It now takes companies an average of 50 days to fill an open position, with senior management roles typically taking up to 50% longer to fill than entry-level jobs. If your business is rapidly scaling and you’re in need of additional talent fast, you can ill afford to wait such a long time to get your next hire through the door. Such sluggishness is likely to cost you in more ways than one.
One solution is to hire remotely, of course. In this scenario, interviews are easier (and quicker) to schedule since candidates don’t need to factor in travel, and the talent pool is infinitely more vast — a greater breadth and volume of applicants increases the chances of finding suitable candidates faster. And given that up to the $100,000 cost of an H-1B visa for employing a foreign worker within the U.S. as of September 21, 2025, EOR’s remote work arrangements can be a way for U.S. companies to obtain the talent they need without exorbitant cost.
But what if your candidate is located on the other side of the world? If you’re based in the United States and looking to hire a software developer in India, for example, wouldn’t the red tape and legal complications involved stretch out the hiring process even further?!
Well, not necessarily — as long as you’re using an Employer of Record (EOR).
EORs allow companies to hire remote, overseas-based employees compliantly and quickly, avoiding the complex, costly process of setting up a foreign entity or arranging relocation.
What is an Employer of Record (EOR)?
An employer of record is an international hiring tool that enables businesses to recruit talent from pretty much anywhere in the world. When you use an EOR, you decide who to hire and maintain responsibility for their day-to-day management, but the EOR takes care of all the complex, admin-heavy bits — multi-currency payroll, localized benefits, legal compliance, and so on.
In essence, the EOR acts as an overseas worker’s legal employer on your behalf, which means you can employ global talent remotely without having to set up a legal entity in the country you’re hiring in — which can be a lengthy and expensive process. By avoiding this, you theoretically have access to a world of talent while minimizing cost and complexity.
How an EOR Helps Businesses Hire Faster
- Simplified onboarding. With an EOR, the employee onboarding process typically takes days (rather than weeks or months), mostly because the administrative burden on the employer is greatly reduced.
- Ready-to-go employment contracts. EOR platforms provide standardized contracts tailored to each country’s local employment laws, meaning you’re not having to redo paperwork every time you hire in a new location.
- Pre-built HR infrastructure. EOR providers have in-built payroll systems, compliance frameworks and benefits packages, all accessible through a centralized tool rather than multiple separate vendors.
- Reduced compliance delays. Since the EOR handles all compliance-related matters, there’s less chance of hold ups due to factors such as incorrect contracts or blocked work permits.
- Access to expert advice. Most EORs connect you with in-country experts that can guide you through the onboarding process and quickly resolve any issues or bottlenecks you encounter.
- Seamless scalability. If you’re hiring multiple people across several countries, you can do so through a single platform instead of setting up separate entities, meaning it’s much easier to scale your workforce.
The 10 Best EOR Providers in the United States
1. Remote
Whether you’re looking to hire in the United States or one of more than 180 other countries, Remote is among the most trusted EOR providers out there.
This is chiefly because the platform makes it near-effortless for companies to hire, pay, and manage global talent without worrying about compliance or complex tax structures. Remote’s flat and transparent pricing model is another big advantage, with no hidden fees or percentages that can eat into your hiring budget.
What really sets Remote apart, though, is its strong focus on the employee experience — candidates can be onboarded seamlessly, so for any US-based business aiming to hire globally at speed, Remote is pretty much the gold standard.
2. Papaya Global
With a strong focus on automation and technology-driven solutions, Papaya Global stands out as an ideal partner for forward-thinking, data-hungry US companies.
By consolidating payroll, benefits and compliance into a unified platform, Papaya offers businesses a clear view of their international workforce, with robust analytics tools providing insight into hiring costs, performance and market trends.
Papaya may not feel as intuitive as competitors like Remote, however, especially for smaller businesses new to EOR; and while the tech-first approach is powerful, it occasionally sacrifices user-friendliness. Overall, Papaya Global is best suited for mid-to-large enterprises that prioritize data-driven decisions and want a highly automated global hiring process.
3. Rippling
Unlike some of the entries on this list, Rippling is way more than just an EOR. In fact, it’s a full employee management suite.
Beyond international hiring, it covers HR, IT and finance in one place, which might be just what a fast-growing business looking for a unified platform is after. The onboarding process is smooth, and the platform’s integrations make it easy to keep everything connected.
On the flip side, Rippling’s breadth can be a limitation — businesses that just want an EOR solution may find themselves paying for features they don’t fully use — but that said, Rippling is a strong contender for companies that want more than just hiring support and are looking for a comprehensive global workforce management tool.
4. Remote People
Remote People is gaining recognition for its transparent and flexible pricing, starting from just $199 per employee per month. Unlike many providers that charge percentages or tack on hidden costs, Remote People keeps things simple and predictable, which is a big plus for companies watching their budgets closely.
Beyond pricing, Remote People makes it easy for U.S. businesses to stay compliant while hiring globally. The platform takes care of payroll, HR, and employment regulations, so you don’t have to worry about the fine print of federal or state laws. This gives companies the confidence to expand their teams without legal headaches slowing them down.
What really makes Remote People stand out is its balance of affordability and global reach. Startups, scale-ups, and even established businesses can use the service to quickly onboard international employees while also tapping into local talent pools in the U.S. It’s a reliable partner for companies that want to grow fast, save on costs, and still provide a smooth employee experience.
5. Deel
Deel has quickly established itself as something of a household name in the EOR and contractor management space, and it’s fairly easy to see why.
The platform supports hiring in 150+ countries, offering businesses flexible ways to manage employees and contractors through a single interface. Deel is particularly strong in payroll automation, ensuring payments are handled efficiently in multiple currencies.
The only drawback? Deel’s pricing structure can be a bit complex compared to flat-fee models, and smaller companies might find it on the higher side, but with robust integrations and extensive country coverage, Deel is a solid option for companies scaling globally.
6. Globalization Partners
Globalization Partners (now known simply as G-P) is one of the true pioneers of the EOR industry, and it continues to be a strong choice for US businesses expanding abroad.
The platform covers more than 180 countries and is particularly known for its deep compliance expertise. Many companies choose G-P for peace of mind, particularly when hiring in more complex jurisdictions, with a reputation for reliability that’s well-earned and a customer support function that’s consistently rated highly.
Some businesses may find the platform’s interface feels less modern compared to newer competitors like Remote or Deel, and pricing is a little on the “premium” side, but for companies that prioritize compliance above all else, G-P is a safe and experienced bet.
7. Oyster
With a mission to make global hiring accessible to businesses of all sizes, Oyster delivers well on this promise.
The platform is pretty effortless to use and offers helpful resources for employers, such as salary insights across different markets. US companies hiring abroad will surely find Oyster particularly useful for its cost transparency and educational content around compliance, while they also make it easier to offer competitive perks to international staff.
One limitation is that Oyster’s customer support can sometimes lag behind larger competitors in terms of responsiveness, but small-to-mid-sized businesses looking to hire globally without feeling overwhelmed will find Oster an approachable and practical EOR solution.
8. Safeguard Global
Safeguard Global combines EOR with workforce management services, helping companies not only hire but also scale strategically across borders.
US businesses will benefit from a strong compliance infrastructure and ability to handle complex employment laws in over 165 countries, with the company’s “Work in Any Way” approach emphasizing flexibility and catering to both traditional employees and freelancers.
While Safeguard Global is highly capable, its broad service offering can make the platform feel a bit overwhelming for companies that only need straightforward EOR support.
The pricing is also less transparent compared to newer competitors, but for enterprises seeking a robust global workforce partner with decades of experience, Safeguard delivers peace of mind and then some.
9. Horizons
Horizons has carved out a niche by focusing on two things most businesses love: simplicity and cost-effectiveness.
US companies looking to test international hiring without committing to a large investment will appreciate Horizons’ straightforward pricing and lean processes. The platform supports hiring in over 180 countries and emphasizes speed, helping businesses onboard new hires in as little as 48 hours.
A limitation is that Horizons doesn’t offer the same depth of HR extras or advanced analytics as competitors such as Rippling or Remote. However, for businesses that just need fast, compliant hiring without unnecessary frills, Horizons is a strong and affordable choice.
10. Multiplier
Something of a “rising star” in the EOR space, Multiplier has become particularly popular among startups and smaller companies.
Its platform is intuitive, easy to navigate, and makes onboarding remote employees really simple, with competitive pricing and localized benefits packages that can help attract top global talent in multiple markets.
As a newer entrant in the EOR space, Multiplier’s country coverage and support network aren’t yet as extensive as more established players like Remote or Deel. But despite this, Multiplier is an excellent choice for businesses that want an affordable, user-friendly solution and don’t require massive global reach right away.
How to Choose the Right EOR Partner
As we’ve discovered, not all EOR platforms are created equal. Some focus mostly on compliance, while others prioritize employee experience above all else. Some are straightforward and affordable, while other platforms offer more advanced features but require a greater financial investment.
Before you choose an EOR provider, do the following:
- Determine your hiring needs. Are you making a couple of new hires or building an entirely new team? Is your priority hiring quickly or recruiting specialist expertise? Your unique needs will determine the type of platform that’ll best suit you.
- Consider your budget. EOR providers range from affordable, startup-friendly solutions to more enterprise-level options. Look for a platform that offers flat, predictable pricing you can comfortably afford — with no hidden costs.
- Evaluate your growth goals. If you’re planning to scale your team significantly in the near future, you’ll need a flexible platform such as Remote or Deel that you won’t outgrow after a few months.
- Check their country coverage. Most EOR providers offer wide coverage, but if you’re hiring (or planning to hire) in niche markets, it’s essential to ensure they operate in the countries where your talent is located.
- Request a platform demo. You can usually request a demo from an EOR provider before making a commitment, so you can see how the software works in practice and determine whether the tool matches your needs.
Filling critical roles shouldn’t take 50 days or more. With the right EOR partner, you can hire remote employees quickly without skimping on compliance. The key is to pick the solution that aligns best with your business size, budget and growth goals.
Please Note: This post reflects the attitude of the guest author; Big Ideas for Small Business® expresses no opinion.
For related information concerning hiring, see this list of blogs here.
