If EOR is your only need, Deel wins — it’s purpose-built for it, faster, and cheaper than a full Rippling deployment. Rippling wins if you’re already using it domestically and want a single system to extend internationally. Buying Rippling just for its EOR module doesn’t make economic sense.
At a Glance
| Dimension | Deel | Rippling |
|---|---|---|
| Overall Rating | 4.7 / 5 | 4.3 / 5 |
| Pricing | From $599/mo | From $500/mo |
| Countries | 150+ | 185+ |
| Asia Countries | 10 | 9 |
| Founded | 2019 | 2016 |
| Best For | Pure EOR, speed | All-in-one HR + EOR |
What They Are
Deel does one thing well: employ people in countries where you don’t have an entity. It’s fast, compliance-focused, and doesn’t require you to adopt a broader HR platform.
Rippling is a workforce platform — HR, payroll, IT, and EOR under one roof. EOR is one module in a larger system. If you’re not using the rest of Rippling, you’re paying for platform you don’t need.
That distinction matters before anything else.
Pricing
Rippling’s EOR module starts at $500/mo — slightly below Deel’s $599/mo. But Rippling charges per module. A full Rippling deployment (HR + IT + EOR) costs significantly more than Deel.
If you only need EOR, Deel is cheaper and simpler. If you want to consolidate HR, IT, and EOR into one system, compare Rippling’s total platform cost against your current stack before deciding — the math often favors Rippling for companies already paying for separate HRIS, IT, and payroll tools.
Asia Coverage
Both cover the major Asia hiring markets. Rippling’s 185+ country network is slightly broader than Deel’s 150+. For Asia specifically, the difference is minimal — both own entities across Singapore, India, Philippines, Japan, and South Korea.
Platform Depth
Rippling wins clearly here. One platform handles:
- HR — headcount planning, org chart, performance management
- Payroll — global and domestic, in one system
- IT — device provisioning, app access control, security policies
- EOR — international employment in 185+ countries
- Benefits — global benefits administration
For companies already using Rippling domestically, adding Asia employees via EOR is seamless — no new system, no data migration, no additional integrations. A new hire in Singapore can have their Slack, Google Workspace, and laptop provisioned before their first day.
Onboarding Speed
Deel is faster for standalone EOR onboarding — typically 1–2 days in Singapore vs 3–5 days for Rippling. Rippling’s onboarding takes longer because it provisions the full stack — devices, app access, HR records — for each new hire. That takes more time but delivers a more complete Day 1 experience.
For pure speed, Deel wins. For completeness of Day 1 setup, Rippling’s approach has value.
Compliance
Both own entities in core Asia markets. Deel’s compliance team is dedicated exclusively to EOR — that focus shows in edge cases and less-common markets. Rippling’s compliance is solid in its core markets but can be partner-dependent in some Asia countries. For standard markets like Singapore and India, the difference is negligible.
Verdict
Choose Deel if: EOR is your primary need, you want the fastest onboarding, and you don’t need a full HR platform alongside it.
Choose Rippling if: you’re already using Rippling domestically and want to extend to Asia without adding another system, or you need to consolidate HR, IT, payroll, and EOR under one roof as you scale.
