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deel
Pricing:
Contractors: $49/month per contractor
EOR: $599/month per employee
HR Platform: Free up to 200 employees
Best For:
Companies looking to rapidly expand their team across multiple countries without setting up foreign entities.
Not For:
Businesses that only operate in one country or require extensive customization and internal control over HR processes.
Multiplier
Pricing:
Hire Employees (EOR): $400 per employee per month.
Pay Freelancers: $40 per freelancer per month.
Global Payroll (Standalone): Starts at $20 per employee per month.
Best For:
Companies undergoing rapid global expansion, especially those focusing on the Asia-Pacific (APAC) region
Not For:
businesses needing extensive pre-built software integrations beyond the current limited list (BambooHR, Workday, Personio, HiBob) or those requiring deep customization
Lano
Pricing:
Employer of Record (EOR): from €600 per employee per month.
Multi-Country Payroll (via partners): from €300 per month + €30 per additional employee per month
Payroll Consolidation: €3 per employee per month
Contractor Management: €20 per contractor per month
Best For:
Medium to large international companies, particularly those based in EMEA, dealing with the complexities of global workforce management.
Not For:
Lano is generally not the right fit for small businesses (under 50 employees) with straightforward, single-country payroll needs..
Oyster
Pricing:
Contractors: $29/month per contractor
Global Payroll: $25/month per employee
EOR: $699/month per employee
Best For:
companies initiating their workforce globalization efforts or those who value a user-friendly interface, straightforward onboarding, and the ability to explore the platform before committing financially.
Not For:
very large multinational corporations that already possess extensive global HR infrastructure.
Papaya Global
Pricing:
Workforce OS: Starts from $5 per employee per month
EOR: Starts from $599 per employee per month
Contractors: Starts from $30 per contractor per month
Best For:
companies needing to automate payroll and payments for their global workforce
Not For:
businesses seeking numerous out-of-the-box software integrations or those looking for a simple, all-inclusive flat fee structure without additional setup
Rippling
Pricing:
Starts at $8 per user per month
Best For:
US-based and international SMBs with up to 2,000 employees
Not For:
Very small companies with only a handful of employees may find Rippling too robust for their needs.
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An Employer of Record (EOR) is a third-party service that legally employs international workers on your behalf. This model is ideal for companies that want to hire talent in other countries but don’t have registered business entities there.
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Avoid the lengthy and costly process of entity setup. With an EOR, you can start hiring in new countries in days rather than months
EORs stay current with local labor laws, ensuring contracts, payroll, and benefits meet country-specific requirements.
Since the EOR is the legal employer, they take on liability for employment law compliance, mitigating risk for your business.
Manage all international hires through a centralized platform while the EOR handles the back-end complexity.
Instead of diverting resources to manage global compliance, your HR and legal teams can stay focused on strategic initiatives.
Unlike hiring contractors, EOR employment is structured like a full-time job, complete with statutory benefits and protections. This model minimizes misclassification risks that could lead to fines or backdated taxes.
Compared to direct employment through a local entity, EORs offer a faster and more flexible path to hiring globally, especially for testing new markets or hiring a small number of employees in different countries.
Leading EOR platforms today go beyond basic employment services. They often include:
Some providers now own their own legal entities in key markets, reducing reliance on local partners and improving service consistency and control.
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As global hiring becomes more strategic and competitive, choosing the right Employer of Record (EOR) provider is crucial to ensuring a smooth and compliant international employment process. While most EORs offer similar core services, differences in capabilities, coverage, and experience can have a major impact on your operations and employee satisfaction.
Here’s a step-by-step guide to help you evaluate and select the best EOR provider for your business:
Before comparing providers, define your international hiring objectives:
Your answers will help narrow the field to providers with the right global reach and service model.
Not all EORs operate the same way. Some own legal entities in each country, while others rely on local third-party partners. Owned entities often provide:
If compliance risk is a priority, prioritize providers that directly own or tightly manage their in-country entities.
Your EOR should be an expert in local labor laws, not just payroll processing. Ask:
A strong EOR partner will help you avoid penalties and protect your employer brand across markets.
The EOR will be your international employees’ legal employer, so their experience matters. Review:
Choose a provider that ensures employees feel supported and valued, even across borders.
Most modern EORs offer a digital platform to manage contracts, payroll, documents, and employee records. Check for:
If your internal systems are well integrated, your team can stay informed without added manual work.
International employment often involves complex issues, from visa support to local tax queries. Ask:
Strong support can make the difference between a smooth onboarding and a frustrating process.
Look beyond your current needs:
A flexible provider can grow with you, not hold you back.
Request a demo or trial where possible. Use the opportunity to:
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