Must-have EOR services RFP template in 2025

For enterprises hiring globally, the challenge isn’t just finding talent — it’s ensuring every hire is compliant, every paycheck accurate, and every employee supported across borders. That’s where EOR services come in. 

Choosing the wrong EOR can mean delayed start dates, missed payroll, compliance violations, and a fractured employee experience. The right EOR should streamline international hiring, payroll, and compliance in one unified system that scales with you.

To choose wisely, many companies run a structured procurement process with a Request for Proposal (RFP). An RFP ensures that vendors are evaluated consistently, surfacing differences in capabilities that demos often hide. This guide outlines the most critical areas to evaluate when selecting an EOR, with subtopics for each and targeted RFP questions. Plus, you’ll get a downloadable RFP template so you can start evaluating EOR services ASAP.

1. Global hiring and onboarding

Expanding into new countries means more than drafting offer letters. Employers need localized contracts, immigration support, country-specific onboarding requirements, and workflows that automate provisioning of benefits, IT, and apps.

Rippling enables HR teams to generate compliant employment agreements in minutes — including unique clauses like equity or IP protection — while automating downstream onboarding tasks like payroll enrollment, benefits setup, and device provisioning. Payroll lead times are as short as five days in premium markets.

Questions to ask:

• In which countries can you support new employee hires?

• How do you generate locally compliant employment contracts?

• Do you support clauses like equity grants, CIPRAA/IP protection, probation periods, or non-competes?

• What information is collected during onboarding (tax forms, social security equivalents, residency, visa)?

• Can you integrate onboarding with IT and HRIS workflows (device/app provisioning, training enrollment)?

• What are your standard payroll lead times in each supported country?

• How do you ensure a new hire’s start date is not delayed by payroll cutoffs?

2. Compliance and risk management

International compliance is complex — wage rules, social contributions, statutory benefits, and leave entitlements vary widely. Missing a requirement risks fines and reputational damage.

Rippling embeds compliance into the product itself, monitoring hours worked, employee location, leave policies, and payroll data in real time. Customers also gain access to in-country HR advisors with over a decade of local experience to guide on sensitive cases like terminations or parental leave .

Questions to ask:

1. How do you ensure contracts and policies remain compliant as laws change?

2. What in-country legal/HR expertise do you provide?

3. How do you enforce statutory benefits, minimum wages, and tax compliance?

4. Do you proactively flag risks such as misclassification or incorrect terminations?

5. How do you support lawful termination and severance in each country?

6. Can you handle compliance for employees moving across borders or changing employment models?

7. Do you provide compliance reporting and audit logs by country?

3. Payroll and payments

Payroll errors are among the most visible and damaging mistakes in global employment. Employees expect accuracy and timeliness; finance expects transparency. Many EORs rely on third parties, creating delays and opaque reporting.

Rippling uses software-first payroll to automate calculations and deliver full visibility into each pay run before approval. Employers can drill into line-item details like salary, taxes, and benefits, while payments are processed quickly and accurately in multiple currencies .

Questions to ask:

1. What payroll frequency options do you support (monthly, semi-monthly, weekly)?

2. What are payroll cutoffs in each supported market?

3. Do admins see payroll calculations before approval?

4. How do you process multi-currency payments?

5. Are taxes and statutory contributions automatically filed and remitted?

6. Do you support off-cycle payrolls (bonuses, commissions, adjustments)?

7. How do you handle missed or incorrect payments, and what SLAs do you guarantee?

8. Can payroll integrate directly with accounting/ERP systems?

4. Reporting and workforce visibility

Leaders need real-time answers: headcount costs by region, compliance exposures, or benefits utilization. Without unified reporting, HR and finance are forced into manual reconciliations.

Rippling unifies HR, payroll, benefits, expenses, and IT into a single source of truth. Reporting is real-time, customizable, and permission-based, allowing secure sharing of insights across teams .

Questions to ask:

1. Can you report on headcount and payroll costs globally in one system?

2. Do reports include payroll, taxes, benefits, and expenses?

3. Are reports real-time and automatically updated?

4. Can reports be segmented by country, department, or role?

5. Do you support export to BI/analytics tools?

6. Can reporting permissions be configured by role or geography?

7. Do you provide visual dashboards for executives?

8. How do you support audit-ready reporting by jurisdiction?

5. Employee experience and support

A strong EOR must deliver for both HR admins and employees. For employees, that means clear pay slips, benefits enrollment, and quick resolution of issues. For HR, it means fast, accurate support.

Rippling provides employees with a self-service portal for payroll, benefits, expenses, and time-off. For HR, Rippling offers support with industry-leading response times and access to experienced local HR advisors .

Questions to ask:

1. What self-service features do employees have (pay slips, benefits, PTO, documents)?

2. How are employees supported in local languages?

3. What SLAs do you guarantee for HR and employee support?

4. Do you provide in-country HR advisors for complex issues?

5. How do you handle escalations and ensure consistency of support across regions?

6. What are your CSAT/NPS scores for global support?

7. Do you offer onboarding/training resources for new admins and managers?

How Rippling helps enterprises

Rippling is the easiest way to manage an international workforce. Unlike competitors dependent on manual processes and third-party providers, Rippling unifies EOR, payroll, HRIS, benefits, expenses, and IT in a single platform. This allows enterprises to:

• Hire globally in days with localized, compliant contracts

• Run payroll with industry-leading short lead times and full visibility

• Offer localized benefits without becoming local experts

• Transition smoothly between contractors, EOR employees, and local entities

• Gain real-time, consolidated reporting across countries

• Deliver a consistent, world-class employee experience with expert local support

With Rippling’s EOR, enterprises don’t just hire globally — they scale globally, with the confidence that their workforce is compliant, supported, and unified in one system.

Rippling RFP for EOR services example

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This blog is based on information available to Rippling as of September 18, 2025.