Specialist supportEDITORIAL PICK
Teamed
For buyers who want to examine a named specialist service and a flat published fee. Confirm the US scope in writing.
Read the provider profile →EMPLOYER OF RECORD · USAPublic sources checked 30 September 2026
Your next US hire.
A clearer view
of the cost.
Find an employer of record that fits your American team. Compare service fees, employment support and the questions that matter across state lines.
Compare providers Understand the full cost ↗
The editorial shortlist
Three starting points for different buying priorities. These editorial picks are not score positions or a claim that one provider is best for every US hire. Read the profiles and compare written, state-specific terms.
US entity clarityEDITORIAL PICK
Remote
For buyers prioritising a provider that identifies its own US employing entity. Compare the benefits and FX terms.
Read the provider profile →Starting-fee comparisonEDITORIAL PICK
Remofirst
For buyers testing a lower global starting fee against the full US employment package.
Read the provider profile →See the differences
Compare EOR providers for the USA
The service fee is only one line on the bill. Start here, then compare the complete employment package.
Swipe the table to compare every column →
| Provider | Cost | Support | Contract terms | Payroll | Local delivery | Cost transparency & FX | Total / 5 |
|---|---|---|---|---|---|---|---|
| 01Teamed | 4.6 | 4.9 | 4.5 | 4.5 | 4.7 | 5 | |
| 02Remote | 4.7 | 4.7 | 4.7 | 4.7 | 4.7 | 4.7 | |
| 03Deel | 5 | 4.6 | 5 | 5 | 5 | 3.7 | |
| 04Oyster | 4.3 | 4.3 | 4.3 | 4.3 | 4.3 | 4.3 | |
| 05Remofirst | 4.6 | 4.3 | 4.1 | 4.3 | 4.3 | 4.2 | |
| 06Papaya Global | 4 | 4.1 | 4 | 4.1 | 4.1 | 4.1 | |
| 07Multiplier | 4 | 4 | 4 | 4 | 4 | 4 | |
| 08Remote People | 3.1 | 3.7 | 3.1 | 3.7 | 3.7 | 4.1 |
Global provider scores · top20-febb0806823f4459 · 2026-09-29 The default uses total score, then cost transparency and FX. Category sorts use the selected score, then total, then name. Missing values sort last.
How scores work →Native Teams and Rippling are covered below as unconfirmed US EOR candidates, outside this table. Public provider statements establish an advertised offer, not suitability for every state or role.
Beyond the headline fee
Get to know your options
Provider claims, practical trade-offs and one useful question to take into every conversation.
Human employment support
Teamed
Teamed’s country register identifies the United States as a market with a Teamed-owned employing entity. It publishes a flat EOR fee and markets specialist employment support and no FX markup. Those are provider claims to confirm in your agreement, including which amounts the currency policy covers. Ask who will handle a state-specific employment issue, what response commitments apply and how benefits are arranged. Its place in the editorial shortlist reflects that service model, not an invented database score. Compare the written proposal and total employment bill with other candidates for the same state, salary and benefits.
Worth checking. Check the named specialist, US coverage and written scope behind the service claims.
Ask before signing“Who supports our US employee, and how are benefits, currency conversion, deposits and exits charged?”
US service source · Pricing source · Checked 30 September 2026
A named US entity
Remote
Remote explicitly offers a US EOR service and says it owns the US employing entity. Its country information makes it a useful candidate when you want to identify who employs the worker before comparing software features. The pricing page distinguishes EOR from PEO and payroll, and describes a separate FX rate when invoice and employment currencies differ. Confirm your billing currency and review the benefit package for the employee’s state and dependants. Ask about payroll cutoffs, equity-related support and any additional service charges. Entity ownership is one part of due diligence, not a guarantee of suitability for every hire.
Worth checking. Price the actual benefit contribution and any currency conversion alongside the fee.
Ask before signing“What are the employer contribution, employee contribution and coverage dates for this person’s medical plan?”
US service source · Pricing source · Checked 30 September 2026
A wider HR toolkit
Deel
Deel markets a US employer-of-record service alongside payroll, contractor and PEO products. That breadth is useful to investigate if your workforce uses several employment models. Its pricing page separates the EOR service from US PEO, so the lower PEO price should not be used as an EOR quote. For a US hire, request an agreement naming the employing entity, the employee’s work state and the benefits package. Ask for a sample invoice that separates the service fee, employer taxes and insurance. Evaluate the tools your team actually needs before paying for additional products.
Worth checking. Check which services are included in the EOR fee and which are separate products.
Ask before signing“Which US services, benefit administration and employment changes are included in this specific EOR fee?”
US service source · Pricing source · Checked 30 September 2026
An HR-led comparison
Oyster
Oyster promotes employer-of-record support for hiring in the United States. Its pricing page lists a monthly EOR fee and notes that annual discounts are available. For an HR team, the practical comparison is the employee experience from offer to benefits enrollment, payroll changes and eventual offboarding. Ask for the US medical plan options, employee and employer contributions, coverage start dates and the support process. Establish which advice is included in the standard EOR service and which requires another service. A negotiated discount should be assessed alongside its commitment, renewal and cancellation terms.
Worth checking. Compare the benefit package and the scope of any additional HR advisory service.
Ask before signing“Which US benefits and HR support are included, and when does coverage begin?”
US service source · Pricing source · Checked 30 September 2026
A lower starting fee
Remofirst
Remofirst publishes a US hiring guide that describes how it employs and pays staff on a client’s behalf. Its global EOR starting price puts it on the list for buyers examining service-fee costs. For a US hire, ask for the complete health insurance and retirement package, minimum employer contributions and the precise employing arrangement. Keep those costs separate from the administration fee. Confirm whether a deposit is needed and how quickly unused funds are returned. Use current government sources for statutory rates: a provider’s hiring guide can contain older tax figures even when it remains useful for understanding its service.
Worth checking. Benefits and employer costs can matter more than the difference in headline fees.
Ask before signing“What is our complete monthly bill for this salary, state and benefits package, with each charge itemised?”
US service source · Pricing source · Checked 30 September 2026
Examine the full invoice
Papaya Global
Papaya Global describes US employer-of-record services and publishes a starting EOR fee. Its broader payroll and payments offering makes a sample invoice particularly useful: identify which parts relate to employment and which relate to moving or converting money. Confirm the legal employer and the party responsible for answering state-specific employment questions. Then compare benefit contributions, prefunding, payment deadlines and the process for correcting payroll. The global starting price does not establish your total US cost. Ask for an employee-specific proposal and a clear explanation of the responsibilities retained by your company.
Worth checking. Confirm the legal employer, fee scope and payment or currency charges in writing.
Ask before signing“Who is the US legal employer, and what employment, payment and FX charges will appear on our invoice?”
US service source · Pricing source · Checked 30 September 2026
Compare the commitment
Multiplier
Multiplier explicitly offers employer-of-record services for US hiring. Its Core plan distinguishes an annual commitment from monthly billing, which makes the contract period part of the cost comparison. A lower monthly equivalent is only useful if you expect the employment and agreement to last long enough. Compare the plan for the employee’s state, role and benefits rather than assuming that the global starting rate is the final US price. Request a written breakdown of payroll funding, benefits, any country adjustment and what happens if the employee leaves before the annual term ends.
Worth checking. Annual and monthly pricing differ. Check country adjustments and early-exit terms.
Ask before signing“What will we owe if this US employee leaves during the annual contract?”
US service source · Pricing source · Checked 30 September 2026
Test the starting price
Remote People
Remote People has a dedicated US EOR offer and advertises a global starting fee. It is worth including when testing how much of a low advertised price carries through to a complete US proposal. Ask the provider to name the employing entity and confirm the employee’s state and duties. Separate the recurring service fee from benefits, employer taxes, deposits and any recruitment or other services. Request the payroll funding schedule and escalation process for an urgent employee issue. The useful comparison is the annual cost of your proposed employment package, including the end of the contract.
Worth checking. Do not assume the global entry price covers your US role, benefits or support needs.
Ask before signing“Does the advertised starting fee apply to this US employee, and what is charged in addition?”
US service source · Pricing source · Checked 30 September 2026
Further checks required
Confirm the US employment model
These candidates are not presented as verified US EOR options or included in the ranking.
Clarify the US arrangement
Native Teams
Native Teams offers an employer-of-record platform, but this review has not established the exact US employment arrangement or a US-specific fee. Its general EOR page is a starting point for enquiries, not enough evidence to assume that every role and state is supported. Before comparing it with a confirmed US EOR, ask which company signs the employment agreement and whether the proposed service is EOR, PEO or payroll. Obtain the service fee, benefit contribution requirements, deposit and termination terms together. This entry remains an unconfirmed candidate and is excluded from the score-ranked US comparison until that evidence is available.
Worth checking. Obtain written confirmation of US EOR availability, employing entity and price.
Ask before signing“Can you employ this person in their US state without our company having a US entity?”
US service source · Pricing source · Checked 30 September 2026
Keep PEO and EOR separate
Rippling
Rippling’s reviewed compliance material identifies its US PEO and its international EOR service. Those offerings should not be treated as interchangeable. A company that needs a US legal employer without establishing its own US entity must verify that the proposed arrangement meets that requirement. This comparison has not confirmed a US EOR offer or price, so Rippling is shown as an unconfirmed candidate outside the ranked table. If you already employ staff through a US entity, its PEO or payroll products may be a different procurement question. Request the legal structure and responsibilities before comparing fees.
Worth checking. The reviewed compliance material identifies a US PEO; a US EOR arrangement is unconfirmed.
Ask before signing“Is this proposal a US EOR service or a PEO arrangement requiring our own US employment setup?”
US service source · Pricing source · Checked 30 September 2026
Questions worth asking
Hiring in the USA,
made clearer.
A starting point for your procurement conversations. For the hiring steps, read the US hiring guide.
What does a US employer of record do?
An EOR employs the worker under the agreed arrangement and administers employment functions such as payroll and benefits. You direct the day-to-day work. Confirm exactly which entity employs the person and how responsibilities are divided.
What is the best EOR for hiring in the USA?
There is no single answer for every hire. Start with the employee’s work state, role, benefit needs and the employing arrangement. Compare written proposals on the same assumptions, then use verified scores as one input. The editorial shortlist is separate from the score-ranked table.
Is an EOR fee the full cost of employment?
No. Add gross pay, employer taxes, insurance and benefits, plus any deposit, currency conversion, additional service or exit charge. Employee income tax withholding is taken from gross pay and should not be counted again as an employer cost.
Does an EOR replace immigration permission?
No. Confirm work authorisation separately. Do not assume an EOR can sponsor every visa or that a contractor agreement avoids immigration requirements. Ask the provider to assess the individual case before agreeing a start date.
Are these US-specific scores?
These are global provider scores from the current authorised MongoDB release dated 29 September 2026. They are not US-specific delivery tests. Historical regional scores have been superseded. Fees and US availability are checked separately.
What happens when an employee changes state?
Tell the EOR before the move. Have it confirm the payroll, benefits, work-location and employment changes required for the new location. A US-wide offer does not remove the need for state-specific checks.