These are the best Horizons 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. Horizons has established itself as a provider of affordable EOR services with broad geographic coverage, but it’s not the only solution available, and it may not be the best fit for every organization.
Whether you’re seeking more personalized regional expertise, deeper advisory support, additional service offerings like recruitment, faster implementation, or simply exploring your options, this comprehensive guide examines the top Horizons alternatives in 2025 to help you make an informed decision for your global hiring needs.
Best 8 Horizons 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 purely platform-based solution.
Why Choose INS Global Over Horizons:
INS Global delivers significantly more personalized regional advisory support than Horizons’ platform-centric approach, with dedicated advisors who understand the nuances of your specific hiring markets.
With nearly two decades of experience and a 99% payroll accuracy rate, INS Global combines reliable technology with human expertise that guides you through complex compliance challenges and cultural considerations—addressing the limitations of automated systems.
The human-first approach provides hands-on support for complex international expansion that Horizons’ more standardized model doesn’t fully address. Additionally, INS Global offers full-service recruitment capabilities that Horizons doesn’t provide, enabling end-to-end international hiring solutions from talent sourcing through compliant employment, eliminating the need for multiple vendors.
What Makes INS Global Different:
- Human-First Advisory Model: Rather than relying solely on automated systems, 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 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 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, and speed with robust contractor and employee management capabilities.
Why Choose Deel Over Horizons:
Deel offers significantly faster onboarding (2-3 days vs. Horizons’ longer setup), more robust automation features, and superior contractor management capabilities. The platform’s extensive integration ecosystem with 120+ tools reduces administrative burden more effectively than Horizons’ system, and the owned-entity model in key markets provides greater control and faster processing.
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 Horizons:
Remote’s owned-entity model eliminates the third-party dependencies that Horizons relies on in many markets, resulting in faster response times and more direct control. Remote’s particular focus on IP rights management with automatic IP transfer makes it especially valuable for technology companies—an area where Remote specializes more deeply than Horizons. The transparent flat-rate pricing also provides more predictability.
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 Horizons:
Oyster consistently outranks Horizons in user reviews for customer service responsiveness and platform usability. The combination of transparent pricing, dedicated account managers, and intuitive interface makes it ideal for companies wanting a more straightforward experience with higher-quality support than users report experiencing with Horizons.
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 Horizons:
Rippling’s unique focus on IT services alongside HR provides capabilities that Horizons doesn’t offer—particularly valuable for tech companies managing both people and devices globally. The unified platform approach with 500+ integrations and native payroll in key markets provides more comprehensive functionality than Horizons’ more focused EOR offering, though at a potentially higher price point.
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 Horizons:
Multiplier offers faster onboarding and more flexible contract terms specifically designed for startups and growing companies. The platform’s emphasis on simplicity, dedicated customer success managers, and startup-friendly pricing makes it easier for scaling companies to expand internationally compared to Horizons’ more standardized approach.
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 Horizons:
Papaya Global’s strength lies in its advanced analytics and reporting capabilities, which exceed what Horizons offers for data-driven organizations. The platform’s focus on enterprise-level payroll automation, multi-country consolidation, and integration with major ERP systems makes it particularly attractive for larger organizations with complex international requirements beyond what Horizons provides.
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 Horizons:
G-P’s decades of experience, proprietary owned-entity network, and established infrastructure provide more robust enterprise features and potentially better risk mitigation than Horizons offers. For large enterprises prioritizing comprehensive legal support, established track record, and working with an industry pioneer, G-P’s enterprise focus offers more sophisticated solutions than Horizons’ mid-market positioning.
Why Consider Alternatives to Horizons?
Before exploring the alternatives, here’s why businesses look beyond Horizons:
- Limited Regional Advisory Support: Horizons operates primarily as a platform-based solution with less emphasis on personalized regional expertise. Companies expanding into unfamiliar markets often need hands-on guidance from dedicated regional advisors who understand local nuances, cultural considerations, and complex compliance requirements—support that Horizons’ automated system provides less comprehensively than alternatives offering human-first approaches.
- No Integrated Recruitment Services: Horizons focuses exclusively on EOR and payroll services but doesn’t offer recruitment capabilities. Organizations seeking end-to-end solutions from talent sourcing through compliant hiring need to engage separate recruitment providers, creating coordination challenges, requiring multiple vendor relationships, and potentially increasing overall costs and complexity.
- Third-Party Network Dependencies: Like several competitors, Horizons relies on third-party partners and local service providers in many markets to deliver services across its 180+ country coverage. This can lead to inconsistent service quality, longer response times, and communication delays when issues arise—particularly problematic when managing urgent payroll or compliance matters.
- Variable Service Quality Across Markets: Several users report inconsistent experiences depending on the specific country or region, with some markets receiving responsive support while others experience delays or communication gaps. This variability makes it difficult to predict the quality of service you’ll receive when expanding into new markets.
- Platform Complexity for Basic Needs: Some users find Horizons’ platform less intuitive and more complex than newer, more user-friendly alternatives. Organizations seeking straightforward EOR services may find the interface requires more training and creates a steeper learning curve for HR teams compared to more modern platforms.
- Customer Support Response Times: Multiple reviews mention slower-than-desired response times from customer support, particularly for urgent issues requiring immediate attention. When managing international payroll and compliance across multiple jurisdictions, delayed responses can create significant operational challenges and compliance risks.
How to Choose the Right Horizons Alternative
When evaluating alternatives to Horizons, consider these critical factors:
1. 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 platform-only solutions, particularly in navigating market-specific compliance and cultural nuances.
2. Service Comprehensiveness
Assess whether you need only EOR services or comprehensive solutions including recruitment, immigration support, or specialized compliance advisory. Some alternatives offer end-to-end international hiring services—from talent sourcing through compliant employment—that Horizons doesn’t provide, eliminating coordination challenges with multiple vendors.
3. 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 over the employment process, eliminating the communication delays and inconsistencies that can occur with third-party models.
4. Platform Usability and User Experience
Evaluate the user experience of each platform. Test demos to assess intuitiveness, ease of navigation, and whether your team will require extensive training. Modern, user-friendly interfaces reduce onboarding time and improve daily operational efficiency compared to complex or less intuitive systems.
5. Customer Support Quality and Responsiveness
Review recent user feedback specifically about response times for urgent payroll or compliance issues. Look for providers offering support during your business hours, dedicated account managers, and regional specialists. Fast, knowledgeable response times become critical when managing time-sensitive international employment matters.
6. Geographic Coverage Quality
While Horizons covers 180+ countries, coverage alone doesn’t guarantee quality. Assess not just where providers operate, but how they operate 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.
7. Implementation Speed by Market
Compare actual implementation timelines in your specific target markets. While platform-based solutions often promise speed, actual onboarding times vary significantly by country and provider. Verify that alternatives can deliver fast deployment in your priority markets when you need to hire quickly.
8. Pricing Transparency and Value
Compare pricing models and total value carefully. While Horizons positions itself as affordable, evaluate whether alternatives offer better overall value through included services (like recruitment), superior support, faster processing, or more predictable pricing structures without hidden fees.
9. Service Consistency Across Markets
Investigate whether the provider delivers consistent quality across all markets or if service levels vary significantly by region. Consistency matters when expanding into multiple countries—you need reliable service everywhere, not just in major markets where providers typically have stronger presence.
10. Platform Flexibility and Customization
Evaluate whether the provider can accommodate complex employment scenarios, customized benefit structures, or non-standard arrangements. If your organization has unique requirements beyond straightforward employment relationships, ensure the platform offers sufficient flexibility rather than forcing standardized templates.
11. Contractor vs. Employee Management
If you work extensively with international contractors, verify the platform offers robust contractor management features. Ensure contractor capabilities are fully developed rather than secondary features added to an employee-focused platform, with proper compliance support for contractor classification.
12. Compliance and Security Standards
Verify certifications like SOC 2 Type II, GDPR compliance, and ISO standards. Assess the provider’s methodology for staying current with rapidly changing employment laws across multiple jurisdictions and their approach to mitigating compliance risks in diverse regulatory environments.
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 platform-only solutions with variable service quality, 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 platform-only solutions can’t replicate, ensuring consistent, high-quality support across all markets.
- Competitive Value: EOR services that make international expansion accessible while delivering superior support quality, regional expertise, and comprehensive services—addressing concerns about support responsiveness and service consistency while maintaining competitive pricing.
- Proven Results: With 99% payroll accuracy, 95% recruitment success rate, and 97% customer satisfaction, INS Global delivers consistent quality backed by nearly 20 years of experience managing complex international employment relationships across diverse markets and cultural contexts.
- 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 ensuring seamless integration from talent sourcing through compliant employment.
- Secure Platform: The ISO 27001 certified and GDPR compliant GlobalView platform provides the digital tools you need while maintaining the human support and regional expertise that makes the difference in successful international expansion and consistent service delivery.
Contact an INS Global expert today to discover how personalized regional support and proven expertise can simplify your global expansion strategy.
Conclusion
Horizons serves many organizations with its affordable EOR services and broad geographic coverage, but the global employment market now offers numerous alternatives that may better serve your international hiring needs. Whether you’re seeking more personalized regional expertise, comprehensive recruitment services, faster support response times, more consistent service quality across markets, or deeper advisory support for complex expansion, the eight alternatives outlined above represent leading solutions in 2025.
The best choice depends on your organization’s unique circumstances—company size, growth stage, geographic priorities, complexity of employment scenarios, preferred support model, and whether you need integrated services beyond basic EOR all play critical roles in the decision.
Take time to evaluate your specific requirements against each provider’s strengths. Request demos from multiple platforms, discuss your international expansion plans with their teams, assess the depth of their presence and support quality in your target markets, and review recent user feedback from companies with similar international ambitions before making your decision. The right global employment partner should streamline your international operations, provide confidence in compliance across all markets, deliver consistent support wherever you operate, and scale efficiently as your global footprint expands.
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