The EOR market has exploded. Hundreds of providers now promise compliant global hiring. But which ones actually deliver?

Choosing the wrong EOR risks compliance failures, hidden costs, and operational headaches that can derail your international expansion before it begins.

The global Employer of Record market reached approximately $4.71 billion in 2025, driven by companies treating distributed workforces as permanent infrastructure rather than temporary experiments. This maturation has created a crowded landscape where vendor capabilities vary dramatically.

Some EORs own their legal entities, while others depend on partners that can create compliance risks. Pricing also varies some are transparent, while others hide fees in FX rates and onboarding charges.

Choosing carefully matters, because switching EORs later is painful and costly. 

The risk is even higher in complex markets like India, Brazil, and Germany, where compliance mistakes can lead to serious penalties.

Quick Comparison: Best EOR Providers at a Glance

How We Evaluated and Compared EOR Providers?

We assessed providers using six criteria that matter most to global HR leaders making multi-year vendor commitments.

1. Pricing Transparency

• Does the provider publish clear per-employee rates, or force prospects through sales calls to get basic pricing? We prioritized vendors with documented fee structures. 
• We flagged those with opaque cost models where FX margins, platform fees, or "implementation charges" emerge late in negotiations.

2. Compliance Infrastructure

• Does the EOR own legal entities in the countries it serves, or does it resell access to third-party partners? 
• Entity ownership dramatically affects compliance reliability, liability clarity, and responsiveness when employment law changes. We verified entity structure through public registrations and direct vendor confirmation.

3. Payroll Automation & Accuracy

• How reliably does the platform handle multi-country payroll, statutory deductions, benefits administration, and local currency payments? 
• We evaluated processing accuracy, tax filing completeness, and the frequency of payroll errors reported in user reviews.

4. Customer Support Quality

• What level of human support is available? Self-service ticketing, dedicated account managers, or 24/7 compliance advisory? 
• We assessed response times, support tier structure, and the balance between proactive guidance versus reactive troubleshooting.

5. Global Coverage Depth

• Raw country count matters less than the quality of coverage. 
• We evaluated the strength of operational presence in high-demand markets (India, UK, Germany, Brazil, Singapore) versus superficial coverage through untested partner networks.

6. Technology & Platform Usability

• Can HR teams manage contracts, onboarding, and reporting without constant vendor intervention? 
• We assessed dashboard functionality, mobile access, API quality, and integration capabilities with existing HRIS/payroll systems.

The 8 Best Employer of Record Companies Right Now

1. Gloroots

Pricing and Coverage: 

• $299/employee/month with transparent, itemized invoicing
• 100+ countries with owned entities in India and strategic markets

Strengths:

• Gloroots combines platform automation with managed service support. Self-service dashboards for routine tasks, dedicated Customer Success Managers for compliance navigation.
• The India specialization is unmatched. PF/ESIC/gratuity handling, GCC enablement, local recruiting support, and compensation benchmarking that reflects regional talent market realities. 
• Finance teams appreciate line-item invoice breakdowns with country-level cost transparency and GL mapping for audit-ready reporting.
• The platform enables contractor-to-employee conversions without re-onboarding friction. This matters for startups scaling beyond freelancer networks.

Limitations:

• Not the largest country footprint compared to Deel or Oyster. 
• Companies prioritizing Latin America or Africa may find that coverage depth varies by market.

Best For: Companies expanding into India or Asia-Pacific. Startups needing transparent pricing. Enterprises requiring finance visibility. Organizations want hybrid platform plus human support models.

User Rating: 4.7/5 (G2), praised for responsiveness and compliance clarity

2. Remote

Pricing and Coverage: 

• $299/employee/month for the standard tier, $499/month for the premium
• 80+ countries with owned entities in 20+ markets

Strengths:

• Remote owns legal entities in major hiring markets rather than relying solely on partners. This gives it stronger compliance control.
• Benefits administration is comprehensive. Competitive health insurance, pension contributions, and equity management across most markets. The IP protection features appeal to companies hiring senior engineering talent in jurisdictions where employee invention rights vary. 
• Customer support is responsive. Most queries resolve within 24 hours through chat or email.

Limitations:

• Premium pricing for features that competitors include in base tiers. 
• The platform occasionally struggles with less common employment scenarios. Complex equity vesting schedules or hybrid contractor/employee arrangements can require escalation to legal teams.

Best For: Mid-market companies hiring 20-100 employees globally. Teams prioritizing benefits-rich packages. Organizations willing to pay premium rates for owned-entity compliance assurance.

User Rating: 4.5/5 (G2), noted for benefits quality and entity ownership transparency

3. Deel

Pricing and Coverage: 

• $599/employee/month for EOR services (lower contractor rates available)
• 150+ countries through mixed owned/partner model

Strengths:

• Deel's breadth is remarkable. 150+ country coverage makes it viable for companies with truly global, distributed hiring needs.
• The contractor management platform is mature. The contractor-to-employee conversion flow is seamless when companies formalize relationships. Crypto payment options appeal to Web3 companies. The self-service platform handles most routine tasks without requiring support tickets.

Limitations:

• Higher per-employee EOR pricing than competitors. The mixed entity model (owned entities in roughly 30 countries, partners elsewhere) means compliance strength varies significantly by market.
• User reviews frequently cite support responsiveness issues. Ticket resolution times can stretch to 3-5 days for non-urgent matters. The platform's breadth sometimes sacrifices depth. Localization gaps emerge in markets with complex labor law,s like France or Brazil.

Best For: Companies hiring contractors globally who need occasional EOR services. Organizations already using Deel for contractor management. Businesses willing to trade premium pricing for maximum country coverage.

User Rating: 4.2/5 (G2), mixed feedback on support quality and pricing value

4. Rippling

Pricing and Coverage: 

• Custom pricing (typically starts around $35/employee/month for HRIS, EOR services additional)
• 90+ countries through partner networks

Strengths:

• Rippling's unified platform brings together HRIS, payroll, benefits, device management, and IT provisioning. This creates operational efficiency for companies already using its ecosystem.
• The single-platform approach eliminates data synchronization issues between HR systems and EOR services. IT/security teams appreciate the device management integration, critical for remote employee onboarding. 
• For existing Rippling customers, adding EOR services is administratively seamless.

Limitations:

• Partner network model for EOR services means Rippling doesn't own legal entities in most markets. This introduces compliance dependencies on third-party providers. Pricing opacity requires sales conversations.
• The platform's complexity can overwhelm smaller teams. Features designed for 500+ employee organizations may feel like overkill for 20-person startups.

Best For: Companies already using Rippling for core HRIS/payroll. Mid-sized to enterprise organizations (100+ employees). Teams valuing unified platform architecture over best-of-breed EOR specialization.

User Rating: 4.6/5 (G2) for overall platform, 4.0/5 specifically for EOR services

5. Oyster

‍

Pricing and Coverage: 

• $499/employee/month
• 180+ countries (largest footprint via partner model)

Strengths:

• Oyster's 180-country coverage is industry-leading. It's viable for companies with truly distributed hiring across emerging markets.
• The equity management features are sophisticated. Cap table integration, vesting schedules, and global equity grant compliance. 
• The platform targets distributed-first companies philosophically aligned with remote work. This shows up in features like visa/immigration support and distributed team engagement tools. 
• Onboarding experiences are polished and employee-facing.

Limitations:

• Partner network dependency across most markets means compliance quality varies. 
• Mid-tier pricing without owned-entity assurance in most countries. 
• Some users report that support responsiveness degrades as you scale. White-glove treatment during onboarding transitions to ticket-based support post-launch.

Best For: Distributed-first startups. Companies offering equity-heavy compensation packages. Organizations hiring across 10+ countries where maximum coverage matters more than per-country depth.

User Rating: 4.3/5 (G2), praised for user experience and equity features

6. Skuad

Pricing and Coverage: 

• $299/employee/month
• 160+ countries via partner network

Strengths:

• Skuad competes on price and emerging market coverage. Strong presence in Southeast Asia, Africa, and Latin America, where alternatives have limited infrastructure.
• The platform handles multi-currency payroll competently. The tier-based support model (higher-touch for enterprise customers) provides flexibility. 
• For budget-conscious scale-ups hiring primarily in emerging markets, Skuad delivers functional EOR services at competitive rates.

Limitations:

• Partner-heavy compliance model means you're trusting third-party entities you don't directly contract with. Support quality is adequate but not exceptional. 
• Expect longer resolution times for complex compliance questions.
• The platform lacks sophisticated features like advanced equity management or recruiting support that premium providers offer.

Best For: Cost-conscious startups. Companies hiring primarily in emerging markets (Southeast Asia, Africa, LATAM). Organizations prioritize breadth over depth of coverage.

User Rating: 4.0/5 (G2), mixed reviews on support responsiveness

7. Atlas (Deel's Enterprise Tier)

Pricing and Coverage:

• $599+/employee/month
• 160+ countries with owned entities in 30+ core markets

Strengths:

• Atlas is Deel's premium enterprise offering. White-glove support, dedicated implementation teams, and a stronger compliance infrastructure than standard Deel.
• The owned entities in major markets (US, UK, Germany, Singapore, Australia) provide liability clarity for enterprise customers with rigorous vendor risk assessment processes. 
• Custom contracting and SLA guarantees appeal to companies with strict procurement requirements.

Limitations:

• Premium pricing reflects the enterprise positioning. Smaller companies will find better value elsewhere. 
• The distinction between Atlas and standard Deel can be confusing. Marketing materials don't always clearly differentiate when you're buying Deel's partner network versus Atlas's owned entities.

Best For: Enterprise companies (500+ employees). Organizations with complex compliance requirements. Businesses need formal SLAs and dedicated account management.

User Rating: 4.4/5 (G2), higher marks than standard Deel for support quality

8. Papaya Global

Pricing and Coverage: 

• Custom pricing (typically enterprise-focused)
• 140+ countries

Strengths:

• Papaya excels at payroll consolidation and global payroll compliance. The platform is built for finance teams managing multi-country operations.
• Invoice reconciliation, audit trail documentation, and accounting system integration are more sophisticated than competitors.
• The compliance engine proactively flags regulatory changes in markets where you employ people. Enterprise customers appreciate the white-glove implementation and ongoing advisory support.

Limitations:

• Pricing is opaque and typically targets larger organizations. The platform is optimized for finance/payroll workflows, sometimes at the expense of HR user experience. 
• Employee onboarding and benefits management feel less polished than Remote or Oyster.
• Smaller companies may find the feature set overwhelming and pricing prohibitive.

Best For: Enterprise organizations with complex multi-country payroll. Finance-led global expansion. Companies are prioritizing audit-ready documentation and reconciliation workflows.

User Rating: 4.3/5 (G2), high marks for payroll accuracy and finance features

What Should You Actually Look For in an EOR Partner?

Selecting an EOR isn't about finding the universally "best" provider. It's about matching vendor strengths to your specific expansion context.

Match Country Coverage to Your Roadmap:

• Don't optimize for today's 3 countries. Map your 18-month hiring plan.
• Expanding into India, then Southeast Asia? Prioritize providers with a strong owned-entity presence in those markets (Gloroots for India, Remote for Singapore). 
• Need truly global coverage across 20+ countries? Deel or Oyster's breadth matters more than per-country depth.

Verify Entity Ownership, Not Just "Coverage":

• Ask explicitly: "Do you own the legal entity in [country], or do you use a partner?"
• Owned entities give you direct compliance accountability. Partner networks introduce third-party risk. 
• If the partner's compliance fails, you're still liable as the hiring company. Check documentation showing they're the legal employer on record.

Test Support Before You Commit:

• During demos, ask questions that break the script. "How do you handle equity vesting in Brazil?" "What's your process when employment law changes mid-contract in Germany?"
• The provider who admits "we'd need to consult our India entity partner" is more trustworthy than the one who says "yes" to everything. 
• Gauge response time. If pre-sales takes 3 days to answer questions, expect similar delays post-sale.

Calculate Total Cost, Not Just Per-Employee Fees:

• EOR pricing includes onboarding charges ($200-500/employee), offboarding fees, FX margins on international payments, and platform access fees.
• Request itemized pricing for 10 employees in your target countries, including all ancillary costs. Some providers hide margins in currency conversion. 
• A "transparent" $299/month rate becomes $340/month effective cost after FX spreads.

Assess Scalability Path:

• How does pricing change as you grow from 10 to 50 to 200 employees? Some providers offer volume discounts. Others keep per-employee rates flat.
• Consider handling capacity at scale. Can it manage 500 employees across 15 countries without collapsing under operational complexity?

Evaluate Switching Costs:

• Assume you might outgrow the provider or need to switch. How painful is employee migration? Do you retain contract documentation and payroll history?
• Some EORs make offboarding deliberately difficult, holding data hostage or charging extraction fees. Clarify data portability and contract termination terms upfront.

How Gloroots Stands Out From Other EOR Providers?

Gloroots addresses the core frustrations global HR leaders articulate: pricing opacity, compliance uncertainty, and the gap between platform promises and operational reality.

Transparent Pricing with No Hidden Fees. 

• $299/employee/month, with itemized invoices showing exactly what you're paying for. 
• Base employment costs, statutory contributions, benefits, and platform access. No surprise FX margins buried in currency conversion.

Owned Entities Plus Deep India Expertise

• Gloroots owns legal entities in India and strategic markets, eliminating third-party partner risk in your highest-volume hiring locations.
• The India specialization is unmatched. PF/ESIC/gratuity compliance, GCC enablement for companies establishing capability centers, local recruiting support, and compensation benchmarking that reflects Bangalore vs. Pune vs. Hyderabad market realities.

Hybrid Platform Plus Managed Service Model

• Self-service dashboards for contracts, onboarding, and payroll when you want control.
• Dedicated Customer Success Managers when you need compliance guidance or strategic advice.
• This model scales better than pure self-service (which leaves you stranded on complex questions) or pure managed service (which bottlenecks on routine tasks).

Contractor-to-Employee Conversions Without Friction

• Many companies start with contractors, then formalize employment as teams prove out. Gloroots handles conversions seamlessly. 
• Existing contractor payment history, documentation, and relationships transfer without re-onboarding or contract gaps.

Built for Scale, Priced for Startups

• Hiring your first 10 employees in India or managing 200 across Asia-Pacific? 
• Gloroots supports both with flexible pricing and no enterprise-level barriers, making it especially startup-friendly.

Gloroots pricing and platform capacity scales linearly. No enterprise minimums, no surprise tier upgrades when you hit employee thresholds. Explore Gloroots EOR Services →

Frequently Asked Questions

1. How much does an EOR typically cost per employee?

Expect $299-$599 monthly per employee, but factor in hidden costs like onboarding ($200-500), FX margins (1-3%), and offboarding fees. Your actual spend typically runs 15-25% higher than the advertised base rate.

2. What factors should I compare when choosing an EOR provider?

Check if they own entities in your target countries (not just partner networks), examine their full pricing structure, including hidden fees, and test their support responsiveness during sales conversations. Technology quality and compliance depth matter more than feature lists.

3. Which EOR provider is best for startups?

Gloroots and Remote work well at $299/month with no enterprise minimums and straightforward pricing. Gloroots handles Asia expansion particularly well, while Remote excels at benefits administration, both scale as you grow without forcing you into enterprise sales cycles.

4. Do all EOR companies own their legal entities?

No. Remote and Gloroots own entities in core markets, while Deel, Oyster, and Skuad mix owned entities with partner networks. Always ask directly: "Do you own the legal entity in [country]?" because entity ownership directly impacts compliance control and response times.

5. Are cheaper EOR providers reliable?

Low pricing doesn't mean unreliable if the provider owns entities in your markets. Gloroots and Remote prove this at $299/month. Watch for red flags: pricing under $250, vague compliance answers, refusal to share entity ownership details, or reviews mentioning payroll errors.