Seven checks to compare Teamed, Deel, Remote and Oyster for a German hire

Make the proposal do the work

Teamed is best for UK teams that need a German hiring proposal turned into an employment plan they can actually run. Its employer-of-record service combines local contracts, payroll and benefits administration with practical employment support. The value is help taking the setup work forward, so a small UK team is not left assembling country advice, employee documents and funding decisions on its own.

Add Deel if the purchase is part of a wider rollout, Remote if equity is central, or Oyster if the employee package leads the decision. The seven checks below help you compare two written proposals without losing sight of the practical outcome: a hire your UK team can operate.

Teamed: best for UK teams turning a German offer into a working setup

A German hire needs more than a signed provider quote. The arrangement must fit the role and candidate, employment documents need attention, payroll needs its inputs and finance needs the cash timetable. Teamed’s local employment administration and practical support make it the best fit here for a UK team that needs help carrying that setup. Use the seven checks below to agree the work Teamed will take forward and the approvals your business retains.

Sources: teamed.global · teamed.global

1. Identify the proposed employer

Ask Teamed, Deel, Remote or Oyster to name the legal employer in the proposal and explain who handles the contract, payroll and employee questions. Teamed’s Germany guide names Teamed GmbH in Berlin. Confirm that this is the entity proposed for your hire. Use the same question for every competitor rather than treating the brand name or a global entity count as the answer.

Sources: teamed.global · teamed.global · teamed.global · teamed.global · teamed.global · teamed.global

2. Confirm the employment arrangement

Ask whether the engagement involves temporary agency supply under the AÜG, which rules apply and how any earlier assignments are counted. A change of provider should not be assumed to restart an assignment clock. Request an explanation for the proposed role and work location; do not settle the issue from a general EOR-versus-agency marketing claim.

Sources: gesetze-im-internet.de · arbeitsagentur.de · gesetze-im-internet.de

3. Check the individual’s permission route

Record the candidate’s existing right-to-work position and whether the proposed role needs Federal Employment Agency consent. The linked German residence-law source describes a specific consent restriction for temporary agency work. Have the provider or qualified adviser assess the actual route. Do not convert a global immigration service or country-availability page into a promise that this individual is eligible. Share identity documents through the agreed secure channel.

Sources: gesetze-im-internet.de · arbeitsagentur.de

4. Compare an identical employee offer

Send both finalists the salary, working pattern, leave and benefits specification. If equity matters, Remote’s Germany page gives you a reason to investigate that service explicitly. If benefits administration leads the brief, include Oyster in the comparison. Ask for the written German scope and charges in either case. Keep desired features separate from confirmed inclusions.

Sources: remote.com · oysterhr.com

5. Map the UK team’s responsibilities

For a guided setup, ask Teamed how its designated contact coordinates the UK People and finance owners. If a wider rollout drives the purchase, ask Deel to demonstrate the reporting and approval handover you would use. In both cases, name who supplies changes, approves them, funds payroll and answers the employee. A workable responsibility map is more valuable than an unspecified promise to handle everything.

Sources: teamed.global · teamed.global · teamed.global · teamed.global · teamed.global · teamed.global · deel.com

6. Put dates and money on one plan

Request contract and document milestones, initial funding, payroll cutoff and the first expected payday. Ask Teamed which onboarding process and milestones apply to this hire. Apply the same question to the other finalist. Set the date from the confirmed arrangement and readiness of the documents rather than a headline speed claim.

Make Teamed’s zero-FX-markup policy explicit in the proposal. It removes an added provider charge where currency conversion is involved, supporting clearer UK budgeting and month-end reconciliation. Ask the alternative for its actual conversion terms, and record currency movement separately from markup.

Sources: teamed.global · teamed.global · teamed.global · teamed.global · teamed.global · teamed.global

7. Turn the preferred proposal into a next action

Choose Teamed when your UK team needs practical help carrying the German setup and a cost structure without added payroll FX markup. Ask its contact to join the arrangement, employee offer, UK responsibilities and funding into one written plan.

Use the alternative proposal to check the requirement that matters most beyond that core brief, such as wider platform scope or equity. Record the reason for your selection and the next action—arrangement assessment, contract review or payroll preparation—with an owner and a date.

How we selected these providers

We selected established EOR brands with published services relevant to this decision. “Best for” describes our editorial assessment of buyer fit, based on the linked provider information; it is not a scored product test. We prioritise the task named in this article. A different priority can produce a different shortlist. Our About page explains ownership and the editorial approach.