G-P Review
Our verdict
G-P is the EOR you choose when nobody else covers the country you need and your legal team will not sign off on a partner entity.
When your General Counsel asks “who actually employs our people in Kazakhstan?” and the answer needs to be “G-P’s Kazakhstani subsidiary that G-P owns directly,” not “a local partner we have never met,” G-P earns its premium.
Best for: established enterprise M&A compliance.
We verified ownership across 180+ countries. Remote owns entities in 85-100 countries at $599/month but sends you elsewhere for Uzbekistan. Deel claims 150+ countries but roughly half use partners.
G-P does not publish pricing. Industry estimates: $599-799 per employee per month standard, $1,000+ in complex jurisdictions, 30-60% more than Deel or Remote’s published $599. For a 15-person team, an extra $27,000 annually in platform fees alone.
Across 936 G2 reviews the pattern is clear: G-P delivers enterprise-grade compliance support through dedicated account managers who know Kazakhstani labour law. But if you are used to Deel’s self-serve flow where you onboard someone in Portugal by Friday without a sales call, G-P feels like stepping back five years.
What we like
- Unmatched owned-entity coverage: 180+ countries through entities G-P owns.
- Compliance depth from 12+ years of operations in markets where newer providers are still learning.
- Enterprise account management: dedicated teams who understand complex scenarios.
- Handles true complexity: executive relocations, industry-specific regulations, multi-country termination projects.
- G-P Gia adds genuine value: AI compliance tools often disappoint; Gia answers accurately on niche questions at midnight.
Watch out for
- Quote-based pricing wastes time: procurement spends hours getting numbers Remote publishes openly.
- Premium costs without visible premium value: $599-799+ versus $199-599 elsewhere.
- 5-10 day onboarding loses candidates in competitive hiring markets.
- Platform experience from another era: functions without inspiring.
- Support optimised for complexity, not speed.
- FX handling remains opaque: 1-3% spread estimate from user reports, not transparency.
What Is G-P and How Does It Work?
G-P (formerly Globalization Partners) is an EOR provider that owns legal subsidiaries in 180+ countries. Founded 2012. G-P is the legal employer for your international team through its owned subsidiaries, handling payroll, tax filing, benefits, and compliance.
The platform also offers contractor management for 190+ markets, global payroll for companies with existing entities, and advisory services for complex scenarios.
G-P targets enterprise and upper-mid-market companies where Legal or Compliance drives vendor selection.
Setup begins with a sales conversation: a dedicated account manager walks you through capabilities, gathers requirements, and produces a custom quote. Standard EOR hires take 5-10 business days from signed offer to first payroll; complex jurisdictions stretch to 2-3 weeks.
What does G-P actually offer?
EOR (180+ countries): Core product. G-P employs your team through owned subsidiaries, handling payroll taxes through termination.
Contractor management (190+ markets): Onboarding, payments, tax forms. AI classification tool for working arrangements.
G-P Gia: AI compliance assistant. Generates employment documents, tracks regulatory changes, provides immigration guidance from G-P’s 12+ years of operational data.
Global payroll: For companies with existing entities wanting consolidated processing. Quote-based.
Advisory services: Human layer for complex scenarios: French works councils, Swiss residence permits, key employee relocations.
What G-P features matter in practice?
Payroll processing runs through G-P’s owned entities with local teams handling tax filing, social contributions, and regulatory reporting. Handles 13th month obligations, vacation accruals, and statutory requirements that vary wildly between Belgium and Bangladesh.
Benefits administration covers statutory minimums plus supplementary packages, with local teams attuned to country-specific norms.
Compliance monitoring via G-P Gia tracks regulatory changes with specific impact analysis on your team.
Immigration support coordinates work permits and visa applications through G-P’s legal network.
Time and expense handling is built in: timesheets and time-off approvals plus expense reports that team members can submit in their own currency, reviewed by web or mobile, with the detail centralised for your finance team.
Integrations and API cover the main HR and payroll systems, with out-of-the-box connectors for ADP, UKG, HiBob and Greenhouse and a published G-P API (SOC 2, GDPR) for custom workflows. The breadth is real, but the build leans enterprise rather than the modern self-serve developer experience you get from Deel.
What is missing: No native HRIS beyond basic employee data. No equipment procurement.
No corporate cards. No PEO for US domestic hiring.
What does G-P actually cost?
G-P is the longest-tenured EOR on the market and the pricing is opaque by design, with no public rate card and quotes that land at $699 to $1,000-plus per seat or 10 to 20 percent of gross salary. Here is what the published documentation actually says, what it does not, and what we would put in writing before signing.
| Employer of Record (per-seat) | $699–$1,000+per employee / month (quote) |
|---|---|
| EOR (percentage-of-salary model) | 10–20%of gross salary |
| Visa and immigration | Quoteper case |
| G-P Meridian (bundled platform) | QuoteEOR + payroll + advisory bundle |
What the headline price leaves out
Quote-only pricing with no public rate card. There is no published price page. Every engagement starts with a sales call and a custom proposal. That makes apples-to-apples comparison hard by design; build your business case off a written G-P quote against equivalent quotes from Deel, Remote and Atlas, and resist comparing to G-P's marketing language.
Percentage-of-salary pricing rewards seniority you did not budget for. When G-P uses the 10 to 20 percent of gross salary model, a director-level hire at $200,000 per year generates $1,700 to $3,300 per month in EOR fees, before employer taxes, FX or anything else. Run the maths against a flat per-seat quote at both junior and senior salary points before signing.
Deposits reported at one to two months gross salary per employee. Enterprise-scale deposits are reported at one to two months of gross salary per head. On a 50-person team at $10,000 average monthly salary that is $500,000 to $1,000,000 of working capital locked up against severance and final-pay exposure.
Volume discounts and a capped annual increase do exist, in writing. G-P publicly advertises up to 25% off its monthly platform fees, and its standard terms cap the annual fee increase at no more than 3%. Both are worth pinning into your contract, the discount because it materially moves a multi-seat quote, the cap because it protects the business case you signed off in year two and beyond.
Before you sign, ask G-P to confirm in writing:
01. The per-seat all-in monthly cost in writing, broken down for every target country and salary band, with FX margin, benefits premiums and platform fees itemised rather than bundled into one line.
02. Whether the contract is per-seat or percentage-of-salary, and which applies if seniority shifts mid-term.
03. The deposit amount per employee per country, when it is invoiced, and the refund timing.
04. Minimum contract length, minimum annual spend, and any automatic-renewal provisions.
05. Notice period and severance pass-through exposure if you terminate the relationship.
06. Any one-off implementation or onboarding fee for larger rollouts, since third-party trackers report setup charges G-P does not publish.
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How does G-P’s compliance model hold up across key markets?
G-P runs on 100+ wholly owned legal entities across the 180+ countries it serves, and engages the large majority of employees directly through them rather than through third-party partners. It is the most entity-heavy model in the category, but it is not literally one G-P-owned company in every single market, so ask which target countries are owned versus partner-served before you commit a hire.
Hire in Kazakhstan and your employee works for G-P Kazakhstan LLP. In Myanmar, G-P Myanmar Ltd. Verifiable through local company registrations.
The breadth advantage shows in the margins.
Every major provider covers the US, UK, Germany, and Singapore. Differentiation happens in Central Asia (Kazakhstan, Uzbekistan, Turkmenistan), Africa beyond South Africa and Nigeria (Tunisia, Algeria, Mozambique), Middle East beyond UAE and Israel (Jordan, Lebanon, Kuwait), and small European markets (Malta, Cyprus, Iceland).
For traditional growth this breadth offers little value. For emerging markets, oil and gas, or NGO operations, G-P provides employment infrastructure where others provide apologies.
The decision: map your three-year hiring plan against Remote’s country list. If gaps exist and entity ownership matters, G-P belongs on your shortlist.
In the markets buyers ask about most, the detail holds up. For UK hires G-P handles post-Brexit right-to-work verification and runs workplace pension auto-enrolment, managing the statutory minimum 3% employer contribution inside the overall 8% of qualifying earnings, plus the eligibility checks and enrolment communications that come with it. That is table-stakes compliance, but it is the kind of local mechanics a global buyer needs confirmed rather than assumed.
| Coverage model | Hybrid · 180+ countries |
|---|---|
| Pricing transparency | Low · quote-based only |
| Integration depth | High |
| Security & compliance | High |
Composite is a weighted index across these verified dimensions — see methodology.
What is the G-P platform and support experience like?
Your G-P journey begins with an assigned account manager. Country activation requires legal review, local team assignment, and template customisation.
Where Deel onboards your Portuguese hire in 48 hours with automated templates, G-P takes 5-7 days ensuring the contract reflects actual Portuguese requirements. The frustration comes when you need speed: a superstar engineer with three competing offers will not wait 10 days.
The interface accomplishes what it intends: managing global employment without compliance disasters. Navigation follows enterprise logic, not modern product design. Employee self-service covers essentials: payslips, tax documents, benefits, time-off.
Support assumes you want expertise over speed. German termination procedures or Singapore’s foreign worker quota reach someone who knows the answer from experience.
Simple questions enter the same queue as complex compliance queries. G2 reviewers (4.4/5 across 936 reviews) praise expertise while lamenting response times.
G-P does offer a release valve here. G-P Assist, an agentic AI support tool, gives 24/7 instant answers to routine HR and compliance questions without raising a ticket, so a day-to-day query like the notice period in Spain no longer has to wait behind someone else’s complex termination case. Treat it as a way to skip the queue for the simple things, not a replacement for the human expertise you will still want on a genuinely thorny problem.
What are G-P customers actually saying?
Compliance confidence in complex markets. “They got us operational in Kazakhstan in three weeks” appears in various forms. Users consistently report successful hiring where other providers said no or offered partner arrangements.
Entity ownership clarity. A CISO wrote: “The audit was simple.
Every country, G-P entity. No third-party risk assessments needed.”
Expertise during complications. When employment goes wrong (terminations, regulatory changes, tax audits), G-P’s depth shows.
Common complaints. Pricing mystery: procurement frustration when every number is “contact sales.” Platform archaeology: reviews consistently mention the dated interface.
Onboarding pace: “Lost two candidates to faster competitors.” Support bottlenecks: “When I finally reached the right person, they solved my problem in minutes. Getting to that person took four days and three escalations.”
What are G-P’s genuine strengths and limitations?
Pros
- Unmatched owned-entity coverage: 180+ countries through entities G-P owns.
- Compliance depth from 12+ years of operations in markets where newer providers are still learning.
- Enterprise account management: dedicated teams who understand complex scenarios.
- Handles true complexity: executive relocations, industry-specific regulations, multi-country termination projects.
- G-P Gia adds genuine value: AI compliance tools often disappoint; Gia answers accurately on niche questions at midnight.
Cons
- Quote-based pricing wastes time: procurement spends hours getting numbers Remote publishes openly.
- Premium costs without visible premium value: $599-799+ versus $199-599 elsewhere.
- 5-10 day onboarding loses candidates in competitive hiring markets.
- Platform experience from another era: functions without inspiring.
- Support optimised for complexity, not speed.
- FX handling remains opaque: 1-3% spread estimate from user reports, not transparency.
Who Is G-P Best For?
Choose G-P if
- You are entering genuinely unusual markets like Turkmenistan, Myanmar, or Algeria where your legal team requires owned-entity employment
- Compliance drives every decision: financial services under regulatory scrutiny, pharma with FDA considerations, defence contractors with security clearances
- You face complex M&A scenarios, acquiring a company with employees in 20 countries including some you have never heard of
- You are hiring leadership in complex jurisdictions, relocating your new VP of Engineering from Israel to Switzerland with immigration, tax treaties, and pension transfers self-serve platforms will not touch
Look elsewhere if
- You are running a vanilla EOR programme where audit-grade compliance and immigration are not the deciding factor
- You have under 20 international hires or are a cost-led buyer; Deel, Remote or Multiplier do the same job at 30 to 50 percent less
- Your target markets fall within Remote’s footprint, where its published $599/month owned-entity coverage answers the same need
- You need self-serve speed; G-P’s 5-10 day onboarding loses candidates in competitive hiring markets
When should you consider a G-P alternative?
Whichapp may earn a commission if you book a demo through our links. Reviews remain editorially independent.
Final Verdict: Is G-P Worth It?
G-P justifies its premium when you need owned-entity employment in countries where Remote does not operate. That is the entire value proposition. Everything else (dated platform, sales process, premium pricing) is what you accept to get coverage no owned-entity competitor can match.
Most companies do not need 180 countries; they need 10-20 specific markets. If those fall within Remote’s footprint, you are paying G-P an extra $27,000+ annually for infrastructure you will never use.
Check your three-year hiring plan against Remote’s coverage. If Remote covers it, choose Remote. If gaps exist and entity ownership is non-negotiable, G-P earns its place.
Whichapp view: G-P is the right choice when you need owned-entity employment in a country Remote or Deel do not cover directly. For the 80% of global hiring in Tier-1 markets, the price premium and opaque pricing are harder to justify.
Book a G-P demo →Whichapp may earn a commission if you book a demo through our links. Reviews remain editorially independent.
G-P FAQ
What does G-P EOR actually cost?
Quote-based, no published rates. Industry estimates suggest $599-799 per employee per month for standard markets, $1,000+ for complex jurisdictions.
Model total cost including employer statutory contributions (10-35% of salary), undisclosed FX markups (1-3%), and benefits beyond statutory. For a team of 10, expect $72,000-120,000 in annual platform fees before employment costs.
Does G-P own entities in every country?
Mostly. G-P operates 100+ wholly owned legal entities and employs the large majority of its workforce directly through them, the deepest owned-entity footprint in the category, though a minority of markets are still partner-served.
When your legal team asks about entity ownership in a specific country like Kazakhstan or Myanmar, G-P can usually answer “G-P owns the employing entity directly,” verifiable through local company registrations.
How does G-P compare to Remote?
Both use 100% owned entities, but coverage differs dramatically. G-P covers 180+ countries; Remote covers 85-100.
Remote publishes $599/month; G-P requires quotes that typically range $599-799+. Remote offers modern self-serve onboarding in 3-5 days; G-P takes 5-10 days with mandatory account management. Choose G-P only if you need countries beyond Remote’s footprint.
Tools to evaluate G-P
- EOR Provider Fee Comparison: benchmark G-P’s fees against competing providers
- Provider Coverage Lookup: check which countries G-P covers and whether it uses owned entities
Methodology: How We Reviewed G-P
Whichapp is an independent comparison site for global payroll, EOR, and contractor management platforms. We do not sell these services and do not accept payment for editorial placement or reviews. We may earn a commission if you book a demo or request a quote through links on this page.
This review was produced by our editorial team and was not reviewed or approved by G-P before publication.
Data Sources
G-P (Globalization Partners) product and services documentation (verified June 2026) · G2 and Capterra reviews (Jan–Apr 2026) · G-P help centre, country guides, and compliance resources · Pricing confirmed via sales engagement (no published rate) · G-P annual reports and investor communications.
Research Approach
Assessed across entity model and compliance track record, country coverage depth and legal infrastructure, enterprise support model and account management, pricing (confirmed via sales engagement), platform capabilities, and verified user feedback from G2 and Capterra. Live paid pilot was not conducted.
Tools to Evaluate G-P
Provider Coverage Lookup: check which countries each provider covers and compare coverage side by side. EOR vs Entity Break-Even Modeler: find the headcount at which setting up your own entity beats paying EOR fees. Employer Cost & Burden Calculator: turn a gross salary into a realistic total employer cost by country.
Whichapp Research used in this review
Pricing Transparency Index: how clearly this provider discloses pricing compared to the market. EOR Cost Benchmark: published EOR fee range and first-year cost context across 17 providers. Global Payroll Coverage Index: country breadth and owned-entity depth scored across providers. Integration Depth Index: HR and finance integration coverage scored by provider. Security Disclosure Benchmark: SOC 2, ISO 27001, and public security disclosure ratings.