How we compare against Deel, Remote and other Indonesian EORs
They charge a flat fee per employee. We charge a percentage of employment cost. Those models cross over at a specific salary, and above it a flat fee costs you less. Here is the number and the rest of the trade.
Comparing us against Deel and Remote comes down to one structural difference, and it produces a number you can check for yourself. They charge a flat fee for each employee every month, while we charge a percentage of total employment cost. Those two models cross over at a specific salary, and knowing where the crossover sits tells you which of us is cheaper for the role you are filling.
The crossover
Deel and Remote both publish a list price of 599 US dollars per employee per month for Employer of Record services, as at July 2026. Remote lists 699 without a twelve-month commitment, and Deel lists an enterprise tier at 899. Volume negotiation reportedly brings both down in the 400 to 500 range above about twenty employees, though that is not published and you would need to test it yourself.
Our fee is 15 percent of total employment cost, so it moves with the salary. On a mid-level Indonesian engineer at 300,000,000 net a year, our fee works out at roughly 314 dollars a month. On a senior engineer at 500,000,000 it is about 565. The two models meet at a net salary of approximately 526,000,000 a year, which is around 2,450 dollars a month landing in the employee's account.
| Net salary a year | Our fee a month | Flat fee a month | Cheaper |
|---|---|---|---|
| IDR 120,000,000 | USD 117 | USD 599 | us |
| IDR 200,000,000 | USD 201 | USD 599 | us |
| IDR 300,000,000 | USD 314 | USD 599 | us |
| IDR 400,000,000 | USD 434 | USD 599 | us |
| IDR 500,000,000 | USD 565 | USD 599 | us |
| IDR 600,000,000 | USD 695 | USD 599 | flat fee |
| IDR 1,000,000,000 | USD 1,217 | USD 599 | flat fee |
Most Indonesian IT salaries sit well below the crossover, which is why we are usually the cheaper option on fee. Above it the flat fee wins and we will tell you so. If you are hiring a small number of very senior people and fee is the deciding factor, a flat-fee platform is the better commercial answer and we would sooner say that than argue against arithmetic.
Where the global platforms are genuinely better
Multi-country coverage is the obvious one. If you employ people in twelve countries, a single platform with one contract, one invoice and one dashboard is worth real money in reduced administrative load, and we cover Indonesia only, which is a gap we have no plans to close.
Their software is better than ours, because they are software companies and we are not. Self-serve onboarding, HRIS integrations, expense handling, contractor management and conversion tooling all exist and work. Deel's contractor management in particular is priced aggressively, and if your model is contractor-heavy with a few employees the total cost picture can favour them even in Indonesia.
Scale also brings a kind of balance-sheet comfort with it. A large platform carries more capital behind its compliance guarantees than a Jakarta boutique does, and for some procurement functions that matters more than anything else on this page.
Where an in-country specialist is better
Presence in the room is the first thing. Verifying credentials against original documents, witnessing a contract signing, and attending a mediation if a termination escalates all require somebody physically in Indonesia. Ask any provider where the people handling your account actually sit, and ask specifically who attends a hearing at the industrial relations court.
Advisory depth on a single jurisdiction is the second advantage. Indonesian employment law changed materially with the Job Creation Law and its implementing regulations, the pension wage ceiling moves every March, and the severance multiplier depends on which ground you rely on. A platform covering 150 countries is necessarily maintaining breadth across all of them, while we maintain one country and have done so for ten years.
The recruitment question is the third, and it separates us from most of the market, because Deel and Remote both sell talent sourcing alongside employment. A provider paid per placement earns a fee whenever your engineer changes job, and if the same provider also runs your payroll it knows precisely what everybody earns and when each contract renews. We decline recruitment work entirely and take no referral fees, for the reasons set out in our guide on why we do not recruit.
Two things to check on any quote
Ask whether the platform fee is the whole fee. Published research on Deel describes a one-month gross salary deposit per employee, returned thirty days after offboarding, which for a team of ten at meaningful salaries locks up a substantial sum before the first payroll runs. Currency conversion carries a markup above the mid-market rate wherever your funding currency differs from rupiah, and that markup is rarely itemised. Neither of those is hidden exactly, and neither shows up in a headline comparison.
Then check the Indonesian figures in whatever comparison you are reading, including this one. We looked at several published EOR roundups while writing this and found one stating that a PT PMA requires minimum paid-up capital of IDR 10 billion, described as roughly 200,000 US dollars. Both halves are wrong: BKPM Regulation No. 5 of 2025 reduced paid-up capital to 2,500,000,000, and 10 billion rupiah converts to around 558,000 dollars at current rates, not 200,000. If a roundup cannot get the headline capital figure right, treat its cost modelling with the same suspicion.
Every price above is a published list price as at July 2026, taken from the vendors' own pricing pages and from third-party analyses. Pricing in this market changes often and is frequently negotiated below list. Verify against the vendor directly before you decide anything, and ask for the Indonesia-specific quote instead of accepting the headline.
How we would decide in your position
Choose a global platform if you employ across several countries, if your team skews contractor-heavy, if you need self-serve software and deep integrations, or if you are hiring a handful of very senior people above the crossover.
Choose an in-country specialist if Indonesia is your only market or clearly your main one, if your salaries sit below roughly 526,000,000 net where the percentage costs less, if you want somebody local attending to verification and disputes, or if you want an employment provider with no financial interest in your team moving.
Our cost tables show our fee inside the fully loaded figure across twelve salary bands, with every statutory rate cited. Send us the roles and we will quote them, and if the numbers favour somebody else we will tell you plainly.
