Top 10 EOR Providers for Hiring in France (2026)
France runs employment two different ways: direct CDI/CDD, or Portage Salarial — the freelance-EOR hybrid France invented before the rest of the world had a name for it. The real test of a French EOR is whether they handle both, or default everyone into Portage because it's easier on their side. Every provider here has a SIREN I checked. Top of the list does both CDI and Portage; the rest do one or the other.
How I scored this list
Five things weighted unequally.
Confirmed French legal entity, 35%
SAS or SARL with active SIREN in the French RCS registry. Partner-served networks excluded.
NAF code alignment to EOR activities, 20%
NAF 7830Z (Other human resources provision) is the proper EOR code. Generic consulting (7022Z) or software (6201Z) NAF codes scored lower.
Portage Salarial registration, 15%
Portage Salarial licence under Convention Collective Nationale 3219 is the proper French legal vehicle for EOR-equivalent services. Providers holding this licence scored highest.
French operating scale and tenure, 15%
Years registered, employee count, and annual turnover.
Customer evidence in France, 15%
G2, Trustpilot, and Capterra reviews from French workers or France-hiring customers.
The three I'd flag before you scroll.
Spotlight #1
Deel France SAS, SIREN 902 422 245, registered in Saint-Étienne. 500 to 999 employees. €154 million turnover in 2024. Registered under Convention Collective Nationale du Portage Salarial (CCN 3219). Capital €100,000. Founded 2021.
Spotlight #2
Globalization Partners France SARL, SIREN 839 861 911, registered in Puteaux (92800). NAF code 7830Z (Other human resources provision). 9 employees. €53 million turnover in 2024. Founded 2018.
Spotlight #3
GoGlobal Geo France SAS, SIREN 951 232 354, registered at 3 rue d'Héliopolis in Paris 75017. Capital €50,000. Dedicated Portage Salarial entity. Plus separate GoGlobal France entity (SIREN 894 236 603) in Lyon.
Deel
Deel. French SIREN verified. Handles both CDI and Portage Salarial structures. 150+ countries, 35,000+ customers, broadest platform breadth in the category, Legalpad-acquired immigration. Best for buyers who want France alongside the rest of a global EOR programme under one platform.
Globalization Partners
Globalization Partners. French SIREN verified, EOR category creator (2012), 180+ owned entities, SOC 1 + SOC 2 Type II + ISO. Best for enterprise buyers entering France as part of a multi-country owned-entity programme where category-deepest tenure matters.
Atlas
Atlas HXM. French SIREN verified, 100% direct-entity 160+ countries, 2025 GPA EOR Organization of the Year. Best for enterprise buyers wanting France delivered via Atlas's sole-source owned-entity model rather than partner handoff.
Parakar
Parakar. EU-only EOR specialist with owned entities across core European markets including France. The EU-pure focus shows in convention-collective defaulting accuracy. Best for European-headquartered buyers building EU-only teams where Parakar's EU specialism beats global generalists.
GoGlobal
GoGlobal. French SIREN verified, 83 owned entities, SOC 2 (EY-audited) + ISO 27001, Single Point of Management. Best for buyers pairing France with APAC under one dedicated account manager.
Pebl
Pebl. French entity verified under the Velocity Global legal name. 185+ countries, in-house immigration + Vialto Partners (PwC mobility spinoff) for cross-border tax handling. Best for US-rooted scale-ups slotting France into a VG/Pebl relationship.
Remote
Remote. French SIREN verified, 100% owned-entity in core markets, #1 G2 EOR compliance, strongest IP framework. Best for compliance-first buyers where France pairs with engineering populations needing IP protection.
Safeguard Global
Safeguard Global. French entity verified, global-payroll-first heritage with payroll mechanics excellent. Global Unity platform with Workday and SAP integration. Best for enterprises consolidating French payroll alongside many other countries where the workforce wrap is secondary.
Oyster
Oyster. French entity verified, certified B Corporation, 180+ countries, distributed-by-default. Best for mission-driven distributed companies hiring in France as part of a global remote-first team.
Workmotion
WorkMotion. French SIREN verified, EU and DACH compliance depth, IEC Gold Certified EOR (September 2025), SOC 2 + ISO 27001. Best for European-headquartered SaaS and tech buyers with France as part of a DACH-plus-France EU footprint.
How to verify a French EOR before signing.
Five tests to verify a French EOR provider before signing.
Step 1
Ask for the French entity legal name and SIREN in writing. Cross-check the SIREN on Pappers.fr, annuaire-entreprises.data.gouv.fr, or Infogreffe. The entity should appear as SAS or SARL with active status.
Step 2
Confirm the NAF code registered on the SIREN. NAF 7830Z (Other human resources provision) is the proper EOR code. Entities registered under management consulting (7022Z) or software programming (6201Z) are not aligned with full CDI employment.
Step 3
Ask whether the provider holds a Portage Salarial licence and operates under Convention Collective Nationale 3219. Deel France (CCN 3219), GoGlobal Geo France, and Safeguard Global France Portage Solutions hold this registration.
Step 4
Ask which convention collective applies to your role and sector. France has 600+ sector-specific collective bargaining agreements (Syntec for IT consultancy, Métallurgie for manufacturing) that override the general Code du Travail on minimum wage by classification, paid leave, severance, and working time.
Step 5
Get a French gross-to-net calculation with all mandatories named: URSSAF (employer social security, around 22%), Agirc-Arrco (pension, around 9% employer), Pôle emploi (unemployment, around 4% employer), mutuelle (complementary health, employer pays around 50%), prévoyance (death and disability), tickets restaurant (around 50% employer-paid if offered), and the 13ème mois where the convention collective requires it.
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How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
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