Multiplier Alternatives: Top Global EOR & Remote Hiring Solutions

Tapping into the global talent pool offers a powerful strategic advantage, but it comes with the complexities of navigating international labor laws, payroll, and compliance. 

Employer of Record (EOR) platforms like Multiplier solve this by handling the legal and HR burdens, making it simple to hire talent anywhere.

However, the right EOR partner depends entirely on your unique business goals. Whether you’re prioritizing specific country coverage, flexible pricing, or a higher level of service, a one-size-fits-all approach rarely works. As you scale, finding the perfect fit becomes critical for success.

This guide explores the top Multiplier alternatives available in 2025. We’ll compare key features, services, and pricing models, providing a clear framework to help you choose the ideal EOR partner to fuel your company’s global expansion.

Note: This article reviews alternatives to Multiplier, the global Employer of Record platform. We are not discussing the economic ‘multiplier effect’.

Why Consider Alternatives to Multiplier?

While Multiplier is a robust and popular EOR platform, the “best” solution is never one-size-fits-all. As your business grows and your global strategy matures, your needs can shift. A partner that was perfect for your first ten international hires might not be the ideal choice for your next hundred.

Evaluating alternatives is a sign of strategic thinking, ensuring your EOR partner aligns perfectly with your company’s specific goals. Here are the key reasons why businesses look for a different fit:

1. Cost Structures and Scalability

Your budget and hiring velocity are unique. 

While one platform’s flat-fee model is attractive for predictability, another’s percentage-based pricing might be more cost-effective for hiring senior executives. You may be looking for a solution that offers more transparent pricing without hidden fees or provides significant volume discounts as you scale your global team. 

Aligning the EOR’s cost model with your financial strategy is crucial for long-term success.

2. Global Reach and Entity Model

Global reach isn’t just about the number of countries a provider lists; it’s about the quality of that coverage. A key differentiator is whether an EOR operates through its own legal entities in key markets or relies on a network of third-party partners.

• Direct (Owned) Entities: Offer greater control, stability, and a more consistent service experience.
• Partner-Dependent Models: Can sometimes lead to communication delays or varied service quality. If you’re expanding into a specific region, you need a partner with deep, direct expertise there.

3. Specific Features and Integrations

Your HR tech stack is the backbone of your operations. 

You might require an EOR with seamless, pre-built integrations for your existing HRIS (like BambooHR), ATS, or accounting software to automate workflows. Beyond the basics, your search could be driven by the need for more advanced features like:

• Customizable, country-specific benefits packages.
• Robust tools for managing international contractors.
• Support for employee equity and stock options.

4. Level of Customer Support

As you manage a distributed team across multiple time zones, the quality of customer support becomes paramount. 

Some businesses are fine with a self-service platform and ticket-based support. However, others require a dedicated account manager who understands their business and acts as a true extension of their HR team. 

If you operate in a highly regulated industry or have complex employment needs, this high-touch, consultative support is often non-negotiable.

Top Multiplier Alternatives in 2025

While Multiplier provides an effective solution for many, the global EOR market is rich with diverse platforms, each with a unique value proposition. 

Exploring these alternatives allows you to find a partner that aligns perfectly with your specific operational scale, budget, and compliance needs. Here’s a curated list of the top contenders.

#1 Tarmack – Versatile All-in-One Global Hiring Partner 

Tarmack is built for companies that want to hire globally without overpaying or drowning in complexity. 

Whether you’re a startup expanding into your first new market or a fast-scaling enterprise managing teams across 150+ countries, Tarmack gives you a single platform to hire employees or contractors, run payroll, manage benefits, and handle immigration — no local entity required.

Key Features

• Unified HR & Payroll Platform: End-to-end hiring, payroll, and compliance for employees and contractors, with recruiting and relocation support built in.
• Developer-Friendly Customization: API and webhook support for workflow automation and brand customization.
• Dedicated Onboarding & 24/7 Support: Every client gets a named account manager and consultative support that doesn’t vanish after setup.
• Fast Hiring Cycles: Onboard in new countries within days, not months.

Pricing

Service	Price (USD)	Notes
EOR (Employer of Record)	$199/employee/month	Flat, no deposits, no setup/exit fees
Contractor Management	~$25/contractor/month	Volume discounts available
Payroll (existing entities)	$15/employee/pay cycle	For owned-entity payroll only

Why Companies Choose Tarmack

• Transparent, industry-low pricing: No hidden markups, no surprise fees.
• All-in-one convenience: Hire, pay, relocate, and manage talent globally from one platform.
• High-touch support: A dedicated account manager plus 24/7 access when issues arise.
• Customizable workflows: API, branding, and white-label options that adapt to your stack.
• Fast, simple rollout: Designed for quick onboarding and minimal lift for your team.

Where Tarmack Stands Apart

Unlike legacy providers, Tarmack doesn’t bury costs in “employer burden” or force you into long lock-ins. We make pricing predictable, support accessible, and onboarding fast — so you can expand with confidence instead of second-guessing your EOR.

Watch Out For 

Focused scope: Tarmack is built for global EOR and contractor management. If you’re looking for a U.S. PEO service, that’s outside our scope (and irrelevant for most global hiring use cases).

#2 Deel – Established Global HR & Payroll Platform

Deel is one of the most recognized names in global employment. With entities in 120+ countries and support for both employees (EOR) and contractors, it’s usually the first stop for companies scaling fast or looking to consolidate HR/payroll tools.

Key Features

• Hire employees and contractors from one dashboard.
• Run compliant payroll in 100+ currencies.
• Built-in benefits, equity, and visa support.
• Wide HRIS/ATS/accounting integrations (Workday, BambooHR, QuickBooks, Greenhouse, etc.).

Pros

• Global reach: Direct entities in 120+ countries, one of the broadest footprints in the market.
• Integration depth: Works seamlessly with major HR and payroll systems, reducing manual work.
• Strong compliance support: In-house legal and HR experts keep contracts and IP clauses aligned with local laws.
• Feature-heavy platform: Payroll, benefits, equity, and time-off management in one place.
• Well adopted: Trusted by thousands of fast-scaling startups and large enterprises.

Cons

• High cost: At $699/month without commitment, Deel is among the most expensive EORs. Even the $599 rate requires a year up front.
• Extra fees add up: Immigration, advanced benefits, and equity services often cost more than the base fee.
• Tiered support: Small and mid-sized customers often get slower ticket-based support, while enterprises get account managers.
• Rigid workflows: Standardized processes mean less flexibility for niche or complex HR setups.
• Not a full HR replacement: Doesn’t cover performance management or HRBP strategy, you’ll still need in-house HR.

Best For

• Mid-market and enterprise companies that need broad coverage and integrations.
• Tech and startup teams prioritizing automation and a feature-rich platform.
• Companies converting contractors to employees at scale across multiple countries.

#3 Remofirst – Budget-Friendly Global Hiring Solution

Remofirst has carved out a clear lane as the go-to budget EOR for startups and small businesses. It’s lean, affordable, and focused on essentials — making it appealing to teams that just need compliant hiring without all the bells and whistles. 

User reviews suggest coverage across 150+ countries (sometimes claimed as 185+), though the platform itself is intentionally lightweight.

Key Features

• Hire employees or contractors across 150+ countries.
• Dedicated account manager for every client, regardless of size.
• Payroll and statutory benefits with multi-currency support.
• Basic HRIS integrations for data sync (catalog is limited).

Pricing

Service	Price (USD)	Notes
EOR (Employer of Record)	$199/employee/month	Flat, no setup or exit fees
Contractor Management	$25/contractor/month	Simple plan, compliant contracts + payments

Pros

• Lowest pricing in the market: $199 per employee, $25 per contractor, flat and transparent.
• No hidden fees: Onboarding, offboarding, and contract changes included.
• Dedicated account manager: Even small teams get direct human support, a rare perk at this tier.
• Fast onboarding: Employees can live in under a week, with no headcount minimums or lock-ins.
• Simple to use: No-frills UI that works well for teams without HR depth.

Cons

• Feature-light: No advanced analytics, equity tools, or deep integrations.
• More manual work: Data import/export and workflow automation can feel clunky.
• Compliance is reactive: Covers the basics but less proactive in handling tricky cases or edge benefits.
• Limited scalability: Fine for a few hires; starts to strain if you’re scaling into hundreds.
• Smaller ecosystem: Less community, resources, or third-party partnerships compared to legacy providers.

Best For

Remofirst is a strong fit for startups and SMBs that care about cost above all else. It works well for testing new markets with just a handful of hires, or for teams that value a personal support rep but don’t need advanced HR features. For larger organizations or compliance-heavy industries, the ceiling shows quickly.

Oyster – Remote-First HR Platform with Transparent Pricing

Oyster positions itself as the HR platform built for distributed teams. 

With EOR partnerships spanning 180+ countries, its focus is less on being the cheapest or most technical, and more on aligning with remote-first values: equitable benefits, a strong employee experience, and compliance made accessible. 

It’s a culture-forward choice for startups and mid-sized companies that want their remote teams treated fairly, no matter where they sit.

Key Features

• Hire full-time employees or contractors in 180+ countries.
• Provide localized benefits: health insurance, pensions, stipends — that mirror local standards.
• Run payroll in multiple currencies with compliance updates built in.
• Support for equity management and IP protection tailored to local laws.
• Intuitive UI that keeps onboarding and admin simple for HR teams and employees.

Pricing

Service	Price (USD)	Notes
EOR (Employer of Record)	$599–$699/employee/month	Premium pricing; often tied to annual contracts or volume
Contractor Management	$29/contractor/month	Includes contracts + compliant payments

Pros

• Polished user experience:The platform is widely praised for making global hiring feel simple and modern.
• Remote-first alignment: Strong on values: equitable benefits, inclusive policies, and parity across markets.
• Transparent pricing: Clear fee structure compared to some peers, with fewer hidden surprises.
• Expanding integrations: Growing library of HRIS/payroll connectors, though still developing.
• Proactive compliance updates: Regular alerts on labor law changes keep clients ahead of surprises.
  

Cons

• Cash flow hit: Some clients report needing to preload payroll funds as a deposit. That can strain smaller companies.
• Premium cost: Pricing sits at the same level as Deel or Remote, making it a harder sell for budget-conscious teams.
• Enterprise gaps: Missing some advanced controls (like SSO, granular permissions) that large enterprises expect.
• Support inconsistency: Generally positive, but responsiveness can dip as volume grows.

Best For

Oyster is best suited for remote-first companies that prioritize culture, equitable benefits, and employee experience. It fits mid-sized startups and scaling teams that don’t mind paying more to deliver localized perks and a polished interface. 

For price-sensitive businesses or compliance-heavy enterprises, however, the cost and limitations may outweigh the cultural upside.

#4 Remote – Scalable Platform with Direct Entity Model

Remote has built its brand around compliance and security. 

Unlike many EORs that rely on partner networks, Remote owns entities in ~70 countries, giving it tighter control over contracts, payroll, and compliance. With SOC2 certification and IP Guard protections, it’s often the choice for companies handling sensitive data or scaling into regulated markets. 

The trade-off: less geographic coverage than “aggregator” competitors, and premium pricing in line with Deel and Oyster.

Key Features

• Direct entity employment: Owns most of its hiring infrastructure, reducing third-party risk.
• Payroll & payments: Supports 50+ currencies, including optional contractor payouts in crypto.
• Compliance & legal tools: In-house legal support plus Remote IP Guard for stronger IP protection.
• Structured onboarding: Specialists, e-signatures, and document workflows streamline setup.
• Integrations & API: Works with HRIS tools like BambooHR; API available for programmatic management.
  

Pricing

Service	Price (USD)	Notes
EOR (annual)	$599/employee/month	Requires annual billing for best rate
EOR (month-to-month)	$699/employee/month	Flexible, but expensive
Contractor Management	$29/contractor/month	Flat fee with compliant payments

Pros

• High compliance and security bar: SOC2 certification appeals to risk-sensitive industries.
• No hidden extras: Pricing is clear, with no onboarding or offboarding fees.
• IP and mobility protections: IP Guard plus visa/relocation support are strong differentiators.
• Enterprise scalability: Built to handle large onboarding waves across multiple regions.
• Well-designed interface: Praised by HR teams and employees for clarity and usability.
  

Cons

• Smaller footprint: ~70 countries with direct entities, far fewer than aggregators covering 150+.
• Premium cost: Pricing matches Deel and Oyster, which can deter smaller or cost-sensitive teams.
• Support lag: Response times drop during off-hours and for lower-priority queries.
• No U.S. PEO offering: Strictly international; U.S. domestic needs require another vendor.
• Feature complexity: Advanced tools and APIs can demand technical lift to use fully.
  

Best For

Remote is best for mid-sized and larger companies with strict compliance and data security requirements, especially those scaling across core regions like Europe, the Americas, and APAC. It’s a strong fit for organizations that value owned-entity control and IP protection over broad-but-partnered global reach.

#5 Velocity Global – High-Touch Service for Complex Global Needs

Velocity Global is one of the older names in the EOR space, known less for being the cheapest or slickest platform and more for its “white-glove” service. With coverage in 185+ countries, it appeals to mid-sized and enterprise companies that need more than just payroll — immigration, legal indemnity, and in-country HR expertise are all bundled in. 

It’s all true that you’re paying a premium for that hand-holding, and the tech experience can lag behind newer players.

Key Features

• Global reach: Hiring and compliance in 185+ countries.
• Hands-on service: Dedicated account managers and regional specialists for complex cases.
• Compliance depth: In-country payroll, tax, and legal support with indemnity coverage.
• Platform access: Global Work Platform™ for onboarding, e-signatures, payroll, and employee dashboards.
• Mobility support: Visa and relocation services included.

Pricing

Service	Price (USD)	Notes
EOR Services	$599+/employee/month	Base rate; add-ons and custom quotes common

Pros

• Expert bench: 240+ in-country specialists covering law, HR, payroll, and immigration.
• Fast in-market setup: Onboarding possible within 48 hours in some regions.
• Security-certified: GDPR, SOC2, and ISO 27001 standards in place.
• 24/7 concierge support: Round-the-clock human service, rare at this scale.
  

Cons

• Premium pricing: $599 is just the starting point; extras and custom quotes push costs higher.
• Contract complexity: Terms can be dense and often require legal review.
• Onboarding delays: High-touch models can sometimes slow rollout compared to automation-heavy rivals.
• Tech gap: Platform is serviceable but feels less automated and modern than newer entrants.

Best For

Velocity Global is best for mid-sized to large enterprises expanding into multiple regions at once, especially in regulated industries like finance, pharma, or energy. It’s a fit for companies that prioritize concierge-level service, indemnity protection, and expert advisory support — and are willing to pay a premium to reduce risk in high-stakes global hiring.

Additional Multiplier Alternatives

Beyond the primary six alternatives, a number of other EOR and global hiring platforms offer specialized strengths that make them worth considering in certain contexts. 

1. Skuad is a fast-growing HR platform with a strong foothold in Asia and emerging markets. It supports hiring in more than 160 countries and is priced from $199 per employee per month, making it particularly attractive for tech startups expanding across Asia. 
2. FoxHire focuses on contingent workforce management and staffing agency needs, operating in around 80 countries with compliance tailored for sectors like healthcare and education, which rely heavily on contract talent. 
3. Globalization Partners (G-P) is one of the oldest and most established providers, with coverage across 180+ countries. Its premium pricing, often over $1,000 per employee per month, makes it best suited for large enterprises in highly regulated industries. 
4. Rippling combines HRIS, IT management, payroll, and EOR in one platform, covering 50+ countries with more than 600 app integrations, which appeals to mid-sized businesses seeking to consolidate HR and IT operations. 
5. Papaya Global takes a tech-forward approach, supporting 160+ countries and offering AI-driven payroll automation, analytics, and compliance visibility—features that make it a strong fit for finance teams treating payroll as a strategic function.

Detailed Comparison of Key Features

Provider	Coverage	Payroll & Payments	Compliance & Security	Onboarding & HR Tools	Pricing (EOR / Contractor)
Tarmack	150+ countries	Multi-currency payroll, API sync	GDPR-aligned, local compliance	Fast onboarding, immigration & recruiting support	$199 / $25	Startups & SMBs scaling affordably
Multiplier	150+ countries	Multi-currency, basic payroll	Local partner compliance	Core payroll & HR only	$400 / $40	Companies testing EOR at mid-tier pricing
Deel	100+ countries	Multi-currency + crypto, 600+ integrations	SOC 2, ISO 27001, strong IP	Self-service portal, equity mgmt, time-off tracking	$599–699 / $49	Tech firms, scale-ups needing automation
Remofirst	150+ countries	Multi-currency payroll, fast payouts	Meets basics, fewer certifications	Dedicated support, streamlined UI	$199 / $25	Budget-conscious startups and SMBs
Oyster	180+ countries	Multi-currency payroll, localized benefits	GDPR compliance, equity tools	Remote-first parity benefits, modern UX	$599–699 / $29	Remote-first companies prioritizing equity
Remote	~70 countries (owned entities)	Multi-currency + crypto, payroll automation	SOC 2, IP Guard, high compliance	Owned-entity onboarding, relocation support	$599–699 / $29	Mid-to-large firms needing high security
Velocity Global	185+ countries	Multi-currency, consultative payroll	SOC 2, ISO 27001, high-touch legal	White-glove onboarding, concierge support	From $599+ / Quote-based	Enterprises with complex compliance
Papaya Global	160+ countries	AI-driven payroll automation, analytics	SOC 2, ISO 27001, GDPR	Analytics dashboards, HRIS integrations	$599–650 / Add-on for contractors	Finance teams & data-driven HR leaders

Choosing the Right EOR for Your Business

When evaluating Employer of Record (EOR) alternatives, use this checklist to spot a partner who can actually support your global workforce:

• Entity Ownership: Do they own entities in your target countries, or rely on third parties?
• Payroll Services: Can they run compliant, multi-currency payroll with transparent breakdowns?
• Compliance Proof: Do they proactively share how they stay on top of local labor laws?
• Onboarding Speed: What’s the average time from contract signing to employee start date?
• Cost Transparency: Is the full cost model (taxes, benefits, FX, one-offs) clearly laid out?
• HR Management Tools: Do they offer employee portals, integrations, and reporting dashboards.
• Support SLAs: Is there a named account manager with guaranteed response times?
• Scalability: Can they handle both small market tests and large-scale expansions?
• Exit Flexibility: What happens if you move employees to your own entity later?
• Employee Experience: Will your hires get reliable benefits, local compliance, and on-time pay?

If an EOR can’t confidently check all these boxes, they’re not a safe long-term partner.

Trends in the Global EOR Market

The Employer of Record (EOR) industry has exploded: valued at $4.59 billion in 2024, it’s projected to hit $8.30 billion by 2033, growing at a solid 6.8% CAGR. Another estimate shows a similar trajectory: $4.42 billion in 2024 to $7.80 billion by 2033 at 6.5% CAGR.

Regional Momentum

• North America commands the largest slice, holding about 39% of global EOR activity.
• Asia‑Pacific is the fastest-growing region, fueled by startups and firms tapping developer talent across India, SEA, and beyond.

What’s Driving the Surge

• Remote hiring is now the baseline: a majority of SMEs (around 47%) use EOR platforms to enter new markets without setting up entities.
• Cloud-native tools are winning: over 61% of EOR solutions are now SaaS-based, with multilingual onboarding and real-time compliance capabilities. 

Also Read: The Future of EOR

What This Means for You

Choose an EOR partner that gives you global workforce growth while keeping you safe from costly mistakes.

If you’re evaluating EOR alternatives in 2025, the decision comes down to five essentials:

• Compliance you can verify: not vague promises.
• Transparent payroll costs: no surprises buried in fees or FX spreads.
• Scalability: a partner who can keep up with your growth into new regions.
• Employee experience: localized benefits and smooth onboarding.
• Reliable support: not just at signup, but every time a compliance or HR management issue comes up.

At Tarmack, we’ve built our platform to be the most versatile of all Multiplier alternatives: affordable, transparent, and backed by real human support. Before you commit elsewhere, see how Tarmack helps you scale globally without surprises.

Request a Demo now.