Best Employer of Record Georgia (2026) – Compare Top 10

✓ Global Coverage & Services (4.6/5): Deel provides EOR services in 150+ countries, operating through 120+ wholly owned legal entities (including Germany, UK, Spain, Australia, Canada, India, and UAE). Services include compliant employment contracts, payroll, statutory filings, terminations, country-specific benefits, immigration support, background checks, equipment provisioning via Deel IT, equity & stock option administration, and access to 200+ in-house legal experts covering local employment law.

✓ Pricing & Transparency (4.1/5): Public EOR pricing starts at USD 599 per employee/month (discounted to USD 499 in the first year in some markets). Contractor management is USD 49/month, and Deel HRIS is free. Security deposits of 1–3 months of gross salary apply in most countries. FX fees are borne by the transacting party. Optional add-ons (Deel Engage, Deel IT, time tracking) increase total cost as teams scale.

✓ Payment & Contract Terms (4.5/5): Deel offers month-to-month EOR contract flexibility with no long-term minimum commitment. Deposits are required in many countries and typically refunded within 60 days after contract termination. Payments are processed via regulated PSPs in multiple currencies. Deel Shield provides contractor misclassification protection covering up to USD 25,000 in legal costs per contractor.

✓ Customer Experience & Support (4.3/5): Deel provides 24/7 in-house chat support, with a 4.8/5 Trustpilot rating across 7,000+ reviews. Dedicated customer success managers are assigned to larger accounts. Payroll and compliance guidance is supported by Deel AI, with onboarding completed in 2–3 business days in many countries. Support is efficient but less white-glove for very small teams.

✓ Platform & Integrations (4.8/5): Deel offers a modern, self-service global HR platform with 120+ native integrations (including Workday, BambooHR, Personio, Greenhouse, QuickBooks, Xero, NetSuite, Slack, and Microsoft Teams). Supports bi-directional HRIS syncing, open API, Zapier automation, and can function as a standalone global HRIS with onboarding, PTO, documents, org charts, and compliance monitoring.

✓ Entity Ownership (4.5/5):  Deel operates through its own legal entity in Georgia, providing full control over employment compliance without reliance on third-party partners.

✓ Onboarding Speed (5.0/5): The average onboarding time frame in Georgia is 3 days with Deel. This is among the fastest in the market for the country, enabling rapid deployment of talent once documentation is complete.

✓ On-Site HR Support (3.5/5): Deel does not have a on-site support in Georgia but has 250+ remote in-house experts handle everything from managing local laws, complex tax systems, or payroll in Georgia.

✓ Visa & Work Permit Support (4.0/5): Effective March 1, 2026, most foreign workers will need a work permit to work in Georgia. Currently, Georgia’s liberal visa regime allows citizens of 90+ countries to enter visa-free for up to one year, simplifying hiring. New work permit requirements coming in 2026 will require additional support. Deel handles only straight forward cases and no edge cases or for citizens from other than the 90 listed countries.

✓ In-Country Compliance (4.3/5): Deel ensures full compliance with Georgian labor law, including payroll tax withholdings, pension contributions, and employment contract requirements.

✓ Local Add-Ons (4.3/5): Deel allows you to provide localized benefits for employees in Georgia within minutes. All in one manageable online dashboard in a single HR platform. Supports benefits administration, expense management, and equipment provisioning via the Deel platform, alongside equity tooling capabilities.

✓ Global Coverage & Services (2.8/5): EOR services focused on Georgia, Armenia, Azerbaijan, Kazakhstan, Turkey, Egypt, and Uzbekistan. Strong regional execution with additional offerings such as staff augmentation, dedicated teams, payroll, and IT outsourcing, but limited global reach beyond ~7 countries.

✓ Pricing & Transparency (4.7/5): Public EOR pricing from €199 per employee/month, with no hidden fees, deposits, or audit requirements. Year-end filings included, offering exceptional cost transparency compared to global EOR providers.

✓ Payment & Contract Terms (4.2/5): Simple, locally compliant contracts with monthly payroll. Gegidze handles full legal, payroll, and HR responsibility without complex prepayments or long-term commitments.

✓ Customer Experience & Support (4.6/5): Dedicated client and talent success managers, very high customer satisfaction, and a hands-on, service-led support model.

✓ Platform & Integrations (2.5/5): Basic platform covering core EOR workflows such as time tracking and leave management. Limited HRIS, ATS, and finance integrations compared to global, tech-first EORs.

✓ Entity Ownership (5.0/5): Operates through a wholly owned Georgian legal entity, founded and headquartered in Tbilisi, ensuring full in-country control with no reliance on partners.

✓ Onboarding Speed (4.5/5): Fast onboarding enabled by local presence, with contracts and payroll setup typically completed within a few days.

✓ On-Site HR & Local Support (5.0/5): Genuine on-the-ground HR support with a 24/7 office in Tbilisi and locally based teams.

✓ Visa & Work Permit Support (4.3/5): Strong familiarity with Georgian immigration processes. Most cases are simplified by Georgia’s liberal visa regime, with readiness for upcoming 2026 changes.

✓ In-Country Compliance (4.8/5): Full handling of payroll, statutory reporting, labour law compliance, and local registrations executed in-house.

✓ Local Add-Ons (4.8/5): Rich local benefits including private health insurance, office access, training, hardware provisioning, and community initiatives.

✓ Global Coverage & Services (4.4/5): Coverage across 100+ countries via partner entities. Supports full EOR scope: compliant employment contracts, payroll, statutory filings, terminations, and HR advisory. Proven experience with large, multi-country enterprise rollouts. Partner-led delivery means execution quality varies by country.

✓ Pricing & Transparency (3.7/5): No public pricing. Fees provided after sales scoping. Pricing varies by country and partner. FX fees and local employer burden not always disclosed upfront, impacting cost predictability for procurement-led buyers.

✓ Payment & Contract Terms (4.5/5): Jurisdiction-specific, enterprise-grade contract templates. Clearly defined payroll cut-offs and payment timelines. Payroll pre-funding required in some countries. Additional administrative steps apply in ICP-heavy jurisdictions.

✓ Customer Experience & Support (4.2/5): Dedicated client success managers for enterprise accounts. Strong experience handling complex, multi-entity, and regulated environments. No unified 24/7 global support model; responsiveness depends on local partner execution.

✓ Platform & Integrations (3.9/5): Provides payroll reporting, time tracking, and document management. Not a full HRIS and not automation-first. Limited integrations compared to SaaS-led EORs like Deel, Rippling, or Oyster.

✓ Entity Ownership (4.5/5): Safeguard Global delivers EOR services in Georgia through their own entity.

✓ Onboarding Speed (4.1/5): Typical onboarding in Georgia is efficient and predictable, usually completed within 7-12 business days once documentation is in place. Safeguard’s service-led model ensures smooth coordination across local registrations and contract setup.

✗ On-Site HR Support (3.2/5): Safeguard Global does not offer embedded, on-site HR teams in Georgia. Support is primarily delivered remotely by regional specialists, which works well for most use cases but offers less in-person coverage than local boutique EORs.

✓ Visa & Work Permit Support (4.0/5): Provides advisory and coordination support for work permits and residence documentation in Georgia. This is sufficient for most standard professional hires, though complex immigration cases may require additional specialist input.

✓ In-Country Compliance (4.3/5): Strong execution across Georgian labour law requirements, including compliant employment contracts, payroll tax handling, social security contributions, statutory leave, and termination processes. Well suited for companies prioritising audit-ready compliance.

✓ Local Add-Ons (4.0/5): Supports payroll outsourcing, statutory benefits administration, and core HR operations. Additional services such as tailored benefits design or mobility programs are available but typically require extra scoping.

✓ Global Coverage & Services (4.5/5): EOR services across 125+ countries, covering compliant employment contracts, payroll processing, statutory filings, terminations, and benefits administration. Supports contractor management (USD 39/month per contractor), global payroll, immigration and visa services, insurance and pension support, background checks, equipment procurement, and equity & stock option administration.

✗ Pricing & Transparency (3.0/5): EOR pricing typically ranges around USD 940 per employee/month plus a one-time setup fee of USD 2,820. Security deposits of 1–2.5 months of total employment cost apply depending on credit checks. FX markup estimated at ~3%. Pricing is sales-led only, with no public or self-serve country-level cost breakdowns.

✗ Payment & Contract Terms (3.0/5): Enterprise-leaning contract structures, often requiring longer minimum commitments (up to 12 months). Invoices are issued around the 15th of the month with net-7 payment terms. Late payments incur 5% interest. Offboarding fees of USD 1,000 may apply. Contracts are standardized, compliance-driven, and relatively rigid.

✓ Customer Experience & Support (4.5/5): Enterprise-grade, consultative support model with dedicated account managers, live chat (≈2-minute first response), phone support, onboarding and termination assistance, compliance alerts, and AI-supported guidance. Strong depth across HR, legal, and compliance topics.

✓ Platform & Integrations (4.0/5): Stable enterprise platform covering payroll, employment documents, time-off, expenses, reporting, and compliance workflows. Includes G-P Assist AI. SOC 2 and ISO 27001 certified. Integrations available with major HRIS/HCM systems (Workday, SAP SuccessFactors, UKG, BambooHR, HiBob). Reliable, but less automation-heavy than newer tech-first platforms.

✓ Entity Ownership (4.5/5): G-P operates in Georgia through their own legal entity in Georgia.

✓ Onboarding Speed (4.3/5): Georgia offers one of the fastest EOR onboarding environments globally. G-P can typically onboard employees within a few business days once documentation is complete, benefiting from simplified labour law, straightforward contract requirements, and minimal bureaucracy.

✗ On-Site HR Support (3.5/5): No local HR support in Georgia. Support happens remotely in English language.

✓ Visa & Work Permit Support (4.0/5): Georgia’s liberal immigration regime means many foreign nationals can work visa-free or with simplified residence permits. G-P provides guidance and coordination for residence permits and work authorisation where required, though immigration is generally less complex than in EU markets.

✓ In-Country Compliance (4.5/5): Strong handling of Georgian labour law, payroll tax, and social contributions. Georgia’s employer obligations are relatively light compared to Western Europe, and G-P’s structured compliance approach significantly reduces risk for companies unfamiliar with the local framework.

✓ Local Add-Ons (3.5/5): Supports standard employment add-ons such as payroll administration, benefits coordination, and contract management. However, the offering is more standardised and enterprise-oriented, with fewer bespoke local perks compared to Georgia-specialist EORs.

✓ Global Coverage & Services (4.3/5): EOR and contractor services across a wide range of global markets, with add-ons such as global payroll, contractor of record, immigration support, insurance, equipment provisioning, and entity setup. Coverage depth is solid but still less mature than large incumbents.

✓ Pricing & Transparency (4.0/5): No security deposits required and generally transparent pricing, though country-specific pricing is not fully public and cost predictability can vary for complex multi-country setups.

✓ Payment & Contract Terms (4.5/5): No minimum contract commitment, flexible payroll cut-off (26th of the month), fast payment terms (5 days from invoice), and contracts generated quickly through AI-driven workflows.

✓ Customer Experience & Support (4.5/5): Dedicated account managers, very fast first-response times, strong onboarding and termination support, proactive compliance alerts, and AI-assisted support tools, but less suited for traditional phone-heavy enterprise support models.

✓ Platform & Integrations (4.0/5): Advanced HR platform with zero-touch onboarding, misclassification assessment, cost calculators, reporting dashboards, and mobile access, while native HRIS, ATS, and accounting integrations are still limited.

✗ Entity Ownership (3.5/5): Operates in Georgia through a controlled in-country partner model. This is sufficient for Georgia’s low-regulation environment but offers less direct control than owned-entity setups.

✓ Onboarding Speed (4.5/5): Very fast onboarding enabled by AI-driven contract generation and automated workflows. In practice, employees can often be onboarded within a few business days once documentation is complete.

✓ On-Site HR Support (3.5/5): No dedicated on-the-ground HR team in Georgia. Support is handled remotely with escalation via in-country partners when required.

✓ Visa & Work Permit Support (4.0/5): Georgia’s liberal immigration regime reduces complexity. Borderless AI provides guidance and coordination for residence permits where needed, though immigration is not a core differentiator.

✓ In-Country Compliance (4.0/5): Solid handling of Georgian labour law, payroll tax, and statutory obligations. Compliance is reliable for standard roles, though less bespoke than local Georgian specialists.

✓ Local Add-Ons (4.0/5): Strong payments infrastructure and multi-currency payroll are key strengths. Other local add-ons are available but generally standardised.

✓ Global Coverage & Services (4.1/5): EOR coverage across ~85 countries, focused on compliant employment contracts, payroll processing, and statutory benefits. Strong cross-border payments infrastructure backed by Payoneer. Coverage breadth is solid, but service depth and add-ons vary by country.

✓ Pricing & Transparency (4.4/5): Very competitive EOR pricing starting at USD 199 to USD 249/month per employee/month. Pricing is largely fixed and predictable, with no setup or offboarding fees. No hidden fees only additional cost is an FX markup at normal market level.

✓ Payment & Contract Terms (4.0/5): Minimum contract commitment of 6–12 months with one-month termination notice. Straightforward contract structure with no hidden fees beyond FX. Less flexible than month-to-month EORs, but still reasonable for SMBs and scaleups.

✓ Customer Experience & Support (4.0/5): Dedicated account management with reliable day-to-day support. Support is only available during weekdays via email, phone, or live chat. Typical onboarding timelines are around one week. Support is only available during weekdays via email, phone, or live chat. More complex cases may depend on local partner responsiveness, which can impact resolution speed.

✓ Platform & Integrations (4.2/5): Clean, modern platform with efficient onboarding and payroll workflows. Strong usability for standard EOR needs, but limited advanced HRIS functionality, enterprise integrations, and complex automation compared to top-tier enterprise platforms.

✗ Entity Ownership (3.0/5): Skuad operates in Georgia through the local EOR Gegidze. This model provides coverage and speed, but offers less direct control over local compliance and employment execution compared to owned-entity EORs.

✓ Onboarding Speed (4.5/5): Competitive onboarding timelines for the Georgian market, with employees typically onboarded within 2–3 business days once documentation is complete. Well suited for companies prioritising speed in a low-bureaucracy environment.

✗ On-Site HR Support (3.5/5): HR, payroll, and compliance support are delivered remotely via Skuad’s central teams. While functional, the lack of on-the-ground Georgian HR support can be limiting, particularly in a market where local language and context matter.

✓ Visa & Work Permit Support (4.0/5): Immigration support is available, though Georgia’s liberal visa regime (visa-free access for 90+ nationalities) reduces complexity in most cases. Skuad’s offering is sufficient for standard residence and work authorisation needs.

✓ In-Country Compliance (4.0/5): Handles core Georgian employment compliance, including employment contracts, payroll processing, 20% flat income tax withholding, and 2% pension contributions. Compliance coverage is solid for standard roles.

✗ Local Add-Ons (3.5/5): Standard benefits administration and payroll services are supported at a listed price of $199 per employee per month. However, fewer Georgia-specific add-ons are available compared to providers with deeper local presence.

✓ Global Coverage & Services (4.6/5): Strong global EOR coverage, mostly through Remote-owned legal entities. Wide range of add-on services offered beyond EOR such as global payroll services, contractor payments, equity add-ons, HRIS, benefits, U.S. PEO and more.

✓ Pricing & Transparency (4.1/5):  Fees are higher compared to other global EORs. Also, a “hidden” currency exchange fee of up to 8% applies. However, Remote does not apply an EOR security deposit. OK, overall.

✓ Payment & Contract Terms (4.6/5): No minimum contract commitment which allows for flexible EOR hiring. Further, payroll cut-off on the 11th of the month and payment terms of 10 days.

✓ Customer Experience & Support (4.8/5): Remote’s EOR solution is designed to be mostly self-service for customers hiring < 10 staff. No dedicated account manager is assigned and support is run through their offshore-team.

✓ Platform & Integrations (4.7/5): Remote’s platform is amongst the best of the industry with a large amount of features and integrations available. It’s suitable for enterprise customers.

✗ Entity Ownership (3.0/5): Remote does not operate an owned legal entity in Georgia and provides EOR services through an in-country partner model. While this is sufficient for Georgia’s low-regulation environment, it offers less direct control than Remote’s owned-entity setup in core markets.

✓ Onboarding Speed (4.5/5): Onboarding is typically fast and can be completed within a few business days once documentation is ready. Georgia’s relatively simple employment framework supports quick setup through Remote’s automated workflows.

✗ On-Site HR Support (3.5/5): Remote does not have on-the-ground HR staff in Georgia. Support is delivered remotely via Remote’s global support teams and platform, which works well for standard cases but lacks local presence.

✓ Visa & Work Permit Support (4.0/5): Provides guidance on residence permits and work authorisation where required. In practice, Georgia’s liberal visa regime reduces complexity for most hires, making immigration a secondary consideration.

✓ In-Country Compliance (4.0/5): Remote ensures compliant employment contracts, payroll processing, and statutory reporting through its partner setup. Compliance coverage is reliable for standard roles, though less flexible than providers with local execution teams.

✗ Local Add-Ons (3.8/5): Supports core EOR services and standard benefits administration, but Georgia-specific add-ons and bespoke local services are limited compared to specialist regional providers.

✓ Global Coverage & Services (4.0/5): Rivermate provides EOR services across 30+ countries via local partners, covering compliant, country-specific employment contracts, payroll, taxes, statutory benefits, and HR administration. It supports employee relocation, visa guidance, global payroll-only setups, and optional global health insurance. Following its acquisition by Hightekers, Rivermate can also leverage Hightekers’ broader international reach and owned-entity infrastructure, improving coverage depth and execution in additional markets. Coverage quality can still vary by country, but the combined footprint strengthens its overall global delivery.

✓ Pricing & Transparency (4.5/5): Public EOR pricing starts from €299 per employee/month, with no percentage-based payroll markups. Contractor of Record (COR) pricing is clearly listed at €99–€199 per contractor/month, and recruitment services are success-based at 15% of annual salary. Final EOR pricing can still vary by country complexity, but overall transparency is strong compared to peers.

✓ Payment & Contract Terms (4.0/5): Flexible contracts with no long-term commitments. Supports payroll payouts in 120+ currencies with local bank transfers. Contractor agreements are signed directly by Rivermate (COR, not Agent of Record), reducing misclassification risk. Public documentation on notice periods and detailed legal terms is more limited than enterprise-grade providers.

✓ Customer Experience & Support (4.5/5): 24/7 human support via Slack, WhatsApp, email, and phone, plus a dedicated account manager. Strong third-party feedback and proven handling of complex compliance cases, particularly in Europe. Occasional response delays (up to ~24 hours) have been reported during peak periods.

✓ Platform & Integrations (3.8/5): Clean, user-friendly platform covering contracts, payroll, time off, expenses, and employee self-service. Suitable for day-to-day EOR operations, but limited native integrations with HRIS, accounting, and finance systems. Advanced reporting often requires external BI tools.

✗ Entity Ownership (3.0/5): Rivermate does not operate through an owned legal entity in Georgia and relies entirely on an in-country partner model. This enables fast entry but limits direct control over employment execution and escalation.

✓ Onboarding Speed (4.5/5): Fast onboarding supported by streamlined workflows. Employees can typically be onboarded within 48 hours once documentation is complete, which suits Georgia’s low-bureaucracy environment.

✗ On-Site HR Support (3.5/5): Rivermate does not have on-the-ground HR staff in Georgia. Support is delivered remotely via dedicated account managers, which works well for standard cases but offers less local depth than providers with in-country teams.

✓ Visa & Work Permit Support (4.0/5): Provides guidance on visa and residence permit requirements where applicable. Georgia’s relatively flexible immigration framework reduces complexity for most hires.

✗ In-Country Compliance (3.8/5): Compliance execution is handled through a local partner rather than directly by Rivermate. While standard requirements are covered, the partner-led model results in less direct oversight and slower escalation in edge cases.

✗ Local Add-Ons (3.8/5): Core EOR services and basic HR tooling are included under a flat fee, but Georgia-specific add-ons and bespoke local services are limited and typically partner-dependent.

✓ Global Coverage & Services (3.0/5): Strong EOR expertise across Europe, with particular depth in Germany, the UK, and Ukraine. Well-suited for companies entering regulated European markets and those needing PEO, recruitment, or executive search alongside EOR. However, Brain Source International does not operate a global owned-entity network and is not designed for large-scale, multi-continent consolidation.

✓ Pricing & Transparency (4.3/5): Pricing is generally fair, but no public pricing is available. Fees and setup costs depend on the client’s hiring plan and require consultation, making it less predictable for companies that prefer instant, self-serve pricing visibility.

✓ Payment & Contract Terms (4.1/5): No minimum commitment is required when signing an EOR contract. Contract changes are handled flexibly but typically on a case-by-case basis rather than through automated workflows.

✓ Customer Experience & Support (4.8/5): Operates through a strong local partner model in Germany with on-the-ground legal and HR expertise. Highly trusted for complex employment setups in regulated environments, though less suited for companies seeking a purely self-service operating model.

✗ Platform & Integrations (3.0/5): Offers only a very limited software platform covering basic EOR workflows. Companies prioritizing advanced automation, integrations, or a modern HR tech stack should look elsewhere.

✗ Entity Ownership (3.0/5): Brain Source International does not operate an owned legal entity in Georgia and delivers EOR services through a local partner model. This enables market access but limits direct operational control.

✓ Onboarding Speed (4.0/5): Onboarding timelines are competitive for Georgia, with contracts and payroll setup handled efficiently once documentation is complete. The process is more manual than platform-led EORs but reliable.

✗ On-Site HR Support (3.5/5): There is no dedicated on-the-ground HR team in Georgia. Support is provided remotely through regional specialists, which works well for standard hires but offers limited local depth.

✓ Visa & Work Permit Support (4.0/5): Provides advisory support for immigration where required. Georgia’s relatively liberal visa regime reduces complexity for most international hires.

✓ In-Country Compliance (4.5/5): Strong compliance handling via experienced local partners, covering employment contracts, payroll execution, and statutory reporting in line with Georgian labour requirements.

✗ Local Add-Ons (3.5/5): Core EOR services are supported, but Georgia-specific add-ons and bespoke local services are limited compared to specialist regional providers.

✓ Global Coverage & Services (4.2/5): Leading global EOR coverage across core hiring markets with consistent, high-touch onboarding support. 65 own entity worldwide and 35 local partners. Well-suited for standard international hires, though invoicing and payroll complexity has been reported once companies operate across multiple markets.

✓ Pricing & Transparency (4.5/5): Clear and predictable pricing with good upfront cost visibility. Significant migration credits when transitioning from another EOR. Only downside: 3% FX markup & high bank wire fees.

✓ Payment & Contract Terms (4.2/5): Open-ended contracts without minimum commitments. Payroll cut-off on the 10th of each month with invoice issued on the 20th, payment due in 7 days. Standard, overall. If one commits to a one-year annual contract, then monthly fee drops to $599 instead of $699,

✓ Customer Experience & Support (4.3/5): 24h SLA in response times. Solid responsiveness for day-to-day operations, handled through off-shore support teams. No support offered via WhatsApp.Teams in 65+ countries, 43 languages spoken, with local experts who help you hire and support talent.

✓ Platform & Integrations (4.3/5): Modern platform designed to handle the basic EOR workflows. However, by far not as strong as its competitors. It feels Pebl is still playing “catch-up”. Integration ecosystem is solid but not as extensive as larger enterprise HR suites.

✗ Entity Ownership (3.0/5): Pebl does not operate an owned legal entity in Georgia and delivers EOR services through an in-country partner. While this enables market access, it results in less direct control over local execution and compliance than owned-entity providers.

✓ Onboarding Speed (4.3/5): Onboarding is generally fast and can be completed within 48 hours once documentation is ready, supported by Georgia’s relatively straightforward employment framework.

✗ On-Site HR Support (3.5/5): Pebl does not have on-the-ground Georgian HR staff. Support is provided remotely through account managers and Russian-speaking regional support teams, which may be sufficient for standard cases but lacks local Georgian-language presence.

✓ Visa & Work Permit Support (4.0/5): Immigration guidance is available where required. Georgia’s current liberal visa regime simplifies most hires, though upcoming work permit changes from March 2026 may increase complexity.

✓ In-Country Compliance (4.5/5): Pebl manages employment contracts, payroll, benefits, and statutory compliance via its partner model, allowing companies to hire in Georgia without establishing a local entity.

✓ Local Add-Ons (3.5/5): Offers standard add-ons such as benefits administration, insurance options, and immigration support. However, Georgia-specific customisation is limited compared to larger markets.