Teamed

Teamed Platform Screenshots

Teamed platform overview

Summary

Teamed is the EOR you pick when Deel’s $599/mo feels like overkill for your five-person international team. At roughly €465/mo per employee with no setup fees and month-to-month billing, it undercuts most major providers by 20–30%, and the human-first support model means you’re talking to a named specialist, not a chatbot queue. For SMBs hiring 1–10 employees across Europe, the Philippines, or South Africa, Teamed delivers the basics well and doesn’t overcharge for platform features you’ll never use.

The trade-off is structural. Teamed uses partner entities in every market — there are no owned entities anywhere. That means a local third-party firm is the legal employer, and Teamed manages the commercial relationship on top. The platform is functional but thin compared to Deel or Remote: limited integrations, no background checks, no immigration services, and bank-transfer-only payments. If your compliance team wants to know exactly who employs your people and your finance team wants API-level payroll data flowing into NetSuite, Teamed isn’t built for that. It’s built for the 20-person startup that needs to hire a developer in Poland and a customer support rep in the Philippines without bleeding $15,000/year in EOR fees per head.

Pick Teamed if

• You are hiring 1-10 people internationally and want ~EUR465/mo pricing with personal support.
• Your main markets are the UK, Philippines, or South Africa and you can work with partner entities.

Skip Teamed if

• You need owned entities, deep integrations, background checks, or immigration support.
• You are scaling past 20 international employees and need a heavier platform.

Teamed: Key Facts

If Teamed is on your shortlist, pressure-test feature fit in head-to-head comparisons, model all-in cost with the EOR cost guide, and validate talent demand in remote jobs by country.

What Teamed Does Well

Pricing that doesn’t punish small teams

This is the reason most companies end up on Teamed’s website. At approximately €465/mo per employee (~$499 USD), Teamed costs roughly $100/mo less per head than Deel ($599/mo) and $200/mo less than Oyster HR ($699/mo). For a 5-person international team, that’s $6,000–$12,000/year in savings — real money for a Series A startup or a bootstrapped agency.

The pricing model is also structurally friendlier for small buyers. No setup fees. No offboarding fees. Month-to-month billing with 30-day notice periods. You don’t need to commit to annual contracts or minimum headcount to get the advertised rate. Deel’s best pricing requires 20+ employees on annual billing; Teamed gives you the same rate for a single hire. For companies testing a market with one or two employees before committing to a larger team, that flexibility matters more than a feature checklist.

Contractor management starts at €45/mo per contractor, which is competitive but not free (Deel’s contractor platform costs nothing). Teamed also offers two contractor protection tiers: Guard, which covers up to $10,000 in misclassification liability, and Protect, where Teamed directly engages the contractor and assumes full liability. Neither Deel nor Remote offers anything quite like that misclassification insurance structure for contractors.

Human-first support that actually responds

Teamed assigns a named specialist to your account. Not a ticket queue. Not a rotating pool of agents. A person you can email or call who knows your team, your markets, and your contract terms. For a 5-person People team that doesn’t have a dedicated global mobility manager, that personal relationship replaces what would otherwise be hours of Googling local labor law.

Response times back this up. Teamed claims first responses under 2.5 hours and average resolution in 3.2 days. Users on G2 consistently cite support quality as the primary reason they chose Teamed over larger competitors. City Relay’s Head of People described it bluntly: “I know I can reach out whenever I have a question, and I always get a quick, informed response.”

The support model works precisely because Teamed is small. With roughly 1,000 customers (their own claim), each account manager handles a manageable portfolio. Deel, with tens of thousands of customers, can’t offer that level of personal attention outside its enterprise tier. The risk is whether Teamed can maintain this as they scale — but right now, for the SMB buyer, it’s a genuine differentiator.

Simple platform that stays out of your way

MyTutor’s feedback captures the platform philosophy: “If it takes more than 5 clicks to do one task, you’ve lost us — so we really appreciate how fast and straightforward Teamed is.” The dashboard consolidates EOR employees, contractors, and entity-managed staff in one view. Contract generation is automated. Payroll runs on a single monthly invoice with taxes and employer costs itemized.

There’s no equity tracking module. No expense management suite. No Slack bot. Teamed doesn’t try to be your HRIS — it tries to be the compliance and payroll layer that sits beneath whatever HRIS you already use. For a company running BambooHR or Gusto domestically and just needs someone to handle the three people in Manila, that simplicity is the right trade-off. You’ll outgrow it at 50 international employees. At 5, it’s exactly what you need.

Built-in path from EOR to your own entity

Teamed’s GEMO (Global Entity & Employment Operations) service lets you set up and manage your own legal entities in 90+ countries. The transition from EOR to owned entity is designed to be smooth: employee records, benefits, and tenure carry over without re-onboarding.

This matters because EOR isn’t a permanent solution for most companies. Once you hit 15–20 employees in a single market, the math favors your own entity. Most EOR providers treat that transition as an off-ramp — you leave their platform and figure it out yourself. Teamed treats it as an upsell: they help you incorporate, manage governance, run payroll under your own entity, and keep everything on the same platform. For mid-market companies planning to graduate from EOR in their top 2–3 markets, that continuity avoids the painful vendor switch that usually accompanies entity setup.

Genuine strength in UK, Philippines, and emerging markets

Teamed’s UK headquarters gives it a natural advantage in the British market. Onboarding for UK hires is fast and well-understood. But the more interesting strength is in markets like the Philippines and South Africa, where Teamed has invested in on-the-ground specialists. City Relay’s case study highlights a dedicated Philippines representative — Paulina — who handles local compliance nuances like night differentials and statutory benefits. That’s a level of in-country support you don’t typically get from a sub-$500/mo provider.

South Africa is another strong market. Data Science Talent’s case study describes “effortless hiring” there, which tracks with what we hear from other Teamed customers targeting African markets. For companies hiring customer support or operations staff in the Philippines, or technical talent in South Africa, Teamed’s pricing and local expertise make it a stronger pick than Deel or Remote in those specific corridors.

Where Teamed Falls Short

Partner entities everywhere — no owned entities at all

This is the fundamental structural limitation. Teamed does not own a single employing entity in any country. Every hire goes through a local partner firm. Deel at least owns entities in roughly 80 countries and uses partners for the rest. Remote owns entities in all its markets. Teamed is 100% partner, 100% of the time.

The practical impact: your employee’s legal employer is a firm you’ve never heard of, in a country where you don’t have legal counsel. Teamed manages the relationship, vets the partners, and handles the commercial layer — but in a labor dispute, regulatory audit, or tax investigation, there’s an intermediary between your company and the resolution. For a 3-person support team in the Philippines, this is fine. For a 15-person engineering team in Germany where works council formation and termination protection are real concerns, the compliance risk profile is different.

Always ask Teamed which specific partner entity will employ your people in each target market. The name of that entity, their track record, and their capacity to handle complex employment situations are things you should evaluate before signing.

Platform depth doesn’t match larger competitors

Teamed’s platform handles contracts, payroll, and basic HR administration. That’s it. There’s no public API for integrating with your HRIS, accounting software, or ATS. No built-in background check service. No visa or immigration support. No equity management. No expense tracking module.

If you run your People operations on Greenhouse for recruiting, BambooHR for HR, and Xero for accounting, you’ll be manually exporting data from Teamed and importing it elsewhere. Deel’s API connects to 100+ tools. Remote has native integrations with major HRIS platforms. Teamed expects you to handle the data plumbing yourself — or more realistically, to have a small enough team that manual processes are tolerable.

For 5 employees, this is a minor inconvenience. At 20+ international hires, the lack of integrations creates real operational friction. This is the ceiling that pushes companies from Teamed to Deel or Remote as they scale.

Limited track record and thin review base

Teamed raised a $3.05 million seed round in December 2022 and has roughly 1,000 customers. Compare that to Deel (35,000+ customers, $679M in funding) or Remote (15,000+ customers, $496M in funding). Teamed’s G2 profile has 19 reviews. Deel has 3,500+. That review gap makes it harder to assess Teamed’s consistency across different markets and scenarios.

The small team and early-stage funding also raise questions about longevity. If Teamed hits financial trouble or gets acquired, your employees’ legal employer is a partner entity that Teamed contracts with — and that contract could be disrupted. This isn’t a hypothetical risk: the EOR space has seen multiple acquisitions and shutdowns in recent years. For companies with low risk tolerance, a provider with deeper pockets and a longer track record may be worth the premium.

Service quality varies by in-country partner

Because Teamed doesn’t employ anyone directly, the quality of onboarding, payroll accuracy, and HR support depends entirely on which local partner handles your market. Some partners are excellent — Teamed’s Philippines coverage gets consistently positive feedback. Others may be less polished.

Users have reported that pricing transparency isn’t always consistent across markets: deposits, partner fees, and add-on costs can surface after the initial quote. The bank-transfer-only payment policy adds friction for finance teams accustomed to card payments or automated billing through their AP systems.

No background checks, immigration, or mobility services

If you need pre-employment background checks, Teamed can’t do them. You’ll need a separate vendor (Checkr, Sterling, or similar). If your hire needs a work permit or visa, Teamed doesn’t offer immigration services — you’ll need an immigration lawyer or a provider like Deel or G-P that bundles visa processing. If an employee wants to relocate from one country to another, Teamed doesn’t have a formal global mobility program.

These gaps are understandable for a company of Teamed’s size and price point. But they’re gaps you should know about before signing, because the cost of sourcing separate vendors for background checks and immigration can easily eat into the savings you gain from Teamed’s lower EOR fee.

Pricing Breakdown

What’s included in the base EOR fee: Employment contract generation, local payroll processing, statutory benefits administration, tax withholding and filing, named account specialist, HR and legal support, SOC 2 and GDPR compliance.

What’s not included: Background checks (use a separate vendor), work permits and visa processing, hardware procurement, enhanced benefits above statutory minimums, advanced HRIS integrations.

Annual cost example: 5 employees at €465/mo = €27,900/year (~$29,900 USD). The same 5 employees on Deel at $599/mo = $35,940/year. On Oyster HR at $699/mo = $41,940/year. The Teamed savings: roughly $6,000–$12,000/year for a 5-person team. At 10 employees, the gap doubles.

Month-to-month flexibility: Unlike Deel or Remote, which push annual contracts for their best rates, Teamed’s advertised pricing is available on month-to-month terms. No minimum headcount. No annual commitment required. For companies testing a market with a single hire, this removes the financial commitment risk that larger providers impose.

Hidden cost watch: Some users report that security deposits and partner-specific fees can appear after initial quoting. Ask for a full cost breakdown per country, including any deposits, before signing. Teamed says there are no hidden fees, but the partner model means costs can vary by market.

Teamed: Region-by-Region

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

Deep dive: For Africa-specific coverage of Teamed in South Africa, Nigeria, and Kenya, see our eor.africa review.

Pros and Cons

How Teamed Compares

Case Studies

Real User Feedback

The review base is thin. Nineteen G2 reviews don’t give you the statistical confidence you’d get from Deel’s 3,500+ or Remote’s 1,000+. That said, the reviews that do exist are overwhelmingly positive, and the pattern of feedback from case studies and third-party review sites is consistent.

What users praise:

• Named account specialists who know their team and respond within hours, not days
• Fast onboarding that meets or beats the 24-hour claim in established markets
• Pricing transparency — flat monthly fee without surprise markup on salaries or taxes
• Platform simplicity that doesn’t require training or onboarding for the HR admin
• Smooth contractor-to-EOR conversion for companies graduating individual hires
• Genuine strength in the Philippines and South Africa, with in-country specialists
• Month-to-month contracts that let you scale down without penalty

What users complain about:

• Service quality inconsistency across different country partners — strong in some markets, weaker in others
• No integrations with HRIS or accounting software, requiring manual data exports
• Pricing doesn’t always include partner-specific deposits or country surcharges upfront
• Bank transfer is the only payment option — no credit card or AP automation
• No background check, immigration, or global mobility services bundled in
• Limited public information about which specific partner entities employ your people
• Small company size creates uncertainty about long-term stability and support capacity

Our Final Verdict

Use Teamed if: You’re an SMB or startup hiring 1–10 international employees, you want a provider that costs less than Deel or Remote, and you value personal support over platform sophistication. Teamed is the right pick for companies where the People team is one person wearing five hats, the international headcount is small, and every dollar of EOR fees comes directly from runway. The combination of €465/mo pricing, month-to-month flexibility, and a named account specialist is genuinely hard to match at this price point.

Teamed is also a strong pick specifically for UK companies hiring in the Philippines or South Africa, where their in-country expertise and case study track record are strongest.

Skip Teamed if: Your legal team requires owned entities (Remote is the answer). You’re hiring 20+ international employees and need HRIS integrations, background checks, or immigration services (Deel or Rippling). You need a provider with a deep track record and thousands of reviews to give your board confidence (Deel or G-P). You’re hiring in complex European markets like Germany or France where works councils and termination protection demand in-house legal teams, not partner intermediaries.

Bottom line: Teamed is an affordable, human-first EOR for small teams. The 100% partner model and thinner platform are real limits, but many SMBs accept that to save $6,000-$12,000 per year and get responsive support. Start here if price and personal support matter most, then reassess when international headcount moves into double digits.

Frequently Asked Questions

How much does Teamed cost?

€465/mo per employee ($499 USD). Saves ~$12k/year on a 10-person team versus Deel ($599) or Remote ($599). Includes contracts, payroll, tax, statutory benefits, support. No setup, offboarding, or minimum headcount. Remofirst at $199/mo is cheaper but thinner support. Ask about partner-specific deposits and country surcharges.

Does Teamed use owned or partner entities?

100% partner. No owned entities in any market. A local third party is always the legal employer. Remote owns all entities; Deel owns ~80. For complex terminations or regulatory audits, the partner model adds risk. For small teams, it rarely causes issues. Ask about partner vetting and backup plans before signing.

How fast is Teamed’s onboarding?

1–3 business days in UK, Spain, Philippines (strong markets). 5–10 days where partners need more processing. Case studies report 24-hour completion in established markets — achievable but not baseline for every country. Work-permit countries add weeks. Faster than Safeguard Global (7–14 days); slower than Deel (2–5 days).

Can we convert contractors to EOR through Teamed?

Yes. Contractor management from €45/mo per contractor; conversion to EOR within the platform. Teamed offers Guard ($10k misclassification coverage) and Protect (full liability transfer) — unique in the market. Deel offers free contractor management but no misclassification insurance.

When should we switch from EOR to our own entity?

GEMO (Teamed’s entity product) triggers around 15+ employees in one market — when per-head EOR fee exceeds entity overhead. Teamed can incorporate and transition employees without changing platforms. Available in 90+ countries.

We’re a 30-person startup with 6 international hires. Is saving €130/mo per employee with Teamed versus Deel worth accepting slower support and a thinner platform?

At 6 employees, €130/mo saves you €9,360/year — real money on a startup budget. Whether that’s worth it depends on three things: (1) Market complexity: if any of your 6 hires are in Germany, France, or the Netherlands, Teamed’s partner-entity model and thinner in-house EU legal team creates termination and works council risk that Deel handles better. If your hires are in the UK, Eastern Europe, or APAC, Teamed’s partners are adequate. (2) Onboarding urgency: Teamed’s 5–10 day timeline vs Deel’s 2–5 days matters if you’re hiring competitively. (3) Growth pace: if you expect to reach 20+ international hires within 18 months, you’ll likely migrate to Deel anyway — evaluate whether the migration cost and disruption erases the fee savings. The case for Teamed is clear if you’re hiring in lower-complexity markets, growth is steady rather than fast, and you value the named account specialist relationship over platform sophistication. See Deel, Remote, Remofirst reviews.

Who should skip Teamed?

Legal teams requiring owned entities — Remote or G-P. Companies hiring 20+ with HRIS integrations, background checks, immigration — Deel or Rippling. Complex European markets (Germany, France) with works councils — owned-entity providers are safer.

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: The Market Default
• Remote EOR Review: The Owned-Entity Alternative
• Remofirst EOR Review: The Budget Option
• EOR vs. Setting Up Your Own Entity
• 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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