Deel vs Remote vs Oyster: Which EOR Is Cheapest for a 10-Person Team?

For a lean 10-person distributed team, Oyster and Remote typically land cheaper than Deel once you factor in contractor management fees and annual billing discounts, but the gap is often under $150/month per employee — not enough to be the deciding factor on its own. If your team is concentrated in 3-4 countries with straightforward employment law, Remote's flat-rate EOR pricing usually wins on cost. If you're mixing EOR employees with contractors across 8+ countries, Oyster's tiered plans can undercut both. Deel wins when compliance complexity, support responsiveness, or platform integrations matter more than shaving $50-100/month per head — but if your only decision variable is raw cost for exactly 10 people, walk into the comparison expecting a few hundred dollars a month of difference, not thousands.

TL;DR

• Pick Remote if your 10 employees sit in 4 or fewer countries and you can commit to annual billing — its per-employee EOR rate is usually the lowest of the three at scale.
• Pick Oyster if you're blending EOR employees with contractors and want a lower-cost contractor management add-on bundled into the same platform.
• Pick Deel if you need same-day support response, deeper integrations with your existing HRIS, or you're hiring in a country with unusual tax complexity (Deel's legal entity network is the largest).
• Walk away from all three if you're hiring fewer than 5 people total — a specialized regional PEO or direct incorporation may cost less than any global EOR's minimum fees.
• Don't decide on sticker price alone — compare total landed cost including setup fees, contractor conversion fees, and FX markup on payroll runs.
• Get a real quote for your specific countries before committing; published per-employee rates ($399-$699) can shift 20-30% based on jurisdiction.
• Budget for 12+ months upfront if you want the best per-seat rate from any of the three — monthly billing carries a 10-15% premium industry-wide.

Quick comparison table

Deel vs Remote vs Oyster: Which EOR Is Cheapest for a 10-Person Team?

For exactly 10 employees, Remote and Oyster tend to be cheaper than Deel by roughly $50-150 per employee per month, but the actual winner depends entirely on which countries you're hiring in. EOR pricing isn't a flat global rate — it's a base platform fee plus a per-country employment cost that varies with local payroll tax, statutory benefits, and severance liability the EOR is underwriting on your behalf.

Here's the math that HR leads usually skip. If you run 10 employees at Deel's approximate $599/month rate, that's $5,990/month or roughly $71,880/year just in EOR platform fees — before payroll, benefits, or local tax withholding, which the EOR passes through separately. Run the same 10 employees through Remote at an annual-billed rate closer to $499/month, and you're at $4,990/month, or about $59,880/year. That's nearly a $12,000 annual gap for identical headcount, assuming both quotes cover the same countries.

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Oyster complicates this comparison in a useful way: its pricing has historically included lower-cost tiers for certain countries where its local entity costs are lower, meaning your blended rate across 10 employees in, say, Portugal, the Philippines, and Argentina could come in under either competitor. But if two of your ten hires are in higher-cost jurisdictions like Germany or Japan, Oyster's advantage can evaporate because those countries carry higher statutory overhead regardless of which EOR you use.

Why the "cheapest" answer changes by country mix

The real driver of cost isn't the vendor's list price — it's the underlying country. Employer payroll tax in France (roughly 40-45% of gross salary) or Brazil (also in that range) dwarfs the EOR's platform margin. A vendor that's $50/month cheaper on paper can still cost you more overall if its statutory calculation methodology or benefits packaging in a specific country is less efficient.

A worked example

Picture a 10-person team: 4 in Poland, 3 in Mexico, 2 in the Philippines, 1 in the UK. Getting itemized quotes from Deel, Remote, and Oyster for this exact mix — not a generic global average — is the only way to answer "which is cheapest" with confidence. In HROpsLab's experience helping teams model this, the platform fee difference (a few hundred dollars a month) is usually smaller than the variance in how each EOR bundles statutory benefits like private health insurance or pension contributions in Poland.

What to do:

• Request itemized, country-specific quotes from all three vendors for your actual headcount and locations.
• Ask each vendor to break out platform fee vs. statutory/benefits pass-through cost separately.
• Model annual billing vs. monthly billing for each — the discount often exceeds 10%.
• Compare the best EOR services shortlist against your specific country list before signing anything.

How much does an EOR actually cost for 10 employees across 5 countries?

Expect a total landed cost of roughly $6,000-$9,000/month for 10 employees across 5 countries, combining EOR platform fees, statutory benefits, and payroll processing — not just the advertised per-seat rate. The advertised $399-$699/month figure you see on vendor pricing pages is the platform fee only; it does not include the salary itself, employer tax contributions, or local benefits.

Break it down: if your 10 salaries average $60,000/year, that's $600,000/year in gross pay regardless of vendor — the EOR doesn't change what you pay employees. What changes is the markup and administrative fee layered on top. Across Deel, Remote, and Oyster, that markup typically runs $400-$700 per employee per month, or roughly $48,000-$84,000/year combined for a 10-person team, in addition to full compensation costs.

Where the real variance hides

Employer-side statutory costs vary wildly by country and are the same regardless of EOR — this is often misunderstood by buyers comparing vendors. Hiring in France means absorbing roughly 40%+ employer payroll tax no matter who processes it. Hiring in Singapore means a much lighter statutory burden. So when comparing Deel vs Remote vs Oyster costs for a 5-country team, separate two buckets: the vendor's platform fee (negotiable, varies by vendor) and the country's statutory burden (fixed by law, identical regardless of EOR).

A realistic 5-country scenario

Say your 10 people are spread across Spain (2), Canada (2), India (3), Brazil (2), and Australia (1). Spain and Brazil carry heavier statutory overhead; India and Canada are moderate; Australia sits in the middle. Getting a single blended "cost per employee" number from any vendor without seeing the country breakdown is a red flag — a credible EOR quote should itemize each country's employer cost separately, not average it into one figure that hides where the actual expense sits.

Currency and FX matter more than people expect

Several EORs bill in USD but pay employees in local currency, and the FX spread — often 1-3% — adds up on a $600,000/year payroll base. That's $6,000-$18,000/year in FX cost alone, which almost never shows up on the initial pricing page.

Checklist:

• Ask for a country-by-country breakdown, not a blended average.
• Confirm the FX conversion methodology and spread percentage in writing.
• Verify whether statutory benefits (health, pension, severance accrual) are included in the quoted fee or billed separately.
• Model your total 12-month cost, not just the monthly platform fee.

What's included in Deel's EOR pricing that Remote and Oyster charge extra for?

Deel typically bundles background checks, equipment procurement/deprovisioning, and a broader self-service compliance library into its base EOR fee, whereas Remote and Oyster more often charge these as add-ons or offer thinner versions at the same price point. This is where "cheapest" and "best value" start to diverge for a 10-person team.

Deel's platform has invested heavily in adjacent services — equipment leasing for remote workers, a larger in-house legal team per region, and an IP/invention assignment agreement library that covers more jurisdictions out of the box. For a lean HR team without legal counsel on staff, that self-service depth has real value even if the sticker price runs $50-100/month higher per employee.

Remote's stripped-down approach

Remote has generally competed on simplicity and price rather than breadth of bundled features. Its EOR contracts tend to be more standardized and shorter, which some ops leads prefer, but it means fewer bells and whistles are included by default — equipment management and some background check tiers are often separate line items.

Oyster's middle ground

Oyster sits between the two, with contractor management and EOR services more tightly integrated on one platform than either competitor, which matters if a chunk of your 10-person team is 1099/contractor rather than full-time. If 4 of your 10 people are contractors and 6 are EOR employees, Oyster's blended platform fee can end up cheaper than running Deel's EOR product plus a separate contractor tool.

What this means for a 10-person budget

If your team needs background checks in 6 countries, equipment shipped to 3 remote hires, and IP agreements reviewed by local counsel, tallying up Deel's add-on-free base fee against Remote's or Oyster's base-plus-add-ons often closes most of the price gap that looked significant on the initial quote page. This is the single most common reason a "cheaper" EOR ends up costing the same or more once implemented.

What to do:

• Get an itemized feature list for what's bundled vs. billed separately, not just the headline monthly rate.
• Total the cost of add-ons you'll actually use (background checks, equipment, IP agreements) before comparing base fees.
• Ask each vendor for a sample invoice from an existing customer with a similar headcount and country mix.

Is Remote cheaper than Deel for teams under 15 people?

Yes, in most published pricing scenarios Remote comes in at or below Deel's per-employee EOR rate for small teams, particularly when billed annually — but the gap narrows or disappears if you need Deel's higher support tier or specific country coverage Remote doesn't offer. For a sub-15-person team, this is often the most consequential head-to-head comparison because both vendors target this segment aggressively.

Remote has historically marketed itself on transparent, flat pricing with fewer sales-negotiated tiers, which tends to benefit smaller teams that lack use to negotiate enterprise discounts. Deel's pricing, by contrast, is more elastic — larger customers often get meaningfully better rates than the published price, but a 10-15 person team rarely hits the volume threshold where that negotiation power kicks in.

Where Deel closes the gap

Deel's advantage for small teams under 15 isn't price — it's speed and support responsiveness. Multiple HR operators report faster query resolution and dedicated account support even at low headcount, which matters when you have no in-house international employment expertise. If a single compliance mistake (a missed termination notice period in Germany, for example) costs you a five-figure penalty, the $50-100/month you saved with Remote evaporates instantly.

A concrete comparison

Assume both vendors quote you $549/month per employee for 10 employees. Deel's quote often includes faster SLA-backed support (think: sub-24-hour response) while Remote's standard tier may run 48-72 hours unless you upgrade to a premium support add-on, which closes most of the price gap. For a 10-person team without dedicated in-house global mobility or legal expertise, that support tier upgrade is often worth paying for.

The honest answer

Remote is cheaper on paper for most teams under 15 people, especially with annual billing. Whether it's cheaper in practice depends on whether you need the support and compliance depth that justifies Deel's premium — and how much risk tolerance your organization has for handling edge cases yourself.

What to do:

• Compare support SLAs, not just per-seat price, before assuming the cheaper quote wins.
• Ask both vendors what their standard response time is for compliance questions, in writing.
• Price out Remote's premium support tier and compare that total to Deel's standard tier.
• Weigh the cost of a single compliance error against the monthly savings.

How does Oyster's pricing compare for small, distributed teams?

Oyster's pricing is generally competitive with Remote and can undercut Deel for small teams, especially when the team mixes EOR employees with contractors, because Oyster's platform fee for contractor management tends to run lower than either competitor's. For a 10-person team where headcount composition isn't fixed — say, you're testing markets with contractors before converting some to full-time EOR employees — Oyster's flexibility often reduces total platform cost.

Oyster built its product around the idea of a single platform handling both employment types without forcing you into separate contracts or tools. If 6 of your 10 people are EOR employees and 4 are contractors, Oyster typically prices this as one integrated invoice rather than two separate subscriptions, which is where it often beats Deel's combined EOR-plus-contractor-management cost.

The trade-off: entity coverage

Oyster's downside for a 10-person team hiring in less common jurisdictions is entity coverage. While Oyster covers 130+ countries, its own-entity footprint (versus partner-entity arrangements) is smaller than Deel's, which can mean slightly slower onboarding or slightly higher fees in countries where Oyster relies on a local partner rather than its own legal entity. For a team hiring in, say, Vietnam or Kenya, it's worth confirming directly whether Oyster operates there via owned entity or partner network, since partner-network countries sometimes carry a small fee premium.

A realistic scenario

Consider a 10-person marketing agency: 5 EOR employees in Spain, Poland, and Colombia, plus 5 contractors in Argentina, Nigeria, and Indonesia. Running this mix through Deel might require the EOR product for the 5 employees and a separate contractor management subscription for the 5 contractors, each with its own fee structure. Oyster's combined invoice for the same 10 people has historically come in lower in this exact scenario, because the contractor management side doesn't carry the same $40-49/month per-head fee that Deel and Remote often charge separately.

Contract terms worth checking

Oyster's contract terms have generally been described as more flexible on lock-in period than Deel's, with shorter minimum commitment windows in some cases — useful for a 10-person team that isn't certain its headcount or country mix will stay stable for 12+ months.

What to do:

• If your team mixes EOR and contractor roles, request a single blended quote from Oyster rather than comparing EOR-only rates across vendors.
• Confirm which of your target countries Oyster serves via owned entity vs. local partner.
• Ask about minimum contract length and any penalty for early termination or headcount reduction.

What hidden fees should you watch for in EOR contracts?

The most common hidden costs across Deel, Remote, and Oyster are FX conversion spreads, offboarding/termination processing fees, background check add-ons, and minimum contract penalties — none of which typically appear on the headline per-employee pricing page. For a 10-person budget, these can add 10-20% to your expected annual spend if you don't ask about them upfront.

FX and payment processing

Most EORs bill your company in USD but pay local employees in local currency, applying an FX spread that ranges roughly 1-3% depending on the vendor and corridor. On a $600,000 annual payroll base for 10 employees, even a 2% spread is $12,000/year that rarely appears in the sales pitch.

Termination and offboarding fees

Ending an employment relationship through an EOR — whether the employee resigns or you initiate the termination — often triggers a separate processing fee, sometimes $200-500 per termination, plus the statutory severance the EOR is contractually obligated to disburse on your behalf. For a small team, even one or two exits per year can meaningfully affect your total annual cost versus what the marketing page implied.

Minimum commitment penalties

Some contracts include a minimum term (commonly 12 months) with an early termination fee if you reduce headcount or switch vendors before that window closes. If your 10-person team is a pilot for international expansion and you're not certain it'll stay at 10 heads for a full year, this clause matters more than the per-seat rate.

Background checks, equipment, and benefits add-ons

As covered earlier, background checks, equipment procurement, and enhanced benefits packages (private health insurance beyond statutory minimums, for example) are frequently priced separately across all three vendors, with wide variance in what's bundled by default.

A practical example

A 10-person team budgeting $600/employee/month ($6,000/month, $72,000/year) in EOR fees might actually land at $80,000-$86,000/year once FX spread, one termination, and background checks for 3 new hires are factored in — a 10-19% variance from the headline number.

Checklist:

• Request the FX spread percentage in writing before signing.
• Ask for the exact termination processing fee per employee, per country.
• Confirm minimum contract length and any early-exit penalty.
• Get a full itemized list of what's excluded from the base monthly fee.

Which EOR has the fastest onboarding for a 10-person team?

Deel generally offers the fastest onboarding timeline among the three, often citing employee start dates within days in well-covered countries, while Remote and Oyster typically run in a similar range but can extend to 1-2 weeks in countries where they rely on partner entities rather than owned infrastructure. For a 10-person team trying to hit a specific start date — a common scenario when replacing a departing contractor with a full-time EOR employee — onboarding speed is a real cost factor, not just a convenience metric.

Why speed varies by country, not just vendor

Onboarding speed depends heavily on whether the EOR owns a legal entity in the target country or operates through a local partner. Owned-entity countries generally onboard faster because the EOR controls the entire compliance and payroll setup process directly. Partner-network countries add a layer of coordination that can add days or weeks, regardless of which vendor you choose.

Deel has invested aggressively in owned-entity coverage across a large share of its 150+ country footprint, which is the primary driver of its onboarding speed advantage. Remote has similarly prioritized owned entities in a smaller but well-covered set of approximately 90+ countries. Oyster's owned-entity coverage sits between the two, with a mix of owned and partner arrangements across its 130+ countries.

The real cost of slow onboarding

For a 10-person team, a delayed start date isn't abstract — it's lost productivity on a role you're already paying to fill, plus potential candidate drop-off if an offer sits unactioned for two or three weeks while paperwork clears. If your target hire is in a country where your chosen vendor uses a partner entity, budget an extra 5-10 business days versus an owned-entity country.

A scenario worth planning for

Say you need to onboard a new hire in Kenya within two weeks to backfill a departing contractor. If your EOR of choice operates in Kenya via partner network rather than owned entity, that timeline may not be realistic, and you'd either need to delay the start date or choose a different vendor with faster local coverage. This is a case where checking country-specific onboarding timelines before signing — not after — saves real operational pain.

What to do:

• Ask each vendor for their owned-entity vs. partner-entity status in every country on your 10-person hiring list.
• Request an average onboarding timeline (in business days) specific to those countries, not a global average.
• Build a 2-week buffer into any hiring plan involving partner-entity countries.
• Compare timelines side by side using the best EOR services breakdown for country-specific coverage notes.

Do EOR platforms charge differently for contractors vs full-time employees?

Yes — all three vendors price contractor management significantly lower than EOR employment, typically $29-$49/month per contractor versus $399-$699/month per EOR employee, because contractor management involves invoicing and payment facilitation rather than full statutory employment liability. For a 10-person team deciding between contractor and EOR employee status for each role, this pricing gap is often the deciding factor — but it shouldn't be, because the two statuses solve different legal problems.

Why the price gap exists

An EOR employee relationship means the vendor is the legal employer of record, absorbing liability for local labor law compliance, statutory benefits, tax withholding, and termination protections. A contractor relationship means the vendor is simply facilitating invoicing and payment — there's no employment liability being underwritten, which is why the fee is a fraction of the EOR rate.

The misclassification risk this creates

Several countries have strict tests for what constitutes a legitimate contractor relationship versus disguised employment. If a "contractor" works exclusively for you, follows a set schedule, uses your equipment, and has no other clients, tax authorities in countries like Spain, France, or Brazil may reclassify that relationship as employment retroactively — triggering back taxes, penalties, and potential legal exposure for your company, not the EOR vendor. Deel, Remote, and Oyster all include some level of misclassification risk assessment in their contractor products, but the ultimate liability typically sits with your company, not the platform.

A worked example

Say 4 of your 10 team members are structured as contractors purely because it's cheaper — roughly $40/month each ($160/month total) versus $500+/month each as EOR employees ($2,000/month total). That's a $1,840/month difference, or over $22,000/year. If even one of those four is later reclassified as a misclassified employee, the back-pay, penalty, and legal cost can exceed several years of the savings instantly.

How to decide correctly

The right test isn't "what's cheaper" — it's "what does this role actually look like in practice." Full-time hours, exclusivity, company equipment, and integration into your team's day-to-day management all point toward EOR employment regardless of what you'd prefer to pay.

What to do:

• Run each of your 10 roles through a misclassification checklist (hours, exclusivity, equipment, supervision) before choosing contractor vs. EOR status.
• Ask your chosen vendor whether they offer a misclassification risk review as part of onboarding.
• Budget for EOR conversion costs if a contractor role needs to shift to full employment later.
• Don't let the $400+/month price gap alone drive legal structure decisions.

What happens if you need to scale past 10 employees mid-contract?

Deel, Remote, and Oyster all support scaling within the same contract without requiring a new agreement, but per-employee rates can shift — sometimes down with volume discounts, sometimes up if you add countries the vendor doesn't yet cover via owned entity. For a 10-person team planning growth, it's worth negotiating scaling terms before you sign, not after you've outgrown the original quote.

Volume discounts kick in later than you'd expect

Most EOR vendors' meaningful volume discounts start appearing around the 25-50 employee mark, not at 10-15. A 10-person team generally won't see much rate improvement by adding 3-5 more heads within the same country set — the real use comes at larger scale. This matters if your growth plan is to double headcount within a year; don't expect the per-seat rate to drop meaningfully until you're well past 10.

New countries can reset your pricing

If your growth plan includes hiring in a country not on your original list, expect a new quote for that country specifically, which may carry a different rate than your existing employees' countries. This is one of the more common surprises: a team assumes a flat per-employee rate across the whole platform, then discovers hiring employee #11 in a new country costs meaningfully more than employees #1-10 did.

Contract renegotiation use

Growing from 10 to 20+ employees is a legitimate moment to renegotiate your master service agreement, particularly around support tier, payment terms, and any bundled features. Vendors are generally more willing to adjust terms for a customer actively scaling than for one holding steady at a small, low-margin headcount.

A scenario to plan for

If you're at 10 employees today and expect to be at 20 within 12 months, ask your shortlisted vendor now what the projected per-employee rate looks like at 20, and whether current contract terms lock you into the smaller-team rate structure for the full term. Getting this in writing avoids a mid-year surprise renegotiation.

Checklist:

• Ask for a rate schedule showing pricing at your current headcount and projected future headcount.
• Confirm whether adding new countries requires a new quote or falls under existing contract terms.
• Negotiate a renegotiation checkpoint (e.g., at 15 or 20 employees) into your initial contract.
• Revisit the best EOR services comparison annually as your headcount and country footprint change.

Which EOR offers the best compliance coverage for a lean HR team with no legal department?

Deel generally provides the deepest self-service compliance resources and largest in-house legal/HR advisory bench, making it the strongest fit for a lean team with no dedicated legal counsel, though Remote and Oyster both offer adequate compliance support for straightforward employment scenarios. For a 10-person HR or ops team wearing multiple hats, this often matters more than the per-seat price difference.

What "compliance coverage" actually means in practice

It's not just having a lawyer on retainer — it's whether the platform proactively flags issues like mandatory notice periods before you initiate a termination, correctly calculates statutory severance without you having to ask, and keeps employment contracts updated when local labor law changes. A lean team without in-house counsel is relying entirely on the vendor to catch these details before they become expensive mistakes.

Deel's advantage

Deel has built out a larger internal legal and compliance team relative to its size, plus a more extensive self-service knowledge base covering country-specific labor law nuances. For a 10-person team without an in-house HR generalist experienced in international employment, this reduces the risk of a costly misstep — a late termination notice in Belgium or an incorrect severance calculation in Colombia, for example.

Remote and Oyster's approach

Both Remote and Oyster maintain compliance teams and generally handle standard employment scenarios (hiring, standard termination, leave management) competently. Where they can fall short relative to Deel is in edge cases — complex termination disputes, unusual leave entitlements, or countries with recent labor law changes that haven't yet been reflected in standardized contract templates. For a straightforward 10-person team with no unusual employment situations, this gap may never surface. For a team navigating a difficult termination or a leave-of-absence dispute, it can matter significantly.

A scenario worth considering

Imagine you need to terminate an underperforming employee in Italy, a country with notably strong worker protections and specific procedural requirements. Getting this wrong can mean the termination is invalidated and you owe back pay plus penalties. A lean HR team leaning on vendor guidance here needs to trust that guidance is current and country-specific, not generic — this is precisely where Deel's larger compliance bench tends to add value that's hard to quantify until you need it.

What to do:

• Ask each vendor what their compliance escalation process looks like for a contested termination.
• Request examples of how each platform handles country-specific leave entitlements beyond the statutory minimum.
• If your team has zero in-house legal expertise, weight compliance depth more heavily than the per-seat price difference.
• Confirm response time commitments for compliance questions in your contract, not just in sales conversations.

Flat-Rate EOR Pricing Breakdown

As of 2026, published EOR pricing for Deel, Remote, and Oyster generally falls in a similar band, with the real cost differences emerging in add-ons, billing frequency, and country mix rather than the headline rate. Treat the numbers below as directional — always request a quote for your specific countries and headcount, since rates shift by jurisdiction and can change without much notice.

For a 10-person team, the total monthly platform fee spread across these vendors could realistically range from roughly $4,000/month (Oyster, favorable country mix, annual billing) to $6,000/month (Deel, monthly billing, several add-ons), before accounting for actual salaries and statutory employer costs. That's a potential $24,000/year swing based purely on vendor and billing choice — worth the time to get itemized quotes before signing.

Related reading

• A Startup Founder's Guide to Picking an EOR for Your First International Hire
• Switching from Deel to Oyster: What Changes for Your Global Contractors

Frequently asked questions

Final verdict

• Best for cost-conscious teams under 15 people in concentrated geographies: Remote — lowest published per-seat rate with annual billing, simpler contract terms.
• Best for teams mixing EOR employees and contractors: Oyster — integrated billing reduces the combined cost of running both employment types on one platform.
• Best for lean HR teams with no in-house legal counsel: Deel — deeper compliance bench and bundled features reduce the risk of costly mistakes, even at a modest price premium.
• Best for enterprise-heavy compliance needs beyond 10 people: G-P (Globalization Partners) — higher price point but the largest owned-entity footprint for complex jurisdictions.
• Best for early-stage startups optimizing every dollar: Multiplier — competitive pricing with a smaller but growing entity network.
• Walk away from all EOR options if: you're hiring fewer than 5 people in a single country — direct incorporation or a regional PEO may be materially cheaper at that scale.

Getting to a real number for your team

The published rates for Deel, Remote, and Oyster will only get you a directional answer — the real number depends on your specific countries, headcount composition, and billing preference, and it can shift by tens of thousands of dollars a year depending on choices most teams don't think to negotiate upfront. Before signing with any vendor, run your exact 10-person scenario through a structured comparison rather than relying on marketing pages. Start with the full vendor-by-vendor breakdown at HROpsLab's best EOR services guide to build a shortlist matched to your actual country list, then request itemized quotes from each finalist before committing to a 12-month contract.