The best remote staffing agency for US companies: 8 agencies, ranked

Summary of the ranking

Each agency gets 1 to 5 on six criteria, weighted to a score out of 100, using only what its own website says. Every score links to the page it came from. Where an agency publishes nothing on a criterion, it scores 2 at most, and every gap is flagged.

• 25%Pricing transparency

  Can you see what you will pay before you get on a sales call?

• 20%Vetting depth

  Does the agency say how it tests candidates, not just how selective it is?

• 20%Compliance and payroll handling

  Who employs the worker, who pays them, and who carries the local legal risk?

• 15%Contract flexibility

  How easily can you start, scale down or leave?

• 10%Replacement terms

  What happens if the hire doesn't work out?

• 10%Role and region coverage

  Can it fill the roles you need, in the time zones you need?

The ranked list

1. 1

   Hire Overseas

   Top pick

   94/100

   Verdict: The best remote staffing agency for US founders who want dedicated full-time hires at a published, all-in monthly rate, with no lock-in.

   Best forFounders and operations leaders hiring dedicated, full-time team members (assistants, marketers, engineers, finance, sales, support) who want one monthly invoice with payroll, contracts, HR and replacement inside it.

   Wrong forOne-off freelance tasks or short projects. It places long-term, dedicated team members, so a one-week design job or an hourly gig belongs on a freelance marketplace.

   Strengths

   • Publishes a price floor ($2,000/month all in) and a typical range ($2,000 to $4,000), with every inclusion listed on the pricing page.
   • Month to month with no deposit, no setup fee and no termination fee; Net 30 billing on request.
   • Replacement for as long as you are a client, plus a 14-day money-back guarantee.
   • Contracts drafted for the worker's country and payroll in their local currency on a fixed date.
   • Wide coverage: three recruiting regions and roles from executive assistants to AI engineers.

   Limits

   • Built around full-time, dedicated placements: not a fit for hourly, part-time gigs or one-off projects.
   • The Direct Hire one-time fee is not published; you get it on a call.
   • Its selectivity figure (under 1% of applicants hired) is the company's own number and can't be checked from outside.

   What it costs: Managed Talent Hire starts at $2,000 a month, all in; the site says most roles land between $2,000 and $4,000. No recruiting, setup or termination fee. Direct Hire is a one-time fee per placement, quoted on a call.

   Pricing transparency (25%)5/5

   Vetting depth (20%)4/5

   Compliance and payroll handling (20%)5/5

   Contract flexibility (15%)5/5

   Replacement terms (10%)5/5

   Role and region coverage (10%)4/5
   The evidence behind each score

   • Pricing transparency: 5/5. Pricing page: "Pricing starts at $2,000 a month, all in, and most roles land between $2,000 and $4,000." It lists what the rate includes (the contractor's pay, sourcing and vetting, local contracts, payroll, HR support, replacement) and what is never billed (recruiting, setup, termination or role-change fees).
     Source: Hire Overseas pricing
   • Vetting depth: 4/5. A custom headhunt per role, "skills vetting on a real task before you meet anyone", a shortlist with notes on why each person made it, and client interviews before any decision. It says more than 10,000 people apply each month and under 1% are hired. English and background-check steps are not described.
     Source: Hire Overseas pricing (how it works), Hire Overseas Direct Hire
   • Compliance and payroll handling: 5/5. On the managed service Hire Overseas employs the hire on your behalf, runs payroll and carries compliance: "Contracts drafted for their country", "Payroll in their local currency, on a fixed date", "HR support, check-ins and leave tracking". It also offers employer of record for people you found yourself.
     Source: Hire Overseas pricing
   • Contract flexibility: 5/5. "No deposit and no upfront fees. Plans are month-to-month with the freedom to cancel anytime." No termination fee, no fee to change the role, Net 30 on request.
     Source: Hire Overseas pricing
   • Replacement terms: 5/5. "A 14-day money-back guarantee, and if a hire ever stops working out, we replace them at no additional cost. Forever." Direct Hire placements carry a six-month replacement guarantee.
     Source: Hire Overseas pricing, Hire Overseas Direct Hire
   • Role and region coverage: 4/5. Recruits "anywhere, most often in Southeast Asia, Latin America and Africa", with 57 listed roles across most business functions. Scored 4, not 5, because the model is built for full-time, dedicated seats rather than part-time or project work.
     Source: Hire Overseas pricing, Hire Overseas roles
   Couldn't verify:

   • Direct Hire fee amount: not on the site. Ask for it in writing on the discovery call.
   • Selectivity ("under 1% are hired") is self-reported.

   Full Hire Overseas review · hireoverseas.com

2. 2

   F5 Hiring Solutions

   f5hiringsolutions.com

   86/100

   Verdict: A strong, openly priced pick if your roles fit its India and Philippines bench and weekly billing suits you.

   Best forUS companies hiring tech, engineering, support or virtual-assistant roles from India or the Philippines who want a weekly all-inclusive rate and no minimum commitment.

   Wrong forCompanies hiring in Latin America or Africa, or that don't want their staff on the provider's monitoring tools.

   Strengths

   • Publishes a weekly price range and says it is all-inclusive.
   • No setup, recruiting or termination fees, and no minimum commitment.
   • F5 employs every professional directly and runs payroll, benefits and equipment.

   Limits

   • Two countries only, so no Latin American time-zone overlap.
   • Replacement terms read differently on two of its own pages.
   • Uses monitoring software (We360 and F5 MyApp) on placed staff, which some teams won't want.

   What it costs: "$375-$1,200 per professional per week, all-inclusive", billed weekly. No setup, recruiting or termination fees.

   Pricing transparency (25%)5/5

   Vetting depth (20%)4/5

   Compliance and payroll handling (20%)5/5

   Contract flexibility (15%)5/5

   Replacement terms (10%)2/5

   Role and region coverage (10%)3/5
   The evidence behind each score

   • Pricing transparency: 5/5. FAQ and pricing page: "$375-$1,200 per professional per week, all-inclusive", with "Zero setup fees, zero recruiting fees, zero termination fees" and yearly role examples.
     Source: F5 pricing, F5 FAQ
   • Vetting depth: 4/5. "3-stage vetting: skills test, technical interview, cultural assessment", English screened for every candidate, 2 to 3 candidates in 7 to 14 business days, and you run your own interview.
     Source: F5 how it works, F5 FAQ
   • Compliance and payroll handling: 5/5. "F5 employs all placed professionals directly and handles all HR, payroll, compliance, equipment, and performance management."
     Source: F5 FAQ
   • Contract flexibility: 5/5. "No annual contracts", "no long-term lock-in", minimum commitment "None", weekly billing, no termination fees.
     Source: F5 pricing, F5 FAQ
   • Replacement terms: 2/5. Free replacement is promised, but its own pages state it two ways: the FAQ says "Free replacement within 7-14 days" with no time limit, while how-it-works limits it to "the first 90 days". Under our contradiction rule it scores 2 until the contract settles it.
     Source: F5 FAQ, F5 how it works
   • Role and region coverage: 3/5. India for tech, engineering and construction roles; the Philippines for support, assistant and operations roles. All professionals work US business hours.
     Source: F5 FAQ
   Couldn't verify:

   • Replacement window: "Free replacement within 7-14 days" on the FAQ, "within the first 90 days" on how-it-works. Get the written term in the contract.
   • Network size (85,500+) is self-reported.

   Full F5 Hiring Solutions review · f5hiringsolutions.com

3. 3

   South

   hiresouth.com

   70/100

   Verdict: A clear, margin-disclosed choice for bilingual Latin American hires in US time zones; check the contract term before signing.

   Best forUS companies that want mid-to-senior bilingual hires in Latin America with overlapping hours, and like seeing the agency's margin split out.

   Wrong forTeams that need Asian or African time zones, or entry-level roles at the lowest possible rate.

   Strengths

   • Shows the margin: a worked example splits the monthly bill between talent and agency.
   • Direct-hire fee published (20% of estimated first-year salary), with no retainer.
   • Advanced English screening (CEFR C1/C2) for bilingual roles.

   Limits

   • Latin America only.
   • Minimum term and cancellation terms are not on the site.
   • Replacement window is 90 days.

   What it costs: Staff augmentation: a flat margin of the bill rate, disclosed at signing (its example: $6,000/month = $3,900 to the talent, $2,100 to South). Direct hire: 20% of estimated first-year salary.

   Pricing transparency (25%)4/5

   Vetting depth (20%)4/5

   Compliance and payroll handling (20%)4/5

   Contract flexibility (15%)2/5

   Replacement terms (10%)3/5

   Role and region coverage (10%)3/5
   The evidence behind each score

   • Pricing transparency: 4/5. Homepage: staff augmentation is "A Flat Margin of bill rate, disclosed at signing", with the example "$6,000/mo… $3,900 talent, $2,100 us"; direct hire is a "20% Placement Fee of estimated first-year salary". The margin for your role is only given at signing.
     Source: South homepage
   • Vetting depth: 4/5. "English tests, culture fit, and technical knowledge", "CEFR C1/C2 advanced English screenings", top 2 to 5 candidates presented, and "no AI screening".
     Source: South homepage, South how we work
   • Compliance and payroll handling: 4/5. "We pay your hire directly", using "B2B independent contractor agreements and localized Employer of Record (EOR) frameworks". Which applies to your hire is decided per case.
     Source: South homepage, South how we work
   • Contract flexibility: 2/5. "Zero upfront fees", but the minimum term and cancellation terms are not published, so it scores 2 under our unpublished-facts rule.
     Source: South homepage
   • Replacement terms: 3/5. "If it doesn't work out within 90 days, we'll search for a replacement at no additional cost."
     Source: South how we work
   • Role and region coverage: 3/5. Latin America only (8 countries), across six role families.
     Source: South homepage
   Couldn't verify:

   • Minimum term, notice period and cancellation: not published. Ask before signing.
   • "Top 1% of applicants" is self-reported.

   Full South review · hiresouth.com

4. 4

   Outsourced

   outsourced.co

   69/100

   Verdict: Solid employer-of-record setup and a 12-month guarantee, but no US-dollar pricing and an upfront setup fee and deposit.

   Best forCompanies building full-time teams in the Philippines, India, Vietnam, Malaysia or Latin America that want certified, formally employed staff.

   Wrong forBuyers who want a US-dollar price before calling, or part-time help.

   Strengths

   • Acts as employer of record, with ISO 27001 and ISO 9001 certifications.
   • 12-month replacement guarantee.
   • Setup fee refunded if it misses its job-offer deadline.

   Limits

   • No US-dollar pricing published.
   • Setup fee and one-month deposit before anyone starts.
   • Full time only: five days a week, nine hours a day.

   What it costs: Salary plus a fixed monthly service fee, a one-time setup fee and a one-month security deposit (credited to the final invoice). Its calculator shows Australian-dollar examples only; no US-dollar rates.

   Pricing transparency (25%)2/5

   Vetting depth (20%)4/5

   Compliance and payroll handling (20%)5/5

   Contract flexibility (15%)3/5

   Replacement terms (10%)3/5

   Role and region coverage (10%)4/5
   The evidence behind each score

   • Pricing transparency: 2/5. "Salary + fixed monthly service fee", a "one-time setup fee" and a one-month security deposit; amounts are not published and the calculator shows only AUD examples.
     Source: Outsourced team builder, Outsourced FAQ
   • Vetting depth: 4/5. "Every candidate undergoes testing for cognitive ability, technical expertise, and AI literacy." Reference or background checks and client interviews are not described. Its selectivity claim reads "top 1%" on the homepage and "top 5%" on the pricing page; selectivity isn't scored, so the contradiction is flagged only.
     Source: Outsourced homepage, Outsourced team builder
   • Compliance and payroll handling: 5/5. "Outsourced acts as the compliant Employer of Record (EOR)"; workers are "legally employed by Outsourced but managed by you"; ISO 27001 and ISO 9001 certified.
     Source: Outsourced homepage, Outsourced FAQ
   • Contract flexibility: 3/5. "Our engagement simply renews month to month", but with a one-time setup fee and a one-month security deposit up front.
     Source: Outsourced FAQ
   • Replacement terms: 3/5. "12-month replacement guarantee… at no additional recruitment fee."
     Source: Outsourced team builder
   • Role and region coverage: 4/5. Six countries across Asia and Latin America, twelve role categories; full-time only.
     Source: Outsourced homepage, Outsourced FAQ
   Couldn't verify:

   • Setup and service fee amounts: not published.
   • Selectivity is stated as "top 1%" on most pages and "top 5%" on the pricing page.

   Full Outsourced review · outsourced.co

5. 5

   AbroadWorks

   abroadworks.com

   67/100

   Verdict: Thorough vetting and easy replacement, but you won't see an hourly rate until you talk to them.

   Best forUS companies that want background-checked hires across several countries and are comfortable with hourly billing and a security deposit.

   Wrong forBuyers who want a published rate up front, or a single fixed monthly price.

   Strengths

   • Standardized skills testing plus criminal, background and reference checks.
   • Free replacement at any time.
   • First month works as a trial you can end at any time.

   Limits

   • No hourly rate published; only salary ranges.
   • Security deposit (amount not published) and 30 days' notice after the trial.
   • Who employs the worker on the standard (non-EOR) service is not stated.

   What it costs: Hourly billing; rates not published. Yearly salary ranges by role are listed (for example Executive Assistant $19,000 to $21,000). EOR is a flat fee, amount not published. Card payments carry a 3% fee.

   Pricing transparency (25%)2/5

   Vetting depth (20%)5/5

   Compliance and payroll handling (20%)3/5

   Contract flexibility (15%)3/5

   Replacement terms (10%)4/5

   Role and region coverage (10%)4/5
   The evidence behind each score

   • Pricing transparency: 2/5. "Our profit margin model strictly relies on billable hourly rates", but no rate is published; the pricing page lists yearly salary ranges by role. The EOR flat fee amount is not stated.
     Source: AbroadWorks pricing, AbroadWorks FAQ
   • Vetting depth: 5/5. "Customized assessments, interviews", "Standardized skills testing for every candidate" and "Criminal, background and reference checks"; you interview candidates.
     Source: AbroadWorks FAQ, AbroadWorks EOR
   • Compliance and payroll handling: 3/5. On EOR: "We fully manage payroll processing, tax withholdings, social contributions." On the standard managed service, the legal employer is not stated.
     Source: AbroadWorks EOR
   • Contract flexibility: 3/5. "Month by month billing cycle", first month a trial you can end any time, then "30 day's notice"; a security deposit applies.
     Source: AbroadWorks FAQ
   • Replacement terms: 4/5. "We can assist you in replacing any employee at any time free of charge." No money-back window is stated.
     Source: AbroadWorks FAQ
   • Role and region coverage: 4/5. India, Mexico, South Africa, the Philippines and "dozens of countries"; six role families.
     Source: AbroadWorks FAQ
   Couldn't verify:

   • Hourly rates and deposit amount: not published.
   • Employer of the worker on the standard service: not stated.
   • "Top 1% of Talent" is self-reported.

   Full AbroadWorks review · abroadworks.com

6. 6

   Near

   hirewithnear.com

   62/100

   Verdict: Detailed vetting for Latin American hires, but its own fee is unpublished and the contract terms aren't on the site.

   Best forUS companies building permanent teams in Latin America who want reference and background-checked candidates quickly.

   Wrong forBuyers who want to see the agency's fee before a call, or who need Asian time zones.

   Strengths

   • Five named vetting checks plus reference calls and international criminal background checks.
   • Long guarantees: 180 days on direct hire, the whole engagement on staffing.
   • Free to interview; pay only if you hire.

   Limits

   • Near's own fee is not published.
   • Minimum term and cancellation not published.
   • Latin America only.

   What it costs: Fee not published. Staffing: a monthly invoice per hire that includes salary and Near's fee. Direct hire: a one-time placement fee. Salary ranges by role are published.

   Pricing transparency (25%)2/5

   Vetting depth (20%)5/5

   Compliance and payroll handling (20%)3/5

   Contract flexibility (15%)2/5

   Replacement terms (10%)4/5

   Role and region coverage (10%)3/5
   The evidence behind each score

   • Pricing transparency: 2/5. Pricing page explains the two models and lists salary ranges (for example mid-level SDR/BDR "$2,000 – $2,500" a month) but not Near's fee.
     Source: Near pricing
   • Vetting depth: 5/5. "Skills assessment", "Experience validation", "English proficiency", "Cultural fit", "Motivation check", plus "reference calls and international criminal background checks".
     Source: Near pricing, Near FAQ
   • Compliance and payroll handling: 3/5. Staffing model: "Hire With Near handles contracts, benefits administration, payroll, and compliance." The legal arrangement is not stated; on direct hire, you or your EOR handle it.
     Source: Near pricing
   • Contract flexibility: 2/5. "There are no upfront costs", but minimum term, notice and cancellation are not published.
     Source: Near FAQ
   • Replacement terms: 4/5. "180-day" guarantee on direct hire; on staffing, "For the duration of the engagement".
     Source: Near pricing
   • Role and region coverage: 3/5. Latin America only, across most business functions.
     Source: Near FAQ
   Couldn't verify:

   • Fee or margin: not published.
   • Contract term and notice: not published.
   • "97% placement success rate" is self-reported.

   Full Near review · hirewithnear.com

7. 7

   Somewhere

   somewhere.com

   61/100

   Verdict: Wide regional reach and published direct-hire fees, but the six-month minimum and 30% buy-out make it a commitment.

   Best forCompanies that want to hire in many regions, including Eastern Europe and South Asia, and can commit to at least six months.

   Wrong forAnyone testing remote hiring for the first time, or who may need to end an engagement early or hire the person directly.

   Strengths

   • Has placed talent in 18+ countries across Latin America, Eastern Europe, Africa and Asia.
   • Direct-hire fee range published.
   • Unlimited replacements during an On-Demand contract.

   Limits

   • Six-month minimum on Talent On-Demand.
   • Buy-out fee of 30% of the contractor's annual salary.
   • Monthly On-Demand rates are quote-only.

   What it costs: Direct hire: one-time fee of 25% to 35% of first-year salary. Talent On-Demand: one all-inclusive monthly fee quoted per role. A refundable deposit starts the search.

   Pricing transparency (25%)4/5

   Vetting depth (20%)3/5

   Compliance and payroll handling (20%)3/5

   Contract flexibility (15%)1/5

   Replacement terms (10%)4/5

   Role and region coverage (10%)3/5
   The evidence behind each score

   • Pricing transparency: 4/5. Direct hire: "a one-time fee of 25–35% of your new hire's first-year salary". Talent On-Demand: "one all-inclusive monthly fee" covering salary and "Somewhere service margin", quoted per role.
     Source: Somewhere direct hire, Somewhere Talent On-Demand
   • Vetting depth: 3/5. Sources five candidates, you interview up to three, with at most two interviews each. How candidates are tested is not described beyond a "top 1%" claim.
     Source: Somewhere Talent On-Demand, Somewhere pricing
   • Compliance and payroll handling: 3/5. On-Demand: "We manage all compliance, payroll, and HR logistics." The legal arrangement is not stated; on direct hire, you manage payroll.
     Source: Somewhere Talent On-Demand
   • Contract flexibility: 1/5. "Minimum engagement = 6 months… Buy-out fee: 30% of the contractor's annual salary", and a refundable deposit starts the search.
     Source: Somewhere Talent On-Demand, Somewhere pricing
   • Replacement terms: 4/5. "Unlimited replacements within contract period" on On-Demand; "6 Months Perfect Hire Guarantee, One free replacement" on direct hire.
     Source: Somewhere pricing
   • Role and region coverage: 3/5. "Placed talent in 18+ countries" across Latin America, Eastern Europe, Africa and South and Southeast Asia. The roles it fills are not listed by name on the pages checked, so it can't show most business functions and scores 3, not 4.
     Source: Somewhere direct hire
   Couldn't verify:

   • Talent On-Demand monthly rate: quote only.
   • Roles it fills: not listed by name on the pages checked.
   • Who employs On-Demand talent is not stated.
   • "Top 1%" is self-reported.

   Full Somewhere review · somewhere.com

8. 8

   Oceans

   oceanstalent.com

   55/100

   Verdict: A focused option for executive-assistant, finance and marketing hires from Sri Lanka; too narrow for most teams.

   Best forFounders who want a full-time executive assistant, finance or marketing hire from Sri Lanka at a stated price band.

   Wrong forAnyone hiring engineers, sales or support, needing Latin American hours, or wanting published contract terms.

   Strengths

   • States a price band.
   • Rejects 99% of applicants by its own account, with background checks and English screening.
   • Payroll, benefits and HR support included.

   Limits

   • One country and three role families.
   • Contract terms not published.
   • Full-time (40 hours a week) model.

   What it costs: Plans listed as Starter $3-4K and Growth $3-4K (period not stated on that page); another page says "Starting at $3,000/mo based on role and seniority". Enterprise is custom.

   Pricing transparency (25%)3/5

   Vetting depth (20%)4/5

   Compliance and payroll handling (20%)3/5

   Contract flexibility (15%)2/5

   Replacement terms (10%)2/5

   Role and region coverage (10%)1/5
   The evidence behind each score

   • Pricing transparency: 3/5. "Starter $3-4K", "Growth $3-4K", "Enterprise Custom Pricing" on how-we-hire, without the billing period; "Starting at $3,000/mo" on a comparison page.
     Source: Oceans how we hire, Oceans vs BELAY
   • Vetting depth: 4/5. "6-step process", "Verified background checks", "100% English proficiency", and "We reject 99% of applicants".
     Source: Oceans how we hire, Oceans pricing
   • Compliance and payroll handling: 3/5. "We manage payroll, benefits, and logistics"; plans list "HR Support and Payroll". Who legally employs the worker is not stated.
     Source: Oceans pricing
   • Contract flexibility: 2/5. Contract terms are not on the site; its terms page covers only website use.
     Source: Oceans how we hire
   • Replacement terms: 2/5. "Perfect Hire Guarantee", "Free Replacement Diver" and "Free rematching if needed", with no stated length.
     Source: Oceans how we hire
   • Role and region coverage: 1/5. Sri Lanka only, three role families.
     Source: Oceans pricing
   Couldn't verify:

   • Contract term, notice and cancellation: not published.
   • Replacement window: not stated.
   • "86% First Match Success" is self-reported.

   Full Oceans review · oceanstalent.com

Every agency's pages were checked on November 10, 2026. Agencies change prices and terms; confirm the current ones in writing before you sign.

Questions people ask when choosing a remote staffing agency

Before you choose