Teamed EOR review 2026

Teamed is not the cheapest or the most automated hiring provider, and it’s not trying to win on integrations or features.

The platform is built around human-led service, not the other way around.

I’ve seen this model work well. I’ve also seen it backfire, with companies paying for flexibility they never end up using.

This review gives you a clear view of Teamed’s approach.

You’ll see when it makes sense, where it falls short, and whether it’s the right fit for you.

Teamed designs its services to support continuity as companies move between contractors, EOR, and owned entities.

The key features are:

Teamed provides Employer of Record services in more than 180 countries and supports contractor management globally. The company uses a mix of owned entities and partner networks to operate in different markets, with a strong focus on compliance.

The platform places particular emphasis on Europe and regulated industries.

Compliance guidance comes from local expertise coordinated through Teamed’s service teams rather than automated rules alone.

At a functional level, coverage includes:

• EOR employment across 180+ countries

• Contractor management with global reach

• Payroll processing in more than 50 currencies

• Optional cryptocurrency payments for contractors

Teamed supports compliance through access to local legal specialists who monitor employment law changes and advise on country-specific requirements. The approach prioritizes risk management over speed in more regulated environments.

Teamed uses per-worker monthly pricing with no long-term contracts. Costs scale by service type rather than bundled plans, which makes it easier to adjust as workforce needs change.

Employer of Record services cost €460 per employee per month (about $545 USD).

This covers legal employment across more than 180 countries, including local payroll, tax compliance, statutory benefits, automated payroll processing, contract generation, and continuous HR and legal support.

Pricing sits in the mid-market range and comes in below several premium EOR providers, but it’s still higher than many budget options.

Contractor management costs €45 per contractor per month (about $53 USD).

The service includes the core compliance and payment functions most companies need when working with international contractors:

• Localized contract generation

• Compliant payments in more than 150 currencies

• Tax document handling and invoice approvals

• Ongoing HR and legal support

Global Entity & Employment Operations (GEMO) uses custom pricing.

This service supports entity setup in more than 90 countries, payroll and benefits administration under your own entity, and managed transitions from EOR to entity employment. Final costs depend on country, scope, and operational complexity.

Comparison with other providers

The first table below shows an overview of the rates. The second table lets you compare EOR costs by employee count (use the slider to change the number of employees).

Teamed uses a single dashboard to manage contractors, EOR employees, and staff hired under owned entities. Workflows stay separated by function, so each screen focuses on a specific task.

From my own testing, the main flows are easy to follow.

Onboarding moves step by step, and contract creation stays within one workflow. I didn’tt need to move between sections to complete basic actions.

The key information is visible after logging in, and the calendar view is useful for tracking payroll and employment events.

The platform supports common administrative tasks in one place, including:

• Time-off requests

• Expense submissions

• Document storage

Teamed does not include built-in time and attendance tracking. Companies typically submit time data separately for payroll processing.

Teamed offers support five days a week through email, phone, live chat, WhatsApp, and Slack. Each account works with named contacts instead of rotating support agents.

From my own testing, support feels personal. I did not need to repeat context when following up. The same people stayed involved as issues became more detailed.

From what I’ve seen across user feedback, that pattern holds.

Support focuses on resolving problems rather than moving tickets along. Payroll issues, terminations, and local labor questions usually reach HR or legal specialists.

How support is structured

Support includes:

• Dedicated account and operations contacts

• Guided onboarding sessions

• Access to local legal support for country-specific issues

Teamed does not position integrations as a primary product feature. The platform focuses on keeping employment and payroll data accessible inside its own dashboard, with options to export or connect that data to other systems as needed.

From my review of the platform and documentation, Teamed supports data sharing mainly through CSV exports and API access.

These options allow companies to move employment and payroll data into ERP, HR, or finance systems. The emphasis is on flexibility rather than a fixed set of native connectors.

How integrations typically work

Integration support centers on:

• CSV exports for payroll, employee, and cost data

• API access for custom connections to HR or ERP systems

• Optional cost-center mapping for finance reporting

Teamed does not publish a marketplace of pre-built integrations or list native connectors for specific HRIS or accounting tools. Companies that rely on plug-and-play integrations should confirm requirements during evaluation.

It’s also worth separating integrations from communication tools.

Slack and WhatsApp access are part of Teamed’s support model, not workflow automation. These channels provide direct access to account teams but do not sync data between systems.

Teamed’s reporting focuses on cost visibility and payroll control rather than advanced analytics. The platform is built to help finance and operations teams review employment costs before payroll runs, not to model workforce trends.

Payroll data is organized by country, cost center, and benefit type.

Monthly invoices show itemized breakdowns per employee, including salary, taxes, employer contributions, and benefits. I’ve seen this structure used to support internal reviews and external audits without needing extra reconciliation.

A practical feature here is the pre-approval layer.

Teamed flags variances and currency mismatches before payroll is finalized. This gives finance teams a chance to catch errors early instead of correcting them after payments go out. Audit trails remain visible, which supports compliance and accounting reviews.

Reporting typically includes:

• Global workforce cost summaries

• Payroll breakdowns by country and cost center

• Itemized employee-level invoices

• Compliance and audit documentation

Teamed also offers country-specific controls and workforce reports. It does not promote advanced analytics tools, custom dashboard builders, or predictive workforce modeling.

Teamed’s security setup aligns with what I expect from platforms handling payroll data and employment records across multiple countries. The company backs its approach with recognized security certifications and regular third-party reviews.

Teamed holds the following security-focused certifications:

• ISO 27001 for information security management

• SOC 2 Type II covering security, availability, and data handling controls

• Cyber Essentials and Cyber Essentials Plus for UK cybersecurity standards

These certifications point to defined access controls, monitoring practices, and internal security processes rather than informal safeguards.

From an operational standpoint, Teamed applies role-based access controls, standard authentication protocols, and encrypted data handling.

The company runs recurring security audits and maintains incident response procedures for handling security events. These controls apply across the core platform and supporting systems used for employment and payroll operations.

This section intentionally excludes privacy and regulatory compliance frameworks, which are addressed separately under compliance.

Teamed treats compliance as an ongoing legal process, not a setup checklist. Day to day, that shows up in how employment changes are handled, not just how contracts are created.

Each operating country has assigned legal specialists who track local labor law changes and advise on how they apply in practice.

When rules shift around notice periods, benefits, or payroll filings, updates come from people who work in those jurisdictions, not generic templates.

What contracts cover

Contracts are generated locally and reflect country-specific requirements from the start. Probation terms, termination rules, statutory benefits, and payroll obligations follow local law.

Tax filings and social security contributions run through automated workflows, with human review for edge cases and exceptions.

Core compliance coverage includes:

• Local employment contracts by jurisdiction

• Statutory benefits and payroll filings

• Monitoring of labor law changes

• Audit-ready employment documentation

On the regulatory side, Teamed aligns with GDPR requirements and maintains registration with CNIL in France. The platform also aligns with NIS2 obligations related to operational resilience.

These frameworks support data protection and governance, but sit alongside employment compliance rather than replacing it.