Fronted
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Fronted vs Deel

A Deel alternative where you always know who to call.

Most companies don't leave Deel over features. They leave because they can't reach a person, can't read their costs, or can't get a straight answer when something goes wrong.

With Fronted, you get one dedicated contact, prices you can see before you sign, and a team that knows Nordic employment inside out.

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Hans Nyvold Kjellby and Marius Blaker Høgevold

The short version

Choose Fronted if you want a named person who knows your team, clear pricing without add-ons appearing later, and deep expertise in Scandinavian employment.

Choose Deel if you need the widest possible country list and a large all-in-one HR suite, and you're comfortable working mainly through the platform and support tickets.

Why companies come to us from Deel

We talk to companies switching from Deel every month. The reasons are rarely about software. They're about the relationship.

Support that answers

We hear the same story often. A question about a termination sits for days. Every reply comes from someone new. You explain the same issue again and again. With Fronted, you have one dedicated contact who knows your company, and every employee has their own contact too.

Costs you can understand

On a Deel invoice we reviewed, the exchange rate was about 4% worse than the European Central Bank's rate that day. That's around €190 a month on a single Swedish salary, and it never shows up as a fee. We do it the other way round. If you're invoiced in a different currency than your employee is paid in, we charge 1.5%, and we tell you before you sign.

Payroll you don't have to chase

When something on payroll goes wrong, you need someone who picks it up and fixes it, not a ticket number. Your contact owns the problem until it's solved.

Fronted vs Deel at a glance

Fronted vs Deel at a glance
Feature
Fronted
Deel
EOR fee
Other fees on the invoice
Support model
Statutory benefits
Currency conversion
Deposit
Stock options for EOR employees
Sales roles with commission
Contract terms
Your own entity
Country coverage

Talk to a person, not a queue

At home, you know who to call. With Fronted, you still do. Your dedicated contact knows your company, your employees and your plans. Every person we employ for you also gets their own contact, so they never have to wonder who to ask about pay, leave or a contract question.

Behind your contact is a team you can name. Edona leads Client Success, Tereza leads People Ops, Jørgen heads Sales, and our COO Kurt Alexander was previously Head of Legal.

Our founders are a phone call away

If you want to reach our CEO, Marius, you can call or text him.

Marius Blaker Høgevold

Marius Blaker Høgevold

Co-Founder & CEO

Co-founded Fronted after scaling fully remote, globally distributed teams, and now leads the company's work on compliant international hiring.

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Marius is the CEO and co-founder of Fronted. After scaling Firi as COO and Acting CEO and building new ventures at Circle K Europe, he started Fronted to remove the friction that slows ambitious companies down when they hire across borders: setting bold direction, clearing the barriers, and building systems that scale from day one.

Hans Nyvold Kjellby

Hans Nyvold Kjellby

Co-founder & CCO

Co-founded Fronted to connect ambitious people with ambitious companies regardless of location.

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Hans is a Y Combinator (W18) alum and co-founder of SafetyWing, the insurtech he helped grow from a Norwegian startup into an international leader in health and insurance for remote workers. Along the way he built products like Nomad Insurance and Remote Health, raised $8M at a $42M valuation, and scaled a globally distributed team past 100 people, learning the global-hiring machine inside out: contracts, payroll, benefits, compliance, country after country. With earlier experience spanning law, tech and governance, he kept hitting the same gap, an industry that was opaque, impersonal, and hardest on the smaller companies that needed the most help. He started Fronted to close it.

The people behind your dedicated contact

Jørgen Riiser

Jørgen Riiser

Head of Sales

Portrait of Edona

Edona Selimi

Client Success Lead

Portrait of Tereza

Tereza Malikova

People Operations Lead

Portrait of Lars Smith

Lars Smith

Head of Growth

Portrait of Håvard Dalen

Håvard Dalen

CSO

Portrait of Kurt Aleksander Bakkevig

Kurt Alexander Bakkevig

COO/Head of Legal

Portrait of Antonina Kruhlikova

Antonina Kruhlikova

Chief Talent Officer

What our clients say

  • “Global expansion is a mess, we know that from first hand experience. As a growth company you want to focus on growth and product, not juggling 5 vendors per country just to employ someone. We’re fixing that by being the one-stop-shop, from recruitment to employment and eventually setting up and running legal entities when the timing is right. One partner, with a team that deeply cares about you and understands your needs.”
    Marius Blaker HøgevoldCEO & Co-founder, Fronted

Pricing

Prices you can see before you sign

€390 per employee/month for EOR

One fee per employee for Employer of Record. Contractor of Record is from €250 per month, and recruitment is €6,500 per hire when the hire is employed through Fronted EOR.

Statutory benefits at cost

Benefits required by law are added at cost, with no markup, and the EOR fee stays the same. If you want extra benefits beyond what the law requires, we charge an admin fee, and we tell you before you buy.

Currency, stated upfront

We charge 1.5% only when you're invoiced in a different currency than your employee is paid in. No margin hidden in the exchange rate.

One month deposit

Our deposit is one month. Nothing else appears on the invoice beyond what we've agreed.

Want to know what one person will cost you, and what they'll take home? Try our cost calculator.

Deep in Scandinavia

Deel covers a lot of countries. We go deep in fewer. Nordic employment comes with its own rules, from holiday pay to notice periods, and they differ between Norway, Sweden and Denmark. We build your contracts around them from day one. In Sweden, everyone we employ gets an occupational pension, group life insurance and accident insurance as standard, and you can upgrade to a package that mirrors ITP1.

Built for the way startups actually hire

The things founders and People teams ask us for most.

Sales roles with commission

We're flexible with commission plans and target salaries (OTE), so your sales hires get a contract that fits how they're paid.

Stock options

If your parent company grants stock options to people we employ, we report and tax the benefit through their regular local payroll. The plan stays between your company and your employee, with no extra agreement with us. We confirm the local treatment in each country before the first event.

EOR and contractors with one partner

Many teams have both employees and contractors. Manage them with the same team and the same dedicated contact.

Hire in days, not months

When you're ready, we can employ someone in a new country in a few days.

When you're ready for your own entity, we'll tell you

For many companies, EOR is the right long-term setup. If you outgrow it, we'll say so. Then we set up your own entity and run accounting and payroll for it, so you don't have to build a local team to stay compliant.

We do this in Norway, Sweden, Denmark and the UK today, with Germany, Spain and the Netherlands coming soon.

When Deel might be the better choice

We'd rather tell you now than have you find out later. Deel may suit you better if you need to hire in a large number of countries at once, if you want one broad HR suite covering HRIS, IT equipment and global payroll, or if you prefer to manage everything yourself in a platform rather than through a dedicated contact.

Switching from Deel, step by step

Switching EOR means your employees sign a new contract with us and end their contract with Deel. It's not automatic, but we handle the work and make it as simple as possible.

  1. 1

    Check your Deel contract

    We help you find your notice period and renewal date, so you can plan the move around it.

  2. 2

    Start small if you like

    Many companies move one or two employees first, then the rest.

  3. 3

    We prepare new contracts

    We handle the paperwork, help you explain the change to your employees, and agree start dates with you.

  4. 4

    First payroll with Fronted

    Your contact goes through the first run with you, so nothing comes as a surprise.

Is your Deel contract up for renewal soon? Talk to us.

Questions about switching from Deel

If you hire in Scandinavia or Europe and want a dedicated contact rather than a ticket queue, yes. If you need the broadest country coverage or a full HR suite, Deel may fit better.

Our EOR fee is €390 per employee/month. Deel publishes a starting price of $599 per employee per month. We add statutory benefits at cost, and we tell you about our 1.5% currency conversion fee before you sign.

Yes, 1.5%, and only when you're invoiced in a different currency than your employee is paid in. We tell you upfront. Many providers build their margin into the exchange rate instead. On one Deel invoice we reviewed, that margin was about 4%.

No. Statutory benefits are added at cost. If you want extra benefits beyond what the law requires, we charge an admin fee, and we tell you before you buy.

Yes. Many companies start with one or two employees and move the rest when they're confident.

Yes. When you switch EOR, your employees sign a new employment contract with us and end their contract with Deel. We handle the contracts and paperwork, and we help you explain the change to your team.

Usually ahead of your contract renewal date. Check your notice period with Deel, and talk to us a couple of months before so we can plan the move together.

Yes, one month. It protects your employees' salaries and is common practice among EOR providers.

Yes. We're flexible with commission plans and target salaries (OTE).

Yes. We report and tax equity benefits through the employee's local payroll. Your company keeps the plan and the grant agreement with the employee. We don't give plan, securities or personal tax advice.

Yes. Everyone we employ in Sweden gets an occupational pension, group life insurance and accident insurance as standard. We don't have a collective agreement in Sweden, so ITP1 doesn't apply automatically, but you can upgrade to a package that mirrors it.

What our customers say

  • Prop firm Match logo
    “We made our first hire with Fronted and have since scaled to 60 people in just 18 months. They listen, they find the right people, and they're fast and flexible.”
    Martin JensenMartin JensenCEO & Co-FounderNorway

Tell us what you need

Whether you're moving two employees or twenty, we'll walk you through the switch, the costs and the timing. No pressure, no long contracts.

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