Globalization Partners has been around long enough that most teams dipping their toes into international hiring hear the name early.
It built its reputation on one simple promise: if you want to hire someone in another country and don’t want to touch the legal side of it, they’ll take it off your plate. And to their credit, they do that well.
What stands out when you work with them is the depth of their infrastructure. They’ve spent years building entities in a large number of countries, which means they can onboard talent almost anywhere with a level of legal confidence that smaller or newer EORs are still catching up to. That matters for teams hiring in places with strict labor rules or complex compliance requirements.
The experience itself leans toward structure. Everything is documented, everything has a clear workflow, and you can tell it’s built for companies that want guardrails.
Some teams love this because it reduces room for error; others may find it a bit rigid compared to newer platforms that feel more lightweight. But if you care about stability and predictability, the setup works in your favor.
Onboarding through Globalization Partners tends to be steady rather than lightning-fast. It’s not slow, but they prioritize accuracy over speed.
Contracts align tightly with local labor law, and the payroll process is handled with the kind of formality you’d expect from a legacy provider. Employees get paid correctly and on time, and the system rarely throws surprises.
Their platform, over the years, has gotten much cleaner. You can track worker status, compliance docs, payroll cycles, and benefits without needing to nudge a support team every time.
They’ve also put effort into offering country-specific benefits packages, which helps employees feel like they’re being hired properly, not just “EOR-hired.”
Where Globalization Partners really earns trust is in the moments that go sideways, contract disputes, tricky terminations, benefits questions that need local clarity. They have experienced teams on the ground who’ve seen these scenarios play out hundreds of times. You feel that maturity when you’re dealing with a higher-risk employment situation.
