Native Teams

Native Teams Platform Screenshots

Native Teams platform overview

Summary

Pick Native Teams if you are cost-sensitive and hiring mainly in Europe, especially Eastern Europe and the Balkans. At €79-€299 per employee monthly, it can cut EOR fees by tens of thousands per year versus $599 plans. It works best for startups and SMEs prioritizing budget over platform polish.

The catch is what you’d expect from the cheapest option. The platform is functional but unpolished compared to Deel’s or Rippling’s dashboards. Many administrative processes still run through email rather than self-serve workflows. Third-party integrations are limited — there’s no open API yet. And while Native Teams claims 95+ countries, the depth of local compliance expertise outside Europe thins out quickly. If you’re a 10-person startup hiring primarily in Eastern Europe and need the most affordable way to stay compliant, Native Teams is genuinely hard to beat. If you’re an enterprise with 50 hires across four continents and need a platform your People team can operate without hand-holding, you’ll outgrow it fast.

Pick Native Teams if

You are hiring under 20 people, mostly in Europe, and need the lowest credible EOR cost with acceptable operational trade-offs.

Skip Native Teams if

You need mature integrations, consistent global compliance depth outside Europe, or enterprise-grade support for multi-continent scale.

Native Teams: Key Facts

Before final sign-off on Native Teams, review EOR comparisons, benchmark budget assumptions in the EOR cost guide, and align legal terms in the Employer of Record glossary.

What Native Teams Does Well

Pricing that redefines the category floor

Native Teams’ tiered pricing model is genuinely disruptive. Instead of one flat fee regardless of salary, they charge based on the employee’s total monthly employment cost:

Run the math against competitors. A mid-level developer in Poland earning €3,000/mo costs €123/mo on Native Teams versus $599/mo on Deel — an 80% discount. Even for a senior engineer in Germany earning €6,500/mo, the top-tier €299/mo (~$325/mo) is still 46% cheaper than Deel’s flat rate. For a 10-person team across Eastern Europe averaging Tier 2, the annual EOR cost is €14,760 versus $71,880 on Deel. That’s a $57,000/year difference that buys a lot of tolerance for a less polished platform.

The tiered model also makes more economic sense for companies hiring across a salary range. If you have a junior coordinator in Portugal and a senior architect in the Netherlands, you’re not paying the same EOR fee for both. Deel and Remote charge $599/mo whether the employee earns $30,000 or $300,000 — a flat tax that penalizes lower-salary markets.

Freelancer and contractor infrastructure baked in

Native Teams was built for freelancers first, and that DNA shows. The contractor plan (€19/mo per person) includes a multi-currency digital wallet, a physical debit card, invoicing tools, and expense categorization. Freelancers can receive payments in local currency, manage their own tax documentation, and track earnings across clients — all within the same platform their employer uses.

This matters for two scenarios. First, companies with mixed workforces: if you have 5 EOR employees and 15 contractors across the Balkans, Native Teams handles both without needing a separate contractor platform. Second, the freelancer-to-employee conversion path: you can start someone as a contractor for €19/mo, validate the relationship, and convert them to full EOR employment without switching platforms. Deel offers free contractor management (a pricing advantage over Native Teams’ €19/mo), but Native Teams’ contractor tools — the wallet, the card, the tax tracking — are more feature-rich for the contractor themselves.

Eastern European and Balkans expertise that larger providers can’t match

Native Teams was founded in Skopje, North Macedonia, with offices in Belgrade, Novi Sad, Zagreb, and Tirana. That Balkans footprint gives them on-the-ground compliance knowledge in markets that Deel, Remote, and G-P cover through distant partner relationships or thin local teams.

Serbia, Croatia, North Macedonia, Albania, Bosnia — these are real hiring markets for European tech companies and outsourcing firms, but they’re afterthoughts for the major EOR providers. If your engineering team is concentrated in the Balkans (a common pattern for EU-headquartered companies hiring for cost efficiency), Native Teams’ local legal and payroll teams know the specifics of Serbian social contributions, Croatian labor law amendments, and Macedonian tax treaties in a way that a Deel partner entity in these markets simply won’t.

This extends to broader Eastern Europe: Poland, Romania, Hungary, Bulgaria. Native Teams has genuine depth here. Their support staff speaks the local languages, understands the regulatory quirks, and can handle questions about local pension fund variations or specific tax residency rules without escalation.

Work visa and relocation support across 65+ countries

Native Teams offers visa and work permit assistance in 65+ countries, bundled as part of their service rather than quoted as a separate $1,500–$5,000 add-on the way Deel and Remote handle it. For companies relocating talent across European borders — a Bulgarian developer moving to Portugal, a Serbian designer relocating to Germany — having visa support integrated into the EOR relationship simplifies the coordination significantly.

The visa support isn’t free (processing fees still apply), but the advisory and coordination layer comes with the EOR plan. For companies hiring non-EU nationals into EU markets, where Blue Card and national work permit pathways differ by country and change frequently, having in-house immigration expertise attached to the same team managing payroll reduces the risk of misalignment between employment start dates and work authorization timelines.

Entity management as a graduation path

Most EOR providers treat you as a customer until you set up your own entity, at which point you leave. Native Teams built an entity management product alongside their EOR, so you can transition from “Native Teams is the legal employer” to “I own the entity but Native Teams handles payroll, tax, and HR admin.” That continuity matters if you’re scaling from 3 EOR hires in Germany to 20 and the economics tip toward owning a GmbH.

The entity management service starts where EOR leaves off: they help with entity setup, register with local authorities, manage ongoing payroll and compliance, and provide the same dashboard experience. You keep the platform, keep the payroll team, and shift the legal structure underneath. Deel and Remote don’t offer this intermediate step — it’s their entity or yours.

Where Native Teams Falls Short

Platform polish lags behind the pricing advantage

The Native Teams dashboard is functional but visibly less refined than Deel’s or Rippling’s. Users report that navigation feels unintuitive, with some key actions buried in menus that require multiple clicks. The UI was built for the freelancer payment use case and has been extended for EOR — and that patchwork shows.

More critically, many administrative processes still depend on email exchanges rather than self-serve dashboard actions. Contract amendments, benefit changes, and complex compliance questions get routed through email threads with account managers rather than handled through in-platform workflows. For a People ops team managing 20+ international hires, the difference between clicking a button in Deel and sending an email to Native Teams and waiting for a reply is a real productivity cost.

Integration gaps force manual work

As of early 2026, Native Teams has no public API and limited third-party integrations. If you run BambooHR, Greenhouse, or Xero, there’s no native sync. Employee data, payroll costs, and contract status need manual export and import. Deel offers 100+ integrations. Remote connects to major HRIS and accounting tools. Even Multiplier has more integration options.

Native Teams has stated an API is planned for 2026, but as of this review, it’s not live. For companies with 5–10 employees managed in a spreadsheet anyway, this doesn’t matter. For any People team that has built workflows around HRIS-to-payroll data flows, the integration gap is a dealbreaker until the API ships.

Compliance depth outside Europe is unproven

Native Teams says 95+ countries, but the practical question is how deep that coverage goes. A company with €8.2M in total funding and 200 employees cannot maintain the same compliance infrastructure as Deel ($675M+ raised) or Remote ($496M raised) across every market. In European countries — especially Eastern Europe and the Balkans — Native Teams has real teams, real legal expertise, and real operational history. In Southeast Asia, Latin America, or the Middle East, the coverage is thinner by definition.

If you’re hiring in Indonesia, Brazil, or Nigeria, ask specifically: who handles payroll in this market? How many employees does Native Teams currently employ through their entity here? When was the last regulatory update to their compliance documentation? The answers will tell you whether you’re getting the same depth of service as in their European strongholds or a lighter-touch presence that hasn’t been stress-tested.

Smaller company, less battle-tested track record

Native Teams was founded in 2020 and has raised €8.2M total. Deel was founded in 2019, has raised $675M+, processes payroll for thousands of companies in 160+ countries, and has handled employment disputes, regulatory audits, and mass terminations across multiple jurisdictions. Remote is similarly well-capitalized and battle-tested.

This isn’t about brand prestige — it’s about what happens when something goes wrong. When Germany’s labor court rules against a termination, when a Brazilian employee files a CLT complaint, when India’s PF authority audits your provider’s entity — you want an EOR that has been through it before and has the legal reserves to absorb the hit. Native Teams’ balance sheet and operational history offer less of that cushion. For low-risk, straightforward employment relationships, that’s fine. For complex terminations in heavily regulated markets, the gap in institutional experience is a real factor.

Support quality is inconsistent

Native Teams advertises 24/7 multilingual support, and users confirm that the team is generally responsive — particularly for straightforward questions about payments, invoicing, and basic onboarding. But Trustpilot reviews (4.0/5 across 200+ reviews) surface a pattern: when issues get complex — payroll discrepancies, delayed payments, compliance edge cases — response quality drops. Some users report 5+ day delays for manual payment top-ups and difficulty reaching anyone beyond first-line support for escalations.

The support works well within the Eastern European comfort zone. Once you’re asking about statutory requirements in Japan or tax optimization in Brazil, you’re more likely to get a delayed, less confident answer than you’d get from Deel’s or Remote’s specialist teams in those regions.

Pricing Breakdown

What makes the tiered model different: Flat-fee providers (Deel at $599/mo, Remote at $599/mo) charge the same whether you’re employing a $30K/year coordinator or a $200K/year director. Native Teams’ model means your EOR cost scales with salary. A team of 10 employees averaging €3,000/mo salary pays roughly €1,230/mo total, or €14,760/year. The same 10 employees on Deel would cost $71,880/year. The savings are not marginal — they’re transformative for budget-conscious companies.

What’s included in the base EOR fee: Employment contracts, local payroll processing, statutory benefits, tax withholding and filing, compliance management, and basic support.

What’s not included: Enhanced benefits above statutory minimums, hardware procurement, physical office stipends, and dedicated account management on lower tiers.

Annual cost example: 8 employees across Eastern Europe averaging Tier 2 (€123/mo) = €11,808/year. Same team on Deel at $599/mo = $57,504/year. On Multiplier at $400/mo = $38,400/year. Native Teams saves $26,592/year versus Multiplier and $45,696/year versus Deel. At those numbers, you can tolerate a lot of rough edges in the platform.

Native Teams: Region-by-Region

Europe — The Home Turf

Americas

Asia-Pacific

Deep dive: For detailed compliance analysis of Native Teams in Asia, see our eor.asia review.

Africa & Middle East

Deep dive: For detailed compliance analysis of Native Teams in Africa, see our eor.africa review.

Pros and Cons

How Native Teams Compares

Case Studies

Real User Feedback

What users praise:

• Pricing consistently cited as the primary reason for choosing Native Teams over Deel or Remote
• Onboarding in European markets is smooth and well-guided, with dedicated support through the process
• Freelancer-friendly tools (wallet, card, invoicing) genuinely useful for contractors, not an afterthought
• Responsive first-line support for payment queries, invoicing issues, and basic compliance questions
• Multi-currency wallet and card reduce friction for contractors who previously relied on PayPal or Wise
• Balkans and Eastern European coverage depth — local language support, local office presence, fast resolution

What users complain about:

• Platform interface feels dated compared to Deel or Rippling — navigation requires too many clicks for common tasks
• Email-dependent workflows for contract changes, benefit updates, and complex requests slow things down
• Payment processing for manual top-ups can take 5+ business days, frustrating for time-sensitive payroll
• Limited integrations mean manual data entry between Native Teams and HRIS/accounting tools
• Support quality inconsistent: great for Eastern Europe, less confident on compliance outside the region
• Some users report onboarding documentation took longer than expected due to back-and-forth on legal paperwork

Our Final Verdict

Use Native Teams if: You’re a startup or SME hiring primarily in Europe — especially Eastern Europe and the Balkans — and cost is your dominant decision factor. A team of 10 at Native Teams’ Tier 2 pricing saves $45,000+/year versus Deel. That’s not a rounding error; it’s a meaningful budget line. Native Teams also makes sense if you have a mixed workforce of employees and contractors and want both on one platform with actual tools for the contractors (wallets, cards, tax tracking), not just a payment rail.

Skip Native Teams if: You’re hiring at scale (20+ employees) across multiple continents and need a platform your People team can operate independently through self-serve workflows, deep integrations, and responsive support in every time zone. Skip it if your legal team requires a proven compliance track record in complex markets like Brazil, India, or Japan. And skip it if platform quality and integrations matter more than price — the dashboard and workflow limitations are real, and for a 30-person People ops team, they compound.

Bottom line: Native Teams occupies a unique position in the EOR market: it’s genuinely affordable without being sketchy. The G2 #1 rankings, real case studies, and owned-entity model give it credibility that other budget providers lack. The trade-off is straightforward: you pay less and get a less mature platform with thinner global coverage. For a European-focused startup or SME under 20 employees watching burn rate, Native Teams is the pick — the $45,000+/year savings over Deel are impossible to ignore when the compliance quality in your core markets holds up.

Frequently Asked Questions

How much does Native Teams cost?

Tiered by total employment cost (salary + employer contributions). Tier 1 (up to €1,000/mo): €79/mo. Tier 2 (up to €3,500/mo): €123/mo. Tier 3 (up to €5,000/mo): €219/mo. Tier 4 (over €5,500/mo): €299/mo. Junior hire in Romania: €79/mo vs Deel $599/mo. Saves ~€57k/year on 10 employees at Tier 2. Gap narrows at senior salaries.

Does Native Teams use owned or partner entities?

Native Teams claims owned entities. Balkans, Eastern Europe, Western Europe: well-established with local teams. Southeast Asia, Africa, Latin America: ask about entity structure and local team size before committing. 95 countries on €8.2M funding — verify ownership depth per market.

Can we convert contractors to EOR through Native Teams?

Yes. Contractor plan €19/mo: multi-currency wallet, card, invoicing, tax tracking. Convert to EOR in-platform — agreement generated from contractor country. Test markets cheaply before full EOR. Deel offers free contractor management but higher EOR cost.

Is Native Teams better than Deel for Eastern Europe?

For 10 employees in Balkans/Eastern Europe: Native Teams ~€14,760/year vs Deel $71,880. ~€57k savings. Trade-off: Deel’s platform, 100+ integrations, global compliance. Native Teams wins on value for Europe-concentrated teams. Planning to expand beyond Europe in 12 months — start with Deel to avoid migration.

Who should skip Native Teams?

Companies requiring SOC 2 Type II — Native Teams doesn’t advertise it; Deel, Remote, Rippling hold it. Senior hiring in Germany/UK/Netherlands needing competitive benefits — Oyster, Remote, Deel offer better customization. Regulated industries — verify Native Teams’ security certifications.

For market-level context beyond vendor features, see EOR pricing hidden costs and browse remote jobs by country to understand demand patterns.

Further Reading

• Deel EOR Review: Pricing, Pros & Cons
• Remote EOR Review: Compliance-First Global Hiring
• Multiplier EOR Review: The APAC Specialist
• Oyster HR Review: Employee Experience Focus
• Hiring in Poland: Compliance, Costs & EOR Guide
• EOR comparisons

Anchal Katyal · Founder, eorHQ

Anchal has spent over a decade in product strategy and market expansion across Asia and the Middle East. She evaluates EOR providers on compliance depth, entity ownership, payroll accuracy, and in-country support quality.

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