Increase Your Human Resources Efforts
An employer of record (EOR) is a service provider that legally employs people on behalf of a company in regions where the company has no local entity. The EOR handles payroll, benefits, taxes, contracts, compliance and sometimes immigration support. Below are some of the top EOR platforms available today, along with their features, advantages, drawbacks, pricing and the types of businesses they are best suited for.
1. Deel
Deel has quickly become one of the most recognizable EOR platforms worldwide. It allows companies to hire, onboard and manage employees in more than 150 countries. The platform provides localized contracts, compliance monitoring, leave policies and legal protections tailored to each jurisdiction. Deel integrates with popular HR and finance systems and offers multiple payment methods, currency options and dashboards that track invoices, contract statuses and compliance updates.
The advantages of Deel include its speed in onboarding new employees and its strong compliance support, which reduces the risks of breaking local employment laws. Companies benefit from the breadth of its country coverage and the ability to scale quickly while integrating Deel into existing workflows.
However, Deel is also one of the more expensive EOR options, with services costing around $599 per employee per month. In some regions, Deel relies on local partners rather than owning entities directly, which can affect service speed and control. Currency conversion and payout fees can also add costs for international teams.
Deel is best suited for scale-ups and technology companies that are growing across multiple markets and want a reliable, integrated platform to manage compliance and payroll globally.
2. Papaya Global
Papaya Global stands out with its combination of payroll, contractor management, benefits and payments across more than 160 countries. The platform offers AI-driven compliance checks and advanced dashboards for monitoring costs and workforce data. It also supports onboarding, immigration and contract management for a broad range of markets, which makes it highly appealing to enterprises with complex needs.
The strengths of Papaya Global lie in its global coverage, strong analytics and scalability. It is designed for medium to large companies that need comprehensive compliance tools and advanced reporting.
On the downside, Papaya is expensive, with EOR pricing also starting at around $599 per employee per month. Some customers report slower onboarding in specific regions or inconsistent support quality. For companies that can absorb higher costs in exchange for reduced compliance risk and stronger analytics, Papaya is a strong option.
3. Remote
Remote is another leading EOR provider that emphasizes transparency and legal control. The platform handles global payroll, tax compliance, benefits and liability while offering detailed cost breakdowns that show salaries, taxes and benefits for each hire. Remote owns its entities in many of the countries it operates in, which gives it stronger control compared to platforms that rely heavily on local partners. This direct model makes Remote particularly appealing to companies that need intellectual property protection and consistent compliance.
The strengths of Remote include its ownership of local entities, its clear cost structures and its reliable IP safeguards, which are especially valuable for technology companies.
Downsides include its price, which is comparable to other options around $599 per employee per month, making it expensive for smaller firms. Remote may also feel like overkill for businesses that do not plan on expanding to many regions. Still, it is an excellent fit for companies that value transparency and want to reduce compliance risks while building teams across multiple countries.
Choosing the Right Employer of Record Service
Selecting the right EOR service depends on the size of your business, your growth goals and your budget. When comparing EOR platforms, it is important to evaluate country coverage, speed of onboarding, transparency of total employment costs and integration with existing HR or finance systems.
Support and local expertise also play a crucial role, as some countries have unique labor laws that require dedicated guidance. Businesses should also consider whether the provider owns its legal entities or relies on third-party partners, as this can impact both service quality and risk exposure.
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