Choosing the right Employer of Record (EOR) is one of the most important decisions a company can make when hiring abroad. The wrong EOR can slow down hiring, create compliance risk, or frustrate employees with poor support. The right EOR becomes an extension of your HR team—handling contracts, payroll, benefits, and local compliance so you can focus on building the business.
In this guide, we will not crown a single “number one” provider. Instead, we group the leading EOR companies into categories based on what they do best: all-in-one HR platforms with EOR, startup-friendly EORs, fast-growth solutions, enterprise options, and global coverage specialists. This helps you match the tool to your company’s stage, complexity, and goals.
How to Use This Guide
All of the providers listed here offer Employer of Record services, but they are not interchangeable. Some are full HR platforms, others focus on complex enterprise needs, and others specialize in helping startups make their first global hires.
As you read, pay attention to:
- Your company stage: early-stage startup, scaling SMB, or large enterprise.
- How many countries you hire in: one or two vs. dozens.
- Your existing HR stack: do you already have an HRIS and payroll, or do you want an all-in-one system?
- Preferred support model: high-touch enterprise support vs. self-service with strong documentation.
With that in mind, let’s look at the main categories of EOR providers for 2026.
Best All-in-One HR Platforms With EOR
These platforms combine HRIS, global payroll, and EOR into one system. They are a strong fit if you want a single source of truth for people data, time off, contracts, and international employment.
Deel
Deel started as a contractor and EOR platform and has evolved into a full people platform with HRIS, global payroll, benefits administration, and immigration support. It is particularly popular with startups and mid-market companies that want a modern interface and fast deployment.
Typical strengths include:
- All-in-one solution for contractors, EOR employees, and owned-entity payroll.
- Modern HRIS features: time off, workflows, document storage, and people directory.
- Fast onboarding in a large number of countries, with strong self-service tools.
- Useful for companies that start with contractors and later convert to employees.
Deel is a strong choice if you want a single platform that can handle early-stage contractor hiring and later scale into full EOR and payroll coverage without switching tools.
Remote.com
Remote.com is another all-in-one platform focused on EOR, contractor management, and global payroll. It has a strong brand with remote-first companies and emphasizes transparency and employee experience.
Typical strengths include:
- Clean, modern HR platform that is intuitive for both admins and employees.
- Clear country guides and cost breakdowns to support decision-making.
- Good fit for companies that prioritize employee experience and benefits.
- Strong messaging and support for remote-first cultures.
Remote.com works well for teams that want a modern, opinionated platform where global HR infrastructure and EOR are tightly integrated.
Rippling (EOR)
Rippling approaches EOR from a different angle: it is first and foremost a core HR, IT, and finance operating system that also happens to offer EOR capabilities. If you already use Rippling for US payroll and HR, its EOR module allows you to extend that system to employees abroad.
Typical strengths include:
- Single system for HR, IT device management, and sometimes finance operations.
- Unified employee record for local and international staff.
- Automations and workflows that connect onboarding, access, and payroll.
- Appealing for companies that want a deeply integrated internal operations stack.
Rippling is especially compelling if you prefer to standardize on one vendor for domestic HR, device management, and global employment, rather than stitching together multiple tools.
Best EORs for Startups & SMBs
These providers focus on making global hiring accessible for smaller teams. They tend to offer simpler pricing, straightforward onboarding, and strong support for first-time international employers.
OysterHR
OysterHR positions itself as an EOR built for distributed teams and mission-driven companies. Its product and content are particularly friendly to founders and HR leaders who are newer to global employment.
Typical strengths include:
- Clear, accessible content explaining global employment in plain language.
- Good fit for fully remote companies hiring in multiple countries.
- Tools and calculators to estimate hiring costs by country.
- Focus on employee experience and equitable global hiring.
Pilot.com
Pilot.com supports both contractors and employees, with an emphasis on simplicity and transparent pricing. It is particularly appealing to smaller teams that do not want enterprise-style complexity.
Typical strengths include:
- Straightforward interface and workflows for small teams.
- Support for global contractors as well as EOR employees.
- Transparent pricing for payroll and employment.
- Designed to feel approachable for non-enterprise buyers.
Omnipresent
Omnipresent focuses on helping companies hire in many countries without burdensome setup. It combines global employment with a human-centered support model.
Typical strengths include:
- Strong emphasis on compliance and local labor law.
- Useful for companies expanding into multiple new markets at once.
- High-touch support model that can reassure first-time global employers.
- Clear messaging around employee wellbeing and benefits.
Remofirst
Remofirst positions itself as a cost-effective EOR solution with broad country coverage. It tends to appeal to budget-sensitive startups that still want full EOR protection.
Typical strengths include:
- Competitive pricing aimed at smaller companies.
- Coverage across many popular hiring destinations.
- Focus on core EOR functionality without unnecessary extras.
- Good entry point for teams making their first global hires.
Skuad
Skuad is a newer EOR provider highlighting speed of onboarding and a developer-friendly experience. It can be an option for product-driven startups that value quick iteration and modern interfaces.
Typical strengths include:
- Simple workflows for getting employees onboarded quickly.
- Coverage in a growing number of countries.
- Appeal to tech-savvy teams comfortable with self-service tools.
- Flexible plans for early-stage companies.
Best EORs for Fast-Growing Multinational Teams
If you are scaling headcount across many regions at once, you need more than just basic employment. You need predictable global payroll, strong analytics, and the ability to mix contractors, EOR employees, and owned entities under one umbrella.
Papaya Global
Papaya Global positions itself as a global payroll and payments platform that also supports EOR employment. It is designed for companies managing complex, multi-country payroll operations.
Typical strengths include:
- Central payroll engine for multiple employment types and countries.
- Analytics and reporting for global workforce costs.
- Suitable for companies with existing finance teams and complexity.
- Good fit when payroll infrastructure is as important as EOR itself.
Multiplier
Multiplier focuses on simplifying international employment, contractor management, and benefits under one roof. It is often chosen by fast-growing companies that need to onboard quickly across Asia, Europe, and beyond.
Typical strengths include:
- Support for both contractors and employees.
- Coverage in many emerging and established hiring markets.
- Employee benefits options tailored by country.
- Practical fit for companies that are actively expanding headcount abroad.
NativeTeams
NativeTeams offers EOR services, global payroll, and tools for remote workers and freelancers to receive compliant income in their local country. It can be attractive for companies working with talent that already uses NativeTeams infrastructure.
Typical strengths include:
- Hybrid model that helps both employers and independent workers.
- Useful for teams with many long-term contractors who may later become employees.
- Coverage across a mix of European and other markets.
- Additional tools aimed at remote workers’ financial needs.
Lano
Lano is a platform for global payroll and EOR that emphasizes centralized control over multi-country payouts. It is particularly useful for finance and HR teams that want a consolidated view of workforce costs.
Typical strengths include:
- Single dashboard for payroll across multiple countries.
- Support for contractors, EOR employees, and owned-entity payroll.
- Strong focus on finance visibility and reporting.
- Useful for companies with distributed teams across Europe and beyond.
Best Enterprise-Grade EOR Providers
Enterprise EOR solutions are built for complex organizations: hundreds or thousands of employees, many countries, strict compliance, and multi-layered internal approvals. These vendors tend to integrate deeply with existing HRIS, ERP, and finance systems.
Velocity Global
Velocity Global has long positioned itself as an enterprise-ready partner for global employment and expansion. It often appears in evaluations for larger companies needing a high-touch, consultative approach.
Typical strengths include:
- Experience with complex, multi-country employee populations.
- Consultative support and customized solutions.
- Support for different global expansion models beyond EOR.
- Appeal to companies that value relationships and advisory services.
Globalization Partners (G-P)
Globalization Partners (G-P) is one of the earliest large-scale EOR providers and has deep experience with workforce expansion for large organizations.
Typical strengths include:
- Extensive country coverage and long track record.
- Designed for enterprises that require stability and scale.
- Integrations and processes that map to complex internal structures.
- Good fit for organizations that need a mature, established provider.
Safeguard Global
Safeguard Global positions itself as a global workforce management company that includes EOR, payroll, and managed services. It often serves organizations with existing HR systems that need specialized help in certain markets.
Typical strengths include:
- Flexible engagement models beyond pure EOR.
- Experience working alongside internal HR and payroll teams.
- Solutions for both permanent and project-based international headcount.
- Appeal to companies that want a managed service partner, not just software.
ADP (Global EOR Partnerships)
ADP is best known for payroll and HR services, but it also offers global solutions and EOR-like capabilities through partnerships and international entities. For companies already using ADP in one or more countries, expanding via ADP’s global offerings can feel like a natural path.
Typical strengths include:
- Familiar brand and processes for many HR and payroll teams.
- Integrations with existing ADP deployments.
- Enterprise-grade controls and compliance posture.
- Useful when standardizing on ADP across multiple regions.
Paychex (Global EOR Partnerships)
Paychex also offers global solutions, often in partnership with international providers. While historically focused on US businesses, its global services can be part of a broader expansion plan for companies that already rely on Paychex domestically.
Typical strengths include:
- Appeal to companies already using Paychex in the US.
- Ability to extend familiar processes into certain international markets.
- Suitable for organizations that prefer incremental expansion with existing vendors.
Best Global Coverage EORs
If your hiring strategy includes a wide range of countries—especially less common or high-complexity jurisdictions—you may prioritize providers with a very broad country footprint and deep local expertise.
Atlas HXM
Atlas HXM positions itself as a global HR platform with strong in-country presence in many markets. It often emphasizes local expertise, compliance, and the ability to support companies with diverse global footprints.
Typical strengths include:
- Large number of countries supported.
- Human capital management features alongside EOR.
- Emphasis on local compliance and on-the-ground knowledge.
- Good fit for companies with complex geographic expansion plans.
Horizons
Horizons offers EOR and global hiring solutions with coverage in many regions, including emerging markets. It often appeals to companies that want to move into less saturated geographies.
Typical strengths include:
- Coverage in both major and emerging markets.
- Support for companies exploring expansion beyond the usual destinations.
- Local insight combined with centralized coordination.
Shield GEO
Shield GEO focuses on simplifying employment in countries where companies do not have entities. It is known for its emphasis on expert guidance rather than just software.
Typical strengths include:
- Strong local compliance support across many countries.
- Human-driven service model with expert input.
- Useful for companies entering unfamiliar or complex markets.
How to Choose the Right EOR for Your Company
There is no single “best” EOR for every situation. Instead, you should map your needs to the categories above and then shortlist a few providers to evaluate in detail.
Questions to Ask Internally First
- How many countries do we realistically plan to hire in over the next 12–24 months?
- Do we want a full HR platform, or just EOR layered onto our existing HRIS?
- Are we mostly a startup/SMB, or closer to enterprise complexity?
- How important is deep country coverage vs. a great experience in a smaller number of markets?
- Will we mix contractors, EOR employees, and owned entities?
Questions to Ask EOR Vendors
- Which countries do you own entities in, and which are operated via partners?
- How long does it typically take to onboard a new employee in our target countries?
- What does your pricing look like (per-employee fees, setup fees, hidden costs)?
- How do you handle benefits, time off, and local statutory requirements?
- How do you support terminations and offboarding in each country?
For many SMBs and mid-market companies, starting with an all-in-one platform like Deel or Remote.com can be the most straightforward path. Larger or more complex organizations may gravitate toward enterprise-focused providers such as Velocity Global , G-P , or Safeguard Global.
The most important thing is alignment: the “best EOR” is the one whose strengths match your hiring plans, risk tolerance, and internal systems. Use this category-based view as a starting point, then run structured demos and reference checks before committing.
