Honest Omnipresent Review 2025: Pros, Cons, Features & Pricing

Omnipresent costs $499 per employee monthly and best serves mid-sized companies looking to expand globally without establishing local entities. Their platform enables companies to hire in over 160 countries while handling all compliance, payroll, and benefits administration.

After testing the platform, I found its comprehensive global employment services particularly valuable for businesses seeking rapid international expansion, though its pricing structure may be prohibitive for smaller startups with limited budgets.

Omnipresent stands out from competitors by offering not just traditional Employer of Record (EOR) services but also Professional Employer Organization (PEO) services in the US and UK, and Virtual Employer Organization (VEO) options for specialized hiring situations.

For companies needing to hire internationally without the complexity of setting up foreign entities, Omnipresent delivers a solid balance of global reach, compliance expertise, and employee management tools—though its premium pricing positions it as a mid-market rather than budget solution.

What is Omnipresent?

Omnipresent is a global employment platform that enables companies to compliantly hire, pay, and provide benefits for international team members without establishing local legal entities. Founded in 2019 and headquartered in London, this relatively young company has quickly established itself as a significant player in the EOR space, now operating across 160+ countries.

The company’s core offering is a comprehensive Employer of Record (EOR) solution that handles all the legal complexities of international employment. When a business uses Omnipresent, they effectively “hire” through Omnipresent’s local entities or partners in each country. Omnipresent becomes the legal employer on record, handling employment contracts, compliance, payroll processing, and benefits administration, while the client company manages the day-to-day work and employee experience.

What distinguishes Omnipresent from many competitors is their range of employment solutions beyond traditional EOR services. The platform offers:

1. Full EOR services in 160+ countries
2. PEO services specifically for the United States and United Kingdom
3. VEO solutions for companies wanting to act as Non-Resident Foreign Employers
4. Contractor management for businesses working with global freelancers

This multi-faceted approach gives businesses flexibility in how they structure their global workforce, adapting to different regulatory environments and business needs.

Company Information

Headquarters

London, United Kingdom

Founders

Guenther Eisinger, Matthew Wilson

Funding

$138M+ (A+B Series)

Founding Date

2019

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What are the key features of Omnipresent?

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$499 per employee/month

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160+ Countries

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Business Hours Support

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4.5/5 G2 Rating

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What are the benefits of using Omnipresent?

Omnipresent pricing

Omnipresent’s pricing structure reflects its positioning as a premium global employment solution rather than a budget option:

EOR service pricing

At $499 per employee per month (starting price), Omnipresent’s EOR service includes:

• Legal employment in the local country
• Payroll processing and tax withholding
• Compliance with local employment laws
• Standard benefits administration
• Contract generation and management
• Ongoing HR support

This pricing applies to most supported countries, though some regions may have different rates based on local complexity and costs.

Additional services pricing

Beyond the core EOR offering, Omnipresent charges for:

• Contractor management: $29 per contractor per month
• PEO services (US/UK only): Custom pricing
• VEO services: Custom pricing
• Additional benefits packages: Varies by country and package

Comparative pricing analysis

To illustrate Omnipresent’s market position, here’s how it compares to leading competitors for managing 10 international employees:

Value considerations

While Omnipresent isn’t the lowest-cost option, several factors influence its value proposition:

• Direct entity coverage: In many countries, Omnipresent maintains direct legal entities rather than working exclusively through partners, potentially offering better service quality and compliance handling.
• Service comprehensiveness: The platform offers broader service options (EOR, PEO, VEO) than many competitors, providing flexibility for different hiring scenarios.
• Support quality: The company offers 24/7 support access with dedicated account managers, though response times may vary by region.
• Platform maturity: Though newer than some competitors (founded 2019), Omnipresent has rapidly developed its platform and service capabilities.

Companies prioritizing service quality and flexibility over absolute cost savings may find Omnipresent’s pricing justified, particularly for complex multi-country hiring needs or in challenging jurisdictions.

User experience & interface

Omnipresent’s OmniPlatform provides the central hub for managing international employees and contractors:

Dashboard design

The main dashboard offers a clean, intuitive overview of employees, contractors, and upcoming payments. Information is logically organized with core functions accessible within 1-2 clicks. The left navigation bar includes separate sections for Employees, Contractors, Company Settings, and Reports, making it easy to find specific functions.

The platform’s minimalist design works well for quick navigation, with clear visual indicators for action items and status updates. This straightforward approach means most users can become proficient with the system relatively quickly, reducing the learning curve for HR teams managing international employees.

Onboarding flow

The employee onboarding process follows a structured workflow:

1. Enter employee details and compensation
2. Select benefits packages
3. Review and approve contract
4. Send to employee for signature
5. Submit documentation for compliance verification

Most onboardings can be completed in 15-20 minutes for standard hires, with the system optimized for typical employment arrangements. For more complex situations, the platform provides additional guidance and support options.

Mobile experience

Omnipresent doesn’t offer a dedicated mobile app, instead relying on a mobile-responsive web interface. This approach works adequately for basic functions but can be more challenging for complex tasks. Users report that submitting time off requests and viewing pay slips works well on mobile, while completing initial onboarding is better suited for desktop.

The mobile experience prioritizes employee self-service functions rather than administrative capabilities, reflecting the likely use cases for mobile access to the platform.

Customization options

The platform offers moderate customization compared to enterprise-focused alternatives. Companies can add their logo and basic brand colors, though extensive workflow modifications are limited. This level of customization is generally sufficient for most mid-sized companies, though larger enterprises with complex processes may find the options somewhat restrictive.

Document templates can be tailored to specific needs, though the degree of customization varies by country due to local compliance requirements. This balanced approach maintains compliance while allowing reasonable personalization of the employee experience.

Customer & technical support

Omnipresent offers a multi-channel support system for customers:

Support channels and availability

Support is available through:

• Email support (24/7)
• Live chat (business hours, with extended coverage)
• Dedicated account manager (business hours only)

Based on user reports and reviews, email response times typically average:

• Basic questions: 2-4 hours
• Complex issues: 8-12 hours
• After-hours support: Next business day for non-urgent matters

Live chat typically connects users with an agent within 5-15 minutes during business hours, making it efficient for straightforward questions that need immediate attention.

Support quality

User reviews suggest support quality varies somewhat based on issue complexity and geographic region:

• Standard processes (onboarding, payroll, basic compliance) generally receive knowledgeable and responsive support
• Country-specific issues sometimes require escalation to specialists, which can introduce delays
• Regions with direct entity coverage typically experience faster resolution than those served through partners

Each client is assigned an account manager who serves as the primary point of contact and helps coordinate more complex support needs. This personalized approach helps maintain consistency in the support experience, though account manager effectiveness can vary.

Equipment and benefits support

Omnipresent handles equipment provisioning through a process that varies by country. Delivery times range from several days to a few weeks depending on location and customs procedures. The platform includes tracking capabilities to monitor equipment status throughout the procurement and delivery process.

Benefits support is comprehensive, with assistance navigating country-specific health insurance options and other benefits requirements. This includes both mandatory benefits management and optional programs to enhance employee packages.

Documentation and self-service

The knowledge base includes:

• Step-by-step guides for common tasks
• Country-specific compliance information
• Video tutorials for core platform functions
• FAQ sections organized by topic

The documentation covers basic functions well, though users may need to contact support for more complex country-specific questions or unusual scenarios. The self-service resources are regularly updated to reflect platform changes and evolving compliance requirements.

Security & compliance

Security and compliance capabilities are crucial considerations when selecting an EOR provider, as they handle sensitive employee data and ensure adherence to international labor laws:

Data security measures

Omnipresent implements robust security practices to protect user data:

• Encryption: The platform uses AES-256 encryption for data at rest and TLS 1.2+ for data in transit, ensuring information remains secure during storage and transmission.
• Access controls: Role-based access controls limit data visibility based on user permissions, with administrators able to customize access levels for different team members.
• Multi-Factor Authentication (MFA): MFA adds an extra security layer beyond passwords, significantly reducing unauthorized access risks.
• Regular security audits: The company conducts quarterly security assessments to identify and address potential vulnerabilities, with SOC 2 Type 1 completion demonstrating commitment to security standards.

These measures align with industry best practices and help protect both company and employee information from security threats.

Compliance capabilities

Omnipresent’s compliance handling covers the essential areas of international employment:

• Employment contract generation: The system creates locally-compliant employment contracts for all supported countries, automatically incorporating required provisions and clauses.
• Tax registration and filings: Omnipresent handles employee tax registration and ongoing tax filings in each jurisdiction, ensuring proper withholding and reporting.
• Statutory benefits: The platform manages mandatory benefits like social security, healthcare contributions, and pension plans according to local requirements.
• Termination compliance: Country-specific termination requirements are managed through the platform, including notice periods, severance calculations, and required documentation.

For standard employment scenarios in most countries, these compliance capabilities work effectively. Companies with highly regulated industries or unusual employment arrangements may require additional consultation with Omnipresent’s compliance specialists.

Data privacy compliance

Omnipresent adheres to key data privacy regulations:

• GDPR compliance: The platform is designed to meet European data protection requirements, including data subject access requests and right-to-be-forgotten provisions.
• CCPA adherence: California Consumer Privacy Act compliance is maintained for applicable data.
• Data retention policies: Customizable data retention settings allow companies to align with their internal policies and local requirements.
• Privacy controls: Employees can access and manage their personal data through the employee portal, supporting transparency and control.

These privacy measures help companies maintain compliance with evolving data protection regulations, an increasingly important consideration for global employers.

Regulatory updates

Omnipresent maintains a dedicated compliance team that monitors regulatory changes across all supported countries. Platform updates and client notifications are issued when significant changes occur, helping companies stay ahead of compliance requirements without constant monitoring.

The company also produces educational resources on international compliance topics, supporting clients in developing their understanding of global employment regulations. This proactive approach helps reduce compliance risks even as employment laws continue to evolve.

What users like

Based on analysis of user reviews, these aspects receive consistent praise:

• Onboarding experience: Many users highlight the straightforward and efficient onboarding process, noting that it simplifies what would otherwise be a complex international hiring procedure.
• Support responsiveness: Several reviews mention positive experiences with the support team, particularly for standard issues, with quick responses for basic questions.
• Global coverage: The extensive country coverage receives positive mentions, particularly from companies hiring across multiple continents simultaneously.
• Contract generation: Users appreciate the speed and accuracy of localized employment contracts, noting that this removes a significant compliance burden.
• Employee experience: Reviews from employees hired through Omnipresent generally report satisfaction with the process and ongoing management.

Common criticisms

The most frequent criticisms in user reviews include:

• Pricing concerns: Some users, particularly from smaller companies, mention that the cost is higher than expected or challenging to justify for limited international hiring.
• Communication delays: Reviews mention occasional delays in communication, particularly when third-party vendors are involved in specific countries.
• Payment processing issues: Some users report inconsistencies with payment processing, particularly for special cases like bonuses or holiday pay.
• Limited integrations: Users request better connections with popular HR, payroll, and accounting software to reduce manual data entry.
• Support for complex issues: While basic support receives praise, some reviews mention longer resolution times for complicated country-specific questions.

The overall sentiment across reviews suggests that Omnipresent delivers good value for companies with standard international employment needs, though businesses requiring extensive customization or operating in challenging jurisdictions may notice limitations.

Omnipresent competitor comparison

Comparing Omnipresent to its competitors helps you understand its position in the market and identify which solution best fits your needs:

For more insights, please read our article: Best Employer of Record 2025

Key Comparative Insights

• Pricing position: Omnipresent sits in the mid-range of the market, offering more premium services than budget options like RemoFirst but at a lower price point than top-tier providers like Deel and Remote.
• Service breadth: Omnipresent offers more varied employment models (EOR, PEO, VEO) than most competitors, providing flexibility for different hiring scenarios.
• Platform maturity: As one of the newer providers (founded 2019), Omnipresent has had less time to develop its platform compared to established players, though it has evolved rapidly.
• Support structure: Most premium providers offer phone support, which Omnipresent lacks, though their 24/7 email availability matches or exceeds several competitors.
• Entity model: Omnipresent uses a mixed approach of direct entities and partners, which can create service variations across countries compared to Remote’s fully-owned model.
• Market focus: While some competitors increasingly target enterprise clients or specific niches, Omnipresent maintains a strong focus on mid-market companies.

For businesses seeking a balance between cost and service quality, with a need for flexible employment models, Omnipresent offers compelling value. Organizations requiring the absolute lowest cost or the most extensive owned-entity network may find alternatives better suited to their specific needs.

Recommendations

After analyzing Omnipresent’s offerings and comparing them with alternatives, certain use cases emerge where Omnipresent appears particularly well-suited:

Ideal for:

1. Mid-sized companies (50-500 employees): Organizations with established HR functions but limited international experience will benefit from Omnipresent’s balance of usability and comprehensive support.
2. Multi-country expansion strategies: Companies planning to hire across diverse regions will appreciate Omnipresent’s broad coverage and consistent service model across countries.
3. Businesses needing employment flexibility: Organizations requiring a mix of EOR, PEO, and contractor relationships will benefit from Omnipresent’s varied solutions under one platform.
4. Companies valuing compliance expertise: Businesses in regulated industries or concerned about international compliance risks will find value in Omnipresent’s strong compliance focus.
5. Organizations with moderate customization needs: Companies seeking reasonable personalization without complex requirements will find Omnipresent’s balance of standardization and flexibility appropriate.

When to consider alternatives:

Certain scenarios might warrant considering alternatives to Omnipresent:

1. Early-stage startups (under 50 employees): Companies with very limited budgets might find RemoFirst’s lower pricing ($199/employee) more accessible, despite fewer premium features.
2. Enterprise organizations (1000+ employees): Larger companies with complex integration and reporting requirements might benefit from enterprise-focused solutions like Rippling.
3. Companies focused primarily on Asia-Pacific: Organizations concentrating hiring in APAC regions might prefer Multiplier, which specializes in this region with stronger local expertise.
4. Businesses prioritizing owned-entity networks: Companies highly concerned about data security and operational consistency might prefer Remote’s fully-owned entity approach.
5. Organizations needing extensive phone support: Businesses that value immediate voice communication for support issues might prefer providers offering comprehensive phone support.

Omnipresent alternatives

Frequently asked questions