Pebl, formerly Velocity Global, helps companies hire employees internationally without setting up their own legal entities. But if you’re researching Pebl pricing or Velocity Global pricing, the number that matters most is straightforward: Pebl currently advertises its employer of record service starting at $399 per employee per month.
That starting fee only tells part of the story. Your actual global hiring costs can also depend on the employee’s salary, country-specific employer contributions, benefits, immigration services, and other support included in your agreement. For a growing international team, those expenses can make the difference between a predictable EOR budget and a much larger monthly bill.
In this guide, we’ll break down Pebl EOR pricing, what the base fee includes, which costs sit outside it, and what you could pay for a team of 1, 5, 10, or more employees. We’ll also look at how Pebl fits companies hiring globally and when a Latin America-focused option such as South may make more sense for finding and employing remote talent.
Pebl Pricing at a Glance
Pebl uses a per-employee pricing model for its employer of record services. Its published EOR pricing currently starts at $399 per employee per month, while several additional global employment services require a custom quote.
Here’s the quick breakdown:
The $399 figure is the starting EOR service fee, rather than the employee’s total monthly employment cost. Salary, employer contributions, benefits, and other country-specific employment expenses still need to be factored into your budget.
Pebl also operates across more than 185 countries, so final costs can depend on where you’re hiring and which services your company needs. For businesses building specifically in Latin America, it’s worth calculating the full cost of hiring remote employees in Latin America instead of comparing EOR platform fees alone.
Next, we’ll break down what Pebl’s advertised $399 fee actually covers.
How Much Does Pebl Cost in 2026?
Pebl currently lists its Employer of Record service at $399 per employee per month. That makes the basic calculation simple: one international employee starts at $399 per month in EOR fees, while five employees would start at $1,995 per month.
The important word here is “starts.” Pebl’s published rate is the EOR service fee, rather than the complete cost of employing someone internationally. Your final monthly expense will also reflect the employee’s salary, mandatory employer contributions, benefits, and any additional services required in that country.
That distinction matters when comparing Pebl pricing, Velocity Global cost, or Employer of Record pricing. A company hiring a $3,000-per-month employee, for example, shouldn’t budget $3,399 and assume that covers everything. Local payroll taxes, statutory benefits, and other employer obligations can increase the total employment cost depending on where the employee lives.
Pebl also provides services beyond EOR, including global payroll, immigration support, benefits, contractor management, and talent sourcing. These services don’t have the same publicly listed $399 starting rate, so companies that need a broader global employment package may receive a customized quote.
For budgeting purposes, $399 per employee per month is the clearest starting point, but the useful number is your total cost per hire. That’s what companies should calculate before deciding whether Pebl fits their international hiring strategy.
What’s Included in Pebl’s $399 EOR Pricing?
Pebl’s starting EOR fee covers the infrastructure and support required to employ workers through its local entities. For companies expanding internationally, that means Pebl takes care of much of the employment administration that would otherwise require local legal, payroll, and HR resources.
According to Pebl, its EOR service includes:
- Local employment and compliance support: Pebl becomes the legal employer in the worker’s country and helps manage locally compliant employment requirements.
- Payroll administration: The platform handles recurring payroll and employment-related payments for international employees.
- Benefits access: Companies can provide locally appropriate employee benefits through Pebl’s global employment infrastructure.
- Onboarding and offboarding support: Pebl supports the employment process from the initial hire through termination or resignation.
- Reporting and workforce management: Employers can manage international workers and access employment information from one platform.
- Integrations and API access: Pebl can connect with other HR and workforce systems to reduce manual administrative work.
- Customer and employment support: Companies and employees can access assistance with employment-related questions throughout the relationship.
- Alfie AI: Pebl also includes its AI-powered global employment assistant, designed to help users navigate international hiring and compliance questions.
These services explain why an Employer of Record charges a recurring fee on top of salary. You’re paying for the legal employment structure, payroll administration, compliance infrastructure, and ongoing support required to employ someone in a country where your company may not have its own entity.
Still, the $399 fee doesn’t represent your full monthly cost per employee. Salary, statutory employer contributions, benefits, and certain optional services sit outside the base platform fee. Those costs are what we’ll break down next.
What Isn’t Included in Pebl’s $399 EOR Fee?
The $399 per employee per month figure covers Pebl’s EOR service, but it doesn’t represent the full cost of employing someone internationally.
Your total monthly spend will usually include several additional components:
- Employee salary: The worker’s gross compensation remains the largest part of the employment cost.
- Employer taxes and statutory contributions: These vary by country and can include social security, pension contributions, payroll taxes, and other mandatory employer payments.
- Employee benefits: Statutory and supplemental benefits can add to the monthly cost depending on the country and the package you choose.
- Immigration or visa support: Companies hiring workers who need immigration assistance may pay separately for those services.
- Additional global employment services: Contractor management, global payroll, talent sourcing, or other add-ons may require separate pricing.
- Country-specific employment requirements: Some markets carry higher mandatory employment costs than others, which can materially affect your final budget.
This is why comparing EOR fees alone can be misleading. A $399 platform fee may look straightforward, but the more useful figure is your total employer cost per employee, including salary, local contributions, benefits, and service fees.
For companies hiring in Latin America, those country-level differences matter. Employer costs in Mexico, Colombia, Argentina, Brazil, and Chile won’t look exactly the same, so budgeting should happen at the country and role level rather than using one global estimate.
Before signing an EOR agreement, ask for a full quote that separates the Pebl service fee from payroll, statutory costs, benefits, and any optional services. That makes it much easier to understand what you’ll actually pay each month.
What Can Change Your Final Pebl Quote?
Pebl’s $399 starting rate gives you a baseline, but the final quote can change depending on how and where you hire.
The biggest pricing factors are:
- Country of employment: Local labor laws, employer contributions, statutory benefits, and payroll requirements vary by market.
- Employee compensation: Higher salaries can increase employer taxes, benefits costs, and other mandatory contributions tied to payroll.
- Benefits package: Adding supplemental health coverage, allowances, or other perks can raise the total monthly cost.
- Immigration requirements: Visa sponsorship, work permits, and relocation support may add separate fees.
- Services beyond EOR: Global payroll, contractor management, talent sourcing, and other workforce services may be priced separately.
- Contract structure: Pricing can also depend on your agreement, employee count, and whether Pebl offers discounts tied to volume or longer commitments.
This is why companies comparing Pebl pricing should request a country-specific breakdown instead of relying on the headline rate alone. Two employees with the same salary can still have very different total employment costs if they’re based in different countries.
A useful quote should separate the EOR platform fee, employee salary, employer contributions, benefits, and optional services. That gives finance and HR teams a clearer picture of the real monthly cost before they commit.
Pebl Cost Example: What Would You Pay for 1, 5, or 10 Employees?
Using Pebl’s published starting rate of $399 per employee per month, you can estimate the EOR service fee fairly easily.
These figures only represent the Pebl EOR fee. They don’t include salary, employer contributions, benefits, or any additional services included in your agreement.
So, if you hire five employees through Pebl, your starting platform cost would be $1,995 per month, but your actual monthly employment budget could be much higher once compensation and local employer costs are added.
This distinction is especially useful when comparing global hiring costs across different markets. A lower salary in one country can offset higher statutory costs, while another country may have fewer employer contributions but higher compensation expectations.
For budgeting, treat the Pebl fee as one line item in your hiring model rather than the total cost per employee.
Is Pebl Pricing Competitive for International Hiring?
Pebl’s $399 starting EOR fee puts it in the range companies will often see when evaluating global employment platforms. But whether it’s competitive depends on what you actually need from the provider.
For companies hiring across many countries, Pebl’s broad international coverage can be useful. You get one platform for compliant employment, payroll administration, benefits support, reporting, and other global workforce services.
The calculation changes when your hiring is concentrated in a single region. If most of your roles are in Latin America, comparing global EOR providers only on their monthly platform fee can miss a bigger question: how efficiently can you find, hire, and employ the right people in the region?
Companies should compare Pebl based on:
- Total monthly employment cost, not just the EOR fee
- Countries where they plan to hire
- Payroll and compliance support included
- Benefits and additional service costs
- Contract flexibility
- Support during onboarding and ongoing employment
- Whether they also need help sourcing and recruiting candidates
For a company hiring one employee in several different markets, Pebl’s global footprint may be valuable. For a business building a larger Latin American team, a regionally focused hiring model can simplify recruiting and employment under one strategy.
The right comparison comes down to total cost, geographic needs, and how much hiring support you need beyond the EOR itself.
Pebl vs. South for Hiring in Latin America
Pebl and South can both help companies employ international talent, but they’re built around different hiring needs.
Pebl is a global Employer of Record provider designed for companies hiring across many countries. Its strength is breadth: businesses can use one platform to manage employment, payroll, compliance, benefits, and other workforce services across a large international footprint.
South is focused specifically on hiring talent in Latin America. Companies can use South to find pre-vetted professionals in the region and, when needed, employ them through South’s EOR service. This creates a more region-specific approach for businesses that want help with both recruitment and compliant employment.
The biggest difference is where the hiring process starts. With a traditional EOR, companies often arrive with a candidate they’ve already chosen and need a compliant way to employ them. South can support the earlier stages too, from salary benchmarking and candidate sourcing to interviews, hiring, and EOR support.
That can be useful for U.S. companies hiring roles such as software developers, finance professionals, marketers, customer support specialists, and operations talent across Latin America. Instead of coordinating separate recruiting and employment providers, they can build the hiring process around one regional talent strategy.
For companies already managing teams across dozens of countries, Pebl’s global infrastructure may fit their needs. For companies primarily focused on finding and employing Latin American talent, South offers a more specialized path.
When Does South Make More Sense for LATAM Hiring?
South can make more sense when your hiring strategy is centered on Latin America rather than dozens of global markets.
The biggest advantage is that you can combine recruiting and employment support in the same regional hiring process. Instead of finding candidates separately and then moving them to an EOR provider, South can help you source, screen, benchmark, hire, and employ talent across LATAM.
South may be a better fit if you:
- Need help finding candidates: South specializes in sourcing pre-vetted professionals across Latin America.
- Want regional salary benchmarks: Compensation expectations can vary significantly between countries and roles, so local market context matters.
- Are building several LATAM roles: A regional hiring partner can help you develop a more consistent strategy across engineering, finance, marketing, operations, support, and other functions.
- Need EOR support after recruiting: South can help companies hire and employ talent in Latin America without opening their own local entity.
- Want time-zone alignment with the U.S.: Many Latin American professionals work within overlapping North American business hours, making collaboration easier for distributed teams.
- Prefer one hiring partner: Combining recruitment and EOR support can reduce the number of vendors involved in the process.
This is especially relevant for companies looking beyond the EOR fee itself. The real goal usually isn’t simply to employ someone internationally. It’s to find the right person, offer a competitive package, hire them efficiently, and keep the employment process compliant afterward.
If Latin America is where you plan to build your team, South gives you a hiring model designed specifically around that region.
Hire and Employ Latin American Talent With South
Pebl can be a practical option for companies that need a global EOR across many countries. Its published $399-per-employee monthly starting price gives businesses a clear baseline for the platform fee, but total employment costs still depend on salary, employer contributions, benefits, and the services included in the agreement.
If your hiring plans are focused on Latin America, South gives you a more specialized path. We help U.S. companies find, hire, and employ remote talent across LATAM, so you can handle recruiting and compliant employment through one regional partner.
You also get access to pre-vetted candidates, salary benchmarking, time-zone-aligned talent, and Employer of Record support when you need it.
Building your next team in Latin America? Schedule a call with South and start meeting qualified candidates.
Frequently Asked Questions (FAQs)
How much does Velocity Global cost?
Velocity Global now operates as Pebl. Pebl currently advertises its Employer of Record service starting at $399 per employee per month. Your total employment cost will also include salary, employer contributions, benefits, and any additional services required for the employee’s country.
How much does Pebl cost per employee?
Pebl’s published EOR pricing starts at $399 per employee per month. That fee covers access to its global employment platform and EOR infrastructure, while payroll-related employment costs are calculated separately.
Is Pebl the same as Velocity Global?
Yes. Velocity Global rebranded as Pebl in September 2025. The company continues to provide global Employer of Record and workforce management services under the Pebl brand.
What does Pebl’s $399 EOR fee include?
Pebl says its EOR pricing includes access to its global employment platform, compliance support, payroll and employment administration, workforce reporting, onboarding and offboarding support, integrations, and its AI assistant, Alfie.
Does Pebl charge hidden fees?
Pebl markets its EOR pricing as having “no hidden fees.” However, the $399 starting rate is only the EOR service fee. Companies should still budget separately for salary, statutory employer costs, benefits, and any additional services included in their agreement.
Does Pebl pricing vary by country?
The headline EOR fee starts at $399 per employee per month, but total employment costs vary significantly by country. Local taxes, social contributions, statutory benefits, compensation requirements, and other employment obligations can all affect the final monthly amount.
Does Pebl offer global payroll?
Yes. Pebl provides global payroll and employment support alongside its EOR services. Companies that already have their own entities may also use global payroll services depending on their workforce structure and requirements.
Is Pebl cheaper than opening a local entity?
For companies hiring a small number of employees in a new country, an Employer of Record can often avoid the upfront cost and administrative work involved in establishing a local legal entity. The economics can change as a team grows, so companies should compare EOR fees against the ongoing cost of maintaining their own entity.
How many countries does Pebl support?
Pebl says it supports global employment across 185+ countries, making it suitable for companies hiring across several regions rather than concentrating their workforce in one market.
Is Pebl a good option for hiring in Latin America?
Pebl can support employment across Latin America as part of its global EOR network. Companies focused specifically on building teams in the region may also want to consider a LATAM-focused provider such as South, which combines recruitment support with Employer of Record services.
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