Global talent is everywhere. Legal entities are not.
Companies expanding internationally face a choice: spend months establishing legal entities in each country or use an Employer of Record to hire immediately. EOR providers become the legal employer for your international team members, managing contracts, payroll, benefits, and compliance while you run the business.
The difference between EOR providers shows up in how they handle compliance, where they operate, and whether they own their infrastructure or rely on partners. Below are the 6 Best EOR provider companies that make global hiring operationally viable.
1. Remote
Coverage: 90+ countries
Infrastructure: Owned legal entities
Remote’s EOR service allows companies to hire workers in more than 90 countries without establishing local legal entities. The platform manages everything from employment contracts and statutory benefits to payroll, tax compliance, and local filings, all under its own legal entities. Because Remote owns the legal entities where it operates, compliance updates and wage rule changes are implemented directly through relationships with local authorities rather than through intermediaries. This approach reduces risk and delays caused by partner coordination. Remote also consolidates employment, payroll, benefits administration, and HR tools into one system, reducing administrative overhead and the potential for data inconsistencies.
Remote’s infrastructure is consistent across markets, meaning companies do not need to adapt to different systems or partners when they expand into new countries.
Why it works: It combines owned compliance infrastructure with unified workforce administration, giving teams dependable and predictable global hiring operations.
Best suited for:
Companies prioritizing compliance certainty and long term scalability in their international hiring infrastructure.
2. Deel
Coverage: 150+ countries
Infrastructure: Mix of owned entities and partnerships
Deel enables hiring in more than 150 countries by combining its own legal entities with local partnerships where necessary. Its EOR services include employment contract generation, payroll management, statutory benefits, and compliance monitoring. Deel goes beyond basic EOR by integrating global payroll for contractors and full-time employees in the same platform, along with tools for workforce analytics and reporting. These analytics help HR and finance teams understand labor costs, headcount distribution, and compliance obligations across regions. Deel also integrates with existing HR and financial systems, reducing the need for manual data transfers.
Because Deel unifies multiple workforce types in one system, it reduces administrative complexity for companies with mixed employee types.
Why it works: Extensive country coverage and broad tool integration support flexible workforce strategies and clearer global workforce insights.
Best suited for:
Organizations needing broad coverage and integrated tools for managing mixed workforce models globally.
3. Oyster
Coverage: 120+ countries
Infrastructure: Partnership model
Oyster’s EOR services span more than 120 countries, built on a network of partners and compliance teams that manage employment contracts, local statutory compliance, payroll, and benefits administration. Oyster places emphasis on employee experience, offering tools for compensation benchmarking, equity management, expense handling, and benefits access tailored to each market. The platform also provides regularly updated guidance on local hiring requirements, onboarding processes, and compliance best practices to support HR teams entering new markets.
Oyster’s focus on clarity and simplicity helps organizations reduce the friction typically associated with cross-border hiring.
Why it works: It blends essential EOR functions with market compensation data and employee-centered tools, making global hiring smoother for both HR teams and employees.
Best suited for:
Companies where employee experience and integrated HR functionality are priorities alongside compliance management.
4. Papaya Global
Coverage: 160+ countries
Infrastructure: Partner network model
Coverage: 160+ countries
Infrastructure: Certified partner network with compliance expertise
Papaya Global supports employment and payroll in over 160 countries through a network of certified local partners and its compliance infrastructure. The platform centralizes payroll processing, statutory benefit administration, workforce payments, and compliance monitoring for international teams. Papaya also offers reporting and analytics designed for finance and HR teams, giving visibility into workforce costs, compliance checkpoints, and payment timelines. This structure is particularly helpful for enterprises operating in multiple jurisdictions with complex payroll and reporting needs.
Papaya’s combination of local compliance expertise and centralized workforce insights supports large-scale hiring and governance.
Why it works: It provides broad global reach while giving finance teams comprehensive reporting and control over workforce operations.
Best suited for:
Organizations with sophisticated payroll needs and requirements for detailed workforce analytics across many countries.
5. Multiplier
Coverage: 150+ countries
Infrastructure: Partnership model
Multiplier offers EOR services in more than 150 countries, handling employment contracts, payroll, statutory benefits, and compliance monitoring through a blend of local partners and legal infrastructure. The platform emphasizes speed and simplicity, with onboarding workflows designed to minimize time to hire. Multiplier also integrates holiday and time off management, equipment tracking, and expense handling, so teams have a single place to manage typical workforce administration tasks.
While its infrastructure relies on partner networks in many regions, Multiplier’s platform interface and onboarding experience are designed to reduce administrative burden.
Why it works: Quick onboarding and straightforward operational workflows shorten the time between hiring decisions and workforce deployment.
Best suited for:
Companies that value speed and simplicity in their international hiring processes.
6. Rippling
Coverage: 80+ countries
Infrastructure: Owned entities where available
Rippling’s Employer of Record service allows companies to hire and pay employees in more than 80 countries where the company does not already have a legal entity. According to Rippling’s official site, the service manages local employment agreements and payroll processing, handles required tax compliance, and sets up benefits for employees automatically through the platform. Rippling brings these employment functions together with its HR and payroll systems, meaning teams do not need separate tools for hiring, paying, and maintaining workforce records.
The platform also guides companies through compliance requirements specific to each country by collecting necessary information during the hiring process, helping reduce risk and manual work for HR and finance teams. Rippling’s central system gives visibility into employee data, pay runs, and compliance status in one place instead of scattered across multiple services.
Why it works: It gives companies a single system for hiring, paying, and managing international employees while helping ensure that local laws are followed.
Best suited for:
Companies wanting EOR capabilities as part of a comprehensive, unified workforce operations platform.
What Matters When Choosing an EOR Provider
Geographic coverage determines where you can hire, but infrastructure determines how well it works. Providers with owned entities respond faster to regulatory changes and offer clearer accountability. Partner based models provide broader reach but may slow compliance due to extra coordination.
Consider your expansion plans and risk tolerance. Companies with long term presence in certain markets benefit from strong local infrastructure. Teams exploring multiple countries quickly may prioritize wider coverage first. Integration with payroll, benefits, and HR systems reduces administrative work and improves accuracy. Standalone EOR solutions offer flexibility but require more coordination.
These providers offer different approaches to the same challenge: making international employment legal and manageable. The right choice depends on which model fits your growth strategy rather than feature counts alone.