Are you considering expanding your team internationally, specifically in Latin America?

In 2025 it’s easier than ever to hire internationally, despite RTO mandates by JP Morgan, Amazon you can hire through a nearshore staffing agency like LatamCent, set up an office in your foreign country of choice, or go through an Employer of Record (EOR) platform offering comprehensive EOR services.

There are pros and cons to EORs, but this guide is written to share with you the top EOR platforms in Latin America, so if you decide to go the Employer of Record route, you can make an educated choice of which EOR you’d like to choose.

We’ve compiled a ranked list of the 19 Best EOR providers specializing in the LatAm region.

We’ve evaluated them on Price (value, cost effectiveness), Customer Service (support quality and responsiveness), and Technology (platform strength, uptime, and usability). Each entry includes an overview, countries covered in LatAm, pricing, customer service reputation, tech platform strengths/weaknesses, key differentiators. You can head to the bottom for a comparison table that will summarize pricing, customer service, and tech features for quick reference.

But before we dive into EORs for those unfamiliar, you can read a little about EORs vs Contractors below. There are pros and cons to each, if you are familiar, skip down to our first EOR provider below.

What is an Employer of Record (EOR)?

An Employer of Record (EOR) is a third party organization that takes on the legal responsibilities of employing workers on behalf of another company. The EOR acts as the legal employer, managing payroll, benefits administration, and compliance with local employment laws. This allows companies to hire international employees without the need to establish a local entity in each country they operate in.

By using an EOR, businesses can navigate the complexities of local labor laws and regulations with ease. The EOR ensures that all employment practices are compliant with local laws, reducing the risk of non compliance and associated penalties.

In the USA it’s relatively easy to set up an LLC and business, you can pay an attorney or accountant and for less than a thousand dollars you have an entity, but in many countires there are too many bureaucracies to jump through. One our clients invested over $5,000 and months of their time with lawyers in Colombia trying to set up an entity.

Setting up EORs not only enhances employee satisfaction but also ensures compliance with local financial regulations. By managing compliance risks, EORs help businesses avoid legal issues and focus on their core operations. This is particularly beneficial for companies looking to expand their global workforce quickly and efficiently, as it eliminates the need to set up a legal entity in each new market.

In summary, an EOR provides a streamlined solution for managing international employees, handling all the administrative and legal responsibilities, and allowing companies to focus on their core business operations.

Benefits of Using an EOR

Using an Employer of Record (EOR) offers numerous advantages for companies looking to expand their global workforce. Here are some of the key benefits:

• Reduced Administrative Burden: EORs handle all HR and payroll tasks, including benefits administration, tax withholdings, and compliance with local employment laws. This frees up companies to focus on their core business operations without getting bogged down by administrative tasks.

• Increased Compliance: EORs ensure that all employment practices adhere to local labor laws and regulations, significantly reducing the risk of non compliance and the associated penalties. This is particularly important in countries with complex or frequently changing employment laws.

• Improved Talent Acquisition: By partnering with an EOR, companies gain access to a global talent pool. This allows them to hire the best candidates for their business needs, regardless of geographic location.

• Enhanced Scalability: EORs enable companies to quickly scale their global teams, facilitating seamless international expansion. Whether you need to hire one employee or a hundred, an EOR can facilitate this without the need to establish a local entity in each country.

• Cost Savings: Using an EOR can be a cost effective solution for global expansion. It reduces the need for expensive legal and HR expertise, as the EOR handles all compliance and administrative tasks. This can result in significant cost savings, especially for small and mid sized companies.

This ensures that employees receive competitive benefits, which can be crucial for attracting and retaining top talent in different regions. By managing compliance risks, EORs help businesses avoid legal issues and focus on their core operations.

An EOR provides a comprehensive solution for managing international employees, ensuring compliance with local laws, and allowing companies to expand their global footprint efficiently and cost effectively.

Responsibilities of an EOR

An EOR handles various tasks to ensure that employees are hired and managed in accordance with local employment laws and regulations. These responsibilities include compliance, payroll, taxes, and benefits administration, providing a comprehensive solution for managing international employees. Unlike staffing agencies that handle temporary placements, EORs manage ongoing employment responsibilities, ensuring all aspects of international employee management are streamlined and compliant.

Onboarding Employees

EORs facilitate the local onboarding process for international employees, managing all administrative tasks such as employment contracts, background checks, and payroll setup. This ensures a smooth onboarding process, creating a positive first impression of the company. By handling these tasks, EORs help businesses integrate new hires quickly and efficiently, adhering to local labor laws and regulations.

Paying Employees in Local Currencies

EORs simplify the process of paying team members in their local currency, reducing exchange rate risks and administrative hassles. They streamline the payroll process and ensure employees are paid on time and in their preferred currency. This not only enhances employee satisfaction but also ensures compliance with local financial regulations.

Though depending on the country this isn’t a selling point. For instance, Eze Campodonico from LatamCent a nearshore staffing agency always says, if you offered me my salary in Argentinian Peso I would never have accepted. The graph below tells you why. The Argentinian Peso lost most of it’s value due to hyperinflation and made Argentina a really attractive place to find top talent and pay them in USD. Now there is also the option of USDC, stable coins. Nobody wants to keep their money in Argentinian Peso and the Milei/Trump bond could dollarize Argentina.

Administering Employee Benefits Packages

EORs manage employee benefits packages that comply with local regulations and meet employee expectations. They provide a comprehensive understanding of local statutory benefits and handle benefits administration, including healthcare plans, retirement plans, and other perks. This ensures that employees receive competitive benefits, which can be crucial for attracting and retaining top talent in different regions.

Withholding Taxes

EORs handle tax withholding for international employees, ensuring compliance with tax laws in each country. They remit the necessary amount from an employee’s paycheck to the appropriate authorities, providing a cost effective solution to tax withholding. This reduces the risk of non-compliance and associated penalties, allowing businesses to operate smoothly across multiple jurisdictions. Though because of currency devaluation, many workers will prefer to pay their own taxes and get paid in dollar. Argentina isn’t the only one with currency struggles. Brazil’s leftist government has been struggling to maintain their currency valuation compared to the dollar.

By outsourcing these responsibilities to an EOR, businesses can focus on their core competencies, reduce administrative burdens, and ensure compliance with local employment laws and regulations. This makes EORs an invaluable partner for companies looking to expand their global workforce efficiently and effectively.

1. Deel: Best Overall for Latin America (Affordable, 24/7 Support, All inOne Platform)

Overview: Deel is a leading global EOR platform that enables hiring in 150+ countries (all of Latin America included) without the need to establish a local legal entity. Deel is particularly effective in managing global teams, ensuring compliance and mitigating compliance risks across multiple countries. Founded in 2019, Deel has quickly become a top choice for international hiring due to its user friendly platform and comprehensive features. It handles local contracts, payroll in 90+ currencies, benefits, and taxes all through one dashboard.​

Deel acts as the legal employer for your Latin American staff, ensuring full compliance with local employment laws. Companies love Deel for its transparent pricing and 24/7 support, as well as extras like p

• Countries Covered: All Latin American countries (from Mexico and Brazil to Chile and Argentina) – Though it doesn’t cover any US sanctioned countries like Venezuela and Cuba and that list will be getting bigger with Trumps 2025 Tariffs. Deel has entities or partners everywhere in the region. They have local expertise in each country’s labor laws and can provide region-specific benefits (e.g., they offer local health insurance options in LatAm).

• Pricing: Flat rate of $599 per employee/month depending on the country, and how many employees you have it can be negotiated but it will be billed annually for full EOR service. There are no hidden fees – one monthly fee covers everything (compliance, payroll, support). There are many other features and add ons making it one of the preferred Employer of Record services.

• Customer Service: Excellent 24/7 customer support via chat and email. Users consistently praise Deel’s responsiveness and knowledge. Every client gets a dedicated success manager, and Deel has 200+ local compliance experts on staff to ensure quick, accurate answers. Support is multilingual (Spanish/Portuguese for LatAm). Deel’s support is known for guiding clients through complex issues (e.g., navigating a Colombian severance payout) promptly. Pros: Very responsive (24/7 live chat), proactive compliance guidance. Cons: No phone support, but most find chat/email sufficient​

• Technology:All in-one Employer of Record cloud platform that’s incredibly easy to use. You can onboard a new hire in Colombia, Peru or Brazil in minutes – the system auto-generates a locally compliant contract for e-signature. The platform handles automated payroll (you fund one account; Deel pays employees in local currency on time), tax withholdings, payslips, expense reimbursements, and more. Deel integrates with popular HRIS/accounting tools and even has modules for equipment provisioning and performance management. The interface is intuitive, with a dashboard overview of all your international team and tasks. Security and compliance are top-notch (SOC2, GDPR compliant). Strengths: Intuitive UI, robust features (contracts, HRIS, benefits, visas), high automation reducing manual work. Weaknesses: Occasionally minor system bugs (quickly fixed)​

• Key Differentiators:Comprehensive feature set + support at a great price. Deel offers things many others don’t – like 24/7 support, equipment logistics, and a free tier for small teams. Their platform covers the entire employee lifecycle globally (hiring, paying, managing, even terminating). They also focus on localized benefits (e.g., allowing you to offer competitive perks in LatAm). In short, Deel provides enterprise-grade service at startup-friendly pricing, making global hiring easy and affordable.

• Future of Deel: One of the best things about Deel is their CEO Alex, and at the rate of which they innovate, in the past year they completed over 5 acquisitions bringing its total to ten since its inception in 2019. Notable acquisitions include:​

• Assemble: A compensation management and analytics startup, aimed at enhancing Deel’s capabilities in offering comprehensive compensation solutions.

• Zavvy: A German-based people development platform, which aligns with Deel’s strategy to integrate advanced talent management features.​

• PaySpace: A payroll company, strengthening Deel’s payroll processing capabilities across various regions

• Hofy: A software firm, contributing to Deel’s technological infrastructure and service delivery.

• Atlantic Money: A fintech company, potentially enhancing Deel’s financial services and payment processing capabilities.

Drawbacks of Deel: Despite having everything going for them, it’s a cut throat world in EOR and payroll. Thin margins, and lawsuits left and right. I was writing this article on March 15th and then just before publishing, on March 17th, Deel gets hit with a lawsuit for alleged corporate espionage. I’ll go deeper into the juicy details here but competitor Ripling #19 on the list, set up a honey pot and caught allegedly caught Deel red handed targeting their customers who were at Churn Risk of leaving Deel.

Rippling sued @Deel today. Our lawsuit alleges Deel cultivated a spy at Rippling & orchestrated a long-running trade-secret theft. The spy searched “deel” in our systems 23 times per day on avg, letting him spy on Deel’s own customers who were considering a switch to Rippling. pic.twitter.com/94Lga5vXc1

— Parker Conrad (@parkerconrad) March 17, 2025

2. Remofirst: Best for Budget Conscious Expansion (Lowest Fees, Dedicated Account Manager)

• Countries Covered: All Latin American countries (Remofirst operates in 185+ countries globally). They have entities or partners across LATAM  whether you need to hire in big markets like Brazil/Mexico or smaller ones like Guatemala or Ecuador, Remofirst can do it. They stay current on local laws (e.g., Brazil’s labor codes, Chile’s severance rules) to keep you compliant everywhere.

• Pricing: Remofirst has the Lowest pricing in the industry. $199 per employee/month for Employer of Record service. No setup fees, no hidden add ons  you get one invoice consolidating all costs. This flat fee is often 50 70% cheaper than others (clients note Remofirst is “half the price of Deel”). Yet it includes full service (employment, payroll, benefits admin). They even offer bulk invoice consolidation (one invoice for all your hires). Bottom line: Remofirst is incredibly cost effective, ideal for startups and SMBs expanding into LatAm. Depending on the country the costs will be hiring than $199, some will go to $349 a month.

• Customer Service:High touch support model. Remofirst assigns you a dedicated Customer Success Manager who guides you from onboarding onward. They also provide 24/5 live chat and email support (MondayFriday). On G2, users rate Remofirst’s support 9.6/10, noting its responsiveness and helpfulness (outranking even some pricier competitors). They assist with everything: setting up a new hire in Argentina, explaining Colombian PTO laws, or advising on currency payments  promptly and personally. Pros: Very personalized service, proactive compliance help, quick response. Cons: Support is 24/5 (business days), not full 24/7, but they accommodate urgent needs off hours as much as possible.

• Technology:Modern and efficient platform. Remofirst’s cloud platform lets you manage global hiring and payroll in one place. It’s clean and easy to navigate  HR teams can onboard a new employee in, say, Peru by filling in a few fields; the system then generates a compliant contract for e signature. The platform handles multi country payroll (auto calculating taxes, social contributions, etc.), time off tracking, expense reimbursements, and even hardware requests (they can help ship laptops). It supports payments in local currencies and consolidates all costs into one invoice. While focused on essentials (it may not have advanced analytics), it covers what most need and integrates with HRIS/ATS tools. Strengths: Easy to use, gets the job done quickly, automates compliance checks (prevents inputting a salary below legal minimum, for example). Weaknesses: Slight learning curve for advanced features, but the Remofirst team assists during onboarding. From my experience this is where it also lacks compared to Deel, if I wanted to self serve over a weekend I would need to wait until the next day to hear back from an account manager to help me get someone onboarded to EOR.

• Key Differentiators: Price, price, price  and value. Remofirst’s #1 differentiator is offering the same core EOR service as others at ~1/3 the cost. This allows even small companies to hire across LATAM without breaking the bank. They pair low cost with full compliance and service  proving “cheap” doesn’t mean “low quality.” Their dedicated account managers and legal experts ensure you get hand held support, which is rare at this price point. Remofirst also boasts broad coverage (180+ countries) and even support for equipment provisioning and visa assistance when needed. In short, Remofirst makes global hiring accessible for budget conscious teams, while still delivering excellent support and compliance.

One year ago I was close to choosing Remofirst but I had to contact their team everytime I wanted to onboard someone to EOR and that was a deal breaker for me, it’s probably got a self service option now and this is what their team said last year:

The benefits of partnering with an EOR provider like Remofirst:

• One vendor to support 160+ countries – one monthly invoice, one platform, one customer success manager.

• Dedicated customer success manager – provides you quick and detailed advisory support. We have a 3:1 customer success to sales ratio.

• Fast onboarding – 7 to 10 business days, easily managed on our platform.

• In country partners with years of experience – local employment contracts and expertise ensures compliance for you and your employees.

• Country specific pricing – cost effective solution with no hidden fees, and no fixed term contract (cancel anytime with 30 days notice).

• Work equipment delivery – allows for streamlined onboarding process.

• Additional support and increasing partnerships / features / client events / recruiting resources / background checks / salary benchmarking / time-off tracking / expense reimbursement management – check out recent news and articles about our company and founder below.

We are a white glove EOR provider with very high customer satisfaction ratings; here are some Customer stories and Remofirst reviews. They warned me against Deel as there were lawsuits in California against them.

3. Papaya Global: Best for Enterprises (Advanced Tech, AI Powered Payroll, Extensive Coverage, Compliance Risks)

Overview: Papaya Global is an enterprise grade Employer of Record and global payroll platform known for its cutting edge technology and automation. Unlike traditional staffing agencies, Papaya Global offers a unified solution for hiring, payroll, and workforce management. Operating in 160+ countries, Papaya offers a unified solution for hiring, payroll, and workforce management. Papaya operates through its own legal entities in each country, ensuring direct control over compliance and employee experience. It’s ideal for companies that demand scalability, data insights, and seamless integration. Papaya’s platform uses AI to automate payroll and compliance tasks, boasting 99% accuracy and real time analytics. They support all worker types  full time, contractors, and payroll only  and can integrate with your existing HR systems. Enterprises expanding in Latin America choose Papaya for its robust compliance engine, ability to handle large volumes, and rich feature set (e.g., business intelligence dashboards, data security, and even support for visa processes).

• Countries Covered: 160+ countries worldwide, all of Latin America included. Papaya has a strong presence in LatAm, with local entities or partners in every major economy (Brazil, Mexico, Colombia, Argentina, Chile, etc.) and minor ones too. Their local experts ensure compliance with each country’s intricate laws (they handle union requirements, 13th month bonuses, social security  all of it). Papaya’s direct coverage and experience in LATAM mean even complex markets like Brazil are managed smoothly.

• Pricing: Transparent, volume friendly pricing. For full EOR service, costs are higher (typically a few hundred per employee), but Papaya is known to be cost effective at scale. E.g., one source notes Papaya’s EOR pricing, EOR pricing is typically custom quoted. Essentially, large enterprises get tailored deals that often end up cheaper per employee than smaller plans. All pricing is flat (no hidden fees) and inclusive of Papaya’s advanced features. While not the cheapest for a single hire, Papaya provides tremendous value for large teams by automating processes that would otherwise require extra headcount. Note: Papaya provides free demos and will align pricing to your needs  they often highlight ROI in efficiency and compliance risk reduction.

• Customer Service: High touch, region specific support geared towards enterprise needs. Papaya assigns dedicated account managers and local teams for each client. In Latin America, you’ll have support staff well versed in Spanish/Portuguese and local regulations. They offer 24/7 availability via a “personal portal” and even WhatsApp for urgent matters. Papaya’s experts proactively inform you of regulatory changes (e.g., a new labor law in Chile) and handle compliance adjustments. Enterprises praise Papaya’s consultative approach  they don’t just run payroll, they advise on best practices in each country. Pros: Extremely knowledgeable support, fast response (often within hours or less), ability to handle complex queries (tax treaties, expat payroll, etc.). Cons: Smaller clients might find the onboarding process formal/complex (geared more to enterprise workflows), but Papaya guides you through it thoroughly.

• Technology: State of the art global HR platform with AI and automation. Papaya’s cloud platform is highly automated  it integrates onboarding, payroll, benefits, compliance, and reporting in one system. It automatically updates local tax rates, flags compliance risks, and even uses an AI based payroll engine to eliminate errors. For example, if Argentina changes income tax bands, Papaya’s system auto applies it. The platform provides a real time dashboard of your entire global workforce, with analytics on payroll spending, headcount, and more. It supports integrations with HRIS (like Workday, SAP) and finance tools, so data flows seamlessly. Security is enterprise grade (GDPR, SOC2, ISO27001 certified). Strengths: Unmatched automation (saves huge time), multi country payroll consolidation (view and control all LATAM payroll in one place), robust compliance controls, and great UX for HR and employees (self service for payslips, etc.). Weaknesses: Primarily designed for larger scale  might be “too much platform” for very small needs (but then Papaya might just run payroll for you in that case).

• Key Differentiators:Automation & analytics. Papaya stands out by delivering enterprise level automation  many manual HR tasks are eliminated. Their platform offers business intelligence on your global workforce that others lack, enabling data driven decisions (e.g., cost analysis of hiring in Brazil vs. Mexico easily). Another differentiator is Papaya’s ability to integrate into existing systems and not disrupt current processes  perfect for big companies layering on EOR for Latin America. Also, Papaya’s compliance coverage is second to none: they actively manage immigration support, data security, and have a track record of no compliance failures. In sum, Papaya Global is the go to for enterprises that want tech enabled global HR with no compromise on compliance or insight.

4. Remote: Best Full Service EOR with Comprehensive Benefits, IP Protection, and Local Employment Laws

Overview: Remote (remote.com) is a popular Employer of Record provider celebrated for its full service HR offerings and commitment to simplifying global employment through comprehensive EOR services. Remote’s comprehensive EOR helps mitigate compliance risks, ensuring that your international operations adhere to local regulations. Covering 170+ countries (all of Latin America), Remote provides everything needed to hire, pay, and manage international team members​. Unlike a professional employment organization (PEO), Remote offers full EOR services, managing all aspects of employment for international hires. It’s particularly known for offering rich benefits packages to employees on your behalf and ensuring strong IP and invention rights protection for employers. Remote’s platform is simple and modern, focusing on user experience. They also pride themselves on transparent flat pricing and no long term commitments. Many startups and mid sized companies choose Remote to handle their LatAm hires because it balances ease of use with robust compliance and nice to haves like equity management.

• Countries Covered: Remote has entities throughout Latin America  from Mexico down to Argentina  plus the rest of the world (180+ countries). They can hire in any LATAM country, handling local payroll taxes, social contributions, and labor law compliance seamlessly. For example, Remote can employ your developer in Brazil, administer all required benefits (FGTS, health insurance, etc.), and ensure compliance with Brazil’s local labor laws and LGPD data law. Their global presence means you can expand anywhere in the region with one partner.

• Pricing: Flat and transparent  $599 per employee per month (annual plan). If you pay monthly, it’s ~$699/mo. This fee includes everything (employment, payroll, benefits admin, IP protection). No setup fees, no hidden costs, no minimums. They emphasize no surprise charges or long contracts  you can scale up or down as needed. While $599 is mid range, clients find it reasonable given the comprehensive service (especially the benefits and support included). And unlike some older firms, Remote doesn’t add extra fees for offboarding or local filings  it’s all baked in, which simplifies budgeting.

• Customer Service: Responsive, knowledgeable support with a personal touch. Remote provides an account manager once you onboard, and their support team spans global time zones. They offer support via an in app chat and email; responses are typically quick (within a few hours or faster for urgent issues). They have improved a lot over time  earlier growing pains with support speed have been addressed by scaling their team. Now, they strive for near 24/7 coverage and certainly cover all LATAM business hours. Remote’s legal and HR experts can assist with country specific questions (like how maternity leave works in Chile or severance in Colombia). They also proactively share updates (e.g., law changes, benefit enhancements). Pros: Very knowledgeable on complex topics (immigration, equity, IP), approachable and friendly staff (fits their remote work ethos). Cons: Not a lot of phone support; primarily digital (which most users are fine with). Overall, user feedback on Remote’s support is positive, especially praising their help with compliance and setup.

• Technology: Sleek, intuitive platform designed for modern HR. Remote’s platform simplifies global HR to a few clicks. It handles onboarding (auto generating localized contracts), payroll approvals, time off requests, and has an employee self service portal. One standout feature: Equity management  Remote can administer stock options for international employees, which is rare among EORs but so can Deel through their direct integration with Carta. The platform also includes IP protection management  it ensures every employee contract assigns IP to your company (a big differentiator for tech companies). Remote provides integrations (e.g., with HRIS like BambooHR, or Slack notifications for status updates). It’s cloud based, secure (GDPR compliant), and regularly updated. On the platform, you see a clear status of each employee or contractor  e.g., “Active  compliant  next payroll date”. You can run payroll for all your LatAm employees in one go. Additionally, Remote’s platform offers localized experiences: e.g., Spanish interface for Spanish speaking employees to view payslips. Strengths: Extremely easy to use, minimal training needed; end to end functionality (contracts, payroll, benefits, offboarding) in one place; focus on security & IP. Weaknesses: Lacks some deep analytics (more focused on operational tasks), but they do provide basic reporting and are steadily adding features.

• Key Differentiators: Comprehensive benefits & compliance focus. Remote sets itself apart by offering robust local benefits packages for your employees  healthcare, life insurance, pension plans, etc., tailored to each country​. This helps you attract talent in Latin America by offering benefits on par with big local employers, without you having to source them. Also, Remote’s IP protection guarantee is a big differentiator  they ensure your company retains full IP rights for work done by international employees, which not all EORs explicitly cover. Their pricing transparency (flat $599 with no extras) and free contractor platform also differentiate them  you can manage freelancers and full timers together (contractors at $0 cost until payment). Culturally, Remote is known as a champion of remote work; they build community resources and have a mission driven brand, which resonates with companies and employees alike. Overall, Remote offers a well rounded, no surprises solution that covers not just the basics, but also the extras that matter (benefits, equity, IP)  making it a top choice for Latin America expansion, especially for companies who want happy, well supported remote teams.

5. Oyster HR  Best for User Friendly Platform, Benefits Administration, and Global Benefits on a Budget

Overview: Oyster HR is a newer EOR platform that has quickly gained popularity for its easy to use interface and strong focus on the employee experience through comprehensive eor services. Covering 180+ countries (all of LatAm), Oyster simplifies employing global talent through a single automated platform. They handle hiring, payroll, and benefits, and also provide tools and resources to educate HR teams on global employment. Oyster HR provides a comprehensive record service, managing compliance responsibilities and ensuring smooth operations for international hires. Their expertise in benefits administration ensures that employees receive competitive and compliant benefits packages, mitigating compliance risks. Oyster is particularly attractive to small and mid sized companies because of its transparent pricing and commitment to socially responsible hiring (they often highlight their mission to distribute opportunity globally). Clients choose Oyster for its intuitive software, solid compliance track record, and the ability to offer great benefits to their remote employees.

• Countries Covered: 180+ countries, including every Latin American country (Oyster has entities or partners throughout South & Central America). Whether hiring in tech hubs like Brazil and Mexico or smaller markets like Panama or Uruguay, Oyster can facilitate it. They maintain local HR and legal expertise in region  e.g., understanding Colombian labor law intricacies or Argentina’s tax requirements  and build this knowledge into their platform and support materials.

• Pricing:Flat fee: $599 per employee/month (annual contract). Month to month is $699. No setup fees or hidden charges. They frequently note “no minimums, cancel anytime”  giving flexibility to scale up/down. Oyster’s pricing is similar to Remote’s; however, they sometimes run promotions or offer discounts for startups (and they have a social impact hiring program with discounts for certain hires). The price includes full service: employment, payroll, statutory benefits, and access to their platform. Many find Oyster’s pricing fair given the high level of support and platform quality (it’s competitive with others in the top tier of EORs). Plus: Oyster provides lots of free resources (country guides, compliance tools) to clients at no extra cost, adding value beyond just the service.

• Customer Service:Responsive and supportive, with a global HR expertise slant. Oyster offers support via chat/email, and each client is paired with a regional HR expert for compliance matters. Reviews highlight Oyster’s team as “highly responsive and always ready to assist”. They may not advertise 24/7 support, but they cover overlapping time zones effectively and ensure fast response times  often within a business day or faster. One minor critique some mention is that very occasionally support can be a bit slow during peak periods, but Oyster has scaled its team and these instances are now rare. Importantly, Oyster puts a lot of effort into educating and empowering clients  their customer success will walk you through tricky processes (e.g., how to approach offering stock options in Brazil or setting a salary in line with local benchmarks). They also maintain a rich help center and even community forums for HR professionals. Pros: Friendly, knowledgeable, and solution oriented support; provides localized advice (e.g., how to handle a termination per Chilean law, they guide you step by step). Cons: Slight delays at times in past, but improved; primarily online support (not phone)  though they do set up calls for complex discussions when needed. Overall, users find Oyster’s support reliable and very HR savvy.

• Technology:Slick, modern platform focusing on simplicity and compliance automation. Oyster’s platform allows you to manage all your global hires in one place. It automates contract generation for each country (with built in compliance checks), runs multi currency payroll (ensuring on time, correct payments), and tracks time off and local holidays. It’s largely self service  you can initiate a hire or terminate one through the platform with guided steps, which is great for quick actions. Oyster also integrates benefits enrollment: through the platform you can opt to enroll an employee in local health insurance or supplemental benefits with a click. The platform has role based access, so local managers can, say, approve time off if you permit. Oyster offers integration possibilities (it can plug into your HRIS or ATS to import employee data). A neat feature: Global compliance toolkit  the platform will alert you of any needed actions or document expirations (e.g., a work permit expiry). It’s also constantly updated with local law changes behind the scenes, which means it will adapt contract templates or processes as laws evolve (they push these updates out, so you’re always compliant). Strengths: Extremely intuitive UI  HR teams rave that Oyster is very easy to navigate (even non experts manage it well); comprehensive in covering hiring to payroll to benefits; compliance guardrails to prevent mistakes (you can’t accidentally misclassify a worker  the system will advise the proper route). Weaknesses: Being relatively new, it’s still adding some advanced features like deeper analytics or custom reporting, but it covers core needs well. Also, support for highly complex benefits (like very custom pension schemes) might be less automated  but Oyster’s team handles those scenarios manually if needed.

• Key Differentiators:Ease of use and employee centric approach. Oyster differentiates itself with how simple and pleasant it makes the global hiring process  the platform’s design and their wealth of educational content reduce the fear factor of international HR. They also put heavy emphasis on global benefits: Oyster enables even small companies to offer perks like big companies (health, dental, wellness, etc. in various countries) through their platform. This is a huge plus for attracting talent in LatAm. Additionally, Oyster is big on social responsibility and compliance  they have insurance coverages to mitigate risk and a strong legal framework in each country, but also initiatives like hiring refugees or promoting diversity in global hiring (a differentiator in ethos that some companies appreciate). They’re also very transparent  lots of knowledge sharing, clear pricing, no long lock ins. Finally, Oyster’s branding of being a remote work advocate sets them apart  they’re seen as a partner who truly understands remote first culture and can help companies build effective distributed teams, not just process payroll. For Latin America, this means Oyster is not only making it easy to hire, but also to integrate those hires into your company culture through tools and best practices they share.6. Globalization Partners

6. Globalization Partners: Pioneer of Employer of Record

Globalization Partners (GP) Overview: Pioneering full service EOR with local entities in 180+ countries. Founded in 2012, G P helped define the EOR model. It operates owned entities in ~95% of its countries, enabling direct compliance control. G P’s platform (G P Meridian) automates hiring, payroll, and HR tasks globally. This automation helps mitigate compliance risks, ensuring that your international operations adhere to local regulations. Dual headquartered in Boston & San Diego, it expanded with a LATAM hub in Mexico City in 2019​, Today GP is considered a market leader and “Leader” by NelsonHall, serving Fortune 500 clients and high growth firms alike.

Countries Covered: 180+ countries worldwide, including all major Latin American markets​. GP has strong coverage in Brazil, Mexico, Colombia, Chile, Argentina, Peru, etc. After establishing its LATAM HQ, it grew local expertise in each country. Only sanctions (e.g. Cuba) are excluded. Otherwise, a client can hire almost anywhere via GP’s owned subsidiaries, meaning consistent service and compliance globally.

Pricing: Historically percentage based (~15% of salary, $1,500 min), GP is transitioning to flat fees. Recent analyses show $599 per employee/month as a typical rate (aligned with competitors). In practice, expect quotes around $500$800 depending on country and volume. They are transparent about extra costs: e.g. currency conversion fees or bonus payroll runs (which some clients say are “high” if out of cycle). Volume discounts and custom enterprise pricing are offered, but overall G P sits at the premium end  justified by its comprehensive service and owned entity model.

Customer Service: 24/7 multilingual support with regional experts. GP assigns account managers in region  e.g. Spanish speaking reps for LATAM  ensuring “follow the sun” support. Users praise GP’s “exceptional” support and quick responsiveness. Local HR specialists guide clients through each country’s requirements and even provide dual language contracts. G P has a large in house team (1,000+ employees globally) and a local presence in LATAM (Mexico City, São Paulo), which improves response times and cultural understanding. Some competitors note G P doesn’t always give a single dedicated rep per country, but G P counters this with scale  they have experts for every function (payroll, benefits, tax) available. Overall, clients find support “knowledgeable and genuinely helpful”, though occasionally navigating a large organization for minor issues can be slower.

Technology: Robust cloud platform (Meridian) that is easy to use and deeply integrated. It covers onboarding, document e sign, payroll, time off, expenses, and analytics in one place. G P’s tech integrates with popular HRIS (Workday, BambooHR, ADP, etc.) via API, syncing global HR data. The platform provides compliance alerts (tracking legal changes in each country) and centralized dashboards. Security & compliance: G P is SOC 2 Type II and ISO 27001 certified, with bank grade encryption and GDPR compliance. It recently launched G P GIA™, an AI HR advisor, to answer HR questions and guide users (a first in Employer of Record). User experience: Clients praise the interface as “intuitive, highlighting action items and costs”. For example, ​GP’s dashboard shows actionable to dos and a map of global hires, plus cost breakdowns by country. GP also provides a self service Globalpedia knowledgebase in platform for country specific HR info. In short, GP’s tech is enterprise grade yet user friendly, and a key reason large companies trust its ability to scale.

Key Differentiators: Owned entity infrastructure  GP hires 95% of workers on its own entities, avoiding third party intermediaries. This yields consistent compliance, faster onboarding, and fewer surprises. Comprehensive services  beyond core EOR, GP offers immigration support, background checks, global benefits procurement, equity administration, and even recruiting services​

It’s a one stop global HR shop. Global reach & experience  as one of the oldest EORs, it has handled complex scenarios in virtually every country, giving clients peace of mind. Data security & privacy leadership  first EOR to be Privacy Shield certified​ and maintaining high security certs, which is crucial for enterprises. Investment and innovation  heavily funded, G P continually adds new features (AI advisor, analytics, etc.) and has resources to handle large scale expansions. Finally, in country expertise at scale  GP’s staff includes labor lawyers, HR experts, and payroll specialists in all regions, which is hard for smaller providers to match.

Future Outlook: GP is expected to continue setting industry benchmarks. They will likely fully implement flat fee pricing to stay competitive, simplifying cost predictability. An IPO in coming years is possible, which would infuse capital for further tech innovation (perhaps more AI or predictive analytics in the platform). G P will keep enhancing its Meridian platform, possibly adding modules for talent management or deeper integrations (it recently added features for equity and benefits management). With competitors emerging, G P is investing in customer experience  e.g. expanding local teams (they opened new offices in Europe and APAC recently) and potentially offering more self service capabilities for clients. They’ve also launched initiatives like GP Recruit to connect clients with local talent pools, hinting at a future where G P not only employs your global team but helps find them. In LATAM specifically, GP might open additional offices or partnerships (beyond Mexico and Brazil) to support growth markets like Colombia. All indications show G P will maintain its leadership by combining tech innovation, global coverage, and trusted compliance  remaining a top choice for companies needing a reliable, scalable Employer of Record partner for Latin America and beyond.

Sources: GP covers 180+ countries via owned entities. Its pricing is shifting to flat $599/employee/mo (historically ~15% of salary). Clients laud GP’s local expertise and bilingual support, e.g. providing contracts in Spanish & English. The platform integrates with HR systems and earned reviews as “easy to navigate” and “takes the guesswork out” of international hiring. G P’s security (SOC 2, ISO27001) and compliance monitoring are noted as best in class. Nicole Sahin (CEO) noted LATAM as a growth region, with offices in Mexico & Brazil driving local service​.

7. Omnipresent: International Employment

Overview: Omnipresent is a global EOR service provider that facilitates hiring across over 160 countries, including all of Latin America. Founded in 2019, Omnipresent has rapidly positioned itself as a key player in the international employment landscape. Omnipresent’s platform ensures high standards of security and compliance, mitigating compliance risks and ensuring that your international operations remain legally sound. The platform offers comprehensive services, including local contracts, payroll management in multiple currencies, benefits administration, and tax compliance, all accessible through a centralized dashboard.​

Countries Covered: Omnipresent operates in more than 160 countries, encompassing all Latin American nations from Mexico and Brazil to Chile and Argentina. The company possesses entities or partnerships throughout the region, ensuring compliance with local labor laws and the provision of region-specific benefits, such as local health insurance options in Latin America.​

Pricing: Omnipresent offers transparent pricing tailored to the specific country and number of employees. While exact figures are not publicly disclosed, the company emphasizes a straightforward pricing structure without hidden fees. Prospective clients are encouraged to contact Omnipresent directly for detailed pricing information.​

Customer Service: Omnipresent provides dedicated customer support, assigning each client a dedicated account manager. The support team is available to assist with compliance, payroll, and HR-related inquiries, ensuring timely and accurate responses.​

Technology: The platform is designed for user-friendliness, allowing for the swift onboarding of new hires across various countries. It automates payroll processing, tax withholdings, expense reimbursements, and more. Omnipresent integrates with popular HR and accounting tools, offering a seamless experience for managing a global workforce. The platform also ensures high standards of security and compliance, adhering to international data protection regulations. This helps reduce compliance risk, ensuring that your international operations remain legally sound.​

Key Differentiators: Omnipresent stands out due to its extensive global reach and commitment to compliance. The platform’s ability to handle complex employment scenarios across diverse jurisdictions makes it a valuable partner for companies seeking to expand internationally.​

Future Outlook: Since its inception in 2019, Omnipresent has experienced significant growth, continually expanding its global footprint. The company remains focused on enhancing its platform’s capabilities and broadening its service offerings to meet the evolving needs of international employers.

8. Velocity Global

Overview: Velocity Global is a prominent EOR provider enabling businesses to hire, pay, and manage talent in over 185 countries. Established in 2014, the company offers a comprehensive suite of global HR solutions, including compliance management, payroll processing, benefits administration, and immigration support. Velocity Global’s AI-powered platform simplifies global workforce management, ensuring seamless operations across multiple countries. This approach helps mitigate compliance risks, ensuring that your international operations adhere to local regulations.

Countries Covered: Velocity Global operates in more than 185 countries, covering all Latin American nations. The company leverages its extensive network to provide localized expertise in each country’s labor laws and regulations.​

Pricing: Velocity Global employs a customized pricing model based on the specific services required and the number of employees. While exact pricing details are not publicly available, the company emphasizes a transparent approach without hidden fees. Prospective clients are encouraged to contact Velocity Global for a tailored quote.​

Customer Service: Velocity Global offers dedicated support through a team of experts available to assist clients with compliance, payroll, and HR-related inquiries. The company is known for its proactive approach to addressing client needs, ensuring timely and accurate responses.​

Technology: The Global Work Platform™ is designed to be intuitive, allowing for efficient onboarding, payroll processing, and compliance management. The platform integrates with various HRIS and accounting systems, providing a seamless experience for managing a global workforce. Security and compliance are prioritized, with adherence to international data protection standards.​

Key Differentiators: Velocity Global’s extensive global reach, AI-powered platform, and comprehensive service offerings position it as a leader in the Employer of Record industry. The company’s focus on compliance and personalized support further enhances its value proposition.​

Future Outlook: Velocity Global continues to innovate and expand its services, aiming to meet the evolving needs of businesses operating in the global marketplace. The company’s commitment to leveraging technology and expanding its global footprint positions it well for future growth.

9. Multiplier: End to End EOR Solution

Overview: Multiplier is a global employment platform that enables businesses to hire and manage talent across more than 150 countries. This helps reduce compliance risks, ensuring that your international operations remain legally sound. The platform offers services such as Employer of Record, global payroll, and compliance management, facilitating seamless international expansion for companies of all sizes.​

Countries Covered: Multiplier operates in over 150 countries, including all Latin American nations. The platform provides localized expertise to ensure compliance with regional labor laws and regulations.

Pricing: Multiplier offers competitive pricing, with EOR services starting at $400 per employee per month. The company emphasizes a straightforward pricing structure without hidden fees, allowing businesses to manage costs effectively.

Customer Service: Multiplier provides dedicated support to clients, assisting with compliance, payroll, and HR-related inquiries. The company’s customer service is recognized for its responsiveness and expertise in navigating complex international employment scenarios, with a large team in Colombia to navigate all hiring in Latin America.

Technology: The platform is designed for ease of use, allowing businesses to onboard employees swiftly and manage payroll and compliance efficiently. Multiplier integrates with various HR and accounting systems, offering a seamless experience for managing a global workforce.​

Key Differentiators: Multiplier’s competitive pricing, user-friendly platform, and comprehensive service offerings make it an attractive option for businesses seeking to expand internationally. The company’s focus on compliance and technology-driven solutions further enhances its appeal.​

Future Outlook: Multiplier continues to expand its global reach and enhance its platform’s capabilities, aiming to meet the evolving needs of businesses in the global marketplace. The company’s commitment to innovation positions it well for future growth.​

10. Skuad: HR and Automation Powered EOR

Skuad’s platform automates the entire global employment process, mitigating Latin American hiring risks and ensuring that your international operations adhere to local regulations.

Overview:

Skuad is a relatively new but rapidly growing Employer of Record provider that specializes in hiring and payroll solutions for remote teams globally. Founded in 2020, it enables businesses to hire employees in 160+ countries without setting up legal entities. The platform automates the entire global employment process, including contracts, payroll, taxes, benefits, and compliance, making it a great choice for startups and mid sized companies expanding internationally.

Skuad is particularly focused on tech companies hiring remote talent across different time zones, making it a strong competitor to Deel and Remote. Its key selling point is ease of use and automation, allowing HR teams to hire and onboard employees within minutes.

Countries Covered:

Skuad provides Employer of Record services in 160+ countries, covering all of Latin America, including Mexico, Brazil, Argentina, Colombia, Chile, Peru, and Central America. Skuad partners with local legal and HR experts to ensure compliance with country specific labor laws and tax regulations. It is especially strong in Asia Pacific and emerging markets, but its Latin American operations have grown significantly in recent years.

Pricing:

Skuad’s pricing is competitive and transparent:

• $199 per employee per month (EOR Service)

• $19 per contractor per month (for managing and paying international contractors)

• No setup fees or hidden charges

Compared to competitors like Deel ($599) and Remote ($599), Skuad is one of the cheapest EOR providers while still offering full compliance, payroll, and HR support. However, additional local benefits and insurance packages may have separate pricing depending on the country.

Customer Service:

Skuad provides dedicated customer support, with multilingual assistance, including Spanish and Portuguese for Latin America.

• Each client is assigned a dedicated account manager, ensuring personalized service.

• 24/5 customer support via live chat and email (no 24/7 support yet, but they are expanding).

• Users praise Skuad’s quick response times and smooth onboarding processes.

Technology:

Skuad’s fully automated global employment platform offers:

• One click onboarding for new employees

• Automated contract generation with compliance checks

• Multi currency payroll & invoicing

• Expense and leave management system

• Integrations with HR software (BambooHR, Workday, etc.)

• AI powered compliance engine that updates local labor law changes automatically

Key Differentiators:

• Best pricing among top tier EOR providers ($199 vs. $599 for Deel/Remote)

• Automated hiring process (faster onboarding than most competitors)

• Great for startups and mid sized businesses expanding internationally

• Focus on emerging markets and LATAM hiring

Future Outlook:

Skuad is expected to expand further into Latin America and improve AI powered payroll automation to compete with Deel and Remote. They are likely to introduce better benefits offerings for global employees and increase support hours to 24/7 soon.

11. Safeguard Global: Compliance Focused EOR

Safeguard Global is a leading provider of Employer of Record (EOR) services. Safeguard Global’s focus on risk management and compliance helps mitigate risks, ensuring that your international operations adhere to local regulations. They offer comprehensive solutions to manage your global workforce, from payroll to benefits administration, ensuring that your business remains compliant with local labor laws.

Overview:

Founded in 2008, Safeguard Global is a premium Employer of Record and international payroll provider that serves large enterprises and multinational corporations. Unlike newer competitors like Deel and Remote, Safeguard Global has been in the international HR space for over 15 years and has deep expertise in regulatory compliance and tax laws across 170+ countries.

The company offers Employer of Record, payroll, HR administration, and workforce management solutions, focusing on risk management and compliance. It caters primarily to large enterprises, but smaller companies can also benefit from its expert driven approach.

Countries Covered:

Safeguard Global operates in 170+ countries, including all Latin American markets, with owned entities or legal partnerships in Mexico, Brazil, Argentina, Colombia, Chile, Peru, and Central America.

Pricing:

• Custom pricing (enterprise focused)

• Pricing varies by country and number of employees.

• Typically higher than competitors ($600+ per employee per month) due to its high touch legal and compliance expertise.

Customer Service:

• 24/7 customer support via phone, email, and live chat

• Dedicated account managers for each client

• Extensive legal and compliance teams in each country

Technology:

• Proprietary Global Payroll Platform for multi country payroll processing

• Compliance dashboard to track legal updates in each country

• Integrations with HR software (SAP, ADP, Workday, BambooHR, etc.)

• AI driven workforce analytics tools

Key Differentiators:

• Deepest compliance expertise among Employer of Record providers

• Best suited for large enterprises needing risk management

• Highly localized payroll and HR solutions

Future Outlook:

Safeguard Global is focusing on AI driven workforce automation and expanding payroll capabilities across emerging markets.

12. Atlas HXM

Atlas HXM offers a comprehensive suite of services designed to streamline your global HR operations. Atlas HXM’s enterprise-grade compliance and security help reduce international risks, ensuring that your international operations adhere to local regulations. From payroll management to employee benefits, Atlas HXM provides the tools you need to manage your workforce effectively across multiple countries in Latin America.

workforce effectively across multiple countries.

Overview:

Atlas HXM is a highly specialized Employer of Record (EOR) and global payroll provider catering to large enterprises. Founded in 2015, Atlas focuses on enterprise grade compliance and security, making it one of the best EOR providers for multinational companies.

Countries Covered:

Atlas operates in 160+ countries, covering all of Latin America.

Pricing:

• $595 per employee per month (enterprise focus)

• Custom pricing for bulk hiring

Customer Service:

• Dedicated account managers & compliance specialists

• 24/5 support (expanding to 24/7 soon)

Technology:

• AI driven global workforce management platform

• Multi country payroll in 100+ currencies

• HR analytics & compliance tracking

Key Differentiators:

• Enterprise focused, high security platform

• Direct in country entities for maximum compliance

Future Outlook:

Atlas is expected to expand AI driven compliance automation and enhance its global workforce analytics capabilities.

13. Mercans: AI Powered Payroll Employer of Record

Mercans is a global payroll and EOR provider focusing on fast, cost effective solutions for businesses hiring abroad. Unlike some competitors, Mercans owns its payroll technology, making payroll processing much faster. This approach helps mitigate compliance risks, ensuring that your international operations adhere to local regulations.

Countries Covered:160+ countries, including all of Latin America.

Pricing:

• Custom, but competitive pricing (~$400$600 per employee/month)

Customer Service:

• Dedicated payroll specialists

• 24/7 live support

Technology:

• Owns payroll software (no third party delays)

• Custom reporting & compliance tools

Key Differentiators:

• Fastest payroll processing among EOR providers

• Multi language HR support

Future Outlook: Mercans is expanding its real time payroll processing AI.

14. Plane Best for Startups & SMBs Expanding Globally

Overview

Plane [formerly Pilot] is a startup focused Employer of Record and payroll provider that enables companies to hire full time employees and contractors in 100+ countries without setting up local entities. Founded in 2017, Pilot is best known for its low cost global payroll solution and its ability to help startups and SMBs handle international tax compliance, benefits, and equity options for Latin American employees.

One of Plane’s strongest selling points is that it does not charge extra fees for international bank transfers—unlike competitors like Deel and Remote, which often add hidden forex fees. This makes Pilot a great choice for cost conscious companies that want to hire talent globally without excessive markups on salary payments.

Another unique feature of Pilot is that it supports stock options & equity grants for Latin American employees a service that most EOR providers don’t offer. This makes it especially attractive to venture backed startups looking to grant equity based compensation to global team members.

Countries Covered

Pilot supports full Employer of Record services in 100+ countries, including all of Latin America, as well as the U.S., Europe, and Asia. Their strongest EOR coverage is in Mexico, Brazil, Argentina, Colombia, Chile, and Peru.

They also provide international contractor payroll in 200+ countries, making it a great choice for startups that hire a mix of full time and freelance talent.

Pricing

Plane has one of the most affordable pricing structures in the industry:

• EOR Pricing: ~$400$600 per employee per month (country dependent)

• Contractor Payroll: Free for U.S. contractors, $39 per international contractor per month

• No hidden currency conversion fees (a huge differentiator vs. Deel and Remote)

Plane’s pricing is lower than Deel ($599) and Remote ($599), making it one of the best cost effective solutions for startups and small businesses hiring abroad.

Customer Service

• Dedicated account managers for each client

• Live chat & email support (business hours, no 24/7)

• Highly rated for ease of use (users love its simple setup & customer service responsiveness)

Plane’s support team is very startup friendly—they proactively assist with compliance and help clients set up the best global employment structures to avoid tax pitfalls.

Technology

• All in one payroll & HR platform (onboarding, contracts, tax compliance)

• Automated payments in 200+ countries

• Built in stock option & equity management (unique feature vs. competitors)

• Multi currency payroll with zero forex fees

Key Differentiators

✅ Best pricing for startups & SMBs
✅ No hidden foreign transaction fees (big advantage over Deel & Remote)
✅ Supports stock options & equity grants (ideal for venture backed companies)
✅ Free contractor payments for U.S. based freelancers

Future Outlook

Pilot is expected to expand its full time Employer of Record coverage to 150+ countries and launch more benefits & equity management tools for global teams. Given its cost advantage, it’s likely to keep winning startup clients from Deel and Remote.

15. GoGlobal: Latin America-Focused Hiring

GoGlobal is a leading provider of Employer of Record (EOR) services, offering comprehensive solutions for businesses looking to expand internationally. GoGlobal’s regional expertise helps mitigate compliance risks, ensuring that your international operations adhere to local regulations. With a strong focus on compliance and risk management, GoGlobal simplifies the complexities of global employment, allowing companies to hire and manage employees in multiple countries without establishing a local entity.

Overview

GoGlobal is an Employer of Record provider that specializes in hiring employees in APAC (Asia Pacific) and Latin America. Founded in 2018, GoGlobal is unique in that it provides regional expertise in emerging markets, especially in Asia and Latin America, where hiring regulations can be tricky.

Unlike many competitors, GoGlobal operates with its own legal entities in many markets, rather than relying solely on third party partners. This allows them to provide better local compliance support and faster payroll processing.

Countries Covered

• Latin America: Mexico, Brazil, Argentina, Colombia, Chile, Peru, Costa Rica, Panama, and more

• Asia Pacific: Strongest EOR coverage in Japan, China, South Korea, Vietnam, India, and Indonesia

• Europe & Middle East: Select markets (UK, Germany, UAE, etc.)

GoGlobal excels in harder to navigate markets, such as China, Vietnam, and Brazil, where employment regulations can be complex.

Pricing

• Custom pricing (not publicly listed)

• Generally mid range (likely $500$700 per employee per month depending on the country)

• Offers discounts for multi country hiring

Customer Service

• Dedicated regional support teams in APAC & Latin America

• 24/7 customer support via email & chat

• Localized payroll teams for each region

Technology

• AI driven payroll & compliance platform

• Localized employment contract generator

• Multi country benefits management system

• HR data analytics dashboard

Key Differentiators

✅ Deep expertise in APAC & Latin America
✅ Owns legal entities in many countries (faster onboarding)
✅ Well equipped to handle complex markets like China & Brazil
✅ AI driven compliance automation

Future Outlook

GoGlobal is rapidly expanding its LatAm coverage and increasing automation in its payroll system to compete with Deel and Remote in emerging markets.

16. Agile HRO: Best for Budget-Friendly Hiring in Asia & LatAm

Agile HRO offers a comprehensive suite of employment solutions designed to streamline your international hiring process. Agile HRO’s affordable employment solutions help mitigate compliance risks, ensuring that your international operations adhere to local regulations. From onboarding to payroll management, their services are tailored to meet the unique needs of global businesses.

Overview

Agile HRO is an affordable EOR provider that focuses on Asia, Latin America, and emerging markets. It was founded in 2017 and is well known for offering lower cost employment solutions for companies hiring in regions where competitors charge premium prices.

Unlike major EOR providers that cater to enterprises, Agile HRO is more flexible and startup friendly.

Countries Covered

• Latin America: Mexico, Brazil, Argentina, Colombia, Chile, Peru, Ecuador, Uruguay

• Asia: Strongest in Singapore, India, Vietnam, Indonesia, Philippines

Pricing

• From $35 per employee per month (for basic payroll services in Asia)

• Employer of Record pricing varies by country but is lower than Deel/Remote (~$300-$500 per employee per month)

Customer Service

• Account managers for each client

• 24/5 support (email, chat, phone)

Technology

• Cloud based payroll & workforce management platform

• HR automation tools for compliance

• Employee self service portal for expenses & PTO requests

Key Differentiators

✅ Best budget friendly EOR option in Asia & LatAm
✅ Low cost payroll solutions starting at just $35/employee
✅ Works well for SMEs & fast growing startups

Future Outlook

Agile HRO is expected to expand coverage into more Latin American markets and improve HR automation tools.

17. Ontop: Latin America Focused EOR Provider Deep Dive

Ontop is a global Employer of Record and payroll platform with roots in Colombia and a strong focus on Latin America. Founded in 2020 (and Y Combinator backed), Ontop enables companies to hire and pay international employees or contractors without setting up local entities. This approach helps mitigate compliance risks, ensuring that your international operations adhere to local regulations. This analysis examines Ontop’s pricing, customer service, technology, recent growth, and key differentiators  with comparisons to major competitors like Deel and Remote  to match the depth of previous EOR provider reviews.

1. Pricing Breakdown

Ontop is positioned as a cost effective EOR solution, offering simpler, lower pricing than many competitors:

EOR (Full Time Employees): Ontop’s Employer of Record service (“Employee” plan) is priced at $299 per employee per month​. This flat fee covers employing a worker on Ontop’s local entity, handling payroll, taxes, mandatory benefits, and compliance in the host country​

By comparison, leading rivals like Deel and Remote charge around $599 per employee per month for EOR services​, roughly double Ontop’s rate. Ontop’s significantly lower EOR fee (about 50% of Deel/Remote) is a major draw for budget conscious companies​.

All Ontop plans are month to month (no long term lock in mentioned), and while Deel offers annual prepayment discounts Ontop’s “starting from” pricing is already very aggressive.

• Included/Extra Costs: Ontop’s pricing is transparent with few add ons. The platform advertises no setup fees or transaction fees for payments​

• The $49 contractor plan and $299 EOR fee are all inclusive for the basic service. Ontop even provides perks to contractors (like a free digital wallet and optional Visa card) as part of its service. By contrast, some competitors price EOR as a percentage of payroll or add fees for certain services; for example, Deel in some cases quotes 715% of gross salary as an EOR fee depending on country, which often exceeds Ontop’s flat pricing​

• In Latin America, Ontop’s flat fee model can be far more affordable, especially for higher salary employees where percentage based fees add up.

• Serviap’s identity is closely tied to its Latin American roots  it prides itself on understanding the challenges of expanding into emerging markets because that’s where it started. This approach helps mitigate compliance risks, ensuring that your international operations adhere to local regulations.

• Overall, Ontop’s pricing undercuts most major EOR providers in LatAm. It is designed to be “rock bottom” on price​ sacrificing some geographic coverage (only 6 EOR countries) in exchange. Companies targeting key LatAm markets may find Ontop’s cost structure very attractive compared to Deel ($599 EOR) or Remote ($599 EOR) per employee​

• It’s worth noting Ontop requires contacting their sales team for a demo to start (no self service signup)​. Which for me is a deal breaker, I like to get work done in the weekends and when I couldn’t sign up, well I ended up going with Deel. But if you don’t care about self serving, pricing itself is straightforward with no hidden fees.

2. Customer Service

Ontop emphasizes a high touch, localized approach to customer support, though user feedback indicates mixed experiences:

• Concierge Onboarding: Every new employee hired through Ontop’s EOR service is assigned a “personal concierge” to guide them through onboarding​

  Ontop handles employment paperwork and promises to have most new hires fully onboarded in as fast as 3 days​. This concierge onboarding is intended to ensure a smooth start for the employee and to assist the client company with any local HR nuances. This is a differentiator for instance, Deel boasts fast onboarding (often < 24 hours) but not necessarily a dedicated individual for each new hire. Rippling’s integrated platform helps mitigate compliance risks, ensuring that your international operations adhere to local regulations. 24/7 & Localized Support: Ontop offers 24/7 customer support according to its materials​ and provides “dedicated support in local countries” across its operating regions​

• Given Ontop’s Latin American focus, clients can expect support in Spanish and English (and likely Portuguese, as the platform is available in those languages). In fact, for its financial services (wallet/card), Ontop highlights that support is “100% human (no bots)” underscoring their commitment to personalized service. This local, human support can be crucial for navigating regional issues like Latin American banking or visa processes (Ontop even offers optional visa processing help for international hires​.

• Response Times and Quality: Despite 24/7 availability, some users have reported slow resolution of issues. For example, an accounting manager on G2 noted “technical support has a lot to improve”, describing that incidents “take a long time to respond” and that the account setup process was tedious​

• Another user review mentioned that while the support team is kind and answers quickly, the actual solutions can be delayed, suggesting a need for more efficient problem solving​

• These comments imply that Ontop’s support is friendly and willing, but perhaps not as streamlined as one would hope when complex technical issues arise. Ontop’s team has responded that they are working to “enhance… support services and streamline processes for a smoother experience” indicating awareness of the issue.

• Localized Expertise: Clients in Latin America have the advantage that Ontop’s support staff are likely based in the region or well versed in local regulations. This can lead to more contextual support than global providers that centralize support elsewhere. Ontop’s presence in both Latin America and Miami means companies get a blend of local knowledge and nearshore (U.S.) accessibility​

• In practice, Ontop’s support helps with local employment contracts, tax filings, and even advises on cultural onboarding, acting almost as an in country HR extension for the client.

• Comparison to Competitors: Deel and Remote both pride themselves on strong support (Deel offers 24/7 multi language support with local Latin American experts as well​.

• Deel’s marketing claims Ontop “offers only chat support with slow response times”​  a biased assertion, but echoing some user frustrations. Unlike giants that have huge support teams, Ontop’s smaller scale might mean more personal attention for each client, but possibly stretched resources. Importantly, Ontop does not currently provide an extensive self service knowledge base for all scenarios; many processes (like initiating service, certain country specific requests, etc.) may involve direct communication with their reps. Companies expanding primarily within LatAm may value Ontop’s concierge style and bilingual support, whereas a larger enterprise with global reach might prefer Deel’s more scalable support infrastructure. Overall, Ontop’s customer service is well intentioned and hands on, with standout offerings like personal onboarding concierges, but it faces growing pains in speed and scalability of support as the company expands​

3. Technology & Automation

Ontop’s platform combines payroll automation with fintech features, aiming to simplify global hiring through technology. Key aspects of their tech stack and automation include:

• Automated Global Payroll: Ontop’s system automates the heavy lifting of international payroll  from calculating salaries and taxes to distributing payments. Once a worker’s details and compensation are set, the platform handles payroll calculations, tax deductions, and payment processing automatically each cycle​ This automation minimizes manual work for employers and reduces errors. Ontop touts that with “one click” you can pay your entire team across borders, consolidating what would otherwise be multiple transactions into one batch​
  The platform is built to accommodate 150+ countries for payments​, meaning it can adjust for different currencies and compliance rules (though in practice contractor payouts are all converted to USD). For Latin America specifically, Ontop has integrations with local banks and financial institutions to smooth the payment process​  this local network can help accelerate transfers and ensure funds reach workers promptly

• Digital Wallet & Instant Payments: A unique tech feature of Ontop is its built in digital wallet and Visa card for workers. When a company pays contractors via Ontop, the funds are loaded instantly into each contractor’s Ontop wallet (denominated in USD)​.

• Contractors can then spend their balance immediately using a virtual or physical Ontop Visa card, or withdraw to a local bank or other methods from the wallet​. This approach turns the payout process into something closer to a fintech experience: workers get instant access to earnings (no waiting days for an international wire) and even benefit from perks like cashback rewards on the Ontop card​, Ontop’s partnership with Visa (inked in 2022) enabled this globally accepted card and a JP Morgan backed USD account for users​. From an employer perspective, the wallet system means you fund a single Ontop account (e.g. via ACH or wire in USD) and Ontop handles distributing to each worker’s wallet  simplifying reconciliation. The downside is limited payout methods: contractors who prefer direct deposit or local currency payment may find Ontop’s wallet cumbersome, as it requires an extra step to transfer out and convert funds​. By contrast, competitors like Remote allow paying contractors directly in their local bank/local currency. Ontop is reportedly working on expanding payout options, but currently prioritizes its fintech ecosystem as a selling point.

• Compliance Tracking & Contracts: Compliance is built into Ontop’s tech platform. When hiring through Ontop, companies can generate locally compliant contracts on the platform by inputting role details; Ontop’s system automatically produces contracts that adhere to local labor laws and collects the necessary worker documentation and tax forms​. The platform stays updated on country specific regulations (e.g. changes in statutory benefits or taxes) and adjusts payroll calculations accordingly, helping clients avoid legal pitfalls. For example, if a country mandates a new social contribution, Ontop would incorporate that into the employee’s payroll setup. While Ontop may not have a flashy compliance dashboard like some larger providers, it does provide the basics: alerts for expiring documents, reminders for holidays or local requirements, and guidance from in house experts as needed​.

• Ontop’s focus on compliance is particularly useful in Latin America, where labor regulations can be complex  they advertise “bank level compliance standards” to ensure security and legal adherence. Notably, competitors like Deel have a dedicated Compliance Hub with automated alerts globally​; Ontop’s approach is a bit more manual but very targeted to the countries it serves, leveraging local legal partnerships.

• Platform Integrations: Initially, Ontop’s platform was somewhat standalone, but it has recently introduced integrations with popular HR and accounting tools. For instance, Ontop offers integrations with QuickBooks (accounting) and BambooHR (HRIS) to streamline data flow​
  By connecting QuickBooks, companies can sync invoices and payroll expenses automatically, reducing manual data entry and improving financial reporting​.

• The BambooHR integration means that when you add a new hire in BambooHR, their info can transfer into Ontop, avoiding duplicate entry and keeping records aligned​

• These integrations indicate Ontop’s recognition that clients want its system to play nicely with existing workflows. However, Ontop’s integration catalog is limited compared to Deel’s 100+ integrations​.

• There’s support for key systems (QuickBooks, Xero, BambooHR, etc.), but it may lack deeper integrations into ERP suites or IT systems that larger enterprises use. Similarly, automation within the platform is focused on payroll and hiring processes; it doesn’t extend to broader HR automation (e.g. no built in ATS or performance management module). In contrast, Deel and Rippling have broader automation across HR functions. That said, for the core use case of getting people paid correctly and on time, Ontop’s automation is effective and continues to improve. The company’s tech team has been building more API capabilities (they even engaged an AI driven software studio to support these integrations​), which suggests Ontop is expanding its technical ecosystem to catch up with competitors.

• Payroll Processing Speed: Thanks to its one click bulk payments and wallet infrastructure, Ontop can process payroll very quickly once funds are received. The Paysend partnership (2023) specifically aimed to enable instant salary payments to millions of workers worldwide​.

• This means a company in the U.S. could fund their Ontop account and, through Ontop+Paysend’s network, workers in Latin America (or elsewhere) see the money in their wallet right away, rather than enduring international banking delays. Ontop essentially bypasses slow bank wires by leveraging fintech rails. The trade off is that the speed is achieved by keeping everything in Ontop’s ecosystem (USD wallet + card), which, as noted, might not suit everyone. Still, for many use cases (freelancers, digital nomads, etc.), having a globally accessible wallet with instant pay is a huge advantage of Ontop’s tech. Payroll compliance (tax filings, etc.) is handled in the background on the appropriate schedule, but those do not delay the actual salary disbursement to workers.

• AI Driven HR Tools: Ontop has not prominently advertised any proprietary AI driven HR features as of 2024. Its focus has been more on fintech innovation than AI in HR. That said, Ontop’s blog acknowledges trends like AI powered recruitment tools in the HR industry at large​, so they are aware of the possibilities. It’s possible Ontop uses some AI/automation behind the scenes (for example, to scan documents or verify compliance), but there’s no public mention of chatbots or machine learning features in the platform. By comparison, some competitors (e.g., Deel) have started introducing AI features (like automated contract translation or anomaly detection in expenses). Ontop’s development energy seems to be going into core platform stability, integrations, and fintech features rather than experimental AI. In summary, Ontop leverages automation heavily for payroll and compliance but remains fairly straightforward and rule based. Companies get a reliable, fast payroll system without a lot of bells and whistles. If you need a fully AI enabled HR suite, Ontop might feel basic; however, if you value speed and simplicity (paying people in a few clicks) over complex HR analytics, Ontop’s tech stack delivers.

4. Expansion & Growth

Ontop has experienced rapid growth since its inception, fueled by venture funding and demand for remote hiring in LatAm. In the last 1224 months, the company has focused on expanding services and partnerships more than on raising new capital. Key highlights of Ontop’s expansion and recent growth include:

• Funding Rounds & Financial Growth: Ontop secured substantial early funding to scale its operations. It raised a $4.5 million seed round in May 2021​ and later a $20 million Series A in October 2021 led by Tiger Global and SoftBank’s fund​ This brought total venture funding to about $26 million by late 2021​. Post Series A, there haven’t been public reports of additional large funding rounds in 20222024, suggesting Ontop has been utilizing its capital to grow steadily (or may be approaching profitability). The investment has translated into solid revenue growth: Ontop’s annual revenue reached roughly $15M in 2023, and ~$19M by 2024​, according to startup data sources, indicating a healthy upward trajectory. The team size has also expanded dramatically  from just over a dozen employees in mid 2020 to 300+ employees by 2024  reflecting Ontop’s scaling of its sales, support, and operations globally. The company, originally based in Bogotá, relocated its headquarters to Miami, USA as it grew, aligning with Miami’s emergence as a tech hub for Latin American startups​.

• Ontop has been recognized as one of the fastest growing companies in Miami (2023)​ and has garnered a client list that includes prominent LatAm tech companies like Rappi, iFood, and others​.

• Geographic Expansion: Ontop’s services reach worldwide for contractors, but its EOR coverage is more limited. As of 2023, Ontop operates its own entities in 6 countries for full EOR service: Brazil, Colombia, Peru, Spain, the UK, and the US​ (Notably, three of those are in Latin America, aligning with Ontop’s regional strength.) This is fewer countries than many competitors  for instance, Remote covers 20+ countries with owned entities, Deel 30+ via partners  but Ontop has hinted at plans to extend this list. In earlier press releases, Ontop mentioned opening operations in new regions like Africa and Asia in a contractor capacity​, though those are likely partner supported rather than their own EOR entities. Over 150 countries are supported for hiring contractors through Ontop​, meaning a company can use Ontop to pay freelancers almost anywhere. The focus, however, remains on Latin America as a core market. In the past 12 24 months, Ontop has deepened its LatAm footprint: for example, adding more local payment corridors and country specific expertise (such as expanding support for Central America and Mexico through partners, even if EOR isn’t directly offered there yet). The company’s messaging brands it as a “Latin startup” solving LatAm remote work challenges​, which resonates with regional clients. While global expansion is on the horizon, Ontop’s near term growth strategy has been to solidify its dominance in LatAm and serve as the go to EOR for that region, then piggyback on client demand to enter new markets gradually.

• Product Development & Partnerships: Rather than additional fundraising, Ontop in 20222024 focused on enhancing its product and forming strategic partnerships:

  • In April 2022, Ontop partnered with Visa to launch what it called the first ever global wallet and Visa card for international workers​
    . This partnership was a fintech milestone, enabling Ontop’s users (especially in cash based economies of LatAm) to spend and withdraw their earnings easily. The Visa tie in gave Ontop’s platform a unique selling point (the Ontop Visa Card) that year, blurring the line between payroll service and neobank.

  • In May 2023, Ontop announced a partnership with Paysend, a UK based fintech, to provide instant and cost effective salary payments globally​
    This collaboration leverages Paysend’s money transfer infrastructure to further speed up cross border payments on Ontop, likely reducing costs of currency exchange for Ontop’s customers. Essentially, it reinforces Ontop’s ability to pay workers quickly no matter where they are, bolstering the fintech backbone of the platform.

  • Ontop has also developed integrations and tools to enrich its service. For example, it rolled out an Employee Cost Calculator tool (with a major update in early 2024) that helps companies estimate the total cost of hiring in different countries​.

  • This tool has been highlighted in press for potentially saving companies ~25% by identifying more cost effective hiring locales​.

  • The introduction of such planning tools indicates Ontop’s move toward being not just a payroll processor but a strategic partner in global workforce planning. It also aligns with their value prop of cost savings.

  • No major acquisitions have been publicized for Ontop in the past two years. The growth appears to be organic and partnership driven. One can infer that rather than buying local providers to enter new countries (a strategy some competitors use), Ontop has preferred to build in house capabilities and use partner networks when necessary. This “asset light” expansion can be cost efficient but might slow their EOR country rollout. The Series A funding from late 2021 was explicitly aimed at global expansion and building out the team/product​, which we’ve seen in the above initiatives.

  • Key Milestones: In addition to partnerships, Ontop has achieved some notable milestones recently:

  • It was named among “Eleven Colombian startups set to become the country’s new unicorns” in early 2022​, underscoring expectations for its valuation growth (though it hasn’t reached unicorn status yet as of 2025).

  • Ontop transitioned its base to Miami and in 2023 made the “100 Fastest Growing Companies in Miami” list​, reflecting its rapid scaling in the tech ecosystem.

  • The platform’s user base growth has been strong. While exact customer counts aren’t disclosed, Ontop claimed a 40% month over month customer growth in its first year​ and has signed on high profile clients in the tech sector (e.g., Rappi, a Colombian unicorn, uses Ontop for international hiring​. Such endorsements in the LatAm tech community have likely spurred further client acquisition through 2022 and 2023.

  • Awards/Recognitions: Ontop’s co founders and model have been featured in Forbes and other outlets as pioneers of remote work in LatAm​.

  • While not a direct business metric, this thought leadership in “future of work” keeps Ontop visible and attractive to new customers looking for modern HR solutions.

In summary, Ontop’s growth in the last two years has been marked by strategic partnerships (Visa, Paysend) and continuous product enhancement rather than new funding rounds. The company leveraged its $20M Series A to expand operations, especially in Latin America and key corridors, and built out a unique fintech enabled platform. As of 2025, Ontop stands as a strong regional player, with momentum that could carry it into new markets. It will need to continue expanding its EOR country coverage and perhaps raise additional funds or form alliances if it aims to challenge the largest global EOR providers on their turf. But within Latin America, Ontop has firmly established itself in the top tier of EOR/payroll options through both growth and innovation.

5. Key Differentiators

Ontop distinguishes itself from other EOR providers through a combination of cost leadership, regional specialization, and integrated fintech features. Here are the key factors that make Ontop unique in the EOR landscape (particularly in Latin America):

• Lowest Cost EOR Services: Ontop’s pricing is a standout differentiator. At ~$299 per employee for EOR, its fees are significantly lower than those of major competitors​. This budget friendly approach can save companies thousands per hire annually. The company’s mission has been to help clients “save up to $100k annually” in global hiring costs through its services and tools​.

• By keeping pricing lean (and not marking up benefits or adding hidden charges), Ontop appeals to startups and SMEs in LatAm that need EOR support but find providers like Deel/Remote too expensive. While some competitors have started offering scaled down plans, Ontop still generally undercuts them in Latin America. Affordability is arguably Ontop’s number one value proposition  a point even acknowledged by reviews: Ontop is “more affordable than any other company we’ve seen” for EOR​. The trade off is a narrower scope of service (limited countries and features), but for many, the cost savings outweigh those limitations.

• Latin America Focus & Expertise: Unlike global first providers, Ontop has a laser focus on Latin American markets. Being a LatAm founded startup (Colombia), Ontop deeply understands the region’s regulatory environment, cultural business practices, and common pain points in hiring across LatAm borders. This manifests in several ways: Ontop offers localized support (Spanish/Portuguese) and on the ground knowledge in countries like Colombia, Brazil, Peru, etc., which can be crucial for compliance. Its platform content and resources are tailored to LatAm use cases (for example, blog guides on “How to Pay Workers in Latin America”.​

• Ontop has built partnerships with local banks, tax experts, and even government programs in the region to ensure smooth operations​.

• By comparison, giants like Deel operate in LatAm but their products are more one size fits all; Ontop’s specialization can mean a better fit for Latin American talent strategies. Even its perks (like the Ontop Card cashback on Rappi or iFood, which are popular in LatAm) show a cultural alignment. In short, Ontop’s “strong focus on Latin American markets” is a core strength.n Companies whose international hiring is centered in LatAm often choose Ontop for this reason  they get a provider who speaks the language (literally and figuratively) of the region. Ontop’s branding as “the Latin startup at the intersection of HR and fintech” underscores this identity​. This focus allows Ontop to deliver a high quality service in its target countries, albeit at the expense of a broader global footprint.

• Fintech Enabled Payroll (Wallet & Card): Ontop’s integration of financial services into its platform is a major differentiator. It’s not just an HR tool; it doubles as a fintech solution for workers. Through the Ontop digital wallet and Visa card, Ontop offers something competitors largely don’t  an immediate, flexible way for workers to access and use their earnings​. This is especially appealing for contractors and remote employees in countries with less developed banking systems or strict capital controls. Workers can hold their pay in USD (hedging against local currency inflation), spend globally via card, get cashback rewards, and even receive perks like discounted subscriptions and travel as part of Ontop’s card plans​.

• Essentially, Ontop combined an EOR platform with features of a neobank. By partnering with Visa and JP Morgan, they created a compelling user experience for the talent being hired  which in turn can make an employer more attractive to hires (a “sell” to candidates that they’ll be paid through a modern, convenient system). Other EOR providers typically just transfer money to a bank; Ontop gives an alternative banking solution. This differentiator is particularly useful in LatAm, where receiving USD and having a stable international account is valued. For example, an Ontop user testimonial from Colombia highlights “unmatched convenience, access to a US account, and seamless spending” with the Ontop Card​.

• While Deel has introduced a Deel Card and Remote has some payout options, none have gone as far as Ontop in building a full financial ecosystem for remote workers. Ontop’s fintech angle also implies no middleman fees and the ability to innovate on payments (e.g., instant payouts via Paysend, crypto payouts in future perhaps, etc.). This is a key unique selling point when comparing EOR providers in LatAm.

• Simplicity and User Experience: Ontop’s platform is designed to be simple and user friendly, focusing on core functionality without overwhelming users​.Clients often remark that Ontop’s interface makes it easy to draft contracts in minutes, onboard a worker with a few clicks, and run payroll in one click​.

• This streamlined experience is a differentiator for smaller companies or first time EOR users who might be intimidated by more complex systems. Competitors like Deel offer a broader feature set (expense management, integrations, etc.), but that can come with a steeper learning curve. Ontop opts for an “80/20” approach  covering the 20% of features that 80% of users need most, and doing it in a very accessible way. For instance, Ontop’s interactive cost calculators for budgeting global hires are built into the platform for easy use​

• A startup founder can quickly see the cost difference of hiring in Mexico vs. Argentina, all within Ontop’s interface, helping them make decisions without external spreadsheets. Additionally, Ontop handles behind the scenes complexity (tax filings, local compliance) and presents a clean dashboard to clients. This focus on simplicity is noted as a pro in comparisons: Ontop has an “emphasis on simplicity” in its user experience​. The benefit is less time spent on HR admin and more on your business. The potential downside is that Ontop lacks some advanced features; for example, it “lacks other key HR functions like performance management or reporting” that more comprehensive HR platforms have​. However, many companies use Ontop alongside their existing HR systems, so they don’t mind the narrower scope. In summary, Ontop differentiates by being easy to use, with a consumer grade feel, which is not always the case in the HR software world.

• Concierge Level Service (with Room for Improvement): As discussed, Ontop provides a personal concierge for each EOR hire and positions itself as a very service oriented provider. This can be seen as a differentiator  they are not just throwing software over the wall; they actively guide clients and their employees through the process. Especially in Latin America, HR processes often require more hands on support (due to bureaucratic steps, etc.), and Ontop’s model addresses that by having real people assist at critical stages.

• Ontop’s team can help, for example, navigate Colombian PILA social security filings or help a Brazilian new hire get set up with mandatory exams  things that a pure software platform might leave to the client. Moreover, Ontop’s local presence means if an issue arises (say, a delayed payment in Peru due to a local bank issue), their team is likely to resolve it more effectively than a remote team with no LatAm base. In addition, Ontop’s Marketplace offers partnerships (discounts on services like co working spaces, equipment, etc.) which shows a more holistic approach to supporting clients and their remote workers. This level of concierge service is something not all competitors focus on. However, as noted in the customer service section, the execution of this high touch service has been inconsistent at times (some clients report slow responses). So while “concierge onboarding” and “personalized support” are intended differentiators, Ontop will need to maintain service quality as they scale to truly have this as a competitive edge. If they succeed, Ontop could be known as the provider that gives you small company attention with big company capabilities.

• Transparency & Innovation Mindset: Ontop has tried to differentiate through transparency (clear pricing, no hidden fees) and a “one stop shop” mindset for global hiring. The company is constantly adding features driven by user feedback, which is somewhat differentiating in an industry where some older providers have stagnated. For example, when users wanted better cost planning tools, Ontop delivered the improved cost calculator in 2024​.

• When currency volatility became a concern, Ontop doubled down on USD wallets and even explored crypto payouts (they have blogged about paying in crypto, hinting at future capabilities). This nimbleness and willingness to experiment (within the confines of compliance) set Ontop apart as an innovator in the LatAm EOR space. Traditional employers of record might simply offer the service; Ontop is productizing it in novel ways (blending HR and fintech, providing modern web/mobile apps, etc.). Clients who appreciate working with a cutting edge platform  and maybe influencing its roadmap  may prefer Ontop over a larger, less flexible provider.

• Increased Compliance: Ontop ensures that all employment practices adhere to local laws and regulations.

• Mitigating compliance risks: EORs help businesses manage compliance risks, ensuring that all employment practices adhere to local laws and regulations.

• In conclusion, Ontop’s unique mix of aggressive pricing, Latin American expertise, and fintech powered infrastructure makes it a distinctive player among EOR providers. It excels for companies that prioritize cost savings and a catered experience for Latin America. Ontop essentially put a new spin on EOR by treating the pay process as an opportunity to add value (via instant payments and perks) rather than just a back end duty. This, coupled with its user friendly approach and concierge support, sets it apart from big competitors who focus on maximum country coverage and extensive feature sets. However, Ontop does have limitations  its EOR is currently limited to 6 countries​, and it may lack some advanced HR features and integrations that larger competitors provide​.

Therefore, its differentiators shine brightest for a certain profile: companies hiring in LatAm or a handful of countries, who want a cost effective, streamlined solution and are willing to trade all in one global coverage for a targeted service that gets the job done in key markets. For those organizations, Ontop can deliver a level of convenience and savings that few others can match​​keeping them “on top” of their international hiring needs without breaking the bank.

18. Serviap Global International PEO/EOR

Overview: Serviap Global is an international PEO/EOR and recruitment company originally founded in Mexico in 2010. It began as a family-run HR services business and evolved into a global expansion facilitator. Serviap (short for “Servicio de Administración de Personal” originally) built its initial client base in Latin America, helping foreign companies hire in Mexico and the region. Over 12+ years, it expanded to 100+ countries, offering EOR, Recruiting, and HR consulting services. Uniquely, Serviap remains family-run and emphasizes a personal touch and reliability. Their services include hiring and employing on behalf of clients (EOR), and they also offer to find talent through their recruitment wing. Serviap’s identity is closely tied to its Latin American roots – it prides itself on understanding the challenges of expanding into emerging markets because that’s where it started. Now headquartered in Mexico and with presence in the U.S., Europe, and Asia, Serviap caters to companies worldwide but retains a special expertise in the Americas.

By acting as the legal employer, an EOR ensures that all employment practices adhere to local laws and regulations, mitigating compliance risks and administrative burdens for the client company. This highlights the importance of compliance in EOR services.

Countries Covered: Serviap Global can support employment in over 100 countries. Having grown from LATAM, it covers all of Latin America extensively (Mexico, Central America, South America) and also covers major markets in North America, Europe, and Asia-Pacific. They note initially growing in Latin America then expanding globally. Key countries like Mexico, Brazil, Colombia, Argentina, Chile, Peru, Costa Rica, etc., are well within their capabilities – in fact, they often publish content about those markets (guides on EOR in Colombia, Brazil, etc.). Serviap’s network now spans Asia (they have clients hiring in India, for example), Africa, and Europe, likely via partners in some areas. They mention being headquartered in Mexico with an additional office in Brazil and one in Spain, which indicates strong operations in LATAM and Europe. Given 100+ countries, some more remote or complex nations might not be covered or would require case-by-case arrangement, but any common expansion destination is on their list. As a mid-sized provider, they might rely on strategic partners for certain far-flung locales, but to the client this is seamless through Serviap. In short, Serviap covers most of the world, with particular depth in the Americas due to their origin, making them an especially good choice for companies expanding into or out of Latin America.

Pricing: Serviap doesn’t publicly list fixed fees on their site, as they usually provide custom quotes. However, they are known to be competitively priced, often more affordable than larger players due to lower overhead and regional expertise. Some sources on G2 hint at cost-effectiveness, and Serviap’s own marketing emphasizes no hidden fees and flexibility (e.g., “start for free, cancel anytime” in one pricing blurb). It’s reasonable to estimate Serviap’s EOR fees are in the $400-$600 per employee per month range, depending on country and volume, aligning with industry averages or slightly below. It’s been a race to the bottom since companies like Deel and Remote have come up. Since Serviap is family-run and not VC-backed, they likely don’t mark up as heavily. They may also have regional pricing—for example, hiring within LATAM through them could be at the lower end ($400-ish) whereas very complex markets might be higher. They emphasize straightforward pricing with no long commitments. Additionally, Serviap offers recruitment services, presumably for a placement fee (they likely charge a percentage of annual salary or a flat fee per hire, separate from the EOR fee). For an idea of costs, a People Managing People review of top EORs in Colombia mentions that EOR pricing begins at $199/month for some providers (Remofirst), but Serviap specifically isn’t quoted there. However, being originally Mexican, Serviap might have some cost advantages in LATAM hiring (e.g., handling Mexican payroll might be cheaper for them than it is for a U.S.-based firm). They also might have tiered pricing for number of employees and possibly discounts if a client uses them in multiple countries. Without public numbers, suffice it to say Serviap aims for transparent, fair pricing, often appealing to mid-market companies that need affordability and trustworthiness.

Customer Service: Serviap Global is known for its personalized and responsive service – a hallmark of its family business origins. Being headquartered in Mexico and with teams in various countries (U.S., Brazil, Spain, etc.), they provide support in English, Spanish, and Portuguese readily. Clients often have a dedicated account manager (sometimes one of the family members was directly involved in early days!). Serviap emphasizes that they are not just a vendor but a partner – they state a mission to empower clients and always keep them informed of any issues “in record time”. Reviews on G2 highlight the supportiveness of the Serviap team and their expertise across borders. They operate somewhat as an extension of your HR: for example, if a client is new to hiring in LATAM, Serviap will patiently explain local norms, assist with onboarding processes culturally (like explaining employment benefits to the new hire as needed), and keep the client updated on law changes. As a family-run company, integrity and transparency in communication are core – they’d rather over-communicate any challenge than leave a client guessing. Also, because Serviap grew from a smaller scale, they could maintain high service ratios (not too many clients per account manager). Even as they expanded, they’ve hired globally (staff from US, Mexico, Argentina, Chile, Peru, etc. as noted) to ensure local knowledge in their support. This means if an issue arises in, say, Chile, Serviap has someone from Chile on their team who likely handles it. Another strong point is flexibility – if a client needs an out-of-scope favor (like help with an employment certificate or ad-hoc HR advice), Serviap’s team tends to accommodate without nickel-and-diming. In summary, Serviap’s customer service is friendly, bilingual, and consultative, with a real emphasis on trust and long-term relationship (they often cite their mission to help clients thrive globally, reflecting a partnership mentality).

Technology: Being an older company that transitioned into global EOR, Serviap may not have a flashy proprietary platform like some newer startups, but they do have the necessary HR systems in place. They use a combination of in-house tools and partnerships to manage payroll and compliance across countries, ensuring accuracy. They likely have an online portal for clients to securely share employee data, view payroll reports, and keep track of invoices. Given they mentioned evolving from an HR software business, Serviap might have their own HRIS or payroll system which they adapt per country (and indeed they got their SOC 2 certification recently, indicating robust systems). It’s possible Serviap uses known payroll engines or software (like they might use third-party platforms for certain regions) but integrated into their workflow. Notably, Serviap achieved SOC 2 certification in 2024-2025 which shows they have solid technology and processes for security and data management – a big plus for clients concerned about data privacy. This certification means Serviap’s platform and services met high standards for security, availability, processing integrity, confidentiality, and privacy. The tech supports multiple currencies and languages since they pay employees in local currency and provide documentation in local language as required. While we don’t see fancy AI features or self-service apps from Serviap (they haven’t marketed those, likely due to focusing on high-touch service), their core technology is reliable and compliant. They likely leverage tools for time tracking, expense reporting, etc., as needed (some references suggest they innovate constantly on their software). Clients might interface more with people than with software at Serviap, but behind the scenes, the technology ensures payroll calculations, tax withholdings, and legal compliance tasks are executed correctly and on time. In essence, Serviap’s technology backbone is solid and security-certified, enabling them to operate in many countries efficiently, even if it’s less visible to the client who mostly enjoys the results (accurate payroll, reports).

Key Differentiators: Serviap’s biggest differentiator is its Latin American heritage and expertise. As a company born and raised in LATAM, it deeply understands the nuances of the region – from cultural to bureaucratic – which many competitors founded elsewhere may not initially grasp. This gives Serviap an edge for clients expanding into LATAM or Latin American companies expanding outward (they can empathize and assist with both scenarios). Another differentiator is the combination of EOR and recruitment services (international recruiting was part of their offering from early on). This means a client can use Serviap to not only employ staff but also find the talent – similar to Horizons, but Serviap has been doing it for a while in emerging markets. Serviap’s family-run, values-driven approach also sets it apart: clients often mention trust and honesty – Serviap will not oversell or hide issues. Victor Anaya, one of the family owners, is often cited for his hands-on approach. This fosters trust especially with small-to-mid size clients who want a personal relationship. Their longevity (since 2010) and proven track record in HR services is also a differentiator – they were doing “global PEO” before it became a buzzword, so they have practical experience beyond just tech. In terms of features, being multilingual natively (English, Spanish, Portuguese, plus German as they mention support in German too) is a plus for global clients. Serviap’s diverse team across US, Mexico, Argentina, Chile, Peru, etc., means they reflect the global workforce they serve, which resonates with clients’ globally distributed teams. Price-wise, they might be more flexible or cost-effective for certain regions (especially LATAM) compared to a one-price-for-all model – customizing a solution that saves money, like using their regional hubs. Lastly, their SOC 2 certification differentiates them from some smaller competitors who haven’t gotten there yet – showing Serviap can meet enterprise-grade security requirements.

Future Outlook: Serviap Global is likely to continue leveraging its Latin American stronghold while expanding its presence in other regions. They already have an office in Spain (perhaps as an EU hub) and might open more offices in Asia or Africa to cater to demand there or partner with local firms. On the service side, they will likely deepen their global recruitment network, since hiring good talent is a pain point they can solve along with EOR – possibly creating more digital job platforms or partnerships to source candidates globally. They’ll also probably invest more in their technology platform: having SOC 2 indicates they are ready to pitch to larger enterprises, so improving user experience (maybe a client portal facelift, more analytics, or even an app for employees) could be on the roadmap. Given their family nature, they might remain privately held and focus on steady growth rather than explosive VC-fueled scaling – which is fine because they have a niche of clients who prefer that stability. Serviap also invests in thought leadership (they publish guides, infographics on global EOR market size), so they may increase their marketing presence globally to compete with the flashier startups. With the global EOR market booming, Serviap could partner with other independent EOR providers to extend reach or maybe join a global network – or even become an acquisition target for a larger firm wanting a strong LATAM foothold. However, their message of being family-run and independent is part of their appeal, so likely they’ll maintain independence and grow organically. In Latin America, they are already a go-to, but they’ll want to win more clients outside LATAM too – expect them to highlight their global coverage and success stories beyond Mexico. The fact that they’ve remained competitive for 12+ years in a rapidly changing industry suggests Serviap will adapt to whatever the future holds – whether that’s adopting new technology (AI in HR processes), new markets (maybe focusing on Africa or the Middle East next), or new services (perhaps compliance auditing or training for client’s managers on international HR). In summary, Serviap’s future will be about staying true to its values while expanding its global footprint, ensuring that its existing clients remain very satisfied (which will bring word-of-mouth referrals) and that new clients recognize Serviap as a seasoned, trustworthy alternative to the big names.

19. Rippling: IT Powered Global Employer of Record

Overview: Rippling is a well known HR, IT, and finance platform founded in the US in 2016, which expanded into the global Employer of Record space in 2021. Unlike others in this list, Rippling is fundamentally a full HRIS system that added Employer of Record capabilities on top. It offers an all in one Workforce Management solution  handling US payroll, global payroll, benefits, device management, and more  with an Employer of Record service for 50+ countries integrated directly.

Rippling’s approach is unique: it didn’t start as a traditional Employer of Record provider, but by 2023 it launched “Rippling Global Payroll” and Employer of Record , allowing clients to manage domestic and international employees in one unified platform. Rippling is known for its sleek software and automation. It’s highly regarded (4.8/5 on G2 from thousands of reviews) for streamlining HR processes. With heavy venture funding behind it, Rippling has quickly become a competitor in the global hiring space, targeting tech savvy mid market companies that want a single system for all employees. If you have been following the drama Rippling has sued Deel over alleged corporate espionage as of March 17th 2025. “Lawsuit Alleges $12 Billion “Unicorn” Deel Cultivated Spy, Orchestrated Long Running Trade Secret Theft & Corporate Espionage Against Competitor”. We’ll keep the story updated as it progresses.

Countries Covered: As of 2025, Rippling’s EOR service covers over 50 countries (likely expanding towards 100 soon). Currently, it can directly act as EOR in major countries across North America, Europe, Asia, and key parts of Latin America (like Mexico, Brazil, Argentina, Colombia). It also supports paying contractors in 200+ countries via Global Payroll. The platform’s “Global Hiring” hub shows guides for many countries (we saw guides for Argentina, Brazil, Colombia, Mexico, Costa Rica, etc. on their site), implying those are in their coverage. Rippling often says it can hire “in minutes” in countries like the UK, Canada, India, Germany, Brazil, Mexico, Japan, and so on. Since they are more cautious, they may not yet claim the 160+ country coverage of others, but they integrate with local partners where needed to extend reach. For Latin America, they definitely cover the big economies; smaller ones might be later (ex: perhaps they don’t yet directly cover Paraguay or Bolivia, but could via partners). However, because Rippling’sEmployer of Record is newer, they might be rolling out region by region  their site heavily mentions Europe and Asia coverage and some LATAM. They absolutely cover all major hiring markets (approx 60 countries as of mid 2023). The expectation is that list is growing steadily  they have resources to add more entities quickly. For any country not covered by their own entity, they can still run global payroll if the client has an entity (via local payroll processors integrated in). Summing up: Rippling covers the most common international hiring destinations and will likely reach near parity with others in country count within a year or two.

Pricing: Rippling’s pricing is somewhat opaque publicly because they sell as a platform of modules. For their core HR & IT cloud, Rippling famously starts at around $8 per user per month per module, but EOR is an advanced module. Sources (like FlexOS and others) indicate Rippling’s EOR costs around $500 $600 per employee per month. One recent analysis said it charges “$500 to $600 per employee per month” for EOR. Unlike others, Rippling doesn’t usually do flat publicly advertised fees; they do custom quotes bundling what modules you use. If you use Rippling for US HR + Global EOR, there might be some package pricing. Typically, they might charge something like $600 per international employee per month, which includes all HR system features plus being the legal employer. They do note “no additional fees” beyond the monthly price (so no implementation fee, etc.). Contractors on Rippling’s platform are handled via their Global Payroll  the cost for just paying a contractor is much lower (Rippling’s global payroll module might be ~$5 10 per contractor). But if you want EOR (which implies benefits, compliance, etc.), it’s in that few hundred dollar range. When comparing to others, Rippling’s EOR cost is similar to big players (Deel, Remote at $599). However, Rippling can potentially save money for clients because it can replace other HR software  i.e. you might pay $600 for EOR and also get HRIS, instead of paying $600 to one vendor and still needing separate HR software. They also have a unique billing: they consolidate all payroll expenses (salaries, taxes) into one invoice per pay cycle for international folks. In terms of contracts, Rippling is month to month for software, but EOR might require some notice period for termination due to local law offboarding costs. In short, pricing is quote based, but competitive and with the value of an integrated system  think ~$600/employee/month as a ballpark, which clients find reasonable given the breadth of service.

Customer Service: Rippling historically has been more of a tech company than a services company. They primarily provided chat/email support for their software and had not been known for white glove service in the way EOR focused firms are. However, with EOR, they have had to build out local HR support teams too. According to reviews, Rippling’s support is fast via chat (often within minutes to resolve issues) and they are known for a responsive customer experience on the platform. They even have a public support metrics dashboard (as cited by FlexOS) that shows their response times and resolution times  a transparency move. That said, some note they don’t provide phone support readily and complex issues might take ~48 hours, which is still decent. For EOR specifically, Rippling assigns Implementation Managers to help clients set up in new countries and ensure compliance forms, etc., are sorted. Thereafter, a “Global Payroll Specialist” likely oversees payroll runs and can answer queries about local law. But the model is more self service than, say, Horizons or Serviap. You do a lot via the app (the app will tell you “Input this info for your new hire in Country X”) and less via a personal HR rep telling you what to do. Some companies appreciate this efficiency, others might prefer more hand holding. Rippling does have local partners for expertise (for example, they partnered with a local firm in each country to be their EOR entity and advisor), so indirectly you’re getting local knowledge baked in, but you mostly interface with the software and Rippling’s central support. For language, Rippling’s interface is in English (and some other languages for employees), but their support is primarily English  not specifically Spanish or Portuguese, though they might add multilingual support as they grow internationally. One can expect as they sign bigger clients, they’ll bolster their global HR advisory team too. In essence, Rippling’s customer service is tech driven, quick for standard issues, and improving on complex international HR questions as they mature. They do excel in guiding through their system and resolving any payroll issues fast (like if an employee’s bank rejects a payment, they jump on it to fix it). Many users love the prompt chat for things that with other providers might require scheduling a call or sending an email.

Technology: Technology is Rippling’s greatest strength. The Rippling platform is a unified system where HR, IT, and Finance tools all share one database. For global EOR, it means employee data flows from onboarding to payroll to device management seamlessly. Key capabilities include: automated onboarding (the system generates country specific checklists, tax forms, contracts to e sign), one click global payroll (they claim you can run payroll across all countries in <90 seconds), benefits administration for each locale (Rippling can integrate local benefit providers or manage stipends), and an incredible array of integrations (500+ apps)​.

For example, it integrates with accounting software (QuickBooks, Xero) so global payroll entries are automatically synced​. My favorite part of Rippling, especially for bigger companies, is the automated IT provisions features. It can send new hire info to IT systems to provision laptops/software, etc. Rippling’s automation extends to tasks like new hires self onboarding through a portal, and terminations automatically revoking system access. It’s also a proper HRIS: you can track time off, have performance reviews, manage org charts  all your employees worldwide, not just those on EOR, in one place. Security is high; they likely have or are getting SOC 2 Type II (they mention rigorous security). Data is centralized, so a change of address by an employee updates everywhere needed. Another standout is reporting: you can run reports combining HR & finance data (e.g., total compensation including equity, benefits, per country) as shown by their “Annual Total Compensation” report screenshot. Rippling’s UI is praised as modern and intuitive; admins and employees alike find it easy (and even fun) to use, relative to older enterprise HR systems. They also have a mobile app employees can use for things like clock in, payslips, requesting PTO, etc. Additionally, Rippling is constantly releasing features  e.g., recently global spend management and corporate cards, which tie back to payroll. While other EORs focus narrowly on compliance, Rippling’s tech covers that plus everything around an employee’s lifecycle. For a company, having one system for domestic and global staff is a huge differentiator  no need to reconcile data between a local HRIS and an EOR’s platform. So, Rippling’s technology is comprehensive, highly automated, and integrative, giving clients efficiencies and visibility not easily matched by standalone EOR services.

Key Differentiators: Rippling’s key differentiator is integration of EOR into a full stack HR platform. It’s the only provider where you can onboard an employee in India and a new hire in California in one system and manage both similarly. This unified approach means less administrative friction and better data consistency. Another differentiator is automation: Rippling automates the entire hire to retire process globally (one click payroll runs, automatic tax filings, device provisioning  even sending a welcome kit to new hires). This reduces errors and saves time, which clients love. Also, IT and finance integration is unique  others on this list don’t manage employee devices or corporate expenses, but Rippling does, making it attractive to IT and finance departments as well, not just HR. Rippling’s marketplace of integrations (500+ apps) is a differentiator too  you can plug in Slack, Greenhouse, Microsoft Azure AD, etc., and automate workflows across them. E.g., if an international employee changes a benefit, it could auto update payroll and alert finance via Slack. That kind of cross functional integration is rare. Another big one: US and international in one  many companies use one provider for US HR/payroll and another for global; with Rippling, one vendor covers both, simplifying vendor management and often saving cost. Additionally, Rippling’s user experience stands out  HR teams and employees find it intuitive (which improves adoption and compliance with HR processes). On the EOR side specifically, Rippling offers the same compliance guarantees and legal coverage as others but combined with an extremely robust self service experience for HR. This is ideal for high growth tech companies who want to scale quickly without scaling HR headcount equivalently. Finally, Rippling’s approach to transparency (like publicizing support metrics, and providing a unified invoice for all countries) resonates with startups who value openness and simplicity. One potential differentiator as they mature: they might leverage the wealth of data to provide insights (like benchmarking comp globally, or identifying inefficiencies). They already have analytics, but with AI they could become even more consultative via the platform.

Future Outlook: Rippling’s global EOR service will continue expanding country coverage aggressively  we can expect them to reach 100+ countries in the next year or two, matching the breadth of older EOR providers. They raised a lot of capital, some of which is earmarked for global expansion (they acquired a company called Eqvista to manage equity and possibly will integrate that for global stock options). On product, they’ll likely add more features like global benefits marketplace (so clients can choose insurance plans in different countries through Rippling), more AI driven workflows (they recently launched an AI “OpenAI” integration to query HR data), and perhaps global compliance analytics that flag upcoming law changes. Given their ambition, they might also move into international entity management (helping clients set up their own entities and then switch from EOR to payroll on Rippling  they can handle both). They will probably aim to be a single solution whether a company uses EOR or sets up locally  you can transition seamlessly on their platform. Another likely expansion: global talent sourcing or employer of record for staffing  maybe they’ll partner with hiring platforms to feed into Rippling (they have an integration with recruiting systems already). Market wise, Rippling will challenge both the HRIS giants (like Workday) and EOR specialists (like Deel) by combining offerings. We may see enterprises adopt Rippling to consolidate their multiple systems; if Rippling nails compliance trust (SOC2, strong legal expertise), they could start winning larger deals. They are also likely to expand their presence internationally, opening more offices for regional support (they opened London and Bangalore offices; perhaps LATAM office next). With competition, it won’t be surprising if Rippling further differentiates on price  maybe bundling discounts (like if you use them for your whole workforce, cost per employee goes down). They’ve done usage based per module pricing historically, which could bring down effective cost versus paying separate vendors. Finally, as they accumulate more global data, they might introduce benchmarking insights  e.g., telling customers if their salaries are above/below market in certain countries. In summary, Rippling’s outlook is to continue disrupting and unifying the HR tech and global employment space, likely becoming a top choice for companies that prioritize software excellence and want to minimize the number of vendors. They will invest heavily in keeping the software edge while building out the necessary human expertise behind the scenes to ensure compliance  a balancing act they seem committed to managing.

Comparison Table: Pricing, Support, and Tech Features

Provider

Pricing (per employee)

Customer Support

Tech Platform & Features

EOR Services

1. Deel

$599/mo (flat). $49/contractor. Free up to 200 ppl

24/7 live chat/email. Dedicated CSM. Excellent​ b2breviews.com

All-in-one platform; 90+ currencies; equipment & IP mgmt

Comprehensive EOR services; global hiring; compliance management

2. Remofirst

$199/mo (lowest). $25/contractor

24/5 chat/email. Dedicated manager. High-touch

Modern platform; time-off & expenses; 1 invoice global

Flexible EOR services; cost-effective; local compliance

3. Papaya Global

From ~$15–$20 (enterprise quotes).

24/7 multi-channel. Local teams. Enterprise-grade

AI-driven SaaS platform; integrates HRIS; real-time BI

Customizable EOR services; enterprise solutions; local expertise

4. Remote

$599/mo (

Nearly 24/7 chat/email. CSM assigned. Great (improved)

Simple UI; global equity & benefits; IP protection​ slashdot.org

Scalable EOR services; global team management; compliance assurance

5. Oyster HR

$599/mo

Fast chat/email. HR experts. Very good

Easiest UX; automated contracts; global benefits add-ons

Efficient EOR services; automated processes; global reach

6. G-P (Globalization Partners)

$600–$800

24/7/365 “premium” support. Top-notch​ slashdot.org

AI-powered platform; extensive legal team; integrates HR​ peoplemanagingpeople.com

Premium EOR services; extensive legal support; global compliance

7. Omnipresent

From ~$100/mo base + usage. Custom EOR fees.

Dedicated CSM. Local experts. Proactive

Intuitive dashboard; fast onboarding (< 24h); compliance tools

Custom EOR services; fast onboarding; local expertise

8. Velocity Global

Custom (premium). Quote-based.

Dedicated team & local HR. Consultative

Global Work Platform; HRIS integration; mobility & visa support

Premium EOR services; mobility support; HRIS integration

9. Multiplier

$300/mo (EOR). $20/mo basic plan.

Chat/email support. Quick responses. Good

Fast self-serve platform; 150+ countries; 24h onboarding

Competitive EOR services; quick onboarding; global coverage

10. Skuad

$199/mo (EOR). $19/contractor.

Dedicated support, local experts. Strong

Integrated HR platform; 160+ countries; IP protection

Affordable EOR services; local expertise; IP protection

11. Safeguard Global

Custom (enterprise).

24/7 access; local HR teams. Excellent

Own payroll tech; self-service portal; 170+ countries

Enterprise EOR services; local HR teams; extensive coverage

12. Atlas HXM

~$595/mo​ peoplemanagingpeople.com (enterprise focus).

24/5 support; direct entities. High-quality

Enterprise HXM platform; direct EOR in-country; analytics.

High-quality EOR services; direct in-country entities; analytics

13. Mercans

Custom (competitive global payroll rates).

Dedicated payroll experts. High-touch​ slashdot.org

Powerful global payroll system; multi-language; custom reports​ slashdot.org .

Competitive EOR services; payroll expertise; multi-language support

14. Pilot

Custom low rates (startup friendly).

Friendly support (US-based). Good

Simple platform; focus on contractors & EOR in 100+ countries.

Startup-friendly EOR services; contractor focus; global reach

15. GoGlobal

Custom (APAC/EU focus pricing).

Regional support specialists. Good

Platform geared to APAC/EU (covers LatAm via network).

APAC/EU-focused EOR services; regional expertise; network coverage

16. Agile HRO

From $35/employee (Asia focus, covers LatAm).

Account manager model. Good

Global workforce platform; visa & relocation support.

Asia-focused EOR services; visa support; relocation assistance

17. Horizons

$290/mo (competitive flat).

Strong support + recruiting team. Great

Platform + integrated recruitment; 180+ countries; 24×5 support.

Integrated EOR services; recruitment support; global reach

18. Serviap Global

Custom (LatAm specialist, competitive).

Local LatAm teams. Excellent local insight

LatAm-focused PEO/EOR; personalized service; 10+ LatAm countries direct.

LatAm-focused EOR services; personalized approach; local expertise

19. Rippling

Custom quotes, built in tech and HRIS software.

Worldwide, tech focused

Latam + Worldwide EOR and tech

Has the best IT provisioning software and tech

Legend: Bold indicates an exceptional rating or feature. Pricing is per employee per month unless noted. “Custom” indicates quote-based pricing. All providers listed cover Latin America; differences lie in price, support, and platform capabilities.

By handling these tasks, EORs help businesses integrate new hires quickly and efficiently, adhering to local labor laws and regulations. This approach helps mitigate compliance risks, ensuring that your international operations adhere to local regulations.