Globalization Partners vs Teamed
Switching from Globalization Partners to Teamed
If you have decided to leave Globalization Partners, the work is the operational cutover, not the paperwork. Most switches take about four to six weeks. Teamed maps the plan from your current G-P agreement: payroll-calendar sync, benefits continuity, employee communications, data portability and a phased cutover so your people never see a gap. Teams usually leave G-P because its EOR pricing is quote-only and process-heavy when they want published pricing, a readable invoice and a real human on every plan.
Trusted by 1,000+ growing teams
- $599
- Teamed is a flat $599 per employee per month. G-P EOR pricing is quote-only, with no per-employee figure published.
- 4.8
- Rated 4.8 on G2 for service. A real HR or legal expert on every Teamed plan, no AI assistant gating the answer.
- 4-6 wks
- Most switches complete in about four to six weeks with a phased cutover, so employees never notice a gap.
How do I switch from Globalization Partners to Teamed without disrupting my people?
If you have decided to leave Globalization Partners, the work is the operational cutover, not the paperwork. Most switches take about four to six weeks. Teamed maps the plan from your current G-P agreement: payroll-calendar sync, benefits continuity, employee communications, data portability and a phased cutover so your people never see a gap. Teams usually leave G-P because its EOR pricing is quote-only and process-heavy when they want published pricing, a readable invoice and a real human on every plan.
At a glance
Globalization Partners
Rated 4.4 on G2
Best for: large enterprises where the widest marketed reach, the deep ISO and SOC 2 certification stack and analyst recognition outweigh published pricing and switching speed. If that is you, staying on G-P can be the right call.
Teamed
Rated 4.8 on G2
Best for: fast-growing companies with an international footprint that want published flat pricing, a readable invoice with FX shown, a real HR or legal expert on every plan, and a path to their own managed entity.
Shared by both: 180+ country reach · EOR plus contractor management · real in-country compliance
| Where it matters | Who leads | Why |
|---|---|---|
| Published, predictable pricing | Teamed | Teamed publishes a flat $599 per employee per month. G-P EOR pricing is quote-only, with no per-employee figure on any primary page. |
| A readable invoice with FX shown | Teamed | Teamed shows the applied rate against a mid-market reference and absorbs FX at zero markup. G-P publishes no EOR FX rate, spread or markup. |
| Human support on every plan | Teamed | Teamed includes real HR and legal experts on every plan. G-P routes base-tier support through its G-P Assist AI assistant and reserves a dedicated CSM and direct HR and legal access for the Prime tier. |
| Path to your own managed entity | Teamed | Teamed models the crossover and sets up and runs your own entity via GEMO. G-P does not market an own-entity setup or crossover product. |
| Country reach | Draw | Both reach 180+ countries through a mix of owned entities and vetted partners. Ask per country which applies. |
| Compliance and security certifications | Globalization Partners | G-P already holds ISO 27001, 27017, 27018, 42001 and SOC 2 Type II. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress. |
| Enterprise scale and analyst recognition | Globalization Partners | G-P is an enterprise-scale provider with strong analyst recognition and the longer track record at the top of the market. |
Globalization Partners on G2
Who Globalization Partners is for
This guide is for a team that has decided to leave Globalization Partners and wants the switch to be calm, compliant and quick. If you want published flat pricing, an invoice you can read, a real HR or legal expert on every plan, and a path to your own managed entity when you are ready, Teamed is built for you. We tell you below when staying on G-P is the smarter move.
Not the right fit if
- Not sure you should leave G-P at all?. Read the when-to-stay section below. If you are a large enterprise that values the deepest certification stack and analyst recognition over published pricing and speed, G-P may still be your best home.
Find your pick in 20 seconds
| If you are… | Start with | Why |
|---|---|---|
| A large enterprise valuing reach, certifications and analyst recognition | Stay on G-P | G-P holds the deeper certification stack and the enterprise track record at the top of the market. |
| Frustrated by quote-only pricing and a process-heavy EOR | Switch to Teamed | Published flat $599, a readable invoice with FX shown, and a real expert on every plan. |
| Tired of an AI assistant answering before a human does | Switch to Teamed | Real HR and legal experts on every plan, with no AI wall and a real escalation contact who knows your account. |
| Heading towards your own entity in a few key countries | Switch to Teamed | Teamed models the crossover and sets up and keeps running your own entity via GEMO, with no re-onboarding. |
What is switching your EOR from Globalization Partners to Teamed?
An Employer of Record (EOR) legally employs your people in a country through its own entity or a vetted local partner. It issues the contract, runs payroll, remits income tax and statutory contributions, and carries the obligations of the local employer while you direct the day-to-day work. Switching EOR means moving that legal-employer relationship from one provider to another without breaking your employees' continuity of employment, pay or benefits.
Teams usually leave Globalization Partners for one of three reasons. The first is pricing: G-P EOR pricing is quote-only and process-heavy, with no per-employee figure published, whereas a growing company often wants a published flat rate it can forecast. The second is the invoice: a buyer who wants to see the FX on every salary conversion finds that G-P does not publish an EOR FX rate, spread or markup. The third is the human: G-P leans base-tier support on its G-P Assist AI assistant and reserves a dedicated success manager and direct HR and legal access for the higher Prime tier.
The switch itself is an operational project, not a legal cliff edge. Most EOR contracts run month to month or carry a 30 to 90-day notice period, so the gating item is your notice window, not the paperwork. The real work is sequencing the cutover so payroll, benefits and contracts move cleanly. Teamed runs phased cutovers, one country or one employee cohort at a time, so the overlap period is contained and your people never see a gap. Most switches complete in about four to six weeks.
Why teams leave Globalization Partners
Most teams that move off G-P are not unhappy with the breadth, they have simply outgrown the model. The three recurring reasons are pricing, the invoice and the human. G-P EOR pricing is quote-only with no per-employee figure published, so a growing company cannot forecast it easily. G-P publishes no EOR FX rate, spread or markup, so the buyer who wants to see the cost of each salary conversion cannot. And base-tier support runs through the G-P Assist AI assistant, with a dedicated success manager and direct HR and legal access kept for the higher Prime tier.
| Detail | Globalization Partners | Teamed |
|---|---|---|
| Pricing model | Quote-only EOR pricing, gated behind a sales enquiry. No per-employee figure on any primary page. Two named packages, Core and Prime. | Published flat $599 USD or £479 GBP per employee per month, the same single rate for new business. |
| FX on salary conversions | No EOR FX rate, spread or markup published. A contractor-side claim of an 87% FX cost reduction carries no rate or methodology. | Zero markup. The applied rate is shown against a mid-market reference on every invoice. |
| Who answers first | Base-tier support is AI-led via G-P Assist. A dedicated CSM and direct HR and legal access sit on the higher Prime tier. | A real HR or legal expert on every plan, with no AI wall and a real escalation contact who knows your account. |
The honest read
None of this makes G-P a bad provider. It makes it an enterprise provider. If quote-only pricing, an opaque FX line and an AI-first support tier are the friction you feel every month, that friction is the signal you have outgrown the model, not a fault to argue about.
The cutover playbook, step by step
A clean switch is a sequence, not a leap. The order matters: confirm your G-P notice window first, because it sets the timeline; align the payroll calendar so no one is paid twice or missed; carry benefits across with no lapse; communicate to employees before anything changes; and port your data so nothing is stranded in the old portal. Teamed runs this one country or one employee cohort at a time, so the overlap period is contained and the risk stays small.
| Detail | Globalization Partners | Teamed |
|---|---|---|
| First move | Confirm your current G-P agreement terms and notice period. Most EOR contracts run month to month or carry 30 to 90-day notice; this sets your timeline. | Teamed reads your G-P agreement and maps the cutover calendar and the deadlines before anything moves. |
| Payroll and benefits | Identify the G-P payroll cut-off and the current benefits in each country so nothing lapses on handover. | Teamed syncs the payroll calendar and carries benefits continuity across, so there is no gap and no double pay. |
| People and data | Employees stay informed; their employment data, contracts and history are exported from G-P. | Teamed prepares employee communications and issues new compliant contracts, with no re-onboarding overhead. |
How long it takes
Most switches complete in about four to six weeks. The paperwork is fast. What takes the time is the operational plan, the payroll-calendar alignment and the notice window, which is exactly the part Teamed maps for you so the dates never collide.
Reading the contract before you sign either way
Whichever way you go, read the small print line by line. Budget and enterprise providers alike can bury setup, offboarding, minimum-term lock-in, no-exit-window, termination and admin fees in the contract, and a deposit or pre-funding requirement that is not on the marketing page. G-P does not publish its deposit or pre-funding terms, so ask in writing. Teamed asks for a refundable deposit of one month of salary, which is standard for the EOR model, and has no onboarding or offboarding fees, though leaving within the first three months may incur a fee that is set out in the contract.
| Detail | Globalization Partners | Teamed |
|---|---|---|
| Deposit or pre-funding | No deposit or pre-funding terms are published on any G-P primary page. Absence of published terms is not the same as no requirement, so ask in writing. | A refundable deposit of one month of salary is required to start, standard for the EOR model and set out in the MSA. |
| Setup and exit fees | Several services, such as visa support and equity payroll management, are paid add-ons for Core customers. Read the package and the add-on list closely. | No onboarding or offboarding fees. An early-exit fee may apply if you leave within the first three months, set out in the contract. |
| Notice and data portability | Confirm your notice period and how your employee data is exported when you move; these are contract terms, not marketing terms. | Teamed maps your notice window from your G-P agreement and runs the data portability so nothing is stranded. |
The one rule
Read the small print before you sign, with any provider. The honest move is to ask for the deposit terms, the fee schedule, the notice period and the data-portability terms in writing, then compare them like for like.
Coverage, compliance and certifications, where G-P still leads
This is where we are honest about what you may be giving up. Both providers reach 180+ countries through a mix of owned entities and vetted partners, so coverage is a draw, and you should ask per country whether you are employed through an owned entity or a partner. On certifications, G-P leads today: it already holds ISO 27001, 27017, 27018, 42001 and SOC 2 Type II. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress. If a current certificate is a hard procurement gate, weigh that before you move.
| Detail | Globalization Partners | Teamed |
|---|---|---|
| Country reach | 180+ countries via over 100 legal entities plus a partner network. The owned-only country count is not separately published. | 180+ countries via 57 owned entities plus vetted partners. Owned entities include Germany, France, Spain, the UK and the US. |
| Certifications | Holds ISO 27001, 27017, 27018, 42001 and SOC 2 Type II today, published on a self-serve trust portal. | ISO 27001 and SOC 2 aligned, with accreditation in progress. Paired with maker-checker controls and a documented audit trail. |
| Edge-case handling | A large in-country HR, legal and compliance team, with depth at enterprise scale. | Real HR and legal experts handle country-specific edge cases such as German Betriebsrat consultations and KSchG terminations directly. |
The honest limit
If you are a large enterprise and the deepest certification stack and analyst recognition matter more than published pricing and switching speed, G-P may still be the right home. We would rather tell you that than win a switch that is wrong for you.
Scaling to your own managed entity after the switch
EOR is a stage, not the destination. The crossover point is the headcount in a country where running your own legal entity becomes cheaper than paying a per-employee EOR fee for everyone there. G-P positions EOR as the alternative to running your own entities and does not market an own-entity setup or crossover-modelling product. Teamed models when you reach the crossover, sets up your own entity via Global Entity and Employment Operations (GEMO) in 90+ countries on the same system with no re-onboarding, and can keep managing it for you. Because Teamed earns either way, on EOR or by running your entity, the advice is not tied to keeping you on EOR.
| Detail | Globalization Partners | Teamed |
|---|---|---|
| Crossover modelling | Not a published feature. G-P positions EOR as the alternative to running your own entities. | Flags the month your own entity becomes the better structure, proactively and per country. |
| Your own entity | Own-entity setup is not marketed. Transition support runs towards the G-P EOR, including winding a customer entity into it. | GEMO sets up your own entity in 90+ countries and can keep managing it on the same system, with no re-onboarding. |
| Contractor cover | A self-serve contractor product from $39 per contractor per month, with AI misclassification checks. | Guard and Protect misclassification cover on contractor populations, on the same system as EOR. |
Why it matters when you switch
If part of why you are leaving G-P is that you want a partner who will help you move off EOR when the time is right, that is the Teamed model. The switch is not just to a different EOR, it is onto a path that includes your own managed entity when you are ready.
Why the comparison 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 the comparison worth running.
What each stakeholder evaluates
| Criterion | Legal | Finance | People Ops | Security |
|---|---|---|---|---|
| Predictable, published pricing | Ask both providers for the full fee schedule and deposit terms in writing before signing. Teamed publishes a flat $599 per employee per month and asks for a refundable deposit of one month of salary. G-P EOR pricing is quote-only, so request the proposal and the deposit terms explicitly. | A published flat rate is forecastable; a quote-only model is not. When you model the switch, fix the Teamed fee at $599 and ask G-P for its all-in figure including any pre-funding so you compare like for like. | A predictable per-employee fee makes headcount planning simple. Your team can model the cost of the next hire in a new country without raising a sales quote each time. | A published rate and a refundable, contractually stated deposit are auditable. Undisclosed pricing and unstated pre-funding are harder to evidence in a procurement review. |
| Who you reach when something goes wrong | A contested termination or a tax-authority question needs a real employment-law expert. On Teamed that access is on every plan. On G-P a dedicated success manager and direct HR and legal access sit on the higher Prime tier, with base-tier support running through the G-P Assist AI assistant. | If you are on the G-P base tier, factor in what unlocking Prime costs to reach a human directly. Teamed includes that expert access at the published flat fee. | You want a real person who knows your account when a payroll or contract issue lands on an employee. Teamed is rated 4.8 on G2 for service. | A real escalation contact who knows your account beats an AI assistant and a shared queue for incident handling. Confirm who you call before you switch. |
| The cutover itself | Confirm your G-P notice period and data-portability terms first; they set the legal timeline. Teamed maps the cutover from your existing agreement so notice, contracts and the new start date line up. | A phased cutover contains the overlap period, so you are not double-billed across providers for long. Teamed runs it one country or cohort at a time. | Employees keep their continuity of pay and benefits. Teamed prepares the employee communications and issues new contracts before the first pay cycle, with no re-onboarding overhead. | Data portability means employee records move cleanly out of the old portal rather than being stranded. Agree the export with G-P as part of the notice process. |
How switching from Globalization Partners to Teamed works
Teams leave G-P for a reason, usually quote-only pricing, an opaque invoice or an AI-first support tier. The switch is an operational project, not a legal cliff edge. Most switches take about four to six weeks. The operational plan is what takes the time, not the paperwork. Teamed runs phased cutovers so the overlap is contained and employees never notice a gap.
Step 1
Map your G-P notice window
Share your current Globalization Partners agreement. Teamed confirms the notice period and exit terms, since most EOR contracts run month to month or carry 30 to 90-day notice. This sets the timeline for everything else.
Step 2
Build the cutover plan
Teamed builds the plan per country or per employee cohort: payroll-calendar sync, benefits continuity, employee communications and data portability. Nothing moves until the plan is agreed and the dates are checked so they do not collide.
Step 3
Issue new contracts
New compliant employment contracts issue under Teamed. Employees receive their new payslip structure before the first pay cycle, with the FX rate shown against a mid-market reference. No re-onboarding overhead.
Step 4
Close the G-P relationship
Teamed manages the G-P termination timeline against your notice window and exports the employee data, keeping you out of a long double-billing period. Most switches complete in about four to six weeks.
Dyke Yaxley · UK chartered accountancy
100% audit capacity added. Zero entity setup.
- Audit capacity in 2024
- +100%
- Compliance issues across the engagement
- 0
- South Africa hires, both retained
- 2
- Entity setup required
- None
Challenge
Dyke Yaxley, a UK chartered accountancy with over a century of history, was turning down audit work in 2024. Local UK talent supply for qualified auditors had not kept pace with client demand. Cross-border hiring felt too legally complex for a firm whose brand sits on compliance discipline.
Approach
Dyke Yaxley partnered with Teamed to hire two qualified audit professionals in South Africa via EOR. Teamed handled the South African employment-law side end to end: compliant contract, local payroll, statutory tax obligations and onboarding logistics. No entity setup, no South African legal counsel on retainer, no permanent-establishment exposure.
Result
Both hires exceeded expectations on technical work, client satisfaction and cultural fit. Audit capacity doubled in 2024. Zero compliance issues across the engagement. The firm went from declining new audit work to confidently taking on additional clients.
Interactive tool
Model what the switch saves you
Paste your employee headcount and salary mix. The unbundling calculator shows the FX residual you cannot see today and what it looks like absorbed at zero markup, plus the predictable flat fee. Most teams find a few thousand per employee per year they were not tracking.
Decision checklist
- Switch to Teamed if you want published flat pricing you can forecast. Teamed is $599 per employee per month, the same single rate. G-P EOR pricing is quote-only with no per-employee figure published.
- Switch to Teamed if you want to see the FX on every salary invoice. The applied rate sits next to a mid-market reference and is absorbed at zero markup. G-P publishes no EOR FX rate, spread or markup.
- Switch to Teamed if you want a real HR or legal expert on every plan rather than an AI assistant first and a human gated behind a higher tier.
- Switch to Teamed if you want a partner who will help you move to your own entity. It models the crossover, sets it up via GEMO and can keep managing it, with no re-onboarding.
- Stay with Globalization Partners if you are a large enterprise and the deeper certification stack and analyst recognition matter more than published pricing and switching speed.
- Whichever way you go, read the contract line by line: deposit and pre-funding terms, setup and exit fees, the notice period and the data-portability terms.
Honest take
When you should stay on Globalization Partners
- Stay on G-P if you are a large enterprise where the widest marketed reach and the longest track record at the top of the market outweigh published pricing and switching speed.
- Stay on G-P if a current ISO or SOC 2 certificate is a hard procurement gate today. G-P already holds ISO 27001, 27017, 27018, 42001 and SOC 2 Type II, while Teamed is aligned with accreditation in progress.
- Stay on G-P if analyst recognition and a brand your procurement team instantly recognises matter more to your buying committee than a readable invoice and a real human on every plan.
Teamed wins published pricing, a readable FX invoice, human support on every plan and the path to your own managed entity, not the deepest certification stack or the enterprise track record. A large enterprise whose primary need is certification depth and analyst recognition should stay on G-P. We would rather tell you that than win a switch that is wrong for both sides.
Questions to ask any EOR before you sign
- 1What deposit or pre-funding do you require to start, and what is refundable? Teamed asks for a refundable deposit of one month of salary, standard for the EOR model. Ask G-P the same in writing, since it does not publish its terms.
- 2Which setup, offboarding, minimum-term, termination or admin fees are in the contract? Read it line by line before you sign, with any provider.
- 3Will you show me the FX rate on every salary conversion, in writing, against a mid-market reference?
- 4In each country I hire in, am I employed through your own entity or a vetted local partner?
- 5Who handles a contested termination or a tax-authority question, and is that a real expert on my plan or only on a higher tier?
- 6Which of my existing HR and payroll platforms do you integrate with, and will you replace my stack or plug into it?
- 7When my own entity becomes the better structure, will you tell me, and can you set it up and keep managing it?
- 8What are the notice period, exit terms and data-portability terms when I move providers?
- 9When I need help, do I reach a real person who knows my account, or an AI assistant and an account manager that keeps changing?
Frequently asked questions
How long does it take to switch from Globalization Partners to Teamed?
Most switches complete in about four to six weeks. The paperwork is quick; the operational plan is what takes the time. The gating item is your G-P notice window, since most EOR contracts run month to month or carry a 30 to 90-day notice period. Teamed reads your current agreement, maps the cutover calendar so the dates do not collide, and runs the move one country or one employee cohort at a time so the overlap is contained and employees never notice a gap.Why do teams leave Globalization Partners?
Usually for three reasons. First, pricing: G-P EOR pricing is quote-only with no per-employee figure published, so a growing company cannot forecast it easily, whereas Teamed publishes a flat $599 per employee per month. Second, the invoice: G-P publishes no EOR FX rate, spread or markup, so a buyer who wants to see the cost of each salary conversion cannot, whereas Teamed shows the applied rate against a mid-market reference and absorbs FX at zero markup. Third, the human: G-P leans base-tier support on its G-P Assist AI assistant and reserves a dedicated success manager and direct HR and legal access for the higher Prime tier, whereas Teamed includes a real expert on every plan.Will my employees be disrupted when I switch EOR?
Not if the cutover is sequenced properly. Your employees keep continuity of pay and benefits through the move. Teamed aligns the payroll calendar so no one is paid twice or missed, carries benefits across with no lapse, prepares employee communications before anything changes, and issues new compliant contracts before the first pay cycle, with no re-onboarding overhead. Running the switch one country or cohort at a time keeps the risk small and the overlap contained.What does it cost to switch, and is there a deposit?
Teamed is a flat $599 USD or £479 GBP per employee per month, with FX absorbed at zero markup and shown against a mid-market reference on every invoice. To start an EOR engagement Teamed asks for a refundable deposit equal to one month of salary, which is standard for the EOR model, not a Teamed surcharge. There are no onboarding or offboarding fees, though leaving within the first three months may incur a fee that is set out in the contract. G-P does not publish its EOR price or its deposit and pre-funding terms, so ask for both in writing and compare like for like.When should I stay on Globalization Partners instead of switching?
Stay on G-P if you are a large enterprise where the widest marketed reach, the deeper certification stack and analyst recognition outweigh published pricing and switching speed. G-P already holds ISO 27001, 27017, 27018, 42001 and SOC 2 Type II, while Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so if a current certificate is a hard procurement gate today, weigh that honestly before you move. We would rather tell you that than win a switch that is wrong for you.Can Teamed help me set up my own entity after I switch?
Yes. EOR is a stage, not the destination. Teamed models the crossover point per country, the headcount where running your own legal entity becomes cheaper than paying a per-employee EOR fee, and sets up your own entity via Global Entity and Employment Operations (GEMO) in 90+ countries on the same system with no re-onboarding. It can keep managing the entity for you afterwards. Because Teamed earns either way, on EOR or by running your entity, its advice is not tied to keeping you on EOR. G-P positions EOR as the alternative to running your own entities and does not market an own-entity setup or crossover product.
Common questions
How do I move my EOR from Globalization Partners to Teamed?
Treat it as an operational project, not a legal cliff edge. Start by confirming your G-P notice window, since most EOR contracts run month to month or carry a 30 to 90-day notice period, which sets the timeline. Then sequence the cutover: align the payroll calendar, carry benefits across with no lapse, prepare employee communications, port your data out of the G-P portal, and issue new compliant contracts under Teamed before the first pay cycle. Teamed maps this from your existing agreement and runs it one country or employee cohort at a time, so the overlap is contained and your people never see a gap. Most switches complete in about four to six weeks.Is Teamed a good alternative to Globalization Partners for a growing company?
For a fast-growing company with an international footprint, yes, on the dimensions that usually drive the switch. Teamed publishes a flat $599 per employee per month, shows the FX on every invoice against a mid-market reference at zero markup, includes a real HR or legal expert on every plan, and offers a path to your own managed entity via GEMO. G-P keeps EOR pricing quote-only, publishes no EOR FX rate, and reserves a dedicated success manager and direct HR and legal access for its higher Prime tier. Where G-P still leads is the depth of its certification stack and its enterprise track record, so a large enterprise that ranks those highest may be better staying on G-P.
For the buying committee
Share with your team
Send this page to legal, finance, or HR for review. They will see the same statutory data and source citations you did.
Before you commit, get the switch mapped.
Share your current Globalization Partners agreement. A real HR or legal expert sends back the cutover plan and a like-for-like cost comparison with FX shown against mid-market, no demo, no commitment.
The honest path
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Tell us your headcount and where you're hiring. A real HR or legal expert sends back a like-for-like breakdown with the FX shown against mid-market. No demo, no deck.
