Rippling vs Teamed
Switching from Rippling to Teamed
You have decided to leave Rippling's EOR. This is the migration playbook. Most switches take four to six weeks, and the operational plan is what takes the time, not the paperwork. Teamed maps the cutover from your current Rippling MSA: notice-period alignment, payroll-calendar sync, benefits continuity, employee communications and data portability, run as a phased cutover so your people never see a gap in pay or cover.
Trusted by 1,000+ growing teams
- 4 to 6 weeks
- A typical phased cutover from Rippling EOR, planned per country so employees never see a gap in pay or benefits.
- 4.8
- Rated 4.8 on G2 for service. A real HR or legal expert on every plan, no support tier to unlock.
- $599
- Teamed is $599 flat per employee per month, FX absorbed at zero markup. No workforce-platform base fee on top of EOR.
How do I switch my EOR employees from Rippling to Teamed?
You have decided to leave Rippling's EOR. This is the migration playbook. Most switches take four to six weeks, and the operational plan is what takes the time, not the paperwork. Teamed maps the cutover from your current Rippling MSA: notice-period alignment, payroll-calendar sync, benefits continuity, employee communications and data portability, run as a phased cutover so your people never see a gap in pay or cover.
At a glance
Rippling
Rated 4.8 on G2 (whole platform)
Best for: teams that want HR, IT and payroll on one workforce platform with 600+ integrations, run hiring as a self-serve product, and will absorb the platform base fee that sits on top of the EOR fee.
Teamed
Rated 4.8 on G2 for service
Best for: teams leaving the all-in-one platform who want focused EOR: a readable flat fee with FX shown, a real HR or legal expert on every plan, an EOR that plays nicely with the HRIS they keep, and a path to their own managed entity.
Shared by both: real human support channels · contractor and EOR on one system · entity-transition tooling
| Where it matters | Who leads | Why |
|---|---|---|
| Cost shape, EOR fee vs platform fee | Teamed | Teamed is a flat $599 with FX absorbed. Rippling layers an EOR fee under a workforce-platform base fee, and gates EOR pricing behind a demo. |
| FX transparency on salary conversions | Teamed | Teamed shows the applied rate against the mid-market reference at zero markup. Rippling publishes no FX rate or spread on its pages. |
| Human support without a tier to unlock | Teamed | Real HR and legal experts on every Teamed plan. Rippling reserves white-glove, expert-led onboarding and a dedicated point of contact for enterprise. |
| Plays nicely with your HRIS | Teamed | Teamed integrates with the HRIS you keep. Rippling wants to BE your system of record on a single employee graph. |
| All-in-one platform depth and integrations | Rippling | Rippling is a genuine HR, IT and payroll platform with 600+ integrations. If you want one system for everything, that breadth is real. |
| Self-serve speed and automation | Rippling | Rippling automates onboarding heavily and reports days to payday in popular markets. Teamed is lighter and advisory-led by design. |
| Path to your own managed entity | Draw | Both offer entity-transition tooling. Teamed adds proactive per-country crossover modelling and keeps managing the entity via GEMO; Rippling publishes a live entity-vs-EOR calculator. |
| Coverage in your specific countries | Draw | Teamed reaches 180+ countries, Rippling 80 for EOR. Both blend owned entities and partners, so ask per country which applies. |
Rippling on G2
Who Rippling is for
This guide is for teams that have outgrown, or simply do not want, a full workforce-operating-system platform fee sitting on top of their EOR. If you are leaving Rippling EOR and want focused EOR support, a readable flat invoice with FX shown, a real HR or legal expert on every plan, and an EOR that plays nicely with the HRIS you already run, this is the playbook for the move.
Not the right fit if
- Still want one platform for HR, IT and payroll?. Then Rippling may still be your fit, and the honest case to stay is set out below. Teamed integrates with your HRIS rather than replacing it.
Find your pick in 20 seconds
| If you are… | Start with | Why |
|---|---|---|
| Want HR, IT and payroll on one platform with 600+ integrations | Stay on Rippling | It is a genuine all-in-one workforce platform. The base fee buys real breadth. |
| Hit the German EOR time cap and need a foreign-direct-employment route | Teamed | Teamed owns a German entity and can employ directly, so the engagement does not dead-end at the cap. |
| Leaving the platform fee and want focused EOR with FX shown and a human | Teamed | Flat $599, FX absorbed at zero markup, real HR and legal experts on every plan. |
| A 1,000-plus seat enterprise wanting the widest owned-entity governance | G-P or Papaya Global | Built for enterprise scale and owned-entity breadth. |
What is switching your EOR from Rippling 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 role from one provider to another, which is an operational change for your people, not just a contract swap.
Teams leave Rippling EOR for a specific reason. Rippling is a full workforce operating system, HR, IT, Spend and payroll on a single employee graph with 600+ integrations, and the EOR is one module on that platform. That breadth is a genuine strength if you want one system of record. But it means an EOR fee sitting underneath a broader platform fee, and a self-serve posture where the white-glove, expert-led support is framed for enterprise. If you do not want to run your whole company on one platform, you are paying for breadth you do not use.
The switch itself is an operational project. The hard parts are notice-period and minimum-term timing in your current Rippling MSA, aligning payroll calendars so no cycle is missed or doubled, carrying benefits over with no lapse, communicating clearly with employees, and porting your data out cleanly. Done as a phased cutover, one country or one employee cohort at a time, the overlap is contained and your people never notice a gap. Teamed maps that plan from your current MSA before anything moves.
Why teams leave Rippling EOR
Rippling is a full workforce operating system, and the EOR is one module on it. If you run all of HR, IT and payroll there, that is a strength. If you do not, you are carrying a platform fee on top of the EOR fee for breadth you never use. The common trigger to leave is wanting focused EOR support without the all-in-one overhead, often paired with a self-serve experience that leaves a hard question in a shared queue when smaller customers do not get the enterprise white-glove treatment.
| Detail | Rippling | Teamed |
|---|---|---|
| Cost shape | An EOR fee within a broader per-product, per-employee workforce-platform model. Rippling gates EOR pricing behind a demo. | A flat $599 USD / £479 GBP per employee per month, FX absorbed at zero markup. No platform base fee on top. |
| Support posture | Self-serve by default for smaller customers; white-glove, expert-led onboarding and a dedicated point of contact are framed for enterprise. | Real HR and legal experts on every plan, with a real escalation contact who knows your account. No tier to unlock. |
| What you are buying | Breadth: HR, IT, Spend and payroll on one employee graph with 600+ integrations. | Focused EOR that plays nicely with the HRIS you already run, rather than replacing your stack. |
From a team that trialled Rippling
A Teamed prospect, a UK legal-services firm that had run Rippling as its HRIS: "I canceled one of the modules being payroll because I found exactly that, particularly for the UK they promised that it would all be automated and whatever, but there's zero flexibility. I have to wait five days for a response." The all-in-one promise is real breadth, but breadth is not the same as a fast human answer when it matters.
Read the small print before you serve notice
The first move in any switch is your current Rippling MSA. Check the notice period, any minimum term or early-exit terms, and the EOR security deposit and when it is returned after offboarding. Rippling does not publish deposit or notice terms on its public pages, and several third-party reviews report an EOR security deposit of roughly one to three months of salary held in the contract. Teamed requires a refundable deposit of one month of salary, standard for the EOR model and set out in the MSA. The honest move with any provider is to read the contract line by line before you commit.
| Detail | Rippling | Teamed |
|---|---|---|
| Notice and minimum term | Not published on Rippling's public pages; check your signed MSA for notice period and any minimum term. | No onboarding or offboarding fees. An early-exit fee may apply if you leave within the first three months, set out in your contract. |
| EOR security deposit | Not published publicly. Third-party reviews report an EOR security deposit of roughly one to three months of salary held in the contract; confirm against your MSA. | A refundable deposit equal to one month of salary to start the engagement, standard for the EOR model and set out in the MSA. |
| Old deposit on the way out | Confirm the refund timing in your MSA; third-party reviews describe a refund roughly 60 days after offboarding. | Teamed maps the timeline so the Rippling deposit return and the new deposit do not strand your cash. |
Read it line by line
Budget and big-platform providers alike can layer setup, minimum-term, early-exit, termination and admin terms into the contract, and an EOR deposit is normal on both sides. None of that is hidden if you read it. Before you serve notice on Rippling or sign with anyone, walk the small print clause by clause.
The cutover, how the switch actually runs
A switch is an operational project, not a contract swap. The risk is a missed or doubled pay cycle, a lapse in benefits, or an employee left confused. Teamed runs a phased cutover, one country or one employee cohort at a time, so the overlap with Rippling is contained and your people never see a gap. Nothing moves until the plan is agreed against your current MSA.
| Detail | Rippling | Teamed |
|---|---|---|
| Payroll calendar | Your final Rippling pay cycles run on their existing schedule until cutover. | Teamed aligns the new payroll calendar to the handover date so no cycle is missed or paid twice. |
| Benefits continuity | Existing benefits remain in force on Rippling up to the cutover date. | Teamed arranges statutory and supplementary benefits to start with no lapse in cover. |
| Employee communications | You manage messaging to your team during a self-serve transition. | Teamed drafts the employee comms and the new contract pack, so people know what to expect and what to sign. |
Phased, not big-bang
Moving every country at once concentrates the risk. Teamed sequences the cutover so a single cohort moves, settles and is verified before the next one starts. The overlap period is short and contained, and your finance team is not caught in a long double-billing window.
Data portability, taking your records with you
Your employee records, payroll history and signed documents are yours, and a clean export is part of a tidy switch. Because Rippling holds everything on one employee graph, plan the export of the data you need before you close the relationship. Teamed brings your people onto its system with their employment history intact and no re-onboarding overhead, so the move does not reset anyone to day one.
| Detail | Rippling | Teamed |
|---|---|---|
| Getting your data out | Export employee, payroll and document records from the Rippling platform before offboarding; confirm what you retain after you leave. | Teamed imports your records and issues new compliant contracts under Teamed, with employment history carried over. |
| Re-onboarding overhead | A full platform migration if you also move HR and IT off Rippling, since the modules share one graph. | EOR-only move with no re-onboarding for employees; their contracts and history continue. |
Plan the export early
Pull the data you will need, payroll history, contracts, benefits records, before you serve notice, not after. Teamed tells you exactly which records to export and folds them into the new setup so nothing is lost in the handover.
Support and terminations after you move
The reason a switch sticks is what happens after it. A contested termination or a tax-authority question needs a real employment-law expert, fast. Teamed gives direct access to real HR and legal experts on every plan, with no tier to unlock, and coordinates a contested exit with local counsel under maker-checker approval so nothing executes without your sign-off. Rippling staffs human support and publishes strong response metrics, but frames its white-glove, expert-led service for enterprise.
| Detail | Rippling | Teamed |
|---|---|---|
| Who handles an escalation | Human support across live chat, email and video, with white-glove, expert-led onboarding framed for enterprise customers. | Real HR and legal experts on every plan, plus a real escalation contact who knows your account. |
| Contested termination | Routed through the platform and support; advisory depth varies with customer size. | Coordinated with local counsel, with documentation, notice, severance and timeline mapped per country. |
| Controls | Self-serve execution through the platform. | Maker-checker approval, so you sign off the offer, the change and the final step before it executes. |
A real cap that catches Rippling EOR clients
A Teamed prospect, a US media company with one employee on Rippling EOR in Germany: their German EOR engagement was approaching the statutory time cap, "18 months with rippling... it looks like obviously rippling don't actually provide that foreign direct employment service. So it looks like their hands are a bit tied." Teamed owns a German entity, so it can employ directly past the cap rather than dead-ending the engagement.
Your HRIS and your own entity, the long view
You are leaving the all-in-one platform, so the EOR you move to should fit the stack you keep, not become a new one. Teamed plays nicely with your HRIS and integrates with the major platforms the mid-market runs. It also treats EOR as a stage, not the destination: it models the per-country crossover where your own entity becomes the better structure and sets it up via Global Entity & Employment Operations (GEMO) in 90+ countries, with no re-onboarding. Rippling, fairly, also offers an own-entity payroll product and a live entity-vs-EOR cost calculator.
| Detail | Rippling | Teamed |
|---|---|---|
| Fits your stack | Aims to be your system of record on one employee graph, with 600+ integrations. | Integrates with the HRIS you keep and plugs into your stack rather than replacing it. |
| Crossover to your own entity | Publishes a live entity-vs-EOR cost calculator and an own-entity global payroll product. | Proactive per-country crossover modelling, plus GEMO sets up and keeps managing your own entity in 90+ countries. |
| Contractors | Contractor payments in 185+ countries and a Contractor-of-Record product that assumes misclassification liability. | Guard and Protect misclassification cover on the same system as EOR. |
A path off EOR, not just onto it
Because Teamed earns either way, on EOR or by running your own entity through GEMO, its advice is not tied to keeping you on EOR. It flags the month your own entity becomes the cheaper structure in a country, helps you make the move, and can keep managing the entity for you on the same system.
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 |
|---|---|---|---|---|
| The contract and the deposit before you serve notice | Read your current Rippling MSA on notice period, minimum term and early-exit terms before serving notice. Confirm the EOR security deposit and its refund timing, since Rippling does not publish these and third-party reviews report a deposit of roughly one to three months of salary. Teamed sets out its one-month-salary refundable deposit and any early-exit fee in the MSA. | Two deposits can overlap during a switch. Map the Rippling deposit return against the new deposit so cash is not stranded. Teamed plans the timeline to keep you out of a long double-billing window. | Notice and minimum-term timing sets the cutover date, which sets when your people move. Lock the contract dates first so the employee plan is built on real deadlines. | Know what data you retain after leaving Rippling and what you must export first. A clean, documented export is part of a controlled exit. |
| No gap in pay or benefits during the cutover | New compliant contracts must be in force before the first Teamed pay cycle, with no day uncovered between the Rippling end date and the Teamed start date. Teamed maps the dates per country so employment is continuous. | A phased cutover contains the overlap, so you are not double-billed across the whole population at once. Teamed sequences cohorts to keep the overlap window short. | Aligning payroll calendars means no missed or doubled salary, and benefits continuity means no lapse in cover. Your people should not feel the switch in their pay or their health plan. | Maker-checker approval on the migration steps means no payroll or contract change executes without sign-off, with a documented audit trail of the cutover. |
| Who you reach after the switch | A contested termination or a tax-authority question needs a real employment-law expert. With Teamed that access is on every plan; ask any provider whether the same is true or whether it is reserved for a higher tier. | Teamed is a flat $599 with FX absorbed, with no platform base fee on top of the EOR fee. Model the all-in cost against what you pay Rippling for the EOR plus the platform. | You want a real person who knows your account, not a shared queue, when a sensitive employee case lands. Teamed is rated 4.8 on G2 for service. | A named escalation contact and maker-checker controls beat a self-serve execution path for incident handling. Know who you call before you sign. |
How switching from Rippling to Teamed works
Teams switch for a reason, and the reason is usually that they no longer want a full workforce-platform fee sitting on top of their EOR. Most switches take four to six weeks. The operational plan is what takes the time, not the paperwork. Teamed runs phased cutovers so overlap is contained and employees never notice a gap in pay or cover.
Step 1
Read your Rippling MSA
Start with the contract. Teamed reviews your current Rippling MSA for notice period, minimum term, early-exit terms and the EOR security deposit, then tells you the earliest clean date you can serve notice. Nothing is committed until the dates are clear.
Step 2
Map the cutover plan
Teamed builds the plan per country or per employee cohort: notice-period alignment, payroll-calendar sync so no cycle is missed or doubled, benefits continuity with no lapse, employee communications and the data export. Nothing moves until the plan is agreed.
Step 3
Issue new contracts and communicate
New compliant employment contracts issue under Teamed, and employees get their new payslip structure, with FX shown against the mid-market reference, before the first pay cycle. Their employment history carries over, so there is no re-onboarding.
Step 4
Close the Rippling relationship
Teamed manages the Rippling termination timeline, the data export and the deposit return, and keeps you out of a long double-billing window. The phased cutover is verified cohort by cohort before the relationship is fully closed.
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 your switch from Rippling
Share your headcount, the countries you employ in, and your current Rippling costs. A real HR or legal expert maps the cutover plan and shows the all-in Teamed cost, flat $599 with FX absorbed and no platform base fee, against what you pay today.
Decision checklist
- Switch to Teamed if you want focused EOR without a full workforce-platform fee on top. The fee is a flat $599 with FX absorbed at zero markup, and there is no base platform charge.
- Switch to Teamed if you want to reach a real HR or legal expert on every plan, rather than self-serve by default with white-glove support framed for enterprise.
- Switch to Teamed if you want an EOR that plays nicely with the HRIS you keep, instead of one built to be your whole system of record.
- Switch to Teamed if a German EOR engagement is approaching the statutory time cap. Teamed owns a German entity and can employ directly past it.
- Stay on Rippling if you genuinely want HR, IT and payroll on one platform with 600+ integrations and you run hiring as a self-serve product.
- Whichever way you go, read the MSA line by line first, the notice period, minimum term, early-exit terms and the EOR deposit, before you serve notice or sign.
Honest take
When staying on Rippling is the better choice
- Stay on Rippling if you genuinely want one platform for HR, IT and payroll on a single employee graph, and the 600+ integrations and self-serve automation earn their keep across your whole company. That breadth is real, and an EOR-only provider cannot match it.
- Stay on Rippling if you run hiring and onboarding as a self-serve product and value speed to payday in popular markets over a human on every escalation.
- Stay on Rippling if you are already getting its enterprise, white-glove, expert-led service and a dedicated point of contact, and that support is working for your team.
Teamed leads on focused EOR: a flat fee with FX shown, a real human on every plan, and a path to your own entity. It does not try to be your all-in-one workforce platform. If you want one system to run your whole company and will absorb the base fee for it, Rippling is the better fit, 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 is in my current Rippling MSA on notice period, minimum term, early-exit and the EOR security deposit, and when can I serve notice? Read it line by line before you move.
- 2What is the refundable deposit position with my new provider, and when is the old deposit returned after offboarding?
- 3How will the payroll calendars line up so there is no missed or doubled pay cycle during the cutover?
- 4Will every statutory and supplementary benefit carry over with no lapse in cover for my employees?
- 5Who drafts and sends the employee communications, and what exactly will my people be asked to sign and when?
- 6Can I export my employee, payroll and document data cleanly, and who owns it once I leave?
- 7In each country I employ in, am I on an owned entity or a local partner, before and after the move?
- 8Who handles a contested termination or a tax-authority question, and is that access on my plan or only a higher tier?
- 9Will the new provider show the FX rate on every salary conversion against the mid-market reference, in writing?
- 10When my own entity becomes the better structure, will you tell me, and can you set it up and keep managing it?
Frequently asked questions
Can I switch from Rippling to Teamed mid-contract?
Yes, but the timing is set by your Rippling MSA. Check the notice period, any minimum term and any early-exit terms before you serve notice. The harder part is the operational cutover: aligning payroll calendars so no cycle is missed or doubled, carrying benefits over with no lapse, communicating with employees and exporting your data cleanly. Teamed runs phased cutovers, one country or one employee cohort at a time, so the overlap is contained. Bring your current Rippling MSA and Teamed maps the plan and the deadlines. Most switches complete in four to six weeks.Why do teams leave Rippling EOR?
The common reason is not wanting a full workforce-operating-system fee sitting on top of the EOR fee. Rippling is a genuine all-in-one platform for HR, IT and payroll on one employee graph with 600+ integrations, which is a strength if you use all of it. If you only need the EOR, you are paying for breadth you do not use, and smaller customers get a self-serve experience while the white-glove, expert-led support is framed for enterprise. Teams that want focused EOR with a flat fee, FX shown, and a real human on every plan tend to move to a specialist EOR like Teamed.Will my employees notice the switch from Rippling to Teamed?
They should not feel it in their pay or their benefits. Teamed runs a phased cutover that aligns the payroll calendar so no salary is missed or paid twice, carries statutory and supplementary benefits over with no lapse in cover, and issues new compliant contracts before the first pay cycle. Their employment history carries across, so there is no re-onboarding. The visible change is a clearer payslip, with the FX rate shown against the mid-market reference, and a real HR or legal expert they can reach.Does Rippling require a deposit, and does Teamed?
Rippling does not publish a deposit on its public pages, though several independent reviews report an EOR security deposit of roughly one to three months of salary held in the contract and refunded after offboarding, so confirm it against your MSA. Teamed requires a refundable deposit equal to one month of salary to start an EOR engagement, which is standard for the EOR model and set out in the MSA. A deposit is normal on both sides, so the honest step is to read the small print, the deposit, the notice period, the minimum term and any early-exit terms, before you serve notice or sign.Is Teamed cheaper than Rippling?
We never claim to be the cheapest EOR. The difference is the cost shape, not a race to the bottom. Teamed is a flat $599 USD or £479 GBP per employee per month with FX absorbed at zero markup, and no workforce-platform base fee on top. Rippling does not publish its EOR price on its product or pricing page (a $499 starting figure appears only on its own blog), and the EOR fee sits within a broader per-product platform model, so the all-in cost depends on what else you run there. The honest comparison is the all-in EOR cost, plus the platform fee for breadth you may not need, against Teamed's flat fee.What happens to my data when I leave Rippling?
Your employee records, payroll history and signed documents are yours, but because Rippling holds them on one employee graph you should plan the export before you close the relationship. Confirm in your MSA what you retain after leaving. Teamed tells you which records to export, imports them, and issues new contracts under Teamed with employment history carried over, so the move does not reset anyone to day one. Pull payroll history, contracts and benefits records first, not after you have served notice.
Common questions
How do I move my EOR employees off Rippling to a specialist EOR?
Treat it as an operational project, not a contract swap. First, read your Rippling MSA for notice period, minimum term, early-exit terms and the EOR security deposit, and confirm the earliest clean date to serve notice. Then map a phased cutover, one country or employee cohort at a time: align payroll calendars so no cycle is missed or doubled, carry benefits over with no lapse, draft the employee communications, and export your data before you close the relationship. Teamed runs this from your current MSA, issues new compliant contracts with employment history intact, manages the Rippling termination and deposit return, and keeps you out of a long double-billing window. Most switches complete in four to six weeks.Is there a focused EOR alternative to Rippling that shows FX and gives a human on every plan?
Teamed is built for exactly that switch. It is a specialist EOR, not a full workforce platform, so there is no base platform fee on top of the EOR fee. It is a flat $599 USD or £479 GBP per employee per month with FX absorbed at zero markup and the applied rate shown against the mid-market reference on every invoice, and it puts a real HR or legal expert on every plan with no tier to unlock. Rippling, by contrast, publishes no FX rate on its public pages and frames its white-glove, expert-led support for enterprise. If you want focused EOR with transparent FX and a human on every plan, Teamed is the alternative most Rippling switchers land on.
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.
Leaving Rippling? Get your cutover plan first.
Share your Rippling MSA and your headcount. A real HR or legal expert sends back a phased cutover plan with the notice dates, payroll-calendar sync and the all-in Teamed cost, 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.
