These are the best Atlas alternatives for this year:
- INS Global
- Deel
- Remote
- Oyster HR
- Rippling
- Multiplier
- Papaya Global
- Globalization Partners (G-P)
Managing a global workforce requires comprehensive tools for international payroll, compliance, and hiring across multiple jurisdictions. Atlas (formerly Safeguard Global) has established itself as a provider with extensive geographic coverage and experience, but it’s not the only solution available, and it may not be the best fit for every organization.
Whether you’re seeking more competitive pricing, faster implementation, more personalized regional expertise, better customer support responsiveness, modern platform features, or simply exploring your options, this comprehensive guide examines the top Atlas alternatives in 2025 to help you make an informed decision for your global hiring needs.
Top 8 Atlas Alternatives in 2025
1. INS Global
INS Global has been connecting companies with global talent since 2006, offering comprehensive services backed by personalized advisory support across 160+ countries. Unlike platform-only solutions, INS Global pairs technology with dedicated regional experts who provide strategic guidance throughout your expansion journey.
Key Features:
- Coverage in 160+ countries with dedicated regional experts
- Personalized advisors assigned to each hiring region
- ISO 27001 certified and GDPR compliant GlobalView platform
- 99% payroll accuracy rate with human oversight
- 95% recruitment success rate across global placements
- 97% customer satisfaction score
- Real human support complementing digital tools
- Integrated document management and chat support
- Invoice, expense, and cash advance management
- End-to-end recruitment services beyond EOR
Best For:
Companies seeking a partner-focused approach with dedicated regional expertise and personalized advisory support rather than a legacy platform-based solution.
Why Choose INS Global Over Atlas:
INS Global delivers significantly more personalized regional advisory support than Atlas’s platform-centric approach, with dedicated advisors who understand the nuances of your specific hiring markets.
While Atlas offers extensive coverage, INS Global combines reliable technology with human expertise that guides you through complex compliance challenges and cultural considerations—providing the hands-on partnership that Atlas’s larger, more transactional model doesn’t emphasize.
With a 99% payroll accuracy rate and 97% customer satisfaction score, INS Global addresses common complaints about Atlas’s service responsiveness and support quality. Additionally, INS Global offers full-service recruitment capabilities that Atlas doesn’t provide, enabling end-to-end international hiring solutions from talent sourcing through compliant employment, eliminating the need for multiple vendors and delivering better value at more competitive pricing.
What Makes INS Global Different:
- Human-First Advisory Model: Rather than relying solely on automated systems and legacy processes, INS Global assigns dedicated advisors who are regional experts, providing strategic guidance, practical support, and local market insights throughout your international expansion journey.
- Proven Track Record: Trusted by 3,200+ companies with operations spanning 160+ countries since 2006, INS Global brings nearly two decades of experience navigating complex global employment regulations, cultural nuances, and market-specific challenges across diverse international markets.
- Streamlined Process: Select your candidate → INS Global handles setup, contracts, and compliance → Onboard through compliant payroll with ongoing regional support from experts who understand your markets.
- Comprehensive Platform: The GlobalView platform centralizes invoices, expenses, documents, and support in one secure location while maintaining the human touch and personalized guidance that legacy platforms alone can’t provide.
- Full-Service Recruitment: Beyond EOR, INS Global offers end-to-end recruitment services, helping you identify and secure the right talent in your target markets with regional insights that improve hiring success rates—a critical differentiator for international expansion.
2. Deel
Deel has emerged as one of the leading alternatives in the global employment space, processing over $5 billion in annual payments across 150+ countries with a strong emphasis on automation and speed.
Key Features:
- EOR services in 100+ countries with owned entities
- Contractor management capabilities
- 2-3 day setup for rapid deployment
- Automated compliance monitoring and tax filing
- Integrated HRIS and payroll solutions
- 120+ integrations with popular HR and accounting tools
- Self-service platform for employees and contractors
- Automated contract generation
- Global benefits management
- Mass payment capabilities
- Immigration support
Best For:
Companies prioritizing extensive international coverage, automation, speed, and modern platform features.
Why Choose Deel Over Atlas:
Deel offers significantly faster onboarding (2-3 days vs. Atlas’s longer implementation timelines), more modern platform features, and superior automation capabilities. The extensive integration ecosystem with 120+ tools and user-friendly interface provide better user experience than Atlas’s legacy platform. Deel’s pricing is also typically more competitive and transparent than Atlas’s custom quote model.
3. Remote
Remote stands out with its fully owned entity model across 70+ countries, providing greater control over the international employment process without relying on third-party partners.
Key Features:
- Owned entities in 70+ countries (no third-party dependencies)
- Transparent flat pricing with no hidden fees
- Automatic IP rights transfer to your company
- Country-specific compliance documentation
- Payouts in 100+ currencies
- Tools to convert contractors to employees easily
- Global benefits administration
- Dedicated compliance specialists
- Employee relocation support
- Remote-first team management tools
Best For:
Tech companies and businesses prioritizing IP protection and regulatory compliance in international markets with a fully owned entity model.
Why Choose Remote Over Atlas:
Remote’s owned-entity model in 70+ countries eliminates third-party dependencies that Atlas relies on in some markets, providing faster processing and more direct control. Remote’s transparent flat-rate pricing provides more predictability than Atlas’s complex custom pricing structure. The modern platform and focus on IP rights management offer better user experience and specialized capabilities than Atlas’s legacy system.
4. Oyster HR
Oyster has gained recognition for its transparent pricing and excellent customer support, covering 180+ countries with a user-friendly approach focused specifically on international employment.
Key Features:
- Coverage in 180+ countries
- Contractor management capabilities
- All-inclusive transparent pricing with no hidden fees
- Dedicated account managers for personalized support
- Payment support in 140+ currencies
- Strong focus on preventing contractor misclassification
- Equity management tools
- Time-off tracking and benefits administration
- Compliance alerts and updates
- Immigration support
Best For:
Remote-first companies seeking cost-effective international expansion with transparent pricing and strong support focused on global employment.
Why Choose Oyster Over Atlas:
Oyster offers significantly more transparent pricing than Atlas’s custom quote model, making budgeting easier and more predictable. The platform is more modern and user-friendly than Atlas’s legacy interface, and Oyster consistently receives higher marks for customer service responsiveness. The competitive pricing provides better value for mid-sized companies than Atlas’s premium rates.
5. Rippling
Rippling offers a unique all-in-one approach, integrating HR, IT management, and global payroll into a single platform, going beyond traditional EOR services.
Key Features:
- Unified platform for HR, payroll, IT, and spend management
- Automated payroll processing in 50+ countries
- Device management and app provisioning
- Native payroll system eliminating third-party dependencies
- 500+ partner app integrations
- 5-day payroll processing in key markets
- Automated compliance and benefits administration
- Comprehensive app access management
- Identity and access management
- Expense management
- Learning management system
Best For:
Companies seeking a complete workforce platform that combines HR services, IT management, and global payroll in one unified solution.
Why Choose Rippling Over Atlas:
Rippling’s unique focus on IT services alongside HR provides comprehensive capabilities that Atlas doesn’t offer—particularly valuable for tech companies. The unified platform approach with 500+ integrations and modern interface provides substantially more functionality and better user experience than Atlas’s separate, legacy systems. The native payroll in key markets also ensures faster processing.
6. Multiplier
Multiplier provides comprehensive EOR and global payroll services in 150+ countries with particular emphasis on speed and simplicity for scaling companies expanding internationally.
Key Features:
- EOR services in 150+ countries
- Fast onboarding process tailored for startups
- Multi-currency payroll processing
- Centralized HR management platform
- Immigration support and visa assistance
- Automated compliance monitoring
- Benefits management across multiple jurisdictions
- Dedicated customer success managers
- Contractor-to-employee conversion
- Global expense management
- Localized benefits packages
Best For:
Startups and scale-ups needing quick international expansion without administrative complexity or lengthy contracts.
Why Choose Multiplier Over Atlas:
Multiplier offers faster onboarding, more flexible contract terms, and more competitive pricing specifically designed for startups and growing companies—a segment where Atlas’s enterprise focus and longer processes create barriers. The platform’s modern interface and emphasis on simplicity make it easier for smaller teams to expand internationally than navigating Atlas’s complex legacy system.
7. Papaya Global
Papaya Global serves enterprises with comprehensive payroll and workforce management across 160+ countries, offering an alternative enterprise-grade solution with strong international focus.
Key Features:
- Coverage in 160+ countries
- Enterprise-grade payroll processing platform
- Automated compliance and tax management
- Integration with major ERP systems
- Real-time payroll analytics and reporting
- Multi-country payroll consolidation
- Dedicated implementation team for enterprises
- Advanced workforce analytics
- Automated tax filing
- Global benefits orchestration
- Payroll data visualization
Best For:
Large enterprises requiring sophisticated international payroll consolidation, advanced analytics, and enterprise-system integrations with global focus.
Why Choose Papaya Over Atlas:
Papaya Global’s platform offers more advanced analytics, better data visualization, and more modern enterprise features than Atlas’s legacy system. While both serve enterprise clients, Papaya provides more sophisticated reporting capabilities, better ERP integrations, and more competitive pricing than Atlas’s premium rates, making it a better value for data-driven organizations.
8. Globalization Partners (G-P)
Globalization Partners (G-P) is one of the pioneering platforms in the global EOR space, serving enterprise clients with comprehensive employment solutions across 180+ countries.
Key Features:
- Coverage in 180+ countries
- Enterprise-grade infrastructure
- Proprietary owned-entity network
- Automated compliance and payroll processing
- Dedicated account management for enterprises
- Integration with major HRIS platforms
- Advanced reporting and analytics
- Immigration and visa support
- Global benefits administration
- Risk mitigation and legal support
- Compliance advisory services
Best For:
Large enterprises requiring established infrastructure, proven track record, and comprehensive risk mitigation for extensive international operations.
Why Choose G-P Over Atlas:
G-P’s proprietary owned-entity network provides more direct control than Atlas’s mixed model of owned and third-party entities. As a pioneer in the space, G-P offers comparable coverage and enterprise features with potentially better service consistency. Both serve similar enterprise markets, but G-P’s focus and specialization in global EOR may provide better expertise than Atlas’s broader portfolio approach.
Why Consider Alternatives to Atlas (formerly Safeguard Global)?
Before exploring the alternatives, here’s why businesses look beyond Atlas:
- Premium Pricing with Limited Transparency: Atlas operates primarily on custom quotes with pricing that positions at the higher end of the market. Many users report that the premium pricing isn’t justified by service quality or features, especially when more affordable alternatives deliver comparable or better capabilities. The lack of transparent pricing makes budgeting difficult and creates uncertainty during planning stages.
- Legacy Platform and Outdated Interface: Despite rebranding from Safeguard Global to Atlas, many users report that the underlying platform remains outdated with a less intuitive interface compared to newer, more modern alternatives. The user experience feels dated, requiring more training and creating friction in daily operations compared to contemporary competitors.
- Slow Implementation and Onboarding: Multiple reviews mention that Atlas’s implementation process can be lengthy and cumbersome, often taking weeks or months to fully onboard. In competitive talent markets, these extended timelines can result in losing candidates to faster-moving competitors with more agile platforms.
- Customer Support Responsiveness Issues: Several users report inconsistent customer support experiences with Atlas, including slow response times, difficulty reaching knowledgeable representatives during urgent issues, and challenges getting complex problems resolved quickly. When managing international payroll and compliance, delayed support responses create significant operational risks.
- Third-Party Dependencies in Many Markets: Atlas relies on third-party partners and local service providers in numerous markets across its global network. This can lead to inconsistent service quality, longer response times, and communication delays—particularly problematic for urgent payroll or compliance matters that require immediate attention.
- Complex Contract Terms and Lack of Flexibility: Atlas typically requires lengthy contract commitments with significant notice periods for termination and minimum employee requirements in some regions. This rigidity creates challenges for companies testing new markets, startups with uncertain growth trajectories, or organizations needing flexibility as they scale.
How to Choose the Right Atlas Alternative
When evaluating alternatives to Atlas, consider these critical factors:
1. Pricing Transparency and Competitive Value
Look for providers offering clear, upfront pricing rather than requiring custom quotes for every scenario. Compare total costs including setup fees, monthly rates, offboarding charges, and any hidden fees. Evaluate whether transparent pricing models provide better value than Atlas’s premium, opaque pricing structure.
2. Platform Modernity and User Experience
Evaluate the user experience, interface quality, and modern features of each platform. Test demos to assess intuitiveness, mobile capabilities, self-service features, and overall usability. Modern platforms reduce training requirements and improve operational efficiency compared to legacy systems like Atlas.
3. Implementation Speed and Agility
Compare actual implementation timelines in your specific target markets. If you need to hire quickly, prioritize platforms offering onboarding measured in days rather than weeks or months. Fast deployment becomes critical when competing for top talent and when business momentum depends on quickly building teams.
4. Customer Support Quality and Responsiveness
Review recent user feedback specifically about support quality, response times, and problem resolution—particularly for urgent payroll or compliance issues. Look for providers offering dedicated account managers, regional specialists, 24/7 support availability, and teams with demonstrated responsiveness and expertise.
5. Support Model and Regional Expertise
Determine whether your team prefers a platform-driven approach or consultative partnerships with dedicated regional advisors. For complex international expansion into unfamiliar markets, providers offering personalized regional expertise and hands-on guidance can provide significant advantages over transactional platform-only solutions.
6. Entity Ownership vs. Third-Party Networks
Determine whether you prefer providers with owned entities that offer direct control or those using third-party networks. Owned entities typically provide faster response times, more consistent service quality, and greater control—eliminating the communication delays and inconsistencies associated with third-party models.
7. Contract Flexibility and Terms
Review contract lengths, notice periods for termination, minimum commitments, and flexibility for scaling up or down. Flexible terms become crucial when testing new markets, managing uncertain growth, or needing to adjust your global footprint quickly in response to business changes.
8. Platform Sophistication and Innovation
Assess whether the provider invests in platform innovation, modern features, and improved user experiences. Consider integration capabilities, automation features, analytics, and whether the platform feels current or dated. Newer competitors often offer better technology than legacy providers.
9. Service Comprehensiveness
Assess whether you need only EOR services or comprehensive solutions including recruitment, immigration support, specialized compliance advisory, or other value-added offerings. Providers offering end-to-end international hiring services eliminate coordination challenges with multiple vendors.
10. Geographic Coverage Quality
While Atlas covers numerous countries, assess not just coverage breadth but quality of operations in your priority markets. Look for providers with established operations—preferably owned entities or strong local partnerships—in the specific countries where you plan to hire.
11. Compliance Expertise and Certifications
Verify certifications like SOC 2 Type II, GDPR compliance, and ISO standards. Assess the provider’s compliance methodology, track record with regulatory issues, and depth of expertise in employment law across diverse jurisdictions. Ensure they stay current with rapidly changing regulations.
12. Total Cost of Ownership
Evaluate total value rather than just initial pricing. Consider support quality, implementation costs, platform efficiency, risk mitigation, included services, and hidden fees. Sometimes paying moderately more for a better provider offers superior value compared to premium legacy solutions like Atlas.
Why Consider INS Global for Your Global Hiring Needs?
With nearly two decades of experience connecting companies with global talent, INS Global stands out as a trusted partner for international expansion. Unlike legacy platforms with outdated interfaces and slow processes, INS Global combines secure technology with personalized regional expertise:
- Dedicated Regional Advisors: Work directly with experts who understand your specific hiring regions and can guide you through local compliance complexities, cultural considerations, and market-specific challenges—providing the human expertise and strategic guidance that transactional platform-only solutions can’t replicate.
- Competitive, Transparent Value: EOR services that make international expansion accessible with clear pricing—addressing concerns about Atlas’s premium rates and opaque custom quotes while delivering superior support quality, regional expertise, and faster implementation.
- Proven Track Record: With nearly 20 years of experience serving 3,200+ companies across 160+ countries, INS Global delivers established reliability and proven processes—combining the experience of legacy providers with modern platform features and responsive service.
- Consistent Quality Results: With 99% payroll accuracy, 95% recruitment success rate, and 97% customer satisfaction, INS Global delivers consistently high-quality service backed by decades of experience—addressing common complaints about Atlas’s service responsiveness and support quality.
- Comprehensive International Services: From EOR to end-to-end recruitment to contractor management, INS Global provides the full spectrum of global hiring services through one trusted partner—eliminating the need for multiple vendors, reducing coordination complexity, and delivering better overall value.
- Modern Platform with Human Support: The ISO 27001 certified and GDPR compliant GlobalView platform provides contemporary digital tools without the dated interface issues of legacy systems, while maintaining the human support and regional expertise that makes the difference in successful international expansion.
Contact an INS Global expert today to discover how personalized regional support and proven expertise can simplify your global expansion strategy.
Conclusion
Atlas (formerly Safeguard Global) serves some enterprise clients with its extensive coverage and established presence, but the global employment market now offers numerous alternatives that may better serve your international hiring needs—particularly if you prioritize competitive pricing, modern platform features, responsive support, or faster implementation. Whether you’re seeking more transparent pricing, deeper regional expertise, contemporary technology, comprehensive recruitment services, or better customer support responsiveness, the eight alternatives outlined above represent leading solutions in 2025.
The best choice depends on your organization’s unique circumstances—company size, budget priorities, growth trajectory, geographic focus, complexity of employment scenarios, preferred support model, and tolerance for legacy systems versus modern platforms all play critical roles in the decision.
Take time to evaluate your specific requirements against each provider’s strengths. Request demos from multiple platforms to compare user experience, discuss your international expansion plans with their teams, assess their responsiveness and support quality, review their pricing transparency, and read recent user feedback from companies with similar needs before making your decision. The right global employment partner should streamline your international operations, provide confidence in compliance across all markets, deliver consistent high-quality support wherever you operate, offer modern technology that improves efficiency, and scale reliably as your global footprint expands.
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