Is Teamed cheaper than Deel?

Same $599 headline, and neither of us is the cheapest EOR. The difference is the FX line. Teamed shows the rate against mid-market and absorbs FX at zero markup. Deel does not publish a specific FX rate or spread. Undisclosed EOR FX runs about 1.5 to 3% of salary, so $2,850 to $5,700 per year on a $190K salary.

Who should not choose Teamed?

Enterprises (1,000-plus seats) should look at G-P or Papaya. Lowest-price-only buyers should look at Native Teams (not Teamed, not Deel). Teams wanting one all-in-one platform should look at Rippling or Deel. Teamed fits fast-growing international companies that want transparency, a human and an entity path.

Does Teamed replace my HRIS like the big platforms?

No. Teamed plays nicely with your HRIS and integrates with the major HRIS platforms rather than replacing your stack. The big platforms aim to be your all-in-one system of record. For the middle, that is usually more than you need. Ask whether the EOR connects to the platforms you already run.

Can I switch from Deel to Teamed mid-contract?

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, one country or cohort at a time, and maps the plan from your Deel MSA. Most complete in four to six weeks.

Is Teamed better than Deel on HR and legal expertise?

A draw. Both bring real legal muscle: Teamed via direct expert access on every plan, Deel via a large in-house compliance organisation at scale. The difference is the access model, not the capability.

Does Teamed handle visa sponsorship and immigration?

Teamed coordinates immigration via vetted in-country partners rather than sponsoring visas directly. It connects you with a local immigration specialist and manages the employment side around the visa.

Teamed vs Deel

Teamed vs Deel, an honest comparison

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

At a small headcount in one country, EOR stays simpler; as you scale there, the per-seat fee approaches fixed entity costs. The crossover is country-specific, so Teamed models it per country, helps you set up your own entity via GEMO and can keep managing it for you. Deel offers entity setup but not standard crossover modelling.

Both headline at $599, and coverage is broad on both sides (Teamed 187+ countries via owned entities plus vetted partners, Deel 150-plus), so this is not a price or coverage race. We score the two on the dimensions a real buyer weighs, and we lose the ones we honestly lose. Teamed leads cost honesty, human support, HRIS fit and the path to your own entity. Deel leads all-in-one platform depth and brand. Coverage, compliance and benefits are draws.

Share your Deel invoice, no commitment Talk to an expert

Trusted by 1,000+ growing teams

$599
Teamed flat at $599. Deel starts from $599. FX absorbed at zero markup on the Teamed fee.: 4.8
Rated 4.8 on G2 for service. A real HR or legal expert on every plan, no bot wall.: 100+
Your own entity set up and run in 100+ countries via GEMO. Proactive crossover and compliance monitoring, no re-onboarding.

Last reviewed 8 July 2026By Tom Price-Daniel, Co-founder, Teamed

Disclosure

This comparison was produced by Teamed, one of the two providers compared here. We score the dimensions a real EOR buyer weighs, and we concede by name the columns where Deel is genuinely the better fit, such as all-in-one platform depth, integration breadth and brand recognition.

Teamed vs Deel, which EOR is right for a rapidly growing company?

At a glance

Teamed

Rated 4.8 on G2

Best for: the forgotten middle: fast-growing companies with an international footprint that want a readable invoice, a real human on every plan, an EOR that plays nicely with their HRIS, and a path to their own managed entity.

Deel

Rated 4.8 on G2

Best for: teams that want the deepest all-in-one platform and the market-leading brand, and will request the FX terms in writing before signing.

Shared by both: $599 headline fee · broad coverage (Teamed 187+ countries via owned entities plus vetted partners, Deel 150-plus countries) · contractor + EOR on one system

Where it matters	Who leads	Why
Coverage & owned-vs-partner in your markets	Draw	Teamed reaches 187+ countries via owned entities plus vetted partners, Deel 150-plus with full legal employment in 130+. Both broad, so the real question is owned entity or partner, per country.
Compliance & legal depth	Draw	Both bring real legal muscle. The difference is the access model, not the capability.
Total cost & FX transparency	Teamed	Teamed shows the rate against mid-market at zero markup. Deel does not publish a specific FX rate or spread; the markup is built into the conversion rate.
Human support, who handles an escalation	Teamed	Expert access on every Teamed plan; Deel does not publish which plan includes its dedicated support channel.
Plays nicely with your HRIS	Teamed	Teamed integrates with the major HRISs and does not replace your stack; the big players want to be it.
All-in-one platform depth & self-serve	Deel	Deel has the deepest all-in-one platform and the broadest integration catalogue in the category.
Benefits & employee experience	Draw	Both run competitive local benefits and a solid employee experience. Check the detail in your countries.
Path to your own managed entity	Teamed	Teamed models the crossover and can set up and keep managing your own entity; Deel does not publish crossover modelling.
Brand, scale & enterprise track record	Deel	Deel is the market leader with the largest review base and the longer enterprise track record.

Teamed on G2

Who Teamed is for

Teamed is built for the forgotten middle: fast-growing companies with an international footprint that the enterprise providers overlook and the self-serve platforms treat as a support ticket. If you want a readable invoice, a real HR or legal expert on every plan, an EOR that plays nicely with your HRIS, and a path to your own managed entity when you are ready, this is your fit.

Not the right fit if

Not sure Teamed is your fit?. The 20-second picker below routes you honestly, including the cases where G-P, Papaya, Native Teams, Rippling or Deel is the better call.

Find your pick in 20 seconds

If you are…	Start with	Why
A 1,000-plus seat enterprise	G-P or Papaya Global	Widest owned-entity footprint and enterprise governance.
Chasing the lowest price above all	Native Teams	Lowest published base. Check the service and compliance depth before you sign.
Wanting one platform for HR, IT and payroll	Rippling or Deel	Deepest all-in-one product and integration catalogue.
Fast-growing and international: want transparency, a human, an entity path	Teamed	Readable invoice, real experts on every plan, your own managed entity when ready.

What is the Teamed vs Deel 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 in a market before you have a legal entity there.

Teamed and Deel both headline at $599 per employee per month and both have broad coverage (Teamed 187+ countries via owned entities plus vetted partners, Deel 150-plus with full legal employment in 130+), so the choice is not about price or coverage. It is about which of the dimensions below matter most to you: cost and FX honesty, human support, how the provider fits the HRIS you already run, the local benefits and employee experience, and the path to your own entity as you scale. Teamed leads some, Deel leads others, and several are honest draws.

Every EOR, Teamed and Deel included, delivers through a mix of entities it owns and vetted local partners. What differs is the share, and which of your countries fall on each side. Teamed owns its legal entities in 57 countries and reaches 187+ in total through those owned entities plus vetted partners, and it publishes that split so you can see which side each of your countries falls on. Deel publishes an owned-entity count, stating it owns entities in 130-plus of its 150-plus countries, but does not break down which specific markets are owned versus served through a vetted partner. Ask that question per country, not per brand.

Cost honesty, can you see what you pay?

Both headline at $599, so the real gap is honesty, in two places: the FX on every salary conversion, and whether your provider keeps you on EOR for the fee. Teamed shows the applied rate against the mid-market reference and absorbs it at zero markup, and it helps you move to your own entity when that becomes the right structure. Deel does not publish a specific FX rate or spread, so the markup is built into the conversion rate, and crossover advice works against a pure EOR income model.

Detail	Teamed	Deel
EOR fee	$599 USD / £479 GBP per employee per month, flat	From $599 per employee per month, a starting rate; no flat fee published
FX on salary conversions	Zero markup. Applied rate shown against the mid-market reference on every invoice.	No specific FX rate or spread is published on either plan; the markup is built into the conversion rate.
Helps you move to your own entity	Yes. Teamed helps you set up your own entity and can keep managing it, so its advice is not tied to keeping you on EOR.	Not a published feature. A provider that earns only while you stay on EOR has an incentive not to raise it.
Add-on fees	Flat fee, FX absorbed at zero markup, no surprise extras.	Teamed has seen Deel charge separately for extras such as work-eligibility validation.

Worked example

On a $190,000 salary, an undisclosed 2% FX spread is about $3,800 per employee per year. Across five hires that is roughly $19,000 a year you cannot see on the invoice. Teamed takes that variable out of the forecast.

Human support, who picks up when it goes wrong?

A contested termination or a tax-authority question needs a real employment-law expert, fast. Teamed gives direct access to real HR and legal experts on every plan, with no AI bot wall. Deel does not publish which plan includes its dedicated support channel; at the from-$599 rate, confirm in writing whether a hard question reaches a dedicated contact or joins a shared queue.

Detail	Teamed	Deel
Human support	Real HR and legal experts on all plans. No AI bot wall.	Dedicated support channel exists; Deel does not publish which plan includes it.
Service rating	Rated 4.8 on G2 for service.	Also rated about 4.8 on G2.
Escalation	A real person who knows your account and a clear escalation path, not a handoff to a pooled queue.	Not published per plan. Confirm in writing whether your rate includes a dedicated contact or a shared queue.

From a company that moved off Deel

"The experience that we've had with Deel has been absolutely rubbish. You have an account manager, he doesn't really do much. We've got a country manager or a client manager, which has changed a few times and it's just getting redirected back to a portal, which is pretty much AI. And if we do get in touch with people, it takes forever." A Teamed client in insurtech, previously on Deel.

Terminations, how a fast or contested exit actually runs

Terminations are where EORs fall apart, so press this hardest. An EOR reduces risk but cannot remove local employment law: notice, severance, protected classes, and works-council consultation where it applies. What differs is who runs it. With Teamed, real HR and legal experts coordinate the exit with local counsel and map the documentation, notice, severance and timeline per country, with maker-checker approval so nothing executes without your sign-off. Ask any provider whether a contested exit reaches a real expert or a ticket queue.

Detail	Teamed	Deel
Who handles it	Real HR and legal experts coordinate the exit with local counsel, on every plan.	Routed through support; Deel does not publish which plan includes the dedicated channel.
The workflow	Documentation, notice, severance, protected-class and works-council checks, and timelines mapped per country before anything moves.	Platform-led process; advisory depth varies by plan.
Controls	Maker-checker approval: you sign off the offer, the change and the final step before it executes.	Self-serve execution.

What reactive support costs

When support is reactive, the cost lands on your people, not the vendor. A Teamed client in insurtech, previously on Deel: "He could see private and confidential information of another Danish person, whoever that might be. And we still don't have an answer as to how this happened and why it happened. He didn't get paid. It took him weeks to get paid and therefore he's incurred fees because his direct debits bounced." No EOR removes local law, but a sensitive case should reach a real expert, not a queue.

Compliance, coverage and owned-vs-partner

Coverage is broad on both sides, Teamed 187+ countries via owned entities plus vetted partners and Deel 150-plus, and both bring real legal muscle, so this is a draw. What matters is your specific countries: in each one, are you employed through an owned entity or a vetted local partner, and who handles a contested case? Ask per country, not per brand.

Detail	Teamed	Deel
Coverage	187+ countries covered through owned entities plus vetted in-country partners.	150-plus countries reach, full legal employment in 130+, via a mix of owned entities and partners.
Edge-case handling	Real HR and legal experts handle Betriebsrat consultations and KSchG terminations directly.	A large in-house legal and compliance team, with depth at scale.
Risk cover	Misclassification cover (Guard / Protect) on contractor populations.	Contractor compliance tooling alongside EOR.

Why a draw

Both bring real legal muscle. Teamed's edge is direct access to real HR and legal experts; Deel's is the scale of its compliance organisation. The deciding question is per country: owned entity or partner, and who handles a contested case.

Proactive compliance, do they flag a law change before it hits you?

The cost of a reactive provider is finding out from a payroll discrepancy. Teamed monitors the law in the countries you hire in and sends plain-English rule-change summaries, so you hear about a change in time to decide, not after it has hit your people. A platform-first EOR has no structural reason to watch your specific exposure for you.

Detail	Teamed	Deel
How you find out	A plain-English summary from Teamed naming the affected employees and the impact, before the change lands.	Generic regulatory updates; you track the impact yourself.
What you get	The specific take-home impact per employee and the options, in time to act.	Platform notifications.

A real example: India, April 2026

When India's new Labour Codes redefined what counts as wages, Teamed reviewed the impact across its client base, identified the affected employees, quantified each one's take-home impact, and briefed every affected client with the options before the first affected payroll ran. They did not find out from a payroll discrepancy. They found out from Teamed, in time to decide well.

Read the full India case file

Your HRIS, do they play nicely or replace it?

Teamed does not try to be your system of record. It plays nicely with your HRIS and integrates with all the major HRIS platforms, so you keep the stack you run. Deel and the big players want to be your all-in-one HR, IT and payroll platform, with the deepest integration catalogue in the category. For the forgotten middle, that breadth is usually more than you need, and a rip-and-replace you did not ask for.

Detail	Teamed	Deel
Approach	Integrates with your HRIS and plugs into your stack. No rip-and-replace.	Aims to be your all-in-one system of record for HR, IT and payroll.
Integrations	Connects to the major HRIS and payroll platforms the mid-market runs.	One of the broadest native integration catalogues in the category.
Self-serve product	Lighter, advisory-led. Built to support your team, not replace your tools.	Polished, deep self-serve platform.

For the middle

You rarely need the broadest possible integration catalogue. You need the handful your team already runs, and an EOR that connects to them without forcing a new platform on you. Teamed is built that way.

Benefits and the employee experience

The EOR becomes your people's legal employer, so their day-to-day experience is part of what you are buying, and it drives retention. Both run competitive local benefits and a solid employee experience, so we score it a draw. Check the detail in your specific countries: statutory plus supplementary benefits, equity and IP handling, and how the payslip and support read to the employee.

Detail	Teamed	Deel
Local benefits	Competitive statutory plus supplementary benefits, arranged per country.	Competitive statutory plus supplementary benefits at scale.
Employee experience	A clean payslip with FX shown, and a real person to call.	A polished self-serve employee portal.
Equity & IP	Handled per country with legal support.	Mature equity and IP tooling.

Why it matters

The EOR is your employee's legal employer. A confusing payslip or a slow answer lands on your team, not the vendor. Weigh the employee experience, not just your own dashboard.

Scaling to your own managed entity when you are ready

EOR is a stage, not the destination. The crossover point is the headcount in a country where running your own legal entity becomes cheaper than paying a per-employee EOR fee for everyone there. Teamed models when you reach it, helps you set up your own entity via Global Entity & Employment Operations (GEMO) on the same system with no re-onboarding, and can keep managing it for you afterwards. Because Teamed earns either way, on EOR or by running your entity, the advice is not tied to keeping you on EOR. Deel offers entity-setup services but does not publish proactive crossover modelling.

Detail	Teamed	Deel
Contractor + EOR	One system, with misclassification cover (Guard / Protect).	A mature contractor-management product alongside EOR.
Crossover modelling	Flags the month your own entity becomes the better structure, proactively.	Not a standard published feature.
Your own entity	GEMO sets it up in 100+ countries and can keep managing it for you, on the same system, no re-onboarding.	Entity-setup services available.

Rough guide

At a small headcount in one country, EOR usually stays the simpler structure. As you add full-time employees there, the cumulative per-seat fee approaches the fixed cost of running your own entity. The exact crossover is country-specific, so Teamed models it per country, helps you make the move, and can keep managing the entity for you.

Liability, who is on the hook

Under the EOR model Teamed is the legal employer in-country and you direct the work. For contractors, Teamed offers a risk ladder: Guard provides up to $10,000 per case of misclassification liability coverage while you remain the engager, and Protect has Teamed engage the contractor directly and take on the misclassification liability. Guard and Protect cover contractor misclassification, not general EOR employment liability. The precise allocation of employment liability, any indemnities and any caps under the EOR contract are set out in the Master Services Agreement and are best walked through clause by clause with our team and your own counsel. Teamed does not provide legal services and this is not legal advice.

Detail	Teamed	Deel
EOR employer status	Teamed is the legal employer in-country; you direct the work. The specific liability allocation is set out in the MSA.	Deel acts as the EOR; review its MSA for its liability terms.
Contractor misclassification	Guard: up to $10,000 cover per case, you remain the engager. Protect: Teamed engages the contractor and takes on the misclassification liability.	Contractor compliance tooling; review the terms in the contract.
Indemnities, caps, penalties	Set out in the Master Services Agreement and walked through clause by clause with you and your counsel.	Set out in Deel's contract; review with your counsel.

The honest limit

Guard and Protect cover contractor misclassification, not general EOR employment liability. The exact allocation of employment liability, any indemnities and any caps live in the Master Services Agreement, and we walk through them clause by clause with you and your counsel. Teamed does not provide legal services and this is not legal advice.

Security and controls, what a GC checks before signing

A general counsel or security lead has a short list before signing: who can change payroll, where data sits, the certifications, and who they call in an incident. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, paired with maker-checker controls, a documented audit trail, configurable data residency, and a real escalation contact who knows your account. Deel holds the security certifications today, at scale.

Detail	Teamed	Deel
Certifications	ISO 27001 and SOC 2 aligned, with accreditation in progress.	Holds ISO 27001 and SOC 2, and others, today.
Controls	Maker-checker approval on changes, a documented audit trail, and configurable data residency.	Mature platform controls and certifications at scale.
Who you call	A real escalation contact who knows your account, on every plan.	A dedicated channel exists; which plan includes it is not published.

The certification gap

Deel holds the security certifications today, so if a current certificate is a hard procurement gate, weigh that honestly. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress. What Teamed adds now is human ownership of an incident: maker-checker control and a real escalation contact who knows your account, not a ticket in a queue.

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
FX on salary conversions	Ask for the FX policy in writing before signing. Teamed shows the applied rate against the mid-market reference and absorbs FX at zero markup on the fee. Deel does not publish a specific FX rate or spread on its pricing page, so the markup is built into the conversion rate.	See the worked example above. An undisclosed FX spread is invisible on the invoice, and Teamed's zero-markup policy removes that variable from the forecast.	An itemised FX line on every salary invoice means no surprise reconciliation at year-end. Your people see a clean, readable record of what they were paid and why.	A timestamped applied rate shown against a public mid-market reference is an auditable record. An undisclosed spread is not.
Support when something goes wrong	A contested termination, a work council consultation, or a tax authority question needs a real employment-law expert. Ask whether one is available to you on your current plan, or whether that access is locked behind a higher tier.	Deel does not publish which plan includes its dedicated support channel. Teamed's real HR and legal experts are available on all plans. If you're on Deel's from-$599 rate, ask in writing what the escalation path includes.	You want a real person on the phone when it matters, not a ticket queue. Teamed is rated 4.8 on G2 for service.	A direct line to a real escalation contact who knows your account beats a shared queue for incident handling. Know before you sign who you call at 9pm on a Friday.
Path to your own entity	EOR is a transitional model. Ask whether the provider will tell you when your own entity becomes the better structure, and whether it can set it up and manage it without re-onboarding your employees.	Teamed models the crossover and flags it proactively. Because Teamed can keep managing your own entity for you, its advice is not tied to keeping you on EOR. A provider that earns only while you stay on EOR has the opposite incentive.	A managed transition via Global Entity & Employment Operations (GEMO) 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 sets it up in 100+ countries on the same system you already use.

How switching from Deel to Teamed works

Teams switch for a reason. One Teamed client in insurtech, previously on Deel: "They paid his last April salary to someone completely different. And how you can mess that up is beyond me." 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.

Step 1
Bring your Deel invoice
Share your current Deel invoice. Teamed unbundles it line by line: gross salary, statutory at cost, platform fee, FX residual. You see exactly what the switch saves and where the numbers land.
Step 2
Map the operational plan
Teamed builds the cutover plan per country or per employee cohort: notice-period alignment, payroll-calendar sync, benefits continuity, employee communications. Nothing moves until the plan is agreed.
Step 3
Issue new contracts
New compliant employment contracts issue under Teamed. 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 Deel relationship
Teamed manages the Deel termination timeline and keeps you out of a double-billing period. Most EOR contracts are month-to-month or 30 to 90-day notice. Teamed maps the calendar.

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.

Read the full case study →

Interactive tool

Model the FX on your Deel invoice

Paste your employee headcount and salary mix. The unbundling calculator shows the FX residual on your current invoice and what it looks like absorbed at zero markup. Most teams find $2,000 to $5,000 per employee per year they weren't tracking.

Open the unbundling calculator

Decision checklist

Choose Teamed if you want to see the FX on every salary invoice. The applied rate sits next to the mid-market reference and is absorbed at zero markup. Deel does not publish a specific FX rate or spread.
Choose Teamed if you want to reach a real HR or legal expert on the standard plan, with no higher support tier to unlock. Direct expert access is standard on every plan.
Choose Teamed if you want an EOR that plays nicely with your HRIS and integrates with the major platforms, rather than one that wants to replace your stack.
Choose Teamed if you are thinking about your own entity. It models the crossover, helps you set it up via GEMO and can keep managing it for you, on the same system with no re-onboarding.
Stay with Deel if you want the deepest all-in-one platform and the broadest integration catalogue, and you run hiring as a self-serve product.
Look elsewhere if you are a large enterprise (G-P or Papaya) or your only test is the lowest sticker price (Native Teams, and not Deel either).

Email this to legal

Honest take

When Deel is the better choice

Choose Deel if platform breadth and self-serve depth matter more than a readable FX line. Deel's broad native integration catalogue and polished dashboard are the best in the category for teams that run hiring as a self-serve product.
Choose Deel if you are already on a Deel enterprise agreement and the dedicated support channel is working for your team.
Choose Deel if your priority is a brand your procurement team recognises immediately. Deel is the market-leading name in EOR.

Teamed leads cost transparency, human support, HRIS fit and the path to your own managed entity, not platform depth or brand, and several dimensions are draws. A buyer whose primary need is self-serve breadth should choose Deel. We'd rather tell you that than win a deal that's wrong for both sides.

Questions to ask any EOR before you sign

1What deposit or pre-funding do you require, and which setup, offboarding, minimum-term, termination or admin fees are in the contract? Read it line by line before you sign.
2Will you show me the FX rate on every salary conversion, in writing, against the mid-market reference?
3In each country I hire in, am I employed through your own entity or a local partner?
4Who handles a contested termination or a tax-authority question, and is that access on my plan or only a higher tier?
5Which of my existing HR and payroll platforms do you integrate with?
6When my own entity becomes the better structure, will you tell me, and can you set it up and keep managing it?
7What are the notice period, exit terms and data-portability terms if I move away?
8Are you financially sound enough to hold my payroll, and what are your data-security certifications?
9When I need help, do I reach a real person with a named contact, or do queries route back to an AI portal and an account manager that keeps changing?
10Will you put my actual job title on the contract, even a senior one like CFO, or do you restrict titles on compliance grounds and create a mismatch?
11If an employee splits time across countries, can you run a shadow payroll so I am not left with an unmanaged withholding-tax liability?
12Is contractor misclassification cover included by default, or an opt-in add-on I have to switch on myself?

Frequently asked questions

Is Teamed cheaper than Deel?
Same headline fee. Teamed is $599 flat and Deel is from $599, a starting rate, and we never claim to be the cheapest EOR (that is not us, and it is not Deel either). The difference is the FX line. Teamed shows the salary-conversion rate next to the mid-market reference and absorbs FX at zero markup on the fee. Deel does not publish a specific FX rate or spread, so the markup is built into the conversion rate. Industry analysis puts undisclosed EOR FX at 1.5 to 3% of salary. On a $190,000 salary, that's $2,850 to $5,700 per year per employee that doesn't appear as a line item.
Who should not choose Teamed?
We would rather you picked well than picked us. If you are a 1,000-plus seat enterprise, look at G-P or Papaya Global for the widest owned-entity governance at scale. If your only test is the lowest sticker price, look at Native Teams (and note that neither Teamed nor Deel wins on price). If you want one platform to run all of HR, IT and payroll yourself, look at Rippling or Deel, because Teamed integrates with your HRIS rather than replacing it. Teamed is built for fast-growing companies with an international footprint that want transparency, a real human, and a path to their own entity.
Does Teamed replace my HRIS like the big platforms?
No. Teamed plays nicely with your HRIS and integrates with all the major HRIS platforms, so you keep the stack you already run. The big platforms aim to be your all-in-one system of record for HR, IT and payroll, with the deepest integration catalogue in the category. For the forgotten middle, that breadth is usually more than you need and a rip-and-replace you did not ask for. The useful test is simple: does the EOR connect to the handful of platforms your team actually uses?
Can I switch from Deel to Teamed mid-contract?
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 employee cohort at a time, so the overlap period is contained. Bring your current Deel MSA and Teamed maps the cutover plan and the deadlines. Most switches complete in four to six weeks.
Is Teamed better than Deel on HR and legal expertise?
We score that one a draw, honestly. Both bring real legal muscle. Teamed gives you direct access to real HR and legal experts who handle country-specific edge cases like Betriebsrat consultations and KSchG terminations in Germany. Deel runs a large in-house legal and compliance organisation with deep coverage at scale. The meaningful difference is the access model rather than the capability: with Teamed that expert access is standard on every plan, whereas Deel does not publish which plan includes its dedicated support channel, so confirm your access before you sign.
When should I set up my own entity instead of using an EOR?
As a rough guide, EOR stays the simpler structure at a small headcount in a single country. Above that, the cumulative per-seat EOR fee approaches the fixed cost of a registered entity, a local director where needed, bookkeeping, and annual filings. The exact crossover is country-specific, so Teamed models it per country, helps you set up your own entity via Global Entity & Employment Operations (GEMO) in 100+ countries, and can keep managing it for you on the same system with no re-onboarding. Deel offers entity-setup services but does not publish proactive crossover modelling as a standard feature.
Does Teamed handle visa sponsorship and immigration?
Teamed coordinates immigration through vetted in-country partners. It does not provide direct visa sponsorship itself. If you need to relocate someone or sponsor a work visa, Teamed connects you with the right local immigration partner and runs the employment side around it, so the hire stays compliant while a specialist handles the visa.

Common questions

Teamed vs Deel, which is better for a company hiring across Europe?
For a fast-growing company hiring across Europe, weigh cost and FX transparency, human support, how the provider fits your HRIS, and the path to your own entity. Teamed leads those: it shows the FX against mid-market at zero markup, gives real HR and legal experts on every plan, integrates with your HRIS rather than replacing it, and helps you move to your own managed entity via GEMO. Deel leads all-in-one platform depth and brand. HR and legal expertise, coverage and benefits are draws. Choose Teamed for transparency, a human and an entity path; choose Deel for the deepest platform. If you are an enterprise, look at G-P or Papaya; if price is your only test, look at Native Teams.
Is there an EOR that shows FX rates transparently at the $599 price point?
Teamed is the clearest at that price point: it shows the applied rate against the mid-market reference on every invoice and absorbs FX at zero markup on the fee. Deel, at the same $599 headline, does not publish a specific FX rate or spread, so the markup is built into the conversion rate and the spread on salary conversions is not visible on the Standard invoice. If FX transparency is the deciding criterion, Teamed is the provider that absorbs FX entirely on the fee and publishes the reference rate.

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