Is Teamed cheaper than Rippling?

We never claim to be cheapest. The difference is cost shape. Teamed is a flat $599 with FX absorbed and no platform base fee. Rippling does not publish its EOR price, and the fee sits within a broader platform model, so the all-in depends on what else you run there. Compare the all-in EOR plus platform cost against Teamed's flat fee.

Ted is Teamed's AI layer inside the platform. It handles the routine, learns from patterns across customers, and flags law changes and the crossover point early. People approve every outcome, and you can always reach a person directly.

How does Teamed handle in-country legal compliance?

In three published layers: Teamed's own entities in 57 countries, DLA Piper as global counsel for cross-border consistency, and specialist in-country partners on top where needed. The best answer isn't always an owned entity. Teamed shows which model stands behind each country. Rippling covers 80 EOR countries but doesn't publish the structure.

When should I move from EOR to my own entity?

Below roughly 10 to 15 full-time employees in most European markets, EOR tends to stay more cost-effective. Above that the per-seat fee approaches fixed entity costs, and some markets cap how long an EOR engagement can run. Teamed models the crossover per country, flags it, and builds the entity on the same system with no re-onboarding.

Can I switch from Rippling to Teamed?

Yes, most EOR contracts are month-to-month or 30 to 90-day notice. The hard part is the cutover: payroll calendar, benefits continuity, employee communications. Teamed runs phased switches and maps the plan from your MSA. Most complete in four to six weeks.

How do Teamed and Rippling compare on support?

Closely on the surface. Rippling: human support across chat, email and video, about 4.8 on G2 for the platform, white-glove service framed for enterprise. Teamed: direct expert access on every plan with no tier to unlock, 4.8 for service, with Ted handling the routine behind the humans.

Does Rippling require a deposit, and does Teamed?

Rippling keeps deposit terms off its public pages, but independent reviews report an EOR security deposit of roughly one to three months of salary in the contract, so check your MSA. Teamed requires a refundable one-month-salary deposit, standard for the EOR model. A deposit is normal on both sides; read the small print before you move.

Teamed vs Rippling

Teamed vs Rippling, scored on ten dimensions

Teamed is a focused global employment system. Contractor, EOR, your own entity, all on one stack. It leads on cost clarity, support and in-country compliance, and it advises you on the right model wherever you start. Rippling is the broader all-in-one: HR, IT and payroll on one platform with 600+ integrations, and its EOR is one module on it. Choose on whether the all-in-one platform and its breadth beat clarity and depth.

Talk to an expert

1,000+ companies advised

$599
Teamed flat fee per employee per month. Every line on the invoice is itemised.: 24-48h
Teamed time to first payroll in straightforward markets.: 4.8
Teamed G2 rating.

Last reviewed 22 July 2026By Tom Price-Daniel, Co-founder, Teamed

Disclosure

Teamed produced this comparison and is one of the two providers in it. We score what a buyer actually weighs. We name where Rippling leads: the all-in-one workforce platform with 600+ integrations, and its security certifications. We don't claim to be the cheapest, and we don't claim to win every column.

Teamed vs Rippling: which one should you choose in 2026?

The short version

Compare the all-in cost, not the sticker. Rippling gates EOR pricing behind a demo and layers it under a workforce-platform fee. Teamed is $599 flat and itemises every line.
Teamed is a focused global employment platform, contractor to EOR to your own entity on one system. It connects to the HRIS you already run rather than replacing it. Rippling is the broader all-in-one.
You reach a real HR or legal expert when it matters. Not a chatbot, not a ticket queue, and no support tier to unlock.
Whatever you start with, contractor, EOR or an entity, Teamed advises you on the model that fits, and tells you when to change.

At a glance

Teamed

Rated 4.8 on G2

Best for: fast-growing companies with an international footprint that want global employment run properly, real HR and legal experts they can reach, and advice on the right model wherever they start.

Rippling

Rated about 4.8 on G2 (whole platform)

Best for: teams that want HR, IT and payroll on one workforce platform with a deep integration catalogue, run hiring as a self-serve product, and will absorb the platform base fee that sits on top of the EOR fee.

Shared by both: contractor and EOR on one system · human support channels · entity-transition tooling

Where it matters	Who leads	Why
Headline price	Draw	Rippling gates EOR pricing behind a demo. A $499 figure appears only on its own blog, and the EOR fee sits under a broader workforce-platform charge. Teamed is $599 flat. Neither is a clean headline win, so weigh the all-in, not the sticker.
Cost clarity	Teamed	The base is only part of the bill. Rippling publishes no FX rate and gates the terms around the EOR fee behind a demo. Teamed itemises every line. FX is absorbed at zero markup, with the applied rate shown against the mid-market reference. The exit terms are set out before you sign. The point isn't a lower price. It's that you see the whole number.
Support	Teamed	Both put real people on the account, so this is close. Teamed leads on the hard cases. You reach an HR or legal expert directly, with no support tier to unlock. Rippling frames its white-glove, expert-led service for enterprise, so a smaller account can wait in a shared queue.
Platform	Rippling	Two products, two buyers. Rippling is a full workforce operating system, HR, IT, Spend and payroll on one employee graph, with 600+ integrations. Teamed is a focused global employment platform, contractor to EOR to your own entity on one system, and it connects to the tools you already run. Want one login for everything? Rippling. Want global employment done properly alongside your stack? Teamed.
Employment intelligence	Teamed	Teamed runs Ted, an AI layer inside the platform. It handles the routine, so you're seen fast. It learns from patterns across customers, so a problem solved once is solved for everyone. It flags law changes and the crossover point before they reach you. Real people approve every outcome. Rippling doesn't frame this as a capability.
Compliance and in-country coverage	Teamed	Teamed delivers compliance in layers, and publishes how. Its own entities in 57 countries. DLA Piper as global counsel for cross-border consistency. Specialist in-country partners on top where a jurisdiction needs them. The best answer isn't always an owned entity. Sometimes it's the right in-country partner, and Teamed shows you which stands behind each country. Rippling covers 80 countries for EOR through its own blend, but doesn't publish which model stands behind each one.
Coverage breadth	Teamed	Teamed reaches 187+ countries through owned entities plus vetted partners. Rippling covers 80 for EOR. Both blend owned entities and partners, so the model behind the countries you actually hire in matters most, but on raw breadth Teamed is wider.
Security and certifications	Rippling	Rippling, an established workforce platform, publishes security certifications. Teamed's controls and processes are in place, with the audit underway, so the certificate isn't issued yet. If your review needs the badge in hand, ask both for current reports and dates.
Onboarding speed	Draw	Teamed publishes 24 to 48 hours to first payroll in straightforward markets. Rippling automates onboarding heavily and reports days to payday in popular markets. Both are fast, measured a little differently. Ask both for their time to a paid employee in your countries. It varies by jurisdiction more than by vendor.
Path to your own entity	Teamed	EOR is a stage, not the finish. Teamed advises you on the right model wherever you start, contractor, EOR or your own entity, and tells you when it's time to move. Then it builds the entity and runs it on the same system, with no re-onboarding. Rippling publishes a live entity-vs-EOR calculator and an own-entity payroll product, so it gives you the tooling, but not the proactive advice or a managed move.

Teamed on G2

Who Teamed is for

Teamed is built for the forgotten middle. Fast-growing companies with an international footprint that want their global employment run properly, an HR or legal expert they can reach, and advice on the right model wherever they start. If you're hiring at senior salary bands across several countries and want to know what you're signing, this is your fit.

Not the right fit if

Teams that want one platform to run all of HR, IT and payroll. Rippling is a genuine all-in-one with 600+ integrations. Teamed connects to those tools rather than replacing them. If consolidating your whole stack onto one vendor is the goal, Rippling fits better.
Teams that run hiring as a self-serve product. If speed to payday in popular markets and heavy automation matter more than a human on every escalation, Rippling leads on self-serve. Teamed earns its keep on the hard cases and the senior bands.
Teams in a single-market, low-headcount test. Hiring one or two people in one country, with no entities on the horizon? The most self-serve tool will be fastest. Teamed earns its keep once the complexity is real.

Find your pick in 20 seconds

If you are…	Start with	Why
One login for all of HR, IT and payroll on one platform	Rippling	It is a genuine all-in-one workforce platform. The base fee buys real breadth.
Focused global employment, contractor to EOR to your own entity, run properly	Teamed	One system across the whole lifecycle, with real HR and legal experts and advice on the right model wherever you start.
You want to be told when your own entity beats EOR	Teamed	Teamed models the crossover per country, tells you when to move, and builds and keeps managing the entity on the same system.
Hit a statutory EOR time cap and need a direct-employment route	Teamed	Teamed owns entities in 57 countries and can employ directly, so the engagement does not dead-end at the cap.

What is the Teamed vs Rippling comparison?

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 employer obligations while you direct the work. You can hire compliantly in a market before you have a legal entity there.

Rippling is a full workforce operating system: HR, IT, Spend and payroll on a single employee graph, with 600+ integrations, and its EOR is one module on that platform. That breadth is a genuine strength if you want one system of record. It also means an EOR fee sitting under a broader platform fee, pricing gated behind a demo, and white-glove support framed for enterprise. Teamed reaches 187+ countries and is flat at $599. It is a focused global employment system, not an HR suite: contractor to EOR to your own entity on one stack, connecting to the tools you already run rather than replacing them.

Every EOR delivers through a mix of owned entities and vetted in-country partners, Teamed and Rippling both. What differs is whether you can see the structure. Teamed publishes three layers: its own legal entities in 57 countries, DLA Piper as global counsel for a consistent standard across borders, and specialist in-country partners on top where a jurisdiction needs them. The best answer isn't always an owned entity. Sometimes the right in-country partner gives you better local depth, and Teamed shows you which stands behind each country. Rippling covers 80 countries for EOR through its own blend of entities and partners, but doesn't publish which model stands behind each one.

The two are built for different buyers. If the all-in-one platform or the breadth of integrations decides it, Rippling is the stronger answer. If you want global employment run properly by people you can reach, with advice on the right model wherever you start, that is what Teamed is for.

Pricing

Rippling gates its EOR price behind a demo. A $499 starting figure appears only on its own blog, and the EOR fee sits under a broader workforce-platform charge, so the all-in depends on what else you run there. Teamed is $599 flat. If the raw sticker decides it, weigh that first. But the number that lands on your account is the all-in one. Teamed itemises every line. It absorbs FX at zero markup, with the applied rate shown against the mid-market reference. The deposit and exit terms are set out before you sign. The point isn't that Teamed is lower. It's that you can see the whole cost.

Detail	Teamed	Rippling
Published base	$599 USD / £479 GBP per employee per month, flat. No annual commitment required.	EOR pricing is gated behind a demo. A $499 figure appears only on Rippling's own blog, and the fee sits within a broader per-product platform model.
What sits around the fee	Every line itemised. FX absorbed at zero markup, shown against the mid-market reference. A refundable one-month-salary deposit starts the engagement, and the exit terms are in the contract. No setup fees.	A workforce-platform base fee sits on top of the EOR fee. The FX rate and spread are not published. Read the deposit and notice terms in your MSA.

See the all-in number

Model both on the same basis before you decide. A demo-gated EOR fee under a platform charge can land above a higher flat fee that itemises everything. Ask both for the full contract and the FX terms, not the pricing page.

Support

Access to a person is close, and we say so. Rippling staffs human support across chat, email and video, and publishes strong response metrics. Its white-glove, expert-led onboarding and a dedicated point of contact are framed for enterprise, so a smaller account can land in a shared queue. Teamed gives direct access to HR and legal experts on every plan, with no support tier to unlock, and is rated 4.8 on G2 for service. The gap shows on the hard cases. Behind the people sits Ted, Teamed's AI layer. It handles the routine so you're seen fast, and flags issues before they land. A real person approves every outcome.

Detail	Teamed	Rippling
Reaching a person	HR and legal experts on every plan. No support tier to unlock, and a real escalation contact who knows your account.	Human support across chat, email and video. White-glove, expert-led onboarding and a dedicated contact are framed for enterprise.
What the system does for you	Ted handles the routine, learns from patterns across customers, and flags law changes and the crossover point early. People approve every outcome.	Well staffed and responsive, but self-serve by default for smaller customers.
Service rating	Rated 4.8 on G2 for service.	Rated about 4.8 on G2 across the whole platform, not the EOR module alone.

On a hard case

The test isn't the average ticket. It's the contested exit or the audit. Ask both whether that goes to a real HR or legal expert who knows your account, or into a queue.

Platform

This one goes to Rippling, and we say so. Rippling is a genuine all-in-one workforce platform: HR, IT, Spend and payroll on a single employee graph, with a deep integration catalogue. If you want one login for everything, that breadth is real. Teamed is a focused global employment platform. It does contractor, EOR and your own entity on one system, and it connects to the tools you already run rather than replacing your HRIS. Focused is the design, not a gap. The depth goes into global employment, and the rest plugs in.

Detail	Teamed	Rippling
Shape	Focused global employment platform. Contractor to EOR to your own entity on one system. Connects to the HRIS and payroll you already run.	Full workforce operating system. HR, IT, Spend and payroll on one employee graph, with a broad integration catalogue.
Best fit	When you want global employment done properly alongside the stack you already run.	When you want one login across HR, IT and payroll, and will absorb the platform fee for it.

Name the systems you run

Teamed integrates with the tools you already use rather than replacing them. Tell both your stack, and ask what connects today, not what is on a roadmap.

Compliance

Every EOR runs on a mix of owned entities and in-country partners. What differs is whether you can see the structure. Teamed publishes it. Its own entities in 57 countries. DLA Piper as global counsel, holding a consistent standard across borders. Specialist in-country partners on top where a jurisdiction needs them. The best answer isn't always an owned entity. Sometimes the right in-country partner gives you better local depth, and Teamed shows you which stands behind each country. Rippling covers 80 countries for EOR through its own blend of entities and partners, but doesn't publish which model stands behind each one.

Detail	Teamed	Rippling
How compliance is delivered	Own entities in 57 countries, DLA Piper as global counsel, best in-country partners on top. The structure is published.	EOR across 80 countries via an owned-plus-partner blend. Which model stands behind each country is not published.
Depth on the hard cases	Real HR and legal experts with local employment-law experience handle contested terminations, consultations and audits directly, under maker-checker approval.	Human support handles escalations, and advisory depth varies with customer size. Ask whether a given country is an owned entity or a partner.

Ask what's behind the flag

A coverage map is a list of countries. For each one you hire in, ask whether the employer is an entity the provider owns or an in-country partner, and who handles it when a case gets difficult.

Your own entity

EOR is a stage, not the destination. Teamed advises you on the right model from your first hire onward, contractor, EOR or your own entity. It models the crossover per country and tells you when to move. Then it builds the entity and runs it on the same system in 100+ countries, with no re-onboarding. Rippling, fairly, publishes a live entity-vs-EOR cost calculator and runs an own-entity global payroll product, so it gives you the tooling to work it out. The difference is that Teamed brings the advice to you and keeps managing the entity once you make the move.

Detail	Teamed	Rippling
When to move	Models the crossover month per country and tells you when your own entity beats EOR.	Publishes a live entity-vs-EOR cost calculator you run yourself.
Making the move	Builds and runs your entity in 100+ countries on the same system, with no re-onboarding of existing employees.	Own-entity global payroll product, so the move can stay on Rippling if you also run payroll there.

Ask before you sign

Ask your provider whether they'll tell you when to move to your own entity, and whether they can build it and keep managing it on the same system. Advice you get before you need it beats a calculator you run afterward.

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
What you actually pay	Ask both for the currency-conversion policy, the deposit requirement and the exit terms in writing before signing. Rippling gates EOR pricing behind a demo and publishes no conversion methodology. Teamed absorbs conversion at zero markup on the fee, and sets the terms out before you sign.	Rippling's EOR fee sits under a workforce-platform charge, so the all-in depends on what else you run there. Model the EOR plus the platform fee against Teamed's flat $599. The published sticker is a starting point, not a total.	Either way, your payroll team reconciles salary conversions every month. Ask what rate they will see on the invoice, and whether they can check it against a public reference.	A timestamped applied rate shown against a public mid-market reference is an auditable record. An undisclosed conversion methodology is not.
Support when it matters	A contested termination, a consultation or a tax-authority question needs a real employment-law expert. Ask whether one is available on your plan, or whether the support model reserves that for enterprise.	Teamed is rated 4.8 on G2 for service, Rippling about 4.8 across the whole platform, so the star rating is close. The difference is the hard case. Teamed gives direct expert access on every plan. Rippling leads on self-serve breadth.	A real person when it matters, not a ticket queue. Ted sits behind the humans, handling the routine and flagging law changes and the crossover point early, with people approving every outcome.	A direct line to a real escalation contact beats an automated flow for incident handling. Know before you sign who you reach when something goes wrong at speed.
The path to your own entity	EOR is a transitional model, and some markets cap how long it can run. Ask whether the provider tells you when the crossover arrives, and whether it can set up the entity on the same system without re-onboarding your employees.	Teamed models the crossover month when your own entity beats EOR, and flags it. Rippling publishes a calculator you run yourself. Ask whether your provider brings you the number or leaves you to find it.	A managed transition on the same system means your employees keep their contracts and their history. No re-onboarding, no gap in coverage.	Your own entity gives you full control over data residency and employment contracts in that country. Teamed sets it up in 100+ countries on the same system you already use.

How switching from Rippling to Teamed works

Most switches take four to six weeks. The operational plan is what takes 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 legally involved 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.

Read the full case study →

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 plan and shows the all-in Teamed cost, flat $599 with FX absorbed, against what you pay today.

Map my switch

Decision checklist

Choose Teamed for cost clarity. Every line itemised, FX absorbed at zero markup and shown against the mid-market reference, exit terms set out before you sign.
Choose Teamed to reach a real HR or legal expert on every plan. Not a chatbot, not a queue, and no support tier to unlock.
Choose Teamed for in-country compliance you can see. Own entities, DLA Piper as global counsel, and the best in-country partners, with the structure published.
Choose Teamed for advice on the right model wherever you start, and a provider that builds and keeps managing your own entity on the same system when the time comes.
Choose Teamed if an EOR engagement is approaching a statutory time cap in a market. Teamed owns the entity and can employ directly, so the engagement does not dead-end.
Choose Rippling if you want the all-in-one workforce platform with 600+ integrations and one login across HR, IT and payroll, and will absorb the platform fee for it.

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Honest take

When Rippling is the better choice

Choose 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 a focused EOR cannot match it.
Choose 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.
Choose Rippling if you are already getting its enterprise, white-glove, expert-led service and a dedicated contact, and that support is working for your team.

Teamed leads on cost clarity, support, in-country compliance and advice on the right model. It doesn't try to be your all-in-one workforce platform, and it isn't certified yet where Rippling is. 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'd 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, and which setup, onboarding, minimum-term, offboarding, termination or admin costs are in the contract? Read it line by line before you sign.
2When I need help, do I reach a real person who knows my account, or does the query route into a shared queue behind an enterprise tier?
3In each country I am hiring in, is the employer an entity you own or an in-country partner, and who handles a contested case?
4When my headcount in a country grows, will you tell me when my own entity beats EOR, or do I have to work it out myself?
5Will you show the applied currency-conversion rate against the mid-market reference on every invoice?

Frequently asked questions

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, and a $499 starting figure appears only on its own blog, so the all-in 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. Model both on the same basis, then decide.
What is Ted?
Ted is Teamed's AI layer, built into the platform rather than bolted onto the front of it. It handles the routine, so you're seen fast. It learns from patterns across customers, so a problem solved once doesn't have to be solved again. It flags law changes and the crossover point before they reach you. Real people approve every outcome. The intent is that AI gets you to the right expert faster and catches issues while they're small, rather than standing between you and a human. You can always reach a person directly.
How does Teamed handle in-country legal compliance?
In three layers, and it publishes the structure. First, Teamed's own legal entities, in 57 countries. Second, DLA Piper as global counsel, holding a consistent legal standard across borders. Third, specialist in-country partners on top, where a jurisdiction needs local depth. Owning an entity is the floor, not the whole job. And the best answer isn't always an owned entity: sometimes the right in-country partner gives you better local depth. Teamed shows you which model stands behind each country. Rippling covers 80 countries for EOR through its own blend of entities and partners, but doesn't publish which model stands behind each one, so you can't always tell whether a country is served by an owned entity or a partner.
When should I move from EOR to my own entity?
The crossover point depends on headcount and salary mix in each country. As a rough guide, EOR stays more cost-effective than your own entity below roughly 10 to 15 full-time employees in most European markets. Above that, the cumulative per-seat fee approaches the fixed cost of a registered entity, a local director where needed, bookkeeping, and annual filings. Some markets also cap how long an EOR engagement can run, which forces the question sooner. Teamed models this crossover per country and flags the month your own entity gets cheaper. It then builds and runs the entity in 100+ countries on the same system, with no re-onboarding of existing employees. Wherever you start, Teamed advises you on the model that fits.
Can I switch from Rippling to Teamed?
Yes. Most EOR contracts are month-to-month or carry a 30 to 90-day notice period. The harder part is the operational cutover: contract timing, payroll-calendar alignment, benefits continuity, and employee communications. Teamed runs phased cutovers, one country or one cohort at a time, so the overlap period is contained. Bring your current Rippling MSA and invoice, and Teamed maps the cutover plan and the deadlines. Most switches complete in four to six weeks.
How do Teamed and Rippling compare on support?
Closely on the surface, and it diverges on the hard cases. Rippling staffs human support across chat, email and video, publishes strong response metrics, and is rated about 4.8 on G2 across the whole platform, but its white-glove, expert-led service is framed for enterprise. Teamed gives direct access to HR and legal experts on every plan, with no support tier to unlock, and is rated 4.8 for service. Behind the humans, Ted handles the routine and flags law changes and the crossover point early, with people approving every outcome. For a contested exit or a jurisdiction you haven't hired in before, Teamed's model is the fit. For a modern self-serve experience across the whole company, Rippling leads.
Does Rippling require a deposit, and does Teamed?
Rippling keeps deposit terms off 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, 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.

Common questions

Teamed vs Rippling, which is better for a company hiring across Europe?
It depends which of two buyers you are. Rippling is a full all-in-one workforce platform, HR, IT and payroll on one employee graph with 600+ integrations, and its EOR is one module on it. If you want one login for everything, Rippling is the stronger answer. Teamed is $599 flat and a focused global employment system: contractor to EOR to your own entity on one stack, connecting to the tools you already run. It leads on cost clarity (every line itemised, FX at zero markup shown against the mid-market reference), support (HR and legal experts on every plan, no tier to unlock), in-country compliance (own entities in 57 countries, DLA Piper as global counsel, best in-country partners, structure published), and advice on the right model wherever you start. For a company hiring at senior salary bands across several European markets that wants employment run properly by people it can reach, Teamed is the stronger fit.
Is there a focused EOR alternative to Rippling that shows FX and gives a human on every plan?
Teamed is built for exactly that. 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, a human on every plan, and an EOR that plays alongside the HRIS you already run, Teamed is the alternative most Rippling switchers land on.

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