6 Best Rippling Alternatives for 2026: Cheaper & Better EOR Services Compared
We tested and reviewed the top alternatives so you don't have to.
Robbin Schuchmann
Co-founder, Employ Borderless
What are our top 3 picks?
RemoFirst
Remofirst is a budget-friendly global EOR platform offering international hiring solutions in 180+ countries, known for its straightforward pricing and efficient onboarding.
Visit RemoFirst
Multiplier
A tech-forward global EOR platform offering cost-effective employment solutions.
Visit Multiplier
Remote
Talent is everywhere — opportunity is not. Remote mission is to create opportunity everywhere, empowering employers to find and hire the best talent.
Visit RemoteIf Rippling isn’t the right fit, the next question is what actually is. Alternatives exist at every price point, but they don’t all solve the same problems.
Based on our 2026 ratings, the best Rippling alternatives are RemoFirst, Multiplier, and Remote.
The differences show up in what they charge, how they handle onboarding, and where they draw the line on included services.
This review looks at six EOR providers positioned as Rippling competitors. We’ll break down rates, coverage, and operational details that shape day-to-day experience once you’re past the sales call.
Editorial note: By using our partner links, you'll get exclusive discounts and the best available offers we've negotiated while also supporting our efforts to provide unbiased comparisons of global hiring solutions.
Which providers made our shortlist?
Here's a quick overview of all 6 providers. Scroll down for detailed reviews of each.
| # | Provider | Our rating | EOR pricing | |
|---|---|---|---|---|
| 1 | | 9.3/10 | From $199/mo | Visit site |
| 2 | | 9.1/10 | From $400/mo | Visit site |
| 3 | | 8.9/10 | From $599/mo | Visit site |
| 4 | | 8.9/10 | From $179/mo | Visit site |
| 5 | | 8.7/10 | From $599/mo | Visit site |
| 6 | | 8.9/10 | From $599/mo | Visit site |
RemoFirst
Remofirst is a budget-friendly global EOR platform offering international hiring solutions in 180+ countries, known for its straightforward pricing and efficient onboarding.
RemoFirst is an Employer of Record (EOR) service that lets companies hire and pay international employees without setting up local legal entities. Founded in 2021 by Nurasyl Serik and Volodymyr Fedoriv, this San Francisco company has attracted smaller businesses and startups with $39 million in funding.
When you use RemoFirst, they technically "hire" through their local entities in 180+ countries. RemoFirst handles the legal employment paperwork, local tax compliance, payroll processing, and benefits administration, while you manage the day-to-day work. This setup saves the 3-6 months and $15,000-$50,000 usually needed to set up foreign entities.
The platform serves two main purposes:
- Full EOR services for companies hiring employees internationally
- Contractor management for businesses working with global freelancers
Pricing and coverage
| Employer of record | From $199/mo |
| Contractor management | From $25/mo |
| Country coverage | 185+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Lowest EOR pricing available
- Fast employee onboarding
- Complete compliance handling
- Affordable contractor management
- No surprise costs
- Global benefits program
- Simple interface
Cons
- Limited reporting
- Fewer integrations
- Missing features (young platform)
- Limited country customization
Multiplier
A tech-forward global EOR platform offering cost-effective employment solutions.
Multiplier is an Employer of Record (EOR) and a global employment platform. Companies use it to hire and manage international team members without establishing local entities.
Sagar Khatri, Amritpal Singh, and Vamsi Krishna founded the company in 2020. It's headquartered in New York, United States, and has secured over $77 million in funding since launch.
How Multiplier works
Multiplier manages employment operations across 150+ countries.The core services they offer are:
- Compliance management: Multiplier manages local employment laws and requirements.
- Payroll processing: International payments run through the system.
- Benefits administration: Companies can provide employee benefits without setting up local programs.
- Contractor management: Businesses can manage both full employees and contractors in one place.
Most companies can start hiring internationally within days instead of waiting months for entity setup.
Regional strength in Asia-Pacific
Multiplier is a great fit for small to medium-sized businesses and startups entering global markets.The platform shows particular strength in the Asia-Pacific region.
Benefit for clients: Companies hiring in Singapore, Australia, or Japan get better localized support than they'd find with most global providers.
Helpful reads: Best Employer of Record (EOR) for startups
Pricing and coverage
| Employer of record | From $400/mo |
| Contractor management | From $40/mo |
| Country coverage | 164+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Lower EOR rates
- Asia-Pacific expertise
- Fast onboarding
- Multi-currency payroll
- Strong compliance handling
- No setup fees
Cons
- Unintuitive platform layout
- Slower email support
- Limited customization
Remote
Talent is everywhere — opportunity is not. Remote mission is to create opportunity everywhere, empowering employers to find and hire the best talent.
Remote is an Employer of Record (EOR) service that helps companies hire international employees without creating local entities.
It was founded in 2019 by Job van der Voort and Marcelo Lebre, both former GitLab executives. The company has raised more than $500 million and expanded quickly. They now support hiring in over 190 countries.
The platform manages the full employment cycle through a centralized dashboard (compliant contracts, onboarding, payroll, benefits, taxes, and termination).
A key standout: owned entities
Remote stands out in the industry because they own and directly operate legal entities in each country instead of relying on third-party partners, which is not the case with all providers.This wholly owned structure gives the company full control over employment tasks and compliance.
What it means for potential clients: Remote is a good fit for businesses that prioritize compliance and risk management when expanding into new markets because the platform keeps employment responsibilities in-house.
Pricing and coverage
| Employer of record | From $599/mo |
| Contractor management | From $29/mo |
| Global payroll | From $29/mo |
| Country coverage | 186+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Own-entity model
- Superior IP protection
- Transparent flat-rate pricing
- Extensive human resources (HR) coverage
- Custom benefits packages
- Recently launched global payroll solution
Cons
- Costs more than budget options
- Limited customization options
- Basic reporting capabilities
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Hire With Columbus
Affordable EOR service from $179/month per employee.
Hire with Columbus is an Employer of Record (EOR) service that enables companies to hire and pay international employees without establishing local legal entities. Operating as a high-volume discount provider, Columbus has positioned itself as the most affordable EOR solution by leveraging bulk purchasing power.
When you use Hire with Columbus, they technically employ workers through their partner entities in 185+ countries. Columbus manages the legal employment paperwork, local tax compliance, payroll processing, and benefits administration, while you handle day-to-day work management. This arrangement saves the 3-6 months and $15,000-$50,000 typically required for foreign entity establishment.
The platform serves two primary functions:
- Full EOR services for companies hiring employees internationally
- Contractor management for businesses working with global freelancers
Hire with Columbus operates through strategic partnerships with established EOR providers, negotiating bulk rates based on aggregate client volumes. This model allows them to offer premium services at significantly reduced costs while maintaining compliance standards across all jurisdictions.
Pricing and coverage
| Employer of record | From $179/mo |
| Contractor management | From $25/mo |
| Country coverage | 185+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Industry's lowest pricing
- Quick employee onboarding
- Compliance management
- Budget-friendly contractor services
- Transparent flat-rate pricing
- International benefits administration
Cons
- Limited platform ownership
- Basic reporting functionality
Oyster
Oyster HR is a B Corp certified global employment platform that helps companies hire talent in 180+ countries with automated compliance and onboarding in as fast as 48 hours.
Oyster HR is an Employer of Record (EOR) and a global employment platform that allows companies to hire and manage international workers in more than 180 countries without setting up local legal entities. Founded in 2020, the company focuses on supporting distributed teams.
Oyster’s services include international employment contracts, payroll processing, benefits administration, and ongoing local compliance in each country where it operates.
Focus on employee experience
Oyster places more emphasis on the employee experience than traditional EOR providers.Alongside core employment services, the platform includes Oyster Academy for professional development, as well as tools designed to support onboarding and cross-cultural collaboration.
What it means for clients: Oyster acts as more than a compliance partner. The platform is designed to help companies build and maintain engaged global teams, not just employ them on paper.
Typical customers
Oyster primarily serves mid-market and enterprise companies with 50 or more employees, but I've also seen a few startups in their customer base.The limiting factor here is the higher rate for Employer of Record (EOR) services.
The platform attracts companies that value consistency, employee satisfaction, and long-term retention, even when that means paying more than low-cost EOR alternatives.
Pricing and coverage
| Employer of record | From $599/mo |
| Contractor management | From $29/mo |
| Global payroll | From $25/mo |
| Country coverage | 88+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Employee development
- Designed for remote teams
- Strong global coverage
- Simple compliance tracking
- Built-in cost calculator
- Ethical employment standards
Cons
- Premium rates
- Add-on costs
- Limited self-service
Deel
Deel helps businesses hire and manage international teams in 150+ countries.
Deel is an Employer of Record (EOR) and a global payroll platform. Companies use it to hire, pay, and manage international contractors and full-time employees without setting up local entities.
Alex Bouaziz, Shuo Wang, and Ofer Simon founded the company in 2019. Deel is headquartered in San Francisco and has raised more than $980 million in seven funding rounds.
The platform is now valued at $17.3 billion.
How Deel works
Deel supports hiring and payroll across more than 150 countries.Companies typically use the platform for the following services:
- Employer of Record (EOR): Deel becomes the legal employer in the target country while the client manages the day-to-day work
- Contractor management: Allow clients to hire, manage, and pay independent contractors in multiple countries through a single platform.
- Contractor of Record (COR): Deel takes on the liability, manages all HR/admin, and handles the risk for you.
- Global payroll: Clients submit payroll data and approve it in one dashboard, and Deel handles taxes, deductions, and currency conversions automatically.
What stood out in my tests
In my tests of the platform, the onboarding stood out for its simplicity and speed.In most cases, contracts are generated automatically based on the country, reviewed right on the platform, and approved in a few steps.
What it means for clients: Deel clients can hire in established markets within days. They’re also likely to find better contract standardization, clear compliance guidance, and faster onboarding compared to smaller regional providers.
Pricing and coverage
| Employer of record | From $599/mo |
| Contractor management | From $49/mo |
| Global payroll | From $29/mo |
| Country coverage | 88+ countries |
Third-party ratings
Key features
Pros and cons
Pros
- Owned legal entities
- Multi-currency payroll services
- Automated compliance tracking
- Contractor of Record service
- Localized benefits packages
- 24/7 support across multiple channels
- Unified platform
Cons
- Premium pricing
- Support delays during peak periods
- Limited reporting
How do these providers compare on pricing and ratings?
| Provider | EOR | Contractor | Payroll | G2 rating | Countries |
|---|---|---|---|---|---|
| $199/mo | $25/mo | — | 4.6 | 185+ |
| $400/mo | $40/mo | — | 4.7 | 164+ |
| $599/mo | $29/mo | $29/mo | 4.6 | 186+ |
| $179/mo | $25/mo | — | 5.0 | 185+ |
| $599/mo | $29/mo | $25/mo | 4.4 | 88+ |
| $599/mo | $49/mo | $29/mo | 4.8 | 88+ |
How do we rate these providers?
These scores come from our 10-category rating system applied to every provider review. Rankings in this listicle also factor in editorial judgment for the target audience, pricing, and real-world suitability — not just the overall score.
| Category | RemoFirst | Multiplier | Remote | Hire With Columbus | Oyster | Deel |
|---|---|---|---|---|---|---|
| Features | 9.4 | 9.4 | 9.0 | 8.8 | 8.5 | 9.4 |
| Country coverage | 9.5 | 9.1 | 9.6 | 9.2 | 9.3 | 9.1 |
| Pricing | 9.7 | 9.0 | 8.1 | 9.6 | 8.2 | 8.6 |
| User experience | 9.5 | 8.9 | 8.7 | 8.9 | 9.0 | 8.4 |
| Customer support | 9.2 | 9.2 | 9.0 | 9.3 | 8.7 | 8.7 |
| Integrations | 8.8 | 8.8 | 8.7 | 8.5 | 8.7 | 8.8 |
| Mobile app | — | — | 8.9 | 8.5 | — | 9.0 |
| Analytics & reporting | 8.9 | 8.9 | 8.7 | 8.4 | 8.5 | 8.7 |
| Security | 9.2 | 9.3 | 9.1 | 8.7 | 8.9 | 9.0 |
| Compliance | 9.4 | 9.5 | 9.0 | 9.1 | 8.8 | 9.0 |
| Overall | 9.3 | 9.1 | 8.9 | 8.9 | 8.7 | 8.9 |
Why are our EOR reviews the most reliable & trusted?
Our EOR reviews are the most reliable and trusted due to our evaluation criteria, data sources, and analysis methods. The evaluation criteria, which show that our EOR reviews are the most reliable and trustworthy, are global coverage, service offerings, pricing transparency, and onboarding speed. For instance, when we compare the global coverage, Remote covers 193 countries while Multiplier and Deel cover 150+ countries as mentioned on their official websites.
The data sources used during reviewing EOR companies are official websites of EOR organizations, customer testimonials, and market reports. For instance, the market value of Deel in 2021 was $12 billion, as stated on Forbes, and the market value of Papaya in 2021 was $1 billion, as stated on Fortune. The analysis methods, which make our EOR reviews the most trusted, are comparative analysis, case studies, and expert reviews.
What is an Employer of Record (EOR)?
An Employer of Record (EOR) is a third-party organization which acts as a legal employer on behalf of other businesses to handle the HR functions, such as the payroll, tax compliance, benefits administration, employment contracts, and compliance management. By hiring an Employer of Record (EOR), businesses can use the international talents without the complexities of entity registration in the respective country. EOR organizations have entities in every country, which adhere to the local labor laws while hiring employees and managing their payrolls and benefits.
What are the benefits of using an Employer of Record?
The benefits of using an Employer of Record (EOR) are rapid workforce growth, compliance management, time and cost savings, etc. The EOR handles all the legal and administrative aspects of employees, such as the payroll calculations, tax deductions, and compliance with the local labor laws.
An Employer Identification Number (EIN) for tax reporting is compulsory for businesses to hire the employees as per the Internal Revenue Code (IRC) of the United States. Employer of Record companies act as a legal employer while hiring for businesses and use their EINs for foreign employees, saving businesses from the complexities of establishing entities to use foreign talent.
The benefits of using an Employer of Record are listed below:
Rapid workforce growth
Rapid workforce growth refers to the fast hiring process to expand the business and fulfill the market demands. EOR hires workforce from all over the world as they have business entities in several countries. They manage the employment contracts, payrolls, and benefits according to the labor laws of respective countries, and let organizations focus on the businesses’ growth.
Compliance management
Compliance management refers to a business’s adherence to the labor and employment laws while hiring and managing employees. Businesses with foreign employees face issues to comply with the local rules and regulations regarding compensations, benefits, tax deductions, employment contracts, minimum wages, termination policies, etc. Hiring an EOR simplifies these complexities for businesses as they have entities in multiple countries to comply with the local laws.
Time and cost savings
Time and cost savings mean streamlining the HR processes and saving the operational expenses. EOR saves time and cost of businesses by eliminating the need to establish entities, understanding the local labor laws, and calculating the payrolls after tax deductions.
Accurate payrolls processing
Accurate payrolls processing refers to the correct calculation of pay after tax deductions, bonuses, and benefits addition. The tax deductions, social security contributions, and benefits are different in every country, increasing complexities for businesses. The Employer of Record (EOR) calculates the taxes and handles payroll processes through its automated payroll processing for businesses.
What factors should you consider when selecting an EOR?
The factors that you should consider when selecting an EOR are expertise, cost, legal regulation expertise, regional coverage, communication, and support services. Businesses should set clear goals and mention their requirements and compare them with the features and services of EOR companies.
You should consider the following factors when selecting an EOR:
Expertise
Businesses aiming for global expansion require an expert EOR provider. EOR expertise is deep knowledge and experience in global coverage, international employment, and local labor laws. They can check EOR’s expertise by considering the following factors:
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- Portfolio of collaboration with international clients.
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- Track record of recruiting in the targeted country.
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- Up-to-date information about the labor, tax, and benefits laws.
Cost-effectiveness
You should consider the cost-effectiveness when choosing the EOR for your business. The EOR cost-effectiveness is the economical rates and transparency in the pricing models. The EOR providers offer flat fees per employee and additional costs depending upon the services like hiring, onboarding, training, and offboarding. Businesses should compare the following factors while considering the cost-effectiveness of different EOR companies.
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- What are the pricing models of EOR?
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- Are there extra charges for additional services like compliance, termination, and benefit calculation?
Legal compliance
Businesses working in legally strict countries require an EOR with expertise in employment contracts, tax deductions, payroll calculations, labor and termination policies of the targeted countries. The EOR legal regulation expertise is the ability to interpret and comply with the local employment, tax, and labor laws. You should select the expert EOR in legal regulation by considering the following questions:
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- Do EOR companies have a proper legal team specialized in employment policies of international and local markets?
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- Have EOR organizations worked in the targeted countries?
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- Do their clients face legal penalties due to violation of local labor regulations?
Regional coverage
Businesses aiming to expand globally should check whether EOR companies cover the targeted countries or not. Regional coverage is the number of countries in which EOR companies are providing their services. The EOR companies should have a proven track record of working in the intended countries while complying with all the local labor laws.
Hiring and onboarding
You should check the hiring and onboarding system of EOR companies if your business requires fast and efficient recruitment and expansion of the team. The fast and efficient recruitment enhances the relationship between businesses and their employees. The businesses should check the following things when considering the hiring and onboarding of EOR companies:
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- Process of finding, screening, interviewing, hiring, training, and onboarding.
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- Experience in the local job market.
Smooth employee exits
Businesses require smooth employee exits when they are working in the dynamic markets. EOR’s smooth employee exit refers to the termination of employees while complying with local labor laws and minimizing the legal risks. You should check the EOR’s previous experience of dealing with termination cases in the intended markets.
Software platforms and tech savvy
You should consider the software platforms and tech savvy of the EOR companies if your business has integrated and automated payrolls and digital HR functions. Businesses should check their API integration, use of AI for automation, scalability of the platform, and the user interface of the digital platforms.
Tailored services
Businesses with extensive services should consider an EOR company with tailored services. The EOR’s tailored services are easily customizable and flexible depending upon the requirements of the businesses. You should check their customization options related to employment contracts, benefits, compensation, legal compliance, analytics, and reporting.
Ability to scale
You should consider the ability of EOR services to scale their HR services if your business grows rapidly. The scalability of EOR involves the features, such as the global reach, flexible contracts, automated HR, integrated workforce management system, and smooth onboarding and termination of employees. Businesses should check the previous portfolio of scaling businesses and the features of EOR companies.
Clear and open communication
You should check the communication of the EOR companies when selecting them. They should have clear and open communication both with the businesses and employees, as this builds reliability and trust in the international markets and prevents disruptions during operations. Businesses confirm open and transparent communication through the following ways:
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- You should communicate with their teams and ask questions regarding their terms and conditions.
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- You should read their policies regarding businesses and employees.
Support services
Businesses should consider the customer support services of EOR, such as the multilingual 24/7 customer support and self-service help center. You should confirm that the EOR is providing customer support by the following ways:
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- You should contact them through email and live chat, and figure out the quality of their customer service.
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- You should read the home, support, and contact us page from the official website of EOR companies.
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