Teamed vs ADP
Teamed vs ADP, an honest comparison
ADP's global EOR is partner-delivered via G-P, not owned entities. Core ADP strengths are US PEO at scale and multi-country payroll consolidation. Teamed is a direct EOR with its own entities in 57 countries, a flat $599 fee, and real HR and legal experts on every plan.
Trusted by 1,000+ growing teams
- $599
- Teamed flat at $599. FX absorbed at zero markup. ADP EOR pricing is quote-only, not published on adp.com.
- 4.8
- Rated 4.8 on G2 for service. Real HR and legal experts on every plan, no AI bot wall.
- 90+
- Your own entity in 90+ countries via GEMO. Proactive crossover modelling, no re-onboarding.
Teamed vs ADP, which is right for a company hiring internationally?
ADP's global EOR is partner-delivered via G-P, not owned entities. Core ADP strengths are US PEO at scale and multi-country payroll consolidation. Teamed is a direct EOR with its own entities in 57 countries, a flat $599 fee, and real HR and legal experts on every plan.
At a glance
Teamed
Rated 4.8 on G2
Best for: fast-growing companies with an international footprint that want a direct EOR, a readable invoice, real HR and legal experts on every plan, and a path to their own managed entity when ready.
ADP
Rated 4.3 on G2 (TotalSource)
Best for: large enterprises already standardised on ADP for US payroll or PEO, wanting to bolt on global employment under the same ADP commercial relationship.
Shared by both: broad country reach · in-house compliance expertise · employee self-service portal
| Where it matters | Who leads | Why |
|---|---|---|
| Direct EOR accountability | Teamed | Teamed operates its own legal entities in 57 countries and acts as the direct employer of record. ADP delivers global EOR via a partnership with G-P (Globalization Partners), splitting employer-of-record accountability across two vendors. |
| Pricing transparency | Teamed | Teamed publishes a flat $599/employee/month fee with no setup or offboarding charges. ADP does not publish an EOR or PEO price on its primary pages; all commercials are quote-only and third-party reviewers consistently flag pricing opacity. |
| FX on salary conversions | Teamed | Teamed shows the applied rate against mid-market at zero markup on every invoice. ADP runs local payroll in-country and does not publish a cross-border FX policy on its primary pages. |
| Human support, consistency across markets | Teamed | Teamed gives consistent access to real HR and legal experts on every plan, no support tiering. Third-party reviewers note that ADP service quality and account continuity can vary by region and rep. |
| US PEO and enterprise payroll at scale | ADP | ADP TotalSource covers all 50 US states and supports roughly half a million worksite employees. ADP GlobalView spans multi-country payroll in 140+ countries with a 3,000-strong in-house compliance bench. No other provider in this comparison matches that US PEO scale. |
| Platform and HCM ecosystem | ADP | ADP is a full HCM vendor: payroll, benefits, time, HR, and a large app marketplace. Teamed plugs into the HRIS you already run rather than replacing it, which is the better fit for a growing international company that has already invested in its stack. |
| Compliance and legal depth | Draw | Both maintain substantial in-house compliance capability. ADP runs 3,000+ payroll and compliance professionals. Teamed brings real HR and legal experts with jurisdiction-specific depth. The difference is the access model and the EOR structure, not the capability. |
| Path to your own managed entity | Teamed | Teamed proactively models the crossover per country and can set up and keep managing your own entity via GEMO in 90+ countries on the same system, no re-onboarding. ADP runs payroll for existing entities but does not publish a proactive EOR-to-entity transition product. |
| Brand, scale and enterprise track record | ADP | ADP is a 70+ year global payroll and HCM incumbent with deep procurement credibility at Fortune 500 level. Teamed is focused on fast-growing international companies, not enterprise buyers standardised on a major HCM suite. |
Teamed on G2
Who Teamed is for
Teamed is built for fast-growing companies with an international footprint: companies that need a direct EOR with a transparent fee, real HR and legal experts available on every plan, an EOR that connects to the HRIS they already run, and a path to their own managed entity when the headcount in a country justifies the move.
Not the right fit if
- Not sure Teamed is your fit?. The picker below routes you honestly, including the cases where ADP, G-P, Papaya Global, Rippling or Deel is the better call.
Find your pick in 20 seconds
| If you are… | Start with | Why |
|---|---|---|
| A large enterprise already on ADP payroll or PEO | ADP (via G-P for EOR) | Consolidate global employment under an existing ADP relationship if your governance and procurement require it. |
| US-only PEO at scale, all 50 states | ADP TotalSource | One of the largest US PEO operations with Fortune 500 calibre benefits and workers' comp at scale. |
| A 1,000-plus seat enterprise needing global EOR governance | G-P or Papaya Global | Widest owned-entity footprint and enterprise governance, without the partner layer in the EOR relationship. |
| Fast-growing and international: want transparency, a human, an entity path | Teamed | Readable invoice, real experts on every plan, and your own managed entity when ready. |
What is the Teamed vs ADP 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 obligations of the local employer while you direct the day-to-day work. You can hire compliantly before you have a legal entity there.
ADP and Teamed are structurally different products. ADP is a multi-country payroll and US PEO incumbent; its global EOR (hire without a subsidiary) is delivered through a partnership with G-P (Globalization Partners), not through ADP-owned entities. Teamed is a direct EOR, operating its own legal entities in 57 countries including Germany, France, Spain, the United Kingdom and the United States, with a published flat fee, FX shown at zero markup on every invoice, and real HR and legal experts on every plan. Whether that structural distinction matters depends on the complexity of your hiring and the accountability you need.
How the EOR relationship actually works
One critical, often-missed distinction: when you buy global EOR through ADP, the legal employer in-country is not ADP. ADP's hire-without-a-subsidiary service is delivered through a commercial partnership with G-P (Globalization Partners). G-P is the legal employer of record; ADP is the commercial wrapper. That arrangement works if you understand it, but it splits accountability across two vendors when something goes wrong. Teamed operates its own legal entities in 57 countries. One contract, one team, one escalation path.
| Detail | Teamed | ADP |
|---|---|---|
| Who is the EOR | Teamed. Operating its own legal entities in 57 countries, including Germany, France, Spain, the United Kingdom and the United States. | G-P (Globalization Partners), via an ADP commercial partnership. ADP does not own the global EOR entities. |
| Accountability | Single vendor. Teamed employs your people, runs payroll and carries the employer obligations in-country. | Split across ADP (commercial relationship) and G-P (legal employer). A contested case passes through the partnership structure. |
| Country reach | 180+ countries, via owned entities in 57 and vetted in-country partners for the rest. | 180+ countries via the G-P partner network for EOR. ADP's own multi-country payroll platform spans 140+ countries. |
Why this matters
Most buyers do not know that ADP global EOR runs through G-P. A contested termination, a tax-authority query, or a payroll dispute in a country you hire in reaches two organisations, not one. Ask any provider: in this country, is the legal employer your own entity or a partner? Get the answer per country, in writing, before you sign.
Cost transparency, can you see what you pay?
Two questions matter here: is the price published, and can you see the FX on the invoice? Teamed answers both. The fee is $599 flat per employee per month, the salary-conversion rate is shown against the mid-market reference on every invoice, absorbed at zero markup. ADP does not publish an EOR or PEO price on its primary pages; all commercials are quote-based. Third-party reviewers consistently flag pricing opacity as one of ADP's most common criticisms. FX policy on cross-border salary conversions is not published on ADP's primary product pages.
| Detail | Teamed | ADP |
|---|---|---|
| Published EOR fee | $599 USD / £479 GBP per employee per month, flat. | Not published. Quote-based. No per-employee EOR price on adp.com. |
| FX on salary conversions | Zero markup. Applied rate shown against the mid-market reference on every invoice. | Not published on primary pages. ADP runs local payroll in-country; a cross-border FX policy is not stated. |
| Setup and offboarding fees | No setup or offboarding fees. A refundable one-month salary deposit applies. An early-exit fee may apply if you leave in the first three months. | Not published. Third-party reviewers note that additional fees and minimum-term commitments are common in enterprise payroll contracts. |
What opacity costs
On a $190,000 salary, an undisclosed FX spread in the 1.5 to 3% industry range is roughly $2,850 to $5,700 per employee per year. Five hires at that salary level and you are carrying up to $28,500 a year you cannot see on the invoice. Teamed takes that variable out of the forecast entirely.
Human support, who handles the hard call?
A contested termination or a tax-authority notice needs a real employment-law expert, someone who knows your account and can act. Teamed gives you that on every plan. ADP is a large, multi-product organisation with a tiered service structure; its own GlobalView page describes three levels of payroll services, and third-party reviewers note that service quality and account continuity vary by region and representative.
| Detail | Teamed | ADP |
|---|---|---|
| Expert access | Real HR and legal experts on every plan. No AI bot wall; no support tiering. | Tiered service model. ADP describes three levels of payroll services; depth scales with the tier contracted. |
| G2 service rating | Rated 4.8 on G2 for service. | ADP TotalSource (US PEO) rated 4.3 on G2. ADP operates many separate G2 listings across its product range. |
| Account continuity | A real escalation contact who knows your account, on every plan. | Centralised point of contact for global payroll; account continuity reported as variable in third-party reviews. |
What variability costs
An account that resets every time your rep changes is not a minor inconvenience when a contested exit runs in Germany. Real HR and legal experts who know your account and your countries are part of what you are paying for. Ask any provider: if my account manager leaves next month, who handles my people and what changes?
Platform fit, does it play nicely or try to replace your stack?
ADP is a full HCM vendor: payroll, benefits, time, HR, and a large app marketplace. If you are already running ADP for payroll and PEO, that depth is genuinely valuable. If you are a fast-growing international company with an existing HRIS you have already invested in, replacing it with the full ADP suite is more than you need and creates migration overhead you did not ask for. Teamed plugs into the HRIS you already run. It does not try to be your system of record.
| Detail | Teamed | ADP |
|---|---|---|
| Approach | Integrates with your HRIS and plugs into your stack. No rip-and-replace. | Full HCM vendor: payroll, benefits, time, HR, and a large ecosystem. Designed to be the system of record. |
| Integrations | Connects to the major HRIS and payroll platforms the mid-market runs. | Pre-built HCM integrations and ADP Marketplace for third-party apps. No single published integration count on primary pages. |
| Implementation | Advisory-led, lighter implementation. Suited to a fast-growing team. | Enterprise-style implementation. Third-party reviewers note longer timelines and a dated UI versus modern EOR providers. |
For the fast-growing international team
You probably do not need the full ADP HCM suite. You need an EOR that connects to the HRIS you already run, shows you the invoice clearly, and puts a real person on the phone when a country-specific edge case lands. That is a different problem, and Teamed is built for it.
US PEO and enterprise payroll at scale
ADP wins this honestly. ADP TotalSource is one of the largest US PEO operations: all 50 states, roughly half a million worksite employees, Fortune 500 calibre benefits and workers' compensation, and an HR advisory layer that suits enterprise governance. ADP GlobalView spans multi-country payroll in 140+ countries with 3,000+ in-house compliance professionals. If the primary requirement is US PEO at scale, or multi-country payroll consolidation for an enterprise already inside the ADP ecosystem, ADP is the stronger structural fit.
| Detail | Teamed | ADP |
|---|---|---|
| US PEO | Teamed runs its own US entity for EOR hiring. Not a co-employment US PEO at scale. | ADP TotalSource: all 50 states, roughly half a million worksite employees. One of the largest US PEOs. |
| Multi-country payroll | Runs local payroll as part of the EOR service in countries where Teamed is the legal employer. | GlobalView and Celergo: multi-country payroll consolidation in 140+ countries. 3,000+ in-house compliance professionals. |
| Enterprise ecosystem | Focused partner for global employment. Does not try to be an enterprise HCM suite. | 70+ year incumbent. Deep procurement credibility with Fortune 500 buyers and finance teams. |
When ADP is the right call
If your business is already running on ADP payroll, your procurement team has ADP approved, and the primary need is to bolt global EOR onto an existing ADP relationship, that path has real consolidation value. Know that the EOR itself is G-P under the surface, and compare the G-P terms alongside the ADP commercial.
Compliance and legal depth
Both bring substantial in-house compliance depth. ADP runs 3,000+ payroll and compliance professionals monitoring regulatory change across 140+ countries. Teamed employs real HR and legal experts with jurisdiction-specific depth, handling edge cases like German Betriebsrat consultations and KSchG terminations through its own German entity. The difference is not capability but access model and EOR structure. Teamed experts are on every plan; ADP's structure is enterprise-tiered.
| Detail | Teamed | ADP |
|---|---|---|
| Compliance bench | Real HR and legal experts with country-specific depth, handling employment-law edge cases directly. | 3,000+ in-house payroll and compliance professionals. Strongest on statutory payroll compliance. |
| German depth | Own German entity. Real HR and legal experts handle Betriebsrat consultations and KSchG terminations directly. | Strong statutory payroll compliance in Germany. EOR employment-law advisory under the ADP model sits with G-P via the partnership. |
| Access model | Included on every plan, no support tiering. | Enterprise-tiered. Depth scales with the service level contracted. |
The access question
Compliance depth only matters when you can reach it. Both providers have the bench. The question is: on my current plan, at 11pm on a Wednesday when a German employee's notice period runs out at midnight, who do I call and will they answer?
Path to your own entity when you are ready
EOR is a stage, not a destination. At some headcount in a country, running your own legal entity becomes cheaper than paying a per-employee EOR fee. Teamed models that crossover proactively, per country, and can set up and keep managing your own entity via Global Entity & Employment Operations (GEMO) in 90+ countries on the same system with no re-onboarding. Because Teamed earns whether you are on EOR or GEMO, its advice is not tied to keeping you on EOR. ADP can run payroll for companies that have their own entities, but does not publish a proactive crossover-modelling tool or an EOR-to-entity transition product.
| Detail | Teamed | ADP |
|---|---|---|
| Crossover modelling | Flags the month your own entity becomes the better structure, proactively, per country. | Not a published feature. ADP runs payroll for existing entities but does not market a proactive EOR-to-entity transition product. |
| Entity setup | GEMO sets up your own entity in 90+ countries. Same system, no re-onboarding. | ADP can run payroll once you have established your own entity independently. |
| Incentive alignment | Teamed earns whether you are on EOR or GEMO, so the advice is not shaped by per-seat retention. | Multi-product vendor; no structural conflict, but no published proactive crossover advisory either. |
The right question
Ask any EOR provider: at what headcount in Germany (or Japan, or Brazil) do you tell me to set up my own entity? And then ask: can you help me set it up and keep managing it on the same system? The answer tells you whether the advice you will receive is shaped by your interests or by per-seat retention.
Security and controls
A general counsel or security lead has a short checklist before signing: certifications, payroll controls, data residency, and who they call in an incident. ADP is a large incumbent and likely holds the standard enterprise security certifications; specific certifications were not enumerated on the product pages reviewed for this comparison (check ADP's trust centre directly). Teamed is ISO 27001 and SOC 2 aligned, with accreditation in progress, and offers maker-checker controls, a documented audit trail, and a real escalation contact who knows your account.
| Detail | Teamed | ADP |
|---|---|---|
| Certifications | ISO 27001 and SOC 2 aligned, with accreditation in progress. | Enterprise security program. Specific certifications not enumerated on the primary product pages reviewed here. Check ADP's trust centre directly. |
| Controls | Maker-checker approval on changes, documented audit trail, configurable data residency. | Enterprise-grade controls expected for a 70+ year incumbent. Verify scope with ADP. |
| Who you call | A real escalation contact who knows your account, on every plan. | Centralised point of contact. Enterprise account teams for larger clients. |
The honest position
ADP's security maturity as a long-established incumbent is almost certainly deeper in absolute terms. If current certifications are a hard procurement gate, verify ADP's trust centre directly. What Teamed adds is human ownership of an escalation: maker-checker approval and a real contact who knows your account.
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 |
|---|---|---|---|---|
| EOR model and accountability | Ask ADP: in the country I hire in, is the legal employer an ADP entity or a G-P entity? Get the answer per country, in writing, before you sign. Understand which MSA governs the employment relationship and which vendor is the legal employer. Teamed's employment relationship is direct: Teamed is the legal employer in-country, per the MSA. | A partner-delivered EOR model has implications for payroll liability and dispute resolution: two vendor relationships instead of one. Evaluate the commercial terms with both ADP and G-P, including exit terms from both, before you commit. | Your employees' legal employer shapes their day-to-day experience, their benefits, and who they call for employment queries. Understand whether that is ADP, G-P, or a local entity under the G-P network before hiring begins. | Two vendor relationships mean two security perimeters, two data-processing agreements, and two audit trails. Confirm where payroll data is held and processed in each country: ADP's systems, G-P's systems, or both. |
| Pricing and FX transparency | Ask ADP for the full fee schedule, including any minimum-term commitments, setup, onboarding, offboarding, termination and admin fees, in writing. Enterprise payroll contracts often contain additional charges that are not visible from the headline commercial. Request the same from Teamed, and compare like for like. | Teamed publishes a flat $599 per employee per month with FX absorbed at zero markup, visible on every invoice. ADP pricing is quote-based and third-party reviewers consistently flag opacity. Model the total cost of ownership, including any undisclosed FX spread on salary conversions across your headcount, before you decide. | A clear, itemised invoice is easier to reconcile at month-end and easier to explain to employees who want to understand their payslip. Ask any provider to show you a sample invoice before you sign. | Pricing transparency is not a security issue, but it signals a vendor's general posture on disclosure. Know the full commercial terms before you grant access to payroll data. |
| Path to your own entity | Ask whether the provider will proactively tell you when your own entity becomes the better structure, and whether it can help you set it up and manage it without a separate legal engagement. Teamed offers GEMO for this; ADP does not publish an equivalent product. | Modelling the EOR-to-entity crossover is a material finance decision. Teamed does this per country and proactively. Because Teamed earns whether you stay on EOR or move to GEMO, its advice is not shaped by per-seat retention. A pure payroll provider has no structural reason to do this analysis for you. | A smooth entity transition means your employees keep their existing contracts and continuity of employment. GEMO runs on the same system as EOR, so there is no re-onboarding overhead for your team or your employees. | Your own entity in a country gives you full control over data residency and employment contracts there. GEMO can establish that in 90+ countries on the same platform you already use. |
How switching from ADP EOR to Teamed works
Companies switching from ADP EOR typically do so at a contract renewal or after a country expansion that the ADP/G-P arrangement is not suited to handle cleanly. The operational plan is what takes time, not the paperwork. Teamed runs phased cutovers, one country or cohort at a time, so the overlap period is contained and your employees never notice a gap.
Step 1
Map the current ADP arrangement
Share your current ADP commercial terms and the G-P contract underneath. Teamed maps which countries are ADP-billed, which entities are G-P, and what the exit timeline looks like per country.
Step 2
Build the operational plan
Teamed builds the cutover plan per country or per employee cohort: payroll-calendar alignment, notice-period timing, benefits continuity, and employee communications. Nothing moves until the plan is agreed.
Step 3
Issue new employment contracts
New compliant contracts issue under Teamed as the legal employer. Employees receive their new payslip structure before the first pay cycle, with FX shown against mid-market. No re-onboarding overhead.
Step 4
Close the ADP engagement cleanly
Teamed maps the ADP exit timeline and keeps you out of a double-billing period. Most enterprise EOR/PEO contracts carry notice periods; Teamed plans the calendar so the two engagements do not overlap.
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 cost of your current ADP EOR arrangement
ADP EOR pricing is not published on adp.com. If you already have an ADP EOR quote or invoice, the unbundling calculator shows you what a like-for-like Teamed arrangement costs, with FX absorbed at zero markup. Most teams find meaningful savings once the full cost is visible.
Decision checklist
- Choose Teamed if you want a direct EOR relationship. Teamed is the legal employer in your countries, not a commercial intermediary over a G-P sub-contractor.
- Choose Teamed if you want to see the full cost before you sign. A flat $599 per employee per month, FX shown against mid-market at zero markup, with the price on the website.
- Choose Teamed if you want consistent support from real HR and legal experts on every plan, not a tiered service model where depth scales with contract size.
- Choose Teamed if you want an EOR that plays nicely with your existing HRIS rather than one that wants to replace your entire HR stack.
- Choose Teamed if you want a path to your own entity: proactive crossover modelling and GEMO in 90+ countries on the same system.
- Choose ADP if you are a large enterprise already standardised on ADP payroll or PEO and need to consolidate global employment under the same ADP relationship.
- Choose ADP TotalSource if your primary need is US PEO at scale across all 50 states, with Fortune 500 calibre benefits administration.
- Look at G-P or Papaya Global if you need global EOR at enterprise scale with the widest owned-entity governance, without needing to go through ADP commercially.
Honest take
When ADP is the better choice
- Choose ADP if you are a large enterprise already on ADP payroll and your procurement team needs one vendor for payroll, PEO, benefits and HCM. The consolidation value in a single ADP relationship is real for that buyer, and the G-P EOR adds global employment without changing the commercial relationship.
- Choose ADP TotalSource if the primary need is US PEO at scale: all 50 US states, roughly half a million worksite employees, and Fortune 500 calibre benefits administration. ADP is one of the largest and most established US PEO operations, and that scale and depth are hard to match.
- Choose ADP GlobalView if multi-country payroll consolidation is the core requirement: 140+ countries, 3,000+ in-house payroll and compliance professionals, and a deep enterprise HCM integration catalogue for a large, complex organisation.
Teamed is built for the fast-growing international company that wants direct EOR accountability, transparent pricing, consistent expert support, and a path to its own entity. A large enterprise that needs payroll, PEO, HCM and EOR consolidated under one 70-year incumbent is a different buyer with a different problem. We would rather tell you that than win a deal that is not right for both sides.
Questions to ask any EOR before you sign
- 1Is the global EOR delivered through ADP's own entities, or via a third-party partner? Who is the legal employer of record in each country where I hire?
- 2What is the all-in price per employee per month, including any setup, onboarding, offboarding or minimum-term fees? Can you send me a sample invoice?
- 3How does FX work on salary conversions? Is the rate shown against a reference rate, or built into the payment at an undisclosed spread?
- 4If I need a contested termination managed or a tax-authority question answered, who handles it, and is that access on my current plan?
- 5In each country I hire in, is the EOR employer an ADP entity, a G-P entity, or a local partner? Can you confirm this per country before I sign?
- 6What are the notice period, exit terms and data-portability terms if I move to a different provider?
- 7When my own entity becomes the better structure in a country, will you tell me proactively, and can you help me set it up?
- 8Which of my existing HRIS and payroll platforms does the system integrate with, and how long does integration take?
- 9Are your security certifications current and available for review in my procurement process?
- 10What service continuity do I have if my account manager changes?
Frequently asked questions
Does ADP run its own global EOR, or is it a third-party service?
ADP does not operate its own owned-entity global EOR. Its hire-without-a-subsidiary employer-of-record service is delivered through a commercial partnership with G-P (Globalization Partners). ADP's own EOR article describes using an 'EOR partner' spanning 180+ countries, and G-P and ADP TotalSource have announced a formal partnership for global EOR. ADP TotalSource, the US PEO, is ADP-operated directly. If you are buying global EOR through ADP, the legal employer in-country is G-P (or a G-P entity or partner), not ADP.How does ADP pricing compare to Teamed?
ADP does not publish an EOR or PEO fee on its primary pages. All commercials are quote-based, and third-party reviewers consistently flag pricing opacity as a weakness. Teamed publishes a flat $599 USD or £479 GBP per employee per month, with FX absorbed at zero markup and the applied rate shown against mid-market on every invoice. If you have an ADP EOR quote, share it with Teamed and get a like-for-like breakdown.Who should not choose Teamed over ADP?
Choose ADP if you are a large enterprise already standardised on ADP payroll or PEO and your procurement team needs a single ADP relationship for payroll, PEO, HCM and global employment. ADP TotalSource is the stronger call for US PEO at scale across all 50 states. If you need multi-country payroll consolidation for a large enterprise with deep HCM integration requirements, ADP GlobalView is built for that. Teamed is designed for fast-growing companies with an international footprint, not enterprise buyers who need the full ADP HCM suite.Can I switch from ADP EOR to Teamed mid-contract?
Yes, if your contract allows it. Enterprise EOR and PEO contracts often carry notice periods of 30 to 90 days or longer, and some include minimum-term commitments. Read your ADP and G-P contracts carefully before you start a switch. The harder part is the operational cutover: payroll-calendar alignment, benefits continuity, and employee communications per country. Teamed runs phased cutovers, one country or cohort at a time, and maps the plan from your existing contracts.Does Teamed offer US PEO like ADP TotalSource?
Teamed does not offer a co-employment US PEO product in the same way as ADP TotalSource. Teamed operates its own US legal entity and employs people in the United States through its EOR model, giving clients compliant US hiring without their own US entity. If the primary requirement is large-scale US PEO with Fortune 500 calibre benefits administration, workers' compensation pooling and HR advisory for a US workforce at scale, ADP TotalSource is the specialist for that use case.How does Teamed handle German employment law compared to ADP?
Teamed owns its own German legal entity and employs German workers directly through it. Real HR and legal experts with German employment-law depth handle Betriebsrat consultations and KSchG terminations directly. ADP runs strong statutory payroll compliance in Germany through its GlobalView platform. EOR employment-law advisory in Germany under the ADP model sits with G-P via the ADP partnership, not with ADP directly. Ask any provider: who handles a contested KSchG termination in Germany, and are they on my current plan?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. As you add full-time employees there, the cumulative per-seat EOR fee approaches the fixed cost of running your own entity. The exact crossover is country-specific. 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. ADP can run payroll for your own entity if you establish one independently, but does not publish a proactive crossover-modelling tool.
Common questions
Teamed vs ADP for a growing company hiring across Europe, which is better?
For a fast-growing company hiring across Europe, weigh EOR accountability, cost transparency, and support consistency. Teamed is a direct EOR with its own entities across Europe (Germany, France, Spain, the United Kingdom and 53 more), a published $599 flat fee, FX shown at zero markup on every invoice, and real HR and legal experts on every plan. ADP's global EOR is partner-delivered via G-P, pricing is quote-only, and third-party reviewers note service consistency varies by region and rep. ADP leads on enterprise HCM ecosystem and US PEO at scale; Teamed leads on direct EOR accountability, cost clarity, human support, and the path to your own entity. For a growing European team that wants a readable invoice and a real person available when the law changes, Teamed is the stronger structural fit.Is ADP a good EOR for a startup or fast-growing company hiring internationally?
For a startup or fast-growing company, ADP's global EOR has two structural considerations. The EOR itself is partner-delivered via G-P, meaning the legal employer and the commercial relationship sit with different vendors. Pricing is not published and is quote-based, with third-party reviewers consistently flagging opacity and longer implementation timelines. ADP's core strengths (US PEO at scale, enterprise HCM, brand recognition with procurement) are enterprise capabilities. A fast-growing company hiring internationally is more likely to fit a direct EOR with a published price and consistent expert support on every plan. Teamed is built for that problem.
For the buying committee
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