Teamed vs Native Teams
Teamed vs Native Teams, an honest comparison
Native Teams starts at $99 per employee per month; Teamed is $599 flat. That gap is real and we say so. But price is one dimension of five. Teamed leads FX transparency, real HR and legal expert access, and HRIS integration. Native Teams leads contractor payments breadth and sticker price.
Trusted by 1,000+ growing teams
- $599
- Teamed flat fee. FX absorbed at zero markup, applied rate shown against mid-market on every invoice.
- 4.8
- Teamed 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 Global Entity & Employment Operations (GEMO). Proactive crossover modelling, no re-onboarding.
Teamed vs Native Teams: which EOR fits a rapidly growing company?
Native Teams starts at $99 per employee per month; Teamed is $599 flat. That gap is real and we say so. But price is one dimension of five. Teamed leads FX transparency, real HR and legal expert access, and HRIS integration. Native Teams leads contractor payments breadth and sticker price.
At a glance
Teamed
Rated 4.8 on G2
Best for: fast-growing companies with an international footprint that want a transparent invoice, real HR and legal experts on every plan, and a path to their own managed entity.
Native Teams
Rated 4.9 on G2
Best for: teams where sticker price is the primary criterion, contractor payments breadth matters most, and lower-salary-band hires are the main use case.
Shared by both: broad global coverage · contractor and EOR on one platform · entity setup as a product
| Where it matters | Who leads | Why |
|---|---|---|
| Sticker price | Native Teams | Native Teams starts at $99 per employee per month; Teamed is $599. The gap is real and we say so. Ask whether the $99 applies to your salary band and read the full contract before you sign. |
| FX transparency | Teamed | Teamed absorbs FX at zero markup and shows the applied rate against mid-market on every invoice. Native Teams states it uses "real-time middle exchange conversion rates*" (asterisk, no visible footnote) and publishes no numeric spread. |
| Human support, who handles an escalation | Teamed | Teamed gives direct access to real HR and legal experts on every plan. Native Teams does not publish a support-tier structure; call intel from a reseller partner describes service on a demanding engagement as a significant weakness. |
| HRIS integration and platform fit | Teamed | Teamed integrates with the major HRIS and payroll platforms you already run. Native Teams has no published integrations directory; /integrations returns 404 and HRIS connectors are roadmap-only per the help centre. |
| Contractor tooling and payments breadth | Native Teams | Native Teams runs three contractor-oriented plans: Contractor Pay from $19, Contractor of Record from $99, and Gig Pay custom. Dedicated expense cards, multi-currency wallet and real-time payment tracking are genuine product strengths. |
| Coverage and owned-entity clarity | Draw | Teamed reaches 180+ countries and publishes its 57 owned-entity countries clearly. Native Teams states 95+ countries but publishes no owned-vs-partner breakdown, with its own pages inconsistent between 85+ and 95+ as the owned-entity figure. |
| Compliance and legal depth | Teamed | Teamed owns a German entity and real HR and legal experts handle Betriebsrat consultations and KSchG terminations directly. Native Teams claims a dedicated legal team but publishes no team size, credentials or jurisdiction depth. |
| Path to your own managed entity | Draw | Both offer entity setup. Teamed does it via GEMO in 90+ countries on the same system with no re-onboarding and proactive crossover modelling. Native Teams offers Entity Management from $149/month with expert-led setup and an explicit EOR-to-entity crossover path. |
Teamed on G2
Who Teamed is for
Teamed is built for the forgotten middle: fast-growing companies with an international footprint that want a readable invoice, a real HR or legal expert on every plan, an EOR that plays nicely with their HRIS, and a path to a managed entity when they are ready. If you are hiring at senior salary bands across multiple countries and need a provider you can reach when something goes wrong, 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 Native Teams, G-P, Papaya or Rippling is the better call.
Find your pick in 20 seconds
| If you are… | Start with | Why |
|---|---|---|
| Price is the only criterion | Native Teams | Lowest published EOR rate in the category. Read the contract and check whether $99 applies to your salary band before you sign. |
| Contractor payments breadth at low cost | Native Teams | Three contractor-oriented plans from $19, with dedicated expense cards, multi-currency wallet and real-time payment tracking. |
| A 1,000-plus seat enterprise | G-P or Papaya Global | Widest owned-entity governance and enterprise SLAs at scale. |
| 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 real human, an entity path | Teamed | Readable invoice with FX shown at zero markup, real HR and legal experts on every plan, your own managed entity when ready. |
What is the Teamed vs Native Teams comparison?
An Employer of Record (EOR) legally employs your people in another 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 hire compliantly before you have a legal entity in that market.
Teamed and Native Teams serve different ends of the same market. Native Teams starts at $99 per employee per month and leads on sticker price, contractor payments breadth and a multi-currency payments platform. Teamed is $599 flat, absorbs FX at zero markup with the applied rate shown against mid-market on every invoice, and gives you direct access to real HR and legal experts on every plan. Every EOR delivers through a blend of owned entities and vetted local partners. The three questions that matter: which of your countries are owned versus partner-served, who handles a contested case, and whether the $99 applies to your salary band.
Cost and FX, what you actually pay
The $99 vs $599 gap is real and Teamed says so. Native Teams is the right call if lowest sticker price is the deciding factor. But the full cost picture needs two more questions: does the $99 apply to your salary band, and does the FX rate sit inside the fee or outside it? Teamed absorbs FX at zero markup with the rate shown against mid-market on every invoice. Native Teams states it uses "real-time middle exchange conversion rates*" on its currency-exchange page, publishes no numeric spread, and the asterisk has no visible footnote.
| Detail | Teamed | Native Teams |
|---|---|---|
| EOR fee | $599 USD / £479 GBP per employee per month, flat | From $99 per employee per month (ask whether this applies to your salary band; evidence suggests the rate may scale with total employment cost) |
| FX on salary conversions | Zero markup. Applied rate shown against the mid-market reference on every invoice. | States "real-time middle exchange conversion rates*" with no visible footnote and no published spread or margin figure. |
| Setup, offboarding, deposit | No setup or offboarding fees. A refundable deposit of one month of salary is required to start. An early-exit fee may apply within three months, set out in the contract. | No mandatory deposit or pre-funding published on the pricing page. No separately named add-on fees for EOR/contractor products. |
Read the contract on both sides
Budget and bigger providers alike can layer on setup, minimum-term lock-ins, offboarding and admin fees that do not appear on the headline pricing page. The honest move is to read the contract line by line before you sign, whichever provider you pick.
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. Native Teams does not publish a support-tier structure. A reseller partner who uses Native Teams as their main EOR supplier described a demanding Japan engagement as "an absolute nightmare from start to finish" and attributed it to growing faster than their operational processes could follow.
| Detail | Teamed | Native Teams |
|---|---|---|
| Human support access | Real HR and legal experts on all plans. No AI bot wall. A real escalation contact who knows your account. | Human support via live chat, email and an Account Manager. No published support-tier structure or gating matrix. |
| Service rating | Rated 4.8 on G2 for service. | Rated 4.9 on G2 (approximately 210 product reviews, June 2026). |
| Escalation on difficult cases | A real HR or legal expert coordinates the case with local counsel; a real escalation contact who knows your account. | No published escalation pathway for difficult employment cases. Call intelligence from a reseller partner flags service gaps on demanding engagements. |
From a reseller partner on Native Teams
"Customer service is a nightmare, absolute nightmare. We bought a really big client who wanted someone in Japan and it was an absolute nightmare from start to finish. I think they've obviously grown pretty quickly and then maybe processes haven't followed them." A reseller partner who uses Native Teams as their main EOR supplier, November 2025.
HRIS integration, does it plug into your stack?
Teamed integrates with the major HRIS and payroll platforms you already run. It does not try to replace your system of record. Native Teams positions itself as an all-in-one work payments platform but does not publish a live integrations directory. nativeteams.com/integrations returns HTTP 404. HRIS connectors appear only as roadmap items on the help-centre "What's coming next?" page, not as shipped functionality.
| Detail | Teamed | Native Teams |
|---|---|---|
| HRIS integration | Integrates with the major HRIS and payroll platforms the mid-market runs. Does not try to replace your stack. | No live integrations directory. /integrations returns 404. HRIS connectors are roadmap-only per the help centre's "What's coming next?" page. |
| Platform approach | Focused EOR partner. Plugs into your existing stack rather than aiming to replace it. | An all-in-one work payments platform (hiring, payroll, contractor payments, entity) without published third-party HRIS connectivity. |
| Self-serve depth | Lighter, advisory-led product built to support your team. | Self-serve via app.nativeteams.com and mobile apps (iOS and Android). Markets "3x faster onboarding" and "70% less admin work" on the EOR page. |
The useful test
Ask whether the EOR connects to the handful of HRIS and payroll platforms your team already uses. A platform that wants to replace your stack is a different product decision from one that connects to it. Know which you are buying.
Contractor tooling and payments
Native Teams runs a genuinely broad contractor-payments platform. Contractor Pay starts at $19 per contractor per month. Contractor of Record starts at $99, with misclassification protection, multi-currency payments, dedicated expense cards and IP-rights language. Gig Pay handles custom freelancer volumes. Teamed has Guard and Protect on the same system as EOR: Guard covers up to $10,000 per case of misclassification while you remain the engager; Protect has Teamed engage the contractor directly and take on the misclassification liability. Native Teams leads on contractor payments breadth and price at this tier.
| Detail | Teamed | Native Teams |
|---|---|---|
| Entry-level contractor payments | Not a direct equivalent. Contractor management and classification cover via Guard and Protect. | Contractor Pay from $19/contractor/month. Multi-currency payments, dedicated expense cards, locally aligned contractor agreements. |
| Contractor of Record | Protect: Teamed engages the contractor directly and takes on the misclassification liability. From £250/contractor/month or 15% of monthly invoice value, whichever is greater. | Contractor of Record from $99/contractor/month. Misclassification protection, IP-rights language, multi-currency payments. |
| Misclassification cover | Guard: up to $10,000 per case cover, you remain the engager. Protect: Teamed engages and takes on the liability. | Misclassification protection included at the Contractor of Record tier. |
For contractor-heavy operations
If contractor payments breadth and lowest price are the primary criteria, Native Teams' multi-tier contractor offering is a genuine strength. Teamed's Guard and Protect are built for companies whose main relationship is EOR employment and where contractor classification risk is an adjacent concern.
Compliance, coverage and owned-entity clarity
Both reach broad global coverage via a blend of owned entities and vetted local partners. Teamed publishes its owned-entity footprint clearly: 57 countries including Germany, France, Spain, the UK and the US, with vetted partners covering the rest of the 180+ reach. Native Teams states 95+ countries but does not publish an owned-vs-partner breakdown. Its own pages are internally inconsistent, with some citing 85+ countries as owned entities. Without a published split, you cannot verify which of the 95+ are served via owned entities per country.
| Detail | Teamed | Native Teams |
|---|---|---|
| Coverage | 180+ countries via 57 owned entities and vetted in-country partners. | 95+ countries. No published owned-vs-partner breakdown. Pages internally inconsistent on whether 85+ or 95+ are owned. |
| Legal depth | Real HR and legal experts handle Betriebsrat consultations and KSchG terminations directly via Teamed's own German entity. | Claims a dedicated legal team supporting proactive GDPR and CCPA compliance. No team size, credentials or jurisdiction depth is published. |
| Security certifications | ISO 27001 and SOC 2 aligned, with accreditation in progress. | Claims to "comply with GDPR, ISO, and SOC 2" with no certificate number, audit date or scope published. ISO is unqualified (not stated as ISO 27001). |
Ask per country
Every EOR delivers through a blend of owned entities and partners. The owned-vs-partner question is real, and it affects legal risk, data handling and who coordinates a contested case. Ask any provider: in each country you hire in, is the employment through your own entity or a vetted partner? Teamed publishes its 57 owned-entity countries. Native Teams does not publish a breakdown.
Scaling to your own entity when you are ready
EOR is a stage in a company's growth, not the endpoint. Both Teamed and Native Teams offer a path to your own entity. Teamed does it via Global Entity & Employment Operations (GEMO): setup in 90+ countries on the same system as EOR, with proactive per-country crossover modelling and no re-onboarding. Because Teamed earns either way, its advice is not tied to keeping you on EOR. Native Teams sells Entity Management from $149/month as a distinct product, with expert-led setup and an explicit "Start with entity management. Scale with self-serve EOR." crossover positioning.
| Detail | Teamed | Native Teams |
|---|---|---|
| Entity setup | Global Entity & Employment Operations (GEMO): setup in 90+ countries on the same system, no re-onboarding. | Entity Management from $149/month. Expert-led setup in the target market. One-time country-based setup fee (varies by country, no figure published). |
| Crossover modelling | Proactive per-country modelling. Flags the month your own entity becomes the better structure. | Explicit EOR-to-entity crossover path published. A dedicated FAQ asks "Can I transition from using an EOR to my own entity?" No published proactive modelling tool. |
| Same-system continuity | EOR and GEMO on the same system. No re-onboarding for employees. | Entity Management is a separate paid product. No published detail on employee continuity during the EOR-to-entity transition. |
Why the crossover model matters
A provider that earns only while you stay on EOR has an incentive not to flag when your own entity becomes the better structure. Teamed models the crossover, helps you set up the entity, and keeps managing it for you afterwards. That alignment matters more as your headcount in a country grows.
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 mid-market at zero markup. Native Teams claims a mid-rate basis with an asterisk and no disclosed spread. Ask: what is the margin over the reference rate, and where does it appear on the invoice? | An undisclosed EOR FX margin, typically in the 1.5 to 3% industry range, does not appear as a line item. On a $150,000 salary that is $2,250 to $4,500 per employee per year. Teamed removes that variable from the forecast by absorbing FX at zero markup. | An itemised FX line on every salary invoice means no year-end reconciliation surprise and a clean, readable record for your employees. | A timestamped applied rate shown against a published mid-market reference is an auditable record. An undisclosed spread is not. |
| Support when something goes wrong | A contested termination, a works-council consultation or a tax-authority question needs a real employment-law expert with jurisdiction depth. Ask whether one is available on your plan, or whether that access requires escalation. | A slow or poorly-handled escalation costs time and potentially employment-law exposure. Teamed includes direct access to real HR and legal experts on every plan. Native Teams has no published support-tier structure and call intelligence flags service gaps on demanding engagements. | You want a real person with employment-law experience when it matters, not a ticket queue. Ask the provider: who coordinates a contested exit, and are they a real expert or a general-queue handler? | A direct line to a real escalation contact who knows your account is more reliable for incident handling than a shared chat queue. |
| Owned-entity vs partner, per country | The owned-entity vs partner question affects legal risk, data handling and who coordinates a contested case. Ask Native Teams per country. Teamed publishes its 57 owned-entity countries and the rest of the 180+ reach is served by vetted in-country partners. | Coverage breadth is not a differentiator. Via local partners both providers reach broad global coverage. The relevant question is who is the named employer in each of your countries. | Your employees are employed under contracts issued in their country. Ask who holds that employer-of-record role and who they call if a dispute arises. | Owned-entity coverage gives you more direct control over data residency and employment records in that country than a partner arrangement. |
How switching from Native Teams to Teamed works
Most switches are operationally straightforward. EOR contracts are typically month-to-month or carry a 30 to 90-day notice period. Teamed runs phased cutovers so overlap is contained and employees never notice a gap.
Step 1
Bring your current invoice
Share your Native Teams invoice. Teamed unbundles it line by line: gross salary, statutory at cost, platform fee and the FX residual. You see exactly what the switch involves 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 and 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 Native Teams relationship
Teamed maps the 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 so the dates line up.
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 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.
Interactive tool
Model the full cost of your EOR
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 were not tracking.
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. Native Teams publishes a mid-rate basis but no numeric spread.
- Choose Teamed if you want to reach a real HR or legal expert without navigating a general-queue chat system. Direct expert access is standard on every Teamed plan.
- Choose Teamed if your HRIS integration matters. Teamed connects to the major HRIS and payroll platforms you already run. Native Teams has no live integrations directory.
- Choose Teamed if compliance depth and a clear owned-entity footprint matter in your specific countries. Teamed publishes its 57 owned-entity countries; Native Teams does not publish a breakdown.
- Choose Teamed if you want a proactive entity path. GEMO models the crossover, sets up your own entity in 90+ countries and keeps managing it with no re-onboarding.
- Choose Native Teams if price is the primary criterion and the $99 rate applies to your salary band. It is the lowest published EOR rate in the category.
- Choose Native Teams if contractor payments breadth is the main need: Contractor Pay from $19, Contractor of Record from $99, Gig Pay, multi-currency wallet and expense cards.
Honest take
When Native Teams is the better choice
- Choose Native Teams if lowest sticker price is the deciding factor. At $99 per employee per month it is the lowest published EOR rate in the category. Ask your sales contact whether the rate applies to your employees' salary band and read the contract before you sign.
- Choose Native Teams if you need multi-tier contractor payments at low cost. Contractor Pay from $19, Contractor of Record from $99, Gig Pay custom pricing, multi-currency wallet, dedicated expense cards and real-time payment tracking are genuine product strengths.
- Choose Native Teams if your team is mobile-first and the multi-currency wallet and payments platform suit your workflow better than an advisory-led EOR.
Teamed leads FX transparency, real HR and legal expert access, HRIS integration and compliance clarity. Native Teams leads sticker price and contractor payments breadth. We would rather route you honestly than win a deal that is wrong for both sides.
Questions to ask any EOR before you sign
- 1Does your $99 EOR rate apply to my employees' salary band, or does the fee scale with total employment cost?
- 2What deposit or pre-funding do you require, and which setup, offboarding, minimum-term, termination or admin fees are in the contract?
- 3Will you show me the FX rate on every salary conversion, in writing, against a mid-market reference?
- 4In each country I hire in, is the employment through your own entity or a local partner? Can you confirm per country?
- 5Who handles a contested termination or a tax-authority question, and are they a real employment-law expert with jurisdiction depth?
- 6Which of my existing HR and payroll platforms do you integrate with today, as a live shipped feature?
- 7When my own entity becomes the better structure, will you flag it proactively and can you set it up and keep managing it?
- 8What are your current security certifications, and can you share the audit report or certificate?
Frequently asked questions
Is Native Teams cheaper than Teamed?
Native Teams starts at $99 per employee per month; Teamed is $599. The sticker-price gap is real and we say so. Before you decide on price alone, check two things. First: does the $99 apply to your salary band? A prospect report suggests the fee may scale with total employment cost at higher bands. Second: what does the FX cost? Teamed absorbs FX at zero markup and shows the applied rate against mid-market on every invoice. Native Teams states a mid-rate basis with an asterisk and no published spread. An undisclosed EOR FX margin, typically in the 1.5 to 3% industry range, can add $2,250 to $4,500 per year on a $150,000 salary that does not appear as a line item.Who should not choose Teamed?
We would rather you picked well than picked us. If price is the only criterion, look at Native Teams: it is the lowest published EOR rate in the category. If you need multi-tier contractor payments at low cost, Native Teams' three-plan contractor offering is a genuine strength. 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 you want one platform to run all of HR, IT and payroll, look at Rippling or Deel. 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 Native Teams own its entities or use a partner network?
Native Teams does not publish a clear owned-entity vs partner breakdown. Its help centre says the 95+ countries are served through its own legal entities, but other pages on the site cite 85+ as the owned figure, with inconsistency across the site. No per-country split is published. Third-party reviews suggest a hybrid model with stronger owned coverage in Europe and the Balkans and partner reliance outside Europe. Ask Native Teams per country before you sign. Teamed publishes its 57 owned-entity countries, and the rest of the 180+ reach is served by vetted in-country partners.Does Native Teams integrate with my HRIS?
Not as a live shipped feature. nativeteams.com/integrations returns HTTP 404. HRIS connectors appear on the help-centre 'What's coming next?' page as roadmap items, not current functionality. A third-party review confirms Native Teams currently lacks native HRIS integrations and that they are on the roadmap for 2026. If HRIS integration matters to your workflow, Teamed connects to the major HRIS and payroll platforms you already run.Can I switch from Native Teams 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: payroll-calendar alignment, benefits continuity and employee communications. Teamed runs phased switches, one country or one employee cohort at a time, so the overlap period is contained. Bring your current Native Teams contract and Teamed maps the cutover plan and the deadlines. Most switches complete in four to six weeks.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 one 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. Native Teams also offers entity setup via its Entity Management product from $149/month with expert-led guidance. Both paths are real; Teamed's advantage is the proactive per-country modelling and same-system continuity.
Common questions
Teamed vs Native Teams: which EOR is better for a growing tech company in Europe?
For a growing tech company hiring across Europe, weigh FX transparency, human support access, HRIS integration and compliance clarity. Teamed leads all four: 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 publishes a clear owned-entity footprint across 57 countries including Germany, France and the UK. Native Teams leads on sticker price ($99 vs $599) and contractor payments breadth. If transparency, a real human when you need one and an entity path matter more than the lowest sticker price, Teamed is the better fit for a fast-growing European hiring operation.Is there an EOR that publishes its FX rate for around $99 per employee?
At the $99 price point, Native Teams states it uses 'real-time middle exchange conversion rates' on its currency-exchange page but publishes no numeric spread or margin figure, and there is an asterisk with no visible footnote. No EOR at the $99 price point publishes a fully transparent zero-markup FX policy with the rate shown against mid-market on every invoice. Teamed does that at $599. If FX transparency is the deciding criterion, expect to pay more for it; the $99 market is price-led, not transparency-led.
For the buying committee
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The honest path
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