EOR Platform Comparison
EOR Platform Cost Comparison
Compare what nine leading Employer of Record platforms charge to put the same engineer on a compliant local payroll. Same salary, same country statutory contributions — the only thing that changes between providers is the management fee.
Common cost — identical on every EOR platform
These line items go to the engineer and to local government. They do not change between EOR providers.
EOR platform comparison — the management fee is the only variable
Total per employee per month (salary + statutory + that platform's management fee). Sorted lowest first.
Public per-employee EOR rates as of Q1 2026. Enterprise contracts (50+ employees, multi-country) typically negotiate 10–25% off these rates.
Total on Second Talent
$0
over selected duration
Total on most expensive
$0
vs enterprise tier
Savings on Second Talent
$0
vs the priciest provider
We help companies save $103,000+ per hire
9 EORs
Major Employer of Record platforms compared side by side
199 USD
Second Talent flat fee — lowest in the comparison
5x
Premium charged by enterprise-tier EORs (G-P, Velocity)
0 diff
Variation in salary or statutory contributions between providers
Where EOR platforms actually differ
The salary, statutory contributions and local compliance are dictated by the country, not the EOR — they are the same on every platform. The differences worth comparing sit in fee structure, scope of service, and what is bundled.
Pricing model
All nine providers in the comparison run a flat per-employee model, but the number ranges 5× — from $199 (Second Talent) to $1,000 (Globalization Partners). A handful of legacy EORs still price as a percentage of payroll, which scales badly as senior salaries rise.
Sourcing bundled or sold separately
Generic EOR platforms (Deel, Oyster, Remote, G-P) sell only the payroll rails. You still pay a recruiter or agency separately to find the engineer. Second Talent bundles APAC sourcing and vetting into the same flat fee.
Geographic depth
Deel, Remote and G-P advertise 150+ countries via partner entities. Second Talent operates owned legal entities in 9 APAC markets — narrower coverage in exchange for deeper local hiring networks and faster compliance.
Owned vs partner entities
Remote.com and Second Talent run owned entities in their core markets. Deel, Oyster and Multiplier mix owned entities with third-party partners — usually invisible to you, but it can affect onboarding speed and how termination disputes get handled.
Implementation time
Most flat-fee platforms onboard a hire in 3–7 business days. Enterprise-tier EORs (G-P, Velocity Global) often run a 2–4 week implementation cycle with bespoke contracting. Second Talent: typical onboarding is 5 business days.
What none of the fees include
Equipment ($2k–3k one-time), supplementary benefits, currency conversion, severance reserves, and equity tracking. These are billed at cost on every reputable EOR — watch for ones that bury them in opaque markups.
EOR platforms at a glance
Standard advertised price for a single engineer on each platform's base EOR plan. Public per-employee rate as of Q1 2026 — enterprise quotes vary.
| Platform | Monthly fee / employee | Pricing model | Notable trait |
|---|---|---|---|
| Second Talent | $199 | Flat fee | APAC focus, sourcing + EOR bundled into one fee |
| Multiplier | $400 | Flat fee | Flat per-employee, primarily emerging-market coverage |
| Rippling EOR | $500 | Flat fee | EOR module on top of the Rippling HRIS platform |
| Deel | $599 | Flat fee | Largest EOR by headcount; sourcing sold separately |
| Oyster | $599 | Flat fee | Strong on EU and UK markets, flat per-employee fee |
| Remote.com | $599 | Flat fee | Owned-entity model in core markets, compliance-led pitch |
| Papaya Global | $650 | Flat fee | Payroll + EOR aimed at mid-market and enterprise |
| Velocity Global | $799 | Custom | Enterprise-tier EOR, custom quote is standard |
| Globalization Partners | $1,000 | Custom | Highest-priced incumbent, enterprise SLAs |
Sources: each provider\'s public pricing page or SDR-quoted standard rate as of Q1 2026. Enterprise contracts (50+ employees, multi-country) typically negotiate 10–25% off these rates. Country statutory contributions sit on top and are identical on every platform.
The statutory rates that apply on every platform
Mandatory employer contributions sit on top of base salary in each APAC market — every EOR in the comparison applies the same rate, because it is fixed by the country.
| Market | Statutory rate | Typical salary band (USD / mo) |
|---|---|---|
| Vietnam | 23.5% | $2,500 – $6,500 |
| Philippines | 12.0% | $2,200 – $6,000 |
| Indonesia | 11.5% | $2,500 – $5,500 |
| Malaysia | 17.0% | $2,800 – $6,000 |
| Thailand | 7.5% | $2,800 – $5,500 |
| Singapore | 17.0% | $5,000 – $9,000 |
| Hong Kong | 6.5% | $4,000 – $8,000 |
| Taiwan | 14.5% | $3,000 – $6,500 |
| China | 31.0% | $4,500 – $5,500 |
How to actually evaluate an EOR
Sticker price is the start of the comparison, not the end. Five questions to put to any provider on this list before you sign.
Confirm what is in the base fee
Some platforms exclude offboarding handling, equipment procurement, or year-end filings from the headline number. Get a written list of what triggers any additional charge before you compare quotes.
Check owned-entity coverage in your countries
A "150-country" platform typically means owned entities in 25–40 markets and partner-routed everywhere else. Partner-routed engagements can add 1–2 weeks of onboarding lag and an extra layer of complexity in any termination dispute.
Audit the statutory rate the platform applies
Every EOR has to charge the country's statutory rate — but a few round up or apply a higher municipal rate. Ask for the exact line item and cross-check it against the country reference table above.
Read the termination and replacement terms
Replacement guarantees vary 0–90 days. Termination notice periods are dictated by local law, but how each EOR handles severance reserves (held in advance vs billed on event) can be a sizeable cash-flow item over a long engagement.
Decide on bundled vs unbundled sourcing
If you already have a vetted candidate, an unbundled EOR (Deel, Oyster, Remote) is the cleanest fit. If you still need the engineer found and vetted, a bundled provider (Second Talent in APAC) usually beats EOR + agency on total cost.
EOR platform comparison questions, answered
Why is the management fee the only thing that varies between EOR platforms?
Why is Second Talent $199 when Deel, Oyster and Remote are around $599?
Are platforms like Globalization Partners and Velocity Global worth the premium?
How does percentage-of-payroll pricing compare to flat-fee?
What happens to my engineer if I switch EOR platforms?
Are these prices per employee or per payroll cycle?
When should I use an EOR vs setting up my own entity?
What this comparison helps you understand
Side-by-side monthly and engagement cost across nine major EOR platforms — Deel, Oyster, Remote, Velocity Global, Multiplier, Papaya, Rippling, G-P and Second Talent
Where each provider sits on the pricing spectrum, from $199/mo (Second Talent flat) to $1,000/mo (Globalization Partners enterprise tier)
How country statutory contributions add the same overhead on every platform — the EOR management fee is the only variable
Total over your engagement on every platform, with the savings vs the most expensive option in the comparison
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