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

Deel simplifies the hiring process, particularly for contractors, making it incredibly user-friendly. The compliance features are invaluable, keeping us informed of legal changes across different countries. Moreover, the platform itself is straightforward and easy to navigate.

Our organization needed a system that would enable us to quickly hire contractors in Europe while scaling with our growth. Deel was chosen for its clarity, ease of setup, and cost-effectiveness. Initially, it was used for managing our European contractors, but as we transitioned from contractors to full-time employees, Deel's capacity to handle EOR and contractors across multiple countries proved ideal. We have been using Deel for just over a year, starting with contractors and recently expanding to include EOR services for our European employees.

Navigating the platform can sometimes be confusing when trying to locate specific features. Currently, Deel does not support adding US employees, necessitating separate HRIS systems for our US and international staff. Additionally, we occasionally encounter unexpected fees.

Deel offers a more affordable solution compared to its competitors, although it's important to consider potential hidden fees. While the platform's overall look and functionality are similar to others in the market, the differences are relatively minor.

When considering a tool like Deel, evaluate your hiring needs outside the US. Inquire about all potential costs, including benefits and administrative fees. Also, plan strategically for the countries you intend to hire in, as adding multiple countries can complicate the process.

Deel is actively developing new features aimed at becoming a comprehensive solution for US-based employers managing international hires. This ongoing evolution is geared towards creating a single platform that can accommodate a variety of HR needs.

Deel is exceptionally well-suited for SMBs to small enterprise businesses that need an efficient platform for managing contractors. It offers simplicity and ease of use that is ideal for businesses at this scale.

Customer service is exceptional; you really feel that they are part of your team. I also loved the guarantees of local compliance, which created great trust with our in-house auditors. The ability to see the big picture of our workforce globally was also crucial, as it provided a great understanding of the workforce map and enabled strategic moves on the people side of things.

I was setting up PapayaGlobal for one of my previous clients. The reason we needed a tool like this was that we wanted to hire talent from different countries. Previously, we bypassed this by hiring on a "contractor agreement," but we really wanted employees, not contractors. While managing paperwork for EU candidates was somewhat easier, when it came to hires from outside the EU, it was a bit of a nightmare. Our HR team had to learn local employment laws, and we even contacted local lawyers to send us an empty contract so we could be fully compliant. These were the pains that the service greatly alleviated. We saved a lot of time, and audits were less stressful. We used it for about two years, but then the business took another direction.

It took a long time to learn the navigation through the platform; you really need to invest time to learn everything—you cannot just jump in with no training. Sometimes the screen would not load properly; words were overlapping, and it took some reloads for it to work, which was disappointing for a service that charges so much. We also had some issues with invoices; it was not clear how to manage them, but customer service helped with that.

Compliance support and global presence are the main reasons we chose PapayaGlobal. Another key factor is the customer service, which was consistently excellent. I also enjoyed the real-time access to analytics, which was helpful in following trends and monitoring important metrics globally.

First, consider the cost and how the pricing is structured to determine how much value a company can derive from the service at the agreed price point. Another important factor is access to real people who can guide the onboarding and integration with existing tools, which was commendable. Additionally, global access to local labor laws is perhaps the biggest consideration.

PapayaGlobal has evolved, but I believe other platforms have caught up and may be more attractive in their pricing.

PapayaGlobal is great for rapidly scaling businesses that need support in managing a multinational workforce.

1. Global Compliance Ease: Multiplier simplifies compliance with international labor laws, making it much easier to manage our diverse global workforce.
2. Efficient Payroll Processing: It streamlines payroll operations across different countries, ensuring timely and accurate payments.
3. Robust Employee Management: Multiplier provides comprehensive tools for onboarding, benefits management, and maintaining employee records, enhancing HR operations.

LMC adopted Multiplier to streamline the complexities of managing a diverse, international workforce. With crews and support staff based globally, we needed a solution to handle payroll, compliance, and employee management across different countries. Multiplier was introduced over two years ago to address these challenges effectively. It has been instrumental in ensuring compliance with local labor laws, simplifying payroll processes, and managing employee benefits efficiently. The ability to onboard international employees without setting up local entities has been particularly beneficial, enhancing our operational flexibility and reducing administrative overhead.

1. Complex Interface: The user interface can be complex and less intuitive, requiring a steeper learning curve for new users.
2. Limited Customization Options: Some features lack the flexibility to be fully customized to meet the specific needs of our global operations.
3. Response Times: Customer support response times can be slow, especially during critical payroll and compliance deadlines.

Multiplier stands out primarily due to its comprehensive handling of international labor compliance and the ability to manage payroll and HR functions across multiple countries without the need to establish local entities. Unlike other HR platforms that focus primarily on either payroll or compliance, Multiplier integrates these services seamlessly, which is particularly beneficial for companies like Liberty Maritime Corporation that operate globally. Its one-stop solution for international employment management makes it preferable for businesses looking to expand or maintain a global workforce.

1. Global Compliance: Ensure the tool efficiently manages compliance with international labor laws, crucial for companies operating across borders.
2. Integration Capabilities: Look for a platform that seamlessly integrates with your existing HR and payroll systems to streamline processes.
3. Scalability: The tool should grow with your business, handling increases in employee numbers and geographic expansion without performance issues.

The platform has significantly improved its user interface to simplify navigation and reduce complexity. Additionally, it has expanded its customization options to better cater to the diverse needs of various industries and enhanced its integration capabilities with other HR tools for a more cohesive user experience.

It is ideal for businesses expanding internationally that need to onboard, pay, and manage employees across multiple jurisdictions efficiently. This makes it valuable for companies in industries such as technology, shipping, and consulting, where flexibility and compliance are critical.

The main reason I like Remofirst is the ability to reach people from all around the world. The integration of the system is super user-friendly. Remofirst works well with other existing HR systems. It makes it easier to hire and manage employees remotely.

My organization purchased Remofirst to ensure a smooth onboarding process for HR professionals and to enhance the employee life cycle experience. One of the key benefits of Remofirst is its functionality and user-friendly interface, allowing employees to quickly navigate the system. The platform also streamlines and simplifies the payroll process for businesses with global teams. I have used Remofirst for the past two years, and it has significantly improved our HR operations.

While the platform may be user-friendly, some users may experience trouble navigating it due to its features. It can be challenging to understand and edit information. The platform could improve by launching new features and providing better feedback to help customers use their services effectively.

Remofirst is different from other hiring platforms because it offers competitive pricing catered to a wide range of business sizes. It specializes in working with remote companies at a lower cost. I prefer Remofirst because its tools reduce processing time while ensuring payroll accuracy.

When buying a tool like Remofirst, consider the functionality and features it offers. Ensure the interface is user-friendly so employees can navigate the self-service system easily. Also, consider the tool's ability to scale with your company. Evaluate the cost, customer support, and training options to streamline your business for the best HR process and employee life cycle experience.

Remofirst has evolved to provide a better experience for daily users by including several new features that incorporate the latest technology and trends. They have also improved the platform based on client feedback.

Remofirst is very good for organizations looking to hire employees internationally.

•  Remote drafts contracts to ensure compliance with employment laws in countries such as the Philippines and Portugal.
• The system's navigation is easy and seamless, saving time.
• Notifications update HR and line managers for approval once invoices are submitted, ensuring timely contractor payments.
• The reporting tool allows for the review of previous invoices and payments made to contractors.

My previous employer, Competitive Capabilities International, already had this tool in place when I joined, and I used the system for six months while employed there. The previous payroll processing system, SAGE VIP, was not as effective as the Remote platform for contractor payments. Remote also streamlined the drafting of contracts, ensuring compliance with employment laws without the need for legal counsel, which was time-consuming. This tool addressed the pain points of inefficiency and compliance, providing a more robust and automated solution for managing contractor payments and contracts.

• The limited usage of the tool makes it difficult to comment on any significant cons.
• I was satisfied with the required functions of the Remote system.
• There were no notable issues during my use of the tool.

I haven’t worked with a similar system for contractors before using Remote, but I was quite impressed with its functionality and ease of use.

• Usability and training: The system should be easy to use and navigate. I grasped the Remote system in a day.
• Compliance: Ensuring the tool adheres to employment laws and best practices is crucial to avoid fines.
• Security: The system should have multi-factor authentication to protect user data.
• Cost-effectiveness: Remote is more cost-effective than employing an individual for these services, allowing focus on more critical tasks instead of manual admin work.

The functionality and usage remained the same for me during my six-month period of use.

Remote is ideal for organizations with a remote workforce employed globally. It provides peace of mind by ensuring payroll and contracting compliance with each country's specific legislation. It benefits HR from contracting, onboarding, and payroll perspectives, and may also benefit finance departments depending on who handles payments.

I like the compliance laws offered between countries. The platform setup is easy to navigate. Oyster has great tools for new employees to learn how to use the software. Hiring remote workers anywhere in the world is a wonderful tool.

We spent a lot of time hiring employees outside of the USA and had to contact our law team to ensure laws from every country were being handled correctly. We were using three different programs that were time-consuming and hard to teach new staff members to use. We purchased Oyster to streamline our processes onto one platform. As a large company that hires worldwide, Oyster allowed us to set up employee information efficiently. An easy onboarding and hiring process was a key reason for purchasing this program.

Customer service can be complex sometimes. Getting an agent is time-consuming. The initial onboarding emails can be confusing at times. The rising cost is a con as well.

Having used a few programs, I can say that Oyster's laws and requirements are easily accessible, which is a step up from competitors. I prefer this program over a few different ones I have used.

They need to consider what their onboarding process consists of and if the program is a good fit. They also need to consider what compliances they have versus other countries' requirements. I feel that a prospective purchaser needs to meet with the sales team to ensure Oyster will be a successful tool.

Oyster has improved the smoothness of learning the program. They have also kept up with day-to-day changes in laws and requirements.

Oyster can be great for large companies that hire globally.

Regarding Rippling, I appreciated its all-in-one capabilities. Another aspect I appreciated was their continuous development of new features. It also provides excellent compliance and management tools. The system's integration with other HR and IT tools is helpful for centralized management.

I assisted with implementing Rippling at the company where it was utilized and had signed on prior to my joining. Initially, they integrated it for approximately 3-6 months, followed by another 9 months, and continue to use it. Their objective was to streamline processes related to onboarding, HR, Carta, and IT solutions. My role involved configuring workflows, email reminders, setting up the Applicant Tracking System (ATS), and implementing Carta. Despite using it effectively for six months at Replit, they aimed for a more efficient onboarding experience but ultimately did not utilize Rippling as extensively as anticipated.

It was quite complex, requiring significant learning effort. The system was not as intuitive as expected, and even the representatives lacked comprehensive knowledge to ensure seamless integration. Rippling demanded considerable time for proficiency, and its compatibility with other systems was limited. Not all data was easily downloadable. If their team responded faster, it would improve the platform. Some workflows were clunky, and many features required explanation over calls, extending the time needed for implementation.

Rippling remains a strong choice for HRIS due to its comprehensive all-in-one functionality. Having multiple HR personnel benefits from its consolidated system, although updating information on one page may necessitate adjustments across other workflows, requiring careful attention. It also has the potential to add benefits and payroll, which are good options if required.

Factors to consider include the investment in financial resources, time from HR representatives, and overall resources dedicated to the software's success. It is crucial to have someone overseeing the broader strategic view and a team to manage the system comprehensively, including regular audits. Consider the level of customization and integration needed and ensure the tool aligns with your company's scale and complexity.

I believe their services are improving, but they need to respond more quickly and avoid giving basic customer service answers. They should show more curiosity about their customers' needs. Building features faster would also be beneficial.

Rippling is a good fit for medium to large enterprises.

It is very easy to use and responsive; everything is mostly self-explanatory, but when I have questions, getting answers is straightforward. Additionally, the site itself is clean and operates quickly.

We bought it because during the pandemic, we allowed employees to move abroad, and some decided to stay there. Our company was only registered in the US and had no plans for international expansion, so it made sense to use a company like Globalization Partners. We started using them in 2020 and have been using them since.

I can't recall any significant dislikes about them. However, every time you add a new country, there is a new fee, which isn't ideal, but I understand why it is structured that way.

For us, it was their expertise, reputation, and the range of countries they could serve that made the difference. It's also a one-stop-shop in many ways since they can handle everything in a single simple workflow when adding a new employee.

If you are hiring just a few people internationally, then it makes sense to use Globalization Partners. However, as your international workforce grows, it might become more cost-effective to manage these processes internally.

I can't think of any specific changes, but I know I receive emails all the time with updates and news from them.

They are great for smaller to medium-sized companies that have just a few employees overseas.

• I have a great professional relationship with each country's team of representatives who assist me and respond quickly to my inquiries.
• I do not have to learn all the ins and outs of compliance for each new country we expand into.
• We do not have to hire extra HR personnel for each area we expand into since GoGlobal provides that support.
• GoGlobal processes our payroll automatically.

Our organization started using GoGlobal through Vistra. GoGlobal allows us to hire employees in other countries without worrying about unknown compliance around human resources and payroll. GoGlobal has employees specializing in certain countries and areas that help us stay compliant and gain business in those countries by having local staff. One key benefit it provides is functioning as an EOR, taking much of the administrative and legal burden off the company. I have used GoGlobal since September 2023.

• There are many different contacts instead of one dedicated account manager.
• Going through Vistra to work with GoGlobal has resulted in many billing inquiries. Vistra bills us for services, but the services are not adequately described, likely due to a breakdown in communication between servicers.
• Sometimes GoGlobal liaises with employees before speaking with us, so our employees may think something is an option that we do not offer. For example, if we do not provide a certain benefit, GoGlobal may inform them it is "up to us" and can be done if we approve.

I have not used other competitors.

If you are not planning on hiring individual HR generalists, admin, benefits specialists, and payroll specialists, then you should look into GoGlobal. It will help you expand into other countries while remaining compliant and keeping your overhead lower. You will also be able to share the administrative burden and have many subject matter experts to lean on for support.

Vistra, contracted with GoGlobal, has listened to some user complaints about communication breakdowns and says they have hired new Customer Service Executives to roll out a new program to assist with faster response times and billing issues.

High-growth global start-ups or small to medium privately owned companies.

• Atlas HXM is a robust and scalable system that adapts well to the needs of large, global organizations.
• It excels in international hiring, standing out as the premium choice for HR software in this category.
• The onboarding process is seamless and very user-friendly.

I worked with a client on a tech optimization project that required an employee experience management tool. I used the system closely for a period of six months, which was the duration of the engagement. Atlas HXM emerged as a strong contender because of its unique feature set for recruiting, hiring remote teams, and ensuring compliance.

The organization needed to manage a diverse set of regulatory requirements while maintaining a global workforce, and Atlas HXM proved to be the ideal solution for this challenge. Its comprehensive tools allowed the client to streamline processes and address compliance issues effectively.

• It is an expensive option; both implementation and maintenance come with high costs for the advanced features it offers.
• Some features are not immediately visible and require a learning curve to utilize fully.
• Certain integrations can be difficult to implement effectively.

Many of Atlas HXM's competitors fail to prioritize both experience management and the global component together. Most tools focus on one or the other. This dual focus makes Atlas HXM stand out in its category, making it an excellent choice for organizations that value these features.

• Determine your budget for the tool, as it can be a significant investment.
• Assess whether you have a large, global workforce and if prioritizing employee experience is a top concern.
• Consider the agility of your employee experience team or whether you have one in place.

Atlas is relatively new software. It exhibits all the hallmarks of a modern tool designed to meet the needs of organizations looking for cutting-edge solutions in employee experience and global compliance.

Large organizations, particularly in industries like technology, that prioritize streamlining employee experience and have significant recruiting needs in multiple countries may not find Atlas to be the right fit.