26 Best Employer of Record (EOR) Services in 2025: Reviewed & Compared
Best Employer of Record Services (EOR Services) Shortlist
Here's my pick of the 10 best software from the 26 tools reviewed.
Get free help from our HR software advisors to find your match.
Navigating the complexities of hiring remote employees in another country can feel overwhelming. Between understanding local labor laws, managing compliance risks, and ensuring smooth payroll and benefits administration, it’s easy to feel out of your depth. You might even worry about the potential legal or financial consequences of making a mistake.
That’s where Employer of Record (EOR) services come in. They handle the heavy lifting by legally hiring, managing, and paying your international team on your behalf—no need to set up a costly legal entity abroad. With an EOR service, you can confidently expand your global operations and ensure compliance is maintained while providing your employees with local support for their day-to-day needs.
As someone who’s spent years researching and advising on global hiring services, I’ve created this guide to the best EOR services to help you overcome these challenges. It’s designed to help you simplify your decision-making process so you can find a provider that aligns with your unique business needs.
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Best Employer of Record Services: Price Comparison Chart
This comparison chart summarizes pricing details for my top EOR service providers to help you find the best EOR service for your budget and business needs.
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 |  Deel Deel’s powerful self-service platform lets users hire and onboard workers in minutes. | Best for global hiring, payroll, and compliance | Free demo available | Flat rate user pricing, with a free version for businesses with up to 200 people | Website |
| 2 |  RemoFirst Remofirst pays employees in their own local currency, while offering organizations aggregated invoices for a simplified payment process, rather than multiple individual payments. | Best for budget-conscious remote team expansion | Free demo available | From $25 - $199/user/month | Website |
| 3 |  Omnipresent Omnipresent's main dashboard provides a clear overview of active employees and new hires. | Best for hiring without local entities | Not available | From $100/employee/month | Website |
| 4 |  Remote Remote offers international payroll, benefits, taxes, and compliance for businesses of all sizes. | Best for competitive benefits packages | Free trial available | From $29/user/month | Website |
| 5 |  Multiplier With Multiplier you can onboard your international new hires in minutes, and employ, pay, and manage your global teams with ease. | Best for global onboarding | Free demo available | From $20/user/month (billed annually) | Website |
| 6 |  Papaya Global Papaya Global's dashboard compiles all your relevant employee data in one place. | Best for enterprises | Free demo available | From $15/employee/month | Website |
| 7 |  Wisemonk Wisemonk provides a centralized platform for managing employee profiles and equipment allocation. | Best for hiring in India without local setup | Free demo available | From $99/employee/month | Website |
| 8 |  Remunance Remunance's EOR service allows businesses to hire and manage employees in India. | Best for compliance management in India | Free demo available | Pricing upon request | Website |
| 9 |  FoxHire Foxhire makes it simple to hire healthcare workers or technical staff abroad. | Best for technical and healthcare workers | Free demo available | Pricing upon request | Website |
| 10 |  Agile Hero Agile Hero's platform enables users to easily set up new global employees with all of their details, including visa requirements and job details. | Best for global mobility support | Free trial available | From $39/employee/month | Website |
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Paycor
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.1 -
HiThrive
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6 -
Willo
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8
Reviews of the Best Employer of Record Services
To help you find the best EOR service for you, I’ve summarized my top 10 selections in detail, including the specific services each provider offers, and how HR teams can use them. In addition, I’ve included 16 more EOR service providers below if you’d like even more options to choose from.
Deel is a well-established employer of record platform that enables companies to rapidly employ people in 150+ countries. Employers can expand internationally without ever needing to establish a new entity, allowing them to leverage the skills and knowledge of a global workforce.
Why I picked Deel EOR: Deel offers free calculator tools to help you estimate the cost of an international worker. You can compare different country costs and see what benefits and withholdings are required. Deel uses local legal experts to generate compliant contracts and keep track of regulatory changes, and will ensure all legal obligations are met on your behalf.
The well-established business has launched several new offerings over the past year, including global payroll, global mobility support, integrated Slack tools, and advanced integrations. Their global payroll offering brings in-house expertise, which can greatly help companies with existing payroll setups to streamline their accounting and reporting procedures.
Deel Key Services:
Deel offers end-to-end management for your international team covering everything from onboarding to termination. Their web app is user-friendly and provides a range of features to help businesses manage their workers effectively. These include international benefits, contract management, and expense tracking.
Their integrated contract management function supports advanced customizations such as stipends, signing bonuses, and stock options, with all files saved into their document cloud for easy access from anywhere. Their EOR platform also includes electronic signature capabilities, reducing the need to print out any sensitive documents.
In addition, Deel is known for its fast support. They offer 24/7 customer support and live chat.
RemoFirst is a global EOR service provider on a mission to free employers from geographical boundaries so they can access global talent with ease. Their EOR platform is set up to help you hire and manage full-time employees or global contractors in 180+ countries, eliminating the need to set up a local entity in every country you want to source talent from.
Why I picked RemoFirst: For budget-conscious businesses wanting to scale their remote teams, RemoFirst helps you avoid the high costs of setting up local entities. They help you hire employees globally, manage payroll, and ensure you stay compliant with local labor laws. Their team of legal experts and HR professionals also stay on top of changing regulations with compliance documentation accessible at all times through your secure dashboard.
You'll have the option to summarize and aggregate your invoices into one payment (rather than making multiple individual payments), and they'll automatically calculate your team’s hours, time off, holidays, bonuses, and commissions so you don’t have to worry about it. Instead, you only need to review their monthly invoice and approve it for payment.
RemoFirst Key Services:
In addition to their EOR services, RemoFirst also provides international payroll and invoice management, global benefits management (including insurance and equity plans, plus time-off management), visa and work permit support, and employee assistance with other immigration documentation. They can even help you with provisioning equipment to your distributed employees around the world, or conduct background checks on your top international candidates.
Additionally, their customer support team is available 24/7 in case you need additional help. All clients also receive a dedicated account manager as their main point of contact.
Omnipresent is a global employer of record (EOR) service that helps companies hire employees in over 160 countries without needing to set up local entities. It manages everything related to employment, from onboarding to payroll and compliance, so your team can focus on growing your business.
Why I picked Omnipresent: With constantly changing labor laws, staying compliant can be tough when hiring internationally. Omnipresent's platform ensures your business remains compliant with local employment laws, including regulations around taxes, benefits, and terminations. Their legal experts monitor and adapt to the latest changes, so you don't have to worry about potential risks when hiring in new markets.
Another key feature is Omnipresent's global payroll management. It processes payroll in multiple currencies, ensuring your team gets paid accurately and on time, no matter where they are in the world. Omnipresent handles everything from tax withholding to contributions to social security systems, giving your team a smooth experience with payments.
Omnipresent Key Services:
In addition to Omnipresent's EOR services, they also provide a full range of benefits and perks for your employees — including global mobility, visa, and immigration support — allowing your team to move employees between countries with ease. They also manage the complexities of intellectual property protection, ensuring your IP rights are upheld when hiring abroad.
Remote’s EOR solution allows companies of all sizes to hire, pay, and manage full-time and contract workers in any country where they don’t have a legal entity. Remote takes care of international payroll, benefits, taxes, stock options, and compliance, so you can focus on providing a best-in-class global employment experience. Remote’s ironclad intellectual property protections and security guarantee also give you peace of mind across the globe.
Why I picked Remote: Remote helps companies become global powerhouses by expanding their access to talent beyond their borders, allowing them to hire anyone from anywhere. They own local legal entities in all their covered countries to avoid third-party handoffs and ensure your protection. Their EOR service helps companies remain competitive in the international talent market by lending access to competitive benefits packages.
They can help you offer health insurance, dental insurance, vision insurance, life and disability coverage, and mental health support services for your EOR employees. Also worth noting, Remote does not add any markup to their benefits premiums or administration costs, making them a cost-effective choice. The platform also never charges percentages or fees. It has one flat rate to help you control your budget so you can focus on growing your business.
Remote Key Services:
Services include global payroll processing, intellectual property and invention rights protection, and country-specific benefit packages that are local and competitive. Their software platform also covers expense reimbursement and time-off requests, which are quick and easy to approve through their online portal.
Additional tools, such as the Employee Cost Calculator, Country Explorer, and Salary Explorer, provide valuable insights for planning international expansion. With an in-house team of legal, finance, and HR experts, Remote ensures compliance and smooth operations across borders.
Multiplier is a global employer of record (EOR) company that streamlines HR and payroll processes for businesses expanding internationally. With a user-friendly platform, Multiplier simplifies workforce management by consolidating HR, payroll, and compliance services into one technology-driven solution.
Why I picked Multiplier EOR: They have local entities in over 150 countries, enabling them to offer locally compliant HR and payroll services to businesses that want to expand to new geographic locations or employ more workers abroad. By outsourcing your core HR responsibilities to Multiplier, you can reduce your exposure to the legal and financial risks associated with employing workers in different jurisdictions.
Additionally, their onboarding services for EOR employees are very fast, with the ability to employ new talent in less than 24 hours in certain countries, offering a significant advantage for businesses looking to scale quickly. Their 4-step onboarding process is also intuitive and easy to follow, providing a good experience for your new employees.
Multiplier Key Services:
Their EOR services include payroll processing, tax compliance, benefits administration, and worker's compensation. Their dedicated team of experts provides ongoing support and guidance, ensuring local compliance with employment laws and regulations and helping businesses navigate any challenges they may face.
They also have several helpful resources on their website — including their international TalentWiki and their Work Permit database — which offer valuable insights into hiring requirements across different countries, making them a trusted partner for global expansion.
Papaya Global is an automated, SaaS platform that provides an end-to-end global workforce management solution, which helps recruiters remove barriers to global hiring. Their software includes features for everything from onboarding to making cross-border payments in 160+ countries.
Why I picked Papaya Global: Their platform supports all employee types (payroll, EOR, and contractors), integrates with all management tools, and uses smart technology to eliminate errors and ensure compliance. It also creates a highly visible system for tracking payroll spending and real-time business intelligence (BI).
Papaya Global can help your company simplify global people management. Enterprises can access Papaya’s state-of-the-art automation, security, and BI without replacing their existing payroll system. Their self-guided tour also walks you through how payroll professionals can use their technology to automate and manage their global payroll quickly and compliantly.
Papaya Global Key Services:
Papaya Global's services include advanced compliance, liability coverage, employee contract lifecycle management, immigration and visa assistance, data security monitoring, and enterprise-grade global payroll processing using an AI-based payroll engine.
Wisemonk is a platform that helps companies hire, pay, and equip talent in India without needing local entities or bank accounts. Their services cover employer of record (EOR), payroll, equipment procurement, and more, all supported by expert assistance and technology.
Why I picked Wisemonk: Wisemonk specializes in the Indian market, offering deep local expertise that ensures compliance with India's complex labor laws and tax regulations. This specialization helps your business navigate the intricacies of hiring in India, reducing legal risks and administrative burdens.
Additionally, Wisemonk provides equipment management services, handling the procurement, allocation, and delivery of necessary equipment for your team. This feature ensures your employees have the tools they need without logistical hassles, allowing you to focus on core business activities.
Wisemonk Key Services:
Other key services include comprehensive compliance management, ensuring adherence to local labor laws and regulations, which helps your business avoid potential fines and legal issues. They also offer tax optimization and planning services, assisting both employers and employees in maximizing tax efficiency.
Additionally, Wisemonk provides background verification services, ensuring that all new hires meet your company's standards and requirements.
Remunance is an Employer of Record (EOR) service provider that helps businesses hire and build teams in India without the need to establish a local entity.
Why I picked Remunance: I like Remunance because they manage key employment tasks like payroll processing, tax compliance, and employee benefits while ensuring full compliance with local labor laws. This service is especially useful for companies looking to hire and expand their teams in India without the expense and complexity of setting up a legal entity.
In addition to handling employment administration, Remunance's localized expertise offers insights into local hiring trends and helps businesses design competitive compensation packages. This support also ensures compliance with Indian labor regulations while also improving employee satisfaction and retention.
Remunance Key Services:
Remunance also provides business registration assistance, helping companies navigate the complexities of setting up a legal presence in India if they choose to transition from an EOR model to a full-fledged entity. Additionally, they offer risk transfer and liability protection, ensuring that your company is shielded from potential legal and financial risks associated with employment in India.
They also provide cultural awareness and localization support, helping businesses adapt to India's unique work culture, customs, and business etiquette.
Foxhire offers a comprehensive range of Employer of Record services in over 100 countries. Their core services include financial, administrative, insurance, and legal matters. All employee personnel and administrative functions can be handled, including payroll, timesheets, and benefits administration.
Why I picked Foxhire: They've specialized their EOR services around supporting organizations looking to hire for technical, healthcare, or higher education roles. They will go the extra mile to ensure the credibility of the workers they employ for you, including detailed license and certification verification for healthcare professionals and nurses, or educational credential verification for college and university hires.
Foxhire Key Services:
Services include employee onboarding, background checks, drug screening, and fingerprinting. Foxhire will also manage workers’ compensation, deal with unemployment claims, and handle employee terminations.
Other areas covered include health benefits administration, employment contracts, immigration matters, tax compliance, immigration authorizations, and IRS compliance.
Agile Hero is a global team management platform that provides services such as Global Employer of Record (EOR), Global Payroll, and Global Mobility support. It stands out for its commitment to social progress, partnering with a non-profit to support education for underprivileged children, positioning it as a socially responsible option for managing international teams.
Why I picked Agile Hero: I included Agile Hero in this list due to its global-first approach to employee management and mobility. Agile Hero offers a comprehensive solution that supports all aspects of managing a global workforce in a compliant manner.
Another reason I chose Agile Hero is that they offer services for managing expatriate employees, such as private health insurance plans and IT assets arrangements. These are ideal for organizations with employees who live a 'remote nomad' lifestyle, making supporting anyone based in one country but frequently working abroad easier.
Agile Hero Key Services:
Agile Hero provides a platform with a range of HR solutions, such as global employer of record services, payroll management, and support for global mobility. I especially like that they emphasize employee engagement through self-onboarding features and collaborations with non-profit organizations. The platform also ensures privacy and legal compliance at the global and local levels, with tools for handling leave and expense requests and an employee portal for resource access.
Other Employer of Record Companies
Here are some other EOR service providers that didn't make the top list, in case you'd like a few more suggestions:
- Headway Workforce Solutions
For hospitality-focused roles
- Shield GEO
For simplifying international hiring
- Airswift
For energy and technology industries
- Globalization Partners
AI-driven platform
- Safeguard Global
For multi-country payroll
- Rippling
For global compliance and risk aversion
- Velocity Global
For global expansion support
- Worksome
For the UK and US
- Skuad
For hiring and paying in 160+ countries
- Worksuite
For worker classification accuracy
- Oyster HR
For HR in 180+ countries
- ANSR
For sourcing talent
- Atlas HXM
For scaling internationally
- Mercans
EOR and PEO for accessing industry-leading global payroll outsourcing specialists
- Innovative Employee Solutions (IES)
For tools to determine independent contractor vs. full-time employee status
- Pilot
Employer of record solution for hiring and onboarding staff in 100+ countries, including North America
Related HR Software Reviews
If you're looking for better HR tools in addition to services, check out these other core HR offerings, that we've tested and evaluated:
- HR Software
- Payroll Software
- Recruiting Software
- Applicant Tracking Systems
- Workforce Management Software
- Learning Management Systems
Selection Criteria for Employer of Record Services
Selecting the right EOR service is crucial for businesses wanting to expand their operations internationally without the burden of establishing a local legal entity. Uncovering the best EOR services for this list requires a deep understanding of how these services can alleviate common challenges, such as legally hiring employees abroad, managing international payments, ensuring compliance with local labor laws, providing competitive benefits, and facilitating smooth onboarding.
My approach to choosing the best EOR services is grounded in thorough research into recent Employer of Record market data and an understanding of which partnerships would add the most value for organizations hoping to access the global talent market.
Here are the specific criteria I used to carefully compare the service offerings for each provider in this list:
Core Employer of Record Services (25% of total score): To be considered for inclusion in my list of the best Employer of Record services, the provider had to offer the following basic services first:
- The corporate structure to legally and compliantly hire employees in multiple countries without a local entity
- The ability to manage global payroll and taxes in compliance with local regulations
- Assistance with offering competitive and locally compliant benefits packages
- Assistance with navigating visa and work permit processes for expatriate employees
- Robust procedures to ensure data privacy and security that comply with international standards, including GDPR and other requirements
Additional Standout Services (25% of total score): To help me narrow in on the best EOR services out of the numerous options available, I also took note of any unique or less common services, including:
- Advanced technology platforms that streamline EOR payroll and other HR processes while still offering ease of use
- Specialized experience in hiring employees within specific new countries or key industries
- Services that enhance remote work compliance and global mobility needs
- Specialized customer support for complex immigration cases
- Assistance with international IT requirements, including managing computer equipment, software licenses, and other asset-tracking requirements
- A focus on eco-friendly and sustainable employment practices
Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:
- How many years their business has operated in the EOR space
- Any industry recognitions or certifications the provider may hold in international HR and payroll
- Their depth of knowledge in local labor laws across multiple jurisdictions
- Their expertise in new markets, including how many different countries they offer local expertise in
- Evidence of a strong track record managing global expansion processes
- The combined experience and credentials of their team members, if available
Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:
- The availability of comprehensive onboarding materials, such as fact sheets, guides, FAQ repositories, or other training resources
- Support for integrating the EOR provider's software with existing HR systems
- Direct access to onboarding specialists, customer support, or a dedicated account manager during the setup phase
Customer Support (10% of total score): Since the EOR provider will act as your remote workers' legal employer, it's important to ensure you'll receive timely communications and top-level support. To evaluate the level of customer support each company offered, I considered the following:
- The availability of a multilingual support team that covers different time zones
- Multiple support channels, including phone, email, and live chat
- Evidence of responsiveness and effectiveness in resolving issues, as inferred from customer reviews
- The existence of dedicated account managers to provide assistance as needed
Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:
- Transparent pricing models without hidden fees
- Comparative analysis of service offerings versus cost
- Flexibility in service packages to suit different business sizes and needs
Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. Here are the factors I considered:
- Consistently high ratings across various consumer review platforms
- Specific feedback on the ease of use of the EOR services
- Testimonials highlighting exceptional customer support and problem resolution
Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.
How to Choose an EOR Service
An EOR service can simplify the process of hiring and managing international staff. To help you figure out which EOR service best fits your needs, you need to document your specific challenges first.
As you work through your own unique selection process, try to answer the following questions thoroughly:
- What problem are you trying to solve? Start by identifying the challenges you're trying to overcome. This will help you clarify where you need the most help. These challenges may include:
- sourcing international talent within a specific geographic country,
- sourcing talent with unique knowledge regardless of the country they live in,
- managing compliance with laws and regulations in unfamiliar countries,
- paying existing or future employees in multiple currencies,
- offering international benefit plans to stay competitive in your industry, or
- navigating complex visa or work permit requirements for future new hires.
- Who will benefit from the service? Consider who will manage the EOR relationship (i.e., who will be your main contact person in-house?) and how having an EOR service would improve their day-to-day work. Next, identify their key priorities to ensure all their needs will be met. Your main EOR users will likely include the following, depending on the structure of your org:
- Chief of HR Operations (CHRO),
- Payroll processing specialists or Chief Financial Officer (CFO),
- Internal legal staff or legal department, and
- Talent acquisition staff.
- What is your budget? To evaluate cost, estimate how many foreign employees you anticipate hiring. Since EOR companies typically charge a monthly fee for each new hire, this will allow you to estimate your monthly costs proactively.
- If you need help convincing your executives to partner with an EOR, here's a useful tip. Outline the cost per employee under an EOR arrangement versus the total cost of establishing a new entity abroad. The latter option is almost always more expensive in the long term.
- What outcomes are important? Review the capabilities you want to gain or improve, and how you will measure success. Being clear on your desired outcomes upfront is crucial to avoid wasting valuable time. Key outcomes you may want to measure include:
- Reduced time to hire and onboard foreign employees,
- Decreased compliance-related legal issues or an improved compliance rate,
- Increased employee satisfaction among international staff, or
- Less time spent on international HR issues by your internal HR staff.
- Would the EOR platform work with your technical requirements? Consider how the service provider's software ecosystem would work alongside your existing workflows and systems. Does their software framework integrate with your existing HR software, or would you face data management roadblocks? Key integrations to review include:
- Your existing HR management system (HRIS, HCM, or HRMS),
- Your corporate workspace (Microsoft SharePoint, Google Workspace, etc.), or
- Your performance management system.
Remember every business is different — don’t assume that a global employer of record service will work for your organization just because it's popular.
Trends in Employer of Record Services
As more businesses expand across borders, the need for efficient, compliant, and user-friendly solutions for hiring employees abroad, and managing international payments, compliance, benefits, and onboarding has never been more critical. As a result, international employer of record services have continued to evolve, with an emphasis on technology-driven solutions that offer flexibility, comprehensive support, and innovative features to facilitate global operations.
Here are the most recent trends affecting EOR services and the HR software systems that are used to offer them:
- Immigration Support: There is a growing demand for assistance with immigration services like visa and work permit sponsorships, simplifying global talent acquisition processes for client companies immensely.
- Specialized Services for Diverse Needs: Several EOR companies have begun to offer IP and invention rights protection and equity incentive planning services, to cater to the specific needs of their client companies.
- Enhanced Employee Benefits Packages: There's a growing trend in global EOR services going beyond standard healthcare coverage to offer a full spread of enterprise-level medical and health benefits, stock options, and even one-time benefits like moving bonuses. This trend demonstrates an understanding of the importance of attracting and retaining top talent globally.
- AI-Backed Knowledge Bases: Some global EOR services (including Deel) are beginning to offer legally vetted knowledge bases or information wikis that use artificial intelligence to surface answers to common questions quickly. This helps customers source details on hiring within a specific country fast, without relying on human-run support systems.
As the market continues to evolve, these trends are likely to shape the future of international employment, making it easier for businesses to navigate the challenges of global expansion. For a closer look at specific EOR companies that are capitalizing on these trends, I recommend reading our in-depth reviews of Atlas HXM, Deel EOR, and Remofirst EOR.
What is an Employer of Record Service?
An Employer of Record (EOR) service is a third-party service provider that acts as the legal employer for your staff in a specific country abroad while your parent company maintains day-to-day control of your employee's tasks and workload. As the legal employer, the EOR assumes full legal responsibility for any new hires, including payroll, tax deductions, compliance management, benefits administration, and any other local employee perks.
Using an EOR service is beneficial for companies looking to tap into the global talent market or expand their operations internationally since it simplifies this process considerably. Instead of burdening your existing HR professionals with the complexity of operating within international laws and regulations, you can outsource these requirements to an EOR service and gain peace of mind that your operations are compliant in any jurisdiction where you're employing staff abroad.
An Employer of Record allows companies to avoid setting up a legal entity in a jurisdiction. They can hire employees for a fee while ensuring compliance with local tax and social security rules.
Key Employer of Record Services
By leveraging an EOR service, companies can manage international payments, ensure compliance with local labor laws, provide competitive benefits, and optimize their new hire onboarding process. Here are the most important services to look for in an EOR service provider:
- Global Payroll Management: Arguably one of their most important tasks, an EOR service will ensure your employees are paid accurately and on time in their local currency. This service is essential for maintaining employee satisfaction and financial stability in diverse geographic locations.
- Tax Compliance and Withholding: An EOR service will also manage employee income tax withholdings and employer tax obligations per local laws, preventing legal issues and ensuring smooth operations across different tax jurisdictions.
- Local Labor Law Compliance: EOR service providers offer country-specific knowledge of employment laws and regulations. This knowledge protects businesses from legal disputes and fines, ensuring a respectful and lawful work environment for all employees. Knowledge of these laws also applies to monitoring employee work hours, including timesheets and time-off requests.
- International Talent Acquisition & Background Checks: An EOR service will work with their client company to source additional talent from the global market as needed. As part of this process, many EOR services include background checks for potential new hires to confirm their credentials and ensure they're suitable for their role. Once approved, an EOR will also manage your country-specific employment contracts as well.
- Visa and Work Permit Sponsorship: Many EOR companies offer assistance with obtaining necessary visas and work permits for expatriate employees. This service is critical for facilitating the legal employment of foreign nationals and ensuring a seamless relocation process.
- Onboarding and Offboarding: An EOR will also manage the processes of integrating new hires into their client's company or managing their departure. This ensures a smooth transition for both employees and the organization and gives peace of mind that employee terminations are handled as per the labor laws of each jurisdiction.
- Benefits Administration: By leveraging economies of scale, EOR service providers can access competitive, region-specific health insurance benefits packages to cover your international employees. Tailored employee benefits are crucial for attracting and retaining top talent, enhancing job satisfaction, and meeting legal requirements for employee welfare.
- HR Support and Consultation: EOR specialists are a valuable resource as they can provide ongoing human resources support and expertise on international employment practices. This support ensures that businesses can navigate complex HR issues, deal with grievances effectively, and maintain positive employee relations without affecting their employer brand.
- Risk Management and Insurance: Since EOR providers assume legal responsibility for your foreign staff, this also includes managing employment-related risks, handling workers' compensation matters, and maintaining certificates of insurance, including both professional indemnity and public liability. This coverage is vital for protecting businesses and employees against unforeseen circumstances.
- Multi-Language Support: Many EOR companies offer services in multiple languages to help organizations operate efficiently in a global marketplace and serve the needs of a diverse workforce. This can include translation services for your corporate policy documents, as well as localized assistance in your international employees' native language, to prevent possible miscommunications.
As you can see, EOR service providers offer a full set of comprehensive services to help businesses expand their operations globally without the burden of navigating international workforce laws and practices on their own. By securing an EOR partner to cover these critical services, you'll gain peace of mind, and more time to concentrate on your core business objectives.
Leveraging employer of record (EOR) services is critical to ensure compliance with international labor laws.
Benefits of an Employer of Record Service
EOR services are a savvy option for organizations looking to expand their global footprint without the complexities and liabilities associated with international employment laws and practices. For companies contemplating global expansion, understanding the benefits of partnering with an EOR can provide the clarity and confidence you need to move forward. Here are five primary benefits of using an EOR service:
- Quick Market Entry: For organizations aiming to test new markets or hire talent in new countries where they have no legal presence, an EOR offers a swift and efficient solution to initiate operations, saving time and resources.
- Simplified Global Payroll: Using an EOR service simplifies the complex process of managing international payroll, including tax deductions, withholdings, and currency conversions for your employees worldwide.
- Global Compliance & Risk Mitigation: By managing compliance, an EOR service provides expertise in navigating the intricacies of employment laws, tax regulations, and insurance requirements in multiple jurisdictions, helping businesses safeguard their operations against compliance-related risks.
- Enhanced Benefits Negotiation: By leveraging their extensive networks and purchasing power, EORs can negotiate better international insurance rates and secure competitive benefit packages on your behalf, enhancing your ability to attract and retain top talent worldwide.
- Improved Cost Effectiveness: Using an EOR service is a cost-effective way for businesses to enter new markets, compared to the significant costs of establishing a new foreign entity. The latter option involves significant upfront legal fees, plus other costs related to office infrastructure, staffing, and local benefits and insurance coverage.
Understanding the benefits of an EOR service is crucial for strategic planning and operational efficiency. As businesses look towards international markets for growth opportunities, partnering with an EOR provider offers a streamlined, cost-effective, and compliant pathway to global expansion.
Need a bit more firepower to convince your upper management to partner with an EOR service? Focusing on the costs of hiring a foreign employee and how an EOR can simplify the hiring process might just be the winning strategy you need.
Costs & Pricing for Employer of Record Services
Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.
In general, EOR services cost between $199 to $650/employee/month. However, key factors that can influence the pricing of an employer of record service include:
- Geographic Location: Costs can vary significantly based on the EOR country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
- Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
- Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
- Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized employer of record solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.
Some EORs also operate under different pricing models, including a percentage of employee salary model, a fixed pricing model, and custom pricing models. If you'd like to delve deeper into the different factors that influence prices, my post explaining the intricacies of different EOR pricing models is a natural next step.
When considering an EOR service, it is crucial to understand how these factors impact the overall cost to ensure that the service aligns with your business's needs and budget constraints. Anticipating the specific requirements of your international expansion strategy will help you choose the most cost-effective and efficient EOR solution for your needs.
New & Noteworthy Product Updates
Below, I've summarized the most recent release notes and product updates for my top EOR service recommendations. Discover what’s now possible through new service improvements, software features, and other company updates. Learn what’s new, if it’s hot—or not, and why it matters for EOR services.
2025 Q1: EOR Software Updates
Deel Update Notes
Deel has recently enhanced several payroll functionalities to streamline processes and improve the user experience. One significant update is the extension of payroll cutoff dates across multiple countries which reduces payroll delays and gives businesses more time to submit salary adjustments before payroll processing.
In addition, Deel launched On-Demand Payroll, allowing companies to make off-cycle payments for irregular needs, such as bonuses or emergency funds. Another notable feature is the new payroll variance tool, which identifies and explains discrepancies in employee paychecks, providing transparency and reducing potential confusion.
These updates make payroll easier to manage, reduce errors, and improve employee trust. Extended deadlines and On-Demand Payroll help businesses adjust payments without disrupting schedules, and the variance tool ensures transparency, cutting down on payroll disputes and questions.
Verdict: Hot! These updates save time, improve payroll flexibility, and promote better pay transparency for global HR teams.
Remote Update Notes
Remote recently launched Remote AI, an AI-driven tool that helps businesses manage global teams. It provides quick answers on hiring, compliance, payroll, and benefits, reducing the complexity of international employment.
Remote AI assists at every stage of employment. It guides hiring with local salary data and labor laws, simplifies onboarding with country-specific documents, and ensures payroll compliance with tax and deduction updates. It also helps manage benefits and legal requirements across regions.
This update adds value by reducing manual effort and minimizing compliance risks. It delivers fast, reliable HR insights, helping businesses avoid legal issues and make better decisions. With Remote AI, companies can focus on growth while staying compliant.
Verdict: Hot! This tool cuts manual work and lowers compliance risks.
Omnipresent Update Notes
Omnipresent recently announced a partnership with the HR management platform Keka to simplify global employment processes. This collaboration aims to integrate Omnipresent's EOR expertise into Keka's existing HR tech stack, helping client companies manage international hiring and HR tasks more efficiently.
Through this integration, HR teams can onboard, manage, and support employees worldwide directly within the Keka platform, while Omnipresent ensures compliance with local employment laws, tax rules, and labor standards. Users will benefit from a unified dashboard that combines Keka's user-friendly interface with Omnipresent's international capabilities.
For users, this partnership offers a streamlined approach to global hiring, allowing them to expand their talent pool quickly and cost-effectively while maintaining compliance with local regulations. By managing their entire workforce, including EOR employees, within Keka's comprehensive HR platform, companies can focus on fostering a strong company culture and enhancing employee engagement.
Verdict: Hot! Existing users can now expand their workforce worldwide without worrying about compliance.
Skuad Update Notes
Skuad recently added a new "Raise an Issue" feature to its invoicing system to streamline the process for reporting and resolving discrepancies or concerns related to invoices directly within the platform.
The "Raise an Issue" feature allows users to flag specific invoices and communicate their concerns efficiently. By selecting the relevant invoice and providing details about the issue, users can initiate a resolution process that is tracked within the platform, ensuring transparency and timely responses.
This update improves user experience by simplifying the communication flow between clients and the Skuad support team. It reduces the time spent on issue resolution and ensures that all invoicing concerns are addressed systematically, leading to increased trust and satisfaction among users.
Verdict: Hot! While seemingly small, this new feature can speed up issue resolution exponentially, which is always important when payments are due.
Mercans Update Notes
Mercans, a global leader in payroll and HR technology, has achieved SOC 1 and SOC 2 certifications for 2024-2025. These certifications confirm Mercans' commitment to rigorous data security and operational excellence, ensuring compliance with international standards for data handling and privacy.
The SOC certifications validate Mercans' systems for securely managing customer data and maintaining reliable operations. SOC 1 focuses on financial reporting controls, while SOC 2 ensures the protection of sensitive data, including privacy and availability. Together, these certifications enhance trust in Mercans' global payroll and HR services.
With these certifications, Mercans offers its clients confidence in robust data security and compliance with global standards. This achievement strengthens Mercans' position as a trusted partner for organizations managing sensitive payroll and HR operations across multiple countries.
Verdict: Hot! This update strengthens Mercans’ standing in the global payroll and EOR services sector.
Rippling Update Notes
Rippling recently announced several new tools and features to simplify global HR, IT, and finance tasks. Key highlights include the Workflow Studio for task automation, expanded Employer of Record (EOR) services in five new countries, and the addition of iPads to the device store.
The Workflow Studio automates tasks like onboarding and approvals using real-time triggers and conditional workflows. EOR services now cover Argentina, Belgium, Hong Kong, Indonesia, and South Africa, making it easier to hire and manage employees abroad. The device store’s inclusion of iPads allows automated ordering and setup for new hires.
These updates save time, improve global hiring, and enhance employee onboarding. The Workflow Studio cuts manual work, EOR expansion enables compliant international growth, and iPads streamline tech provisioning for new employees. Together, they boost operational efficiency.
Verdict: Hot! Collectively, these updates expand their EOR network and improve the client experience for Rippling customers.
Oyster HR Update Notes
Oyster HR released several updates to its platform designed to enhance compensation management and promote pay equity across organizations. These new tools aim to support data-driven decision-making by providing detailed insights into salary benchmarking and pay gaps within global teams.
The new Salary Insights Tool, developed in partnership with Figures, integrates enriched market data to help organizations benchmark salaries. You can use Oyster Pay Bands or rely on traditional market-based data for comparisons, to ensure your pay practices are fair.
In tandem, a new Salary Analyzer tool allows companies to identify pay disparities by analyzing uploaded compensation data, ensuring equitable pay structures across internal teams and global employees.
The enhanced insights ensure competitive salary structures while fostering trust and fairness among employees. By simplifying the process of identifying and addressing pay gaps, Oyster empowers companies to build a more inclusive and equitable workplace.
Verdict: Hot! These new features help organizations implement more transparent and equitable compensation practices.
FAQ: Employer of Record Services
Here are some answers to frequently asked questions people often have about EOR services and how they work:
What does an Employer of Record do?
An Employer of Record (EOR) service provider is a third-party entity that can help an organization hire a new employee in a country where it has no physical presence. It’s a useful service for businesses that are expanding internationally but don’t have physical offices established yet, or don’t ever plan to establish them. In these situations, the EOR provider becomes the legal employer of your remote staff on your behalf.
In this type of partnership, the EOR service provider deals with local employee-related matters such as managing payroll, deducting taxes, and administering the onboarding process for new employees. This allows organizations to access global talent while reducing their legal liabilities and compliance risks. This is because the EOR company assumes the legal responsibility for your international new hires on your behalf.
For a more detailed breakdown of EOR services, I recommend our article explaining how an EOR service works too.
Can EOR services help with employee relocation?
Yes, EOR services can assist with employee relocation, especially when it involves international moves. EORs are adept at managing the complexities of hiring across borders, including immigration and visa processes, ensuring compliance with local employment laws, and facilitating the smooth transition of employees.
By leveraging their global expertise and infrastructure, EORs can help businesses expand their operations into new markets without needing to establish local entities. This support extends to handling all the administrative and legal aspects of employment, making it easier for companies to relocate employees globally.
Does an EOR service include access to software?
Most EOR service providers do include access to their software systems as part of the service they offer, through a client self-service portal. After all, the EOR provider itself needs to use software for payroll management, time-tracking, and other workforce management features. Lending access to this employee data through a user-friendly portal gives their clients peace of mind, ensures full data transparency, and streamlines communication between the EOR provider and your business.
Depending on the terms of your service agreement, you may be able to access their payroll software or other features without any roadblocks, or for an additional fee. Keep this in mind as you’re going through the selection process to find the best EOR partner for you. Depending on the system you choose, you may also be able to use automation to create integrated workflows between their software solutions and the ones you’re already using too.
Another aspect worth considering when evaluating EOR platforms is their native software integrations. Integrations with your existing HR software are important, especially if you need to track your EOR employees’ time in detail in order to invoice their hours to your clients. Before you commit to an employer of record solution, ask what native integrations are available, or if any can be created using an API or other means. It’s always better if changes in their system update your own HR platforms in real-time, to eliminate any data gaps.
What's the process of terminating an employment contract through an EOR?
Terminating an employment contract through an EOR involves the EOR managing all legal and procedural aspects in compliance with local labor laws. This includes handling severance, notice periods, and any required legal documentation.
The EOR’s expertise ensures that the termination process is conducted fairly and in line with the specific regulations of the EOR country where the employee is based. Businesses benefit from this arrangement by minimizing their legal risks and administrative burden during the termination process.
Do EOR providers offer other types of global HR services?
Yes, many EOR service providers also offer professional employer organization services (also known as PEO services), as well as global payroll services.
PEO services are a way of outsourcing portions of your HR function to support your international teams. They can help you with international compliance issues, benefits administration, workers’ compensation, and other HR administrative tasks.
Global payroll service providers help global businesses compensate remote workers and freelancers in their local currency of choice, all within a single payroll cycle. These services also handle local compliance regulations and tax requirements on your behalf, making the international payroll process much easier.
How big is the EOR services market and which regions are experiencing the most growth?
With organizations across many sectors looking to capture top talent from new markets, the EOR service market has risen in size. As of 2022, EOR market data was valued at $4450.5 million USD, with an expected value of $6604.4 million USD by the end of 2029! This represents a compound annual growth rate of 6.8% during that seven-year period.
Other EOR research pinpointed the growth of EOR services for both small-to-medium enterprises and large enterprises throughout 2023. The key geographical areas seeing the most growth are:
- North America (the USA, Canada, and Mexico)
- Europe (the UK, France, Germany, Italy, Russia and Turkey)
- Asia-Pacific (China, Japan, Korea, India, Indonesia, Thailand, Vietnam, Malaysia, the Philippines, and Australia)
- South America (Brazil, Argentina, and Colombia)
- The Middle East (Saudi Arabia, and the United Arab Emirates)
- Africa (South Africa, Nigeria, and Egypt)
Interested in hiring within a specific country? We’ve created specialty lists covering the best EOR services in Canada, the best UK EOR services, and the best service providers for EOR in Australia, EOR in India, EOR in Italy, EOR in France, EOR in Spain, EOR in Portugal, EOR in Germany, EOR in the Netherlands, EOR in Turkey, EOR in Brazil, EOR in Colombia, EOR in Singapore, EOR in the Philippines, EOR in China, EOR in Japan, and EOR in the UAE as well.
Is a global employment organization (GEO) or global employer of record (GEOR) the same as an EOR company?
A global employment organization (GEO), also known as a global employer of record (GEOR), offers the same services as an EOR company but on a wider, global scale. Both EORs and GEOs offer assistance with payroll processing, tax withholding, international benefits management, and monitoring compliance with local laws and regulations across the different countries they operate in. The difference lies in their country-specific service offerings.
While some service providers may use the terms EOR and GEO synonymously, here are some ways you can differentiate them when doing your own research:
- Review their service offerings. Do they offer coverage in specific countries or regions, or do they use specific terms like global workforce management support or global benefits support instead?
- Examine their geographic coverage. Many EOR/GEORs have country-specific directories listed on their websites that demonstrate their in-house expertise for specific countries.
- Examine their client base. Lots of EOR service providers list key companies they work with on their website for marketing purposes. If you notice there are many multinational corporations in the list, that’s a good sign that they have global employer of record capabilities. If the companies listed all seem foreign or are unknown to you, they likely are focused on markets you’re not as interested in.
- When in doubt, book a consultation. Sometimes it’s hard to find the details above on your own, or you may have limited time to conduct your own research. If it’s essential for you to determine whether an HR provider is an EOR or GEO, talk to them directly. I’ve included links to all of the top EOR companies that made it into this article. If you click through to their website, you’ll be able to request more information from them directly to verify if they’ll satisfy your business needs or not.
How do EOR services handle data privacy and security?
EOR services prioritize data privacy and security by adhering to global and local data protection regulations, such as the GDPR in the European Union. They implement robust security measures, including data encryption and secure storage, to protect sensitive employee information. Compliance with data security standards is critical for EORs, as they handle personal and financial information for employees across different jurisdictions. Regular audits and updates to their security practices ensure they meet the latest data protection requirements.
Understanding the risks and ensuring compliance is a significant part of choosing the right EOR partner. For more details on data privacy and security considerations when working with EORs, I recommend reading our comprehensive guide on EOR risks for decision-makers.
What are some of the consequences of non-compliance?
As an organization, you never want to be deemed as non-compliant in the eyes of any government body. The exact rules and regulations will vary according to the jurisdiction you’re operating in, which is one of the main benefits of using and EOR service provider.
If you don’t use an EOR and you do hire international workers, you may quickly find yourself in non-compliance. The consequences of doing so will depend on the severity of the violation, but they could include all of the following:
- Fines and penalties
- Legal actions such as lawsuits or other litigation proceedings
- Corrective measures and compliance orders
- Revocation of business licenses or operating permits
- Reputational damage if the news becomes public (loss of public trust and loss of internal employee respect)
- Increased monitoring and additional government scrutiny
Companies who fail to follow international labor laws cannot simply say they were unaware of the legalities, and hence, didn’t follow them. That’s where an EOR service can really remove a lot of potential risk and liability from the international hiring process.
Are there any risks to using an Employer of Record service?
In the world of business, nothing is ever 100% risk free, and that is true for Employer of Record services as well. While EOR services do offer substantial advantages, here are some of the risks you should also be mindful of as you choose the right partner for you:
Financial risks:
- Hidden costs and service fees: Some EOR companies may charge additional service fees for specific tasks, such as processing documents, onboarding or offboarding employees, or providing additional HR advice.
- Mandatory benefits: Some countries require mandatory benefits for employees. In that case, the EOR will charge you for those benefits in addition to the employee salary and their service percentage, which can add up.
- Currency fluctuations: Exchange fluctuations can impact the cost of EOR payroll and other financial transactions as the strength of a currency you’re using goes up or down.
Operational risks:
- Data security: Since you’re entrusting sensitive employee data to your EOR, you’ll want to consider the strength of their data protection practices and policies, including their incident response plans, IT penetration testing, and data management certifications, such as ISO 27001.
Strategic risks:
- Loss of control: You will need to relinquish some degree of control over the workforce management processes of your EOR employees, which may impact your organization’s strategic decision-making capabilities.
- Brand reputation: Any negative actions, incidents, or practices of your chosen EOR can directly impact your organization’s brand reputation and create a negative employee experience if not handled properly.
What's the difference between an EOR and a staffing agency?
An EOR and a staffing agency both help businesses hire employees, but they operate differently:
- An EOR takes on legal responsibility for employees, handling everything from payroll, taxes, and compliance with local labor laws. The company remains in charge of the day-to-day management of the employees, but the EOR is the official employer on paper.
- A staffing agency, in contrast, primarily sources and recruits temporary or contract workers for short-term projects or to fill skill gaps. The staffing agency typically handles the hiring process but does not act as the legal employer for long-term employees.
In what scenarios is it better to use an EOR service instead of a staffing agency?
An EOR service is ideal when you want to hire full-time employees in foreign countries where your business doesn’t have a legal entity. It allows you to quickly onboard talent while ensuring compliance with local laws and regulations.
If your business plans to expand into new markets or requires long-term hires without the need to set up a branch, an EOR service is the better choice.
On the other hand, staffing agencies are more suited for businesses seeking temporary or project-based hires, particularly when the need is for short-term roles or to quickly fill vacancies.
According to Laura Maffucci, Vice President of Global Total Rewards at EOR provider Globalization Partners:
While a staffing agency does not offer the same benefits in terms of compliance, they can reduce the business liability and time to hire for employers.
For a more thorough exploration of both options, read our comparison of EOR vs staffing agency services next to help you determine the right option for your company.
To quote Maffucci again, “If your organization is still in growth stages, you may not have the in-house expertise or resources to hire multiple in-region experts to ensure 100% compliance for things like payroll and taxes when dealing with international employees - which can land you in legal hot water. EOR solutions can help to relieve that burden, by absorbing these responsibilities and managing the risk of compliance associated with local laws and regulations, and also monitor for legislative changes to ensure compliance with any legal or tax changes that occur.”
Why would you use an EOR service to pay an international contractor?
Using an EOR service to pay contractors, in addition to your international employees, can be beneficial for several reasons:
- Simplified Payment Processes: With your EOR already managing payments for your international staff, adding a few additional independent contractors onto your EOR payroll register is an easy and cost-effective solution that ultimately removes additional hassles from the desk of your in-house HR staff.
- Lower Service Costs: Many EOR services will manage contractor payments for substantially lower fees than what they charge for an EOR employee. For example, Remote charges $599 per EOR employee/month, but only $29 per contractor/month, with similar pricing differentials offered by other popular EOR providers too, including Deel, Papaya Global, RemoFirst, Multiplier EOR, and others.
- Compliance Assistance: Just because we're referring to contractors instead of employees, that doesn't mean there are no compliance requirements. An EOR service can assist with the required tax filings for remote workers and those required for independent contractors, including Form 1099, Form 1096, and many others.
- Risk Mitigation: EOR services are also well-positioned to help their clients avoid employment-related risks, such as the potential misclassification of workers as contractors when they should technically be considered full-time employees. Their specialized knowledge of labor laws can help organizations avoid the costly legal and financial repercussions that misclassification often entails.
EOR vs. PEO Services
The main difference between EOR and PEO services is the legal status of the parent company. If you're interested in hiring remote employees in a country where you don't have a legal entity established, then an international Employer of Record service is what you need.
On the flip side, if your organization already has a legal entity established in a foreign country and your in-house HR staff just need additional help with hiring and managing international talent, you can opt to outsource specific parts of your HR services through a PEO agreement.
Under a PEO agreement, your organization and the PEO company enter a co-employment situation where each party has distinct legal responsibilities.
To help you make that choice, take a closer look at our detailed comparison of PEO vs EOR services to figure out which service is the right one for you.
What is Co-Employment?
A co-employment relationship is a situation where two separate entities share employer responsibilities for the same employee, such as in an EOR or PEO scenario. Under a co-employment arrangement, the responsibilities are divided between the client company and the other legal body (the EOR or PEO company).
The client company controls the employee's workload and day-to-date activities. This includes supervising the employee, assigning work, and making decisions about the employee's role within the company.
The PEO or EOR company manages administrative and HR-related functions such as payroll processing, benefits administration, compliance with employment laws, and tax filing.
Tips for Selecting the Best EOR Service Provider for You
To help you select the best EOR service provider to work with, you need to have a clear idea of your specific needs so you can be sure the EOR provider addresses them. To help you hone in on that quickly, try answering the following questions:
- Are you interested in hiring new employees within a specific country? If so, how much experience does the EOR have in that country?
- Does the EOR have a proven track record in the region you're interested in, such as North America or Asia?
- Is the Employer of Record company a global employer of record, or are they only active in specific regions?
- How long has the EOR been in business for?
- Does the EOR have a permanent local entity in the country you're interested in hiring in, or are they using a local partnership instead?
- Does the EOR handle all the areas you need support with, including sourcing top talent, international payroll & taxes, work permits, health benefits, background checks, and more?
- Will the EOR provider assist you if you do decide to open up a foreign entity of your own? Could you retain their services under a PEO agreement instead?
- How do their services and fees compare to other international EOR providers you're considering?
Use these questions to vet your top three choices for EOR providers and the best choice for you should become clearer. And if you'll mostly be working with contractor or freelance workers, contractor management software might also be something to consider using.
Other Resources & HR Services
With international employment on your mind, I recommend checking out these other helpful articles too:
- Best Global HR Service Providers
- Best Compliance Software for HR Departments
- Best Benefits Administration Software
Simplify Your International Operations with EOR Services
Now, you should have a better sense of how EOR services can alleviate the typical hassles of hiring international employees. They're truly a valuable resource, whether you're an enterprise organization striving for the best global talent, or a small business or startup trying to compete in the global talent marketplace.
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