Top 10 Skuad Alternatives For Global Hiring & EOR in 2026

Skuad has built a reputation as a capable EOR provider, but as your hiring strategy matures, more countries, deeper complexity, sharper scrutiny from finance and legal, many teams revisit whether their current platform still fits the operational reality.

This guide compares the 10 best Skuad alternatives based on compliance infrastructure, pricing transparency, platform depth, and operational scalability. Not marketing claims.

Our evaluation methodology includes:

• Direct conversations with global HR leaders managing 20 to 200+ distributed employees
• Analysis of 300+ verified user reviews on G2, Capterra, and TrustRadius
• Hands-on testing of platform workflows, compliance documentation, and support responsiveness
• Comparison of pricing structures, FX handling, and invoice transparency across providers

Gloroots is included in this comparison. We've aimed to present each platform objectively, focusing on differentiated strengths and real trade-offs.

The right EOR isn't the one with the longest country list. It's the one that aligns with your growth path, risk tolerance, and operational priorities.

What Is Skuad?

Skuad is a cloud-based Employer of Record and global hiring platform that helps companies hire, onboard, and pay international employees without establishing local entities. It's built primarily for startups and mid-sized companies expanding into new markets quickly, particularly in Asia-Pacific, EMEA, and Latin America.

Teams use Skuad to compress months-long entity setup timelines into days, manage contractor-to-employee conversions, and run consolidated payroll across multiple countries from a single dashboard.

Key Features of Skuad

• Global EOR coverage across 160+ countries with localized employment contracts, statutory benefits, and payroll execution in each jurisdiction
• Unified contractor and employee management allows businesses to engage both employment types from one platform with compliant payment workflows
• Automated payroll and tax compliance handling withholdings, social contributions, and statutory filings across multiple countries without manual intervention
• Multi-currency payment support enabling local currency payouts to employees and contractors with embedded FX conversion and transparent fee structures
• Self-service platform with onboarding automation offering contract generation, document collection, and approval workflows accessible to distributed HR teams

When to Consider a Skuad Alternative

Skuad works well for early-stage international expansion, but teams often hit friction points as headcount grows or operational complexity increases beyond straightforward employment scenarios.

Common trigger points:

• Pricing becomes less predictable once you factor in benefits upgrades, FX markups, contractor conversions, and country-specific add-ons that weren't transparent during initial scoping
• Larger teams report limitations in finance integration depth, invoice granularity, and flexibility around benefits customization, critical when managing 50+ employees or preparing for audits
• Platform performance and support responsiveness can decline during payroll cycles or when handling complex scenarios like equity grants, probation disputes, or mid-cycle terminations
• Standardization friction when companies need custom workflows or hybrid models combining EOR with owned entities

Top 10 Skuad Alternatives to Consider in 2026

1. Gloroots

Gloroots is a global employment platform specializing in India and APAC markets, offering EOR services, contractor management, and GCC (Global Capability Center) enablement for companies scaling technical and operational teams in the region.

It serves mid-sized tech companies and enterprises expanding into India, Southeast Asia, and other high-growth markets where compliance complexity and local expertise significantly impact speed and risk.

Teams choose Gloroots when they need more than standard EOR services, particularly when building long-term presence in India, managing hybrid entity + EOR models, or requiring deep statutory compliance support beyond payroll execution.

Key Features

• India-specialized GCC enablement providing accelerated setup, PF/ESIC/gratuity handling, and advisory support for companies establishing Global Capability Centers
• Hybrid entity + EOR models allow businesses to operate temporarily via EOR while forming their own entity, then transition employees seamlessly
• Contractor-to-employee conversions handling tax reconciliation, benefits migration, and employment contract transitions without workflow disruption
• Finance-grade visibility delivering line-item invoices with country-level cost breakdowns, GL mapping, and audit-ready reports for CFO-level transparency
• Dedicated Customer Success Managers providing hands-on compliance guidance, onboarding support, and strategic workforce planning, not just ticket-based assistance

Customer Review

"Gloroots handled our India expansion end-to-end. Their GCC setup support and statutory compliance knowledge gave us confidence we weren't cutting corners."

Pros

• Deep India compliance infrastructure with direct expertise in PF, ESIC, gratuity, and state-specific labor laws often missed by global-first EORs
• Transparent pricing with no hidden FX markups and detailed invoicing that makes budget forecasting and cost allocation significantly easier for finance teams
• Responsive, consultative support with CSMs who understand regional hiring nuances, compensation benchmarks, and retention strategies for GCC talent

Cons

• Smaller global footprint outside APAC compared to Deel or Remote, making it less suitable for companies prioritizing Latin America or European expansion
• Less established brand recognition in North America and Europe, which may require additional internal stakeholder education during vendor evaluation
• Platform feature depth is narrower than all-in-one HRIS systems like Rippling, requiring integration with separate tools for benefits administration or performance management

Why Choose Gloroots Over Skuad?

• India-specific compliance depth, including GCC advisory, statutory filing accuracy, and state-level labor law navigation, which Skuad's generalist model doesn't match
• Transparent cost structures with no surprise FX fees, benefits markups, or country-specific add-ons that emerge after contract signature
• Hybrid EOR + entity transition support enables companies to start with EOR and migrate to owned entities without disrupting employee relationships or payroll continuity

Pricing

Gloroots uses custom pricing based on headcount, countries, and service scope. Typical EOR engagements start around $450 to $600 per employee per month with transparent invoicing.

2. Deel

Deel is a global employment platform covering EOR services, contractor payments, and HR management across 150+ countries, positioning itself as the most comprehensive solution for distributed teams.

It serves startups, scale-ups, and enterprises managing large contractor networks alongside full-time international employees, particularly in tech, SaaS, and remote-first organizations.

Teams choose Deel for its breadth of coverage, contractor management depth, and platform automation that reduces manual workflows when managing 50+ international workers across multiple employment types.

Key Features

• 150+ country EOR coverage with localized contracts, benefits packages, and payroll execution managed through regional partner networks and owned infrastructure
• Unified contractor + employee platform allowing businesses to manage independent contractors, EOR employees, and direct hires from a single dashboard with automated compliance checks
• Automated compliance monitoring providing real-time alerts on employment law changes, visa expirations, and misclassification risks across all active jurisdictions
• Self-service immigration support offering visa sponsorship workflows, document tracking, and legal filing coordination for international mobility scenarios
• Equity management integration enabling RSU, stock option, and ESOP administration for international employees without separate cap table platforms

Customer Review

"Deel's platform made it simple to scale from 10 contractors to 80 employees across 15 countries. The compliance automation alone saved our People team 20+ hours per month."

Pros

• Broadest country coverage in the EOR market, reducing the need for multiple vendor relationships when expanding into niche or emerging markets
• Strong contractor management capabilities with automated invoicing, payment scheduling, and 1099/equivalent tax form generation for global independent contractors
• Robust platform automation including self-service onboarding, document collection, and approval workflows that scale efficiently as headcount grows beyond 50 employees

Cons

• Premium pricing at $599/employee/month makes Deel one of the more expensive options, particularly for cost-conscious startups managing tight budgets
• Generic compliance depth in complex markets like India, Brazil, and Germany, where partner-reliant models lack the granular expertise of specialized regional providers
• Customer support variability with responses ranging from excellent to slow depending on plan tier, region, and complexity of inquiry during high-volume periods

Why Choose Deel Over Skuad?

• Significantly broader country coverage, enabling true global expansion without vendor fragmentation when entering secondary or tertiary markets beyond Skuad's core regions
• More mature platform automation reducing manual People Ops workflows, particularly for contractor payments, document management, and compliance monitoring at scale
• Stronger equity and immigration tooling for companies offering stock compensation or managing visa sponsorships as part of their international employment strategy

Pricing

Deel charges $599 per employee per month for EOR services across all countries. Contractor management starts at $49 per contractor per month.

3. Remote

Remote is a global employment platform offering EOR services, contractor management, and global payroll with transparent, flat-rate pricing across all supported countries.

It serves developer-heavy startups, remote-first tech companies, and organizations prioritizing pricing predictability and ethical employment practices in international hiring.

Teams choose Remote when they want to avoid variable country-based pricing models, need strong developer-focused features like API access, and value transparent labor practices audited by third parties.

Key Features

• Flat-rate pricing across all countries, charging the same $599/employee/month whether hiring in the US, Germany, or the Philippines, eliminating cost arbitrage concerns
• Developer-first API and integrations providing programmatic access to payroll data, employee records, and compliance workflows for engineering teams building custom HR tools
• Fair pricing certification audited by third-party labor advocacy organizations to ensure employees receive locally competitive salaries without excessive platform markups
• In-house intellectual property protection offering standardized IP assignment clauses, NDA templates, and confidentiality agreements enforceable across jurisdictions
• Built-in time-off tracking and approvals managing PTO accruals, statutory leave entitlements, and manager approval workflows without requiring separate HR systems

Customer Review

"Remote's transparent pricing made budgeting simple. We knew exactly what each hire would cost regardless of location, which eliminated surprises during quarterly planning."

Pros

• Transparent, flat-rate pricing removes geographic cost variability and hidden fees, making financial forecasting and headcount planning significantly more predictable
• Strong API and developer tooling enabling technical teams to build custom integrations, automate workflows, and sync employee data with internal systems
• Ethical labor practices with third-party audits ensuring employees receive fair, locally competitive compensation without exploitative platform economics

Cons

• Smaller country footprint compared to Deel and Papaya, with approximately 80 EOR countries available, limiting options for niche or frontier market expansion
• Less enterprise-grade support with customer service depth trailing larger competitors, particularly for complex scenarios involving equity, immigration, or multi-entity structures
• Narrow benefits customization offering standardized packages with limited flexibility for companies wanting tailored health, retirement, or wellness benefits by market

Why Choose Remote Over Skuad?

• Transparent pricing model eliminating surprise country-based fees, FX markups, and benefits add-ons that often appear in Skuad invoices after initial contract signature
• Developer-friendly API providing programmatic access for engineering teams to build custom workflows, unlike Skuad's more closed platform architecture
• Fair pricing audits, ensuring employees receive competitive local compensation, addressing ethical concerns about platform markups common in the EOR industry

Pricing

Remote charges a flat $599 per employee per month across all countries for EOR services. Contractor payments start at $29 per contractor per month.

4. Rippling

Rippling is a unified workforce management platform combining global payroll, HR, IT asset management, and benefits administration into a single system for managing employees worldwide.

It serves tech companies and enterprises needing consolidated control over payroll, device provisioning, app access, and compliance across both domestic and international teams.

Teams choose Rippling when they want to eliminate vendor fragmentation by managing HR, IT, and Finance workflows from one platform rather than stitching together multiple point solutions.

Key Features

• Unified HR + IT + Finance platform managing payroll, benefits, laptop provisioning, SaaS app access, and compliance workflows from a single administrative dashboard
• Device and app lifecycle management automating laptop ordering, software license assignment, and access revocation when employees are onboarded, change roles, or offboard
• 90+ country payroll coverage handling both domestic and international payroll, contractor payments, and EOR services through integrated platform workflows
• Custom automation and workflow engine enabling businesses to build no-code rules for approvals, data syncing, and policy enforcement across departments
• Real-time compliance monitoring tracking labor law changes, benefits regulations, and tax requirements across all active jurisdictions with automated policy updates

Customer Review

"Rippling consolidated five tools into one. The ability to provision laptops, assign software, and run payroll from the same platform saved us weeks of onboarding time."

Pros

• Platform consolidation eliminates the need for separate HR, IT, and Finance tools, reducing vendor management complexity and integration maintenance overhead
• Device and app management integration enabling IT teams to automate hardware provisioning and SaaS access directly tied to HR records and employment status
• Workflow automation depth with custom rule builders, allowing businesses to enforce complex approval chains, data syncing, and policy compliance without engineering resources

Cons

• Complexity and learning curve with feature depth create steep onboarding timelines, particularly for smaller teams without dedicated People Ops or IT administrators
• Module-based pricing, where full functionality requires purchasing multiple add-ons, makes true all-in costs significantly higher than base pricing suggests
• EOR depth limitations with international employment services are feeling secondary to core HRIS functionality, and lacking the compliance rigor of specialized EOR providers

Why Choose Rippling Over Skuad?

• Unified platform architecture managing HR, IT, and payroll from one system, eliminating integration complexity that Skuad creates when layering additional tools
• Device and app provisioning automation is critical for tech companies managing distributed teams with hardware, software, and access requirements beyond payroll
• Domestic + international payroll consolidation, allowing businesses to run US-based and global payroll from the same platform, unlike Skuad's international-only focus

Pricing

Rippling starts at $8 per user per month for core HRIS, with additional modules for payroll, benefits, IT management, and international employment priced separately.

5. Multiplier

Multiplier is a global employment platform specializing in fast employee onboarding, payroll execution, and compliance management across 150+ countries with a focus on APAC markets.

It serves high-growth startups and scale-ups needing rapid international hiring velocity, particularly in India, Southeast Asia, and other regions where speed directly impacts talent acquisition competitiveness.

Teams choose Multiplier when onboarding timelines matter, offering 48-hour employee activation in key markets and streamlined workflows that reduce administrative friction during rapid expansion.

Key Features

• 48-hour employee activation in priority markets, including India, Singapore,the  Philippines, and key APAC regions, compressing standard multi-week onboarding cycles
• APAC compliance specialization with regional expertise in statutory requirements, labor laws, and payroll nuances often missed by Western-focused EOR providers
• Automated benefits enrollment handles health insurance, pension contributions, and statutory benefits without manual HR intervention across diverse regulatory frameworks
• Multi-currency payroll with transparent FX handling and local currency payouts, providing cost predictability for finance teams managing distributed budgets
• Self-service employee portal offering contract access, payslip downloads, time-off requests, and document management visible to international employees 24/7

Customer Review

"Multiplier got our India team onboarded in under 48 hours. For a competitive engineering hire, that speed made the difference between winning and losing the candidate."

Pros

• Fastest onboarding speeds in the market, particularly for APAC hires, where Multiplier's regional infrastructure and legal partnerships enable 48-hour activation
• Strong APAC compliance depth with localized expertise in India, Singapore, the  Philippines, and Indonesia that rivals specialized regional providers
• Transparent pricing at $400/employee/month, positioning Multiplier as a cost-effective alternative to Deel and Remote for budget-conscious scaling companies

Cons

• Limited platform depth beyond core EOR functionality, lacking advanced HR features, benefits customization, or workforce analytics found in more mature platforms
• Customer support inconsistency with response times and solution quality varying based on region, plan tier, and complexity of inquiry
• Weaker Western market coverage compared to competitors, making Multiplier less suitable for companies prioritizing North America or European expansion over APAC

Why Choose Multiplier Over Skuad?

• Significantly faster onboarding with 48-hour activation in key APAC markets compared to Skuad's standard 5 to 7 day timelines, critical when competing for in-demand talent
• Lower pricing at $400/employee/month versus Skuad's typical $500 to $600 range, reducing ongoing employment costs for companies managing 20+ international employees
• Stronger APAC compliance infrastructure with deeper regional expertise in India, Southeast Asia, and other high-growth markets central to Multiplier's positioning

Pricing

Multiplier charges $400 per employee per month for EOR services across all supported countries. No setup fees or hidden add-ons.

6. Oyster HR

Oyster HR is a distributed-first employment platform offering EOR services, contractor management, and equity administration across 180+ countries with a focus on remote company culture and employee experience.

It serves remote-first startups, digital nomad-friendly companies, and organizations building globally distributed teams from inception rather than transitioning from office-based models.

Teams choose Oyster when they prioritize employee experience, equity distribution, and cultural alignment tools alongside compliance and payroll execution in 88 EOR countries.

Key Features

• 88-country EOR coverage with 48-hour onboarding enabling rapid employee activation in key markets with streamlined contract generation and compliance workflows
• Global equity management offering RSU, stock option, and ESOP administration with multi-country tax treatment, vesting schedules, and cap table integration
• Distributed team culture tools providing engagement surveys, peer recognition systems, and remote onboarding playbooks designed for asynchronous, globally distributed teams
• Compensation benchmarking delivering location-based salary data, cost-of-living adjustments, and total compensation analysis to ensure competitive offers across markets
• Immigration and visa support coordinating work permit applications, document collection, and legal filing requirements for international mobility scenarios

Customer Review

Oyster's equity tools and employee experience focus made our distributed team feel cohesive. The onboarding playbooks alone saved us from reinventing remote culture from scratch.

Pros

• 48-hour onboarding speed matching Multiplier's velocity in key markets, reducing time-to-productivity for new international hires during rapid scaling
• Strong equity management with multi-country tax treatment and vesting administration, eliminating the need for separate cap table or equity platforms
• Employee experience focus, including culture tools, engagement surveys, and onboarding playbooks that address retention and cohesion challenges in distributed teams

Cons

• 88 EOR countries are significantly fewer than Deel (150+) or Papaya Global (160+), limiting expansion options for companies entering niche or frontier markets
• Premium pricing at $499/employee/month positions Oyster above budget alternatives like Multiplier, challenging for startups managing tight runway constraints
• Less enterprise-grade compliance depth compared to Velocity Global or Papaya, making Oyster less suitable for heavily regulated industries or risk-averse legal teams

Why Choose Oyster HR Over Skuad?

• Equity administration integration enables stock compensation distribution without separate platforms, unlike Skuad, which requires third-party cap table tools
• Distributed team culture tooling addressing remote employee engagement and cohesion challenges that Skuad's transactional platform doesn't prioritize
• 48-hour onboarding speed matching best-in-class velocity for competitive hiring scenarios where candidate experience and speed directly impact close rates

Pricing

Oyster HR charges $499 per employee per month for EOR services. Contractor management and global payroll modules are priced separately based on usage.

7. Papaya Global

Papaya Global is an enterprise-grade workforce management platform offering EOR services, global payroll, and workforce analytics across 160+ countries with a focus on large, complex organizations.

It serves mid-market and enterprise companies managing 200+ international employees, particularly in industries with heavy compliance requirements like financial services, healthcare, and manufacturing.

Teams choose Papaya when they need an in-house payroll engine, advanced workforce analytics, and enterprise-level compliance infrastructure rather than partner-reliant EOR models.

Key Features

• In-house global payroll engine processing payroll calculations, tax withholdings, and statutory contributions directly, rather than relying on third-party partner networks
• 160+ country EOR coverage supported by owned legal entities and direct employment infrastructure in major markets, reducing partner dependency risks
• Workforce analytics and reporting providing headcount forecasting, cost modeling, labor market insights, and compliance risk dashboards for executive and finance teams
• Multi-entity payroll consolidation enables businesses to run payroll across owned entities, EOR employees, and contractors from a unified platform
• Dedicated compliance and tax advisory offering country-specific legal counsel, tax optimization guidance, and audit support for complex employment scenarios

Customer Review

"Papaya's in-house payroll engine gave us confidence during audits. The level of data granularity and compliance documentation was unmatched by partner-based EOR providers."

Pros

• In-house payroll infrastructure eliminates third-party dependencies and provides greater control, accuracy, and audit readiness compared to partner-based models
• Enterprise-grade compliance depth with dedicated legal and tax advisors, making Papaya suitable for heavily regulated industries and risk-averse legal teams
• Advanced workforce analytics delivering labor cost modeling, headcount planning, and compliance risk visibility, critical for the CFO and VP of People's strategic planning

Cons

• Enterprise pricing with custom quotes typically exceeding $600/employee/month, making Papaya cost-prohibitive for startups and small companies managing fewer than 50 employees
• Implementation complexity requires significant onboarding timelines, configuration, and internal stakeholder coordination compared to self-service platforms
• Platform learning curve with feature depth and customization options creates steeper adoption timelines for HR teams without dedicated People Ops administrators

Why Choose Papaya Global Over Skuad?

• In-house payroll engine providing audit-grade accuracy and compliance documentation that partner-reliant models like Skuad cannot consistently deliver
• Enterprise-scale infrastructure designed for 200+ employee complexity with multi-entity consolidation, workforce analytics, and dedicated advisory support
• Advanced reporting and forecasting enabling CFO-level financial planning, labor cost modeling, and compliance risk visibility beyond Skuad's transactional dashboards

Pricing

Papaya Global uses custom enterprise pricing based on headcount, entity complexity, and service scope. Typical engagements start above $600 per employee per month.

8. Velocity Global

Velocity Global is an enterprise-focused EOR provider offering global employment services, dedicated compliance advisory, and legal entity management across 185+ countries.

It serves Fortune 500 companies, large enterprises, and heavily regulated industries requiring white-glove service, legal risk mitigation, and hands-on compliance counsel beyond platform automation.

Teams choose Velocity Global when they need more than software, specifically, dedicated country-level legal and tax advisors, custom employment solutions, and enterprise SLAs for mission-critical international hiring.

Key Features

• Dedicated legal and tax advisory providing per-country compliance counsel, employment law guidance, and risk mitigation strategies for complex hiring scenarios
• Owned legal entities in 50+ countries, reducing partner dependency and providing greater control over employment infrastructure in key markets
• Custom employment solutions handling non-standard scenarios, including executive hires, equity-heavy compensation, secondments, and international relocations
• Enterprise SLAs and support offering guaranteed response times, dedicated account management, and escalation protocols for time-sensitive compliance issues
• Audit-ready compliance documentation delivering legal contract archives, statutory filing records, and employment verification reports required for due diligence

Customer Review

"Velocity Global's dedicated advisory team walked us through employment law changes in Brazil and Germany. The level of legal counsel exceeded what any platform-only EOR could provide."

Pros

• White-glove advisory service with dedicated legal and tax experts providing hands-on guidance for complex employment scenarios and risk mitigation
• Enterprise-grade SLAs guaranteeing response times, escalation paths, and dedicated support unavailable from self-service platforms
• Owned entity infrastructure in key markets reducing partner risks and providing greater control over employment execution and compliance quality

Cons

• Premium enterprise pricing with custom quotes typically starting above $700/employee/month, making Velocity Global cost-prohibitive for startups and mid-sized companies
• Implementation timelines extending 4 to 8 weeks due to hands-on onboarding, legal reviews, and enterprise configuration requirements
• Platform depth trailing Deel, Remote, and Rippling in self-service features, automation, and modern UX design for day-to-day HR workflows

Why Choose Velocity Global Over Skuad?

• Dedicated legal and tax advisory providing country-specific compliance counsel and risk mitigation strategies unavailable through Skuad's platform-based support model
• Enterprise SLAs and guarantees offering contractual response times and escalation protocols are critical for time-sensitive hiring and compliance scenarios
• Owned entity infrastructure in major markets, eliminating partner dependencies that introduce compliance variability and execution risk in Skuad's network model

Pricing

Velocity Global uses custom enterprise pricing based on headcount, service scope, and SLA requirements. Typical engagements start above $700 per employee per month.

9. Omnipresent

Omnipresent is a European-focused EOR provider offering employment services, compliance management, and benefits administration across 150+ countries with deep expertise in EU and UK markets.

It serves European startups, UK-based scale-ups, and companies prioritizing GDPR compliance, EU labor law expertise, and culturally aligned benefits packages in European expansion.

Teams choose Omnipresent when they need regional compliance depth in Europe, transparent UK/EU pricing, and benefits flexibility beyond standardized packages offered by global-first competitors.

Key Features

• Deep EU and UK compliance infrastructure with localized expertise in GDPR, works councils, collective bargaining agreements, and country-specific labor regulations
• Flexible benefits customization allowing businesses to tailor health insurance, pension contributions, wellness stipends, and perks by country and employee preference
• Transparent European pricing using GBP and EUR denomination with clear FX handling, eliminating surprise currency conversion fees common in USD-denominated contracts
• GDPR-compliant data handling with EU-based data residency, privacy impact assessments, and audit trails meeting European regulatory standards
• Dedicated European support teams providing time-zone-aligned service, cultural context, and local market knowledge for UK and EU hiring scenarios

Customer Review

Omnipresent's UK and EU compliance depth gave us confidence during our Series A due diligence. Their GDPR handling and benefits flexibility stood out against US-based competitors.

Pros

• European compliance specialization with deep expertise in GDPR, EU labor law, and UK employment regulations is often missed by US-headquartered EOR providers
• Benefits flexibility allows customization of health, pension, and wellness packages by country, addressing diverse employee preferences across European markets
• Transparent European pricing using GBP/EUR with clear FX rates, making budgeting simpler for European companies managing euro-denominated finances

Cons

• Limited non-European coverage with weaker infrastructure in APAC, Latin America, and the Middle East markets compared to global-first competitors
• Smaller platform feature set lacking advanced HR tools, equity management, and workforce analytics found in Deel, Remote, or Rippling
• Brand recognition outside Europe requires additional stakeholder education for North American or APAC-based companies evaluating vendor options

Why Choose Omnipresent Over Skuad?

• Deep European compliance expertise, including GDPR, works councils, and EU-specific labor law nuances that Skuad's global-first model doesn't prioritize
• Benefits customization flexibility, enabling tailored health, pension, and wellness packages rather than Skuad's standardized offerings
• European pricing transparency using GBP/EUR denomination with clear FX handling, eliminating surprise currency conversion fees in Skuad invoices

Pricing

Omnipresent charges £399 per employee per month for the EU and UK markets. Pricing for other regions is quoted based on the country and service scope.

10. Globalization Partners

Globalization Partners is an established global EOR provider operating owned legal entities in 180+ countries, offering employment services, compliance management, and risk mitigation for enterprise clients.

It serves Fortune 1000 companies, large enterprises, and risk-averse organizations requiring proven infrastructure, financial stability, and owned entity employment rather than partner-reliant models.

Teams choose Globalization Partners when they need an established vendor with 15+ years of operational history, owned entities reducing partner risks, and enterprise-grade compliance infrastructure.

Key Features

• Owned legal entities in 180+ countries, eliminating third-party dependencies and providing direct employment infrastructure for greater control and compliance consistency
• 15+ years of operational history with established processes, proven compliance track records, and financial stability critical for risk-averse enterprises
• Enterprise compliance and audit support, delivering legal contract archives, statutory filing documentation, and employment verification required for M&A due diligence
• Dedicated enterprise account management providing strategic workforce planning, expansion advisory, and executive-level stakeholder engagement
• Global benefits administration managing health insurance, retirement plans, and statutory benefits across diverse regulatory frameworks without employee-facing complexity

Customer Review

"Globalization Partners' owned entity model gave our legal team confidence. The 15-year track record and audit documentation were critical during our acquisition due diligence."

VP of Corporate Development, Enterprise Technology Company

Pros

• Owned entity infrastructure across 180+ countries, eliminating partner risks and providing direct employment control unavailable in network-based EOR models
• Established operational history with 15+ years of compliance track records, financial stability, and proven processes critical for risk-averse enterprises
• Enterprise-grade compliance documentation delivering audit-ready records, legal archives, and verification reports required for M&A due diligence and regulatory compliance

Cons

• Premium enterprise pricing with custom quotes typically exceeding $700/employee/month, making Globalization Partners cost-prohibitive for startups and mid-sized companies
• Legacy platform experience with UX and automation capabilities trailing modern competitors like Deel, Remote, and Rippling
• Implementation complexity requiring extensive onboarding timelines, legal reviews, and configuration for enterprise-scale deployments

Why Choose Globalization Partners Over Skuad?

• An owned entity model providing direct employment infrastructure and eliminating partner dependencies that introduce compliance variability in Skuad's network approach
• Established operational track record with 15+ years of history providing financial stability and proven compliance execution for risk-averse legal teams
• Enterprise compliance infrastructure delivering audit-ready documentation and legal archives required for M&A due diligence and regulatory scrutiny

Pricing

Globalization Partners uses custom enterprise pricing based on headcount, countries, and service scope. Typical engagements start above $700 per employee per month.

How Do You Choose the Right EOR Provider for Your Expansion Strategy?

Choosing an EOR isn't about finding the "best" provider. It's about matching capabilities to your expansion priorities, risk tolerance, and operational maturity.

1. What Markets Are You Actually Hiring In?

Country count doesn't matter if the provider lacks a strong infrastructure where you're expanding. A provider with owned entities in your top 3 markets outperforms one with 185 countries through partner networks.

Key considerations:

• North America holds 38 to 45% of the global EOR market share in 2026, indicating mature infrastructure and competitive options
• Check entity ownership structure (owned vs partner) in your target markets
• Verify local payroll processing speed and statutory filing accuracy
• Understand escalation paths and local language support availability

2. How Much Compliance Risk Can You Actually Absorb?

Risk transfer completeness varies dramatically between providers. Some EOR contracts include professional liability insurance and comprehensive indemnification. Others limit liability to fee refunds and leave misclassification exposure with you.

Evaluation checklist:

• Review indemnification clauses and insurance coverage details
• Understand what happens when classification errors or statutory violations occur
• Ask about historical compliance incidents and resolution timelines
• Verify who owns legal liability if labor ministry audits happen

3. What Does Your Finance Team Need for Month-End Close?

Generic invoicing creates reconciliation nightmares. Your EOR invoice should integrate with your close process, not add manual work.

Finance requirements:

• Line-item cost breakdowns by country, employee, and expense type
• Automated GL mapping and accounting system integration
• Transparent FX rates with clear markup disclosure
• Audit-ready documentation with complete payment trails

4. Are You Building a Temporary Presence or Long-Term Operations?

EOR makes sense for market testing, pre-entity hiring, and managing small distributed teams. It becomes expensive at scale and creates friction when transitioning to owned entities.

Decision framework:

• If planning 50+ employees in a market within 18 months, model entity formation costs and timelines
• Calculate the break-even point where the owned entity becomes more economical
• Understand employee transition complexity when moving from EOR to an owned entity
• Consider hybrid models for phased expansion strategies

5. What Happens When Something Breaks at 2 am Local Time?

Support quality matters more than dashboards when payroll fails or compliance issues surface. Generic ticket queues don't work when facing labor ministry audits or employee disputes requiring immediate local expertise.

Support evaluation:

• Test CS responsiveness during vendor evaluation (submit real questions)
• Ask for escalation procedures and SLA commitments
• Verify regional support coverage and language capabilities
• Request references from customers in your target markets

Why Gloroots Works Better Than Skuad for India Expansion

Gloroots was purpose-built for companies treating India as a strategic expansion priority, not just another EOR market. While Skuad offers broad global coverage, Gloroots delivers specialized India infrastructure and GCC acceleration expertise that generic global EOR providers simply can't match.

Gloroots vs Skuad: India Expansion Features

Here's what makes Gloroots different:

1. Owned India Infrastructure Means Better Compliance

Gloroots operates through its own legal entities in India, not partner networks. This means accurate statutory compliance handling for PF, ESIC, gratuity, and professional tax. Payroll processes faster and audit trails stay cleaner compared to Skuad's partner-dependent APAC model, which often creates filing delays and reconciliation headaches.

2. GCC Acceleration Solves the Expansion Timeline Problem

Most companies face a painful choice: wait 9 months for entity formation or skip India hiring entirely. Gloroots eliminates this dilemma. You can hire immediately under Gloroots' entity while your own India entity forms in the background. Once your entity is ready, employees transition seamlessly with zero payroll disruption. This is critical for Bangalore, Hyderabad, and Pune expansion projects that can't afford long delays.

3. Local Expertise That Understands India, Not Just APAC

Gloroots provides India-specific labor law guidance, compensation benchmarking for tech talent, and recruiting support. The CS team understands Indian employment nuances like notice periods, gratuity calculations, and contractor-to-employee conversions. You're not getting generic APAC templates applied to India, you're getting experts who know the market.

4. Finance Visibility That Actually Helps Your Team

Get line-item invoicing with country-level cost breakdowns, transparent FX rates, GL mapping support, and audit-ready documentation. No more "black box" invoicing that finance teams struggle to reconcile at month-end, a complaint that shows up frequently in Skuad customer reviews.

Who Should Choose Gloroots?

Gloroots is the right fit if you're:

• Hiring 10+ employees in India within the next 12 months
• Establishing a Global Capability Center and needs immediate hiring while your entity forms
• Looking for a hybrid model that combines EOR flexibility with owned entity economics as you scale

Ready to explore how Gloroots handles India expansion and GCC setup?

Talk to our team about your specific hiring timeline, compliance requirements, and entity transition strategy.

Frequently Asked Questions About Skuad Alternatives

1. What are the top Skuad alternatives for global hiring?

Gloroots for India expansion, Deel for contractor-employee management, Remote for European compliance, Multiplier for APAC, and Papaya Global for enterprise finance. Choice depends on your target markets and priorities.

2. Is Skuad suitable for large-scale international expansion?

Skuad covers 160+ countries but struggles at scale with declining support, rising costs beyond 50 employees, and limited flexibility for hybrid models. Specialized alternatives often perform better for complex scenarios.

3. How does Gloroots compare to Skuad for India hiring?

Gloroots owns an India infrastructure for faster payroll and accurate compliance. GCC acceleration eliminates 6-9 month delays. Local expertise and finance transparency exceed Skuad's generic APAC treatment.

4. What is the best free alternative to Skuad?

No legitimate free EOR exists. Compare pricing instead: Deel and Remote start at $599/month, Multiplier at $400/month, and Gloroots offers volume-based rates for India-focused expansion.

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