Top 10 Native Teams Alternatives in 2026

Native Teams built a solid reputation helping distributed teams manage international hiring. But growth changes everything. What worked at 15 contractors across three countries starts breaking down at 60 employees in 11 markets. Compliance gets harder. Payroll errors compound. Finance teams lose visibility.

This guide evaluates Native Teams alternatives based on what actually determines success: compliance depth in high-risk markets, payroll accuracy under pressure, scalability without operational chaos, and support quality when things break.

How we evaluated these platforms:

• Interviewed HR leaders managing 50+ international employees
• Tested platforms through live payroll cycles and compliance workflows
• Analyzed 200+ verified reviews on G2, Capterra, and TrustRadius
• Compared the total cost of ownership, including hidden fees

Gloroots appears in this comparison. We've highlighted where we excel and where competitors might fit better.

Our goal? Help you choose the right EOR partner for your compliance standards, operational complexity, and growth trajectory, regardless of whether that's us.

What Is Native Teams?

Native Teams is a global employment platform that lets companies hire, pay, and manage contractors and employees across borders without establishing local entities. The platform operates in 88 countries.

It targets startups and SMBs expanding internationally for the first time. The interface is straightforward for managing distributed teams.

Teams typically use Native Teams to engage freelancers across multiple countries, convert contractors to employees, and run basic multi-country payroll without navigating local tax codes directly.

Key Features of Native Teams

• EOR services across 88 countries: Enables hiring without entity formation, though local compliance expertise varies significantly by jurisdiction and leaves gaps in high-risk markets
• Contractor payment automation: Supports invoicing and payments in multiple currencies, but lacks robust misclassification safeguards or conversion workflows for scaling teams
• Standard compliance documentation: Provides employment contracts, though legal playbooks and country-specific advisory support are limited compared to premium platforms
• Self-service platform: Designed for lean teams, but without dedicated CSMs, troubleshooting compliance issues often requires escalation delays

When to Consider a Native Teams Alternative

Teams typically outgrow Native Teams when global hiring shifts from experimental to strategic. Here's when you should start evaluating alternatives:

Cost escalation beyond sticker price:

• Add-on fees for benefits administration erode initial savings
• Immigration support carries separate charges
• Legal advisory comes at premium rates
• Total cost of ownership becomes unpredictable

Compliance gaps in high-regulation markets:

• France, Germany, and Brazil expose platform limitations
• General compliance coverage proves insufficient
• Local labor nuances require on-the-ground expertise
• Statutory filings and union negotiations need specialist support

Performance issues during critical windows:

• Peak payroll cycles create resolution delays
• Tax deduction visibility remains limited
• Query response times frustrate HR and finance teams
• Support quality becomes inconsistent under pressure

Top 10 Native Teams Alternatives Worth Evaluating

1. Gloroots

Gloroots is built for companies scaling into India and managing distributed teams across 100+ countries. It combines EOR services with deep local compliance expertise and dedicated Customer Success Managers for hands-on support.

The platform serves mid-market and enterprise companies establishing Global Capability Centers (GCCs) in India or managing hybrid employment models. What sets Gloroots apart? The marriage of automation and expertise. You get a self-service dashboard for speed, plus CSM-led advisory for compliance complexity.

Key Features

• India GCC specialization with PF/ESIC/gratuity handling: Accelerates GCC setup with full statutory compliance, local HR advisory, and sourcing support
• Contractor-to-employee conversion workflows: Enable seamless transitions with legal playbooks to avoid misclassification risk
• Finance-grade visibility with GL-ready reports: Line-item invoices, country-level breakdowns, and accounting exports eliminate reconciliation friction
• Platform with managed service model: Self-service speed combined with expert guidance for complex compliance scenarios

Customer Review

"Gloroots handled our India expansion end-to-end: payroll, compliance, and even talent sourcing. Their CSM felt like an extension of our HR team, not a vendor." (G2 Review, Series B SaaS Company)

Pros

• GCC setup, local sourcing, and statutory compliance with on-the-ground depth
• Line-item invoicing with FX breakdowns eliminates surprise fees
• Dedicated CSMs proactively flag compliance changes and guide workforce planning

Cons

• Higher per-employee cost than budget platforms
• Less established than Deel or Remote in North American markets
• India focus may not suit teams with a minimal India footprint

Why Choose Gloroots Over Native Teams?

• Native Teams offers 88 countries; Gloroots ensures you're audit-ready in markets that matter with legal playbooks and CSM guidance
• Native Teams leaves you troubleshooting alone; Gloroots CSMs proactively resolve issues before escalation
• If India is strategic, Gloroots shortens time-to-hire from months to weeks with local sourcing and PF/ESIC compliance

Pricing

Custom pricing based on headcount, countries, and service level. Transparent line-item invoices break down payroll, taxes, benefits, and platform fees. No hidden costs.

2. Deel

Deel is a global HR platform specializing in contractor and employee management across 150+ countries. It focuses on high-volume hiring, extensive integrations, and multi-currency payroll at scale.

The platform serves startups and enterprises managing large contractor networks or rapidly expanding international workforces. Deel differentiates through breadth of coverage, integration depth, and support for 140 currencies.

Key Features

• Support for 140 currencies: Localized payroll with minimal FX friction
• Deep HRIS and accounting integrations: Syncs with Workday, BambooHR, NetSuite, and Xero
• Contractor misclassification protection: Compliance assessments and documentation to reduce audit risk
• Visa and immigration support: Relocation services and work permit facilitation

Customer Review

"Deel's automation saved us hours every payroll cycle. But when we hit compliance questions in Germany, support felt transactional. We needed experts, not ticket responses." (Capterra Review, 120-person Tech Startup)

Pros

• Connects with 50+ HR, finance, and productivity tools
• Purpose-built for managing hundreds of freelancers globally
• Intuitive interface reduces onboarding time

Cons

• Dedicated account management requires enterprise pricing
• Expertise in high-regulation jurisdictions doesn't match boutique providers
• Immigration, benefits, and legal advisory carry separate fees

Why Choose Deel Over Native Teams?

• If managing 50+ freelancers, Deel's invoicing automation and payment batching justify the premium
• Deel syncs with your existing HR and finance stack; Native Teams requires manual workarounds

Pricing

$49/month per contractor and $599/month per EOR employee, with additional fees for benefits, immigration, and premium support.

3. Remote

Remote is a global employment platform focused on making international hiring accessible for early-stage and mid-market companies. It offers EOR services, contractor management, and global payroll across 70+ countries.

The platform serves budget-conscious teams prioritizing transparent pricing and ease of use. Remote differentiates through pricing clarity: $199/employee/month.

Key Features

• Flat-rate pricing: $199/employee/month covers EOR, payroll, and compliance
• Country-specific employment contracts: Localized agreements aligned with labor laws
• Compliance monitoring and alerts: Flags regulatory changes and contract risks
• Remote Talent marketplace: Connects companies with pre-vetted contractors and employees

Customer Review

"Remote's pricing was perfect for our Series A budget. Setup was fast, but when our France employee had a benefits dispute, we realized we needed more hand-holding." (G2 Review, 35-person Fintech Startup)

Pros

• $199/employee with no surprise fees makes budget forecasting simple
• Minimal learning curve for HR admins and employees
• Well-documented API enables custom integrations

Cons

• No dedicated CSMs at standard pricing
• Basic statutory coverage; premium benefits require third-party coordination
• 70+ countries vs. Deel's 150+ or Gloroots' 100+

Why Choose Remote Over Native Teams?

• Remote's $199 flat rate eliminates Native Teams' cost creep from add-ons
• If comfortable building internal workflows via API, Remote's documentation outpaces Native Teams

Pricing

$199/month per EOR employee with no setup fees or hidden costs. Premium benefits, immigration support, and dedicated CSMs require enterprise pricing.

4. Rippling

Rippling is a unified HR, IT, and finance platform that extends into global employment. It offers EOR services as part of an all-in-one system for payroll, benefits, device management, and software provisioning.

The platform serves US-based companies expanding internationally. Unlike standalone EOR platforms, it unifies HR workflows with IT asset management and finance automation.

Key Features

• Unified HR, IT, and finance workflows: Onboard employees, provision laptops, grant app access, and enroll in benefits from one platform
• Global payroll with US payroll integration: Manages both W-2 employees and international EOR hires in one system
• Automated compliance and policy enforcement: Offboarding triggers immediate app revocation and asset return
• Custom workflow automation builder: No-code automation for approval chains and compliance checks

Customer Review

"Rippling transformed our operational chaos into a single system of record. Global hiring became an extension of our domestic process, not a separate vendor relationship." (G2 Review, 300-person SaaS Company)

Pros

• Replacing 5-7 vendors with one system reduces cost and complexity
• Custom rules for onboarding create operational efficiency
• If most of your team is domestic, global EOR becomes a natural extension

Cons

• Global employment is a feature, not the core product
• Per-user base fee plus module pricing creates cost opacity
• Feature richness adds onboarding complexity for small teams

Why Choose Rippling Over Native Teams?

• If managing 100+ employees domestically and expanding internationally, Rippling eliminates vendor fragmentation
• Rippling ties global hiring to device provisioning and software access

Pricing

Starts at $8/user/month for core HRIS, with global EOR fees varying by country (typically $500-700/employee/month).

5. Oyster

Oyster is a distributed-work-first EOR platform designed for remote-native companies. It emphasizes equitable compensation, transparent salary benchmarks, and employee experience across borders.

The platform serves startups and scale-ups committed to distributed team models. Oyster differentiates through transparent compensation data, location-agnostic pay bands, and employee-centric onboarding.

Key Features

• Transparent global salary benchmarks: Market-rate compensation data for 100+ countries
• Equity and stock option distribution: Manages equity grants with tax optimization and vesting tracking
• Employee-centric onboarding: Localized support reduces time-to-productivity
• Built-in immigration and visa support: Relocation advisory and work permit facilitation as standard

Customer Review

"Oyster's compensation data helped us build equitable global pay bands from day one. Our distributed team feels valued, not tiered by geography." (Capterra Review, 80-person Remote-First Startup)

Pros

• Transparent salary data and equitable benefits align with values-driven cultures
• Localized onboarding improves distributed team satisfaction
• Visa and relocation assistance at no additional cost

Cons

• $499/employee/month is potentially prohibitive for pre-Series A startups
• Fewer HRIS and accounting connectors than Deel or Rippling
• Around 100 countries vs. Deel's 150+

Why Choose Oyster Over Native Teams?

• If equitable compensation and DEI are strategic priorities, Oyster's product philosophy aligns
• Oyster includes equity and immigration capabilities Native Teams charges separately for

Pricing

$499/month per employee with immigration and equity management included.

6. Papaya Global

Papaya Global is an enterprise-grade payroll and workforce management platform serving multinational corporations across 160+ countries. Built for companies managing thousands of international employees.

Papaya differentiates through its hybrid model: customers can use Papaya's EOR services or run payroll through their own entities.

Key Features

• Multi-entity payroll consolidation: Unifies payroll across owned entities and EOR arrangements
• Audit-grade compliance and SOC 2 certification: Enterprise security standards and detailed audit trails
• Finance-level visibility with GL mapping: Department-level cost breakdowns and accounting-ready exports
• Dedicated implementation and CSM teams: White-glove onboarding and ongoing advisory

Customer Review

"Papaya unified our payroll across 22 countries and 3,000 employees. The finance visibility alone justified the investment." (G2 Review, Global Manufacturing Company)

Pros

• Handles thousands of employees across owned entities and EOR structures
• Audit trails and SOC 2 compliance meet enterprise governance standards
• Supports both EOR and entity-based payroll

Cons

• Custom pricing starts at $50K+ annually
• 3-6 months onboarding for large deployments
• Overkill for straightforward EOR needs

Why Choose Papaya Over Native Teams?

• If your CFO demands audit-ready payroll data and SOC 2 compliance, Papaya delivers
• For companies with existing international entities, Papaya unifies payroll

Pricing

Custom enterprise pricing based on headcount, countries, and service complexity. Typically $50K-$500K+ annually.

7. Multiplier

Multiplier is a global employment platform focused on Asia-Pacific markets. It offers EOR services with deep expertise in India, Singapore, and Southeast Asia.

The platform serves companies expanding into APAC or scaling distributed teams across emerging markets. Multiplier differentiates through regional specialization while competitors prioritize Europe and North America.

Key Features

• Deep APAC compliance expertise: Local legal teams in India, Singapore, the Philippines, and Indonesia
• Localized benefits and statutory management: Handles provident funds, EPF, CPF, and regional retirement schemes
• Multi-currency payroll with regional FX optimization: Manages APAC currency volatility efficiently
• Contractor-to-employee conversion workflows: Supports scaling teams transitioning to permanent employment

Customer Review

"Multiplier's India and Singapore expertise was night-and-day better than our previous EOR. They understood local labor nuances our last vendor kept missing." (G2 Review, Series B E-commerce Company)

Pros

• Local compliance depth in India, Singapore, and Southeast Asia exceeds generalist competitors
• Time-zone-aligned CSMs and local language support
• Regional cost structures enable lower per-employee fees in APAC markets

Cons

• Europe and America's offerings lag Deel or Remote
• Fewer HRIS and accounting connectors
• New entrant in the US/Europe markets

Why Choose Multiplier Over Native Teams?

• If India, Singapore, or Southeast Asia represent 50%+ of international headcount, Multiplier's regional depth justifies switching
• Multiplier handles EPF, CPF, and regional retirement schemes with precision

Pricing

$300-$450/month per EOR employee, depending on country and service level.

8. Velocity Global

Velocity Global is an enterprise EOR provider with 25+ years of workforce management experience. It serves Fortune 500 companies and global enterprises managing complex, high-stakes international employment.

The platform prioritizes risk mitigation over self-service speed. Velocity Global differentiates through service intensity: dedicated legal teams, custom contract negotiation, and hands-on crisis management.

Key Features

• 25+ years of global employment expertise: Deep institutional knowledge of international labor law and union negotiations
• White-glove service with dedicated legal advisors: Employment law specialists provide proactive compliance guidance
• Custom compliance solutions: Handles executive terminations, union negotiations, and M&A transitions
• Crisis management and dispute resolution: Legal representation during audits and regulatory investigations

Customer Review

"Velocity Global walked us through a complex executive termination in France that could have cost millions. Their legal team was worth every dollar." (G2 Review, Global Financial Services Firm)

Pros

• Legal depth eliminates exposure in high-regulation markets
• Provides legal representation when employment disputes escalate
• Handles M&A transitions and multi-entity restructuring

Cons

• Custom quotes start at $100K+ annually
• White-glove advisory comes with slower onboarding
• Designed for high-touch partnerships, not platform autonomy

Why Choose Velocity Global Over Native Teams?

• If facing significant compliance exposure or operating in litigious markets, Velocity Global's legal depth justifies the premium
• Provides legal representation and strategic counsel during disputes

Pricing

Custom enterprise pricing based on complexity, headcount, and risk profile. Typically $100K-$1M+ annually for Fortune 500 deployments.

9. Safeguard Global

Safeguard Global is a mid-market EOR platform serving companies with 50-500 international employees. It balances automation with personalized service across 170+ countries.

The platform targets companies outgrowing entry-level EOR providers but not yet requiring enterprise-scale solutions. Safeguard offers flexible engagement models (EOR, AOR, payroll-only) that Native Teams lacks.

Key Features

• Flexible engagement models: Supports EOR, AOR, or payroll-only arrangements
• 170+ country coverage: Provides localized expertise across a broader footprint than Native Teams
• Dedicated account management: Includes CSMs without enterprise-level pricing
• Immigration and mobility support included: Handles visa sponsorship and work permits as standard

Customer Review

"Safeguard's flexibility let us use EOR in some countries and run payroll through our entities in others. One vendor, one invoice, no juggling." (Capterra Review, 180-person Tech Company)

Pros

• Accommodates companies with mixed entity and EOR structures
• Pricing and service levels calibrated for 50-500 employees
• 170+ countries with regional compliance specialists

Cons

• UI and automation maturity trail Deel, Rippling, or Gloroots
• Fewer HRIS and accounting connectors
• Less recognized than Deel or Remote

Why Choose Safeguard Over Native Teams?

• If you need EOR in some countries and payroll-only where you have entities, Safeguard accommodates
• Includes account management, Native Teams reserves for enterprise pricing

Pricing

$400-$600/month per EOR employee, depending on country and service level, with immigration and dedicated CSMs included.

10. Atlas

Atlas (formerly G-P Meridian) is a direct EOR platform from Globalization Partners targeting tech-forward companies. It prioritizes speed, automation, and developer experience.

The platform serves startups and scale-ups hiring rapidly across multiple countries. Atlas differentiates through API-first architecture and integration capabilities exceeding traditional EOR providers.

Key Features

• API-first architecture: Custom integrations and automated workflows via a well-documented API
• Rapid onboarding with 72-hour hire guarantee: Accelerates time-to-productivity
• Developer-friendly platform: Intuitive UI and technical documentation for product teams
• Integration marketplace: Pre-built connectors to 40+ HRIS, ATS, and accounting platforms

Customer Review

"Atlas's API let us automate our entire global hiring workflow. Our engineering team onboards international hires the same way we deploy code." (G2 Review, Series B Developer Tools Startup)

Pros

• API quality, documentation, and integration flexibility exceed all competitors
• 72-hour onboarding prioritizes velocity over white-glove service
• Pre-built connectors eliminate duplicate data entry

Cons

• The self-service model means limited hand-holding for complex compliance
• Atlas operates in around 50 countries vs. G-P's 180+
• API access and advanced integrations carry higher per-employee costs

Why Choose Atlas Over Native Teams?

• If your engineering team wants programmatic control over global hiring, Atlas's API capabilities justify the premium
• Atlas's 72-hour onboarding beats Native Teams' timelines

Pricing

$500-$700/month per employee, depending on country and automation features.

What to Evaluate When Choosing a Native Teams Alternative

1. Local Compliance Depth vs. Country Coverage Breadth

Don't confuse country count with compliance capability. A provider operating in 150 countries with shallow legal expertise creates more risk than one covering 50 markets with on-the-ground advisory, local counsel, and market-specific playbooks.

2. Support Model: Self-Service vs. Managed Service

Tech-first platforms prioritize automation and ticket-based support. Managed-service providers assign dedicated CSMs who proactively guide compliance. Your choice should match internal HR capacity. Lean teams need advisory depth, sophisticated HR orgs may prefer autonomy.

3. Total Cost of Ownership Beyond Sticker Price

Evaluate pricing holistically:

• Base fees and platform charges
• Add-ons for benefits, immigration, and legal advisory
• FX markups on international payments
• Hidden costs like payroll errors, compliance penalties, and internal bandwidth burned on troubleshooting

Cheap platforms often prove expensive when true costs compound.

4. Financial Visibility and Audit Readiness

Can your EOR provide line-item invoices, country-level cost attribution, GL-ready exports, and audit trails? Finance teams demand transparency. Opaque billing creates reconciliation friction and budgeting uncertainty.

5. Contractor-to-Employee Conversion Pathways

As teams scale, contractors become full-time hires. Does your platform handle conversions seamlessly with misclassification protection, or force you to terminate and rehire through separate workflows, resetting equity clocks, and risking compliance?

Why Gloroots Is Worth Considering as a Native Teams Alternative

Gloroots is purpose-built for companies establishing GCCs in India or managing globally distributed teams where compliance depth, finance visibility, and dedicated advisory matter more than the lowest sticker price.

The platform combines self-service speed with managed-service expertise. You get automation for operational efficiency plus CSMs who proactively guide payroll, statutory compliance, and workforce planning. This hybrid approach means you're never stuck waiting in ticket queues when compliance questions arise or payroll issues surface.

Where Gloroots outperforms Native Teams:

India specialization:

• End-to-end GCC setup with local entity formation support
• Full PF/ESIC/gratuity handling with statutory compliance
• Local talent sourcing and compensation benchmarking
• On-the-ground HR advisory for India-specific labor laws

Finance-grade reporting:

• Line-item invoices break down every cost component
• GL mapping and accounting exports for seamless reconciliation
• Country-level cost attribution for accurate budget tracking
• Audit trails that satisfy the CFO and legal team requirements

Dedicated CSM support:

• Proactive compliance guidance, not reactive ticket responses
• Strategic workforce planning aligned with business goals
• Direct access to local experts during critical decisions
• Faster resolution times during payroll cycles

Gloroots is ideal for Series A-C companies scaling into India, mid-market enterprises managing 50-250 international employees, or any team where "good enough" compliance creates unacceptable risk. 

If India represents a strategic growth market or if your finance team demands transparency, Gloroots delivers where Native Teams fall short.

Gloroots vs. Native Teams: Quick Comparison

Ready to explore how Gloroots compares to your current setup?                                                        Book a demo to discuss your specific hiring strategy, compliance requirements, and growth roadmap.

Frequently Asked Questions About Native Teams Alternatives

1. What are the top Native Teams alternatives?

Gloroots (India expansion with managed service), Deel (contractor management with 140 currencies), Remote (transparent $199/employee pricing), Rippling (unified HR/IT platform), and Oyster (DEI-focused for distributed teams). Choose based on your geography, team size, and support needs.

2. Is Native Teams suitable for large-scale use?

Native Teams works well up to 50 employees, but struggles beyond that. Compliance expertise thins out, support slows down, and costs become unpredictable. Companies with 100+ international employees typically need dedicated account managers and audit-ready reporting.

3. How does Gloroots compare to Native Teams?

Gloroots provides deeper compliance expertise, dedicated CSMs, and finance-grade visibility, especially for India. Key advantages include India GCC specialization, transparent invoicing, and contractor-to-employee conversion support. It costs more but eliminates compliance risks and operational friction.

4. What is the best free alternative to Native Teams?

No enterprise-grade EOR is truly free. Remote offers the most accessible entry at $199/employee/month with transparent pricing. Deel's $49/month contractor tier works for freelancer-only teams. Avoid ultra-cheap options as they often mean shallow compliance or hidden fees.

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