Running remote international payroll shouldn’t slow your growth. Whether you’re paying contractors in a single country or managing multi-country payroll for a distributed team, the right global payroll provider keeps you compliant, reduces admin work, and delivers a reliable pay experience every month.
This 2025 guide cuts through the noise, enabling you to shortlist faster and avoid costly missteps with FX spreads, misclassified talent, or fragmented tools. You’ll see five concise provider profiles, allowing you to compare vendors and set up global payroll without the headaches.
Top 5 Payroll Providers
1. South
A recruitment-first partner that sources pre-vetted Latin American professionals and bundles ongoing support with payroll and compliance, so you get one predictable number.
Best for: Startups and SMBs hiring across LATAM who want talent delivery plus payroll handled without juggling multiple vendors.
Core features: Sourcing and vetting, compensation benchmarking, compliant setup for LATAM hires, consolidated monthly billing, and hands-on support.
Pricing snapshot: Flat monthly fee with a single consolidated invoice that includes service and talent pay, no surprise add-ons.
Coverage highlights: Latin America focus (e.g., Mexico, Brazil, Colombia, Argentina, Chile, Peru) with almost complete U.S. time-zone alignment.
Compliance & security: Manages payroll and compliance for LATAM hires, reducing risk and admin overhead.
Implementation & support: Fast shortlists and hands-on support to keep work on track after placement.
Pros: Speed to talent, cost predictability, regional expertise, U.S. time-zone overlap.
Cons: Regional focus; pair with a global EOR/payroll platform if you expand beyond LATAM.
2. Deel
A global platform for hiring and paying employees or contractors, with EOR entities and multi-country payroll.
Best for: Teams needing quick, compliant hiring in many countries without opening entities.
Core features: EOR, contractor management, global payroll, HRIS, mobility, and compliance tooling.
Pricing snapshot: Tiered by worker type and service; FX and add-ons vary by market.
Coverage highlights: Broad country footprint with in-country expertise.
Compliance & security: Local payroll compliance and filings handled via EOR/global payroll stack.
Implementation & support: Guided onboarding with clear steps to go live.
Pros: Wide coverage, strong feature breadth, fast go-live.
Cons: Pricing and FX details can vary by country; model TCO carefully.
3. Oyster
A global employment platform to hire, manage payroll, and stay compliant across many markets.
Best for: Growing teams adding a few countries per quarter that want predictable workflows and support.
Core features: Hiring without entities, multi-country payroll, compliance support, and employee self-service.
Pricing snapshot: Multi-country payroll available in a curated set of countries.
Coverage highlights: Employment footprint spanning 180+ countries; payroll coverage growing by market.
Compliance & security: Local compliance support with platform controls and guidance.
Implementation & support: Platform onboarding with access to employment experts.
Pros: Friendly UX, strong SMB fit, precise employment tooling.
Cons: Payroll availability varies by country; validate your target list early.
4. Remote
An EOR and payroll platform with standout contractor management and misclassification protections.
Best for: Companies paying large contractor populations with occasional EOR hires.
Core features: Contractor onboarding, global payouts, localized agreements, EOR hiring, and global payroll.
Pricing snapshot: Fees differ by worker type and services; review FX and payment costs.
Coverage highlights: Broad hiring and payment reach for both employees and contractors.
Compliance & security: Classification guidance with indemnity options for contractors.
Implementation & support: Self-serve setup with responsive support; check SLA tiers.
Pros: Excellent contractor experience; strong compliance features.
Cons: Deep enterprise controls can require extra configuration.
5. Rippling
A unified HRIS with EOR and global payroll so HR, IT, and finance live in a single system.
Best for: Teams that want core HR, time, and global payroll under one vendor.
Core features: International payroll, EOR, device and app management, spend, tied to one employee graph.
Pricing snapshot: Suites and modules are priced separately.
Coverage highlights: Expanding payroll/EOR coverage; check supported countries for your plan.
Compliance & security: Global payroll compliance features with centralized controls and auditability.
Implementation & support: Project-based rollout; leverage unified data to reduce manual reconciliations.
Pros: Fewer vendors, tight data flows, powerful automation.
Cons: Suite approach can be less flexible if you prefer best-of-breed point solutions.
How to Choose a Remote International Payroll Partner
Choosing a remote international payroll partner is easier when you compare the same things in the same order. Use this four-step flow to lock your shortlist.
1. Map your next 12 months
Define where you’ll hire (countries and headcount), worker types (employees vs. contractors), deadlines to go live, and whether you’ll open entities or rely on EOR. Note any must-have benefits, pay calendars, or languages.
2. Set your compliance bar
Decide your tolerance for risk around misclassification, IP assignment, data residency, and in-country filings. If you won’t open entities soon, prioritize strong EOR coverage and local benefits administration.
3. Fit to your stack
List the systems payroll must talk to: HRIS/ATS, time tracking, and accounting/GL. Require bi-directional sync (not just CSV export), SSO, role-based access, and audit logs so Finance and People Ops can work cleanly.
4. Model total cost of ownership
Go beyond list prices. Include per-employee or per-contractor fees, onboarding charges, FX spreads, payment fees, statutory contributions, benefits admin, year-end filings, terminations/notice, and implementation effort.
The Takeaway
Choosing the right remote international payroll provider comes down to three things: where you’ll hire in the next 12 months, how quickly you need to go live, and whether your mix is mostly contractors, EOR employees, or a blend.
The five providers in this guide effectively cover a range of scenarios, from fast startup launches to enterprise-grade control. Use the decision framework to narrow it down to two vendors, and confirm the day-to-day workflow, costs, and support before committing.
If you’re building a LATAM-first team, pairing the right payroll platform with a steady pipeline of vetted talent is the fastest path to impact. Start with roles that move the needle, confirm compensation benchmarks, and ensure your provider handles local compliance and clean GL exports so that Finance and People Ops aren’t fighting fires at the end of the month.
Ready to build your team? Find remote talent in Latin America with South. We’ll source and vet top candidates, benchmark compensation, and offer you a flat monthly rate according to the roles you’re looking for, so you can launch quickly and pay your team reliably.
Schedule a call today, you’ll pay nothing until you hire!
Frequently Asked Questions (FAQs)
What’s the difference between global payroll and an Employer of Record (EOR)?
Global payroll calculates and pays employees across countries, often when you already have local entities. An EOR legally employs workers on your behalf where you don’t have an entity, handling contracts, payroll, and statutory filings, so you can hire quickly and compliantly.
Do I need to open a local entity to pay employees abroad?
Not necessarily. If speed and flexibility matter, use an EOR to employ people without creating an entity. If you have long-term headcount in a country and want deeper control, an entity plus global payroll may be more cost-effective over time.
How do providers charge for remote international payroll?
Expect per-employee or per-contractor fees, plus potential add-ons for onboarding, benefits administration, year-end filings, terminations, and country expansions. Model FX spreads and payment fees, not just list prices, to get the true total cost.
What is an FX spread, and why does it matter?
It’s the markup between the mid-market exchange rate and the rate you’re charged. Even small spreads compound over many salaries and payments, so ask vendors to disclose how FX is calculated and whether you can fund in local currency.
How does QuickBooks Payroll cost compare to global payroll or EOR platforms?
If your team is U.S.-only, QuickBooks Payroll cost is typically a base subscription plus a per-employee fee, and it works well. For cross-border teams, QuickBooks doesn’t run international payroll or act as an EOR, so you’d still need a global provider.
