Papaya Global vs Teamed
Switching from Papaya Global to Teamed
You have decided to leave Papaya Global, so this is the migration playbook, not a sales pitch. Teams usually leave when they want a simpler, focused EOR instead of an enterprise payroll-automation platform priced and built for Fortune 500 buyers. The move takes about four to six weeks. The operational plan is the work, not the paperwork: align notice on your Papaya contract, sync the payroll calendar, carry benefits over, communicate with employees, port your data, then run a phased cutover so nobody sees a gap.
Trusted by 1,000+ growing teams
- 4 to 6 weeks
- A typical switch from Papaya, run as a phased cutover so employees never see a gap.
- 4.8
- Rated 4.8 on G2 for service. A real HR or legal expert on every plan, no bot wall.
- $599
- Teamed flat at $599 per employee per month, with FX absorbed at zero markup on the fee.
How do I switch from Papaya Global to Teamed without a payroll gap?
You have decided to leave Papaya Global, so this is the migration playbook, not a sales pitch. Teams usually leave when they want a simpler, focused EOR instead of an enterprise payroll-automation platform priced and built for Fortune 500 buyers. The move takes about four to six weeks. The operational plan is the work, not the paperwork: align notice on your Papaya contract, sync the payroll calendar, carry benefits over, communicate with employees, port your data, then run a phased cutover so nobody sees a gap.
At a glance
Papaya Global
Rated about 4.5 on G2
Best for: genuine Fortune 500-scale global payroll consolidation: an enterprise platform that runs payroll and payments as the system of record, integrates with your existing HRIS and ERP, and where budget is not the constraint.
Teamed
Rated 4.8 on G2
Best for: fast-growing companies with an international footprint that want a simpler, focused EOR: a readable invoice with FX shown at zero markup, a real human on every plan, and a path to their own managed entity.
Shared by both: EOR plus contractor on one system · broad global coverage · in-house legal plus vetted local partners
| Where it matters | Who leads | Why |
|---|---|---|
| Fit for the forgotten middle | Teamed | Papaya is built for Fortune 500 payroll consolidation. Teamed is built for fast-growing companies that the enterprise platforms treat as overkill. |
| Cost visibility on the invoice | Teamed | Teamed shows the applied FX rate against the mid-market reference at zero markup. Papaya does not publish a specific FX rate or spread, so the processing fee sits inside the conversion rate. |
| Funding and deposit framing | Teamed | Papaya requires wallet pre-funding a few days early plus a buffer. Teamed takes one refundable month-of-salary deposit, no rolling pre-fund. |
| Human support access | Teamed | Both run human support. Teamed includes real HR and legal experts on every plan with a consistent promise; Papaya leans on Fortune 500 framing and its own pages differ on availability. |
| Enterprise payroll automation at scale | Papaya Global | Papaya leads here. Workforce OS, a licensed payments arm and deep enterprise tooling are built for very large, multi-entity payroll consolidation. |
| Coverage breadth | Draw | Papaya reaches 160+ countries, Teamed 180+. Both broad, so ask per country whether you are on an owned entity or a vetted partner. |
| Path to your own managed entity | Teamed | Teamed models the crossover and can set up and keep managing your own entity via GEMO. Papaya does not publish a productised entity-transition tool. |
Papaya Global on G2
Who Papaya Global is for
Teamed is built for the forgotten middle: fast-growing companies with an international footprint that the enterprise providers overlook. If you are leaving Papaya because you want a simpler, focused EOR with a readable invoice, a real HR or legal expert on every plan, and a path to your own managed entity when you are ready, this is your fit. If you are a Fortune 500-scale payroll consolidation buyer and budget is not the constraint, Papaya may still be the better tool, and we say so below.
Not the right fit if
- Still weighing whether to leave Papaya?. The section below sets out when staying on Papaya is the right call, honestly, so you switch for the right reason or not at all.
Find your pick in 20 seconds
| If you are… | Start with | Why |
|---|---|---|
| A Fortune 500-scale enterprise consolidating global payroll | Stay on Papaya Global | Enterprise payroll automation, a licensed payments arm and deep multi-entity tooling at scale. |
| Wanting an all-in-one HR, IT and payroll platform you run yourself | Rippling or Deel | Deepest all-in-one product and the broadest integration catalogue in the category. |
| Chasing the lowest sticker price above all | Native Teams | Lowest published base. Check the service and compliance depth before you sign. |
| Fast-growing and international: want a simpler EOR, transparency, a human, an entity path | Switch to Teamed | Readable invoice with FX at zero markup, real experts on every plan, your own managed entity when ready. |
What is switching from Papaya Global 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’ pay, benefits or continuity of service.
Teams leave Papaya Global for a recognisable reason. Papaya is an enterprise-grade workforce payments and payroll platform built for Fortune 500-scale buyers, leading with payroll and payments as the system of record. That depth is powerful at scale and comes with the cost, the pre-funding and the quote-led complexity that fit a very large organisation. A fast-growing company with a few dozen international hires often wants the opposite: a simpler, focused EOR, a flat readable fee, FX it can actually see, and a real person on the phone rather than an enterprise account structure.
The switch itself is an operational project, not a paperwork exercise. The risks live in timing, not in the contract. The work is aligning the notice period on your current Papaya agreement, syncing the payroll calendar so no pay run is missed, carrying benefits and statutory contributions over without a gap, communicating clearly with employees so the change feels routine, porting your data cleanly, and sequencing the cutover country by country. Done well, your people barely notice. Most switches complete in about four to six weeks.
Why teams leave Papaya Global
Papaya is an enterprise platform built for Fortune 500-scale payroll consolidation, and it is good at that. The mismatch shows up when a leaner, fast-growing team is paying for enterprise payroll automation it does not need. The usual triggers to switch are the cost and pre-funding model, FX you cannot see as a line item, and a service experience built around an enterprise account structure rather than a direct line to a real expert. If those are your reasons, a simpler focused EOR is the fix. If you are genuinely Fortune 500-scale, they are not reasons to leave at all.
| Detail | Papaya Global | Teamed |
|---|---|---|
| Built for | Fortune 500-scale enterprises consolidating global payroll across many existing entities. | The forgotten middle: fast-growing companies with an international footprint. |
| Fee model | EOR from $499 per employee per month, with a premium path routed to a tailored quote. | $599 flat per employee per month, FX absorbed at zero markup, one published rate. |
| Funding | Wallet pre-funding a few days before each transaction, plus a small buffer for FX movement. | One refundable deposit of a month of salary to start, no rolling pre-fund. |
The honest test
If you are leaving because the enterprise platform is more machine than you need, a simpler focused EOR is the right move. If you are leaving only on price, run the numbers first, because neither Teamed nor Papaya is the cheapest EOR, and switching to save a few dollars rarely pays back the disruption.
Step one, read your current Papaya contract
Before anything moves, the cutover plan starts with your existing Papaya MSA. Most EOR agreements are month-to-month or carry a 30 to 90-day notice period, so the earliest clean exit date is set by your contract, not by enthusiasm. Find the notice term, any minimum-term or early-exit clause, the offboarding terms, and how wallet balances and any buffer are returned. Teamed maps that calendar with you so you never pay two providers for the same employee in the same month.
| Detail | Papaya Global | Teamed |
|---|---|---|
| Notice period | Read the term in your Papaya MSA. Most EOR contracts run month-to-month or 30 to 90 days. | Teamed maps the exit calendar against your notice so there is no double-billing month. |
| Small print | Check for minimum-term, early-exit, offboarding or admin clauses, and how the wallet buffer is returned. | No onboarding or offboarding fees. An early-exit fee may apply if you leave within the first three months, set out in your contract. |
| Funds and deposit | Confirm the return of any pre-funded wallet balance and the FX buffer held against fluctuation. | A refundable one-month-salary deposit starts the Teamed engagement and is returned at the end. |
Read it line by line
Budget and enterprise providers alike can layer setup, offboarding, minimum-term, termination and admin fees into the contract. The honest move on both sides of a switch is to read the small print before you sign, on the way out and on the way in.
Step two, sync the payroll calendar and benefits
This is where a switch succeeds or fails. The payroll calendars of the old and new providers rarely line up to the day, so the plan has to name the last pay run on Papaya and the first on Teamed, with no gap and no double payment in between. Benefits and statutory contributions have to carry over on the cutover date so nobody loses cover. Teamed builds this per country, because cut-off dates, statutory deadlines and benefit renewal cycles differ market to market.
| Detail | Papaya Global | Teamed |
|---|---|---|
| Payroll handover | Last Papaya pay run is fixed, including any in-flight statutory filings for the period. | First Teamed pay run is scheduled to follow with no gap and no overlap month. |
| Benefits continuity | Current benefits and enrolments are documented so nothing is lost in the handover. | Equivalent local benefits and statutory contributions are arranged to start on the cutover date. |
| Per-country sequencing | Each country has its own cut-off dates and statutory deadlines on the way out. | Teamed sequences the cutover country by country so each market lands cleanly. |
Why the calendar is the risk
A missed pay run or a lapsed benefit lands on your people, not the vendor. That is why Teamed agrees the calendar before anything moves, and runs the switch as a phased cutover rather than a single flip.
Step three, employee communications and data portability
Your employees are changing legal employer, so the experience has to feel routine, not alarming. The plan includes a clear message to each affected employee explaining what changes, what does not, and when, plus the new contract and the new payslip structure ahead of the first pay cycle. In parallel, your employee, payroll and benefits data moves cleanly so nothing is rekeyed by hand. With Teamed the new payslip shows FX against the mid-market reference, so the change reads as an upgrade.
| Detail | Papaya Global | Teamed |
|---|---|---|
| Employee message | Employees are told they are leaving Papaya, what stays the same, and the exact cutover date. | Teamed provides the new contract and payslip structure before the first pay cycle, with FX shown. |
| Data portability | Employee, payroll, benefits and historical records are exported from Papaya in a clean format. | Teamed ingests the data so nothing is rekeyed by hand and history is preserved. |
| Continuity of service | Service-length and accrued entitlements are documented for the handover. | New compliant contracts preserve continuity where local law requires it. |
Make the change feel small
A switch the employee barely notices is the goal. A clear note, a new payslip that is easier to read, and the same money on the same day. That is the standard a phased cutover is built to hit.
Step four, the phased cutover and closing Papaya
With notice served, the calendar synced, benefits arranged and employees briefed, the cutover runs one country or one cohort at a time. Each group moves to its new Teamed contract on its agreed date, the first Teamed pay run lands, and only then does the Papaya relationship close for that group. Teamed manages the Papaya termination timeline alongside the onboarding so you are never in an uncontained double-billing period, and so any country that needs more time does not hold up the rest.
| Detail | Papaya Global | Teamed |
|---|---|---|
| Cutover shape | Papaya continues to employ each group until its agreed switch date, no early break. | Teamed onboards each group in sequence, so the overlap window is contained per country. |
| Closing the relationship | Papaya is given formal notice and the final pay run and filings complete per country. | Teamed maps the Papaya exit calendar so termination and onboarding align with no gap. |
| Contingency | A country with a longer statutory timeline stays on Papaya until it is ready. | The phased plan lets one slow market wait without delaying the rest of the switch. |
Phased, not flipped
Switching every country on the same day maximises the risk. Phasing it contains the overlap, keeps each market clean, and means a single complicated jurisdiction never stalls the whole programme.
Cost visibility after the switch
One of the most common reasons to leave is the FX you cannot see. Papaya does not publish a specific FX rate or spread; the charged rate is the market reference plus a processing fee, with country-variable hedge margins, and the wallet is pre-funded with a buffer. Teamed absorbs FX at zero markup on the fee and shows the applied rate against the mid-market reference on every invoice. For a leaner team, that swaps a variable you cannot forecast for a flat number you can.
| Detail | Papaya Global | Teamed |
|---|---|---|
| FX on salary conversions | No specific FX rate or spread is published; the processing fee sits inside the conversion rate. | Zero markup. The applied rate is shown against the mid-market reference on every invoice. |
| Funding mechanism | Wallet pre-funding a few days before each transaction, plus a buffer for rate movement. | A refundable one-month-salary deposit to start, then a flat monthly fee. |
| Forecastability | Country-variable hedge margins make the true conversion cost hard to forecast in advance. | A flat fee with FX absorbed takes the conversion variable out of the budget. |
Worked example
On a $190,000 salary, an undisclosed FX spread in the range industry analysis cites, around 1.5 to 3% of salary, is roughly $2,850 to $5,700 per employee per year that never appears as a line item. Across a handful of hires that is real money you cannot currently see. Absorbing FX at zero markup takes that variable out of the forecast.
Human support after the switch
A contested termination or a tax-authority question needs a real employment-law expert, fast. Teamed includes direct access to real HR and legal experts on every plan, with no bot wall and a real escalation contact who knows your account. Papaya runs human support with a dedicated account manager too, but it positions itself around Fortune 500-scale service, and its own pages state availability inconsistently. For a leaner team, a consistent promise on every plan is the simpler guarantee.
| Detail | Papaya Global | Teamed |
|---|---|---|
| Who you reach | A dedicated account manager bridging to expert teams, with enterprise-scale framing. | Real HR and legal experts on every plan, plus a real escalation contact who knows your account. |
| Service level | Availability stated inconsistently across Papaya pages, 24/7 on pricing, 24/6 elsewhere. | One consistent service level on every plan, rated 4.8 on G2 for service. |
| Escalation | Routed through the account structure and Papaya support channels. | A clear escalation path to a real person, not a handoff to a pooled queue. |
Why it matters in a switch
The cutover itself is when you most need a fast, real answer. A consistent human support promise on every plan, rather than a tier or an enterprise account structure, is what keeps a sensitive case from sitting in a queue.
A path to your own managed entity
EOR is a stage, not the destination. As you add full-time employees in a country, the cumulative per-seat fee approaches the fixed cost of running your own legal entity there. Teamed models that crossover per country, sets up your own entity via Global Entity & Employment Operations (GEMO) in 90+ countries on the same system with no re-onboarding, and can keep managing it for you afterwards. Papaya does not publish a productised entity-transition tool, so the move off EOR is not modelled for you.
| Detail | Papaya Global | Teamed |
|---|---|---|
| Crossover modelling | Not published as a productised tool; entity transition is covered as educational content. | Proactive, per-country modelling that flags when your own entity becomes the better structure. |
| Your own entity | Value proposition is consolidating payroll across your existing entities, not setting up new ones for you. | GEMO sets up your own entity in 90+ countries and can keep managing it, on the same system, no re-onboarding. |
| Contractor cover | Contractor of Record and AI-plus-human worker classification with indemnification. | Guard and Protect misclassification cover on contractor populations, on the same system as EOR. |
Rough guide
At a small headcount in one country, EOR stays the simpler structure. As you add full-time employees, the per-seat fee approaches the fixed cost of your own entity. Teamed models the exact crossover per country, helps you make the move, and can keep managing the entity for you.
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 |
|---|---|---|---|---|
| Notice and exit from Papaya | Read your current Papaya MSA for the notice period, any minimum-term or early-exit clause, and the offboarding terms before you set a cutover date. Most EOR contracts are month-to-month or 30 to 90 days. The exit date is set by the contract, not the timeline you would prefer. | The single biggest avoidable cost in a switch is a double-billing month. Teamed maps the Papaya exit calendar against the new onboarding so you never pay two providers for the same employee, and so any pre-funded wallet balance and FX buffer are returned. | Confirm continuity of service and accrued entitlements transfer where local law requires. Nothing about the legal-employer change should reset an employee’s tenure or leave balance. | Agree how Papaya exports your employee, payroll and benefits data and how it is deleted afterwards. A clean, documented handover is an auditable record; a manual rekey is not. |
| Payroll calendar and benefits continuity | Each country has its own statutory filing deadlines on the way out and in. The plan must name the last Papaya filing and the first Teamed one per market so no statutory obligation falls between two providers. | Fix the last Papaya pay run and the first Teamed pay run with no gap and no overlap. A phased cutover contains the overlap window rather than running every country at once. | Benefits and statutory contributions must carry over on the cutover date so no employee loses cover. Document current enrolments before the handover so the equivalent local benefits are ready to start. | Maker-checker approval on the new payroll means each change is signed off before it executes. Know who can change payroll on the new platform before the first run. |
| Cost and FX after the switch | Ask the new provider for its FX policy in writing before signing. Teamed shows the applied rate against the mid-market reference and absorbs FX at zero markup. Papaya does not publish a specific FX rate or spread, so the processing fee sits inside the conversion rate. | See the worked example above. Swapping a country-variable hedge margin you cannot forecast for a flat fee with FX absorbed removes a real unknown from the budget. Run your actual headcount through the unbundling calculator first. | A clean payslip with FX shown against mid-market reads as an upgrade to your people, and means no surprise reconciliation at year-end. | A timestamped applied rate shown against a public mid-market reference is auditable. An undisclosed processing fee inside the conversion rate is not. |
How switching from Papaya Global to Teamed works
You have decided to leave, so this is the operational playbook. Most switches take four to six weeks, and the work is the plan, not the paperwork. Teamed runs a phased cutover so the overlap is contained and employees never see a gap in pay, benefits or cover.
Step 1
Read your Papaya contract and serve notice
Start with your current Papaya MSA. Find the notice period, any minimum-term or early-exit clause, and how the pre-funded wallet balance and FX buffer are returned. Teamed maps the exit calendar so notice is served at the right time and you avoid a double-billing month. Most EOR contracts are month-to-month or 30 to 90-day notice.
Step 2
Sync the payroll calendar and benefits
Fix the last Papaya pay run and the first Teamed pay run per country, with no gap and no overlap. Document current benefits and enrolments so equivalent local benefits and statutory contributions are ready to start on the cutover date. Nothing moves until the calendar is agreed.
Step 3
Brief employees and port the data
Each affected employee gets a clear message explaining what changes, what stays the same, and when. New compliant contracts and the new payslip structure go out before the first pay cycle, with FX shown against mid-market. In parallel, employee, payroll and benefits data moves across cleanly so nothing is rekeyed by hand.
Step 4
Run the phased cutover and close Papaya
Move one country or one cohort at a time. Each group lands on its new Teamed contract, the first Teamed pay run completes, and only then does the Papaya relationship close for that group. Teamed manages the Papaya termination timeline alongside onboarding so the overlap stays contained and one slow market never stalls the rest.
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 the FX on your Papaya invoice
Paste your employee headcount and salary mix. The unbundling calculator shows the FX residual on your current invoice and what it looks like absorbed at zero markup, so you can see what the switch is worth before you commit to the work.
Decision checklist
- Switch to Teamed if you are leaving Papaya because the enterprise platform is more than you need. Teamed is a simpler, focused EOR built for fast-growing companies with an international footprint.
- Switch to Teamed if you want to see the FX on every salary invoice. The applied rate sits next to the mid-market reference and is absorbed at zero markup. Papaya does not publish a specific FX rate or spread.
- Switch to Teamed if you want a real HR or legal expert on every plan, one consistent service level, and a real escalation contact who knows your account.
- Switch to Teamed if you are thinking about your own entity. It models the crossover, sets it up via GEMO and can keep managing it for you, on the same system with no re-onboarding.
- Stay on Papaya if you are a Fortune 500-scale enterprise consolidating global payroll, you need the licensed payments arm and deep enterprise tooling, and budget is not the constraint.
- Run the numbers before switching on price alone. Neither Teamed nor Papaya is the cheapest EOR, and a switch made only to shave a few dollars rarely repays the disruption.
Honest take
When staying on Papaya Global is the right call
- Stay on Papaya if you are a genuine Fortune 500-scale enterprise consolidating global payroll. Workforce OS as a payroll system of record, integrating with your existing Workday, SAP or Oracle stack, is built for exactly that and is hard to beat at scale.
- Stay on Papaya if you need the licensed in-house payments arm and the deep enterprise integration tooling, including the broad connector catalogue, mapping layer and dedicated payments and VMS connectors, and budget is not the constraint.
- Stay on Papaya if global equity administration through payroll across a wide instrument set matters more than a simpler invoice, and your team is comfortable with wallet pre-funding and a quote-led premium path.
Teamed is the simpler, focused EOR for the forgotten middle, not an enterprise payroll-automation platform. If your primary need is Fortune 500-scale payroll consolidation and budget is not the constraint, Papaya is the better tool, and 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 notice period does my current Papaya contract require, and what is the earliest clean exit date without a double-billing month?
- 2What deposit or pre-funding will the new provider require, and which setup, offboarding, minimum-term, termination or admin fees are in the contract? Read it line by line before you sign.
- 3Will the new provider show me the FX rate on every salary conversion, in writing, against the mid-market reference?
- 4In each country I employ in, will I be on an owned entity or a vetted local partner after the switch?
- 5Who handles a contested termination or a tax-authority question during and after the cutover, and is that access on my plan or only a higher tier?
- 6Can the new provider export and ingest my employee, payroll and benefits data cleanly so nothing is rekeyed by hand?
- 7Can the switch run country by country or cohort by cohort, so the overlap period is contained and no employee misses a pay run?
- 8Will benefits and statutory contributions carry over without a gap in coverage on the cutover date?
- 9When my own entity becomes the better structure, will the new provider tell me, and can it set it up and keep managing it?
- 10Is contractor misclassification cover included by default, or an opt-in add-on I have to switch on myself?
Frequently asked questions
How long does it take to switch from Papaya Global to Teamed?
Most switches complete in about four to six weeks. The paperwork is quick; the operational plan is what takes the time. The plan covers the notice period on your current Papaya contract, syncing the payroll calendar, carrying benefits and statutory contributions over without a gap, employee communications, and porting your data. Teamed runs the move as a phased cutover, one country or one cohort at a time, so the overlap window is contained and no employee misses a pay run.Can I switch from Papaya mid-contract?
Usually yes. Most EOR contracts, Papaya included, are month-to-month or carry a 30 to 90-day notice period, so the earliest clean exit date is set by your agreement. Read your current Papaya MSA for the notice term, any minimum-term or early-exit clause, and how a pre-funded wallet balance and FX buffer are returned. Teamed maps the exit calendar against the new onboarding so notice is served at the right time and you avoid paying two providers for the same employee in the same month.Will my employees notice the switch from Papaya to Teamed?
Done well, barely. Your employees change legal employer, so they receive a clear message explaining what changes, what stays the same, and when, plus a new compliant contract and the new payslip structure before the first pay cycle. The same money lands on the same day, benefits carry over on the cutover date, and continuity of service is preserved where local law requires. With Teamed the new payslip shows FX against the mid-market reference, so the change tends to read as an upgrade.Why do companies leave Papaya Global?
Papaya is an enterprise-grade workforce payments and payroll platform built for Fortune 500-scale buyers, and it is strong at that. Fast-growing companies tend to leave when they are paying for enterprise payroll automation they do not need. The common triggers are the cost and the wallet pre-funding model, FX they cannot see as a line item because Papaya does not publish a specific rate or spread, and a service experience built around an enterprise account structure. If those are your reasons, a simpler focused EOR is the fix. If you are genuinely Fortune 500-scale, they are not reasons to leave.Is Teamed cheaper than Papaya Global?
Not necessarily, and we never claim to be the cheapest EOR, because that is not us and it is not Papaya either. Papaya lists EOR from $499 per employee per month and Teamed is $599 flat, so on the sticker Papaya can look lower. The difference is what you can see. Teamed shows the salary-conversion rate against the mid-market reference and absorbs FX at zero markup on the fee, with no rolling wallet pre-funding. Papaya does not publish a specific FX rate or spread, runs country-variable hedge margins, and requires wallet pre-funding plus a buffer. The real comparison is the all-in cost you can forecast, not the headline.When should I set up my own entity instead of using an EOR?
As a rough guide, EOR stays the simpler structure at a small headcount in a single country. Above that, the cumulative per-seat EOR fee approaches the fixed cost of a registered entity, a local director where needed, bookkeeping and annual filings. The exact crossover is country-specific, so Teamed models it per country, helps you set up your own entity via Global Entity & Employment Operations (GEMO) in 90+ countries, and can keep managing it for you on the same system with no re-onboarding. Papaya does not publish a productised entity-transition or crossover-modelling tool.
Common questions
How do I migrate from Papaya Global to another EOR without a payroll gap?
Treat it as an operational project, not a paperwork exercise, because the risk lives in timing. First read your current Papaya contract for the notice period and any early-exit terms, and serve notice at the right time to avoid a double-billing month. Then sync the payroll calendar so the last Papaya pay run and the first new pay run leave no gap, carry benefits and statutory contributions over on the cutover date, brief each employee clearly, and port your data cleanly. Finally run a phased cutover, one country or cohort at a time, so the overlap window is contained. With Teamed this typically completes in four to six weeks and is run as a managed, phased switch.Is there a simpler, more transparent EOR than Papaya Global for a mid-sized company?
Teamed is built for exactly that buyer, the forgotten middle of fast-growing companies with an international footprint, rather than the Fortune 500-scale payroll consolidation Papaya targets. It charges a flat $599 per employee per month, absorbs FX at zero markup and shows the applied rate against the mid-market reference on every invoice, includes real HR and legal experts on every plan, and can model the crossover to your own entity via GEMO when you are ready. Papaya is the stronger choice if you genuinely need enterprise payroll automation, a licensed payments arm and deep multi-entity tooling at scale.
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 switch, get the cutover plan and the like-for-like numbers.
Share your current Papaya invoice and contract. A real HR or legal expert sends back a phased cutover plan and a line-by-line breakdown with FX shown against mid-market, no demo, no commitment.
The honest path
Want the Teamed comparison run on your numbers?
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.
