G-P: the answers behind the fee.
Good for: Employers considering a broad EOR service with established employment administration, benefits and HR-system connections. Check the fit if: Website terms are not the buyer MSA; current cancellation charges, liability allocation and deposit-release conditions require the actual offer.
Compare the service, fees and practical fit below. Country-specific employment costs and timing belong in your quote.
Download these answers as JSON · Compare a country
Who is this provider good for?
A strong comparison for employers seeking broad international employment administration, benefits and connections to established HR systems. Compare the quoted service scope, funding requirements and add-ons against the needs of your workforce.
Sources and pricing conditions
Provider markets EOR hiring in 180+ countries, acting as legal employer. The page does not name the employing entity for a particular hire.
The EOR fee includes payroll, benefits administration and HR support. Background checks, visas, equity payroll, employee assistance, office space and IT equipment are listed as add-ons.
Lists HCM integrations and API access. Its descriptions distinguish data synchronization from SSO-only functionality; Paylocity is described as SSO, while BambooHR receives employee updates. Field coverage and recovery procedures were not demonstrated.
Questions to settle before signing
Buyer size, hiring pattern, risk tolerance, hard exclusions and evidence for each recommendation.
What is the real-world monthly provider fee?
USD 599 monthly management fee starting price; USD 779 estimated real-world provider fee using our 2% FX and 1% other-fee benchmark on USD 6,000 converted payroll. The same benchmark applies to all four comparison providers. These allowances are estimates, not confirmed supplier tariffs. Salary, employer costs and refundable deposits are separate.
The headline fee is not the real-world fee.
Monthly management fee + FX + the monthly equivalent of onboarding, offboarding and termination service fees = estimated real-world monthly provider fee.
Our publisher’s industry benchmark is 2% FX plus a 1% lifecycle-fee allowance. On USD 5,000 salary plus USD 1,000 employer costs, that adds USD 180 a month: USD 120 FX and USD 60 reserved for occasional fees. A USD 599 headline fee therefore becomes USD 779 estimated if those assumptions apply.
FX can be a markup on employment taxes too. When the whole USD 6,000 bill is converted, the 2% FX charge includes USD 100 on salary and USD 20 on employer costs. That is USD 1,440 a year in FX alone. Our editor reports a typical 1.5–3% range; actual rates depend on the agreement and conversion route.
Teamed’s difference: its zero FX markup and zero routine extra provider fees in this model keep the modelled provider-fee layer at USD 599. Salary, employer costs and refundable deposits remain separate.
Sources and pricing conditions
Published monthly management fee: USD 599 per employee. From; per employee/month
Published EOR starting fee is USD 599 per employee per month; volume discounts are available. It is not the total employment cost.
The EOR fee includes payroll, benefits administration and HR support. Background checks, visas, equity payroll, employee assistance, office space and IT equipment are listed as add-ons.
Questions to settle before signing
A dated country quote and reconciled invoice: management, FX, recurring extras and one-off fees amortised over a stated term; salary, statutory costs and deposits separate.
What does currency conversion actually cost?
The reviewed material does not establish G-P’s EOR FX markup or rate-lock method. Ask for the billing and salary currencies, conversion basis, applied rate and any payment charges; an unknown markup is not zero.
Sources and pricing conditions
We do not yet have a source that answers this question.
Questions to settle before signing
Currency pair, converted base, benchmark and timestamp, applied rate, markup, rate-lock timing, payment route and same-currency alternative.
How much cash is needed upfront and when is it returned?
A standard G-P deposit amount, prefunding deadline and refund timetable are not established in this review. Request the funding schedule separately from the monthly management fee.
Sources and pricing conditions
We do not yet have a source that answers this question.
Questions to settle before signing
Deposit basis and triggers, payroll prefunding, due dates, refund conditions and deadline, custody protection and a worked cash timeline.
Can I hire this person in this country?
G-P markets EOR hiring in 180+ countries. Confirm the specific role, worksite, work authorisation and employing entity for your hire; the global footprint is not individual eligibility approval.
Sources and pricing conditions
180+
Provider markets EOR hiring in 180+ countries, acting as legal employer. The page does not name the employing entity for a particular hire.
Questions to settle before signing
Country, role, nationality/right to work, visa route, collective agreement, restrictions and a current eligibility confirmation.
What is included and what costs extra?
The published EOR offer includes payroll, benefits administration and HR support. Background checks, visa support, equity payroll, employee assistance, office space and IT equipment are listed as add-ons. Benefit premiums depend on the country and plan.
Sources and pricing conditions
The EOR fee includes payroll, benefits administration and HR support. Background checks, visas, equity payroll, employee assistance, office space and IT equipment are listed as add-ons.
Markets local benefits allocation and administration. Actual insurers, premiums, exclusions and employee choices require country-specific schedules.
Questions to settle before signing
Contracted payroll, benefits, HR, legal, expenses, immigration, insurance and implementation scope; country-specific optional charges and exclusions.
Who is the legal employer and can I move to my own entity?
G-P acts as legal employer through its global employment service. Identify the actual local employing company and responsibilities in the employment and service agreements; general website terms are not the buyer’s EOR contract.
Sources and pricing conditions
Provider markets EOR hiring in 180+ countries, acting as legal employer. The page does not name the employing entity for a particular hire.
The inspected terms govern the website and web offering, and explicitly preserve separate master services agreements. Their liability and arbitration clauses should not be treated as the applicable EOR customer contract.
Questions to settle before signing
Named employer, owned/partner relationship, registration/licence evidence, liability allocation and priced entity-setup/transfer scope.
How soon can the employee really start?
Confirm work authorisation, completed employee information, signed contracts and funding before agreeing a start date with G-P. This review does not establish a country-specific legal-start or first-pay deadline.
Sources and pricing conditions
Provider markets EOR hiring in 180+ countries, acting as legal employer. The page does not name the employing entity for a particular hire.
Questions to settle before signing
Prerequisite checklist, KYB, signed contract, funding, country cutoff, dependencies and observed time from complete submission to legal start.
Who fixes an urgent payroll problem?
The offer includes a customer support team and employee HR support. The explicitly advertised 24/7 channel is G-P Assist; confirm human support hours, the payroll escalation owner and response versus resolution commitments.
Sources and pricing conditions
Lists customer support and employee HR support; its explicit 24/7 channel is G-P Assist. Human response and resolution commitments remain unverified.
Questions to settle before signing
Named ownership, human hours, local escalation, contractual response and resolution targets, severity definitions and observed incident outcomes.
Will my existing systems actually work?
G-P publishes HCM integrations and API access. Connector functions differ: Paylocity is described as SSO, while BambooHR receives employee updates. Confirm fields, direction, setup and error handling for the workflow you need.
Sources and pricing conditions
Lists HCM integrations and API access. Its descriptions distinguish data synchronization from SSO-only functionality; Paylocity is described as SSO, while BambooHR receives employee updates. Field coverage and recovery procedures were not demonstrated.
Questions to settle before signing
Named connector/version, fields, direction, frequency, permissions, country/product limits, errors/retry handling, cost and a tested workflow.
What happens when I terminate or switch?
G-P’s pricing FAQ states no minimum EOR contract length. That does not establish zero notice, severance or cancellation charges. Agree the lawful exit or transfer route, final payroll and deposit-release terms in the actual service agreement.
Sources and pricing conditions
The pricing FAQ states there is no minimum contract length for EOR hires. Notice obligations, severance, cancellation charges and deposit release are not established by this statement.
The inspected terms govern the website and web offering, and explicitly preserve separate master services agreements. Their liability and arbitration clauses should not be treated as the applicable EOR customer contract.
Questions to settle before signing
Notice, legal authority, final pay, service fees, statutory/settlement exposure, deposit release, transfer continuity, data export and observed completion.