How to choose
Five EOR providers in India, compared head-to-head.
Comparisons of Employer of Record providers often come down to how many countries each one covers. For a hire in India, three questions matter more: who owns the entity your people are employed by, who runs the statutory filings, and what each provider publishes in writing. Each comparison below answers them from the provider’s own public pages.
Read the comparison that matches yours.
- Deel Deel covers 150 countries. Bridge91 focuses on one, India, the country you are hiring into, with its own Indian entity and a team in Hyderabad.
- Rippling Rippling is an HR platform that runs payroll and EOR in 80 countries. Bridge91 specialises in India and gives every India hire its full attention, from the offer letter to the monthly filings.
- Multiplier Multiplier runs EOR in 150+ countries on one platform. Bridge91 specialises in India, with a Hyderabad team that runs every Indian filing in-house.
- Papaya Global Papaya Global runs EOR through local partners in each country. Bridge91 employs your people directly on its own Indian entity and runs the statutory filings itself.
- Remote Remote and Bridge91 both employ people on entities they own. Remote does it in 90+ countries. Bridge91 does it in India, with a team in Hyderabad that knows the rules of each Indian state.
One entity, one board, one country.
Bridge91 was incorporated in 2026 as Bridge91 Corporate Services Private Limited, Hyderabad. A Chartered Accountant with Big 4 experience (KPMG, PwC) sits on the board and directs the statutory work behind every hire. Your people are employed on Bridge91's own Indian entity, and the same team runs every filing. That team has run accounting, tax and EOR from Hyderabad since 2014, through Value Momentum Corporate Services Private Limited. When you are ready for an entity of your own, Bridge91 Elevate sets it up and moves your team across.
Questions worth asking before you choose.
What does an Employer of Record actually do?
An Employer of Record employs a person on its own legal entity in the country where they work. It runs their payroll, deducts their tax, pays their social security contributions and keeps the local paperwork. The person works for your company day to day, and you direct the role. The EOR is their legal employer.
When does an EOR make more sense than opening our own entity in India?
Opening an entity in India means incorporating a company, keeping a registered office, and filing company and tax returns for as long as it exists. It takes weeks to months before the entity can employ anyone. An EOR lets you hire now, on an entity that is already registered. It suits your first hires in India. Your own entity becomes worth it once your team is large enough, and Bridge91 Elevate can set it up and move your team across when that time comes.
What should I ask any EOR before signing?
Ask whether the provider employs people on its own Indian entity or through local partners. Ask who, by name or role, signs off on payroll, PF, ESI and TDS filings. Ask what happens to your people's employment if you switch providers later. And ask for the current statutory rates in writing, with a date: PF, ESI and professional tax figures change.
Is an EOR the same thing as a staffing agency or a PEO?
No. A staffing agency supplies contract workers. A PEO (professional employer organisation) shares HR work with a company that already has its own entity. An EOR is the only legal employer, and it is how a company with no Indian entity can hire someone in India lawfully.
How long does it typically take to hire someone in India through an EOR?
Across EOR providers, background checks, PF and ESI registration and payroll setup usually take from a few business days to about two weeks once the offer is agreed. That fits inside the notice period most candidates are already serving. Bridge91's average, from agreed terms to the hire's first pay, is under 24 hours, because the entity and its registrations are already in place.
Can we move to a different EOR later without disrupting our team?
Yes. The person's role and salary stay the same, and only the employer named on their Indian appointment letter changes. Your current provider's exit process decides how the handover runs, so ask them about it before you sign with anyone new.
Not sure which approach fits your hire?
Book a free 30-minute consultation. We'll talk through your specific situation, with no commitment either way.
Or email contact@bridge91.com. Support is instant and available 24/7.