At SaaSworthy, we’ve seen this challenge play out firsthand. As we grew and started hiring across borders, what used to be simple—like onboarding or payroll—quickly became tricky. Suddenly, we were dealing with local labor laws, tax compliance, and figuring out how to offer fair benefits in different countries. That’s when we had to decide between setting up HR software or using an Employer of Record (EOR) service. At first, they seemed similar—but we soon realized they solve very different problems. If your team’s under 50 and scaling globally, making the right choice early can save you a lot of time (and legal stress). Let’s compare both and help you decide what’s right for you.
Table of Contents
What is HR Software?
HR Software is a digital system designed to simplify in-house human resources processes such as:
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Employee onboarding
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Payroll and benefits administration
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Leave tracking and PTO management
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Performance reviews and documentation
You remain the legal employer. The software simply makes your internal operations more streamlined and automated.
Popular HR Software Tools
Best for: Small teams hiring locally who want to stay in full control of HR operations.
What is an Employer of Record (EOR)?
An Employer of Record is a third-party service that acts as the legal employer of your workforce, especially in other countries. You handle the daily work, while the EOR takes care of:
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Legal contracts and payroll
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Taxes, benefits, and social contributions
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Compliance with local labor laws
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Onboarding and offboarding processes
Top EOR Providers
Best for: Remote-first startups hiring globally without setting up local entities.
HR Software vs EOR: Side-by-Side Comparison
| Feature | HR Software | Employer of Record (EOR) |
|---|---|---|
| Legal Employer | You | EOR |
| Best For | Domestic/local hires | Global, remote hires |
| Compliance Responsibility | Yours | EOR’s |
| Cost (per employee) | $6–$12/month | $300–$700/month |
| Time to Onboard | Days (locally) | Days (globally) |
| Global Hiring | Not supported natively | Fully supported |
| Policy Control | Full control | Limited to EOR’s country rules |
| Scalability | High (in one country) | High (across multiple countries) |
When Should Small Teams Use HR Software?
HR Software is a solid choice if:
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You’re hiring domestically or within one country
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You need to automate repetitive HR work
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You want to retain legal and process control
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You’re cost-sensitive in early growth stages
SaaSworthy Insight: Tools like Gusto and BambooHR are especially popular with startups for their all-in-one dashboards and deep integrations with accounting, payroll, and performance systems.
When Should Small Teams Use an EOR?
EOR services are ideal if:
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You want to hire globally without opening legal entities
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Your team is remote-first across borders
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You need to mitigate legal risks and handle compliance
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You want to onboard talent fast, anywhere in the world
SaaSworthy Insight: Startups expanding to new markets often use EORs to test hiring in a region before setting up a legal entity. It’s flexible and scalable.
Can You Use Both?
Yes! Many teams today adopt a hybrid approach:
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Use HR Software for local/domestic employees
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Use an EOR for global hires and compliance
Some platforms, like Rippling and Papaya Global, even offer both under one roof. You can manage local employees and global contractors or full-timers from a single dashboard.
Final Verdict: HR Software or EOR?
Still confused? Here’s a quick decision tree:
| If you… | Choose… |
|---|---|
| Are hiring within your home country | HR Software |
| Want to scale internationally without delay | EOR |
| Have a tight budget and small local team | HR Software |
| Need compliance help in unfamiliar territories | EOR |
| Want to combine both for a global-local setup | Hybrid Model |
Frequently Asked Questions (FAQs)
Is EOR more expensive than HR software?
Yes. HR software typically costs $6–$12 per employee per month, while EOR services start around $300/month and can go higher depending on the country.
Can I switch from an EOR to direct employment later?
Yes. Once your company establishes a legal entity in the employee’s country, you can offboard from the EOR and hire them directly.
Is HR software enough for remote teams?
Not for global compliance. You’ll still need either a local entity or an EOR to legally hire full-time employees abroad.
Do I lose control of my team with an EOR?
No. You manage the employee’s work and culture. The EOR handles only legal and administrative employment tasks.
Are EORs safe and compliant?
Yes—especially with reputable providers like Deel, Oyster, and Remote. They ensure labor law compliance in each country.
Can I use HR software and EOR together?
Absolutely. Many companies manage local employees via HR software and international ones via EOR integrations.
Are EORs only for large enterprises?
Not at all. In fact, small startups and scale-ups are the most active EOR users because they need to move fast and stay lean.
What if I’m only hiring international contractors?
You may not need a full EOR. Many platforms (like Deel) offer contractor compliance and payment services separately at lower cost.
