Rippling and Multiplier don’t compete on the same terms. Rippling is an HR operating system — EOR is one module in a platform that also handles US payroll, IT provisioning, and device management. Multiplier is an APAC-native EOR built specifically for Asia-Pacific hiring at the most competitive price in the market. If you only need EOR in Asia, Multiplier wins on value. If you need a unified global HR platform and already pay for Rippling, adding EOR there makes sense.

Quick Verdict

• Choose Multiplier if EOR in Asia-Pacific is your primary or only need — $400/mo vs $500+/mo, ASEAN-native compliance, and faster onboarding in most markets
• Choose Rippling if you’re already on Rippling for US payroll/HR, want device management, or are building a global team where Asia is one of multiple regions

Rippling vs Multiplier — Side-by-Side

Pricing Reality

Rippling: EOR is priced as a module on top of the base Rippling platform. The base platform starts at ~$8/employee/month. EOR adds a per-country cost, typically landing at $500–700/mo per EOR employee in Asia depending on which modules are enabled. There’s no published EOR-only price — all quotes via sales.

Multiplier: $400/mo, published on their website, no sales call required. For 5 employees, Multiplier costs $24,000/year. Rippling at $550/mo average costs $33,000/year — a $9,000/year difference for the same 5 headcount.

The break-even case for Rippling: If you’re already paying for Rippling domestically (US employees, US payroll), adding international EOR modules costs less than starting a separate Multiplier subscription. The economics depend on your existing Rippling contract.

HRIS and Platform Depth

Rippling is the better platform by a significant margin if you need HR tooling beyond EOR:

• Device management: Ship, track, and remotely wipe MacBooks and PCs across Singapore, India, and Manila from one dashboard
• App lifecycle management: Automatically provision and revoke Slack, Notion, GitHub, Google Workspace on hire and offboard
• Time and attendance: Shift scheduling, overtime tracking, expense reports
• US + global payroll: Run domestic US payroll and international EOR payroll in one system
• Performance management: Goals, reviews, compensation bands

Multiplier’s platform covers what an EOR needs — employee self-service portal, payroll visibility, document management, benefits marketplace — but it’s not an HR system. You still need separate tools for performance management, US payroll, and IT provisioning.

Asia Coverage Depth

Multiplier covers more countries (150+ vs Rippling’s 80+), and its ASEAN-native infrastructure is a genuine advantage in Southeast Asian markets. Critically, Multiplier has an owned entity in China — Rippling does not. For companies needing EOR in China alongside other ASEAN markets, this is a deciding factor.

Rippling covers all of Multiplier’s primary markets (Singapore, India, Philippines, Japan, Malaysia, Indonesia, Vietnam, South Korea) and does so with comparable compliance quality in those markets.

Onboarding Speed

Multiplier is faster in most Asia markets:

The speed difference reflects Multiplier’s ASEAN-native operational setup — its compliance teams are embedded in Singapore, not working Asia remotely.

China Coverage

Multiplier has it. Rippling doesn’t. For companies hiring across ASEAN + China, Multiplier is the only provider of the two that can handle the full footprint. Rippling’s absence from China isn’t a gap for most customers, but it’s a disqualifier if China is on your roadmap.

Who Should Choose Rippling

• You already use Rippling for US payroll or HR — adding EOR modules is cheaper than a separate platform
• You need device management across a distributed Asia team
• You want app provisioning and auto-revoke on offboard (critical for security-conscious teams)
• You’re a mid-market or enterprise company building a single global HR system

Who Should Choose Multiplier

• EOR in Asia-Pacific is your primary need — the $100–300/mo per employee savings are real
• You need China coverage alongside other ASEAN markets
• You want faster onboarding, especially in Singapore and India
• You’re an APAC-focused startup or scaleup — Multiplier’s Singapore HQ means ASEAN-timezone support and local market knowledge

Frequently Asked Questions

Can I use Rippling just for international EOR without any domestic employees? Technically yes, but it’s not the most cost-effective setup. Rippling’s pricing model assumes you’re using the platform broadly. For pure international EOR with no US payroll component, Multiplier (or Deel) will almost always be cheaper.

Does Multiplier integrate with Rippling? No direct native integration. If you’re running Rippling for US employees and Multiplier for international EOR, you’d manage them as separate systems with manual or Zapier-based data syncing. That’s not ideal — if integration is important, use Rippling for everything.

Which is better for India engineering hiring? Comparable on compliance. Multiplier has slightly faster India onboarding and deeper volume experience in Bangalore/Hyderabad. Both handle PF, ESIC, PT, and TDS correctly. The ASEAN timezone support from Multiplier’s Singapore office is useful if you’re hiring India from an Asia base.

Does Rippling support equity management for EOR employees? Rippling has basic equity management tools, but like most EOR providers, it’s advisory documentation rather than full equity administration. For substantive equity plans (options, RSUs), use Carta or Pulley alongside whichever EOR you choose.

Which handles Indonesia better? Multiplier, given more operational experience with BPJS Ketenagakerjaan/Kesehatan compliance and the Manpower Law’s termination rules. Both have owned entities, but Multiplier’s ASEAN-native team processes more Indonesian hires.

AK Anchal Katyal Published January 1, 2026