As global hiring practices become more complex, HR leaders understand that not all Employer of Record (EOR) providers deliver the same level of service, compliance, or customer experience.
Although Deel has grown in the EOR space, with a presence in 150+ countries, many companies are undoubtedly interested in alternatives that offer better value, more reliable support, and stronger compliance guarantees.
Key pain points reported by Deel's clients include persistent issues with customer support responsiveness, billing irregularities, and payment delays. Additionally, allegations of contractor misclassification and corporate espionage have raised questions about its operational practices and regulatory compliance.
With the global EOR market projected to grow from USD 5.23 billion in 2024 to USD 9.17 billion by 2033, there are immense opportunities for businesses to partner with providers that prioritize transparency, direct service delivery, and genuine partnership for rapid expansion.
Many businesses cite customer support issues, billing irregularities, payment delays, and contractor misclassification as top reasons for seeking alternative EOR providers.
Deel’s reliance on third-party entities introduces slower service, inconsistent regional experiences, and compliance gaps.
Providers with direct ownership of local entities, like Atlas, offer more control, consistency, and reliability.
Strategic partnerships with reliable EOR providers provide benefits like proactive compliance support, better employee experience, data-driven workforce planning, and payroll and legal employment setup.
Atlas’s 100% direct EOR model, superior customer support, transparent pricing, and integrated Human Experience Management (HXM) platform make it ideal for companies seeking long-term global growth and operational stability.
Based on user reviews and expert analyses, here are the common pain points reported by customers using Deel as an Employer of Record (EOR) provider:
Many users report difficulties with Deel's non-dedicated customer support, especially when dealing with complex issues. While routine queries may receive prompt responses, more intricate problems often require escalation, leading to delays. Some users have expressed frustration over repetitive interactions without resolution.
Deel operates using a hybrid EOR model, relying on third-party partners in various countries. This approach can lead to slower issue resolution, inconsistent service quality, and limited control over compliance and employee experience.
While Deel advertises transparent pricing, some users have reported unexpected fees related to currency exchange and withdrawals. The lack of detailed breakdowns can make it challenging for clients to anticipate total costs accurately.
There have been instances where users reported payment delays or account holds without clear communication from Deel. Such issues can disrupt business operations and erode trust in the platform.
Atlas is a better alternative, leveraging a different approach to address the core limitations of indirect EOR models.
100% Direct EOR Model: Unlike Deel's hybrid approach, Atlas owns and operates legal entities in 160+ countries, eliminating third-party intermediaries that slow down service and create compliance gaps. This direct model ensures consistent, reliable service across all markets.
Human Experience Management (HXM): Atlas goes beyond basic payroll and compliance to focus on the employee experience. Our talent onboarding platform integrates seamlessly with comprehensive workforce management tools, creating a unified experience for employers and employees.
Superior Customer Support: Atlas provides dedicated account managers and direct interaction with local experts, eliminating the frustrating chatbot experiences. Clients can speak directly with knowledgeable professionals who can resolve problems immediately.
Comprehensive Compliance: With data insights and compliance tools built for global operations, Atlas ensures adherence to local employment laws without the compliance gaps that can occur with indirect EOR models.
Competitive Pricing: Atlas's EOR pricing is competitive. However, we offer superior service quality and direct entity ownership, which translates into better value for money.
Remote operates wholly-owned entities in 100+ countries, emphasizing direct control over compliance and data protection. It charges $599/month per employee and $29/month per contractor, making it cost-competitive while offering stronger IP protection and compliance oversight.
For companies expanding into Asian markets, Multiplier offers EOR services at $400 per employee monthly, with particular strength in Singapore, Australia, and Japan. Their same-day hiring capability and multi-currency payroll processing make them attractive for rapid expansion.
RemoFirst provides the lowest EOR pricing at $199 per employee monthly, making it 60-75% cheaper than Deel while offering comprehensive compliance handling and rapid onboarding within 5-7 business days.
However, working with low-cost EOR providers can pose significant risks that may outweigh short-term savings. These providers may cut corners on legal compliance, increasing the likelihood of misclassification, tax errors, or violations of local labor laws, thus exposing your company to fines, penalties, or lawsuits.
Additionally, low-cost EORs may lack robust data security protocols, putting sensitive employee and company information at risk. Ultimately, these shortcomings can undermine global workforce stability, productivity, and trust, key factors for sustainable international growth.
A critical distinction among EOR providers is whether they own their entities directly or rely on third-party partners. Direct ownership ensures:
Faster issue resolution
Consistent service quality
Better compliance control
Reduced risk of service disruptions
While broad geographic coverage matters, the quality of service in each country is hugely important. Atlas's presence in 160+ countries with direct entities provides better coverage than competitors with higher country counts but indirect partnerships.
Modern global expansion strategies require seamless integration between EOR services, payroll systems, and HR platforms. Atlas's comprehensive HXM platform eliminates the need for multiple point solutions, reducing complexity and potential integration issues.
Look for providers offering dedicated account management rather than generic chat support. This ensures continuity of relationship and faster resolution of complex issues that require business context and regulatory expertise.
With proper planning, most EOR transitions can be completed within 30-60 days. Key steps include:
Country Review: Review and agree on the type of transfer per country and legal requirements
Gap Analyses: Conduct gap analyses of items like employee benefits
Employee Communication: Transparent communication about the transition process
System Integration: Seamless migration of payroll and HR data
Testing Phase: Pilot programs to validate service quality before full rollout
When switching to a direct EOR like Atlas, companies typically experience:
Improved compliance posture due to direct entity ownership
Better employee satisfaction through enhanced support
Reduced operational risk from eliminated third-party dependencies
More predictable service quality across all markets
PE and VC firms managing portfolio companies across multiple countries benefit from Atlas's consolidated reporting and consistent service delivery across all investments.
As remote work continues to reshape the global workforce, companies need EOR partners who can adapt quickly to changing regulations while maintaining service excellence. Direct EOR providers like Atlas are better positioned to navigate regulatory changes because they maintain direct relationships with local authorities rather than relying on third-party interpretations.
The trend toward more sophisticated employee benefits administration and global mobility solutions favors providers with comprehensive platforms over point solutions cobbled together through partnerships.
Successful global expansions treat EOR providers as strategic partners rather than transactional vendors. This requires:
Proactive compliance monitoring that anticipates regulatory changes
Strategic workforce planning that aligns with business objectives
Employee experience optimization that supports retention and productivity
Data-driven insights that inform expansion decisions
Atlas's approach to human experience management exemplifies this strategic partnership model, combining operational excellence with forward-thinking workforce strategy.
Choosing the right Deel alternative depends on your organization's specific needs, but these factors consistently influence the decision-making process:
Direct entity ownership for better control and compliance
Dedicated account management for personalized service
Comprehensive platform integration to reduce complexity
Transparent pricing without hidden fees
Strategic expertise that extends beyond basic compliance
Companies evaluating Deel's competitors should prioritize long-term partnership potential over short-term cost savings. The hidden costs of poor service, compliance gaps, and operational disruptions often water down any initial savings from budget providers.
Atlas's combination of direct EOR model, comprehensive HXM platform, and strategic partnership approach addresses the core limitations that drive companies away from Deel while providing a foundation for sustainable global growth.
The global employment landscape will continue evolving rapidly, making your choice of EOR partner crucial for long-term success. Organizations that prioritize direct relationships, operational excellence, and strategic partnerships are better positioned to thrive in an increasingly complex regulatory environment.
Learn how a direct EOR model can transform your global workforce management. Contact Atlas today to learn why leading companies are switching from indirect providers to strategic partnership models that deliver real results.
Many companies report inconsistent customer support, delayed payments, and hidden fees. Deel's hybrid model also often leads to slower issue resolution, compliance risks, and service disruptions across different regions.
A direct EOR provider owns legal entities in its operating countries, ensuring faster service, better compliance control, and a more consistent employee experience. Deel often uses third-party partners, introducing complexity, slower responses, and potential compliance gaps.
Yes. Providers like Atlas, RemoFirst and Multiplier offer competitive pricing (starting at $199 per employee/month), strong compliance handling, and efficient onboarding without sacrificing service quality.
The transition can be completed in 30–60 days with a structured approach that includes compliance audits, employee communication, system integration, and testing. Providers like Atlas offer hands-on support to ensure a smooth, low-risk migration.
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