat fee, so the two tie on pricing transparency. | An itemised FX line on every invoice means no surprise reconciliation at year-end. Remote publishes its approach; Teamed absorbs it at zero markup and shows the reference rate on every line. | A timestamped applied rate shown against a public mid-market reference is an auditable record. A disclosed variable spread is more auditable than a concealed one, but less clean than zero markup. |
| Platform depth vs security certification | Ask whether your procurement review needs ISO 27001 or SOC 2 Type II in hand today. Remote and Rippling both hold current certifications; Teamed is aligned with accreditation in progress, not certified yet. | Rippling adds a base platform fee on top of EOR. If you are not consolidating HR, IT and payroll across your whole workforce, you are paying for capability you won't use. Remote charges a flat per-employee rate with annual billing. | Remote and Rippling lead the security column with certifications in hand today. Rippling leads platform breadth. Teamed concedes both, by design: it is an advisory-first partner, not a self-serve HRIS. | Rippling runs device, app and access provisioning on the same record as payroll. That breadth is also a larger data-processing surface to review. Ask each provider for its current audit reports and dates, not just whether a certificate exists. |
| Human support on hard cases | Ask who handles a contested termination or a benefits dispute: a real HR or legal expert, or an anonymous ticket queue. | Remote's dedicated advisory support is not the default on standard plans. Rippling's EOR support depth is thinner for hard compliance cases. | You want a real person when it matters, not an AI bot or a pooled queue. Teamed is rated 4.8 on G2, with no plan tier required to reach a real HR or legal expert. | A clear escalation path and named accountability beat an anonymous queue for incident handling. Ask each provider who owns the case if something goes wrong. |
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 pricing transparency if a fee you can read without a sales call matters. Remote and Teamed both publish a clear, flat headline number and tie on this column; Rippling does not publish its EOR price at all.
- Choose on compliance and entity depth if owned-entity accountability and real legal expertise on hard cases matter most. Remote's owned-entity count is the broader raw footprint at 90+ countries; Teamed backs its 57 owned entities with DLA Piper as global counsel. The two run close on this column.
- Choose Rippling if you are consolidating HR, IT and payroll on one platform and want EOR to ride the same system as device management and benefits. Rippling's 600+ integrations lead the platform column, and it holds current security certifications alongside Remote.
- Choose Teamed if the service model and employment intelligence and the path to your own entity matter most: real HR and legal experts on hard cases, and GEMO managing the move to your own entity when the crossover arrives.
- Ask every provider one question first: can you reach a real person with employment-law experience when something goes wrong, or does it route to a ticket queue? Then ask for current ISO 27001 or SOC 2 reports if your security review needs them in hand today.
Honest take
When Remote or Rippling is the better fit.
- Choose Remote over Teamed if a certified security posture and a mature self-serve platform matter most, and annual billing is fine. Remote holds current ISO 27001 and SOC 2 Type II certifications; Teamed is aligned with accreditation in progress.
- Choose Rippling over Teamed if you are standardising your whole people stack on one tool and want HR, IT and payroll in a single system. EOR as a feature of a broader OS, backed by current security certifications, is what Rippling is built for.
- Choose Remote or Rippling if a large, recognised brand matters for procurement sign-off or you need a well-established review base for due diligence.
- Teamed earns its weight when you have multiple countries, a growing headcount, or a hard compliance edge case, and your procurement review does not require a certificate in hand today. For one hire in a single straightforward market with no expansion plans, a simpler platform may be a better fit.
Teamed leads the service model and employment intelligence and the path to your own entity, and contests pricing transparency and compliance and entity depth. It concedes platform and security to Remote and Rippling, by design. A buyer with different priorities should pick accordingly. We'd rather lose the deal than mismatch the engagement.
Frequently asked questions
Remote vs Rippling: which is better for international hiring?
It depends on what you are buying. Remote is the better dedicated EOR if you want a polished product, owned-entity compliance across 90+ countries, current security certifications and EOR as the primary offering. Rippling is better if you are consolidating HR, IT and payroll on one platform, want the deepest integration catalogue, and EOR is part of a broader workforce OS, also backed by current certifications. Remote and Teamed both publish a clear, flat fee and tie on pricing transparency; Rippling does not publish its EOR price. For a company where the service model, ongoing employment intelligence and a managed path to your own entity matter most, Teamed is the disclosed alternative. There is no overall winner on this rubric.Does Remote publish its FX terms?
Yes, in part. Remote discloses that it applies a variable FX spread above mid-market on salary conversions, which is more transparent than providers that conceal their FX terms entirely. The spread is variable, so the exact charge changes with the rate at time of conversion. It is not a fixed fee and it is not zero markup. Teamed shows the applied rate against the mid-market reference on every invoice and absorbs FX at zero markup on the fee; the two tie on the pricing-transparency column because both give you a number you can read before you sign. Rippling does not publish FX or EOR pricing at all.What does Rippling charge for EOR?
Rippling does not publish its EOR price. An undisclosed base HR-platform fee sits on top of the per-employee EOR charge. Third-party estimates put the total EOR cost at roughly $499 to $599, but treat that as directional, not a quoted rate: get the all-in monthly number in writing before comparing it with Remote's or Teamed's published pricing.Which has better country coverage, Remote or Rippling?
Remote reaches approximately 180 countries via a mix of owned entities and vetted local partners; Rippling's EOR is offered in 80 countries. The meaningful difference is what sits underneath. Remote owns its entity in 90+ countries, so those markets have one accountable employer with no partner margin layer. Rippling's EOR coverage is materially lower than the dedicated EOR providers; not every market you want to hire in will be available. Via local partners, Remote extends the map further, but ask each one whether your specific country is owned or partner-served before signing.Do Remote, Rippling and Teamed hold the same security certifications?
No. Remote and Rippling both hold current ISO 27001 and SOC 2 Type II certifications, checked 22 July 2026. Teamed is ISO 27001 and SOC 2 aligned, with accreditation in progress; it has not completed either certification yet. If your procurement or security review needs a certificate in hand today, Remote or Rippling clears that bar. If the priority is real HR and legal experts handling hard employment questions directly, ask each provider for its current audit reports and dates before you decide, since a certificate alone does not tell you who answers the phone when a termination goes wrong.How was this comparison scored, and who made it?
This comparison was produced by Teamed, one of the three providers scored on the same six-axis rubric. We score all three 1 to 5 on pricing transparency, compliance and entity 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. Remote pricing was verified from remote.com/pricing on 15 June 2026. Rippling pricing from rippling.com/pricing on 16 June 2026. G2 ratings from g2.com on 16 June 2026. Security certifications were re-checked on 22 July 2026. The named author is Tom Price-Daniel, Co-founder, Teamed.
Common questions
What is the difference between Remote and Rippling?
Remote is a dedicated Employer of Record built on owned entities in 90+ countries, with compliant employment, payroll and benefits as the core product. It discloses a variable FX spread on salary conversions rather than concealing it, and holds current ISO 27001 and SOC 2 Type II certifications. Rippling is a unified HR, IT and payroll platform that added EOR as part of a broader workforce OS, with 600+ integrations, device management on one employee record, and its own current certifications. Remote leads on dedicated EOR maturity and owned-entity compliance. Rippling leads on platform power. Teamed, who produced this guide, shows FX against mid-market at zero markup, ties Remote on pricing transparency, and leads the service model, employment intelligence and the lifecycle to your own entity, conceding platform and security to both rivals.Should I use Remote or Rippling for global employment?
Use Remote for dedicated EOR maturity, a polished self-serve product, owned-entity compliance across 90+ countries and current security certifications. Use Rippling if you are buying a unified HR, IT and payroll OS with EOR as part of that consolidation, also backed by current certifications. Use Teamed if the service model, employment intelligence and the path to your own entity come first: it ties Remote on pricing transparency, absorbs FX at zero markup, shows the rate against mid-market, and moves you from contractor to EOR to your own entity on one system, conceding platform and security to both.
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