Your hiring shortlist
Teamed is joint highest-rated in China: 4.7/5 for overall. HR leaders seeking local expertise, personal support and clear employment costs. Management fee: USD 599 / employee / month. Estimated provider fee: USD 599 / employee / month. Salary and employer costs are additional.
The shortlist, explained
Compare these providers for your China hire.
Joint highest-rated
HR leaders seeking local expertise, personal support and clear employment costs.
4.7/5 for overall, tied with another provider in this list.
Read the trade-offs ↓For your China hire: A named account specialist and direct employee support routes, with a stated 24/5 desk. The China offer explicitly describes local employment assistance.
Choice 2
HR teams connecting EOR employment to their existing HR and finance systems.
4.7/5 for overall. Position 2 in this list.
Read the trade-offs ↓For your China hire: Human messaging 24/5, tickets and a support monitor with escalation to specialists. The China offer explicitly describes local employment assistance.
Choice 3
Teams managing EOR employees and contractors in one platform, with connections to their other HR systems.
4.7/5 for overall. Position 3 in this list.
Read the trade-offs ↓For your China hire: Dedicated onboarding and advertised multilingual support with access to HR and legal specialists. The China offer explicitly describes local employment assistance.
Expected provider fees are planning estimates on USD 6,000 monthly payroll. The model adds 2% FX and a 1% reserve for occasional provider fees unless confirmed terms differ. Salary, employer costs and deposits are separate. Starting prices and contract conditions remain as published; these are not country-specific quotes.
On a small screen, scroll the table sideways to compare both fees.
| Provider | Who it suits | Overall score | Management fee | Typical monthly fee Planning estimate |
|---|---|---|---|---|
| #1 Teamed | HR leaders seeking local expertise, personal support and clear employment costs. | 4.7 / 5 | USD 599 / employee / month | USD 599 / employee / month |
| #2 Remote | HR teams connecting EOR employment to their existing HR and finance systems. | 4.7 / 5 | From USD 699 / employee / month | From USD 879 / employee / month |
| #3 Deel | Teams managing EOR employees and contractors in one platform, with connections to their other HR systems. | 4.7 / 5 | From USD 599 / employee / month | From USD 779 / employee / month |
| #4 RemoFirst | Cost-conscious teams whose needs fit the documented platform and local partner arrangement. | 4.3 / 5 | From USD 199 / employee / month | From USD 379 / employee / month |
| #5 Multiplier | Teams that value integrated payroll and employee administration and can commit to a carefully negotiated commercial structure. | 4.0 / 5 | From USD 459 / employee / month · annual contract | From USD 639 / employee / month |
| #6 Rivermate | Employers seeking a published mix of direct and partner EOR markets with human support. | 3.7 / 5 | USD 319–639 / employee / month | From USD 499–819 / employee / month |
Make the right comparison
The overall list uses the existing six-criterion score. If you are hiring your first employee, scaling a team or changing providers, use the buyer guides above to give the relevant criteria more weight.
A provider's service fee is only one part of your budget. Request salary, employer costs, benefits, deposits and FX charges separately.
Understand hiring in China →Ordered by overall score, using documented country coverage. Up to ten providers are shown. Expected provider fees use a planning model on USD 6,000 monthly payroll; salary, employer costs and deposits are separate.
HR leaders seeking local expertise, personal support and clear employment costs.
Local employment experts who explain the next step and take responsibility for helping you through it. No FX markup on payroll currency conversion. Itemised employment costs make funding and reconciliation easier to plan; exchange rates and other charges still matter.
Generally no exit fee or 12-month lock-in. At Teamed’s discretion, one month’s management fee may apply when employment ends within the first three months. Countries can include Saudi Arabia, Belgium and France; this list is not exhaustive. Confirm applicable terms in the quote and agreement.
Reach sales or an employment expert within 15 minutes. This is access, not an average response statistic. Calls answered immediately; major issues receive a response within one hour and minor matters within two hours. These are response times, not resolution times. An account specialist is assigned after signing, although customers sometimes meet them beforehand. They manage customer and employee onboarding as the single point of contact.
The dated assessment below is retained as research history. These current clarifications supersede conflicting service or delivery descriptions; numeric ratings are unchanged.
A named account specialist and direct employee support routes, with a stated 24/5 desk. The China offer explicitly describes local employment assistance.
Historical assessment caveat: Published response measures use different scopes; they do not establish local resolution performance.
An itemised payroll model and a stated single platform for employment, with statutory and optional benefits separated. The China offer explicitly describes local payroll and employee administration.
Historical assessment caveat: Country payroll dates, correction procedures and insurer terms need the local schedule.
Owned entities and vetted partners form the published delivery network, with a named transition team. The China offer explicitly describes local employment delivery.
Historical assessment caveat: Confirm the legal employer and who approves local employment decisions for the hire.
Based on the published service offer · Reviewed 2026-09-22
HR teams connecting EOR employment to their existing HR and finance systems.
Human messaging 24/5, tickets and a support monitor with escalation to specialists. The China offer explicitly describes local employment assistance.
Ask about: 24/7 AI access is separate from human availability; local resolution timing is not established.
Documented employee access, leave, expenses and detailed payroll reporting with country-specific cutoff rules. The China offer explicitly describes local payroll and employee administration.
Ask about: Late changes can move to the next cycle; confirm the local schedule and urgent correction path.
Published employer decision authority and country legal arrangements, including worksite restrictions. The China offer explicitly describes local employment delivery.
Ask about: Country local terms and role approvals can override the general offer.
Based on the published service offer · Reviewed 2026-09-22
Teams managing EOR employees and contractors in one platform, with connections to their other HR systems.
Dedicated onboarding and advertised multilingual support with access to HR and legal specialists. The China offer explicitly describes local employment assistance.
Ask about: Confirm direct local access and who owns an escalated case.
Documented employee documents, leave approvals, contract amendments and eligible off-cycle corrections. The China offer explicitly describes local payroll and employee administration.
Ask about: Country availability and processing stage affect off-cycle options; actual workflow performance was not tested.
Documented eligibility review and employer-led control of onboarding and employment exits. The China offer explicitly describes local employment delivery.
Ask about: Confirm the local employer, permitted role and operative country agreement.
Based on the published service offer · Reviewed 2026-09-22
Cost-conscious teams whose needs fit the documented platform and local partner arrangement.
Human escalation during the stated 24/5 hours and a local-team payroll investigation route. The China offer explicitly describes local employment assistance.
Ask about: The response target is not a resolution deadline; confirm weekend and urgent local coverage.
Document checks, payroll review and a documented route for corrected payslips and adjustments. The China offer explicitly describes local payroll and employee administration.
Ask about: Payroll can approve by default; some countries use partner portals and correction timing varies.
Hiring and employee-care teams coordinate with local employers for contracts and employment changes. The China offer explicitly describes local employment delivery.
Ask about: Obtain the named employer, role eligibility and settlement-approval responsibilities.
Based on the published service offer · Reviewed 2026-09-22
Teams that value integrated payroll and employee administration and can commit to a carefully negotiated commercial structure.
Dedicated account managers and a documented support route for reviewed settlement changes.
Ask about: 24/7 human service is advertised; confirm who handles the country and urgent payroll escalation.
A documented payroll calendar, employee workflows and final-settlement review controls.
Ask about: Local deadlines and final adjustments remain approval-dependent; no actual payroll accuracy test was run.
Published employer decision authority, customer duties and service-specific liability/IP arrangements.
Ask about: Check the executed order and country terms, including worksite and prior-service responsibilities.
Based on the published service offer · Reviewed 2026-09-22
Employers seeking a published mix of direct and partner EOR markets with human support.
Named account and partner managers, country specialists and advertised human help by phone, email, Slack and WhatsApp. The China offer explicitly describes local employment assistance.
Ask about: Validate the staffed local contact and urgent escalation arrangement; 24/7 access is a claim, not measured resolution.
Documented onboarding, benefits, payroll and expense coordination with local teams. The China offer explicitly describes local payroll and employee administration.
Ask about: Different documents give different process cutoffs; obtain the current country payroll calendar.
An explicit direct/partner country map and a published split of employer and customer responsibilities. The China offer explicitly describes local employment delivery.
Ask about: Identify the employer and applicable SOW; historic liabilities and worksite duties can remain with the customer.
Based on the published service offer · Reviewed 2026-09-22
Before you choose
Updated
China restricts labour dispatch to the permitted categories of work and caps dispatched workers at 10% of the receiving unit’s workforce under the interim rules. A permanent core role cannot simply be relabelled as dispatch because a supplier sells an EOR service.
Resolve the role category, dispatch structure and receiving entity before choosing a provider or committing to a start date.
Sources: Chinese labour authority: interim labour-dispatch provisions
Chinese employment budgets need social-insurance and housing-provident-fund lines, not only salary and an EOR fee. Shanghai’s government guidance identifies pension, medical, work-injury, unemployment and maternity insurance, alongside the housing fund. Use the employee’s actual location and applicable contribution rules rather than treating a Shanghai calculation as a national rate.
Foreign-national treatment can depend on applicable social-security agreements; establish the worker’s status before budgeting.
Sources: Shanghai Government: social insurance and housing fund
Separate salary and employer costs from the EOR fee, currency charges and deposits. Use the country cost planner to turn a written quote into monthly spending and upfront cash.
Plan the cost of hiring in China