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Summary
G-P has been running global EOR since 2012 — longer than Deel, Remote, and Multiplier combined. That buys you owned entities in all 180+ countries, in-country legal teams in Japan, India, Indonesia, and China, and the only EOR in this set that can employ workers in mainland China via a WFOE. The trade-off is cost: expect $699–$940/month per employee and slower onboarding by design. For companies where a compliance failure in Tokyo or Jakarta would be a material legal and reputational problem, that premium is rational. For straightforward Singapore or Philippines hiring, it’s overbuilt and overpriced.
Ratings Breakdown
G-P in Asia: Key Facts
| Detail | Value |
|---|---|
| HQ | Boston, MA |
| Founded | 2012 |
| Employees | 100–250 |
| Asian countries covered | 11 |
| Total countries | 180+ |
| Time to first payroll (Singapore) | 2–4 business days |
| Time to first payroll (India) | 3–5 business days |
| EOR pricing | $699–940/employee/month (custom; no published rates) |
| Contractor pricing | Custom; contact for quote |
| Deposit required | Typically 1 month salary; varies by country |
| Local entities owned | Yes — all 180+ countries |
| Integrations | Workday, SAP SuccessFactors, BambooHR, Personio, UKG, HiBob, ADP |
| Payment methods | Bank transfer |
| Mobile app | No |
| Free trial / demo | Demo available |
| Certifications | SOC 2, ISO 27001 |
What G-P Does Well
Owned entities in all 180+ countries
G-P does not use a partner network. Every market is serviced through a G-P–owned legal entity. Employment contracts, IP assignment, and statutory compliance are controlled end-to-end. In Asia, where partner quality varies wildly, that consistency matters. Deel and Remote also lean on owned entities in core markets; G-P extends that model to every country it serves.
Dedicated in-country legal teams
Japan, India, Indonesia, and China have dedicated in-country legal and compliance teams — not generalist support with a regional overlay. For Japan (Shakai Hoken, employment insurance, strict termination rules) and Indonesia (BPJS, severance formulas, regional variations), that depth shows up when something goes wrong. Questions get answered by people who practice in that jurisdiction. LivsMed used G-P to enter Japan from South Korea; Amoy Diagnostics ran 7+ countries including China and reported RMB 100M in international revenue supported by G-P’s China setup.
Mainland China WFOE capability
G-P is the only EOR in this review set that can legally employ workers in mainland China through a Wholly Foreign-Owned Enterprise (WFOE) structure. Most competitors offer China only via contractor or PEO arrangements, or don’t offer China at all. If you need full employment in Shanghai or Beijing with proper social insurance and local contracts, G-P is the default option.
Proactive statutory monitoring
Clients get advance notice of regulatory changes that affect payroll and employment — not retroactive “here’s what changed last quarter” updates. In markets like India (state-level PT and labour rules) and Indonesia (BPJS and minimum wage revisions), that reduces surprise compliance fixes and audit risk.
Longest operational track record (since 2012)
G-P has been doing global EOR since 2012. Deel launched in 2019; Multiplier and Atlas HXM are newer. That longevity means more cycles through statutory changes, more resolved edge cases, and a compliance playbook that’s been stress-tested. For risk-averse legal and finance teams, that history is a real differentiator. When a labour inspector in Jakarta or a tax authority in Tokyo asks who the employer is, the answer is a G-P entity that’s been operating there for years — not a white-label partner or a newly acquired subsidiary.
Where G-P Falls Short
$699–940/month is the highest in this review set
At the low end, G-P sits at roughly Deel’s $599–699; at the high end, quotes routinely exceed $800–940/month per employee depending on country and volume. Multiplier starts around $400; Deel and Remote undercut G-P in most Asia markets. For a 10-person team, the gap can be $2,400–$5,400/month — $28,800–$64,800 per year. Justifiable when compliance risk is high; hard to defend for simple Singapore or Philippines hires.
Slower onboarding by design
Singapore: 2–4 business days. India: 3–5. Japan and Indonesia: 7–14 days. G-P reviews every employment package before issuing contracts; it’s deliberate, not inefficient. If you need someone onboarded in 48 hours, use Deel. If you need someone onboarded correctly in a market where errors have legal consequences, the extra days are the point.
No published pricing
All pricing is custom and enterprise. There’s no public rate card. You can’t compare G-P to Deel or Multiplier without a sales conversation. That’s normal for enterprise vendors but frustrating for buyers who want to shortlist before talking to sales.
Platform less polished than Deel or Rippling
G-P Meridian covers the full employee lifecycle — benefits, compliance documentation, HRIS integration, workforce analytics — and the compliance documentation repository is strong for audit trails and statutory proof. The UI and UX lag Deel and Rippling: navigation is functional but not as intuitive, and the product has received less design investment than those two. For legal and compliance teams that live in the doc repository, it’s adequate; for teams that expect a consumer-grade product, it feels dated.
Trustpilot scores vary sharply by region
G2 shows 4.4–4.5/5 with hundreds of reviews; Trustpilot US is 4.5/5 with 125 reviews. Trustpilot Canada shows 2.2/5 with 36 reviews — late payments and slow support dominate. That regional inconsistency is a real signal: if you’re outside G-P’s core US/enterprise focus, validate support and payment SLAs for your geography before committing.
Pricing Breakdown
Base EOR fee
$699–940/employee/month depending on country and volume. No published rate card; all pricing is custom. The base typically includes local employment contract, payroll, statutory compliance, and access to in-country legal/HR. Dedicated CSM is standard for mid-market and enterprise.
Add-on costs
| Service | Cost |
|---|---|
| Contractor management | Custom; contact for quote |
| Work permit / visa sponsorship | Per-country; quoted separately |
| Benefits above statutory minimum | Country-dependent |
| One-time onboarding / implementation | Often waived at volume; confirm in contract |
| Offboarding / termination fees | Varies by country |
What’s NOT included
Immigration and work permit fees are quoted separately. Currency conversion on cross-border payments may carry markups. Premium benefits packages cost extra. There is no mobile app; platform access is web-only.
Volume discounts
Volume discounts typically apply at 20+ employees; enterprise deals are fully custom. Expect lower per-head rates at 50+ and 100+ headcount, but you must negotiate — nothing is published.
How it compares
G-P is $100–340/month more per employee than Deel or Remote ($599) and roughly $300–540/month more than Multiplier ($400). Versus Remofirst or Payoneer WFM (~$199), the gap is $500–740/month per head — $60,000–$88,800/year across 10 employees. You pay for owned entities everywhere, in-country legal, and China WFOE; for simple ASEAN hiring, that premium is hard to justify.
G-P Asia: Country-by-Country
Owned entity. First payroll: 2–4 days. Standard process for EP/S Pass holders.
In-country legal team. Statutory monitoring catches state-level rule changes. First payroll: 3–5 days.
Standard coverage. First payroll within a week.
In-country legal is a real advantage. First payroll: 7–14 days. G-P’s “slow by design” approach reduces compliance errors.
One of G-P’s strongest markets. In-country legal team. First payroll: 7–14 days.
Standard setup. First payroll: 5–10 days.
Handled in-house. Roughly a week to first payroll.
G-P entity in-country — no partner dependency. First payroll: 7–14 days.
Owned network. In-country compliance team. First payroll: 5–10 days.
Only EOR in this set with mainland China WFOE employment. Setup takes weeks, not days.
Owned entity. First payroll within a week.
Pros and Cons
Pros:
- Owned entities in all 180+ countries — no partner network anywhere.
- Only EOR in this set with mainland China WFOE employment capability.
- In-country legal teams in Japan, India, Indonesia, and China.
- Proactive statutory change monitoring instead of reactive updates.
- Longest track record (since 2012) among major EOR providers.
- Dedicated Customer Success Manager for every account.
- G-P Meridian compliance documentation repository is strong for audit trails.
- Volume discounts at 20+ employees; SOC 2 and ISO 27001 certified.
Cons:
- $699–940/month makes G-P the most expensive option in this review set.
- No published pricing; all quotes are custom and require sales engagement.
- Onboarding is slower than Deel (2–4 days Singapore vs 1–2; 7–14 days Japan/Indonesia).
- Platform UX lags Deel and Rippling despite solid compliance features.
- Trustpilot scores collapse in some regions (e.g. Canada 2.2/5) — late payments and slow support reported.
- Overkill for simple Singapore or Philippines hiring where Deel or Multiplier are cheaper and faster.
How G-P Compares
Pick G-P for China WFOE, in-country legal in Japan or Indonesia, and owned entities everywhere. Pick Deel for fastest Asia onboarding, published pricing, and a more polished platform at $599/month.
Pick G-P when compliance risk in complex markets (China, Japan, Indonesia) justifies the premium. Pick Multiplier for lower cost (~$400/month) and faster first payroll in many Asia markets.
Pick G-P for China WFOE and 180+ owned entities with a high-touch model. Pick Papaya for workforce analytics, compliance dashboards, and unified payroll from $599 for 200+ employee companies.
Pick G-P for China employment and in-country legal in Asia. Pick Remote for published pricing, faster onboarding in core markets, and a product-led experience at $599/month.
Case Studies
South Korean medical device company used G-P EOR to deploy a pre-sales team in Japan — entering the market in weeks instead of months while maintaining 100% compliance.
Singapore-based palm oil products company used G-P to hire in the US and expand to China — avoiding the cost and complexity of entity setup in each market.
Developer security platform quadrupled headcount while maintaining global compliance through G-P’s owned-entity EOR infrastructure.
Took robotics global with strategic market growth powered by G-P’s employer of record services across multiple regions.
Real User Feedback
| Platform | Rating | Review Count |
|---|---|---|
| G2 | 4.4–4.5 / 5 | 627–757 reviews |
| Trustpilot (US) | 4.5 / 5 | 125 reviews |
| Trustpilot (Canada) | 2.2 / 5 | 36 reviews |
| Capterra | No listing found | — |
Total reviews across platforms: 788+
What users praise:
G2 and Trustpilot US reviewers highlight compliance depth, reliability in complex markets, and the quality of customer success and in-country support. Users in regulated industries (finance, pharma, tech with strict IP needs) cite peace of mind and fewer surprises at audit time. Enterprise buyers note G-P’s willingness to customize contracts and the value of having a dedicated CSM instead of a shared support queue.
What users complain about:
Trustpilot Canada and a subset of US reviews report late payments, slow support response, and frustration with the lack of published pricing. The platform is frequently described as dated compared to Deel or Rippling. Some smaller-deal buyers mention slow sales and implementation engagement — G-P is optimized for mid-market and enterprise.
Final Verdict
Who should use G-P:
- Startups (1–10 international hires): Only if you need mainland China WFOE or in-country legal in Japan/Indonesia and can absorb $699+/month. For most startups, Deel or Multiplier deliver faster onboarding and lower cost.
- Mid-market (10–50 hires): Strong fit when you have material headcount in Japan, Indonesia, or China and compliance failure would be unacceptable. The premium over Deel is defensible for that risk profile.
- Enterprise (50+): Ideal. Owned entities everywhere, in-country legal, China WFOE, and a 12-year track record align with enterprise risk and procurement requirements. Volume pricing and dedicated CSM scale well.
Who should NOT use G-P: Companies doing straightforward hiring only in Singapore, Philippines, or India where speed and cost matter more than maximum compliance depth — use Deel or Multiplier. Buyers who need published pricing and minimal sales engagement should look elsewhere.
Bottom line: G-P earns its premium when you need China employment, in-country legal in complex Asia markets, or the strongest owned-entity footprint. For everyone else, the extra $100–500/month per employee is hard to justify.
Best suited for: Enterprise and mid-market companies that need China WFOE employment, in-country legal depth in Japan/Indonesia, or the strongest compliance posture in Asia and are willing to pay $699–940/month for it.
Visit G-P: globalization-partners.com
Further Reading
- How to Terminate an Employee via EOR
- EOR Cost Guide — What Does an EOR Cost in Asia?
- EOR vs Setting Up a Company in Asia
- Asia Employment Law Changes 2026
- EOR Pricing: What Providers Don’t Tell You
Frequently Asked Questions
Does G-P have its own entity in mainland China?
Yes. G-P employs workers in mainland China through a Wholly Foreign-Owned Enterprise (WFOE) structure. No other EOR in this review set offers full employment in China; most offer contractor-only or no China. Setup and first payroll take weeks, and cost sits at the high end of G-P’s range.
What’s the real total cost per employee with G-P?
Base EOR runs $699–940/month depending on country and volume. Add work permit/visa fees where applicable, any premium benefits, and potential currency markups on cross-border pay. For a typical Singapore or India hire, budget $700–950/month in EOR fees before salary and statutory costs.
How long does onboarding take in Japan and Indonesia?
Japan and Indonesia: 7–14 business days to first payroll. G-P reviews every package and uses in-country legal; the delay is deliberate. For 1–2 day onboarding in Singapore, use Deel instead.
Why is G-P more expensive than Deel and Remote?
G-P runs owned entities in all 180+ countries, maintains in-country legal teams in Japan, India, Indonesia, and China, and offers the only China WFOE option. That infrastructure and risk posture cost more. Deel and Remote are $599 with faster onboarding but without China employment or the same in-country legal depth in every complex market.
Does G-P publish its pricing?
No. All pricing is custom and requires a sales conversation. You cannot shortlist G-P against Deel or Multiplier using a public rate card.
Can I use G-P only for Singapore and India?
Yes, but for simple Singapore and India hiring, G-P is usually overkill. Multiplier and Deel are cheaper and faster. G-P makes sense when you also have Japan, Indonesia, or China in scope, or when your legal team insists on owned entities and in-country legal everywhere.
What happens if I need to terminate an employee in Indonesia?
G-P’s in-country Indonesia team handles BPJS, severance formulas, and termination compliance. Severance in Indonesia is formula-driven and can be high; G-P’s local legal reduces the risk of disputes and incorrect payouts. Offboarding and any termination fees are typically quoted in your contract.
