The best employer of record services let you hire full employees in another country without setting up a company there, while handling local contracts, payroll and compliance: fast-growing teams hiring in many countries tend to pick a large platform, and smaller firms often prefer a specialist with hands-on support. Eleven providers follow in no particular order.
Hiring someone brilliant in another country used to mean months of setting up a local company, finding an accountant and learning a new set of employment rules. An employer of record, or EOR, takes that on: it becomes the legal employer in that country, and the person works for you day to day.
The eleven providers below are listed alphabetically and in no particular order, from the biggest global platforms to smaller firms with a narrower focus. Every description comes from the provider's own site, read this week. If you're still deciding whether to hire abroad at all, my guide to hiring foreign employees for your business covers the options.
EOR providers side by side
In the free plan column, Yes means the tool's own site names a free plan, a free version or a free profile. Trial only means a time-limited trial. Not stated means the pages I read named neither, even where there's a button inviting you to try it or book a demo.
| Tool | Type | Good for | Free plan |
|---|---|---|---|
| Atlas HXM | Global employment and EOR | Hiring where you have no local entity | Not stated |
| Deel | Global hiring and EOR platform | Fast-growing teams hiring in many countries | Not stated |
| G-P | Global employment platform | Enterprises wanting a long-standing EOR | Not stated |
| INS Global | Employer of record provider | Expanding into Asia and emerging markets | Not stated |
| Multiplier | EOR and global payroll | Startups making their first hires abroad | Not stated |
| Native Teams | Payments and employment for international teams | Small teams and independent professionals | Not stated |
| Oyster | Employer of record services | Distributed teams with a people-first focus | Not stated |
| Papaya Global | EOR and global payroll | Mixed workforces across many countries | Not stated |
| Pebl | Global employer of record | Firms that knew it as Velocity Global | Not stated |
| Playroll | Employer of record and global hiring | Moving from EOR to your own subsidiary | Not stated |
| Skuad | Employer of record in many countries | Wide country coverage for a small team | Not stated |
Eleven employer of record providers to look at
Atlas HXM
Best for: Companies that want to hire full employees abroad through an employer of record, with no local entity required.
Deel
Best for: Fast-growing companies that want employer of record, contractors, visas and HR handled on one large global platform.
G-P
Best for: Larger companies that want a long-established employer of record with AI compliance help for cross-border hiring.
INS Global
Best for: Businesses expanding into several regions, including Asia, that want a smaller employer of record with hands-on local support.
Multiplier
Best for: Startups and scale-ups making their first international hires that want an employer of record with expert guidance on hand.
Native Teams
Best for: Small companies and independent professionals that want international employment and payments handled with simple self-service tools.
Oyster
Best for: Distributed companies that want employer of record services with strong guidance on HR best practice in many countries.
Papaya Global
Best for: Companies that want employer of record alongside global payroll for a mix of employees, contractors and entities.
Pebl
Best for: Firms that want an established employer of record that now trades as Pebl, the new name for Velocity Global.
Playroll
Best for: Growing companies that may later move workers from an employer of record to their own subsidiary and want help with that switch.
Skuad
Best for: Small and mid-sized companies that want employer of record coverage in a long list of countries from one provider.
How an employer of record works
The provider employs your new team member under a local contract, runs local payroll, pays taxes and benefits, and keeps the paperwork in line with local law. You decide the work, the goals and the day-to-day management.
Want AI doing the heavy lifting in your marketing?
I build the systems that handle the boring 80 percent, so you get your week back. Done properly, with the human kept in.
It's different from hiring a contractor. An EOR employee gets a real employment contract and local protections, which matters both for keeping good people and for avoiding the risk of contractors being treated as employees by local authorities.
Hiring through your own staff's contacts is another route, covered in employee referral software.
A US check worth making
The IRS says the Tax Increase Prevention Act of 2014 required it to set up a voluntary certification program for professional employer organisations, called the CPEO Program, and that a CPEO is a PEO the IRS has certified as meeting its requirements.
If a provider will employ US staff for you, ask whether it, or the US partner it uses, is an IRS-certified CPEO. The badge is voluntary, so its absence isn't a red flag on its own, but it's a useful question that tells you how seriously a provider takes US compliance.
The two best-known names are set head to head in my Deel and Rippling comparison.
Questions to ask an EOR provider
- Do you employ staff through your own entity in this country, or a partner?
- Which benefits are included, and which are extra?
- How long does onboarding take from signed offer to first day?
- Who handles a dispute or a termination, and how?
- Can we move people to our own entity later?
- How do you keep contracts up to date when local laws change?
Signs an employer of record could help
- You've found the right person abroad. But you have no local company.
- Contractors have become long-term staff. The arrangement looks like employment.
- You want to test a new market. A full subsidiary feels premature.
- Payroll in several countries is a mess. Each one runs differently.
Do you make employer of record services? Tool makers can ask to be considered for a featured place on this list.
My plain advice on choosing an employer of record
Pick on the countries you need, not the logo. A provider that runs its own entity where you're hiring usually gives better support than one passing you to a local partner, so ask that question first and get the answer in writing.
Then talk to the person who'll handle your first hire, not just the sales team, and ask how they'd deal with a resignation or a dispute. If you'll also need HR tools for your home team, my roundup of HR software for small businesses is a good next stop.
Frequently asked questions
What is an employer of record?
An employer of record is a company that legally employs workers on your behalf in a country where you don't have your own entity, handling contracts, payroll, taxes and benefits.
Is an EOR the same as a PEO?
Not quite. A PEO usually shares employer duties with a company that already has a local entity. An EOR becomes the legal employer where you have none.
When should I use an employer of record?
It's useful when you want to hire full employees in a new country quickly, test a market, or avoid setting up a local company for a small team.
Who manages the employee day to day?
You do. The EOR handles the legal and payroll side, while your team sets the work and manages performance.
Can I switch from an EOR to my own entity later?
Yes. Many companies start with an EOR and move staff to their own subsidiary once the team grows, and some providers help with that move.
Does an EOR protect me from all employment risks?
It handles a lot, but you still need to treat staff fairly and follow local rules on things like working time and termination.
