Summary
Status: Deel acquired Omnipresent in October 2025. Omnipresent customers were migrated to Deel, and Omnipresent is no longer sold as a standalone EOR, so there is no Deel-versus-Omnipresent choice left. If you were a customer, check your Deel contract (EOR list $599/mo), confirm the employer per country, and compare alternatives. Public-source figures, not product testing.
What changed
| Before October 2025 | Now | |
|---|---|---|
| Omnipresent status | Standalone EOR | Acquired by Deel; customers migrated |
| Published price | Omnipresent listed $499/mo | Deel EOR list $599/mo |
| Coverage | Omnipresent claimed ~160 countries | Deel says 150+ EOR countries |
| Entity model | Omnipresent: ~15 owned EU markets, partners elsewhere | Deel says it owns entities in 130+ countries; confirm who employs in each of yours |
| Contractors | Omnipresent: basic | Deel: $49/mo per contractor |
What former Omnipresent customers should do
- Review your Deel contract terms: fee per employee, FX markup, deposit, notice period, and any price-lock from your Omnipresent agreement.
- Confirm the employer per country: Omnipresent’s owned European entities and Deel’s entity map are not the same thing. Get legal employer names in writing for each of your countries.
- Compare alternatives before renewal: Remote is the owned-entity switch ($699/mo, owned entities in all 90+ EOR countries). See Omnipresent alternatives for the full list.
- Pick neither Deel nor Remote if: owned-everywhere globally is mandatory beyond Remote’s map (G-P or Atlas HXM), or the lowest partner fee wins (Remofirst).
Year-1 cost: what the migration did to the bill
Assume 10 employees: Germany (4), Netherlands (3), France (3):
| Scenario | Seat assumption | Year-1 platform fees |
|---|---|---|
| Omnipresent list (historical, no longer sold) | $499 × 10 × 12 | $59,880 |
| Deel list | $599 × 10 × 12 | $71,880 |
| Remote list | $699 × 10 × 12 | $83,880 |
At list, moving from Omnipresent’s old price to Deel’s adds $12,000/year for this team. Your migrated contract may differ, so read it. Remote costs another $12,000/year over Deel and buys owned entities in every country it covers.
Platform and contractors
Migrated customers now run on Deel’s platform: contractor tooling ($49/mo) beside $599 EOR, dense integrations, and a known contractor-to-employee conversion path. Omnipresent’s edge was hands-on European employment support inside its owned EU core. Check whether the support model you relied on still exists after migration.
Diligence checklist (after migration)
Ask Deel for a written owned-vs-partner matrix for every country your team sits in, employer legal names with registration numbers, deposit and FX terms, and the notice period to exit. If you re-tender, force every quote into the same spreadsheet columns. Do not treat a sales map as proof.
Compiled verdict (public sources)
Compiled from public sources: Omnipresent is now part of Deel. Former customers are Deel customers. Stay if the migrated terms and per-country employers check out; switch at renewal if they don’t, with Remote as the owned-entity option.
Full write-ups: Deel review, Omnipresent review. Next steps: Deel alternatives, Omnipresent alternatives.
How to run the bake-off without wasting a quarter
Run identical salary bands and start dates through both quotes. Require employer legal names for every country on the 12-month plan. Score four rows separately: entity risk, total cost, speed/UX, and systems fit. Do not let a single demo anecdote overwrite the matrix. If one vendor cannot clear a must-have country in writing, that vendor is out regardless of fee.
Put migration and exit clauses in the MSA before you celebrate year-one savings. Re-hiring employees onto a new EOR is a real project in Germany, Brazil, and France. Budget weeks to months, not a soft cutover.
When this comparison is the wrong shortlist
If your buying committee is really shopping US HRIS unification, owned-global enterprise delivery, or absolute cheapest partner coverage, stop forcing this head-to-head. Route those briefs to Rippling, G-P/Atlas/Remote, or Remofirst respectively. A clean “neither” answer beats a forced winner that fails the actual statement of work in month three.
Practical buying notes for 2026
Published seat fees are only the start of year-one cost. Confirm deposits, FX spreads, implementation fees, and benefits admin in the same columns for both vendors. A $50–$100 seat gap can vanish after FX on a $120K salary corridor, or after a single deposit month on a 20-person rollout.
Support quality is not a logo. Ask for escalation paths for contested terminations and payroll corrections in your top two markets. If your People team is thin, prefer the vendor whose mid-market playbooks absorb edge cases. If you have strong HR ops and a hard burn target, fee can decide after entity identity clears counsel.
Do not sign a multi-year MSA on a coverage map you have not validated in writing for the next four countries on the hiring plan. Coverage surprises are the most expensive failure mode in this category, more expensive than reconciling two systems or paying a higher seat for three quarters.
Total cost traps to price before signature
Model at least one contested termination scenario in your highest-risk market and ask both vendors who owns the local process end to end. Model FX on your actual currency mix for a quarter, not a demo average. Model whether contractors will live in the same system as employees. Those three traps erase more “wins” than list-price spreads between mature vendors.
If volume discounts are on the table, get them in writing against committed headcount bands. Verbal “we can get to $X at 20 seats” is not a commercial term. Annual billing concessions should be scored against cash constraints, not assumed free.
Negotiation posture that actually moves the number
Ask both vendors for committed-headcount bands at 10, 25, and 50 seats on annual billing. Ask whether deposits apply by country or globally. Ask whether FX is mid-market plus a disclosed spread or a worse opaque rate. Those three answers change year-one cost more than another product-tour slide.
If you already have leverage (multi-year term, competitive bake-off, or public peer pricing), use it on deposits and FX first, then seat fee. A lower seat with a worse FX corridor can lose money on high-salary markets. Keep the spreadsheet boring and identical across vendors.
Frequently Asked Questions
Can we still sign with Omnipresent instead of Deel?
No. Deel acquired Omnipresent in October 2025 and migrated its customers. Omnipresent is not sold as a standalone EOR, and its $499/mo list price is gone. New buyers choosing between an EU specialist and Deel should compare Deel ($599/mo, 150+ countries) with Remote ($699/mo, owned in 90+) and the options in Omnipresent alternatives.
We were on Omnipresent in Germany and the Netherlands. Who employs our people now?
Ask Deel in writing. Omnipresent owned entities in roughly 15 European markets; after migration, your employer of record is Deel or a Deel partner. Deel says it owns entities in 130+ countries, but confirm the legal employer name and registration number for each country your team sits in.
Did our price go up after the migration?
Check your contract. Omnipresent listed $499/mo; Deel’s EOR list is $599/mo. For 10 employees that is $59,880 versus $71,880 a year at list, a $12,000 gap. Check whether your migrated contract kept your old price and until when, plus FX markup and deposit terms.
Should former Omnipresent customers move to Remote?
Move if owned entities everywhere matter: Remote owns its entity in all 90+ EOR countries at $699/mo, with IP Guard. Stay on Deel if the migrated terms are fine and you need countries Remote doesn’t cover or contractors ($49/mo) in the same platform. Moving employees between EORs means new contracts, so time it with renewal.
We need contractors in Spain and employees in France. Where do former Omnipresent customers land?
On Deel, both now sit in one platform: $599/mo EOR and $49/mo per contractor. Confirm the France employer entity in writing. If you switch to Remote, its contractor management is $29/mo per contractor beside $699 EOR.
Before choosing a provider, review how to negotiate EOR pricing and country hiring guides for local cost and compliance context.
Sources
Related Decision Pages
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