Top 5 Deel Competitors & Alternatives in 2025

Deel is a popular option in the Employer of Record (EOR), payroll, and HR solutions space, but it may not meet the needs of every organization.

Many businesses explore Deel competitors due to reasons such as limited customization, pricing concerns especially for smaller teams, and a user experience that can feel complex. Additionally, some users find Deel’s support services lacking responsiveness, especially when dealing with complex international payroll issues. 

If you seek a more flexible, cost-effective, or customer-focused solution, this guide will walk you through the top Deel competitors and alternatives that can better meet your business needs.

What to Consider When Choosing a Deel Alternative?

When choosing a Deel alternative for your Employer of Record (EOR), payroll, and HR needs, it’s essential to evaluate the following factors:

1. Global Compliance and Legal Coverage

The EOR provider you choose must ensure compliance with local labor laws and tax regulations across all the regions where you operate. This includes managing worker classifications, labor contracts, benefits administration, tax withholdings, and ensuring adherence to international labor laws. 

The platform should also handle country-specific requirements, such as mandatory social security contributions, minimum wage, and employee rights, thus protecting your business from legal issues and penalties in various countries.

2. Payroll and Payment Flexibility

Flexibility in payroll management is crucial for businesses operating in multiple locations. Look for an alternative that supports various currencies, payment schedules (e.g., weekly, bi-weekly, or monthly), and payment methods, such as bank transfers, debit cards, or even cryptocurrency, where applicable. 

Additionally, the solution should allow employees to access their earnings using their preferred payment methods, ensuring timely and seamless transactions. A high degree of customization in payroll and benefits packages is also beneficial to meet local and employee-specific needs.

3. Pricing and Cost Transparency

Ensure the pricing structure is transparent and predictable, with no hidden fees. Some platforms charge a flat fee per employee, while others may have tiered pricing based on the number of countries or specific services (payroll, compliance, etc.). 

You should also assess whether there are additional charges for services like onboarding, benefits administration, or international tax filings. Ensure the platform fits your budget while offering the necessary services without unexpected costs.

4. Integration and Usability

A seamless user experience and integration with your existing HR and payroll systems can save time and reduce errors. Look for alternatives that offer robust integrations with popular tools such as accounting software, HR management systems, and project management platforms. 

This ensures smooth data transfer, reduces manual data entry, and minimizes the risk of mistakes. The platform should have an intuitive interface easy for your HR team and employees to navigate and features that streamline day-to-day operations like employee onboarding, payroll processing, and benefits management.

5. Customer Support Quality

The customer support you receive can make a huge difference, especially when dealing with complex payroll and compliance issues. Ensure the alternative provides responsive, knowledgeable support through live chat, phone, or email. 

Ideally, the provider should offer 24/7 support to help you quickly resolve any problems that may arise, particularly in different time zones. 

Additionally, check for the availability of self-service resources like knowledge bases, FAQs, and community forums, which can provide quick answers to common questions. 

Top Deel Competitors & Alternatives

As the market grows, many other platforms are rising to challenge Deel’s dominance. Let’s explore the top Deel competitors and alternatives available today.

1. Tarmack

Tarmack is a global Employer of Record (EOR), offering services in over 150 countries. It enables companies to hire talent worldwide without establishing local entities and handling payroll, compliance, and employment regulations. Tarmack assumes legal employer responsibilities, allowing businesses to focus on day-to-day operations while ensuring compliance with local laws. 

This setup provides flexibility, scalability, and cost savings, making it ideal for global market expansion. Tarmack also offers recruiting and payroll services, making it a comprehensive solution for managing global talent. 

Key features

• Tarmack operates through a network of entities in over 150 countries, allowing businesses to hire employees internationally without establishing local subsidiaries. This infrastructure is the legal employer, ensuring compliance with local labor laws while granting companies complete control over their talent.
• Compliance management features ensure businesses follow local labor laws regarding employment terms, wages, work hours, and vacation policies. Their expert advisors also help you set up your company and stay compliant.
• It streamlines payroll processes across over 100 countries by handling tax deductions, payslips, benefits, and employer contributions.
• Tarmack provides detailed reports and analytics to support payroll decisions. These include easy-to-understand graphics and downloadable data for further analysis.
• It’s recruiting feature helps identify and attract top talent worldwide. Its recruiting experts operate on all continents and deliver results twice the pace of industry standards.

• The tool manages contractor invoices and time tracking, simplifying the administration of freelance and contract workers.
• Tarmack assists with employee onboarding and provides compliant benefits, such as health insurance and worker’s compensation, as local laws require.

Why Tarmack is a Deel competitor

Tarmack is relatively affordable for small businesses because its Employer of Record pricing is $199 compared to Deel, which is $599

Pros

• Facilitate the recruitment of top-tier candidates 
• Offers robust Human resource management services
• Adheres to the labor laws of local and international jurisdictions

Cons

• Support global payroll in over 100 countries, which is less than many other EOR solutions.

Pricing

Here is the updated pricing plan

• Employer of Record: Starting at $199 per employee/month
• Payroll: Starting at $15 per employee per payroll

2. Rippling 

Rippling handles employee onboarding, benefits administration, and payroll management across countries. 

With its centralized platform, Rippling ensures seamless HR operations, including tax compliance and benefits management. This allows businesses to focus on growth while effectively and efficiently managing global teams.

Key features

• Rippling provides global payroll in over 185 countries. It automates salary payments and tax filings, which reduces administrative work.
• The solution allows businesses to hire employees internationally without setting up a legal entity in each country, handling employment contracts, payroll, taxes, and benefits administration.
• It offers an applicant tracking system (ATS) with customizable job boards, candidate surveys, and calendar integrations. It allows seamless integration of candidate information into the platform.

Why choose Rippling over Deel

Rippling offers more substantial HR capabilities, providing in-depth headcount planning, applicant tracking, workforce analytics, and over 600 third-party app integrations compared to Deel’s 80+.

Pros

• Managing benefits, pay stubs, and work devices is convenient
• Applying for leave or working from home is simple

Cons

• The mobile app is functional but less intuitive than the desktop version (G2)
• Rippling’s reporting tools have limited customization, which can be frustrating (G2)

Pricing

• Contact their support team for a customized quotation

3. Multiplier

Multiplier provides services as an Employer of Record (EOR), hiring full-time staff internationally with permanent or fixed-term contracts for its clients. This service also allows you to hire freelancers and independent contractors. 

It helps businesses hire employees in over 150 countries worldwide quickly and efficiently onboard them.

Key features

• It supports payroll in over 120 currencies, including bonuses and overtime. It calculates and withholds taxes and social security contributions.
• Multiplier allows businesses to hire employees without establishing local entities. It uses its entities or those of subcontractors to legally employ workers on behalf of clients.
• The platform manages employee leave schedules and expenses, streamlining HR administrative tasks.

Why Multiplier is the best Deel competitor

Compared to Deel, it has dedicated customer support and an onboarding manager for you and your new employee.

Pros

• It streamlines global payroll, compliance, and benefits, making it ideal for international workforce expansion (G2)
• Round-the-clock proactive customer support (G2)

Cons

• Standardized contracts and processes may lack flexibility for unique company policies or hiring needs (G2)
• The user interface is generally good but can feel overly simple (G2)

Pricing

Get the latest pricing plan here.

• Employer of Record: Starting at $400 per month
• Global payroll: Contact sales department

4. Velocity Global

Velocity Global is a hybrid EOR that owns some entities and partners with third parties. This allows it to provide hiring services in over 185 countries worldwide. The platform integrates with several human capital management (HCM), HRIS, and ATS apps to help smooth workflows. 

Key features

• Velocity Global provides locally compliant employment contracts tailored to specific jurisdictions, protecting intellectual property rights to the fullest extent local law allows.
• It offers a single centralized service for managing global payroll and handling different wage and hour rules, deductions, and currencies across multiple countries.
• The tool provides ongoing HR support for employee lifecycle management, including onboarding and termination processes.

Why Velocity Global is a Deel alternative

Velocity Global lets you expand your workforce across 185+ countries compared to Deel’s 150+.

Pros

• The company’s structure ensures clear communication (G2)
• The site is easy to navigate (G2)
• Smooth global talent acquisition and onboarding (G2)

Cons

• Poor integration between Velocity and my employer causes reimbursement issues and conflicting information (G2)

Pricing 

• Contact the support team to get pricing details.

5. Oyster

With coverage across 180+ countries, the platform enables businesses to seamlessly manage payroll, recruit, onboard, and manage global talent while ensuring compliance with local labor laws. 

It also provides HR-related support in multiple countries, including assistance with employee relations, benefits administration, and contracts.

Key features

• The platform simplifies payroll management by automating multi-currency payroll processing. Oyster seamlessly handles tax withholdings, deductions, and compliance checks.
• Onboard new hires quickly and efficiently, with the ability to get talent up and running in as little as 48 hours. 
• Oyster supports payroll in more than 140 currencies, ensuring employees are paid in their local currency, regardless of location.

Why Oyster is the best alternative to Deel

Oyster supports over 140 currencies compared to Deel, which supports 120 currencies.

Pros

• Smooth onboarding to offboarding (G2)
• Customer support is knowledgeable and responsive (G2)
• It is easy to make new hires internationally (G2)

Cons

• You may face issues with invoicing and document access (G2)
• Oyster HR offers a smooth experience, though third-party partners may slow processes in some countries (G2)

Pricing 

• Check out Oyster HR pricing

• EOR Services: $699 per employee/month
• Contractor Management: $29 per contractor/month
• Global payroll: $25 per employee/month

Why Tarmack Is the Ideal EOR for Growing Businesses

Finding the right Employer of Record (EOR), payroll, and HR solution is crucial for businesses looking to streamline global hiring, ensure compliance, and manage payroll efficiently. While Deel is a market leader, it may not fit every company’s specific needs, particularly in pricing, customization, and support. 

This guide has explored the top Deel alternatives, each offering unique strengths in global payroll, compliance management, and HR functionality. It helps businesses make informed decisions based on their operational requirements.

Tarmack is the top alternative to Deel. It offers a robust global entity infrastructure, seamless compliance management, centralized payroll processing, and dedicated recruitment support. The competitive pricing structure, starting at $99 per employee per month, makes it a more attractive option for small and medium-sized businesses looking for a budget-friendly EOR solution.

Get started with Tarmack today and unlock a seamless, compliant, cost-effective way to hire and manage international employees.

Frequently Asked Questions

How is Deel different from its competitors?

Deel offers global compliance coverage in over 150 countries, with built-in legal support, automated invoicing, and localized contracts. It supports both contractors and full-time employees and integrates with HR and accounting tools.

What kind of company is Deel?

Deel is a global HR and payroll platform that enables businesses to hire, pay, and manage remote and international employees. It provides contractor payments, employer of record (EOR) services, and compliance management.

What are the disadvantages of Deel?

Despite its benefits, Deel has some drawbacks. Its pricing can be higher than alternatives, especially for businesses with many international hires. The platform’s complexity may require a learning curve, particularly for users unfamiliar with global compliance. 

Some users report occasional delays in payments or support responses. Deel’s employer of record (EOR) services might also be unavailable in every country, limiting options for specific hiring needs.