DOI : 10.17577/Tech talent is everywhere. From California’s iconic Silicon Valley — home to tech giants like Apple, Meta and Google — to Nigeria’s equivalent, the so-called “Yabacon Valley” of Lagos, the pool of skilled, tech-proficient professionals is becoming increasingly vast.
Countries like Canada, with its burgeoning startup scene, and India, which boasts a strong tech-focused workforce, are also emerging as key talent hubs.
In the not-too-distant past, tapping into such an enormous global talent pool would’ve been a pipe dream for most startups, who were largely restricted to hiring in their local vicinity.
But with the rise in prominence of remote work (particularly in the tech industry, where more than two-thirds of employees work remotely most of the time), location is much less of a barrier when making your next hire.
But the ability to hire global talent is also being made easier through Employer of Record (EOR) platforms, tools that remove much of the complexity and red tape from the international hiring process by acting as the de facto “local” employer.
With an EOR, you can theoretically hire talent remotely from anywhere in the world — whether you’re looking to take on a mobile app developer from Mumbai, a cloud architect in California, or a Toronto-based technical support specialist.
Looking to build a globally-distributed tech team? Check out the 10 best EOR platforms for seamless international hiring.
1. Remote
Remote is appropriately named, since it’s arguably the best global platform for making remote hires. It’s one of very few truly comprehensive, end-to-end solutions for international hiring — making it a standout choice for tech startups looking to scale globally.
What makes Remote particularly attractive is that it has its own legal infrastructure in every country it operates, which is not the case with all EOR services. This means no third-party intermediaries, which translates into tighter compliance and stronger data security.
If your startup is looking to hire in India with Remote, for example, you get expert support with local payroll, benefits, tax compliance, and adherence to Indian labor laws — all from one sleek, simple-to-use interface.
A huge plus is the platform’s focus on equity management, making it easy to offer stock options to global employees — a major draw for tech talent. Remote also integrates well with HRIS and accounting platforms, streamlining back-office workflows.
For startups with sensitive IP, Remote’s robust IP protection guarantees peace of mind. It’s no wonder Remote has quickly become a go-to for high-growth tech companies looking to scale across borders without the headaches.
2. Deel
Mainly known for its speed and flexibility, Deel also boasts a very user-friendly interface which allows companies to seamlessly hire and pay employees and contractors in over 150 countries.
What really sets Deel apart is its automated compliance documentation and the speed at which contracts can be generated and signed — often within minutes. This is a big win for fast-moving tech startups that want to hire quickly without risking non-compliance.
Deel also provides excellent visibility into costs with transparent breakdowns of local taxes, social contributions, and more.
Unlike Remote, Deel doesn’t have its own entities in every single country (relying on partners in some regions), but its service quality generally remains high thanks to rigorous partner vetting.
Besides, this minor limitation is offset by Deel’s excellent customer support, integrations with major payroll and HR systems, and its rich feature set for managing contractors alongside full-time employees.
3. Oyster
Oyster focuses on making hiring talent across borders feel effortless, and it has particularly a strong emphasis on delivering a positive employee experience.
Indeed, it’s particularly valued for its onboarding workflows, which help new hires feel engaged and supported right from day one — ideal if you’re hiring from multiple countries and navigating cultural differences.
Tech startups will appreciate Oyster’s rich resource library on local labor laws and cultural nuances, helping you navigate not just compliance but also talent retention. Their flat-rate pricing is attractive for budgeting purposes too, and the self-service platform is intuitive and clean.
One minor consideration is that Oyster’s benefits packages in some locations may not be as customizable as those in major tech hubs. However, the platform shines with its focus on fairness, providing access to benefits that align with local expectations and ensuring your global team feels equally valued no matter where they are.
4. Papaya Global
Renowned for its sophisticated technology stack, Papaya Global is a great match for tech companies that value the “two As”: automation and analytics.
The platform consolidates EOR, payroll and workforce analytics in a single dashboard, providing actionable insights into your global team’s costs and compliance status. The API capabilities are a standout too, especially for tech-driven businesses seeking to integrate with other systems.
While Papaya’s broad service offering is powerful, some users report that initial setup — particularly for smaller companies with limited internal HR resources — can feel complex. However, once configured, Papaya’s automation features significantly reduce manual workload, and its dedicated account managers are there to help every step of the way.
5. Velocity Global
Velocity Global combines technology and human support to provide a seamless EOR experience. The platform is particularly strong when it comes to navigating complex legal environments, making it ideal for startups expanding into emerging markets.
It also offers flexible engagement models, from EOR to entity setup support, allowing businesses to switch models as they grow.
One limitation is that Velocity Global’s platform interface isn’t quite as modern or customizable as some of its newer competitors. However, what it lacks in UI flair, it more than makes up for with its consultative approach and in-depth expertise — particularly in tricky jurisdictions where compliance is critical.
6. Rippling
Rippling is quite a unique offering in this space in that it blends EOR services with a complete HR, IT and finance platform.
Thus can be both an advantage and a drawback, however: while it reduces platform-switching thanks to its integrated approach, its EOR solution is just one small part of its entire product suite — meaning it’s slightly less mature (and available in fewer countries) than some of its more EOR-specific competitors.
But if your startup is looking for a way to manage global payroll and compliance alongside devices, apps, finances, and employee data in one place, Rippling is pretty hard to beat. It’s especially suited for tech startups needing granular control over hardware and software access for distributed teams.
Plus, Rippling’s country coverage is rapidly expanding, so that shouldn’t be a reason to write off the platform.
7. Safeguard Global
Safeguard Global markets itself as a “Workforce-as-a-Service” (WaaS) provider, and it lives up to that promise with flexible solutions that go beyond a traditional EOR service.
It’s particularly good for companies hiring at scale, since it offers tailored benefits packages and deep compliance expertise. Additionally, its data analytics and reporting capabilities provide valuable insights for tech startups looking to optimize labor costs.
The tradeoff is that Safeguard’s platform may feel a bit enterprise-heavy for smaller startups wanting a lightweight, self-service solution. Nevertheless, its expertise in complex labor markets makes it ideal for tech companies and startups with ambitious growth plans.
8. Atlas
Atlas (formerly known as Elements Global Services) operates with its own legal entities in over 160 countries, giving it strong control over the employee experience and compliance process.
The platform is designed with simplicity in mind, making it easy for even the smallest tech businesses to onboard talent quickly. It also offers great support for configuring benefits packages and has a strong reputation for responsiveness.
A minor limitation is that Atlas’ integrations with other HR and accounting software aren’t as extensive as some competitors. However, its direct control over employment infrastructure and focus on employee engagement more than compensate, making it an excellent choice for tech firms wanting to minimize risk when making global hires.
9. Omnipresent
Omnipresent generally lives up to its name by offering a smooth, globally consistent EOR solution across more than 160 countries.
The platform focuses heavily on creating equitable experiences for employees worldwide — from competitive benefits to culturally appropriate onboarding. Its dashboard is clear and modern, providing a straightforward overview of your global team at a glance.
The only minor drawback is that Omnipresent’s pricing can feel less transparent at times, particularly when configuring complex benefit packages.
However, the platform’s dedication to employee wellbeing and legal compliance makes it an invaluable partner for tech companies scaling internationally.
10. Boundless
Boundless offers a no-nonsense, compliance-first approach to EOR that’s particularly suited to businesses wanting to keep things simple and transparent.
The platform focuses on delivering locally relevant benefits and straightforward pricing. Its clear contracts and emphasis on ethical employment practices help build trust with your global team.
The main limitation is that Boundless covers fewer countries than some larger EOR players. That said, its deep expertise and local focus in the regions it does serve make it a great partner if your startup is targeting key tech hubs in Europe, Asia-Pacific or Latin America.
Choosing the right EOR platform is a crucial step in building a thriving, globally-distributed tech team. While each of these platforms has its own unique strengths (and the occasional limitation), they all offer powerful solutions to simplify international hiring while maintaining compliance.
 Ultimately, the best EOR for hiring tech talent will depend on your specific hiring markets and growth plans.
