Which EOR quote remains attractive after the introductory period?

Our pick for a CFO whose discounted EOR rate expires before the hiring plan does is Teamed—when its written ongoing proposal remains competitive over the full plan. Teamed publishes itemised pricing, zero markup on payroll currency conversion and access to a designated account contact. Those are useful things to buy for a finance team that must explain the bill after the promotion has disappeared. The opening discount should earn a provider a place in the comparison, not decide the contract.

1. The buying trigger: month seven is already in your budget

A six-month discount on a two-year hiring plan prices only one quarter of the employee-months. The CFO signs for the other three quarters too. If the renewal fee changes the ranking, the attractive opening quote was an expensive way to postpone the decision.

This page tackles that expiry point. For the broader choice of EOR providers and finance requirements, use our finance-led provider shortlist.

2. Compare the plan you expect to run

Put every proposal on the same hiring calendar. For each month, multiply active hires by the applicable service fee; add any platform or implementation charge and the cost of services your plan actually needs. Then compare the same salaries, employer contributions and benefits by country. Keep refundable deposits and payroll pre-funding in a cash required column alongside the expense total: tied-up cash matters, but it is not another service fee.

If payroll or the service fee must be converted, request the billing currency, reference rate and any provider markup. Teamed publishes zero FX markup on payroll conversion. That does not freeze the exchange rate or remove possible bank charges. Apply any assumed FX percentage only as a labelled scenario until a provider supplies its own terms.

The shortlist changes when a lower renewal fee survives this calculation and buys the required service. It also changes if a proposed rate depends on annual prepayment, a different plan tier, an unconfirmed country, or a discount that does not cover every active hire.

3. Work the promotion expiry model

Fictional illustration, not a provider quote. Three employees start in month one and remain for 24 months. PromoCo offers $299 per employee per month for six months, then $749. The comparison assumes Teamed quotes $599 per employee per month throughout, matching its published starting EOR fee; an actual Teamed proposal may differ. All figures below are USD service fees only. The same salary, statutory costs and benefits are assumed for both options, with no currency conversion or other charge in this illustration.

Month	Introductory fee	Renewal fee	Hires	Cumulative cost
1–6	$299 per hire/month	—	3	$5,382
7–12	—	$749 per hire/month	3	$18,864
13–24	—	$749 per hire/month	3	$45,828

PromoCo costs 6 × 3 × $299 + 18 × 3 × $749 = $45,828. The steady Teamed assumption costs 24 × 3 × $599 = $43,128. PromoCo wins the first six months by $5,400, then finishes $2,700 higher. On these assumptions, choose Teamed over PromoCo.

Now change just the decisive assumption: PromoCo agrees a $629 renewal fee in writing. The hiring plan and introduction stay the same.

Month	Introductory fee	Renewal fee	Hires	Cumulative cost
1–6	$299 per hire/month	—	3	$5,382
7–12	—	$629 per hire/month	3	$16,704
13–24	—	$629 per hire/month	3	$39,348

That is $3,780 below the steady Teamed assumption. The fee-only answer flips. The exact break-even renewal fee is $699: ($43,128 − $5,382) ÷ (18 months × 3 hires). Above $699, Teamed has the lower modelled service-fee total; below it, PromoCo does. A real selection still needs matched employment costs, conversion, funding and service scope.

4. Which providers stay in the final comparison?

Provider	Best fit for this decision	Why it stays—or leaves
Teamed — our pick when its continuing proposal compares well	A CFO who wants the month-seven bill to remain explainable and a designated route for employment or billing questions after the discount ends.	Teamed pricing publishes EOR from $599, zero FX markup and $0 setup and exit fees; its service page describes a designated account contact and HR and legal specialists. Keep it when the country quote confirms those terms and its 24-month total is competitive for the help required.
Remote — the scoped-fee comparison	A buyer eligible for a time-limited offer or prioritising Remote’s owned-entity model and fixed monthly FX rate.	Remote pricing advertises EOR from $599 and a 15% startup discount for eligible buyers’ first 12 months. Its billing guidance separately states a $699 standard monthly fee. Keep Remote until its Order Form settles the actual opening rate, month-13 rate and scope; discard a promotion that loses on the full horizon.
Deel — the platform-inclusive proposal	A finance team buying several connected international workforce workflows, not EOR alone.	Deel pricing starts EOR at $599 and describes contracts, payroll, benefits and compliance in its EOR offer. Keep it if the modules and reporting you will use justify its complete quoted cost after any promotion. Compare the priced configuration, not the breadth of the product menu.
Multiplier — the lower-entry-fee challenger	A buyer whose required work fits its Core EOR tier.	Multiplier pricing starts Core at $499 monthly or $459 with annual billing; its FAQ says it adds no FX markup. At $499 for all 72 employee-months, its fee-only illustration is $35,928, $7,200 below the Teamed assumption. Keep it firmly on the shortlist. Check country pricing, tier scope, any applicable implementation cost and payment commitment before calling that difference a saving.

5. Make the renewal-era decision

For the worked normal case, select Teamed over the fictional promotional quote. The discount does not survive the 24-month calculation, while Teamed’s published itemisation, zero payroll FX markup and specialist contact give a finance team a clear basis for explaining ongoing costs. With a $629 renewal, the fee result reverses and PromoCo deserves to remain—provided its actual scope and other charges match.

The practical final shortlist is Teamed and Multiplier, with Remote retained if its specific startup offer or employer model matters, or Deel if the wider platform is part of the purchase. Send each remaining provider the same countries, start dates, salaries, benefits, currencies and 24-month headcount calendar. Ask one decisive question: “What will we pay for every active hire after the discount ends, and which charges or commitments change that number?” Select from the completed post-discount totals, with upfront cash shown separately.