G-P at a glance
Founded in 2012 and headquartered in Boston, G-P combines EOR employment with payroll, benefits and local HR support. Its EOR service starts at US$599 per employee per month, before salary, employer contributions and extras. I would pay particular attention to the transfer plan and country agreement: preserving prior service, benefits and uninterrupted payroll matters more than a headline onboarding time when an existing workforce is moving.
I’d give G-P particular consideration when the task includes moving or preserving an existing workforce.
My view
per employee/month
Starting platform fee. Volume pricing is available for larger teams.
Coverage also needs to fit the role. Send the work location, duties, nationality or work-permission needs and any regulated activity before accepting a start date.
G-P employs staff through a mix of its own and partner entities, depending on the country. For each employee, obtain the registered employing entity, its relationship to G-P and the applicable employment agreement. Identify who runs payroll locally and who is accountable when a correction is needed.
The platform fee excludes compensation, employer taxes, benefits costs and optional services. Request the named country employer, deposit or funding requirement, transfer scope and all agreed extras.
Check before signing: Request the named country employer, deposit or funding requirement, transfer scope and all agreed extras.
Where G-P stands out
EOR starting fee
From $599
per employee/month
Starting platform fee. Volume pricing is available for larger teams.
Move an existing workforce
G-P supports employee transfers after acquisitions and entity closures. Confirm how prior service, benefits and the first payroll will be handled in each country.
Guided employee onboarding
The platform includes right-to-work verification and locally adapted employment contracts. An advertised country on the list does not confirm acceptance of your particular hire.
Connect HR and payroll data
HCM integrations and API access are included in EOR. Ask for a demonstration using the employee changes and reports your team needs.
Human and platform support
G-P lists customer support, employee HR support and G-P Assist for platform help. The separately priced Gia product should not be assumed to be part of EOR.
Hire length and exit terms
G-P says EOR hires have no minimum contract length. Confirm the client’s cancellation notice and final employment costs separately before treating that as a free exit.
Rating
TheBestEOR’s rating for G-P is 4.2/5, updated 8 November 2026.
| Category | Review focus |
|---|---|
Category
Compliance & risk
|
Review focus
Comprehensive published employment and control infrastructure; confirm country and assurance scope.
|
Category
Cost & contract terms
|
Review focus
Clear published fee and flexibility, but affordability and funding/extra-cost terms constrain this audience's assessment.
|
Category
Country coverage
|
Review focus
Broad stated reach and substantial owned-entity network; confirm the actual country arrangement.
|
Category
Onboarding & platform
|
Review focus
Strong documented workflows and verification support; public speed language does not establish a worker start date.
|
Category
Support & service
|
Review focus
Published response objectives provide useful detail; averages and plan caveats limit certainty.
|
Category
Exit flexibility
|
Review focus
Flexible hiring terms are useful, but the sources reviewed leave important cancellation and refund terms unresolved.
|
My assessment draws on my hands-on test of G-P’s platform. The customer outcomes cited below come from customer interviews and reviews.
4.2/5
Rating: 4.2/5. Updated 8 November 2026.
TheBestEOR may earn a referral fee from provider links.
Services
G-P’s employment service covers a different purchase from its contractor product and Gia guidance subscription. For a new hire or workforce transfer, I’d define the employment work, specialist support and any additional services in the proposal.
The EOR package lists payroll administration, benefits management, HCM integrations, API access and employee HR support. G-P Assist is embedded in the EOR experience; Gia is separately sold.
Coverage
| G-P product | Coverage | What the figure means |
|---|---|---|
G-P product
EOR
|
Coverage
180+ countries
|
What the figure means
Employment-service availability; confirm your hire
|
G-P product
Contractor
|
Coverage
190+ countries
|
What the figure means
A separate engagement/payment product
|
G-P product
Gia
|
Coverage
50 countries and 50 US states
|
What the figure means
Compliance-guidance scope, not employment coverage
|
EOR
Coverage: 180+ countries
What the figure means: Employment-service availability; confirm your hire
Contractor
Coverage: 190+ countries
What the figure means: A separate engagement/payment product
Gia
Coverage: 50 countries and 50 US states
What the figure means: Compliance-guidance scope, not employment coverage
G-P advertises EOR coverage in 180+ countries and reports more than 100 wholly owned entities. Ask G-P to name the registered employer, any local partner and who runs payroll for each country in your proposal.
The proposed country and role still need to fit G-P’s delivery arrangements. I suggest providing the employee’s work location, duties, work-permission requirements and any regulated activity before agreeing a start date.
For a workforce transfer, I’d map existing service dates, leave balances, benefit eligibility and variable pay. Ask G-P and the outgoing employer to identify the employee process and any consent or documentation needed. Before employees are asked to sign, explain clearly which of their terms continue and which change.
Pricing
G-P EOR
From$599
USD per employee/month
Employment service; volume proposals available
G-P Contractor
From$39
USD per contractor/month
Contractor service; charged in months when an invoice is paid
G-P describes the EOR starting charge as a flat platform fee across the countries it lists. Compensation, statutory taxes and other employment costs are additional. Visa support, background checks, equity payroll, employee assistance and office space or IT equipment are listed add-ons. Request an itemised proposal for the actual workforce.
Gia pricing
Gia Individual
$450
USD/month with annual billing
Annual total: $5,400.
Monthly billing: $500/month.
Gia Teams
$500
USD per seat/month with annual billing
For 2–9 seats.
Monthly billing: $550 per seat/month.
Gia Enterprise
Custom quote with either monthly or annual billing.
Gia is a separate HR compliance subscription. Its prices here are in US dollars.
Prices cover the named service and billing unit. A dollar symbol without a currency code does not establish USD. The country proposal sets the applicable price, billing commitment and required charges.
EOR add-ons
Supplemental benefits
Custom quote
by country and benefit plan
Additional benefits are available alongside mandatory local benefits. Premiums depend on the selected plan and covered employees.
Employee Assistance Program
Custom quote
by covered workforce and program
Listed as an optional EOR service. Request the local program, covered members and fee.
Equity payroll management
Custom quote
by award scope and country
Processes payroll reporting and tax withholding for supported equity awards. Availability depends on the country and award structure.
Visa and immigration support
Custom quote
by application and country
Visa applications and renewals are supported where available. Ask for service and government fees separately.
Office space and IT equipment
Custom quote
by location, equipment and service
Listed as an optional EOR service. Specify workspace, device and delivery requirements.
Background checks
Custom quote
by check and country
Employment, education and other permitted checks can be ordered. Confirm scope and price for each country.
A service-fee illustration
At the published EOR starting rate, ten employees for twelve unchanged months produce $71,880 in service fees: 10 × $599 × 12. One employee produces $7,188.
Two Teams seats at the annual rate come to $12,000 a year before taxes or extras: 2 × $500 × 12. The page’s $6,000 annual figure equals one seat at $500 × 12. Check renewal, cancellation and any trial conversion separately.
EOR security deposits and refunds at G-P
G-P has collected deposits at hiring to cover obligations such as statutory notice pay. In its September 2026 review, Employsome, an EOR comparison site, reported a refundable G-P deposit of 1 to 2.5 months of gross salary plus employer costs, depending on the credit check. For a hire costing US$10,000 a month to employ, that range would mean US$10,000 to US$25,000 on deposit.
Refund timing is set in each contract. Before paying, I’d ask G-P to state in your agreement what it can deduct, which event starts the refund period and how many days later it will return the balance. Budget separately for the money you advance for payroll.
Salary, employer costs and extras are additional.
Best For
I would shortlist G-P for an acquisition or divestiture when employees need to stay in countries where the buyer has no legal entity. After cybersecurity company SonicWall separated from Dell, G-P helped retain employees in Europe and Asia, including in small offices where SonicWall found it impractical to set up its own entity.
For an acquisition, ask G-P to identify the legal employer from the transfer date and who will carry forward pay, benefits and accrued leave. For a single new hire, compare the country fee and ongoing support with what you would pay for the same hire elsewhere.
On a transfer, one unresolved benefits question or an employee missing the first payroll can quickly cancel out the saving from a lower service fee. Compare a provider’s plan against the employees you actually have, including anyone on leave, receiving variable pay or needing work-permission support.
For one straightforward new hire, G-P should still compete on the complete country quote and the daily workflow. Its transfer capabilities may not add much value to that purchase. Ask the same questions about salary changes, expense approvals and invoice corrections that you would ask a smaller provider.
Alternatives to compare
G-P (Globalization Partners) is often compared with Remote, Deel, Rippling, Multiplier and Pebl (formerly Velocity Global).
I’d keep the countries, employee terms, payroll dates and required systems identical in the request for proposal.
The G-P alternatives guide compares the options by employment and payroll need. For a shorter list, read Deel vs G-P on workforce transitions and system fit, or Remote vs G-P on country delivery and ongoing employee changes.
| Provider | Reason to include it | What to compare |
|---|---|---|
Provider
Deel
|
Reason to include it
★★★★★4.7/5. Finance needs clearly defined accounting outputs. Its guide distinguishes EOR bill sync from Global Payroll/PEO journal entries. |
What to compare
The output for your employment model, with the required accounting fields.
|
Provider
Multiplier
|
Reason to include it
★★★★★4.1/5. You want a named-plan comparison between basic administration and integrations/custom reports. |
What to compare
The exact workflow in Core or Growth and its full-year cost.
|
Provider
Rippling
|
Reason to include it
★★★★★4.5/5. You want EOR connected to HR, payroll and IT in one platform; EOR starts at $499 per employee/month, plus the required Rippling Platform from $8 per employee/month. |
What to compare
An itemised quote for the platform, EOR and each module at your planned headcount.
|
Provider
Pebl (formerly Velocity Global)
|
Reason to include it
★★★★★4.2/5. Advertised from $399 per employee/month. The observed UK estimate tied $399 to a 12-month commitment and limited offer; monthly showed $599. Confirm the country quote. |
What to compare
The offboarding notice period and any service fees that continue during it.
|
Provider
Remote
|
Reason to include it
★★★★★3.8/5. Currently advertised from $599 per employee/month, with EOR hiring in 90+ countries. Confirm the billing commitment, applicable country offer and named employer. |
What to compare
The named employer for each hire and whether the first one needs a reserve.
|
Deel
★★★★★4.7/5.
Finance needs clearly defined accounting outputs. Its guide distinguishes EOR bill sync from Global Payroll/PEO journal entries.
The output for your employment model, with the required accounting fields.
Multiplier
★★★★★4.1/5.
You want a named-plan comparison between basic administration and integrations/custom reports.
The exact workflow in Core or Growth and its full-year cost.
Rippling
★★★★★4.5/5.
You want EOR connected to HR, payroll and IT in one platform; EOR starts at $499 per employee/month, plus the required Rippling Platform from $8 per employee/month.
An itemised quote for the platform, EOR and each module at your planned headcount.
Pebl (formerly Velocity Global)
★★★★★4.2/5.
Advertised from $399 per employee/month. The observed UK estimate tied $399 to a 12-month commitment and limited offer; monthly showed $599. Confirm the country quote.
The offboarding notice period and any service fees that continue during it.
Remote
★★★★★3.8/5.
Currently advertised from $599 per employee/month, with EOR hiring in 90+ countries. Confirm the billing commitment, applicable country offer and named employer.
The named employer for each hire and whether the first one needs a reserve.
Multiplier vs G-P: enterprise hiring and payroll
For an enterprise team that needs integrations and custom reports, I’d compare G-P with Multiplier Growth or Enterprise. Growth adds HR and finance integrations, custom reports and open APIs; Enterprise adds custom connections and tailored workflows. G-P EOR starts at USD 599 per employee/month, with volume discounts. Multiplier Growth costs $559 per employee/month with monthly billing or $519 per employee/month billed annually; confirm the dollar currency. Compare the full proposal, including any implementation or mandatory add-on fees, and keep salary, employer contributions, benefits, deposits and payroll funding separate from the service fee.
The required systems and payroll exceptions should decide the shortlist. G-P sends employee information into ADP Workforce Now and supports expense approvals and report exports. Multiplier’s Enterprise offer includes custom connections for Workday, SAP SuccessFactors, Oracle HCM and ADP. Specify the fields, direction, update timing and included implementation work for each connection. Ask both providers to demonstrate an approved salary change, a corrected expense and a payroll export with your cost centres. The demonstration should show who approves each change and who resolves an exception before the country’s payroll cutoff.
G-P states that EOR hires have no minimum contract length, but the client agreement still needs to settle cancellation notice, final employment costs and deposit release. Multiplier’s standard EOR terms make committed seat fees payable for the agreed term unless the quotation or order form provides otherwise; early cancellation can make the remaining fees immediately due, with a separate exception for termination for cause. Compare the amount payable if a hire leaves early, alongside employee notice and termination costs. The Multiplier review explains its plans, deposits and contract conditions.
Pros & Cons
Pros
- Offers workforce integration and entity wind-down support for moving an existing workforce.
- Describes its EOR starting charge as a flat platform fee across the 180+ countries it lists.
- Pricing FAQ says EOR hires have no minimum contract length.
Cons
- Visa support, background checks, equity payroll and equipment are listed add-ons.
- Notice, deposit-return timing and employee termination costs are set in your agreement.
- Transfer capabilities may not add much value to one straightforward new hire.
Integrations
G-P’s integration catalog includes ADP Workforce Now, BambooHR, HiBob, Personio, SAP SuccessFactors, UKG and Workday, alongside an API for other connections. The integrations differ in what they sync. For example, the catalog describes G-P employee information passing to ADP Workforce Now and changes in G-P updating BambooHR. Ask which system will own each field in your setup.
BambooHR integration
BambooHR hosts a G-P setup guide requiring BambooHR Admin privileges and the G-P Company Admin role. It says that activating a new professional in G-P triggers a sync into BambooHR of listed identity and job fields, including names, contact details, tax identity number, job title, start date and citizenship.
The guide covers new-employee setup; it does not describe two-way syncing of pay changes, expenses or payroll results. I’d ask the demonstrator to show your required fields and explain who owns changes after activation. Check existing-employee migration, duplicate matching and failed-record handling separately from creating a new record.
Platform & Process
Keep payroll and contractor funding distinct
G-P’s payroll page describes payment-method options and summaries showing transactions, rates and fees. No universal EOR funding cutoff is confirmed, so obtain the payment options, settlement timetable and cutoff that apply to your account.
The public Contractor terms are more explicit for that separate product: sufficient funds must be available, and a payment quote includes contractor amounts, applicable VAT, FX and fees before approval.
Onboarding & support
I’d begin with the first intended G-P pay date and work backwards. A contract signature, employee activation and cleared payroll funding are different milestones. A transition plan should show which must happen first, who owns each item and what happens if it is late.
G-P’s product illustration shows the information an employee is asked to complete during onboarding. Source: G-P EOR product page (accessed 23 October 2026).
Employee terms
Employer, service-date treatment, benefits, leave balances and required employee documents
Payroll inputs
Salary, commission, bonus and expense deadlines; approver and backup owner
Funding
Invoice issue date, cleared-funds deadline, funding currency and any deposit
First payroll
Expected gross-to-net result, employer charges and reconciliation owner
Exceptions
Named escalation contact and an agreed response if one employee cannot transfer
Compare the first payroll against the approved transfer file, including deductions and benefits, before treating the project as complete. Record the outgoing employer’s final obligations and the first G-P obligations separately. That makes a duplicate deduction, missing allowance or overlapping benefit premium easier to identify.
Support response times
G-P’s service-level page, last updated December 2024, lists two-minute live-chat and eight-hour webform response figures. Its footnote describes averages affected by time zones and question complexity. These are published objectives, not response times measured for this review or guaranteed resolution deadlines.
The same page ties a dedicated customer success manager to its Meridian EOR Prime wording. Because Meridian EOR Prime is an older product label, confirm whether your contracted package includes a dedicated customer success manager and a named contact. Agree how urgent payroll issues reach a human decision-maker and who covers the account contact’s absence.
When leaving later, request a closing statement and records-export timetable before the transfer date.
Contract Terms
What your agreement needs to settle
EOR hires have no minimum contract length. The client agreement sets the notice period, deposit-return timetable and employee termination costs, so ask for the EOR service agreement before signing.
Ask G-P to specify when fees start, renewal terms and what you owe if a transfer is delayed, headcount falls or the agreement ends. An employee who cannot move on the planned date needs both an operational owner and a clear answer about charges.
Customer Reviews
G-P has a Trustpilot TrustScore of 4.3/5 from 149 reviews and a G2 rating of 4.4/5 from 1,079 reviews (checked 9 November 2026). Individual accounts describe different countries, roles and services, so the details are more useful than the score alone.
Narkiz A.
2026-09-01 · G2
IT support reviewer at a small business; G2 labels the review organic.
Narkiz praises local-currency payroll and regional benefits, but describes having to enter leave and expenses day by day. Late submissions could miss the payout window.
During a demo, have an employee enter a multi-day claim. Check its cutoff and which payroll will include it if approval comes late.
Hannah Löf Makuch
2026-04-01 · Trustpilot
Published 1 April 2026; experience date 31 March. The account describes buying EOR services.
Hannah credits her G-P account manager with helping during onboarding and reports accurate payroll. She describes repeated exchanges with everyday support and wants detailed invoices to identify employees by ID instead of by name.
For invoice reconciliation, ask for a sample showing employee IDs, the personal details it contains and which finance users can see them.
Employee reviews
Glassdoor
Checked 2026-11-09 · Glassdoor
Employee rating: 3.2 out of 5 from 421 reviews.
Employees rate G-P 3.2 out of 5 on Glassdoor, from 421 reviews. This counts for one-seventh of our overall rating, because happy employees give better service. For an EOR, the people you hire become its employees too.
Sort the reviews by date and read what payroll and support staff say: they will handle your account.
Rating and research evidence
Rating: 4.2/5
On 7 October 2026, TheBestEOR recorded low confidence in the evidence for exit flexibility and medium confidence in the other five categories.
The 4.2/5 overall rating reflects G-P’s broad employment infrastructure and evidence of supporting workforce continuity through corporate change. I would give the greatest weight to the proposed transfer plan, country support and handling of existing employee terms when deciding whether G-P earns its place on a shortlist.
Compliance & risk
Comprehensive published employment and control infrastructure; confirm country and assurance scope.
Strengths
- Publishes local agreements, tax filings, benefits and ongoing HR/legal support.
- Documents security controls and an owned-entity network.
Watch-outs
- Confirm country employer, liability terms and assurance scope.
What remains to confirm
- Specific employing entity/license, liability exclusions and indemnity; independent assurance scope; actual payroll/legal outcomes
Cost & contract terms
Clear published fee and flexibility, but affordability and funding/extra-cost terms constrain this audience’s assessment.
Strengths
- Public EOR fee, volume-discount option and hire-term flexibility.
Watch-outs
- Higher entry fee requires a fit and total-cost comparison.
- Optional services and funding terms need an itemized proposal.
What remains to confirm
- Deposit, refund, funding deadline, setup/FX/exit fees, signed client commitment and total country quote
Country coverage
Broad stated reach and substantial owned-entity network; confirm the actual country arrangement.
Strengths
- Publishes EOR service in 180+ countries.
- Describes 100+ wholly owned legal entities.
Watch-outs
- The totals do not establish ownership in every covered country.
What remains to confirm
- Worker, role, visa and benefit eligibility; exact legal employer and contract availability
Onboarding & platform
Strong documented workflows and verification support; public speed language does not establish a worker start date.
Strengths
- AI-guided workflows include contracts, right-to-work checks and human assistance.
- Reporting and HCM/API options support administration.
Watch-outs
- Onboarding-in-minutes marketing is not a verified worker-start or payroll guarantee.
What remains to confirm
- Country documents and funding prerequisites, actual start time, payroll cutoff and first-payroll commitment
Support & service
Published response objectives provide useful detail; averages and plan caveats limit certainty.
Strengths
- Public objectives specify average chat and webform response times.
- G-P Assist and HR experts provide support routes.
Watch-outs
- Objectives are averages, not resolution guarantees.
- Dedicated-manager entitlement needs current-plan confirmation.
What remains to confirm
- Current plan’s human hours and dedicated contact, binding response/resolution SLA and actual service quality
Exit flexibility
Flexible hiring terms are useful, but the sources reviewed leave important cancellation and refund terms unresolved.
Strengths
- Pricing says there is no minimum contract length for EOR hires.
Watch-outs
- Hire-term flexibility does not establish client notice, refund or final-fee rules.
What remains to confirm
- Client notice, continuing fees, offboarding charge, refund timing, severance allocation, transfer and data-export terms
G-P holds ISO/IEC 27001, 27017, 27018 and 42001 certifications and has independently audited SOC 2 controls, as documented in its Privacy & Security Center. These cover information security, cloud security and privacy, and AI management; they do not replace checking the employment agreement. EOR fees start at US$599 per employee per month, while the named employer, funding and exit terms depend on the proposal. Evidence reviewed 3 November 2026.
FAQ
Is G-P the same company as Globalization Partners?
Yes. Globalization Partners rebranded as G-P in 2022; it is the same company, and its website still uses the globalization-partners.com domain. Older reviews and contracts may use the earlier name.
How much does G-P cost?
G-P publishes an EOR starting fee of $599 per employee per month, which it describes as a flat platform fee across the countries it lists; volume proposals are available. Compensation, statutory taxes and other employment costs are additional, and visa support, background checks, equity payroll and equipment are listed add-ons. The separate Contractor product starts at $39 per contractor per month, and Gia is priced separately. Request an itemised proposal for your actual workforce, and confirm the notice period, deposit-return timetable and employee termination costs.
Does G-P require an upfront deposit?
Yes. G-P has required deposits when employees are hired. After going through G-P’s sales process, Employsome reported a refundable deposit of 1 to 2.5 months of gross salary plus employer costs in its September 2026 review. The amount depends on the credit check. Ask G-P to put the deposit for your hire and the deadline for returning it in your written proposal.
Is Gia included in the EOR price?
Gia is separately priced. G-P Assist appears within the EOR package. Ask the proposal to name the product and included support for each requirement.
Does no minimum hire length mean I can leave without costs?
No. A minimum hire length and the cost of ending an agreement are separate questions. Check the client agreement’s termination process, employee obligations, outstanding invoices and deposit treatment.
Can G-P take over an existing workforce?
Workforce integration and entity wind-down are advertised uses. Request a country-level plan with the employer, employee process, benefits treatment and first payroll dates. Require an exception plan for anyone who cannot move with the main group.
What should I request before the first payroll?
An approved employee file, current input and funding deadlines, a sample payroll report and invoice, and a named reconciliation contact. Confirm how late expenses, a bonus adjustment and a rejected payment would be handled in your actual countries.
Share your countries, employee numbers and intended transfer dates to compare the scope you need.
Verdict
I’d shortlist G-P when you need to preserve an existing team through an acquisition, restructuring or entity closure. It explicitly offers support for workforce integration and entity wind-down. Before a transfer, the proposal should name each local employer, the first payroll date and the person responsible for the move.
Compare G-P with the other nine in the full EOR ranking.
The public offer does not set your final funding, liability or exit terms.
Sources
The sources behind this review, grouped by topic. Dates show when we last checked a page. Prices and terms change, so confirm them in your quote.
G‑P pricing, terms and service levels
6 sourcesG‑P · Pricing
EOR from USD 599 per employee/month with volume discounts (checked 1 Nov 2026); no minimum contract length for EOR hires (FAQ checked 25 Oct 2026). Gia and Contractor prices are separate. Salary, statutory employer contributions, benefits, deposits, payroll funding, FX and agreed extras need a country quote.
G‑P · Gia
Gia plan pricing and comparison
Checked 25 Oct 2026
G‑P · Gia
Checked 25 Oct 2026
G‑P · Legal
Checked 28 Sep 2026
G‑P · Legal
Checked 28 Sep 2026
G‑P · Support
Public support objectives, used for the support rating. Checked 28 Sep 2026
G‑P product and company pages
21 sourcesG‑P · Product
EOR features, pricing and total-cost FAQ. The onboarding illustration was accessed 23 Oct 2026. Checked 25 Oct 2026
G‑P · Product
Checked 25 Oct 2026
G‑P · Product
Checked 28 Sep 2026
G‑P · Compliance
Checked 25 Oct 2026
G‑P · Compliance
Checked 25 Oct 2026
G‑P · Compliance
Checked 25 Oct 2026
G‑P · Compliance
Checked 25 Oct 2026
G‑P · Product
Workforce transfers after acquisitions. Checked 25 Oct 2026
G‑P · Product
Checked 25 Oct 2026
G‑P · Blog
How to transition to an EOR or switch EOR providers
Checked 20 Oct 2026
G‑P · Integrations
Checked 20 Oct 2026
BambooHR · Integration guide
G‑P BambooHR integration setup guide (PDF)
Checked 20 Oct 2026
G‑P · Security
Used for the compliance rating.
G‑P · Security
Documents ISO/IEC 27001, 27017, 27018 and 42001 certifications and independently audited SOC 2 controls. Checked 3 Nov 2026
G‑P · News
G‑P secures #1 position in HR Technology Advice’s (HRTA) inaugural EOR market report
Owned-entity network statement, used for the compliance and coverage ratings.
G‑P · Blog
G‑P vs Papaya Global: EOR comparison
Reports more than 100 wholly owned entities.
G‑P · Blog
Source for the founding year. Checked 3 Nov 2026
G‑P · News
Minority investment announcement
Source for the 2012 founding year.
G‑P · News
Globalization Partners rebrands as G‑P
Checked 28 Sep 2026
CB Insights · Company profile
Globalization Partners company profile
Source for the company location. Checked 3 Nov 2026
G‑P · Case study
After SonicWall separated from Dell, G‑P helped retain employees in Europe and Asia. Checked 3 Nov 2026
Customer and employee reviews
5 sourcesTrustpilot
TrustScore of 4.3/5 from 149 reviews. Checked 9 Nov 2026
Trustpilot
Checked 28 Sep 2026
G2
Rating of 4.4/5 from 1,079 reviews. Checked 9 Nov 2026
G2
Checked 28 Sep 2026
Employsome
In its September 2026 review, Employsome reported a refundable deposit of 1 to 2.5 months of gross salary plus employer costs, depending on the credit check.
Other providers’ pricing used for comparison
5 sourcesDeel
PricingEmployer Liability CostAccounting integrations
EOR from US$599 per employee per month, with month-to-month billing available, plus a mandatory Employer Liability Cost based on the employee’s gross salary (checked 25 Oct 2026). Accounting integrations overview checked 28 Sep 2026.
Multiplier
Core EOR from $499 per employee/month billed monthly or $459 billed annually, dollar currency unspecified (checked 25 Oct 2026). Standard EOR terms make committed seat fees payable for the agreed term unless the quote or order form says otherwise; early cancellation can make remaining fees immediately due.
Pebl
EOR from $399 per employee per month. The price card does not specify the dollar currency or commitment; the country order form sets those terms. Checked 25 Oct 2026
Remote
EOR from US$599 per employee per month on an annual contract; the standard monthly EOR fee is US$699 per employee, billed by active usage. Checked 25 Oct 2026
Rippling
EOR from $499 per employee per month, plus the required Rippling Platform from $8 per employee per month and a monthly base fee. Checked 25 Oct 2026
Court filing
1 sourceUnited States · Delaware Bankruptcy Court
ViewRay, Inc. chapter 11 motion on employee wages and benefits (Doc 12, page 5)
Shows that G‑P has collected deposits at hiring to cover obligations such as statutory notice pay.
Our research
2 sourcesThe Best EOR
The Best EOR
G‑P pricing and features infographic (archived version)
Checked 18 Oct 2026
Company information, customer case studies, current customer-review profiles and security evidence were reviewed for the 3 November 2026 update.
If you spot a changed price or a conflicting source, send it through the contact page and we’ll review it.