Your Guide to the Top EOR Companies in 2025

The Employer of Record model is becoming an increasingly popular and cost-effective way to grow your global business, with the overall Employer of Record market expected to reach $6,795 billion by 2028. 

Gone are the days when a globally distributed business needed to set up a foreign subsidiary in another country in order to realise an expansion. Using an Employer of Record gives global companies the opportunity to hire full-time workers and build a global team without the need for an international subsidiary.

If you’re evaluating the different EOR companies in search of a potential partner, you’re probably familiar with some of the other benefits of working with one. 

• An EOR can help you stay compliant with labour laws & regulations in your selected markets
• An EOR company can make the onboarding process simpler for international employees, making your global team feel like one team! 
• The best EORs will integrate with your existing HR workflows, ensuring that your global HR and finance operations are running efficiently and profitably.

Evaluating the Top EOR Companies: What to Look for in a Partner

A growing EOR market also means a more complex EOR market. How are you supposed to find the right one for your business? 

Once you’ve decided to work with an Employer of Record to expand your business, choosing the right partner is still a high-stakes decision. Get it wrong, and you could face any or all of the following consequences later on. 

Mistake #1: You end up working with an Employer of Record that is not compliant in every country;

The consequence: In the worst-case scenario this could lead to fines or other financial penalties. 

Mistake #2: You adopt an EOR solution where the customer service or support is limited. 

The consequence: Your staff ultimately becomes dissatisfied with the poor service and employee retention begins to suffer. 

Mistake #3: Choosing an EOR that overlooks simple integrations. Without the ability to embed the EOR’s processes into your existing HRIS workflows, data management becomes fragmented.

The consequence: This lack of integration often results in duplicate work for your HR team and increases the risk of non-compliance with local employment laws. For example, without real-time data synchronisation, you may fail to update payroll or employee records promptly, leading to reporting errors or regulatory breaches in key markets.

Finding the right EOR provider is pivotal for ensuring your business is able to expand in a compliant and cost-effective way. The complexity lies in the fact that every Employer of Record offers a slightly different mix of people, technology and global employment services. 

So if you’re setting out to evaluate the best EOR partner for your business, here are the key factors you/your leadership team will need to take into account. 

The Range of Employment Models

The best Employer of Record providers won’t just offer EOR services. You need a partner who can also offer you compliant alternatives in countries where the Employer of Record model faces greater regulatory restrictions. 

For example, some European countries such as Germany, France and Italy have much tighter restrictions around the use and licensing of Employer of Record providers. If you’re not working with an EOR that can offer compliant alternatives in these markets, you run the risk of unexpected financial, legal and reputational penalties. 

Ease of integrations

How easily does this EOR integrate into any existing IT or HRIS systems you may already be using? Almost every Employer of Record provider will have some level of EOR integration. We’ll share insights into which EOR providers deliver the most, integrated, compliant solution. 

Price

How flexible and transparent is the pricing of this EOR? How can you ensure that working with an Employer of Record is genuinely better value for money than establishing your own foreign presence? 

Ease of use 

Is this Employer of Record going to have features that are easy to use, or will training your team on its adoption require additional time and resources? 

Expert support 

Businesses expanding into new markets increasingly rely on Employer of Record providers that can offer them proactive, personalised support whenever and wherever they need it. 

And this support needs to go beyond a help centre, chat function or even a Customer Success Manager. The best EOR providers will also offer bespoke legal & benefits support for more complex global employment use cases. This level of support is crucial at a time when compliance can make or break your business expansion. 

The Top EOR Companies Compared 

Choosing the right EOR partner is key to scaling your business. So who are the top EOR providers in 2025? In this section, we’ll explore the leaders in the market and the pros and cons of the EOR providers. 

Deel

Located in San Francisco, Deel provides the unique feature of cryptocurrency withdrawals. They offer a centralised platform for hiring both employees and contractors but lean heavily on EOR and contractor services. 

Deel has an impressive range of integrations and offers companies an end-to-end global HRIS experience. Contracts and payments automatically comply with local employment laws, saving you time and resources. 

But for some smaller businesses, the price tag of Deel may be a hurdle and its customer support isn’t quite as responsive for complex use cases. 

Remote

As a newer entrant founded in 2019, Remote is headquartered in the San Francisco Bay Area. Remote is credited with having a user-friendly interface and extensive global coverage. However, their customer support does not include live training or more customised legal and benefits support. 

Papaya Global

Operating from its primary office in New York and additional locations in Israel and Hong Kong, Papaya is a good option if you’re looking for basic EOR and PEO solutions. However, it currently only has payment integrations, lacking wider EOR integrations. 

However it is rated for its personalised customer support and all clients have access to Papaya’s Knowledge Base, a compliance database constantly updated by its team of experts. 

However in terms of EOR cost and employee experience, Papaya Global can be more expensive for smaller companies and its platform can be, in the words of People Managing People, a “steep learning curve”. 

Oyster HR

Founded in January 2020, Oyster is a fully remote company aiming to make global hiring more accessible. Headquartered virtually, they offer an HR platform with a focus on compliant payroll and local benefits for globally distributed teams. 

Oyster is renowned for its simple employee onboarding and localised benefits packages. However, while it does offer EOR, it’s worth bearing in mind that Oyster has no PEO option. 

Oyster is perhaps a good fit for smaller startups that are looking to expand quickly.

Rippling

Rippling’s all-in-one platform integrates HR, IT, and finance. 

With EOR services in over 50 countries, it’s great for businesses that want to centralise their global workforce management without losing functionality.

Globalization Partners

Headquartered in Boston, Massachusetts, Globalization Partners is well-known for its SaaS-based Global Employment Platform™. 

Globalization Partners offers localised employment expertise and has extensive global reach. However their high cost may make them too expensive for smaller companies, meaning they’re often a better EOR option for larger enterprise companies with more complex use cases.

Omnipresent

Omnipresent was established in 2019 and has since expanded its range of global employment solutions to 160+ countries. 

Unlike many of the other Employer of Record providers it offers a wide range of alternative employment models to ensure its clients stay fully compliant in countries where EORs are more tightly regulated. 

Velocity Global

Based in Denver, Colorado, Velocity Global boasts a significant local presence in over 185 countries.

They are rated for their extensive global reach and responsive customer support. But while VG has an impressive cloud platform, other providers may offer more advanced integrations. 

However, their broad geographic reach may dilute the level of specialised focus they can offer to individual markets. Some reviews have reported variable expertise across certain regions. 

How Omnipresent Compares to Other EOR Providers

It’s important to find the right EOR provider. Choosing the right provider will depend on several factors. 

Company Size 

If you’re a start-up company, it’s possible that you’re looking to hire a small overseas team, or simply contractors. In this context, a partner like Deel or Oyster might be right for you. 

If you’re a company looking to scale into new markets, or you’re about to undergo a major change in your business operations (like preparing for an IPO, merger or acquisition), then Omnipresent is probably the better option for you. 

Omnipresent is also often a better choice for businesses looking to upscale their global team, or make sudden workforce changes in their key markets. 

Scaling a business often means you’ll need a good working familiarity with the laws, regulations and employee benefits of a new country. While some EOR providers will have resource hubs and customer help centres to help you make sense of all the complexity, it’s often beneficial to have access to in-house legal and benefits experts when you’re looking to understand your specific obligations in a new market. This is what separates Omnipresent from some other EORs–you can grow your global team safely in the knowledge that our experts are always here to help you! 

Where You Want to Hire

Many EOR providers will tell you that they can help you hire whoever you need, wherever you need, whenever you need. And if a simple EOR partnership is what you’re looking for, then many of the providers in the list above can help. 

But as we explained earlier in this post, the Employer of Record model is more tightly regulated in some countries across Europe. Some EOR providers don’t offer alternative employment models in countries such as France or Germany, and this could significantly slow your global hiring plans. 

It may also be the case that you don’t need an EOR provider to help you with your global talent needs at all. In countries where you already have a presence, it may be better to work with a PEO provider. 

While many of the EOR companies above provide alternative services such as PEO and VEO, only Omnipresent is currently offering the full suite of global employment services to help you customise your hiring around your global needs. 

HRIS Integration

This is a key contributing factor in any EOR buying decision. To what extent will your Employer of Record fit into your wider HRIS infrastructure and workflows? 

For instance, while Papaya Global is well known for its personalised customer service, the quality of its integrations is still relatively weak. 

Then there are providers like Deel, who actually combine EOR services with their own HRIS system. This means that Deel is a perfectly valid option if you’re happy to sign up to Deel’s end-to-end HRIS software setup. 

But if you’re looking to integrate an EOR service provider into your existing HRIS tech stack, then you’re probably better off working with an EOR company like Omnipresent.