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

I like that the process and layout is very similar regardless of which product and service you use from them - quite intuitive. It supports employers ability to maintain compliance by listing out requirements and flagging missing items or expired items. Lastly, being able to file 1099s digitally is a luxury I hadn't had previously. A total time saver.

We implemented Deel initially as a way to pay our onshore 1099 contractors, track their contracts and contact information outside of our HRIS. After two years, we had a new problem to address and changed our Deel platform to include an EOR. We had offshore contractors that we wanted to bring on as full-time employees to retain them and ensure compliance with the IRS. The change was seamless and the EOR is intuitive, informative and our offshore employees have been satisfied with the service from their end.

I think there is room to improve the connection between employer and the EOR service representatives in that a dedicated point-of-contact that is in house with Deel and not an international partner. Another consideration for EOR is having to pay a month's salary deposit up front for payroll is not ideal for cash flow. Lastly, I would love to see more employee and contractor features that you might find on a traditional HRIS because I believe it would be a better and more enriched experience for them.

For 1099 contractor management, oftentimes you use an ERP or accounting SaaS which has limitations. Deel bridges the gap between accounting SaaS/ERPs and an HRIS. For EOR, Deel is middle of the road in value. It is a great option for smaller OPEX budgets, but there are other EOR companies who offer more desirable features and better in-house service partners.

Consider the number of contractors or employees you would need for the upfront and annual costs to be justified. Whether or not you are familiar with global payroll, consider how much compliance support you need or is desirable for you. Lastly, consider whether you are up to converting your local currency to the international currency. Deel does not currently offer this in the employee profile, they only show the employee's local currency.

There is better customer service and help tutorials. Further, I have found there is an increase in the amount of educational materials available through Deel in order to stay current on contractor and global payroll trends and compliance.

I have known it to be used by HR and Finance professionals alike. Payroll administrators, regardless of where they fall organizationally, will find this tool beneficial. I believe organizations where these contracts or payrolls are relatively straightforward can benefit. Running payroll and paying invoices takes 10 mins or less per pay period.

I love how quickly we can set up a contract in a completely new country. The interface is intuitive, and setting up a contract takes less than five minutes. It is also no longer necessary for us to double-check the local labor laws against the contract, as they have local lawyers ensuring compliance. For example, the system does not allow you to input a number of holidays lower than the country's legal requirement, which is pretty nifty.

It has become increasingly difficult to employ people in other countries, especially China. Due to local employment laws, we were spending a lot of resources and time putting together job offers. We also needed to ensure local people that our obligations to local law were done by the book. We are still using Multiplier several months later. With the expansion of the business, we will likely use it even more.

I would like there to be a better overall HR manager system, where we can manage everything with different levels of management access. Also, I wish there were more personalized configurations that could specifically tailor to the business. A more custom onboarding would be superb and a slightly less robust package. Additionally, the price is a bit high for a startup trying to hire in countries with lower salary rates, which kind of defeats the purpose.

Multiplier is user-friendly, and onboarding is super quick. I didn't expect the platform to provide access to a benefit management program, which was a pleasant surprise. Overall, it combines contracting, benefits, and PTO management all in one place. It literally cut my working hours in half. It is excellent.

Definitely consider the price. The pricing makes sense if you are employing people with high salaries, but if you are hiring administrators from a low-income country, the platform may not be cost-effective. You can get a discount if you bulk purchase for more than five people. The price is per person per month. Another thing to consider is its simplicity; the platform is very easy to use, practically immediately. Finally, consider the effort you would need to figure out employment laws in countries where laws are constantly changing; this tool will save you from some headaches.

Not much, although they have promised the HR section is developing and will be rolled out in full capacity soon.

Startups and scaleups. Multiplier is great for companies that are global and starting out, but not for big ones that already have entities in different countries. It is also suitable for scaling companies that do not yet have in-house HR and legal teams.

• The platform is straightforward and user-friendly for everyone.
• Since it is designed for global use, it allowed for more seamless integrations, particularly with payroll.
• The platform offers different pricing plans, providing flexibility for teams of various sizes.

With one of my previous employers, I personally used Remofirst for one year. We implemented the platform during a transition period when we went fully remote and began hiring globally. We used Remofirst for employee records, background checks, payroll, and tracking work permits.

The organization needed a short-term solution due to the quick turnaround required. To this day, the company continues to use the platform, and my former colleagues have not reported any issues with it.

• The platform does not offer add-on services, meaning users are limited to its existing features.
• It did not evolve over time to address client requests or feedback.

Yes, I have used similar tools. While Remofirst is good, it is not great. Its lack of evolution forces clients to work within the constraints of its existing features without expecting improvements or updates.

I would advise potential buyers to ensure this platform meets their needs. Remofirst is better suited for smaller companies that do not require advanced or highly adaptable HR software. Organizations should consider whether they need a solution that can grow and evolve alongside their requirements.

It has not evolved over time, which is one of my main criticisms as a former user.

It is ideal for small companies without overly complex HR needs or highly specialized teams that require significant flexibility.

I love Remote because I can post job openings in different countries, which helps me attract more candidates and create a talent pool. I like that it is user-friendly, and the features are easy to use and understand; you do not need to watch YouTube videos to learn how the platform works. Finally, it helps me create job postings that are more attractive to candidates using AI.

Our Customer Service department requires bilingual and, in some cases, trilingual profiles. This skill can be challenging to find in the market if you focus your search on just one country. I have been using Remote for the past four years, and it has helped us find seasoned candidates on different continents, opening the possibility of hiring international employees and meeting our recruitment goals.

It can increase the number of ATS systems that they can integrate with the platform. Remote has amazing additional services, but they offer them as an enterprise plan (extra cost); I believe some of them, such as global payroll, could be included in the talent acquisition plan. Although customer support is available 24/7, sometimes it takes a few days to get back to you with a solution.

I have used different platforms to hire international employees. Remote.com allows me to contract directly with the employee for my organization, while other platforms only allow me to hire the candidates as freelancers or contractors, and we require full-time employees.

If you want to increase your talent pool and hire remote workers, Remote.com is a good option. In addition, if you need help processing payroll according to the employment laws in each country, Remote.com takes care of it with global payroll.

Remote.com has changed the way of remote work. Before, there was just one option: hiring someone as a freelancer or contractor. However, their platform is available in different countries and has opened the possibility of hiring full-time employees. Companies can now count on team members to be 100% focused on their needs.

Remote.com is for any type of organization, whether an international or multinational company or a business startup, because their platform adjusts to the organization's needs.

The interface was intuitive, so even employees who were not tech-savvy could use it. There is a built-in time zone coordination feature, which is perfect for international team alignment. It made scheduling easy. Customer service was exemplary. I think they probably had 24/7 people on call because we never had to wait "till tomorrow" for a reply.

We set up an account with Oyster about four years ago and used it for about two years. We were expanding rapidly and needed a workforce from countries with lower salary rates to be more economically efficient. We did not want to go through the hassle of setting up entities in different countries, and our HR team did not feel confident we could do it in-house and remain compliant. So, we outsourced this service. The platform's ability to handle international payroll has been a game changer.

Cost. We dropped it because of the cost; it simply made no sense for us to use such a pricey platform. If the company had been developing as fast as we hoped, we might have stayed with them, but not under the circumstances we had. There were also some limitations with the integrations, and we could not lose some of the other platforms we were using for other aspects of people management. I also would have liked to see more customization; the system was rather robust and did not allow finesse.

Oyster stood out from its competitors mainly because of its top-notch compliance management across countries, which was a game changer for us. Many other tools don't cover this as thoroughly. I also found Oyster's interface incredibly user-friendly, which isn't something I can say about all the HR platforms I've tried—some of them feel like navigating a spaceship. One special thing I really appreciated is how it helps with time zone coordination; it's a small detail, but it makes scheduling across a global team much easier.

Other than the compliance aspect, look for a user-friendly interface that makes daily operations smooth and straightforward. It is important to evaluate the integration capabilities with your existing HR systems to avoid tech compatibility issues. Lastly, consider the quality of customer support, as having reliable, real-time assistance can save you a lot of trouble down the line and is a reason clients would walk away.

Initially, Oyster was mainly about helping companies hire and stay compliant with local laws globally. Over time, they added stronger payroll management features, making it easier to pay employees accurately and on time, which goes hand in hand with the first service. They also kept working on the interface and the integrations.

Oyster is perfect for companies that want to hire talent from all over the world without getting bogged down by local labor laws and payroll hassles. It is ideal for startups looking to grow quickly and mid-sized businesses expanding their global footprint.

Rippling's user interface is exceptionally user-friendly, with appealing graphics and straightforward instructions, which differentiates it from other more complex HRIS systems. Our employees find it easy to navigate and locate what they need. The modular approach of Rippling, allowing us to activate features as needed, is highly beneficial. Additionally, Rippling's customer service has proven to be responsive and thorough.

Our organization was grappling with highly manual HR processes such as payroll, benefits administration, timekeeping, and time-off requests, which were prone to errors due to being handled via Excel spreadsheets. As our organization continued to grow rapidly, we required a tool that could automate these processes in a user-friendly manner with minimal implementation time. We have been using Rippling for almost two years now.

We find ourselves renegotiating the cost of our contract annually, with sales representatives often pushing for us to add new features instead of facing a price increase. While custom workflows are beneficial, they can be challenging to set up without a clear understanding of the functionality. The payroll function's inability to handle retroactive pay is a significant drawback, requiring manual calculations on our part.

Rippling stands out due to its ease of use and engaging user interface, which makes it more appealing to employees compared to other HRIS systems I've encountered, which often appear sterile and are not intuitive.

When choosing an HRIS, consider both your current needs and future growth. Be wary of systems that might become obsolete as your business evolves or require additional purchases to meet new needs. It’s also crucial to consider the system's cost structure, especially if your organization experiences high turnover or expects significant growth. Lastly, evaluate how user-friendly and engaging the system is for your employees, as a difficult or dull interface might deter them from using it effectively.

Rippling actively responds to customer feedback, making regular recommendations for system upgrades or new modules based on our specific needs. They have significantly improved their Applicant Tracking System (ATS) by incorporating suggestions from users like us during their annual updates.

Rippling is particularly well-suited for small to medium-sized organizations looking to automate their HR processes comprehensively. It's easy to implement, requiring only a small team, and manageable even by a modest HR department.

Globalization Partners provided my organization with a simplified approach to compliance management, taking care of complex compliance issues, including payroll, benefits, and tax regulations from a global perspective.

Onboarding new employees across multiple countries was also more efficient, including contract management.

Additionally, Globalization Partners provided region-specific support, which was especially helpful for navigating various languages and laws across different countries. This gave my employees more accessible HR support.

My previous organization decided to purchase Globalization Partners last year because we were experiencing rapid global growth, and managing global compliance was becoming more complex.

We needed software that provided a solution to handle everything, including payroll, benefits, and understanding local tax laws, without creating a significant financial burden on our organization.

Globalization Partners managed most of the heavy lifting related to compliance, making it easier to onboard new employees globally. I personally began using the software during the implementation process, and the support staff at Globalization Partners were very responsive, which was invaluable.

Globalization Partners could offer additional HR tools, such as features for performance tracking and employee engagement.

The onboarding process could be more customizable to allow organizations to incorporate more brand-specific elements.

Another drawback is that Globalization Partners does not offer a dedicated section focused on training and employee development.

Globalization Partners stands out from competitors by offering a more comprehensive compliance management system. Compared to other solutions like Velocity Global, Globalization Partners handles more extensive international compliance requirements, providing additional checks and balances to ensure adherence to local laws.

When evaluating this type of tool, organizations should consider how it handles onboarding, manages local employment laws, and the level of ongoing employee support offered.

• The onboarding experience is important, as its quality can significantly impact company culture.
• Local employment law management is critical; strong compliance can help organizations avoid legal fees and fines.
• Reliable ongoing employee support is essential, specifically in terms of response times and problem-solving capabilities.

Most recently, in 2022, Globalization Partners rebranded to "G-P" to reinforce their commitment to supporting organizations in global growth. This rebranding was one of the first steps G-P took to demonstrate a proactive approach to enhancing their software.

Globalization Partners is particularly well-suited for small to mid-sized organizations. These companies often face challenges in hiring a dedicated HR department to manage global operations.

I like the integrated messaging, video conferencing, and document sharing features of GoGlobal, which facilitate seamless communication across global teams. The platform's easy navigation ensures high productivity without requiring comprehensive training or onboarding. Finally, GoGlobal is reliable, and communication and workflow activities are always smooth and uninterrupted across different time zones and network conditions.

Before GoGlobal, the company had issues with communication due to time zones and coordinating tasks worldwide. When we launched GoGlobal, we finally had our communication and project management tools all in one place. Its rich feature set—instant messaging, video conferencing, shared document editing, and timezone-aware scheduling—simplified our workflows considerably.

Besides increasing productivity, this integration built a sense of teamwork and synergy within varied teams spread across the globe. My experience with GoGlobal started when it was initially implemented in my company.

Having used it for these two years, we have worked in closer collaboration, making the process efficient and enjoyable. It has been instrumental in allowing us to achieve faster results while providing the best solutions to our global client base.

The only thing I dislike about GoGlobal is its limitations for organizations with very specific needs or preferences, as the customization options for user interfaces and workflows are limited.

Having worked with similar tools, I find GoGlobal stands out in terms of its exhaustive set of features, interface, and performance. Its integrated approach saves time and increases productivity by minimizing workflow interruptions and simplifying collaboration processes in a joint team environment. With cross-platform operation, I prefer GoGlobal over others for its smoother integration and strong security measures, which create a more efficient collaborative environment.

It is vital to consider the features it offers. Messaging, video conferencing, document sharing, task management, and integration are common features; how they align with your organization’s needs is key.

User-friendly interfaces and intuitive navigation are important for quick adoption and low training requirements. Test the tool or get a demo to understand how easily your team can adapt to it. Since this pertains to corporate communications and data sharing, evaluate tools from a security viewpoint, ensuring proper security measures such as end-to-end encryption, access controls, and compliance with relevant regulations like GDPR and HIPAA.

Additionally, consider whether the tool can grow with your company and if it supports integration with existing software and platforms, such as CRM systems and project management tools. Finally, balance subscription fees, implementation costs, and any incremental fees for additional features or user licenses against the value and benefits of the tool in terms of increased profitability, efficiency gains, and improved collaboration.

From a core feature set of messaging and video conferencing, GoGlobal has expanded to meet a broad range of collaboration needs, including screen sharing, virtual whiteboards, and integrated task management. Updates and fine-tuning have made the platform more intuitive and easier to use, reducing learning time and enhancing usability across multiple devices and operating systems.

GoGlobal has also enhanced its capability for integrating with third-party applications and services, allowing users to utilize existing tools and systems within the GoGlobal environment, making practices more efficient and reducing context switching. Additionally, in response to rising cybersecurity concerns, GoGlobal has tightened its security measures with strong encryption protocols, robust data privacy controls, and compliance with industry standards and regulations, thus ensuring the protection of sensitive information.

Companies that have offices and operate all over the world will find GoGlobal very useful.

Ease of use. Subject matter expert for international payroll. Takes away the liability of mishandling payroll due to lack of knowledge.

We started working with Papaya Global because we needed a way to pay our employees located in Peru. We are currently with a PEO and they do not cover international payroll. We have been using them for a year now.

I cannot think of anything the company could use to improve at this time.

Their pricing is more competitive than the competition.

Ease of use, knowledge base, global reach in case you need to expand to other areas, pricing.

Any organization could use their services if they have a need to handle payroll internationally and do not have internal resources that can facilitate the process.

I appreciate the efficiency Atlas brings to onboarding. Tailored paths for each employee's development, along with skill tracking, have been invaluable. Setting goals and providing regular feedback sessions is a strong point of Atlas. Its focus on the human experience, including employee well-being, makes it a desirable company to work for. This increases engagement and provides tools to enhance job satisfaction and commitment.

I have used Atlas for five years and find it to be one of the better programs I've used. We sought a solution to improve team collaboration during the hiring process. Atlas helped us eliminate inefficiencies in our interviewing by streamlining candidate tracking, which we previously managed with notes. It allowed us to adopt more advanced technology, addressing our time-consuming and sometimes unorganized onboarding process.

The cost is higher than other programs I've used. The setup process was complex and time-consuming. It lacked customization options to meet my company's specific needs.

The user interface is intuitive, allowing for smooth interaction. The algorithm is sophisticated and provides insightful data analysis. Customer support has been exceptional; they are helpful and informative. The mobile app accessibility is better than other programs I've used.

First, consider the cost and whether it is efficient for your company. I recommend thoroughly researching each tool that the software offers, as it may be too complex for smaller companies.

Atlas has significantly improved over the last three years, offering enhanced customization options and faster processing times. The program's performance has become smoother and more accessible.

Atlas is ideal for large companies that hire frequently, such as financial institutions.