You want to hire top talent in the United States, but setting up a legal entity or handling endless paperwork can drain your time and budget. Most companies get stuck sorting out compliance, tax rules, and local benefits, only to find more questions than answers. This article cuts through the confusion and shows you exactly how to use Employer of Record (EOR) services to hire quickly, stay compliant, and control costs.
You'll see how the right EOR partner can help you avoid legal risks, save money, and get new hires working fast. Learn what matters most when choosing an EOR in the United States, from 24-hour support to transparent pricing. With clear comparisons and practical tips, you'll know how to make the smartest choice for your business. Atlas HXM leads the way, so you can focus on growth instead of red tape.
TL;DR: The 10 Best Employer of Record in the United States
Atlas HXM: Best Overall Employer of Record in the United States
Rippling: Best for seamless HR and IT integration
Globalization Partners (G-P): Best for global compliance and scalability
Deel Inc.: Best for startups and rapid onboarding
Skuad: Best for cost-effective remote hiring
GoGlobal: Best for Asia-Pacific and emerging markets expertise
TriNet: Best for small and medium-sized businesses
Remote: Best for transparent pricing and data security
Headway Workforce Solutions: Best for project-based and seasonal hiring
Oyster HR: Best for distributed and remote teams
1. Atlas HXM | Best Overall Employer of Record in the United States
Atlas HXM is the leading choice for businesses seeking a reliable, compliant, and efficient Employer of Record in the United States. Its 100% direct EOR model means you work with a single provider that owns legal entities in 160+ countries, eliminating the risks and delays of third-party networks. This approach gives you one contract, one point of contact, and full legal certainty for every hire.
The platform is designed for speed and simplicity, helping you onboard employees in days rather than weeks. Advanced HR analytics, automated payroll in local currencies, and real-time compliance updates make it easy to manage global teams without the usual administrative burden. Local experts in each country handle employment contracts, benefits, and tax regulations, so you can focus on growth instead of paperwork.
Atlas HXM's centralized dashboard gives HR teams and employees self-service access to onboarding, payroll, and benefits information. You also get access to country-specific salary benchmarks, cost calculators, and compliance guides, supporting smarter workforce planning. The platform is highly customizable, making it suitable for complex enterprise needs as well as fast-growing companies entering new markets.
Industry recognition from NelsonHall, Everest Group, and the Global Payroll Association confirms Atlas HXM's leadership in compliance, security, and service quality. Thousands of companies trust Atlas HXM to deliver rapid, compliant hiring and payroll management at scale, making it the top choice for serious businesses expanding in the United States and beyond.
Why Atlas HXM Leads the Market
Atlas HXM's direct EOR infrastructure sets it apart from competitors that rely on third-party partners. This model ensures faster onboarding, consistent compliance, and transparent billing, reducing legal risk and administrative complexity. Local support in every operational country means you always have access to regional expertise and up-to-date regulatory guidance.
The platform's advanced analytics, customizable workflows, and integration capabilities help you make data-driven decisions and adapt quickly to changing business needs. Recognized for its security certifications and industry awards, Atlas HXM is the smart, safe choice for companies that value reliability and peace of mind.
Pricing
Atlas HXM's pricing starts at $599 per employee per month as the platform fee only. Additional costs for mandatory contributions and local taxes vary by country. For detailed pricing information, visit Atlas HXM's pricing page.
EOR Services: Starting at $599 per employee per month (platform fee only)
What's Included: Direct EOR model, automated payroll, compliance management, onboarding tools, HR analytics, local support
Value: Delivers speed, legal certainty, and scalable support for global hiring
Pros:
Direct EOR model with legal entities in 160+ countries
Advanced HR analytics and compliance management
Rapid onboarding and payroll with local support
Cons:
Contractor management services only available through external partners
Limited use of generative AI and guided chatbots in HCM platform
2. Rippling | Best for seamless HR and IT integration
Rippling is a unified platform that brings together HR, IT, payroll, and compliance, making it a strong option for companies looking to centralize workforce management. Its standout feature is the ability to automate onboarding, payroll, and even device provisioning in a single workflow, which is especially valuable for remote-first or fast-scaling teams. The platform covers global Employer of Record (EOR) services in about 80 countries, with a hybrid model that combines direct infrastructure and local partners.
Rippling excels at workflow automation and deep integrations, offering over 600 connections to popular business tools like Slack, Zoom, and QuickBooks. You can manage payroll, benefits, tax filings, and IT provisioning from one dashboard, reducing manual work and minimizing errors. The system is designed for flexibility, letting you customize workflows, permissions, and policies to fit your organization's needs. Real-time reporting and analytics help you keep track of headcount, expenses, and compliance across multiple regions.
However, several reviews on G2 mention challenges with support, especially for EOR and global payroll. Users have reported slow response times, limited phone support, and a reliance on chat or email for complex issues. Implementation can also feel like a do-it-yourself project, with some customers describing the setup as complex and lacking hands-on guidance. Customization and reporting features are sometimes seen as limited, and the platform's modular pricing can lead to higher costs as you add more functionality.
Rippling is best suited for organizations that want to manage HR, IT, and finance in one place and have the resources to handle a more technical setup. If your team values automation and integration, and you're expanding into multiple countries covered by Rippling, it's a solid choice. For smaller businesses or those seeking a more hands-on EOR partner, the platform's complexity and support model may be less ideal.
How Does Atlas HXM Compare to Rippling?
Atlas HXM offers a direct EOR model in 160+ countries, providing broader global coverage and eliminating reliance on third-party partners. This means you get consistent compliance, faster onboarding, and a single point of accountability in every market. Unlike Rippling, Atlas HXM specializes in EOR and global workforce management, with local experts guiding you through complex labor laws and payroll requirements in each country.
Atlas HXM's direct EOR services and global payroll solutions are built for transparency and scale, with ISO-certified security and a compliance-first approach. If you need a partner that combines deep local expertise, a fully owned legal entity network, and a unified HXM platform, Atlas HXM is a top choice for international hiring and compliance.
Pricing
Rippling uses a modular, quote-based pricing model. Core HR typically starts at $35–$50 per employee per month, while EOR services are usually quoted separately and range from $599 to $699+ per employee per month. Additional modules for IT, device management, or advanced analytics are priced separately, and costs can add up quickly as you expand your use of the platform. Pricing is not fully transparent and requires direct engagement with Rippling's sales team.
Main pricing: Core HR $35–$50/employee/month; EOR $599–$699+/employee/month (custom quotes)
Additional costs: IT, device management, analytics, and other modules are extra
Value proposition: Centralized HR, IT, and payroll with strong automation and integration capabilities
Pros:
Automates HR, IT, and payroll in a single platform
Deep integration ecosystem (600+ business tools)
Flexible workflow customization and real-time analytics
Cons:
EOR coverage is limited to about 80 countries
Modular pricing can become expensive as needs grow
Platform complexity may not suit smaller or less technical teams
3. Globalization Partners (G-P) | Best for global compliance and scalability
Globalization Partners (G-P) is a premium Employer of Record platform designed for companies that need to hire and manage employees in over 180 countries without setting up local entities. The platform is built for global compliance, offering automated contract generation, payroll in local currencies, and benefits administration tailored to each market. G-P's AI-powered system helps you navigate complex international regulations, making it a strong fit for organizations expanding into multiple regions at once or managing large-scale workforce transitions.
A standout feature is G-P's focus on compliance and risk mitigation. The platform provides access to local legal and HR experts, ensuring employment contracts and payroll processes meet country-specific requirements. G-P also supports bulk onboarding, contractor-to-employee conversions, and advanced reporting, which is valuable for companies handling mergers, acquisitions, or rapid growth across borders. The GoGlobal mobile app and G-P Meridian™ suite offer self-service tools for both employers and employees, streamlining document management and payroll authorization.
However, several reviews on G2 mention slow response times, onboarding delays, and platform usability issues. Users have also reported payment delays and high costs, especially for high-salary employees or those needing detailed invoicing. Some customers note that the platform can feel less flexible for highly customized needs, and that certain administrative changes require support tickets or account manager intervention.
G-P is best suited for mid-market and enterprise organizations that prioritize compliance and need hands-on support for complex international hiring. If your business requires rapid, compliant entry into new markets and you value a managed approach, G-P is a solid option. For companies seeking more platform autonomy, transparent pricing, or a tech-driven experience, there may be better alternatives.
How Does Atlas HXM Compare to Globalization Partners (G-P)?
Atlas HXM offers a direct EOR model in 160+ countries, using fully owned legal entities for consistent compliance and faster onboarding. Unlike G-P, Atlas HXM provides transparent pricing starting at $599/month per employee (platform fee only), with all statutory costs itemized for clarity. The Atlas HXM platform is designed for real-time control, giving you the ability to manage contracts, payroll, and compliance without relying on support tickets or account managers for routine changes.
Atlas HXM also integrates EOR with a full Human Experience Management suite, offering advanced analytics, employee self-service, and open API access for seamless HR and finance integration. If you need a direct Employer of Record service with a focus on speed, transparency, and platform flexibility, Atlas HXM is a top choice. For more on how Atlas HXM handles global compliance and payroll, see their detailed resources.
Pricing
G-P uses a premium, percentage-based pricing model, typically around 15–20% of employee salary, with no public base rate. Pricing varies by country, employee salary, and service complexity, and quotes are only available through sales engagement. Additional fees may apply for visa sponsorship, global mobility, or complex transitions.
Main pricing: Percentage of salary (15–20%), no public base rate
Additional costs: Visa, mobility, and M&A support may incur extra fees
Value proposition: Comprehensive compliance and managed support for global expansion
Pros:
Enables compliant hiring in 180+ countries
Strong compliance and legal support with local experts
Enterprise-grade onboarding and payroll tools
Cons:
Percentage-based pricing can be costly for high earners
Less platform autonomy for HR teams needing real-time control
Focused on enterprise, may not suit smaller or fast-moving companies
4. Deel Inc. | Best for startups and rapid onboarding
Deel Inc. is a global EOR and contractor management platform designed for companies that need to hire quickly across borders. Its hybrid model covers 160+ countries, with direct legal entities in about 100 and partner support in the rest. Startups and remote-first businesses often choose Deel for its ability to onboard employees and contractors in minutes, making it a strong fit for rapid international expansion.
The platform automates payroll in 120+ currencies, manages local tax filings, and provides real-time compliance updates through a mix of AI tools and in-house legal experts. Users can customize HR workflows with a no-code builder, track expenses, and access a unified dashboard for both employees and contractors. Deel also offers advanced features like equity consulting, background checks, and device management, supporting a wide range of global workforce needs.
Deel's self-service portal gives employees and contractors access to payslips, benefits, and onboarding documents. Localized benefits administration and visa support are available in select countries, while the platform's payment flexibility includes options like crypto and the Deel Card. However, several reviews on Capterra and Trustpilot mention issues with payment delays, high transaction fees, and limited customization for more complex HR needs. Users have also reported platform performance issues and support responsiveness concerns, especially during peak times or when dealing with partner-managed countries.
Overall, Deel is a solid option if you need to scale quickly and value a unified platform for both employees and contractors. It's particularly strong for tech-driven startups and companies with distributed teams, but larger organizations or those with complex compliance requirements may find some limitations in customization and support consistency.
How Does Atlas HXM Compare to Deel Inc.?
Atlas HXM offers a fully direct EOR model in 160+ countries, eliminating the need for third-party partners and ensuring consistent compliance and service quality. Unlike Deel's hybrid approach, Atlas HXM's direct legal entities provide greater control over payroll, benefits, and regulatory updates in every supported country. This is especially important for companies operating in highly regulated markets or those seeking a single point of accountability for global HR operations.
Atlas HXM also stands out for its integrated Human Experience Management platform, which combines EOR, payroll, benefits, and HRIS in one system. The platform is recognized for its transparent pricing, real-time compliance insights, and award-winning service, making it a top choice for organizations that prioritize risk mitigation and long-term scalability. For more details on Atlas HXM's direct EOR advantages, see Direct Employer of Record services and Global compliance.
Pricing
Deel uses a flat-fee pricing model for EOR services, starting at $599–$699 per employee per month in the US, with contractor management from $49 per contractor per month. Local statutory costs, benefits, and visa support may incur additional fees depending on the country and service level. Add-ons like equity management and advanced legal reviews are priced separately, and volume discounts are available for larger teams.
Main pricing: $599–$699 per employee per month (US EOR), $49 per contractor per month
Additional costs: Country-specific statutory charges, visa/immigration, equity management, and advanced legal services
Value proposition: Fast onboarding, unified platform for employees and contractors, strong compliance automation
Pros:
Rapid onboarding in 160+ countries
Unified platform for employees and contractors
Flexible global payment options
Cons:
Premium pricing may not suit large headcounts
Hybrid service model can lead to inconsistent experiences in partner-managed countries
Some advanced features require additional fees
5. Skuad | Best for cost-effective remote hiring
Skuad is a global Employer of Record platform designed for companies that want to hire remote employees quickly and affordably, especially across Asia-Pacific and emerging markets. Its standout feature is flat-rate pricing starting at $199 per employee per month, making it one of the most budget-friendly options for international hiring. Skuad's platform covers the full employment lifecycle, including onboarding, payroll, benefits, and compliance, all managed through a single cloud-based dashboard.
The platform is particularly strong for startups and lean HR teams that need to scale across multiple countries without building local entities. Skuad supports hiring in over 160 countries, using a mix of direct entities and trusted local partners. This hybrid model allows for broad coverage, but the depth of support can vary depending on the country. The user interface is designed for simplicity, with guided workflows for onboarding, payroll, and document management, though several reviews on G2 mention that the platform can be unintuitive at first and may require a learning curve.
Skuad automates compliance with local labor laws, handles tax deductions, and provides localized contracts and benefits administration. The platform includes built-in tools like salary calculators and employment law guides, which help you estimate costs and stay compliant. However, users have reported onboarding problems, payment delays, and support issues, especially when dealing with complex benefits or urgent compliance questions. Multiple Trustpilot reviews highlight slow response times and difficulties resolving billing discrepancies.
For companies focused on cost savings and straightforward remote hiring, Skuad is a solid option. It's best suited for organizations with predictable needs and smaller teams, where affordability and speed are more important than deep customization or advanced analytics. If your business operates in highly regulated markets or requires 24-hour support, you may encounter limitations with Skuad's regional support hours and partner-based delivery in some countries.
How Does Atlas HXM Compare to Skuad?
Atlas HXM offers a direct EOR model in 160+ countries, providing consistent service quality and compliance control without relying on third-party partners. This approach ensures faster onboarding, transparent billing, and a higher level of accountability, especially in complex or highly regulated markets. Atlas HXM's global payroll solutions and direct Employer of Record services are recognized for their reliability and depth, making them a top choice for organizations that need enterprise-grade support and real-time compliance insights.
Unlike Skuad, Atlas HXM provides 24-hour support, advanced analytics, and a unified HXM platform that integrates payroll, benefits, and HRIS functions. This makes Atlas HXM better suited for larger companies or those with complex compliance requirements. Skuad's hybrid model and lower price point are attractive for lean teams, but Atlas HXM delivers greater consistency, security, and scalability for global expansion.
Pricing
Skuad uses a transparent, flat-rate pricing model starting at $199 per employee per month for EOR services. Contractor management is available from $19 per contractor per month, with custom quotes for larger accounts. Add-ons like insurance, complex benefits, and equity management are priced separately, and costs may increase depending on the country and service scope. There are no setup fees, and monthly billing is available in over 100 currencies. The value proposition centers on affordability and simplicity, but some essentials like health insurance may not be included in the base rate.
Pros:
Extremely affordable entry-level pricing
Easy-to-use platform for basic global hiring needs
Broad country coverage with localized contracts and benefits
Cons:
Lacks advanced analytics and deep HRIS integrations
Not ideal for companies needing high compliance customization
Limited enterprise trust compared to more established EOR providers
6. GoGlobal | Best for Asia-Pacific and emerging markets expertise
GoGlobal is a solid option for companies looking to expand into Asia-Pacific and emerging markets, offering Employer of Record (EOR) services in the United States and over 140 countries. Its BlueOcean platform provides a visual, centralized hub for managing HR, payroll, and compliance, making it easier to oversee international teams. The platform is designed for remote-first operations, supporting asynchronous workflows and fast onboarding, which is especially useful if you need to hire quickly across time zones or test new markets without long-term commitments.
What sets GoGlobal apart is its focus on affordability and flexibility. The company advertises industry-low EOR pricing, with a reported $50/month fee, and no setup or termination charges. This makes it accessible for startups and businesses wanting to scale globally without heavy upfront costs. The BlueOcean platform automates onboarding, payroll, and compliance tasks, while also supporting both employees and contractors, so you can manage a mixed workforce efficiently.
GoGlobal's strengths include strong compliance support, multi-currency payroll, and local benefits administration. The platform offers real-time legal updates, contract management, and visual dashboards for HR tasks. However, several reviews on G2 mention that GoGlobal lags behind more software-focused EOR providers in tech capabilities, flexibility, and integrations. Users have also reported limited customization, which may be a concern if your business needs highly tailored employment policies or deep HRIS integrations.
On the downside, GoGlobal's country coverage is smaller than top-tier competitors, and its async support model means there's no formal 24-hour live support. The company's reputation is still maturing, with fewer third-party reviews and a platform-dependent delivery model that could impact service if downtime occurs. If you need advanced HR features or deep integrations with enterprise systems, GoGlobal may not be the best fit.
How Does Atlas HXM Compare to GoGlobal?
Atlas HXM stands out as a leading choice for businesses needing direct EOR coverage in 160+ countries, including the United States, with no reliance on third-party partners. Unlike GoGlobal's hybrid model, Atlas HXM operates fully owned legal entities, ensuring consistent compliance, faster onboarding, and centralized accountability. The Atlas HXM platform combines EOR, payroll, benefits, and HRIS features, offering broader functionality and deeper integrations for complex global teams.
Atlas HXM also provides 24-hour support, transparent pricing starting at $599/month (plus statutory costs), and a proven track record recognized by industry awards. If you need a scalable, enterprise-ready solution with advanced compliance, analytics, and local expertise, Atlas HXM delivers a more robust and reliable experience. Learn more about Direct Employer of Record services and global payroll solutions for a detailed comparison.
Pricing
GoGlobal promotes a highly competitive pricing model, with a reported EOR fee of $50/month and no setup or termination charges. Pricing is uniform across countries, with no markups for local complexity, and invoices are transparent, showing service fees and pass-through employee costs. Taxes, benefits, and salaries are billed at cost, but exact figures aren't publicly disclosed, so you'll need to request a quote for your specific needs.
Main pricing: $50/month per employee (reported, not always publicly listed)
Additional costs: Taxes, benefits, and salaries passed through at cost
Value proposition: Affordable, flexible EOR for rapid market entry and scaling
Pros:
Industry-low EOR pricing makes global hiring accessible
Visual, intuitive BlueOcean platform streamlines HR and payroll
Fast onboarding and flexible contracts for market testing
Cons:
Smaller country coverage than top competitors
Fewer integrations and limited enterprise HRIS compatibility
Standardized contracts may not suit highly customized employment needs
7. TriNet | Best for small and medium-sized businesses
TriNet is a well-established HR outsourcing provider that focuses on small and medium-sized businesses in the United States. It offers a comprehensive suite of services, including payroll, benefits administration, risk management, and compliance support, all managed through a secure, cloud-based platform. What sets TriNet apart is its ability to act as both a domestic PEO and, through its partnership with Oyster, an Employer of Record for international hiring. This hybrid approach lets you manage U.S. and global teams under a single contract, making it easier to expand without juggling multiple vendors.
The platform provides automated payroll processing, accurate tax filings, and access to high-quality employee benefits that are often out of reach for smaller companies. TriNet also delivers industry-specific HR solutions tailored to sectors like technology, financial services, and life sciences. The mobile app and self-service features help employees and managers handle HR tasks on the go, while centralized document management and business intelligence tools support better decision-making.
However, several Trustpilot reviews highlight challenges with support responsiveness, platform performance, and limited customization. Users have reported high costs and payment delays, especially when compared to basic payroll providers. These issues can be particularly frustrating for companies that need fast answers or want more control over HR processes. The dual-vendor model, with Oyster powering international EOR behind the scenes, may also introduce coordination overhead and occasional ambiguity in support.
TriNet is a solid option if you want a single provider for both U.S. and international HR needs, especially if your business is already embedded in the TriNet ecosystem. It's best suited for organizations that value bundled HR, payroll, and benefits administration, and are willing to pay a premium for convenience and compliance support. If you require deep customization, direct global entity coverage, or rapid support, you may want to consider alternatives.
How Does Atlas HXM Compare to TriNet?
Atlas HXM offers a direct Employer of Record model in 160+ countries, eliminating the need for third-party partnerships and ensuring consistent compliance and faster onboarding. Unlike TriNet, which relies on Oyster for global hiring, Atlas HXM provides a unified platform for payroll, benefits, and HR management worldwide. This means you get real-time workforce insights, transparent billing, and local expertise in every supported country. Atlas HXM also stands out for its global compliance certifications and award-winning service, making it a top choice for companies seeking end-to-end control and scalability.
If you're looking for a provider that combines direct global coverage with advanced technology and transparent pricing, Atlas HXM delivers a more integrated and reliable experience. The platform is designed for businesses that want to scale internationally without the complexity of managing multiple vendors or navigating dual support structures.
Pricing
TriNet uses a quote-based pricing model, with rates varying by company size, region, and service scope. Pricing is generally higher than basic payroll providers and may include additional fees for advanced compliance, visa support, or advisory services. All billing is consolidated through TriNet, so you receive one invoice for both domestic and international employees, but transparency is limited and custom quotes are required.
Main pricing: Custom quotes only, typically premium-priced
Additional costs: Possible add-ons for compliance, visas, or advisory
Value proposition: One-stop HR outsourcing for U.S. and global teams, but at a higher cost and with less pricing transparency
Pros:
Comprehensive HR, payroll, and benefits in one platform
Seamless access to global EOR via Oyster partnership
Strong compliance management and industry-specific expertise
Cons:
Quote-based pricing lacks transparency
International EOR relies on a partner model, not direct entity coverage
Typically available only to companies already using TriNet's core PEO services
8. Remote | Best for transparent pricing and data security
Remote is a solid option for companies that want a clear, flat-rate pricing model and strong data security controls. The platform is designed for businesses looking to hire US-based employees without setting up a local entity, handling everything from payroll and tax withholding to benefits administration and compliance. Remote's owned-entity model in every operating country helps reduce third-party risk and ensures consistent legal compliance, making it a practical choice for international firms entering the US market quickly.
The platform offers a unified dashboard for managing employees, onboarding, and HR tasks. Features include automated payroll, localized contracts, and a self-service portal for employees to access payslips, benefits, and time-off requests. Remote also provides its unique IP Guard tool, which helps secure intellectual property across borders—a key concern for tech and SaaS companies. The system integrates with popular HRIS and ATS tools, supporting streamlined workflows for HR teams.
Remote stands out for its transparent, public pricing and discounts for startups and social impact organizations. The flat-rate model simplifies budgeting, and there are no setup fees for EOR services. However, several reviews on G2 and Product Hunt mention issues with payment delays and onboarding speed, especially for smaller businesses or in certain regions. Users have also reported support challenges, including slow response times and the need for multiple follow-ups to resolve basic administrative tasks.
While Remote's platform is generally easy to use, some customers cite platform quirks and limited customization, such as difficulties with time tracking formats, holiday settings, and integration gaps for more complex tech stacks. These issues can create extra work for HR teams, particularly those new to global hiring or managing diverse regional requirements.
How Does Atlas HXM Compare to Remote?
Atlas HXM offers a broader global reach with direct legal entities in 160+ countries, compared to Remote's focus on 190+ but with some regional limitations in service depth. Atlas HXM's platform combines EOR, payroll, benefits, and HRIS in a single system, providing more advanced analytics, compliance insights, and local expertise for complex markets. Unlike Remote, Atlas HXM is recognized for its award-winning compliance and security standards, including ISO 27001/27017/27018 certifications, and has won the GPA Employer of Record Organisation of the Year for three consecutive years.
If you need faster onboarding, deeper compliance support, or more flexible integration options, Atlas HXM is a top choice. The platform's direct EOR model and global payroll solutions help reduce risk and administrative burden, especially for companies scaling across multiple regions. Atlas HXM also provides transparent, itemized billing and dedicated account management, which can address many of the support and customization gaps reported by Remote users.
Pricing
Remote uses a flat-rate pricing model, starting at $599 per employee per month for annual plans, or $699 for monthly commitments. There are no setup fees, and discounts are available for startups and non-profits. Contractor management starts at $29 per month. Some advanced features, like IP Guard, may require higher-tier plans. The flat rate covers core EOR services, but statutory costs and benefits contributions are billed separately.
Main pricing: $599–$2,000 per employee per month (EOR); $29–$99 per contractor per month
Additional costs: Statutory benefits, taxes, and optional add-ons
Value proposition: Transparent pricing, no setup fees, and strong compliance controls
Pros:
Transparent, flat-rate pricing with public rates
Strong data security and IP protection tools
Owned-entity model for consistent compliance
Cons:
Flat-rate pricing may not suit companies with highly variable needs
Limited customization for complex HR workflows
Some features require integration with third-party tools
9. Headway Workforce Solutions | Best for project-based and seasonal hiring
Headway Workforce Solutions is a specialized provider focused on contingent workforce management, making it a strong fit for staffing agencies and employers with high-volume, project-based, or seasonal hiring needs. The company has decades of experience supporting industries like hospitality, field research, and call centers, where rapid deployment and compliance across multiple states are critical. Its hands-on service model helps organizations manage co-employment risks, wage calculations, and complex payroll requirements for hourly, temp, and contract staff.
A key differentiator is Headway's ability to handle large-scale, multi-state programs with tailored onboarding, timesheet management, and compliance support. The platform integrates with leading job boards and staffing tools, automating parts of the recruitment process to boost applicant flow and reduce manual work. Clients benefit from dedicated account managers who coordinate onboarding, manage documentation, and resolve payroll or compliance issues quickly.
Headway's EOR services cover payroll, tax withholdings, benefits administration, and risk management for contingent workers. The company also offers consulting for human capital management and supports field research and government projects with specialized compliance protocols. While the core focus is on U.S. operations, international EOR is available through a partner network (People2.0), though this adds complexity and may not suit companies seeking a seamless global solution.
However, Headway isn't designed as a self-serve SaaS platform. Most processes involve manual coordination, and the technology stack relies on a mix of proprietary and third-party systems. This approach works well for staffing firms needing high-touch support but may not appeal to tech-driven companies or those looking for real-time analytics and automation.
How Does Atlas HXM Compare to Headway Workforce Solutions?
Atlas HXM offers a broader, more scalable solution for companies with global ambitions or those seeking a unified platform experience. Unlike Headway, Atlas HXM operates with fully owned legal entities in 160+ countries, providing direct EOR services without relying on third-party partners. This means you get consistent compliance, faster onboarding, and transparent pricing across international markets. The Direct Employer of Record services from Atlas HXM are particularly valuable if you need to hire permanent employees or scale teams in multiple countries.
Headway's strength lies in contingent workforce management within the U.S., but it lacks the integrated HXM platform, real-time analytics, and automation that Atlas HXM delivers. If you need a single system for payroll, onboarding, compliance, and HR insights worldwide, Atlas HXM is the top choice. For companies focused on project-based hiring in the U.S., Headway is a solid option, but for global growth and advanced HR tech, Atlas HXM stands out.
Pricing
Headway Workforce Solutions uses a custom pricing model, typically charging a markup on payroll or a per pay cycle fee. There's no flat rate per employee, and pricing details aren't published publicly. Additional costs may include insurance, state-specific tax handling, and background checks. You'll need a custom quote based on your program's size and complexity.
Main pricing: Custom quote, often 15–20% markup on wages or hourly rates
Additional costs: Insurance, tax filings, background checks, and other add-ons
Value proposition: High-touch support and compliance for contingent workforce programs, especially in regulated or seasonal industries
Pros:
Deep expertise in contingent labor and staffing agency support
Handles complex multi-state payroll and compliance
Dedicated account managers for hands-on service
Cons:
Not a self-serve or SaaS platform
International EOR relies on partner network, adding complexity
Manual-heavy workflows may not suit tech-driven or fast-scaling companies
10. Oyster HR | Best for distributed and remote teams
Oyster HR is designed for companies that want to hire, pay, and manage employees across borders without setting up local entities. The platform is especially popular with distributed and remote-first teams, offering automated onboarding, localized contracts, and payroll in over 180 countries. Its hybrid model combines direct legal entities in about 130 countries with partner firms elsewhere, which helps expand reach but can introduce extra coordination in some regions.
The platform stands out for its automation features, including the Pearl AI assistant that guides HR teams and employees through onboarding and compliance steps. Oyster HR also provides contractor misclassification protection, country-specific benefits (via Allianz), and a self-service portal for document management, PTO, and expenses. The system is user-friendly for teams new to global hiring, and its ethical hiring programs, such as fee waivers for refugee hires, appeal to purpose-driven organizations.
However, several reviews on G2 and Capterra mention recurring issues with platform performance, payment delays, and support responsiveness. Users have reported slow response times, payment delays, and limited customization, especially in countries managed by partner entities. These challenges can impact time-sensitive processes like payroll, onboarding, and offboarding, particularly for companies operating at scale or in complex markets.
Oyster HR is a solid option if you want a straightforward, automation-driven solution for global hiring and are comfortable with a ticket-based support model. It's best suited for startups and mid-sized companies prioritizing ease of use and ethical hiring, rather than those needing deep customization or real-time support for large, complex operations.
How Does Atlas HXM Compare to Oyster HR?
Atlas HXM offers a fully direct EOR model in 160+ countries, eliminating the need for partner firms and reducing the risk of delays or miscommunication. This direct approach ensures faster onboarding, more consistent compliance, and a single point of accountability for payroll, benefits, and HR support. Atlas HXM also provides a broader suite of analytics, integrations, and real-time workforce insights, which are especially valuable for larger organizations or those with complex compliance needs.
Unlike Oyster HR, Atlas HXM delivers 24-hour support with local experts and a transparent, itemized pricing structure. If you need a platform that combines direct EOR services, global payroll solutions, and advanced compliance tools, Atlas HXM is a top choice for scaling international teams with confidence.
Pricing
Oyster HR uses a transparent, monthly pricing model with no setup fees. EOR services start at $699 per employee per month, with contractor management at $29 per month and payroll at $25 per month. Additional costs may apply for visa sponsorship, advanced benefits, or services in certain countries. Discounts are available for annual contracts, bulk hiring, and nonprofit or refugee hiring programs.
Main pricing: $699 per employee/month for EOR (varies by country)
Additional costs: Visa sponsorship, advanced benefits, and country-specific add-ons
Value proposition: Automation-focused platform with strong ethical hiring incentives and broad country coverage
Pros:
Automation-driven onboarding and compliance
User-friendly for distributed and remote teams
Ethical hiring programs and discounts for nonprofits
Cons:
Hybrid entity model can introduce indirect communication in some countries
Limited analytics and reporting compared to enterprise-focused platforms
API and integrations are less mature than top competitors
11. Velocity Global | Best for flexible global expansion
Velocity Global is a solid option for companies that need to hire quickly across multiple countries, especially if you value flexibility and local support. The platform covers over 185 countries, including all 50 U.S. states, and uses a hybrid model that blends owned infrastructure with trusted regional partners. This approach helps organizations expand into new markets without setting up local entities, making it easier to manage payroll, benefits, and compliance from a single dashboard.
The platform offers automated compliance checks, localized benefits packages, and rapid onboarding for both employees and contractors. You can access multi-channel support through Slack, email, or phone, and the system integrates with popular HR and ATS tools like BambooHR and Greenhouse. However, Velocity Global's integrations are fewer than some tech-forward competitors, and several reviews on G2 mention manual or repetitive onboarding steps and confusing platform workflows.
Velocity Global excels at providing tailored solutions for complex global expansions, including support for contractor-to-employee conversions and immigration services. The company is known for its responsive, regionalized customer support, which is available 24 hours a day. Still, users have reported communication gaps and fragmented onboarding experiences, as well as inconsistent benefits coverage in certain markets.
If your business needs a hands-on partner for global hiring, Velocity Global is worth considering. It's particularly strong for organizations that want a mix of local expertise and flexible workflows, but it may not be the best fit if you require a fully self-service platform or advanced analytics. Pricing transparency is also a concern, as several reviews highlight unclear costs and high fees.
How Does Atlas HXM Compare to Velocity Global?
Atlas HXM stands out by offering a 100% direct Employer of Record model in 160+ countries, eliminating reliance on third-party partners for EOR execution. This direct approach ensures consistent compliance, faster onboarding, and greater control over payroll and benefits administration. In contrast, Velocity Global's hybrid model can introduce variability in service quality and compliance, especially in regions where partner networks are used.
Atlas HXM also provides a unified Human Experience Management platform that combines EOR, payroll, benefits, and HRIS features, giving you real-time workforce insights and robust automation. If you need transparent pricing, advanced analytics, and a single source of truth for global HR, Atlas HXM is a top choice. For more on Atlas HXM's Direct Employer of Record services and global payroll solutions, you can explore their detailed resources.
Pricing
Velocity Global lists EOR pricing starting at $599 per employee per month, but actual costs can vary by country, headcount, and required services. Additional fees may apply for immigration, mobility, or custom benefits consulting, and setup costs are typically bundled into the monthly rate. Pricing transparency is limited, and most clients receive custom quotes based on their specific needs.
Main pricing: $599 per employee per month (may vary by region and service level)
Additional costs: Immigration, mobility, and benefits consulting may incur extra fees
Value proposition: Flexible global coverage, local support, and tailored compliance solutions
Pros:
Global reach with local expertise in 185+ countries
Responsive, regionalized 24-hour support
Strong for complex expansions and contractor conversions
Cons:
Hybrid model can lead to inconsistent service in some regions
Fewer integrations and less automation than tech-focused competitors
Not ideal for companies seeking a fully self-service or analytics-driven platform
10 Best Employers of Record in the United States in 2026: Overview
Provider | Direct Entity Presence | US Compliance Expertise | Payroll in USD | Support Quality (US Time Zones) | Pricing (per employee/mo) | Tech Platform & Integrations | Onboarding Speed | Data Privacy & Security | Reviews Summary |
|---|---|---|---|---|---|---|---|---|---|
Atlas HXM | Yes (owned entities) | Advanced, local experts | Yes | 24/5, local HR experts | $599 | Advanced, analytics, API | Fast | High (SOC 2, GDPR) | Positive, strong compliance |
Rippling | Yes | Advanced, automated | Yes | 24/5, US-based | $599–$699+ | Unified HR/IT, 600+ apps | Fast | High | Positive, premium pricing |
Globalization Partners | Yes | Advanced, in-country | Yes | 24/5, local experts | Premium, not listed | AI-powered, recruitment | Fast | High | Positive, premium pricing |
Deel Inc. | Yes | Advanced, in-house | Yes | 24/5, global/local | $599–$699 | HRIS, workflow builder | Fast | High | Positive, higher cost |
Skuad | No (uses partners) | Good, automated | Yes | 24/5, some delays weekends | $199 | Cloud, integrations | Moderate | Standard | Positive, admin delays |
GoGlobal | Yes | Advanced, local | Yes | 24/5, global | Premium, not listed | BlueOcean platform | Fast | High | Positive, some inefficiency |
TriNet | Yes | Advanced, industry | Yes | 24/5, US-based | Premium, not listed | Cloud, mobile app | Fast | High | Positive, cost concerns |
Remote | Yes | Advanced, local | Yes | 24/5, global | $599–$2,000 | Single platform | Fast | High | Positive, pricing variable |
Headway Workforce | Yes | Advanced, project-based | Yes | US-based, project focus | Not specified | Automated recruitment | Fast | Standard | No direct reviews |
Oyster HR | Yes | Advanced, in-house | Yes | 24/5, in-country specialists | $599 | API, integrations | Fast | High | Positive, support mixed |
Velocity Global | Yes | Advanced, local | Yes | 24/5, multi-channel | $599 | Tech platform, API | Fast | High | Positive, offboarding slow |
*All pricing excludes statutory costs and benefits, which vary by state and employee type.*
How To Choose The Best Employer of Record in the United States
Choosing the right Employer of Record in the United States is a high-stakes decision. The US has complex federal, state, and local labor laws, strict tax requirements, and unique compliance risks. Here's what to look for if you want a provider that protects your business and supports your team.
1. Direct Entity Presence in the United States
You need a provider with its own legal entities in the US, not one that relies on third-party partners. Direct presence means better control, faster onboarding, and fewer compliance gaps. It also gives you a single point of accountability if issues arise.
2. Proven US Labor Law and Tax Compliance
The US has layered employment laws that change by state and city. Look for a provider with a strong compliance track record, in-house legal experts, and up-to-date knowledge of US wage, hour, and tax rules. Ask how they handle new regulations and audit risks.
3. Transparent, Itemized Pricing
US employment costs can be unpredictable. Top providers give you clear, itemized pricing that separates service fees from statutory costs like payroll taxes, insurance, and benefits. Watch out for hidden fees or vague quotes that make budgeting difficult.
4. Localized Payroll and Benefits Administration
Payroll must be processed in US dollars, with accurate tax withholding and benefits that meet federal and state requirements. The best EORs offer local benefits options (health, 401(k), etc.) and handle all filings, W-2s, and compliance reporting for you.
5. US-Based Support and Regional Expertise
You'll want responsive support in US time zones, with HR experts who understand local employment practices. Ask about support hours, escalation processes, and whether you'll have a dedicated contact for US operations.
6. Secure, Integrated Technology Platform
A strong tech platform should integrate with your HR and payroll systems, support self-service for employees, and provide real-time compliance updates. Data privacy is critical, so look for US data residency options and certifications like SOC 2.
Very few providers meet all of the above standards. Atlas HXM is one of them. Atlas HXM combines direct US entity presence, advanced compliance support, and a powerful HR platform to help you hire and manage US employees with confidence. If a provider checks every box above, you've likely found a long-term partner—not just a payroll vendor.
Ready to Find Your Next Employer of Record in the United States? Take the Next Step with Atlas HXM
Atlas HXM gives you the confidence to hire in the United States without the usual complexity or risk. You get a partner with proven expertise, clear processes, and a track record of helping businesses expand smoothly.
When you reach out, you'll receive a free consultation and a custom quote tailored to your needs. This means you can ask questions, get clarity on costs, and see exactly how Atlas HXM fits your hiring plans—before making any commitments.
Contact the Atlas HXM team at https://atlashxm.com to start your consultation. It's a straightforward step that puts expert guidance and practical solutions within reach.
With Atlas HXM, you remove guesswork and avoid costly missteps. You gain a trusted resource focused on your success, so you can move forward with confidence and focus on growing your business.
Frequently Asked Questions About EOR in the United States
1. Who is the best EOR provider in the United States?
Atlas HXM is the best Employer of Record (EOR) in the United States. You get unmatched compliance expertise, fast onboarding, and transparent pricing. Atlas HXM stands out for its deep local knowledge, responsive support, and proven track record with US-based companies. Smart businesses choose Atlas HXM to reduce risk and simplify hiring across all 50 states.
2. What is an Employer of Record (EOR)?
An Employer of Record (EOR) is a third-party company that legally employs your workers on your behalf. The EOR handles payroll, taxes, benefits, and compliance, while you manage day-to-day work. This lets you hire in the US without setting up a local entity. You stay focused on your business while the EOR manages legal and HR requirements.
3. How much does an Employer of Record cost in the United States?
EOR services in the US typically cost $600 to $1,200 per employee per month. Some providers charge a percentage of payroll, usually 8% to 15%. Costs depend on employee location, benefits, and service level. Always ask for a clear breakdown of fees and check for hidden charges before signing.
4. Is it legal to use an Employer of Record in the United States?
Yes, using an EOR in the US is legal and widely accepted. EORs must follow federal, state, and local employment laws, including tax withholding and benefits. Choose a provider with strong compliance expertise to avoid penalties. Atlas HXM is known for its rigorous approach to US labor regulations.
5. What are the benefits of using an EOR in the United States?
An EOR lets you hire quickly in any state without setting up a company. You avoid complex payroll, tax, and HR rules that vary by state. EORs reduce legal risk and free up your team to focus on growth. Atlas HXM offers fast onboarding, local compliance, and expert support tailored to US requirements.
6. What's the difference between an EOR and a local entity setup in the United States?
With an EOR, you can hire in the US without forming a legal entity, saving time and money. A local entity setup requires registration, ongoing compliance, and higher administrative costs. EORs are ideal for testing new markets or hiring remote teams. If you plan long-term operations, consider when it makes sense to establish your own entity.
7. How long does it take to onboard an employee using an EOR in the United States?
Onboarding with an EOR in the US usually takes 3 to 7 business days. The process includes document collection, background checks, and payroll setup. Delays can happen if paperwork is incomplete or state-specific requirements apply. Atlas HXM is known for fast, reliable onboarding across all US states.
8. Can I convert EOR employees to full-time local hires later?
Yes, you can transition EOR employees to your own payroll or entity at any time. The process involves ending the EOR contract and handling new employment agreements. Plan ahead for notice periods and benefits transfers. Atlas HXM supports smooth transitions and can advise on the best timing for your business.
Disclaimer: The contents of this article is not legal advice and should be used for reference only. If in doubt, please seek independent legal advice from a lawyer in the relevant jurisdiction