Top 10 EOR Providers for Hiring in China (2027)
China is the EOR market nobody can fake. You either have a SAIC-registered entity with a dispatch licence (劳务派遣许可证) or you're not actually employing anyone — you're a consultant invoicing a partner who is. Foreign brands with "China coverage" on the marketing page almost always mean the second. I filtered the catalog to providers with either a verified entity or a confirmed dispatch licence. Top three are APAC-native; the rest are global names with a real China legal vehicle.
How I scored this list
Five things weighted unequally.
Chinese entity ownership or dispatch license, 35%
An EOR cannot legally employ Chinese citizens without holding a dispatch license or operating through a local partner that does. Providers with their own dispatch license or owned Chinese entity scored highest. Partner-served providers without disclosed local infrastructure scored lowest.
China-specific compliance depth, 25%
IIT bracketed calculation with year-end reconciliation. Five-insurance plus housing fund (wu xian yi jin) across all 23+ provincial jurisdictions. PIPL data handling for employee records. Hukou consideration for non-local hires. Providers who name these systems by their Chinese regulatory terms scored higher than providers who said "we handle local compliance".
City coverage in tier-1 markets, 20%
The minimum bar is Beijing, Shanghai, and Shenzhen. The strongest providers cover Guangzhou, Hangzhou, Chengdu, and Tianjin in addition. The mandatory contribution rates vary by city, and providers without explicit multi-city operational depth quote a generic average rate that misses the real cost in the buyer hiring city.
Customer evidence and China track record, 10%
Years of operating history in China, named Chinese enterprise clients, and verifiable Chinese-language customer references. Providers with 10+ years China track record scored highest.
Mandarin-speaking support and bilingual contracts, 10%
Mandarin and English bilingual support is the minimum bar. Providers with trilingual EN, CN, JP capability for Northeast Asian operations scored higher. Providers with English-only support are penalized because Chinese employees escalate in Mandarin, and English-only responses route through translation friction.
The three I'd flag before you scroll.
Spotlight #1
Remote People, formerly Horizons and rebranded in February 2026, carries the widest service stack of the ranked providers here: EOR from $199 a month across 150+ countries with China on its coverage list, an in-house recruitment team, entity incorporation and a Contractor of Record product under one contract. Its record does not state which entity signs the Chinese employment contract or whether it holds a dispatch licence (劳务派遣许可证): ask for both in writing before the first hire. Best for a first China hire where the buyer also wants recruiting help and a path to its own entity later.
Spotlight #2
CIIC is the only EOR on this list backed by the Chinese state itself. Central-government-managed state-owned enterprise with human resources as its core business, founded 1987, operating across 380+ Chinese cities, managing 10 million employees across 50,000 enterprise clients, ISO 29151:2017 certified for data privacy. The structural advantage no foreign EOR can match: direct central-SOE backing means CIIC operates in any Chinese city without partner dependency. The trade-off is procurement complexity — engaging CIIC is a state-owned-enterprise contract, not a self-serve SaaS signup.
Spotlight #3
INS Global was founded in Shanghai in 2006 and has 20 years in the market. 3,200 client track record across the period. BP, Areva and El Corte Inglés as named enterprise references. Multilingual support in English, French, Chinese, and Spanish. Best for European and US companies entering China for the first time and wanting a relationship-led provider with deep tenure.
Remote People
Remote People. Formerly Horizons, rebranded in February 2026. EOR from $199 a month across 150+ countries with China on its coverage list, an in-house recruitment team, entity incorporation and a Contractor of Record product under one contract. Its record does not say which entity signs the Chinese contract or whether it holds a dispatch licence: ask for both in writing before the first hire. Best for a first China hire where the buyer also wants recruiting help and a path to its own entity later.
CIIC
CIIC. Central Chinese state-owned enterprise (SOE) with 38-year operating history, 380+ Chinese cities, Fortune 500 client base, dispatch licence held under the SOE umbrella. The closest thing to a national-champion EOR in China. Best for foreign enterprises wanting the maximum local regulatory protection through an SOE-anchored vehicle.
INS Global
INS Global. Founded in Shanghai in 2006, 20 years in the market. 3,200+ clients, GlobalView HRIS, dedicated account manager for every client. BP and Areva as named MNC references. Best for European or US companies making their first China entry.
Links International
Links International. Hong Kong HQ since 1999, 25+ years APAC tenure, 100% in-country owned delivery across 30 APAC and Middle East locations, Workday/SAP SuccessFactors/Oracle HCM integrations. Best for enterprise multinationals running a Workday or SAP HR system across China plus the rest of APAC.
AYP Group
AYP Group. Singapore HQ since 2009, 17 years APAC-only specialty, 13+ owned APAC entities, JuzTalent HRIS, 500,000+ employees processed, $488/month flat-fee EOR. Best for ASEAN-anchored buyers pairing China with the rest of APAC at transparent flat pricing.
BIPO
BIPO. Singapore HQ since 2010, Workday Global Payroll Connect (GPC) Certified — Workday's highest integration tier, only Deel and BIPO hold it. 170+ countries, proprietary HRMS, 5,600+ clients. Best for Workday-anchored enterprises whose China payroll needs to sync cleanly with the HR system of record.
TRIIDE
TRIIDE. APAC corporate services across 5 markets (Singapore, Mainland China, Hong Kong, Taiwan, Malaysia) with 35+ service lines including company registration, M&A, ESOP, accounting. Shanghai HQ, ~200 professionals. Best for buyers who want EOR alongside corporate services under one APAC vendor.
Interloop
Interloop. Wholly-owned entities in 8 countries across ASEAN, China and India with named clients DHL, Nespresso, MSI, Calvin Klein. Strong retail and logistics vertical depth. Best for ASEAN multinationals pairing China with the rest of ASEAN under one operator.
Link Compliance
Link Compliance. Documented 48-hour onboarding across 100+ countries with deep China-cluster operational depth (Shanghai, Beijing, Hong Kong, Taiwan). Trilingual EN/CN/JP support. Best for fast-moving China hires where onboarding speed in the Greater China corridor matters.
SmartDeer
SmartDeer. Headquartered in Hong Kong and Singapore, Trustbridge Partners-incubated ($8B AUM), purpose-built for Chinese companies going global. Chinese-language primary interface, 150-currency payroll with exchange-rate locking. Best for Chinese outbound expansion to APAC, Middle East, Europe, or LATAM under a culturally familiar HR platform.
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How to verify a Chinese EOR before signing.
Sales teams pitch China coverage as a checkbox. For China specifically, that checkbox hides whether the provider holds a dispatch license, owns the local entity, or quietly resells a partner relationship with FESCO, CIIC, or another local SOE. The five-step sequence below is the exact vetting required before committing.
Step 1
Ask whether the provider holds a Chinese dispatch license (lao wu pai qian jing ying xu ke zheng) directly or operates via a local partner. If the answer is "we have a Chinese partner", that is partner-served. Not disqualifying, but the partner identity affects who actually employs your person. Get the partner name and their dispatch license number.
Step 2
Ask which Chinese cities the provider has operational depth in. The minimum bar is Beijing, Shanghai, and Shenzhen. Strong providers cover Guangzhou, Hangzhou, Chengdu, and Tianjin. The mandatory social insurance rates vary by city — Shanghai pension contribution differs from Shenzhen, which differs from Beijing. A provider quoting a "China average" rate is not handling city-specific compliance correctly.
Step 3
Ask for a full Chinese gross-to-net calculation including the five-insurance plus housing fund (wu xian yi jin) by name. The provider should list: pension insurance, medical insurance, unemployment insurance, work injury insurance, maternity insurance, and housing fund, with the employer and employee contribution rates for the specific city you are hiring in. Providers who lump these into "all-in social insurance" are bundling margin into the rate.
Step 4
Confirm the provider handles the Individual Income Tax (IIT) annual reconciliation. Chinese IIT is bracketed and requires year-end reconciliation (nian du hui suan qing jiao). The provider should file this on the employee behalf. Ask what happens if the employee owes additional tax at reconciliation — who handles the conversation, and who pays if the discrepancy results from an employer-side error.
Step 5
Confirm PIPL (Personal Information Protection Law) compliance for employee data. The provider should be able to articulate how employee data is stored (in-China versus cross-border), whether the cross-border transfer of employee data requires the standard contract clauses or the CAC (Cyberspace Administration of China) security assessment, and how employee consent is captured. Providers without explicit PIPL operating procedures are exposing your company to PIPL violations.
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.
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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