What is Remote.com
Remote.com is a global Employer of Record platform that helps companies hire, pay, and manage international employees without setting up local legal entities in every country.
It handles the compliance side of global hiring, employment contracts, payroll, taxes, statutory benefits, and labor law obligations, while the client company manages the employee’s day-to-day work.
What makes Remote different from many competitors is how its infrastructure is built. In countries where it provides EOR services, Remote operates through legal entities it owns directly rather than relying on local third-party partners. That’s a meaningful distinction in the EOR market, where many providers still depend partly on partner networks behind the scenes.
The company was founded in 2019 by former GitLab leaders Job van der Voort and Marcelo Lebre. Like GitLab, Remote operates as a fully distributed company itself and has scaled rapidly over the last few years.
It has raised more than $500 million from investors including SoftBank Vision Fund, Sequoia Capital, Index Ventures, and Accel, reaching a reported $3 billion valuation during its Series C round in 2022.
Remote’s EOR coverage spans more than 80 countries through owned entities, while contractor payments and management extend to over 180 countries and territories. Its customer list includes companies like GitLab, DoorDash, HelloFresh, Loom, and Paystack.
The platform itself has expanded well beyond EOR services. Remote now includes contractor management, a free HRIS, global benefits administration, equity management capabilities following its Easop acquisition, and newer AI-driven onboarding and compliance tools.
The broader product direction is clearly aimed at becoming a centralized platform for international workforce operations rather than just an EOR vendor.
Pricing is relatively transparent compared to much of the industry. EOR services start at $599 per employee per month on annual billing, while contractor management starts at $29 per contractor monthly. Remote also stands out for avoiding many of the extra charges common in this category, including setup, onboarding, offboarding, and deposit fees.
From a security and compliance perspective, Remote maintains SOC 2 Type II compliance and follows GDPR and ISO 27001 standards. One feature worth highlighting for tech companies is Remote IP Guard, which is designed to help ensure intellectual property created by international employees remains assigned to the client company.
This review breaks down the platform in more detail, including features, pricing, limitations, support quality, and how Remote compares with other leading EOR providers.
Editor’s Rating for Remote.com
Remote scores highest where its owned-entity model does the most work, compliance strength and global coverage sit at the top of the card because they reflect something structural, not just marketing. When every legal entity is yours, misclassification accountability doesn’t get passed down a partner chain. That’s what a 4.4 on compliance and a 4.2 on coverage are actually measuring.
The 3.5 on customer support and 3.6 on integrations tell the other side of the story. Support runs on a ticket system with no dedicated CSM by default, fine for routine queries, a real problem when a payroll issue needs resolution before the end of a pay cycle.
And while Remote’s integration library covers the most common mid-market tools, it stops well short of Deel’s depth. The four limitations in the Pros & Cons section map directly to both scores.
Remote’s 4.4 on compliance and 4.3 on ease of use are earned, the owned-entity model means accountability stays with Remote when something goes wrong, not a partner you’ve never spoken to.
The 3.5 on support is where that confidence should pause. At $599 per head, a ticket queue for urgent payroll issues is a real risk. The limitations below map directly to it.
Remote.com Review: Strengths & Limitations
What buyers gain and give up — based on G2, Capterra, and Trustpilot reviews, vendor documentation, and independent platform research.
Strengths
Every country Remote covers for EOR is backed by a legal entity it owns outright. No third party sitting between you and the compliance chain. When something goes wrong in Germany or Singapore, there’s no partner to redirect the blame to — Remote is accountable, full stop.
Deel requires a deposit of 1–1.5× monthly employment cost per employee at sign-up. For a 10-person team that’s potentially $100,000 locked up before a single contract runs. Remote charges none of it.
Built into every EOR contract. Your code, your designs, your product — legally anchored to the hiring company regardless of where the employee is based. Non-negotiable for tech companies hiring engineers internationally.
The one thing reviewers across G2, Capterra, and Trustpilot agree on regardless of their other frustrations. Clean dashboard, self-serve onboarding, employee portal that works without a support ticket.
Global health insurance via Kota and equity management across 70+ countries via Easop — both landed in 2024. Remote’s benefits layer was thin for years. It isn’t anymore.
Limitations
Ticket queue with live chat and an AI assistant. Fine until a payroll error needs fixing before end of cycle. Oyster HR at the same $599 price gives you a named CSM. Remote doesn’t — and Trustpilot’s 3,078 reviews make clear this is where the frustration concentrates.
50+ native integrations covers BambooHR, HiBob, Greenhouse, Slack, Xero. SAP and Oracle users will be doing manual exports. Deel’s 300+ native connections aren’t a close comparison.
Payslips and headcount summaries work fine. Anything requiring variance analysis or cross-country cost drill-down needs an external BI tool. Papaya Global built an entire finance intelligence layer for this problem. Remote hasn’t.
Top Remote.com Features
Remote’s product has expanded well beyond its EOR origins. What started as a straightforward hire-without-an-entity tool now covers global payroll, contractor management, equity compensation, global benefits, and a free HRIS, all built on the same owned-entity infrastructure.
Not every capability carries equal weight. The compliance engine and EOR layer are genuinely category-leading. Payroll reporting and integration depth are where the product shows its age. The feature breakdown below is honest about both.
Evaluated against G2 and Capterra review patterns, vendor documentation, and independent platform analysis.
Full-scope EOR across 80–90+ countries through 100% owned legal entities. Compliant contracts, payroll, tax filings, statutory benefits, and offboarding — no partner in the compliance chain.
Multi-country payroll for companies with existing entities. Built-in payroll engine launched May 2025 processes in 100+ countries without third-party processors. Consistent on-time payments across covered markets.
$29/contractor/month across 180+ countries. Contractor of Record launched January 2025 handles legal onboarding, invoicing, tax management, and payments. AI-powered misclassification risk tools included.
SOC 2 Type 2, GDPR, ISO 27001. Remote IP Guard protects intellectual property at the contract level. AI-driven compliance and onboarding tools rolled out through 2025.
Country-tailored statutory benefits across all covered markets. Global health insurance via Kota added November 2024. Equity compensation across 70+ countries via Easop acquisition April 2024.
Free. Covers employee records, time off, expenses, documents, and performance reviews. Launched September 2023. Functional for small and mid-market teams — not a replacement for enterprise HRIS.
Fully self-serve for both employer and employee. Fast in most markets. Delays surface in countries with stricter local documentation requirements — a regulation issue, not a platform flaw.
Stock and equity compensation across 70+ countries via the Easop acquisition. Covers compliance and administration for equity grants to international employees. Still maturing relative to dedicated equity platforms.
Payslips, headcount summaries, and basic payroll reports work reliably. Cross-country variance analysis needs an external BI tool. Finance teams managing 10+ markets will feel this gap quickly.
Visa and work permit support for cross-border relocations handled through the platform. Useful for moving existing employees into new markets. Not a core EOR differentiator.
1. Employer of Record
Remote becomes the legal employer in every country it covers, and unlike most EOR platforms, that means a legal entity Remote owns outright, not a partner it has contracted with. Contracts, payroll, tax filings, statutory benefits, and offboarding, all handled while the employee works directly for you.
Verify your specific target markets before signing. Remote’s owned-entity EOR covers 80–90+ countries. Contractor payments extend further. Those are different products with different compliance structures.
2. Global Payroll
For companies with existing legal entities, Remote’s payroll engine processes in 100+ countries with automated tax deductions and employer contributions. The engine was rebuilt in-house in May 2025, it no longer relies on third-party processors, which matters for accuracy and turnaround time.
Payroll reporting is functional but shallow. Finance teams managing costs across multiple markets will want an external BI tool alongside it.
3. Contractor Management
$29 per contractor per month across 180+ countries. The Contractor of Record service launched January 2025 goes further, Remote takes on legal responsibility for onboarding, invoicing, tax management, and payments, not just contract generation.
AI-powered misclassification tools are included. If you’re running a mixed workforce of contractors and employees, both sit in the same dashboard.
4. Compliance and Security
SOC 2 Type 2, GDPR, ISO 27001 — and an owned-entity model that means Remote holds full accountability in every covered market. There’s no partner to redirect blame to when a compliance issue surfaces.
Remote IP Guard is built into every EOR contract. Your code, designs, and product stay legally anchored to your company regardless of where the employee is based. For tech companies hiring engineers internationally, this isn’t optional, it’s the reason many choose Remote specifically.
5. Employee Benefits
Remote’s benefits layer strengthened considerably in 2024. Global health insurance arrived in November through a partnership with Kota, covering multi-country health plans with local regulatory compliance. Equity compensation across 70+ countries followed via the Easop acquisition in April.
Country-tailored statutory benefits are included across all covered markets. Benefits depth varies by country — verify specific market coverage during your demo before committing.
6. Remote HRIS
Free. Covers employee records, time off, expenses, document management, and performance reviews in one place. Launched September 2023 and has been iterating since.
It’s functional for lean and mid-market teams who don’t need a dedicated HRIS. It won’t replace Workday or BambooHR for teams that already run on those platforms, and it’s not trying to.
7. Employee Onboarding
Self-serve from start to finish. Employers initiate the flow, new hires complete their own documentation, and payroll activation follows without requiring anyone to call Remote. Fast in most markets.
Countries with stricter local documentation requirements add time, that’s a regulation reality, not a platform failure. G2 reviewers managing simultaneous hires across multiple jurisdictions consistently describe the process as manageable without hand-holding.
8. Equity Management
Remote acquired Easop in April 2024, adding stock and equity compensation management across 70+ countries. The product handles compliance, administration, and reporting for equity grants to international employees, without the hiring company needing to navigate each country’s rules independently.
Still maturing relative to dedicated equity platforms like Carta. For companies with complex cap tables and large equity programs, verify depth before relying on it as a primary equity tool.
9. Reporting and Analytics
Payslips, headcount reports, and basic payroll summaries work reliably. That’s where it stops. Anything requiring cross-country cost variance, custom drill-down, or workforce spend analysis needs to go through an external BI tool.
Papaya Global built a finance-grade analytics layer specifically for this problem. Remote hasn’t — and finance teams managing 10+ markets will feel that gap within the first quarter.
10. Immigration and Mobility
Visa and work permit coordination for cross-border relocations, handled through the platform with in-country support. Documentation, application management, and coordination are included.
Most useful for relocating existing employees into new markets rather than sourcing locally. It removes the need for a separate immigration vendor; it’s not a reason to choose Remote on its own.
Remote.com Integrations
Remote connects with the most common HRIS, ATS, and accounting tools used by mid-market teams. BambooHR, HiBob, Personio, Workday, Greenhouse, Ashby, Slack, Xero, QuickBooks, Gusto, and NetSuite are all confirmed native connections — roughly 50+ in total.
That covers the mid-market stack cleanly. If your operation runs on SAP SuccessFactors or Oracle HCM, you’ll hit manual export workarounds fast. Deel’s 300+ native integrations are in a different category entirely, for enterprise teams where integration depth is a buying criterion; that gap matters.
A developer API is available for custom workflows and automation where native connectors don’t reach.
Native connections confirmed from remote.com. Developer API available for custom workflows and automation.
When Remote is the right choice
Remote earns its scores most consistently within a specific buyer profile. The four personas below reflect where the platform genuinely delivers, based on review patterns, pricing structure, and what the owned-entity model actually means in practice.
Four buyer profiles where Remote consistently delivers — based on review patterns, pricing structure, and documented capabilities.
Remote IP Guard is built into every EOR contract — your code and product stay legally anchored to your company regardless of where the engineer is based. No other EOR in this comparison makes IP protection a structural feature of the employment contract itself. GitLab uses Remote for exactly this reason.
Deel requires 1–1.5× monthly employment cost per employee upfront. For a 10-person team that’s potentially $100,000 locked up before a single contract runs. Remote requires none of it. For companies where working capital matters, this is a real operational difference — not a footnote.
Remote’s owned-entity coverage is strongest in Europe and North America — the markets where most mid-market companies make their first international hires. Full compliance accountability, no partner chain, one consolidated invoice. Clean and predictable for teams without a dedicated legal function.
Self-serve onboarding, published pricing, no minimum headcount, no setup fees. Pre-seed through Series A companies get 15% off EOR for the first 12 months — bringing the effective rate to ~$509/month. For early-stage teams that need to move quickly without a procurement process, Remote is built for that speed.
When to consider alternatives to Remote.com
Remote has real limits. These four scenarios are where a better-fit alternative is wide enough to matter before you get to a demo call.
Four scenarios where Remote’s documented limits are wide enough to redirect your evaluation toward a better-fit platform.
Remote’s owned-entity depth is strongest in Europe and North America. Coverage thins in parts of APAC and LATAM. If those are your primary markets, Oyster’s broader 180+ country footprint or Deel’s owned entities in those regions are worth evaluating first.
Consider Deel or Oyster HRSAP SuccessFactors and Oracle HCM are not natively supported. You will be doing manual exports. Papaya Global and Deel both connect natively to enterprise HCM and ERP systems without workarounds.
Consider Papaya Global or DeelNo named CSM at standard tier. Ticket-based support works for routine queries but breaks down when urgent payroll issues need same-day resolution. Oyster HR at the same $599 price point gives you a named contact who knows your account.
Consider Oyster HRBasic payroll summaries are fine. Real-time cost dashboards, AI variance detection, cross-country drill-down — none of that is available natively. For finance-led operations managing payroll across 10+ markets, Papaya Global built specifically for this.
Consider Papaya GlobalRemote.com vs Top Alternatives: A Quick Comparison
Remote competes differently depending on which buyer is in the room. The attribute comparison below maps where it leads, where it trails, and where the gap is wide enough to matter.
Four attributes that drive real EOR buying decisions — mapped across Remote and six direct competitors.
$599/month — price-matched with Deel, no deposit required. The zero-deposit policy is the real pricing differentiator, not the headline rate.
100% owned entities in every EOR market. No partner network, no tripartite arrangements — full compliance accountability sits with Remote.
50+ native connections cover mid-market stacks well. SAP and Oracle users hit workarounds. Deel and Papaya are in a different category at enterprise level.
Remote IP Guard is built into every EOR contract. No other EOR in this comparison makes IP protection a structural feature — not an add-on, not a policy document.
Remote.com vs Deel
Deel matches Remote’s $599 headline price but requires a deposit of 1–1.5x monthly employment cost per employee at sign-up. For a growing team, that’s a significant cash-flow conversation Remote never creates.
Where Deel pulls ahead is scale — 300+ native integrations, 150+ owned entities, and a product surface that extends into equity, IT, and immigration. For companies building a complex global HR stack, Deel is simply a broader platform.
The honest comparison: if integration depth and global entity count are your primary criteria, Deel wins. If zero deposit, IP protection, and compliance purity in covered markets matter more, Remote holds its ground at the same price.
Remote.com vs Oyster HR
Oyster costs $100 more per employee per month and gives you something Remote doesn’t at standard tier — a named CSM who knows your account. For HR teams that want a person, not a ticket queue, that gap matters at $599 vs $699.
Remote counters with owned-entity coverage and zero deposit. Oyster’s B Corp certification and Oyster Shell misclassification guarantee are real differentiators Remote can’t match. Neither platform is the wrong answer, the decision hinges on whether you value compliance ethics and support depth over the deposit policy.
Remote.com vs Papaya Global
Papaya starts at $650 and is built for a completely different buyer. Finance teams at SentinelOne and Rubrik run payroll there because of the native BI layer, AI variance detection, and Azimo payment rails — none of which Remote offers.
If your primary need is EOR compliance and clean onboarding, Remote is the simpler and cheaper choice. If your CFO needs consolidated payroll intelligence across 10+ countries with same-day disbursements, Papaya is the product built for that problem.
Remote.com vs Pebl
Pebl operates at enterprise scale with custom pricing and a compliance audit history that stretches back well over a decade. In procurement conversations where legal teams require long vendor track records, Pebl’s history carries weight Remote hasn’t yet accumulated.
Remote counters with a more modern platform, published pricing, and zero deposit. For companies that don’t need a 10-year audit trail and want to move without a sales cycle, Remote is the faster path.
Remote.com vs Rippling
Rippling isn’t a pure EOR — it’s an HR, IT, and finance platform that happens to include EOR. If you want device management, app provisioning, and payroll all in one system, Rippling covers ground Remote doesn’t touch.
For companies that specifically need owned-entity EOR with strong compliance accountability and no platform sprawl, Remote is the cleaner choice. Rippling rewards teams that want one vendor for everything. Remote rewards teams that want EOR done properly.
Remote.com vs Multiplier
Multiplier starts at $400 — $199 cheaper per employee per month than Remote. For early-stage companies where headcount is growing fast, that gap compounds quickly.
Remote’s owned-entity model and IP Guard are real advantages Multiplier can’t match structurally. Multiplier has ESOP administration; Remote doesn’t. For equity-heavy companies, that tips the comparison. For compliance-first buyers, Remote’s structural accountability is harder to replicate at Multiplier’s price.
Six head-to-head verdicts based on pricing, compliance depth, integration breadth, and documented user experience.
vs
Same price, different trade-offs. Deel brings 300+ integrations and broader entity count. Remote brings zero deposit and IP Guard. The $100,000 deposit difference for a 10-person team is the number that decides this for most CFOs.
Depends on deposit policy
vs
Remote is $100 cheaper and requires no deposit. Oyster gives you a named CSM and B Corp certification. Support model is the real differentiator — ticket queue vs. dedicated contact at $599 vs $699.
Depends on support needs
vs
Different buyers entirely. Remote wins on owned-entity compliance and simplicity. Papaya wins on payroll BI and regulated payments infrastructure. If your CFO is asking for consolidated finance reporting, Papaya. If compliance purity is the brief, Remote.
Different buyer profiles
vs
Pebl’s decade-plus audit history wins enterprise procurement conversations where legal teams require vendor longevity. Remote’s modern platform and published pricing win everywhere else. Custom pricing vs $599 published — that transparency gap matters at early evaluation stage.
Enterprise favours Pebl
vs
Rippling bundles HR, IT, and finance into one platform — EOR is one module among many. Remote is purpose-built for global employment compliance. Teams that want device management alongside EOR choose Rippling. Teams that want EOR done properly choose Remote.
Depends on platform scope
vs
Multiplier is $199 cheaper per employee per month — that compounds fast at scale. Remote’s owned-entity model and IP Guard are structural advantages Multiplier can’t replicate. Equity-heavy teams tip toward Multiplier for ESOP administration. Compliance-first teams tip toward Remote.
Depends on compliance priorityReal-World Use Cases for Remote.com
Pricing tables tell you what Remote costs. These four scenarios tell you whether it will actually work for your situation, with specific headcount, geography, and honest fit verdicts.
Four scenarios with specific headcount, geography, and honest fit verdicts based on Remote’s published pricing and documented capabilities.
Both markets covered through owned entities. Self-serve onboarding, no deposit, no setup fee. The 15% startup discount brings EOR to ~$509/month for qualifying companies. Remote IP Guard is active from contract day one — useful if you’re hiring engineers.
All three markets covered through owned entities. One dashboard, one invoice, full IP protection across every contract. No deposit required — for a 12-person team that removes roughly $120,000 in locked working capital compared to Deel. The clearest Remote use case.
Contractor and EOR management in the same platform. The Contractor of Record service handles compliance during the transition. Remote IP Guard activates the moment the employment contract goes live. For a SaaS company converting engineering contractors, IP protection alone justifies the evaluation.
At this scale, Remote’s basic payroll reporting becomes a real operational problem. No real-time cost dashboards, no AI variance detection, no cross-country drill-down. Finance teams running payroll across 15+ markets need Papaya Global’s BI layer. Remote isn’t built for that problem.
What Users Say About Remote.com
We analyzed 4,000+ verified reviews across G2, Capterra, and Trustpilot. The scores are consistent on the platform’s core strengths. The complaints are equally consistent and worth reading before you sign.
Aggregated from verified reviews across G2, Capterra, and Trustpilot — approximately 4,000+ data points.
HR teams consistently cite the ability to hire in a new country in days rather than months. No entities to maintain, no local accountants to manage. G2 reviewers managing distributed teams across multiple jurisdictions describe it as genuine operational relief.
Non-HR admins navigate without training. Employees manage payslips, expenses, and time off without raising tickets. The one thing reviewers on all three platforms agree on.
Published rates, zero hidden fees, no deposit requirement. Reviewers switching from Deel specifically highlight the cash-flow difference. What you see on the pricing page is what Finance reconciles at month end.
New hires complete their own onboarding flow without HR involvement. Multiple G2 reviewers document going from offer to payroll-active in under a week across markets they’d never hired in before.
The most consistent complaint across Trustpilot’s 3,078 reviews. When a payroll issue needs resolution before end of cycle, a 24–48 hour ticket response creates real operational friction. Grows worse as headcount increases.
$599/month per employee is manageable at 5 hires. At 20, it’s $143,760 annually before a single salary is paid. G2 reviewers with growing headcounts flag the per-employee model as a structural tension with scaling.
Finance teams managing costs across multiple markets quickly outgrow what Remote’s reporting offers. No variance detection, no cross-country drill-down. External BI tools become a necessity, not an option.
Markets with strict local documentation requirements slow things down. Capterra reviewers hiring in parts of APAC and LATAM flag longer timelines. Not a platform failure — a local regulation reality that Remote is transparent about.
How Much Does Remote.com Cost?
Remote publishes all plan rates openly, no demo required to see what you’ll pay. The $599 EOR rate is the platform fee only. Employer taxes, statutory contributions, and benefits layer on top and vary significantly by country. Factor those into your total cost modeling before comparing against competitors.
Five plans covering EOR, global payroll, contractor management, Contractor of Record, and a free HRIS. No setup fees. No offboarding fees. No deposit.
Hire, pay, and manage full-time employees across 80–90+ countries through 100% owned legal entities. Includes compliant contracts, payroll, tax filings, statutory benefits, Remote IP Guard, and self-serve onboarding. Month-to-month available at $699.
Get StartedCompliant contractor engagement across 180+ countries. Localized contracts, invoice management, multi-currency payments, and AI-powered misclassification risk tools. Fair Price Guarantee — you only pay for contractors you’re actively working with.
Get StartedLaunched January 2025. Remote takes on full legal responsibility for contractor onboarding, invoicing, tax management, and payments. Reduces misclassification risk and administrative overhead for companies running large contractor networks.
Talk to SalesFor companies with existing legal entities that need consolidated multi-country payroll processing. Automated calculations, local compliance, and HRIS integrations. Implementation fee applies on setup; recurring payroll delivery fee applies per cycle.
Talk to SalesEmployee records, time off, expenses, document management, and performance reviews at no cost. Launched September 2023. No payroll processing included — pairs with EOR or Global Payroll for full workforce management.
Get Started FreeOur Final Verdict on Remote.com
Our overall assessment based on 4,000+ verified reviews, independent platform analysis, and direct vendor research.
Structurally sound EOR — honest trade-offs on support and integrations
100% owned entities, zero deposit, IP protection built into every contract. The platform earns its compliance scores. Support and reporting depth are the documented limits buyers need to weigh before signing.
Bottom Line: Remote is the right EOR for companies that want compliance accountability without a partner network in the middle, IP protection built into every contract, and pricing that doesn’t require a deposit conversation. At $599/month it’s a deliberate purchase — and for the right buyer, the owned-entity model justifies every dollar.
Remote’s owned-entity model is its clearest argument. Every market it covers for EOR is a market where Remote holds the legal accountability directly, no partner in the chain, no ambiguity when something goes wrong.
The zero-deposit policy and $599 price point remove two common friction points competitors don’t bother addressing. For IP-sensitive tech companies and mid-market teams hiring across Europe, those two factors alone often decide the evaluation.
The gaps are real and documented. No dedicated CSM, basic payroll reporting, and integration depth that stops at mid-market. Trustpilot’s 3,078 reviews make the support limitation clear. Know them before you sign.
For the right buyer, Remote is one of the most structurally sound EOR platforms at this price point. For everyone else, Oyster HR, Papaya Global, and Deel each close a specific gap better.
Frequently Asked Questions
Remote.com FAQs
Remote.com is a global Employer of Record platform that lets companies hire, pay, and manage full-time employees and contractors in other countries without opening local legal entities. Remote becomes the legal employer in each covered market, handling employment contracts, payroll, taxes, statutory benefits, and offboarding while the employee works directly for you.
What separates Remote from most EOR competitors is its owned-entity model. Every country it covers for EOR is backed by a legal entity Remote owns outright — no third-party partners in the compliance chain.
EOR starts at $599 per employee per month on an annual plan, or $699 month-to-month. Contractor management runs $29 per contractor per month. The HRIS is free. Remote charges no deposit, no setup fee, and no offboarding fee on EOR and contractor products.
Pre-seed through Series A companies qualify for a 15% startup discount on EOR for the first 12 months, bringing the effective rate to approximately $509/month.
No. Remote does not require a deposit for EOR or contractor management. This is a meaningful structural difference from Deel, which requires a deposit of 1–1.5x monthly employment cost per employee at sign-up. For a 10-person team, that can lock up $100,000–$150,000 in working capital before a single contract runs.
Remote offers EOR services across 80–90+ countries through fully owned legal entities. Contractor management and payments extend to 180+ countries and territories. Coverage is strongest in Europe and North America. If your primary hiring markets are in APAC or LATAM, verify specific country availability before committing.
Remote IP Guard is an intellectual property protection feature built into every Remote EOR contract. It legally anchors your code, designs, and product to the hiring company regardless of where the employee is based. For tech companies hiring software engineers internationally, this removes IP ownership risk at the contract level rather than leaving it to a policy document.
Yes. Contractor management costs $29 per contractor per month across 180+ countries, with localized contracts, invoice management, multi-currency payments, and AI-powered misclassification risk tools. A Fair Price Guarantee means you only pay for contractors you’re actively working with.
Remote also launched a Contractor of Record service in January 2025, where Remote takes on full legal responsibility for contractor onboarding, tax management, and payments — reducing misclassification risk for companies running large contractor networks.
Both start at $599/month for EOR. Remote requires no deposit; Deel requires 1–1.5x monthly employment cost per employee. Remote holds 100% owned entities in every EOR market. Remote IP Guard is built into every contract.
Deel leads on integration depth — 300+ native connections versus Remote’s 50+ — and covers more countries. For teams where deposit policy and IP protection are the decision factors, Remote holds its ground at the same price.
Yes, particularly for pre-seed through Series A companies. The 15% startup discount brings EOR to approximately $509/month for the first 12 months. Self-serve onboarding, no minimum headcount, no setup fees, and no deposit make the barrier to entry low. Model your total EOR spend at 12 and 24 months before committing — $599/month per employee compounds fast as headcount grows.
