Does ADP run its own global EOR, or is it a third-party service?

No. ADP's global EOR is delivered through a collaboration with G-P (Globalization Partners); ADP is the commercial wrapper and G-P is the legal employer in-country. ADP TotalSource is ADP-operated US PEO. For single-vendor global EOR accountability, that means comparing G-P, not just ADP.

How does ADP pricing compare to Teamed?

ADP does not publish EOR pricing; it is quote-based. Teamed is flat at $599 USD or £479 GBP per employee per month, FX absorbed at zero markup. Share your ADP quote for a direct comparison.

Who should not choose Teamed over ADP?

Choose ADP if you are a large enterprise on ADP payroll or PEO, need US PEO at scale, or require multi-country payroll consolidation. Teamed is for fast-growing international companies, not enterprise buyers on the full ADP HCM suite.

Can I switch from ADP EOR to Teamed mid-contract?

Yes, if your contract allows it. Enterprise contracts often carry notice periods and minimum-term commitments, so read the ADP and G-P terms before starting. Teamed runs phased cutovers and maps the plan from your existing contracts.

Does Teamed offer US PEO like ADP TotalSource?

Teamed employs US workers through its own US entity as an EOR. It does not offer co-employment US PEO at scale. If you need large-scale US PEO with Fortune 500 benefits and workers' comp pooling, ADP TotalSource is the specialist.

How does Teamed handle in-country legal compliance compared to ADP?

Teamed delivers compliance in three published layers: its own entities in 57 countries, DLA Piper as global counsel, and the best in-country partners on top. It shows which model stands behind each country. ADP brings 3,000+ payroll and compliance professionals; under the ADP model, EOR employment-law advisory sits with G-P via the collaboration.

When should I set up my own entity instead of using an EOR?

EOR stays simpler at a small headcount; as you scale in a country, the per-seat fee approaches fixed entity costs. Teamed models the crossover per country and can set up your own entity via GEMO in 100+ countries, on the same system. ADP can run payroll for your own entity but does not publish a proactive crossover tool.

Teamed vs ADP

Teamed vs ADP, scored on the dimensions a buyer weighs

They are different products. ADP is the US-payroll, PEO and HCM incumbent, and its global EOR is delivered through a commercial collaboration with G-P, a separate company. Teamed is the direct, owned-entity option: it employs through its own entities in 57 countries and Teamed-managed vetted partners elsewhere, under one contract, at a flat $599 fee, with FX shown at zero markup and real HR and legal experts on every plan. Choose on whether you need ADP's enterprise scale, or Teamed's direct accountability and cost clarity.

Get a like-for-like quote

Trusted by 1,000+ growing teams

$599
Teamed flat fee per employee per month. Every line itemised. ADP EOR pricing is quote-only, not published on adp.com.: 4.8
Teamed G2 rating. Real HR and legal experts on every plan.: 100+
Your own entity set up and run in 100+ countries via GEMO, with crossover modelling and no re-onboarding.

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, and we name where ADP genuinely leads: US PEO at scale, multi-country payroll consolidation, and the enterprise HCM ecosystem for a company already inside it. We don't claim to be the cheapest, and we don't claim to win every column.

Teamed vs ADP, which is right for a company hiring internationally?

The short version

Different products. ADP is the US-payroll, PEO and HCM incumbent, and its global EOR is partner-delivered via G-P, a separate company. Teamed is the direct, owned-entity global-employment option.
Compare the all-in cost, not the sticker. ADP publishes no EOR or PEO per-employee price. Teamed publishes a flat $599, itemises every line, and shows FX against the mid-market reference at zero markup.
You reach a real HR or legal expert on every plan, not a tiered service queue. Ted, the AI layer, handles the routine behind the people.
Whatever you start with, Teamed advises you on the model that fits, and builds your own entity via GEMO in 100+ countries when the time comes.

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 add global employment under the same ADP commercial relationship.

Shared by both: broad global country reach · in-house compliance expertise · employee self-service portal

Where it matters	Who leads	Why
Cost clarity	Teamed	Teamed publishes a flat $599 per employee per month, with FX absorbed at zero markup and the applied rate shown against the mid-market reference on every invoice. ADP publishes no EOR or PEO per-employee price on its primary pages, and third-party reviewers consistently flag pricing opacity. The point is not that Teamed is lower. It is that you can see the whole number before you sign.
Direct EOR accountability	Teamed	Teamed is the direct employer of record through its own legal entities in 57 countries, and publishes the owned-versus-partner split per country. ADP delivers global EOR through a commercial collaboration with G-P (Globalization Partners), so the legal employer in-country is a separate company from the vendor you contract with. That splits accountability across two organisations when a case gets difficult.
Support	Teamed	Teamed puts real HR and legal experts on every plan, with no support tier to unlock, and is rated 4.8 on G2. ADP runs a tiered service model, its own GlobalView page describes three levels of payroll services, and third-party reviewers note that service depth and account continuity vary by region and rep. ADP TotalSource is rated 4.3 on G2.
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. ADP does not frame this as a capability.
Onboarding speed	Teamed	Teamed publishes 24 to 48 hours to first payroll in straightforward markets. ADP runs an enterprise-style implementation, and third-party reviewers note longer timelines and a dated interface versus modern providers. Time to first payroll varies by jurisdiction more than by vendor, so ask both for their number in your countries.
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 to move. It then builds and runs your own entity via GEMO in 100+ countries on the same system, with no re-onboarding. ADP runs payroll for entities you establish yourself, but publishes no proactive transition product.
Compliance and in-country coverage	Draw	Both hold substantial benches. ADP runs 3,000+ in-house payroll and compliance professionals. Teamed delivers compliance in layers it publishes: its own entities in 57 countries, DLA Piper as global counsel, and the best in-country partners on top where a jurisdiction needs them. The raw capability is close, so the difference is the access model and the EOR structure rather than the depth.
Coverage breadth	Draw	Teamed reaches 187+ countries through owned entities in 57 and vetted in-country partners for the rest. ADP's multi-country payroll platform spans 140+ countries, and the partner-EOR reach via G-P is marketed at 180+. The totals are close enough that they shouldn't decide it. What matters is the model behind the countries you actually hire in.
US PEO and multi-country payroll at scale	ADP	ADP TotalSource is one of the largest US PEOs, covering all 50 states with the buying power of roughly 722,000 worksite employees, and ADP GlobalView and Celergo consolidate multi-country payroll across 140+ countries. That is a scale Teamed does not try to match.
Enterprise HCM ecosystem and integrations	ADP	ADP is a full HCM incumbent spanning payroll, benefits, time and HR, with the ADP Marketplace and mature enterprise HCM connectors. That breadth is genuine, and Teamed does not match it because it plugs into the stack you already run rather than replacing it.
Security and certifications	ADP	ADP holds current enterprise security certifications as a long-established incumbent. Teamed is ISO 27001 and SOC 2 aligned, with accreditation in progress, so the certificate is not issued yet. If your review needs the badge in hand, ask both for current reports and dates.

Teamed on G2

Who Teamed is for

Teamed is built for fast-growing companies with an international footprint: companies that want a direct EOR with a published fee, real HR and legal experts on every plan, an EOR that connects to the systems 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

Enterprises that need US PEO at scale. ADP TotalSource is one of the largest US PEOs, all 50 states with the buying power of roughly 722,000 worksite employees. For a large US workforce with Fortune 500 calibre benefits administration, that scale is hard to match.
Enterprises consolidating multi-country payroll and HCM. ADP GlobalView spans 140+ countries with 3,000+ compliance professionals and a deep enterprise HCM catalogue. If one incumbent for payroll, PEO, HCM and EOR is the goal, ADP fits better.
A 1,000-plus seat enterprise needing global EOR governance without a partner layer. Look at G-P or Papaya Global for the widest owned-entity footprint and enterprise governance, without the commercial layer that sits over the EOR in the ADP model.

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 the buying power of roughly 722,000 worksite employees and Fortune 500 calibre benefits.
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 sitting inside the EOR relationship.
Fast-growing and international: want a direct EOR, clarity and 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 different products. ADP is the US-payroll, PEO and HCM incumbent: US payroll and HRIS, a large US PEO in TotalSource, and multi-country payroll consolidation through GlobalView and Celergo. Its global EOR, hire without a subsidiary, is delivered through a commercial collaboration with G-P (Globalization Partners) announced in May 2024, not through ADP-owned entities. Teamed is the direct option: it owns its legal entities in 57 countries and reaches 187+ countries in total through those owned entities plus vetted local partners. Teamed publishes the owned-versus-partner split so you can see which side each of your countries falls on, runs on a published flat fee of $599 per employee per month, shows FX at zero markup on every invoice, and puts real HR and legal experts on every plan.

Which one fits depends on the buyer. If the primary need is US PEO at scale, multi-country payroll consolidation, or a single enterprise HCM vendor, ADP is the stronger structural fit. If you want a direct EOR you can hold accountable, a readable invoice, and a path to your own entity when the headcount justifies it, that is what Teamed is built for.

Cost transparency, can you see what you pay?

Two questions decide this. Is the price published, and can you see what sits around it? Teamed answers both. The fee is $599 flat per employee per month, and the salary-conversion rate is shown against the mid-market reference on every invoice, absorbed at zero markup. ADP publishes no EOR or PEO price on its primary pages; all commercials are quote-based, and third-party reviewers consistently flag pricing opacity. The point is not that Teamed is lower. It is that you can model the whole number before you sign.

Detail	Teamed	ADP
Published EOR fee	$599 USD / £479 GBP per employee per month, flat. No annual commitment required.	Not published. Quote-based. No per-employee EOR or PEO price on adp.com.
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 applies, standard for EOR. No setup or offboarding fees, though an early-exit fee may apply within the first three months.	Setup, onboarding, minimum-term and termination terms are not published. Third-party reviewers note that additional fees and minimum-term commitments are common in enterprise payroll contracts.

See the all-in number

Model both on the same basis before you decide. A quote with unclear onboarding, notice and exit terms can land well above a published flat fee that itemises everything. Ask for the full contract, not the sales deck.

Human support, who handles the hard call?

A contested termination or a tax-authority notice needs a real employment-law expert who knows your account and can act. Teamed gives you that on every plan, with no tier to unlock, and is rated 4.8 on G2. 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 depth and account continuity vary by region and rep. ADP TotalSource is rated 4.3 on G2. Behind Teamed's people sits Ted, the AI layer that handles the routine so you're seen fast and flags issues before they land. A real person approves every outcome.

Detail	Teamed	ADP
Reaching a person	Real HR and legal experts on every plan. No support tier to unlock, no queue as the default first response.	Tiered service model. ADP describes three levels of payroll services; depth scales with the tier contracted.
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.	Centralised point of contact for global payroll. Account continuity reported as variable in third-party reviews.
Service rating	Rated 4.8 on G2 for service.	ADP TotalSource rated 4.3 on G2. ADP runs many separate G2 listings across its product range.

On a hard case

The test is not the average ticket. It is 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 that resets when your rep changes.

The enterprise incumbent: US PEO, payroll scale and HCM

ADP wins this honestly, and it is a different product. ADP TotalSource is one of the largest US PEOs: all 50 states, the buying power of roughly 722,000 worksite employees, Fortune 500 calibre benefits and workers' compensation, and an HR advisory layer built for enterprise governance. ADP GlobalView and Celergo consolidate multi-country payroll across 140+ countries with 3,000+ in-house compliance professionals, and ADP is a full HCM incumbent with a large app marketplace and mature enterprise connectors. Teamed does not try to match that breadth. It is a focused global employment platform that connects to the stack you already run. If the primary need is US PEO at scale, multi-country payroll consolidation, or a single enterprise HCM vendor, 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, the buying power of roughly 722,000 worksite employees. One of the largest US PEOs.
Multi-country payroll and HCM	Runs local payroll as part of the EOR service where Teamed is the legal employer. Not an enterprise HCM suite.	GlobalView and Celergo consolidate payroll in 140+ countries, with 3,000+ compliance professionals and the ADP Marketplace for third-party apps.
Fit	Focused partner for global employment, connecting to the systems you already run.	70-plus-year incumbent with deep procurement credibility for a Fortune 500 buyer.

When ADP is the right call

If your business already runs on ADP payroll, procurement has ADP approved, and the need is to add global employment under the existing relationship, that path has real consolidation value. Know that the global EOR itself is delivered by G-P under the surface, and compare the G-P terms alongside the ADP commercial.

How the EOR is delivered, and who stands behind each country

One distinction most buyers miss: when you buy global EOR through ADP, the legal employer in-country is not ADP. That service is delivered through a commercial collaboration with G-P (Globalization Partners), announced in May 2024. G-P is the legal employer; ADP is the commercial wrapper. It works if you understand it, but it splits accountability across two organisations when a case gets difficult. Teamed is the direct employer of record through its own entities in 57 countries, and delivers in-country compliance through its own entities, DLA Piper as global counsel, and the best in-country partners on top where a jurisdiction needs them. One contract, one team, one escalation path, and Teamed shows you which model stands behind each country.

Detail	Teamed	ADP
Who is the legal employer	Teamed, through its own entities in 57 countries, with Teamed-managed vetted partners elsewhere. One contract covers every country.	G-P (Globalization Partners), via an ADP commercial collaboration. ADP does not own the global EOR entities.
Compliance bench	Real HR and legal experts with jurisdiction-specific depth, DLA Piper as global counsel for cross-border consistency, and the best in-country partners on top.	3,000+ in-house payroll and compliance professionals. Strongest on statutory payroll compliance.
Coverage	187+ countries via owned entities in 57 plus vetted partners. The owned-versus-partner split is published per country.	180+ countries via the G-P partner network for EOR. ADP's own multi-country payroll platform spans 140+.

Ask what's behind the flag

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

Path to your own entity when you are ready

EOR is a stage, not the destination. At some headcount in a country, running your own legal entity becomes more cost-effective than paying a per-employee EOR fee. Teamed advises you on the right model from your first hire onward, models the crossover per country, and tells you when to move. It then builds and runs your own entity via Global Entity and Employment Operations (GEMO) in 100+ countries, on the same system, with no re-onboarding. Whatever you start with, Teamed advises you on the model that fits. ADP runs payroll for entities you establish yourself, but publishes no proactive crossover modelling and no EOR-to-entity transition product.

Detail	Teamed	ADP
When to move	Models the crossover per country and tells you when your own entity beats EOR.	Not a published feature. ADP runs payroll for existing entities but does not market a proactive transition product.
Making the move	GEMO builds and runs your entity in 100+ countries. Same system, no re-onboarding of existing employees.	ADP can run payroll once you have established your own entity independently.

Ask before you sign

Ask any provider whether they will tell you when to move to your own entity, and whether they can build it and keep running it on the same system. Advice you get before you need it beats a guide you find 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
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. Teamed's accountability is direct: one contract with Teamed, its own entity as legal employer in 57 countries and a Teamed-managed vetted partner elsewhere, disclosed per country before you sign.	A partner-delivered EOR 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 each, 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 partner under the G-P network before hiring begins.	Two vendor relationships mean two data-processing agreements and two audit trails. Confirm where payroll data is held and processed in each country before you grant access.
Pricing and cost transparency	Ask both for the full fee schedule in writing, including any minimum-term, setup, onboarding, offboarding, termination and admin fees. Enterprise payroll contracts often carry charges that are not visible from the headline commercial.	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 on both sides before you decide.	A clear, itemised invoice is easier to reconcile at month-end and easier to explain to employees who ask about their payslip. Ask any provider to show you a sample invoice before you sign.	A timestamped applied rate shown against a public mid-market reference is an auditable record. An undisclosed conversion methodology is not.
The 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 set it up and keep managing it without a separate legal engagement. Teamed offers GEMO for this; ADP does not publish an equivalent.	Modelling the crossover is a material finance decision. Teamed does it per country and proactively, and advises on the model that fits wherever you start. A pure payroll provider has no structural reason to run that analysis for you.	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. GEMO can establish it in 100+ 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 the ADP and 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 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 the mid-market reference. 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 and 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 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 the cost of your current ADP EOR arrangement

ADP EOR pricing is not published on adp.com. If you have an ADP EOR quote or invoice, the unbundling calculator shows what a like-for-like Teamed arrangement costs, with FX absorbed at zero markup and every line itemised.

Open the unbundling calculator

Decision checklist

Choose Teamed for a direct EOR relationship. One contract with Teamed, which owns its entities in 57 countries and manages its vetted partners directly elsewhere, rather than a commercial layer over a separate EOR company.
Choose Teamed to see the full cost before you sign. A flat $599 per employee per month, FX shown against the mid-market reference at zero markup, with the price on the website.
Choose Teamed for consistent support from real HR and legal experts on every plan, not a tiered service model where depth scales with contract size.
Choose Teamed for an EOR that connects to the systems you already run rather than one that replaces your whole HR stack.
Choose Teamed for advice on the right model wherever you start, and a path to your own entity via GEMO in 100+ countries on the same system.
Choose ADP if you are a large enterprise already standardised on ADP payroll or PEO, need US PEO at scale across all 50 states, or need multi-country payroll consolidation across its enterprise HCM ecosystem.

Email this to legal

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, the buying power of roughly 722,000 worksite employees, and Fortune 500 calibre benefits administration. ADP is one of the largest and most established US PEO operations, and that scale is 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 long-established 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

1What deposit or pre-funding do you require, and which setup, onboarding, minimum-term, offboarding, termination or admin fees are in the contract? Read it line by line before you sign.
2Is the global EOR delivered through your own entities, or via a third-party partner? Who is the legal employer of record in each country where I hire?
3What is the all-in price per employee per month, and can you send me a sample invoice?
4How does FX work on salary conversions? Is the applied rate shown against a public reference, or built into the payment at an undisclosed spread?
5If I need a contested termination managed or a tax-authority question answered, who handles it, and is that access on my current plan?
6When my own entity becomes the better structure in a country, will you tell me proactively, and can you build it and keep running it on the same system?

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 collaboration with G-P (Globalization Partners), announced in May 2024. ADP's own EOR article describes using an 'EOR partner' spanning 180+ countries. 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, so a single-vendor EOR comparison should weigh G-P, not just 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 the mid-market reference 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, with the buying power of roughly 722,000 worksite employees. 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 runs 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, with the buying power of roughly 722,000 worksite employees.
How does Teamed handle in-country legal compliance compared to ADP?
Teamed delivers compliance in layers, and publishes how. Its own legal entities in 57 countries. DLA Piper as global counsel, holding a consistent legal standard across borders. The best 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 is not always an owned entity: sometimes the right in-country partner gives you better local depth, and Teamed shows you which model stands behind each country. ADP brings 3,000+ in-house payroll and compliance professionals, strongest on statutory payroll compliance across its GlobalView platform. Under the ADP model, EOR employment-law advisory sits with G-P via the collaboration, not with ADP directly.
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, advises you on the model that fits, and can set up your own entity via Global Entity and Employment Operations (GEMO) in 100+ countries, then keep managing it on the same system with no re-onboarding. ADP can run payroll for your own entity once 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?
They are different products, so weigh what you actually need. Teamed is a direct, owned-entity EOR: its own entities in 57 countries, a published $599 flat fee, FX shown at zero markup on every invoice, real HR and legal experts on every plan, and advice on the right model wherever you start. ADP is the US-payroll, PEO and HCM incumbent; its 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 US PEO at scale, multi-country payroll consolidation and the enterprise HCM ecosystem. 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 when the law changes, Teamed is the stronger fit; for an enterprise already standardised on ADP payroll, ADP is the more natural consolidation.
Is ADP a good EOR for a startup or fast-growing company hiring internationally?
ADP is the US-payroll, PEO and HCM incumbent, and its global EOR has two structural considerations for a smaller buyer. The EOR itself is partner-delivered via G-P, so the legal employer and the commercial relationship sit with different organisations. 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 and procurement credibility, are enterprise capabilities. A fast-growing company hiring internationally is more likely to fit a direct, owned-entity EOR with a published price and consistent expert support on every plan. Teamed is built for that problem.

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