10+ Best Employer of Record (EOR) Services for 2025

The first thing that we love is Deel HR is free! Not only is it free, it still offers all the bells and whistles of your typical paid platforms. I like that you can use Deel as the employer of record for international employees. Deel ensures we are compliant with local labor laws. Deel HR has replaced our need to purchase an HRIS system to serve as our employee management system.

We purchased Deel because we were seeking an affordable HR tool for our startup company. We were experiencing pain in the areas of documentation management, managing employee files on multiple databases, and wanted to streamline our operations. We were also seeking an onboarding solution that could integrate with our recruitment process. Deel has helped us centralize our HR functions and improve our efficiency in managing employee data and onboarding new hires.

The cost for the employer of record is very high for a startup company. This is an amazing solution to offer for a growing company, but I wish the price was lower or split into two payments across the month. Although it is easy to navigate, the UI could be nicer.

Deel is a one-stop shop for domestic and international hires. They have a built-in background check and visa and EOR in one platform. Other platforms require the use of multiple tools to accomplish these tasks.

First, they need to consider their hiring needs. Determine how many international hires annually to be able to do a cost-benefit analysis. They also need to have a defined hiring workflow to determine if Deel has everything they need to enhance their existing workflow.

Deel has done a great job with API and adding new integrations as the market evolves.

Global and domestic organizations of all sizes.

Pricing flexibility was great and affordable for smaller enterprises. The representatives and customer service staff were very knowledgeable and experienced, offering excellent guidance and a can-do attitude, which was very welcome as we had become bogged down in red tape. We liked that there were very relevant add-on services that could be used on an ad-hoc basis.

We bought Papaya Global because we were expanding internationally. Our business meant that we had small offices and remote workers in many countries. It was time-consuming and error-prone to individually pay staff in so many countries. We needed a tool that could centralize global payroll and pay multiple international staff seamlessly and effortlessly, and Papaya Global did this. I used it for about a year.

It would have been good if they had a solution for 50 to 100 employees. We had to take the minimum 100-employee tariff even though we initially had fewer than 100 employees. Reporting could be improved; I found that the invoices were a little low on detail. It is a bit more expensive than the competition.

I have used other similar tools, and while a little more expensive, I found that this one has better global coverage and a more comprehensive service offering.

Consider global coverage, e.g., what countries they serve and if they have a depth of knowledge and expertise. Ensure it has a good and efficient global payroll service at its core, but also has the appropriate add-on services (like EOR, global payments, contractor payments) so you can quickly adapt to changing business circumstances.

I think the library and knowledge base have grown substantially, providing more on-demand information and advice about global payments.

Papaya Global is good for any international organization with employees in multiple countries.

First off, Multiplier takes the guesswork out of international compliance - no more frantic Googling about employment laws! The dashboard is a game-changer; I can finally see everything about our global team in one place without jumping between twenty spreadsheets. What really seals the deal is the payroll system - hitting one button and knowing everyone's getting paid correctly, no matter where they are.

The decision to get Multiplier came from a real headache we were facing with international hiring. We were drowning in paperwork trying to manage people across different countries, and the breaking point came when we realized we'd need to set up legal entities in each one.

After hearing good things about Multiplier from a colleague, we took the plunge. Six months in, I can't imagine handling our global team without it - no more late nights figuring out compliance issues for different countries.

I've got to be honest, the price tag made me wince at first, especially since we're scaling up. The interface can be a bit of a maze sometimes; just yesterday I spent ages trying to find a specific report.

Support response times can be frustrating too - while the team is helpful when they get back to you, sometimes you're left hanging. We've also run into snags with some of the more obscure markets we're trying to hire in.

Here's the thing about Multiplier - they've really nailed the balance between contractors and full-time employees, which most other platforms struggle with. The big difference is they actually understand local nuances instead of just checking boxes.

Their pricing is refreshingly straightforward too - no surprise fees lurking in the fine print (learned that lesson the hard way before). The local support in each market has helped us navigate tricky situations that other providers probably wouldn't have caught.

Take it from someone who's been through this - look beyond the flashy sales pitch. Dig deep into their compliance coverage in your target markets and think about your growth plans.

Make sure you understand ALL the costs involved - not just the base subscription, but currency conversion fees and support costs. Don't forget to check how it'll play with your existing systems - we learned that one the hard way.

Multiplier keeps getting better. When we first started, the reporting was pretty basic, but they've really stepped up their game. Last month they added some smart automation tools that have saved us hours.

They seem to actually listen to feedback too - they recently overhauled the compliance monitoring system after users kept asking for better alerts.

If you're running a growing company with international plans, you'll love Multiplier. It's perfect for those "I can't believe how much time I used to spend on this" moments in managing global teams.

The sweet spot seems to be mid-sized companies that are serious about international expansion but don't want to build out massive legal and HR teams in every country.

It is easy to set up new countries depending on business needs as an EOR provider. The easy-to-use platform helps us identify and manage our talent well. Global benefits allow us to navigate new countries without worrying about the nuances of benefit offerings.

We are a global company with needs in various countries for employee benefits, payroll, and HRIS. Specifically, we needed assistance with paying employees in countries where we do not have a legal entity. Remote provides Employer of Record services for us in multiple countries, allowing us to employ top talent without the burden of legal requirements and compliance. They have an easy-to-use platform that helps our employees stay on top of their pay and benefits, and they have dedicated team members that assist employees with any questions they may have. It's a cost-effective solution for our global payroll needs.

Remote could be more cost-effective. I have found other EOR services with cheaper offerings. The platform is fine, but it could have more features related to global compensation and access to more community-based groups that would allow companies to connect with each other.

Their platform is easy to use, and the recent addition of support tickets has made it very easy to access help in any situation. Additionally, Remote has a singular pricing model, which is convenient because we do not have to worry about charges for leavers, joiners, or year-end.

Consider hidden costs around processing and setup. The bottom-line monthly cost is not always the full price, as some of these EOR services will charge setup fees and year-end fees that, although mentioned in their proposals, are not included in the annual cost. Remote does this very well, and their pricing is very easy to understand.

I have not used Remote long enough to see changes over time.

Remote is good for global companies that have a few international employees.

1. The global integration was the key solution for us.
2. Managers can easily access HR legislation and policies relevant to their countries.
3. The platform simplifies hiring and payroll across different countries, providing a consistent experience for all employees.

The organization I worked for needed a global HR and payroll solution because we were setting up offices in India. We required a system that could seamlessly integrate across all offices and provide a consistent employee experience, particularly regarding payroll. Remofirst was the most suitable option, meeting all our needs for global operations. It enabled us to pay employees in different countries according to their local currencies and offered a clean, user-friendly platform for all staff. The company has continued using Remofirst for the past 10 years.

1. There isn't much to dislike, but the cost may not be feasible for small businesses or startups.
2. Depending on your existing HR platforms, integration with Remofirst might take some time.
3. The tool may not be a good fit if you're not dealing with global operations.

Remofirst stands out due to its global presence and employer of record service. The platform's ability to manage employment contracts, recruitment, and payroll across different countries differentiates it from other solutions.

Consider whether you need a platform that can streamline HR functions globally. Remofirst is ideal for managing recruitment, payroll, and compliance with local legislation across multiple global offices.

Remofirst has made continuous improvements over time, focusing on enhancing user experience and expanding integration capabilities with other platforms. Their commitment to evolving their product based on user feedback has made the tool more adaptable and efficient.

Remofirst is best suited for established global companies. It excels in providing a streamlined service for organizations with multiple global locations, offering a consistent experience across all offices.

Personally, Oyster is one of the better platforms. I appreciate how it emphasizes the importance of compliance. Since we were a global company, Oyster's functions allowed us to stay compliant with city laws, state laws, and federal regulations. Its onboarding functions are excellent.

Onboarding can often become messy with global companies, but Oyster streamlined the process. When it came to customer support, we felt confident because their team was easy to contact and provided helpful tools and resources.

I was with my previous employer for a 9-month temporary contract. We used Oyster as a "catch-all" platform for Human Resources and Talent Acquisition. The platform allowed us to source, onboard, and maintain personnel records.

While I was on that contract, I worked between both teams, which gave me a good grasp of the platform's functions, and I enjoyed using it. From my understanding, they implemented Oyster shortly before I joined because of a company shift that required HR and TA to work more collaboratively.

I don’t have many cons, but there are a few. Their reporting functions are not the best; for a platform that is so advanced, the reporting features are basic and require more manual work.

Additionally, the reliance on third-party services, which many companies use, can sometimes cause issues. When working with third-party vendors, processes can become messy and more time-consuming than necessary.

I have worked with similar tools in the past, and I can confidently say that I prefer Oyster. The platform operates efficiently and simplifies tasks for HR and TA functions. Its features are user-friendly and make our roles easier.

Companies and teams should assess whether they truly need this type of platform—just because it offers a lot doesn’t mean it’s the right fit for everyone. Since it is somewhat expensive, I would advise teams to carefully evaluate their needs before committing to a platform like Oyster.

Oyster did not change significantly during my time using it. It remained consistent throughout my contract role. However, due to the platform’s modern features and design, I felt it didn’t require much change.

Oyster is well-suited for HR and TA teams with 20+ members, especially companies that operate globally.

Rippling centralizes the majority of the HR processes (+ Finance and IT, if you chose) that would otherwise be spread across multiple systems. For example, our company’s flex benefits, COBRA, and ACA were either managed with a carrier outside of our broker or manually by us and now Rippling handles the administration of all these areas in consolidation with our other health insurance benefits.

The strength of Rippling’s integration library allows for consistent and regular communication to and from Rippling for processes that are not directly managed within the system. For example, prior to Rippling, we manually onboarded and offboarded employees to/from Guideline. With Rippling, the systems speak to each other and manage the employee’s lifecycle with our company-sponsored 401k.

A highly beneficial aspect of Rippling is the workflow feature. Workflows have allowed us to set up Rippling in a way that allows it to speak within the system, initiate processes, and communicate to people/external systems. Rippling is a high-tech HRIS and a constantly progressing platform that meets the needs of today’s operations teams (HR, IT, Finance included).

We selected Rippling to implement a strong HRIS while centralizing other HR operations. By implementing Rippling, we were able to solve and improve several areas. First, we consolidated historical employee data from three to four different platforms into one, allowing us to use Rippling reporting to provide company trends. Second, we simplified benefits administration by transferring health insurance, Flex Benefits, COBRA, and ACA management to the Rippling platform. Third, Rippling offers a cleaner, more centralized, and highly integrated solution for our HRIS needs. I have been actively using Rippling for six months.

Rippling is a complex system. For it to be fully functional to the best of its ability it needs to be given the time to implement and set up in great detail. Knowing this, the implementation should have been much more hands-on. I’d recommend that whoever is leading the implementation internally has experience with other systems, so they know what to look for.

Rippling does not have an employee “notes” section. As the place I rely on for the most up-to-date employee job and personal information, it is missing the ability to keep it up to date with employee relations information directly in their profile. This is a feature I have experience with in other HRIS’s and is a missed opportunity in the Rippling platform.

Unlike BambooHR, a competitor, Rippling does not offer a “missing data” report. To find out who within the company is missing information, we will have to discover it when it is flagged during another unrelated process. I think this puts us at risk if we are unknowingly missing key information or signatures from any employee.

Rippling is a fully functional operations system with a large integration library. It provides HR with the necessary tools and offers Finance and IT tools. Incorporating various clouds and add-ons allows Rippling to carry an administrative weight heavier than its competitors.

Rippling is a complex system, so you should be prepared to invest time and attention to building a strong foundation during the implementation process. It can do a lot, but it needs to be built on the backend for the front end to function at its best. Since many tools within Rippling rely on one another, approach it with a big-picture philosophy for your organization’s intentions. Be clear about what you need during the discovery process, as Rippling has many features, but not all may be necessary for your company.

Rippling continues to introduce small improvements to existing features and entire tools, like performance reviews, and exclusive highly functional built-in integrations, like Carta. These developments are likely to continue as Rippling gains popularity in HR and Finance.

Rippling is highly flexible and can be strong for a wide range of companies. It can suit new startup companies (less than 50 employees) but may be best for 70+ and growing SMBs.

Globalization Partners handles the time zone issues for us, making scheduling easy. Their platform provides updates on local holidays, so we never accidentally plan important meetings on a day off in another country. Their customer support is truly great, especially when we're dealing with urgent issues. They offer localized perks, like specific benefits that resonate with employees in different regions.

We jumped on board with Globalization Partners two years ago because we were overwhelmed by the chaos of hiring from different countries. The headaches of local labor laws and juggling international payroll were driving us crazy. Globalization Partners handled all the tricky aspects of global employment for us. They took care of compliance, payroll, and benefits, which saved us from countless sleepless nights. Thanks to them, we could manage more work with a smaller HR team, making everything more efficient. Now, we can focus on growing our team without getting bogged down in the details of international HR.

One downside is that their services can be pricey, especially for smaller companies or startups. It is expensive for us as well, and we intend to shop around. Another issue was that the platform's integrations with our existing HR systems were not as smooth as we hoped, causing some delays. Additionally, the customization options for reports and dashboards are limited, which can be frustrating when we need specific data.

I found the international payroll services quite good, which are always tricky. Other competitors advertise local entities that handle things seamlessly, but that was not always the case. Here, they truly are professional. The customer service is not just fast and lovely but also capable of solving issues, even at 7 PM on a Friday. Time zone and local holiday coordination make managing an international workforce easier.

When buying a tool like Globalization Partners, consider how well it handles compliance with local labor laws to avoid legal headaches. Look at the platform's ability to manage international payroll. Check the level of customer support—having not just quick but knowledgeable help can save you from a lot of stress. Also, think about how user-friendly the platform is and whether it integrates smoothly with your existing HR systems.

Over the last two years, Globalization Partners has introduced new features. Aside from the tool that helps us keep track of local holidays, they've improved their language support, making it easier for teams who speak different languages to get help and navigate the platform. Another addition is their cultural tips feature, which offers insights into local customs and etiquette—handy for building better relationships with our international team members.

It's perfect for mid-sized businesses and large enterprises that need to manage international employees. Startups with global ambitions will also benefit, especially if they want to hire talent from anywhere on the planet.

The tool's well-organized dashboard, which includes all of the capabilities, makes it simple to use. The technology makes it possible to integrate with various platforms, which improves productivity and workflow. Analytical tools are helpful when researching new and developing markets.

My organization was having trouble expanding its business operations globally. The task of expanding the business required a lot of data migration and integration processes, which was discouraging for the team. My organization wanted to reduce the cost of the recruitment process and litigations that arose due to compliance and regulations. The issue of employee performance and reward systems was identified as a reason for low staff productivity, hence the need to acquire this tool. Due to the strict recruiting standards, my organization struggled to find the proper people for worldwide recruitment. I have personally used GoGlobal for over a year.

The customer service staff should do better because the technical support is slow to respond to inquiries, which slows down workflows. It would be ideal if the product integrated with CRM tools, as it currently has problems integrating with other platforms. The tool ought to be more capable and feature-rich given the price.

What I like best about GoGlobal is the simplicity of the HR procedure and the integration of employee records.

First, the tool's functionality and accessibility. Second, the tool's capacity to manage employee recognition and remuneration in an efficient manner. Third, the tool's reporting and analytics capabilities that aid in making decisions.

With the introduction of AI technology and a more effective payroll system, the tool has changed over time.

GoGlobal is very good for large IT companies that work remotely.

• Atlas HXM focuses on Human Experience Management, improving the workplace experience for employees by emphasizing talent management and engagement.
• The platform offers robust reporting and analytics capabilities, allowing companies to track performance metrics and gain valuable insights for strategic planning.
• Atlas HXM ensures compliance with local regulations, while its primary strength lies in enhancing the overall employee experience through a holistic approach.

We purchased Atlas HXM when we decided to revamp our onboarding process. We needed a better employee experience, covering everything from hiring to managing and ensuring timely payments.

Atlas HXM was highly compatible with our business needs at the time, offering compliance support and global mobility, all delivered through an easy-to-use technology platform.

We also used it for workforce planning, and it proved to be a highly service-driven and trustworthy platform. We have used it for about six years.

• The platform can be expensive, and for small businesses, the cost may outweigh the benefits.
• While Atlas HXM provides strong features, alternatives such as Workday or SuccessFactors may offer better integration capabilities.
• The setup process requires additional time, and vendor support can be slow to respond.

Atlas HXM excels in employee lifecycle management and HR analytics. It also stands out for its robust reporting capabilities. The performance management tools are particularly useful for tracking and improving employee performance.

Additionally, the platform simplifies onboarding through automation. Atlas HXM seamlessly handles payroll, compliance, and other HR functions across multiple countries.

Cost should be a major consideration when investing in this type of tool. It's important to evaluate your organization's budget and determine whether the platform is compatible with your existing processes.

Understanding the scope of changes your organization is looking to implement is crucial in selecting the right solution.

Lastly, assessing the user interface and ensuring it will be well received by employees is key, as system adoption is just as important as improving the employee experience.

Atlas HXM has significantly improved its user interface and overall efficiency in performing HR tasks. The integration of AI has been beneficial, helping to eliminate logistical challenges across borders. This has allowed many startups to expand their operations globally.

Organizations operating in dynamic and rapidly changing environments can benefit greatly from Atlas HXM. Businesses should also consider their size and budget to ensure the platform aligns with their needs.