Our recommendation: start with RemotePeople for a new hire
We would begin with RemotePeople when the brief is to employ one person or a small team where you have no entity, at a service fee you can predict, with help finding the candidate if the role is still open.
The published fees point the same way: USD 499, or USD 199 where Select applies, at RemotePeople against USD 599 at G-P. The country quote sets the final rate for both.
G-P is built for a different job. Our G-P review found its strongest case in moving or preserving an existing workforce, and those transfer capabilities add little to one straightforward new hire.
RemotePeople vs G-P at a glance
Our provider ratings reflect our recommendation order for providers overall.
Question
RemotePeople
G-P
Question
Advertised EOR entry fee
RemotePeople
Global from USD 499; Select from USD 199 for selected countries and qualifying salary ranges; per employee/month, with the rate set in your quote.
G-P
From USD 599 per employee/month, a flat platform fee across the countries it lists, with volume pricing for larger teams.
Question
Deposit and refund
RemotePeople
One month of the employee’s gross salary, due before the contract goes out; unused balance refunded within 5 days of the final payment.
G-P
Collected at hiring, 1–2.5 months of gross salary plus employer costs; no standard refund deadline is published, so get one in writing.
Question
Strongest use case
RemotePeople
A new hire in a new country, with optional in-house recruitment if you still need the candidate.
G-P
Keeping or moving an existing workforce through an acquisition, restructuring or entity closure.
Question
What must be confirmed
RemotePeople / G-P
Check before signing: confirm country price, Select eligibility, named employer, deposit amount and refund date, notice and exit costs, recruitment scope and support terms in writing.
G-P prices visa support, background checks, equity payroll, an employee assistance program and office space or IT equipment as add-ons with their own quotes. RemotePeople also quotes visa work, IT equipment and extra benefit packages separately. Ask both for the extras your hire needs.
Compare RemotePeople’s Global and Select plans with G-P’s EOR starting fee for the same hire. Both are US dollar service fees. Salary, employer contributions and benefits come on top, so ask for them as separate lines.
If you already have the candidate
Ask RemotePeople first whether your hire qualifies for EOR Select. If it does not, EOR Global from USD 499 is your benchmark. Then send G-P the same country, salary and benefits package. Its EOR package covers payroll administration, benefits management and employee HR support from USD 599.
RemotePeople’s deposit starts from one month of the employee’s gross salary and is due before the employee receives the contract; the proposal can raise it for higher pay, seniority or longer notice. The unused balance comes back within 5 days of the final payment, once payroll and termination invoices are settled. G-P collects its deposit at hiring and sets the amount in the quote. It publishes no standard refund deadline, so have the agreement state what G-P can deduct and when the balance returns.
Both RemotePeople EOR plans include a named account manager backed by HR and legal specialists, with published human response targets such as a same-day first response at first level. RemotePeople’s AI assistant runs 24/7, while human support works business days. G-P publishes average response times of two minutes for live chat and eight hours for webform requests. Confirm whether your G-P package includes a dedicated customer success manager.
If the quote confirms the plan and fee for your country, RemotePeople has a strong case for this purchase. Don’t pay a higher starting fee for transfer expertise you won’t use.
If you still need to find the employee
RemotePeople’s recruitment team can source candidates and then move the person you choose into EOR employment. Recruit + EOR costs 2% of annual salary each month for 12 months, 24% in total, on top of the EOR fee and employment costs. Bought alone, Global Recruitment is 20% of annual salary, payable on the hire’s first day. You can also bring your own candidate and buy EOR only.
This suits a company with a hiring manager but no international recruiter. One provider runs the search and the handover into employment, so there are fewer suppliers to brief.
G-P’s service centers on employment, payroll and benefits administration, with particular depth in workforce transfers. If you also need candidates, ask what sourcing support G-P can add, or price an outside recruiter, and include that cost before comparing totals.
Whichever route you take, ask for the salary base behind the recruitment fee, the replacement terms and the treatment of an early departure. Keep recruitment and EOR as separate lines, since they pay for different work.
When G-P could justify the higher starting fee
G-P is a strong candidate when employees already exist and need to keep working through a change of employer. It supports workforce integration after acquisitions and entity wind-downs. When SonicWall separated from Dell, G-P helped it keep employees in Europe and Asia, including small offices where setting up an entity was impractical.
Scale is the second reason. G-P advertises EOR in 180+ countries, against RemotePeople’s 150+, and has more than 100 wholly owned entities. HCM integrations and API access come with the EOR package, and its catalog includes Workday, SAP SuccessFactors and ADP Workforce Now. G-P also sets no minimum contract length for an EOR hire, though client notice and final employment costs still need to be agreed.
For a transfer, give both providers the same employee schedule with each person’s country, role, pay, service date and benefits. Ask how prior service and the first payroll will be handled in each country. The stronger proposal names each local employer, the first payroll date and the person responsible for anyone who cannot move with the group.
Two situations where RemotePeople deserves priority
Hypothetical example: a start-up hiring its first engineer in a new country. The founders have a candidate and a fixed budget. Ask RemotePeople whether the role qualifies for EOR Select, then request G-P’s quote for the same package. If both meet the employment and benefits needs, RemotePeople’s lower starting fee and 5-day deposit refund make it the practical choice.
Hypothetical example: a services firm that needs two sales hires abroad and has no recruiter. Start with RemotePeople’s Recruit + EOR proposal and require a named recruiter, a shortlist date and the fee schedule in writing. Compare it with G-P’s EOR quote plus the cost of finding the candidates another way.
Reverse the order if you are taking over a team in several countries after an acquisition. Start with G-P’s transition plan there, and ask RemotePeople to respond to the same employee schedule.
If neither provider fits your countries or budget, use the EOR comparison directory to choose another pair, such as Deel vs G-P or RemotePeople vs Deel.
Basis for the recommendation
Our comparison draws on our hands-on tests of both providers, set out in our RemotePeople review and G-P review. We checked the linked official pages on 8 November 2026. Our preference for RemotePeople applies to the new-hire and recruitment situations above and rests on its published pricing, deposit terms and service scope. The examples are hypothetical. A country quote for your hire sets the final fee, deposit and contract terms.