Geographical boundaries shouldn’t limit hiring decisions. Sadly, they do. That’s why more companies are looking at global Employer of Record (EOR) services.
Among the platforms that simplify international hiring, Globalization Partners EOR have built a reputation, and their pitch is straightforward yet compelling: making global compliance and employment simple for businesses expanding abroad.
However, businesses expanding internationally today demand more. They’re on the hunt for EOR platforms with impressive technology capabilities, pricing structures, and integration competence with existing systems.
This review examines what Globalization Partners EOR delivers. We’ll explore their platform’s strengths, analyze their limitations, and help you decide if they’re the right choice for your global ambitions.
What is Globalization Partners EOR?
Globalization Partners (G-P) is an Employer of Record (EOR) platform that lets companies hire international talent without creating legal entities abroad.
How does it work?
When you use G-P, they become the official employer for your global team members, managing employment contracts, compliance, and administrative requirements in each country. You control the daily work and decisions, while G-P handles the legal responsibilities of employment.
While G-P’s services certainly can support international growth, companies must carefully check their pricing plans against their growth objectives and alternative EOR providers that can offer more competitive pricing structures and superior technological capabilities.
What should you look for in an EOR platform?
The ideal global Employer of Record services has the following features:
1. Global compliance engine
The foundation of any EOR platform. It must automatically manage labor laws, tax requirements, and regulatory changes across countries. Top platforms excel at real-time updates, risk management, and handling complex multi-country compliance simultaneously.
2. Cross-border payment infrastructure
Beyond basic payroll processing, EORs handle currency conversions, local banking integrations, and country-specific tax calculations. The EOR ensures employees receive correct net pay without losing money in conversions or delays.
3. Regional benefits administration
Each country defines benefits differently. The platform needs built-in systems for managing health insurance, retirement funds, paid leave, and local perks according to market standards. This requires deep integration with local providers and constant updates to match market norms.
4. Data security architecture
Manages sensitive employee information across borders. It must include GDPR compliance, regional privacy laws, secure storage, and regular security audits. The system should also automatically adapt to new privacy regulations across regions.
5. Automated documentation
Generates and oversees compliant contracts, tax forms, and employment documents in local languages. It should include version control and audit trails for all sensitive documents.
6. Support infrastructure
Provides multi-language assistance across time zones with local expertise for each region and proactive issue resolution.
Five key challenges of Globalization Partners EOR – and how Multiplier solves them
Here are some common challenges faced by Globalization Partners EOR users:
1. Cost
A major frustration most G-P users have shared is its pricing plans.
Adam S., Civil Engineer, expressed, “Globalization Partners’ pricing structure is very challenging for businesses, especially SMEs. With a steep 15% markup on employee salaries and a minimum monthly charge of $1,500 per employee, the costs can quickly add up.”
Multiplier’s solution: Unlike Globalization Partners, the pricing plans of Multiplier EOR is transparent, without any hidden charges.
Christy R., a chief operating officer noted, “Multiplier was the most reasonable priced of the companies offering EoR services that I reviewed. The service has been good.”
2. Expense management across different countries
G-P’s approach toward expense management across different zones is a major challenge. It certainly becomes hard for companies to accurately process their expenses.
One G-P user mentioned, “Processing expenses through GP is clunky. For the region I have been using GP the expense process is with excel sheets and scanned receipts which is a pain to administer.”
Multiplier’s solution: Multiplier EOR simplifies payroll and expense management for employers and HR managers alike, helping them navigate compliance complexities.
Pradeep C., a team lead, noted, “The platform manages payroll across multiple countries, saving time and minimizing errors associated with handling various currencies and tax regulations.”
3. Integration limitations
Globalization Partners EOR platform faces serious challenges connecting with modern HR tech stacks. Its APIs are equipped to integrate with HRIS systems, payroll software, and time-tracking tools.
This often leads to manual data entry, increased administrative work, and errors. “I think the only thing I have run into problems with was connecting everything to Zoho, which I still haven’t been able to do,” said Kayla L. (Operations and Logistics)
Multiplier’s solution: Multiplier EOR effortlessly integrates with major HR software, facilitating smoother hiring processes for HR professionals.
Bai Ramadana R. says, “Importing documents and integrating my company information also went seamlessly. Overall, I would recommend Multiplier to my friends and to employers using the platform.”
4. Issue resolution and support
Two common problems that plague G-P users: slow response time and inconsistent servicing. What’s more, the time (zone) differences and language barriers add to it. In the absence of a dedicated account manager, excessive hand-holding for multiple representatives hampers issue resolution.
Maciej B., a Senior Product Designer, noted, “When my grandmother died I was entitled to a day off, but the international team was handling it, which resulted in the thread being pushed between departments until it reached Poland. I think some cases should go straight to Poland.
The second situation was similar, when I wanted a certificate of employment for a bank, the case was first forwarded to the international team and I was left without any contact about what was happening with my request. Contacting the HR department is practically impossible, because it is an external company.”
Multiplier’s solution: Multiplier EOR’s responsive account managers and proactive support ensure timely client updates, cutting down tedious follow-ups.
Rhozana Marie V., a sales representative mentioned, “Multiplier is eager to address all queries and resolve them on a prompt manner. I love that they ALWAYS pay attention and provide answers quickly. I’ve never had a support system as attentive and responsive as them.”
5. Compliance complexities
The G-P platform’s restricted view often leads to confusion about the status of compliance proceedings and benefits administration. Additionally, it becomes quite difficult for a company to keep up with hiring standards and cultural alignment.
Steve C. Head of People Operations says, “Our financial team requested a breakdown of pay to the employee, government taxes, and G-P fees per monthly payroll events. I found it challenging to determine and bucket these costs and perceived they were overly generalized by the G-P monthly invoice I received. A more transparent breakdown would have helped me.”
Multiplier’s solution: On the Multiplier Employer of Record software, you can create and send out compliant contracts for signing in minutes, no matter where your team is based.
Laura V., Director of Human Resources, mentions, “I appreciate how the Multiplier platform simplifies the complexities of managing a global workforce. Its intuitive user interface, comprehensive compliance management, and seamless integration with existing HR systems stand out the most. These features reduce administrative burdens and help companies ensure compliance with local employment laws, making it easier to expand internationally without the usual headaches.”.
Checklist to switch from Globalization Partners EOR to Multiplier
Take the following nine steps to ensure a seamless transition from Globalization Partners to Multiplier:
1. Pre-transition assessment
Before switching, consider your present EOR configuration. This stage involves
- Analyzing all existing employment contracts
- Understanding your current processes
- Documenting payroll cycles
Moreover, you need to decide a practical timeline for how you want to undertake the shift and identify your key stakeholders who will be involved in the process. Here, you’ll know exactly how much cost Multiplier EOR will save for your organization.
2. Data collection and documentation
Pull all critical documents from your G-P EOR platform first. This includes employment contracts, visa paperwork, salary structures, and benefits packages.
Map out your current payroll data by country as it helps spot any gaps before moving to Multiplier Employer of Record, and keeps your team’s compensation and benefits consistent during the switch.
3. Communication planning
Map out how you’ll announce the switch from Globalization Partner EOR to Multiplier Global EOR:
- Set a clear announcement date
- Draft separate messages for employees, finance, and HR teams
- Explain what changes (and what doesn’t) for each group
- Create a timeline showing key transition dates
- List which documents employees need to prepare
Keep updates regular but brief. Your team needs to know they’ll still get paid on time and keep their benefits; everything else is just logistics.
4. Legal and compliance review
Legal reviews sound dull, but they’ll save your G-P-to-Multiplier EOR switch free from expensive surprises. Double-check these essentials before leaving G-P EOR:
- Review your G-P contract for notice periods and exit fees
- Verify that Multiplier Employer of Record covers all necessary permits and licenses in your current countries
Once that’s done, go over these compliance fundamentals:
- Work permits remain valid during the switch
- Local labor laws allow smooth employee transfers
- Benefits meet minimum requirements in each country
Here’s a quick tip: Get your legal team involved early. Their expertise can spot issues you might miss.
5. Coordination with Multiplier EOR
Your transition to Multiplier starts with specific steps:
- Share employee records and current process documentation
- Create a timeline for switching each regional team
- Document every country’s unique payment rules
- Set up and test new payroll cycles
A detailed kickoff meeting covers each point. Don’t forget to bring your questions about local regulations, payment schedules, and documentation requirements.
6. System and process integration
Most companies rush this part. Don’t. Your HR data ecosystem needs careful handling:
- List every system touching your employee data
- Create clear paths for information flow
- Build reports that track what you need
- Give your HR team real practice time with new tools
Test everything with a small employee group first. After all, real data beats test environments every time.
7. Go live on Multiplier EOR
By now, your groundwork is ready. The actual move from G-P EOR to Multiplier Employer of Record involves critical steps:
Close out with G-P:
- Final payroll runs for each country
- Last expense reimbursements
- Tax document copies for your records
- Benefits program wrap-up dates
Start with Multiplier:
- Transfer employment contracts
- Upload verified employee data
- Launch the first payroll cycle
- Test expense systems with a few transactions
Important: Schedule your switch between payroll cycles, as it gives you a clear window to resolve any errors without affecting employee payments.
8. Post-transition follow-up
The first 30 days after the jump from G-P to Multiplier need close attention. Check these specifics:
Verify employee setup:
- All contracts signed and stored
- Correct salary figures in the system
- Benefits enrolled correctly by country
- Time-off balances carried over
Monitor first transactions:
- Initial payroll runs in each region
- Expense claim processing times
- Payment arrival confirmations
- Tax calculation accuracy
Ask your teams what’s working and what isn’t. Quick fixes are easier in the first month than six months later. Also, schedule regular reviews with Multiplier support team. Weekly for the first month, then monthly until everything runs as intended.
Modern companies are rethinking their EOR partners
There’s no doubt about it: Globalization Partners EOR set early standards. However, global teams in 2024, 2025, and beyond are destined to face complex challenges.
This is exactly why companies like Axero and Aspire picked Multiplier global EOR. The result? Multiplier helps both save USD 1 million annually.
So, what convinced them?
Direct legal entities instead of third-party networks, local compliance experts for each region, competitive pricing, and the simplicity of hiring and onboarding global talent.
‘Overall, there is a significant cost saving compared to setting up an entity. The process, the product, and the overall service have helped us achieve milestones at record speed,’ notes Melody Chen, Head of People at Aspire Financial Technologies Holding Inc.
Switch to Multiplier today.
