Top 5 EOR Providers for Remote Companies

Managing a distributed team across different countries comes with real headaches—local tax codes, employment laws that change from one border to the next, and the constant worry about staying compliant. An Employer of Record (EOR) steps in as the legal employer on paper, handling the paperwork and regulations while you focus on actually working with your team.

We’ve spent time looking at how different EOR providers support remote companies specifically. Here’s what we found about the ones that actually make international hiring manageable.

How We Looked at These EOR Providers

We focused on what matters when you’re building a remote team across borders:

Geographic reach: Which countries they operate in and how well they know each market
Speed of setup: How quickly you can actually get someone on payroll
Compliance handling: Their track record with local employment laws
Platform usability: Whether the software gets in your way or helps
Support quality: Can you get real help when something goes wrong
Pricing clarity: Hidden fees or straightforward costs
Remote work features: Tools built for distributed teams, not adapted from traditional models

Quick Overview of the Top 5

1. Borderless AI: Best for AI-Powered Global Operations

Borderless AI built their platform around automation from the start, not as something tacked on later. If you’re tired of chasing compliance updates or manually processing benefits enrollment, this is worth looking at.

What Makes It Different

Smart compliance monitoring: The system watches regulatory changes across all 170+ countries and flags when you need to adjust something. No more surprise compliance issues months later.

HRGPT assistant: Your team can ask benefits questions in 170+ languages and get answers immediately. “How does parental leave work here?” gets a real answer, not a ticket to HR.

No advance deposits: Most EORs want you to park 1-2 months of salary upfront. Borderless doesn’t, which makes a real difference when you’re scaling quickly and watching cash flow.

Quick enrolment: New hires finish benefits setup in about 3 minutes instead of the usual 20+ minute process. The system guides them through country-specific options without confusion.

Owned entities everywhere: They have their own legal entities in all 170+ countries rather than using third-party partners. This matters when something needs fixing—no finger-pointing between vendors.

What It Costs
$399 per employee monthly, covering everything—benefits administration, contracts, payroll, tax filings, compliance, onboarding, and access to their AI assistant. No separate fees for benefits management or surprise charges.

The bigger savings come from not tying up capital in advance deposits. For a 20-person distributed team, that’s roughly $200,000 you’re not parking with an EOR.

The Reality Check

What works well:

• Compliance issues get caught before they become problems
• Real legal entities in every country, not partner arrangements
• Cash flow benefits from zero advance deposits
• Genuinely helpful AI that reduces back-and-forth with support
• Benefits packages stay current with local market standards
• Transparent pricing structure

Where it falls short:

• Costs more than basic providers
• Benefits customization varies by country
• Provider networks still growing in some regions

Who Should Consider This

You’re a good fit if you’re expanding into multiple countries at once, you care about getting compliance right, or you’re frustrated with manual processes at other EORs. Also makes sense if cash flow matters (and when doesn’t it?) or if your HR team isn’t stacked with international expertise.

2. Plane: Best for Startups Getting Started

Plane focuses on making international hiring approachable for companies doing it for the first time. They’ve cut out complexity in favor of getting the essentials right.

What They Offer

Pre-built packages: Country-specific benefits that cover legal requirements and market norms without overwhelming you with choices.

Benefits calculator: Shows exactly what’s required versus optional in each country, with actual costs. No guessing games.

Clear documentation: Benefits explanations in normal language, not HR jargon. Reduces the “what does this mean?” messages to your team.

Self-service portal: Both you and your employees can manage benefits selections without constant support tickets.

Startup-focused advisors: Their support team understands resource constraints and doesn’t assume you have an HR department.

Pricing Structure

$299 per employee monthly with no hidden charges. Their website has a calculator that shows exactly what’s included for each country—refreshingly transparent.

Includes country-compliant benefits, the admin platform, employee portal, ongoing compliance monitoring, and basic support.

Trade-offs

Advantages:

• Price works for early-stage budgets
• Setup doesn’t require HR expertise
• Benefits costs are predictable
• Responsive support that understands startups
• Documentation actually helps instead of confusing

Limitations:

• Less room for customization than premium options
• Fewer enhanced benefits in some countries
• Reporting features are basic
• Benefits advisory is limited compared to full-service providers

Right Fit For

Early-stage companies making their first international hires, teams without dedicated HR staff, or anyone who wants predictable costs and quick setup over extensive options.

3. GEOR: Best for Benefits Customization

GEOR lets you tailor benefits packages more than most EORs while keeping you compliant. If your hiring strategy depends on standing out with benefits, they’re worth considering.

Core Features

Flexible framework: More customization options than typical EORs—you can add non-standard benefits that matter to your team while staying legal.

Healthcare tiers: Multiple levels of health insurance per country, from meeting requirements to premium coverage.

Market data: Benchmarking tools show what competitors offer by country and industry, helping you position your packages strategically.

Employee portal: Dedicated space where your team selects options and manages their coverage without bothering HR.

Dependent coverage: Simplifies adding family members to benefits, which gets complicated in many countries.

Retirement flexibility: Options beyond standard local requirements for countries where that matters.

Coverage spans 160+ countries with an emphasis on flexibility within compliance boundaries.

Cost Breakdown

$379 monthly per employee for standard service with benefits included. Premium tier at $479 adds enhanced options and more customization.

Covers customized or standard packages, compliance monitoring, employee portal, health insurance admin, and retirement plan management.

Honest Assessment

Strengths:

• More customization than most competitors
• Multiple healthcare options per country
• Useful benchmarking data for decisions
• Good employee benefits interface
• Handles dependent coverage well
• Flexibility for non-standard benefits
• Solid compliance despite customization

Weaknesses:

• Higher cost reflects customization capabilities
• Implementation takes longer (3-5 days typical)
• More complex setup than streamlined providers

Best Suited For

Companies competing for talent in tight markets, organizations with specific coverage requirements, teams with internationally distributed families, or businesses using benefits as a key differentiator.

4. Asanify: Best for Integrated HRMS

Asanify combines EOR services with a full HRMS platform, so everything lives in one system instead of juggling multiple tools.

Key Capabilities

Unified platform: Employee data, benefits enrollment, and administration in one interface. No switching between systems or duplicate data entry.

AI chatbot: Integrates with Slack, Teams, and WhatsApp. Your team asks benefits questions and gets immediate answers without involving HR.

24-hour onboarding: New hires complete benefits enrollment within a day—among the fastest available.

Round-the-clock support: Human support available 24/7 for questions the AI can’t handle.

Contractor benefits: Optional packages for contractors alongside employees, unusual in the EOR space and helpful for mixed teams.

Mobile-first design: Employee app with high usability ratings gives your team easy access to benefits information from anywhere.

Rated #1 for usability among EOR services, particularly for benefits administration.

Pricing Model

$349 per employee monthly, with HRMS and benefits administration included across all plans. Includes full EOR services, integrated HRMS, benefits enrollment, AI chatbot, and 24/7 support.

Bundle pricing available if you have both employees and contractors.

Balanced View

What works:

• One system eliminates multiple platforms
• Top-rated user experience for admins and employees
• AI reduces support burden for common questions
• 24/7 availability for urgent issues
• One-day implementation
• Strong mobile experience
• Contractor benefits for mixed workforces

What doesn’t:

• Coverage less comprehensive in smaller countries
• Fewer customization options than specialists
• Advanced analytics require higher pricing tier

Good Match For

Companies wanting unified HRMS and benefits, organizations with employees and contractors globally, remote-first cultures needing self-service tools, teams using Slack or Teams, or businesses with limited HR resources.

5. Wisemonk: Best for India-Focused Hiring

Wisemonk specializes exclusively in India with deep knowledge of the country’s employment landscape. If you’re building a team there, they know the territory.

What They Handle

Complete statutory compliance: Manages India’s mandatory benefits—EPF, ESI, gratuity, professional tax—with careful attention to detail.

Optimized health insurance: Multiple options tailored to Indian market expectations, including coverage for dependents and parents (particularly valued there).

48-hour onboarding: Full setup with all benefits in two days versus the typical week-long process.

Equipment handling: Purchases and delivers work equipment, integrating it into the overall package.

Professional development: Integrated training programs, aligning with India’s emphasis on career growth.

Specialized leave management: Handles India’s specific requirements—casual leave, privilege leave, festival holidays.

The interface is designed around Indian regulations specifically, making compliance straightforward even if you’ve never hired there.

Cost Structure

$299 per employee monthly for full-service EOR in India with comprehensive benefits. Volume discounts at 10+ employees.

Includes statutory benefits compliance, health insurance administration, leave management, payroll processing, tax filings, and HR support.

The Full Picture

Advantages:

• Unmatched India expertise
• Fast two-day onboarding
• Strong compliance track record
• Good relationships with top Indian insurers
• Competitive local pricing
• High-touch support with India specialists
• Integrated professional development benefits

Disadvantages:

• Only operates in India
• Limited flexibility for highly custom packages
• Smaller company with fewer enterprise features

Right Choice For

Companies hiring primarily in India, businesses needing fast compliant implementation there, organizations wanting deep local expertise over generalist providers, or startups building engineering or support teams in India.

How EOR Providers Handle Remote Work Realities

Remote companies have different needs than traditional businesses with satellite offices. Here’s what actually matters:

Compliance across jurisdictions: Every country has its own employment rules. Good EOR providers track these so you don’t need to become an expert in dozens of legal systems.

Benefits that make sense locally: What attracts talent in Germany looks different from Brazil or Singapore. The right provider knows local market expectations and helps you compete for talent in each location.

Time zone coverage: When your team spans continents, you need support that doesn’t keep office hours in one time zone.

Self-service tools: Your distributed team can’t walk down the hall with questions. Platforms need to actually answer common questions without creating support tickets.

Currency and payment handling: Getting benefits paid correctly in local currencies with proper timing across countries is harder than it sounds.

Understanding EOR Pricing for Remote Teams

Pricing structures vary more than you’d think. Here’s what you’ll encounter:

All-inclusive pricing: One fee covers everything including benefits. Easier to budget.

Base plus benefits markup: A base fee plus percentage on benefits costs (usually 2-15%). Can add up.

Tiered by service: Basic compliance at one price, enhanced options cost more.

What affects your actual costs:

• Country complexity: Brazil and France cost more than simpler regulatory environments
• Benefits level: Statutory minimums cost less than competitive packages
• Team size: Volume discounts typically start around 10-20 employees
• Commitment length: Annual commitments sometimes get discounts versus month-to-month

Typical ranges by provider type:

• Budget options: $199-$299 (basic compliance)
• Mid-range: $299-$450 (statutory plus standard market benefits)
• Premium: $450-$600+ (full customization)

Making the Choice

The right EOR provider depends on your specific situation:

Borderless AI works for companies expanding across multiple countries who want smart automation and strong compliance without parking cash upfront.

Plane fits early-stage teams making their first international hires who need simplicity and clear costs.

GEOR suits companies using benefits as a competitive advantage and needing customization flexibility.

Asanify makes sense for organizations wanting everything in one platform with strong user experience.

Wisemonk is the clear choice for India-focused hiring when you want deep local expertise.

Think about which countries you’re hiring in, how fast you’re growing, your budget reality, and whether customization matters to your hiring strategy. Most providers offer demos—actually trying the platform reveals a lot more than marketing pages do.