Top 10 EOR Providers for Hiring in Indonesia (2027)
Indonesia's structural test is the entity. A foreign-owned PT PMA needs IDR 10 billion in paid-up capital, so most global EORs run the country through a local partner and say so only when asked. The question I put to each one: whose NIB and whose BPJS employer number is on the payslip? The ranking reads what each of the ten publishes about its employing entity; the NIB, the AHU deed and a sample contract showing THR and PKWT handling are what you ask for. Specialists lead the list.
How I scored this list
Five things weighted unequally.
Employing entity on the public record, 35%
A Business Identification Number (NIB) in the OSS system and an SK Kemenkumham deed in the AHU register, in the same name as the one on the employment contract. Partner-model providers scored lower unless they name the partner in writing.
Indonesian statutory depth, 25%
BPJS Ketenagakerjaan and BPJS Kesehatan registration and monthly filing, PPh 21 withholding under the TER tables, THR paid before Eid, PKWT term tracking with compensation pay, provincial minimum wage updates every January.
Immigration and market-entry capability, 15%
RPTKA approval and KITAS handling for foreign hires, and PT PMA set-up when the client later wants its own entity.
Local scale and tenure, 15%
Years operating in Indonesia, a Jakarta team, named Indonesian clients.
Pricing transparency, 10%
A published per-employee fee, and clarity on whether BPJS contributions and THR are passed through at cost or marked up.
The three I'd flag before you scroll.
Spotlight #1
Permitindo is the only Indonesia-only firm in the ranking: 15+ years, 1,500+ clients, a Jakarta CBD office and one team covering EOR, PT PMA registration, OSS licensing, KITAS and RPTKA immigration and BPJS payroll. It publishes fees for its corporate services; the EOR per-employee rate still needs a quote. Trilingual EN/ID/CN.
Spotlight #2
Multiplier is the best-value global option for Indonesia. 150+ owned entities, a flat $459 per employee per month on annual billing or $499 monthly, $0 setup, and an APAC heritage from its Singapore headquarters. ESOP administration is included, which matters for the tech teams that hire here.
Spotlight #3
AYP Group names Indonesia among the 14+ Asian markets where it says it owns the legal entity. Singapore-headquartered since 2009, EOR from $488 per month with no minimum headcount, payroll from $28, JuzTalent HRIS included. Its own guidance flags Indonesia as one of the two most complex ASEAN markets, which is the right attitude.
Permitindo
Permitindo. Indonesia-only specialist, 15+ years, 1,500+ clients, Jakarta CBD office, EOR plus PT PMA registration, OSS licensing and KITAS immigration under one roof. Best for first-time entrants who want one Jakarta partner from first hire to own entity.
Multiplier
Multiplier. Singapore-headquartered, 150+ owned entities, flat $459 per month on annual billing, $0 setup, ESOP administration included. Best for mid-market buyers adding Indonesia to an APAC programme at a predictable flat fee.
AYP Group
AYP Group. APAC specialist since 2009, says it owns the entity in 14+ Asian markets including Indonesia, EOR from $488 per month with no minimum headcount, JuzTalent HRIS included. Best for companies building an Asia-only team with Indonesia as one of several markets.
Deel
Deel. Market leader, 35,000+ companies, owned entities in 100+ markets, $599 per month with setup fees from $0 to $1,000. Best for global teams that want Indonesia inside one platform alongside contractors and the rest of their headcount.
Remote
Remote. 100% owned-entity model, ranked #1 for EOR compliance on G2, $599 per month on annual billing, $0 setup and termination fees, strongest IP framework in the market. Best for compliance-first buyers hiring Indonesian engineers where IP assignment matters.
GotPaid (Great Pyramid)
GotPaid (Great Pyramid). Malaysia-rooted ASEAN EOR covering Indonesia alongside Malaysia, Singapore, Thailand and Vietnam, 450+ clients since 2008, in-country partner to Remofirst. Best for buyers running a Malaysia-led ASEAN team who want one regional desk.
Omni HR
Omni HR. APAC-native HRIS and payroll platform with native Indonesia payroll, HRIS from $3 per employee and EOR support from $249, Asia-only. Best for APAC-headquartered companies with 50–800 staff who want payroll and HRIS in one system before EOR.
RecruitGo
RecruitGo. Dubai-headquartered emerging-market EOR covering Indonesia, claims direct local entities, Remote Hub offices with company equipment, pricing below $500 per month according to a G2 reviewer. Best for offshore teams that want a physical workspace in Indonesia.
Links International
Links International. Hong Kong APAC specialist since 1999, 100% owned in-country delivery across 30 locations, EOR from $300 per month, certified Workday, SAP SuccessFactors and Oracle integrations. Best for enterprise APAC payroll programmes that run on Workday.
G-P (Globalization Partners)
G-P (Globalization Partners). EOR pioneer since 2012, direct-entity ownership claimed across 180+ countries, in-house legal, ISO and SOC 2, from $599 per month. Best for enterprise buyers adding Indonesia to a multi-country programme with one compliance standard.
Ranked here? Show it.
Every provider on this list can post its badge. Free, no form: copy the code and paste it on your site. The link back to this list is the only condition, and the badge follows the ranking when it is refreshed.
The badge links to the ranking it refers to, is not altered, and comes down if the provider leaves the list.
How to verify an Indonesian EOR before signing.
Five tests to verify an Indonesian EOR provider before signing.
Step 1
Ask for the legal name of the Indonesian entity that will employ your staff and its Business Identification Number (NIB). Check it in the OSS system (oss.go.id) and ask for the SK Kemenkumham, the Ministry of Law decree that puts the company in the AHU register (ahu.go.id). A provider that answers "our local partner" without naming it has told you the entity is not theirs.
Step 2
Ask for the BPJS Ketenagakerjaan and BPJS Kesehatan employer registration numbers and the WLKP filing with the Ministry of Manpower. Every employee must be enrolled with both BPJS from the first month. Ask for a redacted payslip showing the JKK, JKM, JHT, JP and health lines on the employer and the employee side.
Step 3
Ask whether the entity holds a business licence for labour outsourcing (perusahaan alih daya) under GR 35/2021. An EOR places its employees with your company, which Indonesian law treats as outsourcing. A provider that has never heard of the licence is relying on an interpretation you will carry.
Step 4
Ask for a sample bilingual contract and the PKWT plan. Contracts with Indonesian employees need an Indonesian-language version. Fixed-term PKWT contracts are capped at five years in total and owe compensation pay at each term end. A provider that proposes rolling fixed terms without compensation, or probation beyond three months, is not following the Job Creation Law.
Step 5
Get a gross-to-net for one employee at a target salary with every line named: employer BPJS at 10.24–11.74% (JKK 0.24–1.74%, JKM 0.30%, JHT 3.70%, JP 2% up to the cap, health 4% up to IDR 12 million), employee BPJS at 4%, PPh 21 under the TER tables, a THR accrual of one month, the EOR fee and the FX margin on IDR disbursement. Ask how the severance package (UP, UPMK, UPH) would be funded on a termination.
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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