Top 10 Pebl (Velocity Global) Alternatives in 2026

Velocity Global's rebrand to Pebl in 2026 marked a strategic pivot, not just a cosmetic refresh. For HR leaders managing distributed teams, this shift raises a critical question: Is Pebl still the right EOR partner, or has the market moved ahead?

This guide compares Pebl against the strongest EOR alternatives based on coverage depth, compliance infrastructure, pricing transparency, and support quality. You'll see where Pebl still leads and where competitors have built superior capabilities.

Our evaluation drew from:

• Direct customer feedback from global HR teams managing 50+ international employees
• Pricing analysis across 15+ markets, including high-complexity jurisdictions
• Compliance incident tracking and resolution speed comparisons
• Hands-on platform testing and CS responsiveness benchmarks

Gloroots is included in this comparison. We've applied the same evaluation criteria to our own platform and noted limitations where they exist.

This guide covers how to choose the right EOR provider for your expansion goals—whether that’s Pebl, a specialized alternative, or a hybrid approach—so you can avoid costly mistakes in markets where missteps quickly become public issues.

What is Pebl (Velocity Global)?

Pebl, formerly Velocity Global, is a global Employer of Record platform that enables companies to hire employees in 185+ countries without establishing local legal entities. The platform handles employment contracts, payroll processing, benefits administration, and statutory compliance across jurisdictions.

Pebl primarily serves mid-market and enterprise companies expanding internationally. HR leaders, global mobility teams, and finance operations use the platform to manage distributed workforces.

In practice, companies use Pebl when opening new markets rapidly, testing regional demand before committing to entity setup, or managing cross-border teams during M&A transitions. The platform consolidates employment administration across multiple countries into a single vendor relationship.

Key Features of Velocity Global (Pebl)

• Entity-backed EOR in 185+ countries: Pebl operates through owned entities and partner networks, though entity ownership structure varies significantly by region and affects liability transfer clarity.
• AI-powered hiring workflows: The rebrand introduced AI tooling for candidate screening and onboarding automation, though effectiveness depends heavily on market maturity and language support.
• Integrated contractor and EOR management: Single platform handles both employment types, reducing vendor fragmentation but occasionally creating classification complexity during contractor-to-employee conversions.
• Multi-currency payroll processing: Handles local currency payments with transparent FX rates, though markup percentages and processing timelines vary by banking corridor and payment method.
• Global benefits administration: Coordinates statutory and supplementary benefits across markets, with standardization trade-offs that sometimes miss local market competitiveness expectations.
• Compliance monitoring and updates: Tracks regulatory changes and adjusts processes accordingly, though notification timing and proactive guidance quality vary between tier-one and emerging markets.

When to Consider a Velocity Global (Pebl) Alternative

Teams outgrow or move away from Pebl when their expansion strategy demands deeper regional expertise, tighter cost control, or more flexible engagement models than a broad-coverage EOR can provide.

Common trigger points:

• Pricing at scale: Per-employee-per-month model works for exploratory hires but creates budget pressure when managing 50+ employees across multiple markets, especially in lower-cost regions.
• Flexibility constraints: Enterprise teams hit limits when they need hybrid models combining EOR with owned entities, contractor management at scale, or white-label solutions.
• Support degradation: Early customers report strong CS engagement, but teams managing larger footprints often experience slower ticket resolution and generic guidance that doesn't account for market-specific nuances.
• Standardization friction: Pebl's processes optimize for simplicity, not customization, which creates friction for companies with complex internal workflows or regulatory requirements.

"We started with Velocity for our APAC expansion," one VP of Global Operations shared on G2. "Great for the first 10 hires. By hiring 40, we were paying premium rates for commodity service and couldn't get the India-specific payroll support we needed."

Top 10 Velocity Global (Pebl) Alternatives to Consider

1. Gloroots

Gloroots is a global EOR platform purpose-built for companies expanding into India and establishing Global Capability Centers. It combines owned legal infrastructure with specialized GCC enablement services that accelerate time-to-productivity in high-growth markets.

The platform serves mid-market and enterprise companies hiring technical, operations, and business support teams in India while managing distributed employees across 100+ countries. Teams choose Gloroots over Pebl when India represents a strategic expansion priority rather than a single-market test.

Key Features

• GCC acceleration infrastructure: Manages interim hiring while entities form, then transitions employees seamlessly, eliminating the 6-9 month hiring freeze most companies face during India incorporation.
• Owned India entity operations: Direct legal employer status ensures faster statutory filings, accurate PF/ESIC contributions, and cleaner audit trails compared to partner-dependent models.
• Contractor-to-employee conversion workflows: Purpose-built process handles Indian tax implications, gratuity calculations, and benefit transitions that often create compliance gaps with generic platforms.
• Transparent finance visibility: Line-item invoicing with country breakdowns, GL mapping, and FX transparency eliminates the "black box" invoicing that frustrates finance teams with other EOR providers.

Customer Review

"Gloroots handled our Bangalore GCC setup while we navigated entity registration. We hired 47 engineers in 4 months without the typical compliance anxiety. Support team actually understands Indian labor law, not just generic EOR processes."

Pros

• India-specific expertise reduces misclassification risk and statutory compliance errors that create expensive rectification projects with other EOR providers.
• Managed service model combines self-service platform efficiency with hands-on CS support, avoiding the "figure it out yourself" approach common with scaled EOR platforms.
• Pricing scales with volume and complexity, not just headcount, making India expansion economically viable compared to fixed per-employee models.

Cons

• Smaller global footprint than mega-EOR providers means companies hiring across 50+ countries may need supplementary vendors for niche markets.
• India specialization creates a perception of limited global capability, though 100+ country coverage handles most distributed team scenarios effectively.
• Platform feature depth prioritizes compliance and finance over candidate experience features like onboarding, gamification, or employee self-service portals.

Why Choose Gloroots Over Velocity Global (Pebl)?

• India infrastructure advantage: Owned entities deliver statutory compliance accuracy and faster payroll processing than Pebl's partner-dependent APAC model.
• GCC enablement: Provides interim hiring capability during entity formation, eliminating the "wait 9 months or hire compliantly" dilemma that stalls most India expansions.
• Finance transparency: Audit-ready documentation and transparent cost breakdowns address the invoicing opacity and reconciliation challenges Pebl customers frequently report.

Pricing

Gloroots uses volume-based pricing that scales with headcount and market complexity. India hires receive preferential rates reflecting owned infrastructure economics. No setup fees for standard implementations.

2. Deel

Deel is a unified global hiring platform combining EOR services, contractor management, and direct entity payroll in a single system. The platform handles employment administration across 150+ countries with a product-led approach emphasizing self-service efficiency.

Mid-market tech companies and startups use Deel to manage mixed workforce models. Teams choose Deel over Pebl when they need integrated contractor and employee management without switching platforms.

Key Features

• Crypto payment rails: Enable cryptocurrency compensation for contractors and employees in supported markets, addressing talent acquisition challenges in blockchain and Web3 sectors.
• API-first architecture: Robust developer tools allow HRIS integration and custom workflow automation that standardized EOR platforms treat as professional services engagements.
• Equity administration: Manages stock option grants and RSU vesting across countries, handling tax withholding and reporting that separate platforms rarely coordinate effectively.
• Immigration support: Provides visa sponsorship guidance and documentation support for relocating employees, though execution remains client-managed rather than full-service.

Customer Review

"Deel consolidated our contractor chaos and made international hiring feel like domestic onboarding. Dashboard is intuitive. Compliance updates are proactive. Support is solid for Tier 1 markets but gets generic in APAC."

Pros

• A single platform for contractors and employees eliminates vendor fragmentation and reduces administrative overhead when managing mixed workforce models across regions.
• Self-service platform prioritizes speed and autonomy, making it ideal for product teams that resist heavyweight HR processes or lengthy implementation cycles.
• Transparent pricing with published rates builds trust and simplifies budgeting compared to quote-based models that obscure true cost until contracts are finalized.

Cons

• Compliance depth varies significantly between established and emerging markets, with generic guidance that sometimes misses jurisdiction-specific nuances, causing rectification headaches.
• Support quality degrades at scale, with larger customers reporting ticket backlogs and less responsive account management than during initial onboarding.
• Benefits competitiveness lags local market expectations in APAC, where statutory minimums meet legal requirements but fail talent retention benchmarks.

Why Choose Deel Over Velocity Global (Pebl)?

• Unified workforce management: Eliminates platform switching when teams include mixed employment types across markets.
• Developer-friendly integration: API accessibility enables custom workflows that Pebl treats as enterprise-tier customizations requiring professional services.
• Web3 talent access: Crypto payment options address blockchain sector hiring needs that traditional EOR providers ignore.

Pricing

Deel EOR pricing starts at $599 per employee per month with transparent rate cards published by the market. Contractor management begins at the lower tiers. Volume discounts available for teams exceeding 50 employees.

3. Remote

Remote is a compliance-first EOR platform emphasizing legal risk mitigation, data privacy, and intellectual property protection for distributed teams. The platform covers 80+ countries with owned entities and operates with a "compliance-over-convenience" philosophy.

Enterprise companies in regulated industries (finance, healthcare, legal services) and European teams prioritizing GDPR compliance use Remote for employment administration. Teams choose Remote over Pebl when regulatory risk outweighs operational speed.

Key Features

• GDPR-native architecture: Purpose-built data handling and employee privacy controls meet European regulatory standards without retrofitting, addressing cross-border data transfer complexities.
• IP protection templates: Standardized intellectual property assignment agreements protect company ownership across jurisdictions, closing gaps that generic employment contracts often miss.
• Compliance liability insurance: Platform includes professional liability coverage for employment-related claims, transferring risk more completely than standard EOR indemnification clauses.
• Tax optimization modeling: Provides permanent establishment risk analysis and tax exposure forecasting before hiring, preventing expensive restructuring after expansion begins.

Customer Review

"Remote's compliance rigor gave our legal team confidence to approve European expansion. Documentation is audit-ready out of the box. Support understands regulatory nuance, not just payroll mechanics."

Pros

• Compliance infrastructure prioritizes legal risk mitigation over operational convenience, making it ideal for regulated industries where employment errors create material liability.
• GDPR and data privacy controls meet European regulatory expectations without customization, addressing concerns that make generic EOR providers unacceptable for sensitive data handling.
• Transparent entity ownership structure clarifies legal employer responsibility and simplifies liability assessment compared to partner-dependent models that obscure accountability.

Cons

• Compliance-first approach sometimes creates operational friction, with approval workflows and documentation requirements that slow hiring velocity compared to product-led competitors.
• Smaller country coverage than broad-footprint providers limits options for companies expanding into emerging markets or niche jurisdictions.
• Premium pricing reflects compliance depth and legal infrastructure, making Remote more expensive than platforms optimizing for volume and operational efficiency.

Why Choose Remote Over Velocity Global (Pebl)?

• Legal protection depth: Compliance liability insurance and risk mitigation tools provide protection that Pebl's standard indemnification clauses don't match.
• European compliance: GDPR-native architecture meets data privacy requirements without retrofitting or workarounds.
• IP safeguards: Protection templates and data processing agreements come standard rather than requiring custom legal work.

Pricing

Remote EOR pricing is $599 per employee per month with annual billing. Setup fees apply for new market activations. Enterprise plans include compliance advisory and dedicated legal support.

4. Multiplier

Multiplier is an APAC-focused EOR platform with deep coverage in Southeast Asian and South Asian markets. The platform emphasizes localized benefits administration and regional compliance expertise over broad global footprints.

Growth-stage companies expanding into Singapore, India, the Philippines, Vietnam, and Indonesia use Multiplier for employment administration. Teams choose Multiplier over Pebl when APAC represents a core expansion strategy rather than opportunistic hiring.

Key Features

• APAC entity network: Owned legal entities in key Southeast Asian markets ensure faster statutory filings and cleaner audit trails compared to partner-dependent models.
• Localized benefits benchmarking: Provides market-competitive benefits packages based on local talent expectations, not just statutory minimums that hurt retention in competitive hiring markets.
• Regional payroll calendars: Handles market-specific payroll cycles, public holiday variations, and payment timing nuances that generic global platforms often mishandle.
• Multi-language support: Platform and CS support available in regional languages, including Mandarin, Bahasa Indonesia, and Tagalog, reducing communication friction for local employees.

Customer Review

"Multiplier understood our Singapore and Philippines expansion better than global platforms treating APAC as an afterthought. Benefits were locally competitive. Payroll never missed a cycle. Support team knows regional labor law."

Pros

• APAC specialization provides compliance depth and local market expertise that broad-footprint EOR providers treat as commoditized coverage, reducing misclassification and statutory filing errors.
• Localized benefits administration improves employee satisfaction and retention in competitive talent markets where statutory minimums fall below market expectations.
• Regional focus enables faster implementation and more responsive support compared to global platforms spreading resources across 150+ countries with varying priority levels.

Cons

• Limited coverage outside APAC creates vendor fragmentation for companies hiring globally, requiring supplementary EOR relationships for European and American expansion.
• Smaller scale than mega-platforms affects pricing leverage and feature development velocity, with roadmap prioritization favoring core APAC markets over emerging regions.
• Platform maturity lags market leaders in areas like API capabilities and HRIS integrations, requiring more manual administration for companies with sophisticated tech stacks.

Why Choose Multiplier Over Velocity Global (Pebl)?

• Regional depth: APAC-first approach provides compliance expertise and benefits competitiveness that broad-coverage platforms sacrifice for global breadth.
• Owned APAC infrastructure: Ensures faster payroll processing and cleaner statutory compliance than partner-dependent models.
• Local expertise: Regional knowledge and language support improve employee experience and reduce HR administrative burden.

Pricing

Multiplier uses market-based pricing with preferential rates for APAC countries reflecting owned entity economics. Transparent rate cards are provided during the sales process. Volume discounts available for teams exceeding 25 employees per market.

5. Papaya Global

Papaya Global is an enterprise-focused EOR and global payroll platform emphasizing finance integration, multi-entity consolidation, and audit-ready reporting. The platform serves Fortune 500 companies and publicly traded enterprises managing complex employment structures.

Enterprise finance teams, global mobility directors, and corporate controllers use Papaya for employment administration. Teams choose Papaya over Pebl when financial visibility and multi-entity management outweigh cost or implementation speed.

Key Features

• Automated GL mapping: Direct integration with major ERP systems (SAP, Oracle, NetSuite) eliminates manual journal entries and reduces month-end close complexity for multi-country operations.
• Multi-entity consolidation: Aggregates data across owned entities and EOR relationships into unified dashboards, providing CFO-level visibility that fragmented vendor relationships obscure.
• Audit-ready documentation: Maintains complete employment history, payroll records, and statutory filing evidence with timestamp trails meeting SOX and external audit requirements.
• Currency risk management: Provides FX hedging tools and predictive budgeting that protect P&L from currency fluctuations affecting global payroll expense.

Customer Review

"Papaya transformed our global payroll from a finance nightmare to an automated close process. Multi-entity reporting finally works. Audit trails are clean. Implementation required serious change management, but operational ROI justified the effort."

Pros

• Finance-first architecture provides GL automation and audit documentation that generic EOR platforms ignore, significantly reducing manual reconciliation work and improving close cycle speed.
• Multi-entity consolidation delivers CFO-level visibility across hybrid structures combining owned entities and EOR relationships, addressing blind spots most platforms create.
• Enterprise support model includes dedicated implementation teams and ongoing advisory, matching complexity expectations of publicly traded companies with sophisticated requirements.

Cons

• Enterprise-only focus creates high implementation barriers and pricing floors that exclude mid-market companies, limiting accessibility compared to product-led platforms.
• Complex implementation timelines (3-6 months typical) delay time-to-value and require significant change management compared to platforms prioritizing rapid deployment.
• Platform complexity demands dedicated internal resources for ongoing administration, making it overkill for companies without full-time global mobility or finance operations teams.

Why Choose Papaya Over Velocity Global (Pebl)?

• Finance automation: GL mapping and multi-entity consolidation that Pebl leaves as manual finance team responsibilities.
• Audit compliance: Documentation meets SOX and external audit standards out of the box.
• Enterprise support: Dedicated implementation and ongoing advisory that matches Fortune 500 expectations.

Pricing

Papaya Global uses custom enterprise pricing based on employee count, entity complexity, and integration requirements. Minimum commitments apply. Pricing typically exceeds $100K annually for baseline implementations.

6. Oyster HR

Oyster HR is a remote-first EOR platform combining employment administration with distributed team enablement tools. The platform covers 180+ countries and emphasizes employee experience features alongside compliance fundamentals.

Fully remote companies and distributed-first startups use Oyster for EOR services. Teams choose Oyster over Pebl when employee experience and distributed team enablement matter as much as employment compliance.

Key Features

• Location-agnostic compensation: Benchmarking tools that normalize pay across geographies based on role and experience, not just local market rates, supporting remote-first compensation philosophies.
• Distributed team playbooks: Templates and workflows for async collaboration, timezone management, and remote onboarding that help distributed teams operate effectively.
• Employee engagement tools: Built-in pulse surveys, recognition features, and community building capabilities address distributed team cohesion challenges.
• Equipment and benefits management: Centralized administration for remote work equipment, home office stipends, and flexible benefits that traditional EOR platforms treat as reimbursement headaches.

Customer Review

"Oyster felt purpose-built for remote companies, not retrofitted EOR with bolted-on features. Compensation tools aligned with our location-agnostic philosophy. Employee onboarding was smooth across 12 countries."

Pros

• Remote-first design philosophy creates employee experience that matches distributed team expectations, improving satisfaction and reducing HR friction compared to traditional employment administration platforms.
• Location-agnostic compensation tools support progressive pay philosophies that generic EOR platforms don't accommodate, addressing cultural fit for remote-native companies.
• Distributed team enablement features reduce reliance on separate collaboration and engagement tools, simplifying tech stack and improving data integration.

Cons

• Broader feature scope sometimes dilutes core EOR functionality, with compliance depth occasionally lagging specialized competitors in complex jurisdictions.
• Smaller scale affects pricing leverage and platform stability compared to mega-platforms, with occasional performance issues during high-volume payroll processing periods.
• Remote-first positioning creates perception mismatch for hybrid and office-first companies, even though EOR functionality works regardless of work model.

Why Choose Oyster Over Velocity Global (Pebl)?

• Employee experience: Distributed team features improve satisfaction and reduce People Ops administrative burden.
• Compensation philosophy: Location-agnostic tools support remote-first pay models that traditional EOR providers don't accommodate.
• Integrated enablement: Team playbooks and collaboration features reduce reliance on separate tools while maintaining compliance fundamentals.

Pricing

Oyster pricing starts at $599 per employee per month for EOR services. Contractor management available at lower tiers. Platform features included at all levels without premium tier gating.

7. Globalization Partners

Globalization Partners is an established EOR provider with 187 country coverage and owned entity infrastructure in key markets. The platform serves mid-market and enterprise companies with mature global operations.

Global mobility teams and international HR directors use Globalization Partners for employment administration. Teams choose Globalization Partners over Pebl when vendor stability and entity transparency matter more than cutting-edge features.

Key Features

• Owned entity network: Direct legal entity ownership in 187 countries clarifies employer responsibility and simplifies liability assessment compared to partner-dependent models.
• Dedicated account management: Hands-on CS model assigns dedicated account managers for ongoing support, avoiding ticket queue frustrations common with self-service platforms.
• Global mobility support: Visa sponsorship coordination and relocation services address employee movement scenarios that pure EOR platforms don't accommodate.
• Mature compliance processes: Established workflows and documentation templates reflect 15+ years of operational experience managing cross-border employment complexity.

Customer Review

"Globalization Partners felt like partnering with employment experts, not just buying software. The account manager knew our business. Compliance processes were thorough. Not the cheapest option, but reliability justified the premium."

Pros

• Owned entity infrastructure provides legal employer clarity that partner models don't match, simplifying liability assessment and improving audit documentation quality.
• Dedicated account management delivers personalized support that self-service platforms can't replicate, valuable for companies managing complex global operations or frequent employee movement.
• Mature market presence and established processes reduce execution risk compared to newer platforms still refining compliance workflows and documentation standards.

Cons

• Premium pricing reflects hands-on service model and owned infrastructure, making Globalization Partners more expensive than product-led competitors optimizing for volume and efficiency.
• Platform innovation lags newer competitors, with user experience and feature development prioritizing stability over cutting-edge capabilities.
• Enterprise focus creates implementation friction for smaller companies, with processes and documentation requirements sometimes exceeding mid-market operational maturity.

Why Choose Globalization Partners Over Velocity Global (Pebl)?

• Entity transparency: Owned infrastructure clarifies legal employer relationships and liability assignment more completely than partner-dependent models.
• Personalized support: Dedicated account management provides support that scales better than ticket-based CS as complexity increases.
• Market maturity: Established processes reduce execution risk for companies prioritizing vendor stability over platform innovation.

Pricing

Globalization Partners uses custom pricing based on employee count and market complexity. Pricing typically ranges from $800 to $1,200 per employee per month depending on jurisdiction. Minimum commitments are common for enterprise implementations.

8. Rippling

Rippling is a unified HR platform combining EOR services, HRIS, payroll, IT management, and device administration in a single system. The platform emphasizes operational integration over standalone EOR depth.

Mid-market tech companies managing US-based teams with international expansion use Rippling for consolidated HR and IT administration. Teams choose Rippling over Pebl when they need integrated HR infrastructure, not just international employment administration.

Key Features

• Unified employee data model: Single source of truth for employee information across HR, payroll, IT, and international employment eliminates data synchronization complexity.
• Automated IT provisioning: Device assignment, app access, and security controls integrate with employee onboarding and offboarding, addressing operational gaps that separate tools create.
• Workflow automation: Custom workflow builder enables approval chains, policy enforcement, and compliance checks across domestic and international employment scenarios.
• Benefits administration: Consolidated benefits management for US and international employees reduces vendor fragmentation and improves employee self-service experience.

Customer Review

"Rippling consolidated our HR stack chaos. International hiring finally connected to our HRIS. Device provisioning automated. Not the deepest EOR compliance but integration value outweighed trade-offs for our use case."

Pros

• Unified platform architecture eliminates data synchronization headaches and reduces operational overhead when managing integrated HR, IT, and international employment workflows.
• Workflow automation enables policy enforcement and compliance checks that standalone EOR platforms don't support, improving governance for companies with complex approval requirements.
• IT management integration addresses device, app, and access provisioning challenges that separate HR and IT tools create during international onboarding and offboarding.

Cons

• EOR compliance depth sacrifices specialization for integration breadth, with generic international employment guidance that sometimes misses jurisdiction-specific nuances.
• Platform complexity demands significant implementation effort and internal training, creating adoption friction that specialized EOR tools avoid.
• Pricing structure bundles features that companies may not need, making Rippling expensive for teams only requiring international employment administration.

Why Choose Rippling Over Velocity Global (Pebl)?

• Unified infrastructure: Consolidates HRIS, payroll, benefits, and EOR in single platform, eliminating data synchronization complexity.
• IT integration: Automates device provisioning and app access for international employees.
• Workflow customization: Enables custom approval chains and policy enforcement across domestic and international employment scenarios.

Pricing

Rippling uses modular pricing with a base HRIS fee plus per-employee costs for payroll, benefits, and EOR modules. International EOR typically adds $500-$700 per employee per month. Setup fees apply.

9. Horizons (formerly Globalpeo)

Horizons is a recruitment-focused EOR provider combining employment administration with talent sourcing services. The platform covers 180+ countries and emphasizes end-to-end hiring support.

Companies entering new markets without existing recruiting infrastructure use Horizons for employment administration. Teams choose Horizons over Pebl when they need recruiting support alongside EOR services.

Key Features

• Integrated talent sourcing: In-house recruiting team provides candidate pipelines and screening support, eliminating separate recruiting agency relationships.
• Local market salary data: Compensation benchmarking based on real hiring data improves offer competitiveness and reduces talent acquisition cycle time.
• Candidate screening: Pre-vetted candidate shortlists reduce hiring manager burden and accelerate time-to-hire in unfamiliar markets.
• Onboarding coordination: End-to-end support from offer acceptance through first day reduces hiring manager administrative load.

Customer Review

"Horizons' recruiting support transformed our Latin America expansion. Candidate quality was strong. Salary guidance prevented overpricing. EOR administration was solid, though not the most feature-rich platform."

Pros

• Integrated recruiting eliminates separate talent sourcing relationships and reduces vendor fragmentation when entering new markets without local hiring infrastructure.
• Local market expertise improves candidate quality and salary competitiveness compared to hiring blindly in unfamiliar markets or relying solely on external agencies.
• End-to-end support from sourcing through onboarding reduces hiring manager administrative burden and accelerates time-to-productivity in new markets.

Cons

• Recruiting focus sometimes dilutes core EOR functionality, with platform features and compliance depth occasionally lagging specialized employment administration competitors.
• Bundled recruiting and EOR services create pricing opacity and make cost comparison difficult when companies only need employment administration.
• Smaller scale affects platform stability and feature development velocity compared to pure-play EOR providers with larger engineering resources.

Why Choose Horizons Over Velocity Global (Pebl)?

• Recruiting integration: Eliminates separate talent sourcing relationships when entering markets without existing hiring infrastructure.
• Market intelligence: Local salary data and candidate screening improve hiring quality and speed.
• End-to-end coordination: Reduces hiring manager burden from sourcing through onboarding.

Pricing

Horizons uses custom pricing based on employee count and recruiting support level. EOR-only pricing starts around $650 per employee per month. Recruiting services add incremental fees based on headcount and sourcing complexity.

10. Atlas HXM

Atlas HXM is a direct EOR provider with owned entities in 160+ countries. The platform emphasizes legal entity clarity and risk mitigation for enterprise companies managing complex global operations.

Large enterprises and publicly traded companies use Atlas for employment administration. Teams choose Atlas over Pebl when legal entity transparency and risk transfer completeness outweigh platform innovation or cost efficiency.

Key Features

• Direct entity ownership: Owned legal entities in 160+ countries eliminate partner dependencies and clarify employer responsibility for liability and compliance obligations.
• Risk mitigation focus: Comprehensive liability insurance and legal indemnification provide protection depth that standard EOR contracts don't match.
• Regulatory monitoring: Proactive tracking of employment law changes with impact analysis and compliance adjustment recommendations reduces exposure to regulatory shifts.
• Audit trail documentation: Complete employment records with timestamp trails and approval workflows meet SOX and external audit requirements.

Customer Review

"Atlas provided the legal entity clarity and liability protection our general counsel demanded. Documentation met audit standards. Not the most user-friendly platform, but risk mitigation justified complexity."

Pros

• Direct entity ownership clarifies legal employer responsibility and eliminates partner dependencies that create liability ambiguity with other EOR models.
• Comprehensive liability protection and risk mitigation tools provide coverage depth that matches enterprise risk management expectations.
• Regulatory monitoring and proactive compliance guidance reduce exposure to employment law changes that other platforms treat as client responsibility.

Cons

• Enterprise focus and pricing create accessibility barriers for mid-market companies, with minimum commitments and implementation complexity exceeding smaller team capabilities.
• Platform user experience lags consumer-grade competitors, with workflows prioritizing documentation completeness over operational efficiency.
• Conservative risk posture sometimes creates operational friction, with approval processes and compliance checks that slow hiring velocity.

Why Choose Atlas Over Velocity Global (Pebl)?

• Entity clarity: Direct ownership eliminates partner dependencies and provides legal employer transparency.
• Risk protection: Comprehensive liability insurance and mitigation tools deliver protection depth beyond standard indemnification.
• Proactive compliance: Regulatory monitoring and guidance reduce exposure to employment law changes.

Pricing

Atlas uses custom enterprise pricing based on employee count, entity complexity, and risk profile. Pricing typically ranges from $900 to $1,400 per employee per month. Set up fees and minimum commitments standard.

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 40 to 45% of the global EOR market share, indicating mature infrastructure and competitive options
• Asia-Pacific represents $1.61B in market size with 17.1% CAGR through 2033, signaling rapid growth but varying compliance maturity
• Check entity ownership structure (owned vs partner) in your target markets
• Verify local payroll processing speed and statutory filing accuracy

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 Pebl for India Expansion

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

Gloroots vs Pebl: India Expansion Features

Here's what makes Gloroots different:

1. An owned Indian 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 Pebl'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 Pebl 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 Velocity Global (Pebl) Alternatives

1. What are the top Velocity Global (Pebl) 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 Velocity Global (Pebl) suitable for large-scale international expansion?

Pebl covers 185+ countries but struggles at scale with declining support, rising costs beyond 50 employees, and limited flexibility for hybrid models. Specialized alternatives often perform better.

3. How does Gloroots compare to Velocity Global (Pebl) for India hiring?

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

4. What is the best free alternative to Velocity Global (Pebl)?

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

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