Hiring internationally gets complicated fast. You need employment contracts, payroll, benefits, tax compliance, contractor payments, and a way to manage people across different countries. Native Teams brings many of those pieces together in one global employment platform.
Native Teams offers Employer of Record (EOR), Contractor of Record, contractor payments, payroll, and entity management for distributed companies. Its EOR service currently covers 95+ countries, making it an option for businesses that already know who they want to hire and need the infrastructure to employ and pay them internationally.
But country coverage only tells you part of the story. A useful Native Teams review needs to cover what happens after you sign up: how employee onboarding works, what the employer dashboard looks like, how global payroll and international payments are managed, what customer support looks like, and what actual users say about the platform.
That’s what we’ll cover in this Native Teams review for 2026. We’ll break down its key features, employee and employer experience, customer reviews, pros and cons, ideal use cases, and alternatives for different global hiring strategies. If cost is your main concern, we’ve covered the numbers separately in our Native Teams pricing guide, so this review focuses on whether the platform is a good fit for your team.
Native Teams Review: Quick Verdict
Native Teams is a global employment and payments platform built for companies that already have international workers or candidates in mind. Its biggest appeal is the combination of broad country coverage, multiple hiring models, and relatively accessible starting prices compared with many large Employer of Record (EOR) platforms.
Native Teams currently supports EOR hiring across 95+ countries through its own legal entities. The platform also offers Contractor of Record, contractor payments, Gig Pay, and entity management, giving companies several ways to manage international employees and contractors from one provider. Its EOR plan starts at $99 per employee per month.
Here’s the quick overview:
Native Teams is particularly compelling if you've already found your candidates and need a way to employ or pay them across multiple countries. Its direct-entity EOR model means Native Teams handles employment, local payroll, taxes, benefits, compliance, onboarding, and offboarding for employees hired through the service.
Companies that need more than employment infrastructure may want to look elsewhere. Native Teams isn't primarily a recruitment agency, so businesses still need to source and evaluate candidates themselves.
That distinction matters when comparing Native Teams with a company like South. Native Teams can help you employ someone you've already found, while South is designed to help U.S. companies find, vet, and hire remote talent from Latin America.
Overall, Native Teams deserves consideration for companies building distributed teams across several markets. The rest of this review looks more closely at how the platform works, what it's like to use, what customers say, and where it makes the most sense before you choose it for your international hiring strategy.
How We Reviewed Native Teams
A useful EOR review goes beyond the feature list on a provider’s homepage. To evaluate Native Teams, we looked at how the platform supports companies and workers throughout the international employment process, from onboarding and payroll to ongoing administration and customer support.
Our review considers:
- Native Teams’ current Employer of Record, Contractor of Record, payroll, and payment services
- Country coverage and the way Native Teams structures international employment
- Employer and employee onboarding workflows
- Global payroll, benefits, expenses, and payment capabilities
- Public customer feedback across platforms such as G2 and Trustpilot
- Common strengths and recurring concerns mentioned by users
- The types of companies and remote teams the platform is best suited for
- How Native Teams compares with other ways to hire and manage international talent
We also separate platform performance from pricing. Companies primarily comparing fees, plan structures, and potential costs can find those details in our Native Teams pricing guide.
The goal here is simpler: determine what Native Teams is actually like to use and which hiring situations it fits best.
What Is Native Teams?
Native Teams is a global employment and work payments platform that helps companies hire, pay, and manage employees and contractors across multiple countries.
Founded in 2020, the company has since expanded to 95+ countries, supporting more than 3,000 businesses with a team of 300+ employees. Its platform combines international employment, payroll, contractor payments, compliance, and workforce administration in one system.
Its core service is Employer of Record. Through Native Teams' EOR model, a company can hire an employee in another country without establishing its own local legal entity. Native Teams becomes the legal employer and handles employment contracts, payroll, taxes, statutory benefits, and local labor compliance.
One notable part of its model is that Native Teams says it employs workers through its own legal entities rather than relying on third-party EOR partners. For companies hiring across several markets, that can create a more direct relationship between the employer, employee, and the company responsible for local employment.
Native Teams has also expanded beyond traditional EOR services. Companies can use the platform for global payroll, Contractor of Record, contractor payments, Gig Pay, multi-currency payments, and entity management, depending on how their international workforce is structured.
The important distinction is that Native Teams primarily provides the infrastructure to employ and pay international talent. If your company already has a developer in Argentina, a marketer in Mexico, or an accountant in Colombia that it wants to hire, Native Teams can help formalize and manage that employment relationship.
If you still need to find, evaluate, and hire the candidate, you'll need a recruitment or staffing solution alongside the employment platform. We'll come back to that distinction later when comparing Native Teams with alternatives such as South.
What Can You Do With Native Teams?
Native Teams has expanded beyond a traditional Employer of Record platform. Companies can use it to employ full-time workers, manage contractors, process global payroll, handle high-volume payouts, and operate their own international entities from one system.
The right service depends largely on who you're hiring and how you want to classify and pay that person.
Employer of Record
Native Teams' Employer of Record service lets companies employ people in 95+ countries without establishing their own local entity.
Native Teams becomes the legal employer while your company manages the employee's day-to-day work. The service covers areas such as:
- Local employment contracts
- Employee onboarding and offboarding
- Payroll processing
- Taxes and statutory contributions
- Localized employee benefits
- Employment compliance
- Work permits and visa support
Native Teams says it operates its EOR service through entities it owns directly, rather than routing employment through third-party EOR partners.
This model suits companies that have already found the person they want to hire and need a compliant way to employ them in another country.
Global Payroll
Companies with their own legal entities can use Native Teams to run payroll across multiple countries from one platform.
That can help consolidate processes that would otherwise involve different local payroll providers, payment systems, and administrative workflows. Native Teams supports payroll inputs such as salaries, expenses, absences, and other employee payment information before processing payments across international teams.
This becomes more useful as a company expands into several markets and wants a more centralized approach to global payroll.
Contractor of Record
Native Teams also offers Contractor of Record (CoR) for companies working with international independent contractors.
Under this model, Native Teams takes responsibility for contractor classification, locally compliant contracts, onboarding and offboarding, tax handling, IP protections, and payments.
The main appeal is reducing contractor misclassification risk, particularly when working with long-term contractors in countries where labor and tax rules make classification more complicated.
Contractor Pay
Contractor Pay is a lighter option for businesses that mainly need to pay international contractors efficiently rather than outsource the entire contractor relationship.
The service includes multi-currency contractor payments, agreements aligned with local requirements, expense cards, and payment management.
That distinction matters. Contractor Pay focuses primarily on the payment workflow, while Contractor of Record adds a deeper layer of classification and compliance management.
Gig Pay
For companies managing larger volumes of freelancers, platform workers, or other on-demand talent, Native Teams offers Gig Pay.
It's designed for high-volume payouts rather than traditional monthly employee payroll. Businesses can use it to distribute earnings, bonuses, and incentives while managing payments across currencies and countries.
This makes it more relevant to marketplaces, gig platforms, and businesses with large flexible workforces than to companies hiring a handful of permanent remote employees.
Entity Management
Native Teams can also support businesses that decide to open and operate their own legal entities internationally.
Its Entity Management service includes support with entity operations, employment contracts, payroll processing, and local compliance requirements.
This gives growing companies another path: they can initially use an EOR to enter a new country and later move toward operating their own entity if the local team becomes large enough to justify it.
Overall, Native Teams covers several stages of international workforce management. Its strongest fit is still employment and payment infrastructure, so companies should consider whether they also need candidate sourcing, recruiting, or vetting before choosing their hiring setup.
What Is Native Teams Like to Use?
Native Teams brings onboarding, contracts, payroll, invoices, expenses, leave, and workforce administration into one employer dashboard. The platform was recently redesigned, and Native Teams says the new app introduces updated workflows, a more modern interface, and stronger security.
That gives employers a central place to manage international workers instead of switching between separate payroll providers, spreadsheets, banks, and HR tools. The exact experience depends on which Native Teams service you're using, but the main workflow is fairly consistent: add your workers, manage employment or payment inputs, review payroll or payouts, and keep records inside the platform.
Employee Onboarding
For EOR hires, Native Teams provides guided onboarding and locally compliant employment contracts. Employers can add a new team member to the platform, enter their employment information, and manage the documentation required to establish the employment relationship.
Because Native Teams operates across dozens of jurisdictions, the exact requirements can vary by country. That may include local contract terms, statutory benefits, tax documentation, and other employment information needed before payroll begins.
Once someone is onboarded, employers can view their personal information, employment details, payroll history, and related documents from the Team section of the dashboard. Employees can also use the Native Teams platform to access documents and manage parts of their own employment experience.
For employers already juggling hires across several countries, centralizing those records is one of the platform's more practical features.
Payroll and Payments
Payroll is where much of the ongoing employer interaction happens.
Native Teams' payroll dashboard lets employers manage monthly inputs that affect employee compensation, including:
- Bonuses
- Expenses
- Overtime
- Salary changes
- Sick leave
- Unpaid leave
- Contracted annual leave
- Other payroll adjustments
Employers can review, approve, decline, and track those inputs before they enter the payroll cycle.
The platform also provides a payroll overview showing team salaries, monthly costs, and average costs per employee. Before finalizing payroll, employers can review gross salary, net salary, taxes, contributions, additional inputs, and overall employment cost. Employers can approve payroll records individually or in batches.
For distributed teams, that level of visibility can be useful because international payroll often involves more than transferring the same salary every month. Bonuses, reimbursements, leave, overtime, taxes, and statutory contributions can all change the final calculation.
Employer Dashboard and Administration
The employer dashboard serves as the main control center for a Native Teams account.
Companies can use it to view their workforce, filter employees by country or employment status, manage payroll inputs, check deadlines, access documents, and review invoices.
The invoice hub also provides visibility into:
- Pending, paid, and overdue invoices
- Total monthly costs
- Individual invoice details
- Costs by employee or country
- Downloadable and exportable invoice records
This can make reconciliation easier for finance teams managing workers across multiple jurisdictions.
Native Teams also includes expense and absence management, so employers can approve employee expenses and track vacation or sick leave without maintaining separate spreadsheets for those processes.
Employee Experience
The employee side matters just as much as the employer dashboard because Native Teams becomes the legal employer for EOR workers.
Employees interact with Native Teams for parts of their employment administration, including contracts, payroll documentation, expenses, leave, and payments. Depending on the service and location, workers can receive funds through bank transfers, digital wallets, or Native Teams cards.
Native Teams also offers localized benefits under its EOR service, including options such as insurance, wellness benefits, or other country-specific perks, depending on local availability.
This means businesses evaluating an EOR should consider more than the employer interface. The provider's responsiveness and reliability directly affect the people you're hiring, especially when questions arise about salaries, contracts, benefits, or employment documentation.
Customer Support
Native Teams says it provides access to in-house legal, payroll, and tax specialists in the countries where it operates. Its help center also lists customer support through its support team, alongside documentation covering payroll, contracts, invoices, onboarding, payments, and compliance.
For companies using an EOR, this is an important part of the service. International employment issues can be country-specific, so having access to local expertise can matter when dealing with questions about labor regulations, benefits, payroll deductions, visas, or terminations.
However, the provider's own description only tells us how support is supposed to work. The more useful test is what customers report actually experiencing.
That's what we'll look at next.
Native Teams User Reviews: What Customers Are Saying
Native Teams gets very different feedback depending on where you look, which makes customer reviews especially important when evaluating the platform.
As of September 2026, Native Teams has a 4.8 out of 5 rating from 246 reviews on G2. On Trustpilot, it has a 3.7 out of 5 rating from 283 reviews.
That gap is worth noting. G2 reviews lean heavily toward positive experiences with payments, ease of use, and international workforce management, while recent Trustpilot feedback includes more complaints related to payroll timing, onboarding, communication, and customer support.
What Users Like About Native Teams
Positive reviews frequently mention how Native Teams simplifies the administrative side of working internationally.
According to G2's review summary, commonly praised areas include ease of use, payment management, convenience, and timely payments. Reviewers also describe the value of keeping payroll, contracts, compliance, and cross-border payments inside one platform.
Specific themes that appear in positive reviews include:
- Straightforward international payments: Freelancers and contractors mention having a clearer way to receive and manage payments from international clients.
- Centralized workforce administration: Employers appreciate managing payroll, contracts, compliance, and payments from one place.
- Helpful customer support: Several recent reviewers highlight individual support representatives for being responsive and knowledgeable.
- Simple onboarding: Some employers report that the initial setup and worker onboarding process is easy to navigate.
- Reduced administrative work: Companies using Native Teams for EOR and payroll say the platform reduces the manual work involved in managing teams across countries.
One G2 reviewer, for example, said Native Teams helped combine payroll, payments, contracts, and compliance into a single workflow, while another highlighted the convenience of managing global payroll without maintaining local entities.
Common Complaints About Native Teams
Feedback is more mixed on Trustpilot.
Native Teams currently receives 70% five-star reviews and 23% one-star reviews there, suggesting that customer experiences can vary significantly.
Recent negative reviews have raised concerns around:
- Delayed salary or contractor payments
- Slow responses from customer support
- Payroll or tax-processing problems
- Longer-than-expected onboarding
- Communication during time-sensitive employment issues
- Technical or account-information errors
Several Trustpilot reviewers in 2026 reported salary delays or difficulty getting timely answers from support. Native Teams has publicly responded to many of these complaints, often saying it would investigate the individual case or prioritize the issue.
G2 also shows some negative feedback, although it represents a much smaller share of reviews. Its review summary identifies delays, platform usability, slow loading, service delays, and onboarding issues among the more commonly mentioned drawbacks.
What the Reviews Tell Us
The review data doesn't point to a universally good or bad experience. Instead, it suggests that Native Teams performs particularly well for some users while others have encountered serious service issues around payroll and support.
The difference between its G2 and Trustpilot ratings also means companies shouldn't rely on a single review platform when evaluating the service.
If you're considering Native Teams for international hiring, it would be worth asking specifically about:
- Payroll cut-off dates and payment guarantees
- Customer support response times
- Escalation procedures for urgent payroll issues
- Country-specific onboarding timelines
- Available integrations
- Who handles employee questions after onboarding
Those details matter because with an EOR provider, a payroll or support problem affects your employees directly, not just your HR team.
Overall, Native Teams has a strong base of satisfied users, particularly on G2, but the recent critical reviews make payroll reliability, onboarding, and support responsiveness areas worth evaluating carefully before signing a contract.
Native Teams Pros and Cons
Native Teams combines broad international coverage with relatively accessible EOR pricing and several ways to manage employees and contractors. Its main tradeoffs become more apparent when you look at recruitment capabilities, customer support experiences, and the complexity of managing payroll across many countries.
Here’s the quick breakdown:
Native Teams Advantages
One of Native Teams' biggest advantages is how many international workforce needs it can cover through one provider. A company might start by hiring one employee through EOR, add international contractors later, and eventually use global payroll or entity management as its presence in a country grows.
Other advantages include:
- Broad international coverage: Native Teams supports EOR hiring in more than 95 countries, making it practical for companies hiring across regions.
- Direct-entity EOR model: Native Teams says it uses its own legal entities for EOR employment rather than relying on third-party providers.
- Multiple worker models: Companies can manage employees, contractors, and gig workers instead of using a separate provider for each group.
- Competitive starting cost: EOR services currently start at $99 per employee per month, which makes Native Teams worth considering for companies comparing Employer of Record costs.
- Centralized administration: You can manage payroll, employment documents, expenses, invoices, leave, and other workforce information through the same platform.
- Room to scale internationally: Entity management and global payroll give companies options as their international operations grow.
These features make Native Teams particularly appealing when your company already has candidates and primarily needs the infrastructure to employ and manage them internationally.
Native Teams Disadvantages
The biggest limitation for companies building teams from scratch is straightforward: Native Teams doesn't solve candidate sourcing.
You'll still need to find candidates, assess their skills, conduct interviews, negotiate compensation, and decide whom to hire before Native Teams can handle the employment relationship.
Other factors to consider include:
- Mixed support experiences: Native Teams has strong reviews overall on G2, while its Trustpilot rating and recent feedback show that some customers have experienced slower support and communication.
- Reported payroll issues: Some public reviewers have mentioned delayed salaries, payments, or payroll-related problems. For an EOR, those issues can immediately affect the employee experience.
- Country-specific variation: International onboarding, payroll, benefits, and employment requirements naturally differ by jurisdiction, so the experience may not be identical everywhere.
- Potentially excessive scope for regional hiring: If your company plans to hire exclusively in Latin America, a provider built around 95+ countries may offer infrastructure you simply won't use.
- HR stack fit requires closer evaluation: Larger companies should confirm that integrations, reporting, approval workflows, permissions, and support processes match their existing systems before committing.
None of these automatically makes Native Teams a poor choice. They simply determine which companies are most likely to get value from the platform.
That brings us to the next question: who is Native Teams actually best for?
Who Is Native Teams Best For?
Native Teams makes the most sense when the hiring decision is already made, and the remaining challenge is employment, payroll, or international workforce administration.
Its broad country coverage and mix of EOR, contractor, payroll, and entity services also make it more suitable for companies planning to operate across several markets rather than concentrating their entire hiring strategy in one region.
Companies That Already Have Candidates
This is probably the clearest Native Teams use case.
Suppose you've interviewed a software engineer in Brazil and want to hire them as a full-time employee, but your company doesn't have a Brazilian legal entity. An Employer of Record can bridge that gap.
Native Teams can become the worker's legal employer and handle the local contract, payroll, statutory benefits, taxes, and employment compliance, while your company continues directing their day-to-day work.
That works well when candidate sourcing isn't the problem. If you're still trying to figure out where to find qualified international candidates, you'll need to pair Native Teams with a recruiter, staffing company, or your own internal talent acquisition process.
Companies Hiring Across Multiple Countries
Native Teams' coverage across 95+ countries becomes more valuable when your workforce is genuinely global.
For example, a growing company might have:
- A developer in Argentina
- A designer in Spain
- A customer support specialist in the Philippines
- A marketing manager in Germany
- Contractors across several additional markets
Managing each worker through a different local provider would quickly become complicated. A global employment platform gives the company one system for managing contracts, payroll, payments, documents, and workforce information across countries.
Companies planning to hire primarily in one region may value specialization more than maximum geographic reach.
Companies Managing Both Employees and Contractors
International teams rarely fit neatly into one employment model.
A company might have full-time EOR employees in some countries, independent contractors in others, and freelancers handling project-based work. Native Teams supports several of these arrangements through EOR, Contractor of Record, Contractor Pay, and Gig Pay.
That makes it useful for businesses that want to consolidate more of their global workforce under a single provider rather than maintaining separate systems for every worker type.
Companies Looking for a Lower-Cost EOR Option
Native Teams can also attract companies that find some larger EOR platforms expensive.
Its advertised EOR pricing starts at $99 per employee per month, putting its entry point below many established global employment providers.
The monthly platform fee is only one part of the cost, though. Companies should also consider employee salaries, mandatory benefits, employer contributions, deposits, foreign exchange costs, and country-specific charges when calculating the total cost of international employment.
We've broken those costs down separately in our Native Teams pricing guide.
Companies Expanding From EOR to Their Own Entities
EOR isn't always a permanent hiring model.
A company might use an EOR to test a new market with three employees and eventually grow that local team to 20 or 30 people. At that point, establishing its own entity may become worth considering.
Because Native Teams also provides global payroll and entity management, businesses can use different services as their international footprint evolves.
That flexibility can help companies thinking beyond their first few international hires and planning a longer-term global expansion strategy.
Overall, Native Teams is strongest when you've already solved talent acquisition and need infrastructure for what comes next. If finding qualified candidates is still part of the challenge, a different hiring model may make more sense.
When Might Native Teams Not Be the Best Fit?
Native Teams can cover many international employment needs, but **global infrastructure isn't necessarily **the right hiring solution. The better question is whether your biggest challenge happens before or after you've chosen a candidate.
Here are a few situations where another approach may be a better fit.
You Need Help Finding Candidates
Native Teams primarily enters the process after you've identified the person you want to hire.
If you're trying to hire a software developer, accountant, executive assistant, marketer, or customer support professional and haven't found the right candidate yet, you'll still need to handle:
- Candidate sourcing
- Resume screening
- Skills assessment
- Interviews
- Salary benchmarking
- Reference checks
- Offer negotiation
That can mean managing both a recruitment provider and an EOR platform separately.
Companies that want a more complete international recruitment process may prefer a partner that helps them find and vet candidates before handling the employment setup.
Your Hiring Is Concentrated in Latin America
Coverage across 95+ countries is useful when your hiring strategy is genuinely global. If most or all of your hiring is happening in Latin America, regional specialization may matter more.
U.S. companies hiring in LATAM often care about more than employment compliance. They may also want:
- Salary benchmarks by country and role
- Candidates with strong English proficiency
- U.S. time-zone overlap
- Familiarity with U.S. business culture
- Local recruiting networks
- Guidance on which LATAM market offers the strongest talent pool for a particular role
A global EOR can employ someone once you've selected them. A LATAM-focused hiring partner can help determine who and where to hire in the first place.
Recruitment and EOR Are Both Part of the Problem
Sometimes the challenge isn't simply "How do we legally employ this person?"
It's:
Where do we find them, how much should we pay them, how do we evaluate them, and how do we hire them once we've decided?
Using separate vendors for every stage can add more handoffs to the process. Your recruiting team may source the candidate, another company may conduct assessments, and an EOR may handle employment once the offer is accepted.
For companies building several remote roles at once, a more integrated hiring model can reduce some of that coordination.
You Need Highly Specific HR Integrations or Workflows
Native Teams provides tools for payroll, invoices, expenses, leave, contracts, and workforce administration. Companies with more established HR operations should still evaluate how the platform fits into their existing HR tech stack.
Before signing up, it makes sense to confirm:
- HRIS and payroll integrations
- API availability
- Approval workflows
- User permissions
- Reporting capabilities
- Accounting integrations
- Data exports
- Single sign-on requirements
These details become more important as headcount grows and multiple HR, finance, legal, and procurement stakeholders need access to the system.
You Need Strict Payroll and Support SLAs
International payroll is one area where small service issues can quickly become employee experience problems.
As we covered earlier, Native Teams receives substantial positive feedback, while some recent public reviews also mention payment delays, onboarding issues, and slower support responses.
Companies where payroll reliability is especially critical should ask Native Teams directly about:
- Payroll processing timelines
- Cut-off dates
- Escalation procedures
- Response-time commitments
- Dedicated account management
- Support availability by country and time zone
Getting those details before signing a contract helps you evaluate the service against your team's actual requirements, not just the headline feature list.
Ultimately, Native Teams is most compelling when employment infrastructure is the missing piece. If candidate sourcing, vetting, regional expertise, and employment setup are all part of the same hiring challenge, it's worth comparing it with a more specialized hiring model.
Native Teams vs. South for Hiring in Latin America
Native Teams and South can both help companies hire internationally, but they enter the hiring process at different stages.
Native Teams is primarily an employment infrastructure platform. It's a strong fit when you've already found someone and need help employing, paying, and managing them compliantly.
South focuses specifically on helping U.S. companies find and hire remote professionals from Latin America. That includes candidate sourcing, vetting, salary benchmarking, and hiring support, with EOR services also available when a company wants to employ its LATAM hire through that model.
Here's how the two compare:
Choose Native Teams If You've Already Found the Candidate
Native Teams makes sense when you've already sourced a candidate.
For example, perhaps someone on your team has referred a developer in Argentina, or you've independently recruited an operations specialist in Colombia. You've decided you want to hire them, but you don't have a legal entity in their country.
That's exactly where an EOR platform can help. Native Teams can provide the employment contract, payroll, statutory benefits, tax administration, and local compliance infrastructure required to employ the person.
Its broader global footprint also makes it more practical if your hiring plans extend well beyond Latin America.
Choose South If You Still Need to Find the Right Person
South addresses an earlier—and often harder—part of the process: finding someone worth hiring in the first place.
Rather than arriving after you've selected a candidate, South helps companies define the role, benchmark compensation, source talent across Latin America, screen applicants, and introduce pre-vetted candidates that match the company's requirements.
That can be particularly useful for U.S. companies hiring roles such as:
- Software developers and engineers
- Finance and accounting professionals
- Executive assistants
- Sales representatives
- Customer support specialists
- Marketing professionals
- Operations talent
Candidates are evaluated for factors such as professional experience, English proficiency, role-specific skills, and fit with U.S. working hours.
Once you've chosen someone, South can also support the hiring setup, including EOR when that employment model fits your needs.
Global Reach vs. LATAM Specialization
Native Teams' biggest geographic advantage is reach. With EOR services spanning more than 95 countries, you can use the same provider for hires across Europe, Asia, Africa, and the Americas.
South takes the opposite approach: it specializes in Latin America.
That narrower focus can be valuable when LATAM is already part of your hiring strategy. Instead of choosing from nearly every labor market in the world, you get guidance around regional questions such as:
- Which countries have strong talent for a particular role?
- What's a competitive salary in Argentina versus Colombia or Mexico?
- Where can you find candidates with strong English?
- Which markets provide the best U.S. time-zone overlap?
- How does compensation change by experience level?
If you're building a workforce across many continents, Native Teams' global infrastructure is likely more relevant. If you're specifically hiring remote talent in Latin America, South's regional specialization becomes more useful.
The Biggest Difference: Infrastructure vs. Talent
The easiest way to choose between them is to identify what's currently missing from your hiring process.
Already found the person? Native Teams can give you the infrastructure to employ and pay them internationally.
Still need the person? South can help you find, evaluate, and hire the right LATAM candidate, then support the employment setup once you've made your choice.
For companies hiring specifically in Latin America, that can mean fewer handoffs between recruiting, salary benchmarking, candidate vetting, and employment providers.
Native Teams Alternatives
Native Teams is far from the only option for companies hiring or paying international workers. The best alternative depends on which part of global hiring you actually need help with: finding candidates, employing them compliantly, managing payroll, or bringing HR and IT into one system.
Here are several Native Teams alternatives worth comparing:
South
South is the strongest alternative on this list when finding the candidate is part of the problem.
Rather than functioning primarily as a global employment platform, South helps U.S. companies source, vet, and hire remote professionals across Latin America. Companies can get support with salary benchmarking, candidate screening, recruiting, and employment options, including EOR when needed.
South is a better fit if you're building a LATAM team and want recruitment and hiring support, not just employment infrastructure.
Deel
Deel is one of the broadest alternatives to Native Teams, with products covering Employer of Record, contractor management, global payroll, HR, immigration, and other workforce operations.
It's worth considering for businesses that want a larger global HR ecosystem and expect to manage workers across many countries and employment models.
The tradeoff is that its EOR starting price is substantially higher than Native Teams' published entry price, so companies should compare the additional functionality with what they'll actually use.
Remote
Remote is another established option for companies employing people internationally.
Its platform includes EOR, contractor management, global payroll, HR tools, and other services for distributed workforces. Remote is particularly relevant for businesses that prioritize global employment infrastructure and direct control over local employment operations.
It may make more sense than Native Teams when deeper HR capabilities or a different country footprint outweigh the difference in starting cost.
RemoFirst
RemoFirst positions itself as a more cost-conscious EOR option and currently advertises EOR services starting at around $199 per employee per month.
That still sits above Native Teams' $99 published starting rate, but RemoFirst offers broader international coverage and remains one of the more affordable alternatives among major global EOR providers.
It's worth comparing if price and country coverage are your two biggest priorities.
Oyster
Oyster helps distributed companies employ, pay, and support international workers.
It offers EOR and contractor services alongside global employment tools and is commonly considered alongside Native Teams, Deel, and Remote when companies are building teams across multiple countries.
Oyster is likely to appeal more to businesses that want a broader distributed-workforce platform and are comfortable paying more.
Rippling
Rippling approaches the problem differently.
Its appeal extends beyond EOR alone. Rippling combines HR, payroll, IT, finance, identity management, and workforce administration within the same ecosystem, with global employment capabilities layered into that stack.
That makes it particularly relevant for larger or growing companies that want international hiring to connect directly with the systems they already use to manage employees.
Native Teams Review: Final Verdict
Native Teams is a strong option for companies that already know whom they want to hire and need the infrastructure to employ, pay, and manage that person internationally.
Its combination of Employer of Record services, contractor management, global payroll, payments, and entity support gives businesses several ways to manage an international workforce without stitching together multiple providers. Coverage across 95+ countries also makes it particularly relevant for companies with hiring plans spanning several regions.
The platform's $99 starting EOR price is another major reason it stands out. For cost-conscious businesses, Native Teams can provide access to global employment infrastructure at a lower advertised entry point than many well-known EOR providers.
Customer feedback adds some nuance to that picture. Native Teams receives excellent ratings on G2, while its Trustpilot feedback is noticeably more mixed. Recent complaints involving payroll delays, onboarding, communication, and support responsiveness make those areas worth discussing directly with the company before committing.
So, is Native Teams worth it?
Yes, for the right use case. Native Teams is especially compelling when:
- You've already selected your international candidates
- You want to hire across several countries without opening entities everywhere
- You're managing a mix of employees and contractors
- You want to consolidate international payroll and workforce administration
- EOR cost is an important part of your decision
It becomes less compelling when your main challenge is actually finding qualified people to hire. Native Teams provides the infrastructure around international employment, but candidate sourcing and vetting still need to happen elsewhere.
Ultimately, the decision comes down to where you are in the hiring process. If the candidate is already sitting in your interview pipeline, Native Teams can solve much of what comes next. If you're still looking for that person, you'll need a hiring partner before an employment platform can provide much value.
Hiring in Latin America? Find Talent With South
Native Teams can help once you've found an international candidate. But if you're still trying to find the right person in Latin America, South can handle what comes before employment setup.
South helps U.S. companies source and hire pre-vetted remote professionals across Latin America. Instead of searching multiple job boards, screening hundreds of applications, and figuring out local salary expectations on your own, you get candidates matched to your role, budget, and working hours.
South can help with:
- Candidate sourcing and vetting across Latin America
- Salary benchmarking by role, experience level, and market
- English-proficiency and experience screening
- Candidates aligned with U.S. time zones
- Contractor and EOR hiring options
- One consolidated monthly invoice
- No minimum commitments
- Free replacement if a hire doesn't work out
The result is a simpler path from “we need to hire” to “we found the person.”
If Latin America is already part of your hiring strategy, you don't need access to 95+ countries. You need access to the right candidates in the markets that make sense for your role.
Schedule a free call with South and start meeting pre-vetted LATAM candidates.
Frequently Asked Questions (FAQs)
Is Native Teams legit?
Yes. Native Teams is a legitimate global employment and payments platform founded in 2020. It provides Employer of Record, contractor management, payroll, payment, and entity management services across more than 95 countries.
The company also has hundreds of public customer reviews across platforms such as G2 and Trustpilot.
Is Native Teams a good Employer of Record?
Native Teams can be a good EOR for companies that have already found international candidates and need a compliant way to employ them without opening local entities.
Its advantages include broad geographic coverage, its direct-entity model, multiple workforce management services, and relatively low advertised EOR pricing. Companies should still evaluate country-specific support, payroll processes, integrations, and service-level expectations before choosing a provider.
How many countries does Native Teams support?
Native Teams currently advertises Employer of Record coverage across 95+ countries.
That makes it particularly useful for companies planning to employ workers across several regions. Businesses concentrating their hiring in a single region may benefit more from a specialized provider.
Does Native Teams find employees for you?
No. Native Teams primarily provides employment, payroll, compliance, and payment infrastructure after you've identified the person you want to work with.
Companies that still need candidate sourcing and vetting will need to recruit internally or work with a recruitment or staffing provider.
If you're hiring specifically in Latin America, South can help source and vet remote professionals before supporting the hiring setup.
Does Native Teams use its own legal entities?
Native Teams says its Employer of Record model operates through legal entities it owns directly, rather than relying entirely on third-party EOR partners.
Through those entities, Native Teams can become the legal employer of an international worker while the client company manages their day-to-day responsibilities.
What services does Native Teams offer?
Native Teams' services include:
- Employer of Record
- Contractor of Record
- Contractor payments
- Global payroll
- Gig Pay
- Entity management
- International workforce administration
- Employee benefits and compliance support
The exact services available can vary depending on the country and type of worker.
Is Native Teams good for contractors?
Native Teams can support international contractors through both Contractor of Record and Contractor Pay services.
Contractor Pay focuses more heavily on contracts and international payments, while Contractor of Record provides additional support around classification, compliance, onboarding, and contractor administration.
What do Native Teams reviews say?
Native Teams receives generally strong feedback on G2, where customers frequently mention ease of use, payments, and centralized workforce management.
Feedback on Trustpilot is more mixed, with some recent reviewers reporting issues involving payroll timing, onboarding, communication, and customer support.
Because experiences vary between platforms and countries, companies should review recent feedback relevant to the markets where they plan to hire.
Is Native Teams good for hiring in Latin America?
Native Teams can be useful if you've already identified a candidate in Latin America and need EOR, payroll, contractor, or compliance infrastructure.
If you still need to find the candidate, a LATAM-focused recruiting provider may make more sense. South, for example, helps U.S. companies find and hire remote talent in Latin America and can also support contractor and EOR hiring models.
What are the best Native Teams alternatives?
The best alternative depends on what your company needs.
South is a strong option for companies that need to find and hire talent in Latin America. Deel, Remote, Oyster, and RemoFirst provide broader global EOR and workforce management services, while Rippling may suit companies looking to connect international employment with a wider HR, payroll, finance, and IT stack.
For companies comparing providers, the most important question is whether you need candidate sourcing, employment infrastructure, or both.
