What is G-P (Globalization Partners)?
G-P, founded as Globalization Partners by Nicole Sahin in 2012, set out to let companies hire abroad without opening entities. It now acts as employer of record in 180+ countries.
As legal employer, G-P runs contracts, payroll, tax filings, benefits and offboarding while you direct the work. Its edge is ownership: 100+ wholly owned entities, so fewer hires depend on third-party partners.
Pricing starts at $599 per employee a month, with no minimum contract term. The catch: G-P does not publish its security deposit terms, and volume discounts are agreed with sales.
At $599, G-P matches Deel and sits above Multiplier‘s $459 annual rate. It wins for buyers who put owned-entity coverage and compliance depth ahead of price.
G-P: Key Facts
A quick look at G-P’s company background, funding, and operational scale.
Founded
2012
Headquarters
Boston, Massachusetts, USA
Co-Founders / CEO
Nicole Sahin, Founder and CEO
Employees
1,100+ (fully remote)
Total Funding
$200M disclosed (Vista Credit Partners, 2022)
Valuation
$4.2B (January 2022)
Annual Revenue
About $1B ARR (company-reported, 2022)
Customers
Thousands; exact count not publicly disclosed
Core Services
EOR, contractor management, G-P Gia (AI HR compliance agent)
Support Types
24/7 support, dedicated account managers, in-country HR specialists, G-P Assist AI chat
G-P Review: Editor’s Verdict
G-P is the EOR to shortlist when an employment mistake would cost more than the fee. At $599 per employee a month it is priced level with Deel, with 100+ wholly owned entities behind its 180+ country coverage. Mid-market and enterprise teams hiring into strict labor markets get the most from it.
With 100+ wholly owned entities, G-P carries more of the legal employer’s risk itself than an EOR that resells partner coverage.
Native Workday, SAP SuccessFactors and ADP integrations, plus a documented API, suit companies running a central HCM. Users rate G-P 4.4 for responsive account managers; our 4.0 also weighs unpublished deposit terms, a platform G2 reviewers call fragmented, and support quality that varies by region.
Before signing, get the deposit amount and refund timing in writing, and confirm whether each of your countries runs through a G-P entity or a partner. Ask for the volume discount schedule too, since G-P negotiates discounts case by case.
Editorial Score Breakdown
G-P Pros & Cons 2026
G-P’s strengths sit in legal infrastructure and enterprise fit. Its weaknesses show up in the day-to-day admin experience and in what the price page leaves out.
Strengths
100+ wholly owned entities
G-P employs through its own entities across much of its footprint, which shortens the chain of liability when a termination or audit goes wrong.
Published rate, no lock-in
$599 a month with no minimum contract length, so a six-month hire carries no annual commitment.
Enterprise HCM integrations
Workday, SAP SuccessFactors, ADP Workforce Now, UKG Pro and BambooHR sync employee data natively. Okta and Entra ID handle access.
In-country HR specialists
Reviewers single out local experts for questions on pensions, notice periods and enforceable clauses.
Four ISO certifications
ISO/IEC 27001, 27017, 27018 and 42001.
Pay-per-use contractor billing
The $39 contractor fee applies only in months you pay an invoice, which suits quarterly or milestone-based contractors.
Areas to Watch
Clunky admin navigation
G2 users describe the interface as clicky and fragmented, with slow page loads and contracts filed in more than one place.
Deposit only revealed in quote
You won’t know the deposit until sales tells you.
Ticket support varies by region
Account managers draw consistent praise. Frontline tickets do not: reviewers cite auto-closed chats and re-explaining issues to new agents.
Full rate for small teams
Discounts are tied to volume, so a company with two hires pays $599 each while Multiplier lists $459 on an annual plan.
G-P Top Features
Two features set G-P apart: the owned-entity network that holds the employment relationship, and the compliance engine that checks every HR action against local rules. The integration layer is the third, and it matters most to companies already running Workday or SAP.
Owned entity network.
DifferentiatorG-P operates 100+ wholly owned legal entities, so in those markets the company on your employee’s contract is G-P itself. That matters most at termination, where an owned entity answers directly for severance and notice. In the rest of its 180+ countries, ask which partner holds the contract.
Global Compliance Engine.
DifferentiatorG-P encodes local labor rules for its 180+ countries and checks contracts, onboarding steps, payroll runs and benefit changes against them. Errors surface before they reach payroll rather than after a filing. G-P reports a 100% pass rate on compliance reviews and audits, a vendor figure buyers cannot verify independently.
HCM integrations and API.
DifferentiatorFifteen native integrations cover payroll, HCM and identity tools, with G-P apps built directly on Workday and an SAP BTP connector. The developer platform offers 25+ endpoints with OAuth 2.0 and a sandbox. An MCP server connects G-P data to AI tools and core HR systems.
Contract generator.
CoreBuilds country-specific employment contracts in-platform; G-P says a compliant draft takes about eight minutes.
Bulk onboarding.
CoreMoves groups of hires through one flow with prevalidation checks. Useful for acquisitions and entity wind-downs.
Multi-currency payroll.
CorePays employees in 150+ currencies, with a reported 99% payroll accuracy rate.
Benefits administration.
CoreCountry-specific packages that combine statutory benefits with supplemental cover, managed from the same dashboard as payroll.
Time off and expenses.
CoreEmployees submit leave and expense claims; admins approve, and reimbursements flow through payroll.
G-P Contractor.
Add-on$39 per contractor in months you pay an invoice, with classification checks and payments in 190+ countries. Rates drop below $39 once you pay more than 10 contractors a month.
G-P Gia.
Add-onAn AI HR agent for compliance questions and document drafting across 50 countries and all 50 US states, from $500 per seat a month with a 14-day free trial.
Is G-P the Right EOR for You?
G-P earns its place when legal exposure is the main risk. If cost per head or a fast admin experience ranks higher, other providers fit better.
Best For
- Hiring into strict labor markets where a bad termination is expensive
- Workday, SAP SuccessFactors or UKG shops that want EOR data inside the HCM
- Mid-market and enterprise teams converting contractors or closing entities
- Short engagements that need no minimum contract term
- Legal teams that want a disclosed owned-entity count
Skip If
- You want the lowest published rate: Multiplier lists $459 a month on annual terms
- You want EOR, contractors and a free HRIS in one tool: Deel bundles all three
- You need deposit terms in writing before the first sales call
- You are hiring one or two people and will never reach volume pricing
G-P Country Coverage
Hire and pay employees compliantly across 180+ countries. The grid shows a sample; the full list is on G-P.
G-P Pricing 2026
G-P prices by product rather than plan tier: a flat EOR fee per employee, a contractor fee charged only in months you pay, and per-seat pricing for Gia. Salary, employer taxes and the security deposit all sit on top of the EOR fee.
G-P Integrations
G-P’s integration list leans enterprise: apps built directly on Workday, an SAP BTP connector, and data sync with ADP, UKG and SuccessFactors. We count 15 native integrations; G-P’s own “16+” figure includes its API, which we exclude. G-P does not publish whether integrations carry a separate fee.
HRIS & Workforce Management
WorkdaySAP SuccessFactorsSAP BTPUKG ProUKG ReadyBambooHRHiBobPersonioTriNetPayroll & PEO
ADP Workforce NowADP TotalSourcePaylocityIdentity & Access
Okta / Auth0Microsoft Entra IDGoogle WorkspaceHow G-P Compares to Alternatives
Buyers usually weigh G-P against Deel, Remote, Multiplier, Pebl and Papaya Global. Deel and Pebl match its $599 rate and Multiplier undercuts it at $459 on annual terms, so the sharper split is entity model: G-P discloses 100+ owned entities, Remote owns all of its own, and Pebl owns 65.
G-P vs DeelSame $599 rate, plus a free HRIS bundle
G-P vs RemoteNo deposit and all-owned entities, fewer countries
G-P vs MultiplierLower published rate at $459 on annual terms
G-P vs PeblMore countries on paper, fewer owned entities
G-P vs Papaya GlobalStronger when payroll consolidation matters most
G-P User Community Ratings & Reviews
Scores below come from 1,276 reviews across G2, Capterra and Trustpilot. Users rate G-P highest on compliance and global coverage, and lowest on pricing and value.
G2
4.4/5
1,068 reviews
Trustpilot
4.4/5
144 reviews
Capterra
4.5/5
64 reviews
Ratings checked October 2026. Most recent G2 reviews are seller-invited with a nominal incentive, and G-P invites customers to review it on Trustpilot. Sentiment uses Trustpilot’s published star distribution and, for G2 and Capterra, our reading of 45 recent reviews, weighted by each platform’s review count.
User Sentiments: Based on 1,276 verified reviews
Ease of Use
Employees find self-service simple; admins report too many clicks and slow page loads.
Features & Functionality
Core EOR tooling covers the lifecycle; reviewers ask for more customization and reporting.
Compliance & Risk Management
The most consistent praise: local legal guidance and confidence in contract terms.
Payroll Accuracy & Timeliness
Employee payroll runs on time; a few contractors report delayed payments.
Customer Support Quality
Account managers are praised by name; frontline ticket handling draws most complaints.
Pricing & Value
High fees are a recurring complaint, especially for small teams.
Onboarding Speed & Experience
Structured and well guided; timelines in markets like France are not always set out upfront.
Platform Stability & Integrations
Stable overall; users flag separate Zoho and help-center tabs and invoices out of sync.
Benefits Administration Quality
Country packages are well regarded; some new hires saw benefits info appear late.
Global Coverage & Scalability
Country reach is the most cited reason buyers choose G-P.
G-P EOR: Frequently Asked Questions
Answers to the most common questions buyers ask before evaluating G-P as an Employer of Record solution.
How much does G-P EOR cost?
G-P EOR starts at $599 per employee per month, with no minimum contract length. The fee covers onboarding, local payroll, tax filings, benefits administration and HR support. Salary, employer taxes and the security deposit are billed separately, and larger teams can negotiate volume discounts.
How many countries does G-P cover?
G-P offers EOR in 180+ countries and contractor payments in 190+.
Does G-P own its legal entities or use partners?
Both. G-P operates 100+ wholly owned legal entities, and local partners cover the remaining countries in its 180+ footprint. Ask which model applies in each country where you plan to hire.
How long does it take to onboard an employee with G-P?
G-P says it can onboard a new hire in under a day in some countries, with timelines set by local requirements. Reviewers describe the process as structured, though markets with heavier paperwork, such as France, take longer.
What is the difference between G-P EOR and G-P Contractor?
With EOR, G-P becomes the legal employer and runs payroll, benefits and statutory obligations. G-P Contractor manages agreements and payments for independent contractors only, at $39 per contractor in months you pay an invoice, with classification checks included.
What compliance certifications does G-P hold?
G-P is certified to ISO/IEC 27001 for information security, ISO/IEC 27017 for cloud security, ISO/IEC 27018 for cloud privacy and ISO/IEC 42001 for AI management.
Is G-P a good fit for small companies?
It works for small teams, but the economics favor mid-market and enterprise buyers. Discounts depend on volume, so a company hiring one or two people pays the full rate per head.
How does G-P handle employee terminations?
As legal employer, G-P runs offboarding under local law, including notice periods, severance and final pay. Where the employee sits in a G-P owned entity, G-P is directly responsible for that process. Confirm the estimated severance cost in writing before you end a contract.
Does G-P integrate with HRIS and payroll systems?
Yes. G-P has 15 native integrations, including Workday, SAP SuccessFactors, ADP Workforce Now, UKG Pro, BambooHR, HiBob and Personio, plus an API for custom builds.
Does G-P require a security deposit?
G-P does not publish its deposit terms; the amount is set in your quote.
