Remote

Remote Platform Screenshots

Remote platform overview

Summary

Remote is the EOR you pick when your general counsel won’t sign off on a partner-entity model. Every one of Remote’s 85+ country entities is wholly owned — no intermediaries, no local third-party firms holding the employment relationship. That compliance posture is genuinely rare and earns Remote the highest compliance rating in our EOR reviews. The IP Guard feature, included at no extra cost, adds a layer of IP assignment protection that competitors charge for or skip entirely.

The constraint is coverage. At 85+ countries, Remote covers roughly half the markets Deel does. Southeast Asia, most of Sub-Saharan Africa, and Central Asia are thin or absent. Onboarding runs 3–7 days — functional, not fast. And the contractor management tools are basic enough that you’ll want a second platform if contractors make up any meaningful portion of your workforce. For compliance-first buyers whose hiring map fits Remote’s footprint, there’s no stronger option. For everyone else, the coverage ceiling is a real limitation.

Our take: pick Remote if this sounds like you

• Your legal/compliance team prioritizes owned entities and a direct liability chain over maximum country count.
• You hire in regulated environments and need stronger IP and contract defensibility from day one.

Skip Remote if these are non-negotiable

• You need broad country access (especially APAC or Africa) without adding a second EOR.
• Contractor management is a core part of your hiring workflow, not a side case.

Remote: Key Facts

Teams comparing Remote usually make better decisions when they cross-check comparison pages, estimate true spend via how to choose an EOR, and use remote jobs by country to prioritize markets.

What Remote Does Well

Owned entities in every market — no exceptions

This is the single most important fact about Remote, and it’s the reason compliance-focused buyers end up here. In every one of Remote’s 85+ countries, Remote itself is the legal employer. Not a local partner firm. Not a white-labeled subsidiary managed at arm’s length. Remote’s own registered entity. When a labor dispute lands on someone’s desk in Frankfurt or São Paulo, Remote’s in-house legal team is on the other side of the table — not a contracted partner with its own priorities and client relationships.

The practical implications are substantial. In Deel’s partner-entity markets, an employee termination in France means Deel coordinates with a French firm that actually holds the employment contract. That adds a communication layer, potential conflicts of interest, and opacity about how local compliance decisions get made. Remote eliminates that intermediary entirely. Your employee’s legal employer is Remote’s French SAS, staffed by Remote’s own lawyers who answer to Remote’s compliance leadership.

For companies in regulated industries — financial services, healthcare, defense contracting — this distinction frequently determines which EOR clears legal review. We’ve seen compliance teams at Fortune 500 companies reject Deel and Oyster HR specifically because of the partner-entity exposure, then approve Remote for the same markets within weeks. G-P is the only other major provider with a comparable 100% owned-entity model, but at roughly $800/mo per employee, the price premium over Remote is steep.

IP protection built into every employment contract

Remote IP Guard isn’t an add-on or an upsell. It’s baked into every standard employment agreement Remote generates. The clause assigns all intellectual property created during employment directly to the client company, structured to be enforceable under local law in each specific market.

Why this matters more than a generic IP assignment paragraph: Remote’s legal teams draft the IP assignment language country by country. In India, where moral rights under copyright law are non-transferable, Remote’s contracts address the specific carve-outs required under the Copyright Act of 1957. In Germany, the Employee Inventions Act (Arbeitnehmererfindergesetz) requires separate compensation for patentable inventions — Remote’s German contracts account for this explicitly, with a compensation mechanism that satisfies both statutory requirements and client IP interests. Deel and G-P include IP assignment language too, but Remote is the only major EOR that brands this as a distinct product feature and structures the legal architecture around it at no additional cost.

For companies hiring software engineers, designers, or researchers internationally, IP ownership clarity is not a nice-to-have. A single ambiguous IP assignment in a jurisdiction like Brazil or Germany can create litigation exposure that dwarfs the entire annual EOR cost. Remote’s approach produces the most defensible IP position in the EOR market.

Benefits quality that exceeds statutory minimums in European markets

Remote’s benefits packages in Western Europe meaningfully exceed the statutory floor, which is not universal among EOR providers at the $599/mo price point. In Germany, Remote offers supplemental private health insurance above the GKV public system and enhanced occupational pension contributions beyond the statutory requirement. In the UK, employer pension contributions start at 5% — well above the 3% automatic enrollment minimum. In the Netherlands, Remote handles the 8% holiday allowance, travel reimbursement, and offers competitive supplemental health coverage that matches what direct-hire employers provide.

These aren’t headline features, but they directly affect offer acceptance rates. A senior engineer in Berlin comparing your Remote-administered offer against a direct-hire offer from a local company will find comparable benefits. The same candidate evaluating a Deel or Oyster HR offer with statutory-minimum benefits may negotiate harder on salary or walk entirely. For companies competing for talent in tight European labor markets, Remote’s benefits positioning often saves money on the total compensation package even though the per-employee fee is identical to Deel.

Transparent, predictable pricing model

$599/mo per employee covers EOR services, benefits administration, payroll processing, compliance management, and IP Guard. No line-item charges for “benefits admin” or “compliance documentation” that appear on your first invoice as surprises. The annual cost for one employee is $7,188 — predictable from day one and straightforward to budget across 10, 20, or 50 hires.

This simplicity matters more than it sounds. Oyster HR’s $699/mo base fee excludes certain benefits administration costs in specific countries that get billed separately. Deel’s add-ons for background checks ($30–$200 per check), equipment procurement, and premium CSM support stack up quickly beyond the base fee. G-P’s enterprise pricing is opaque enough that you won’t know total cost until the first quarterly true-up. Remote’s model eliminates reconciliation headaches: one fee, one invoice, no surprises.

Where Remote Falls Short

Coverage ceiling at 85 countries

Remote’s owned-entity model is a compliance strength and a coverage weakness. They’re two sides of the same coin. Setting up a wholly owned subsidiary takes 3–6 months of legal work and $50,000–$150,000 per country in registration, capitalization, and local staffing costs. Remote opens 10–15 new entities per year. Deel, which fills gaps with local partners, covers 160+. G-P, with a 14-year head start and its own owned-entity approach, covers 180.

The practical gap hits hardest in three regions. Southeast Asia: Remote covers Singapore and Australia but is absent from the Philippines, Thailand, Vietnam, and Indonesia — four of the most popular offshore markets for engineering teams. Sub-Saharan Africa: Remote covers South Africa and a handful of others, but Nigeria, Kenya, and Ghana (Deel’s strongest African markets) aren’t available. Central and Eastern Europe: countries like Romania, Bulgaria, and the Czech Republic are still missing from Remote’s map despite being high-demand markets for EU-based cost-effective hiring.

If your hiring plan extends beyond Remote’s current footprint, you’ll need a second EOR provider. That means two invoices, two contract frameworks, two support channels, and a split employee experience. For companies hiring across 15+ countries, this complexity tax is real and measurable — and it erodes the operational simplicity that’s supposed to be the whole point of using an EOR.

Onboarding speed is mid-pack, not market-leading

Remote quotes 3–7 business days for standard hires. In practice, UK hires close in 3–4 days, Germany runs 5–6 days, and India lands at 4–6 days. That’s respectable, but Deel finishes 1–2 days faster in most of these same markets. For a single hire, the difference is trivial. For a company running 10 onboarding processes simultaneously while candidates weigh competing offers, those extra 1–2 days per hire compound into real operational drag.

The bottleneck is compliance thoroughness. Remote’s own legal teams review every employment contract before execution — there’s no self-serve contract generation like Deel’s, where the system auto-generates a locally compliant agreement and kicks off onboarding without human review. Remote’s approach produces more thoroughly vetted contracts, but the trade-off is speed. Whether you value day-3 compliance certainty over day-1 start dates depends on your risk tolerance and how competitive your hiring market is.

Contractor management is an afterthought

Remote lets you pay contractors through its platform. That’s roughly the extent of it. No milestone-based payments. No automated compliance checks for misclassification risk. No built-in workflow for converting a contractor to an EOR employee — you have to offboard the contractor and re-onboard them as a new employee, losing contract continuity and creating a coverage gap that your legal team will want documented.

Deel’s contractor platform is free, handles unlimited contractors in 150+ countries, and includes invoicing, tax form collection (W-8BEN, W-9), and a smooth conversion path to EOR. Papaya Global offers similar depth. Remote’s contractor tooling feels bolted on rather than integrated, which creates friction for companies that use a contractor-first approach to test new markets before committing to full-time EOR employment.

If contractors represent more than 20% of your international workforce, Remote’s platform will leave you managing a parallel system in Deel, Plane, or a standalone contractor payment tool. That’s a meaningful operational cost.

Support responsiveness varies by region and plan tier

Remote’s support team operates across US and EU time zones with limited APAC hours. Chat responses during US and European business hours typically land within 1–2 hours for routine queries. Complex compliance questions — termination procedures, benefits disputes, contract amendments — can take 24–48 hours for a substantive, actionable response.

The gap widens outside core hours and on lower-tier plans. Teams operating primarily on APAC time report 12–18 hour waits for initial responses on routine questions. Remote doesn’t offer a dedicated CSM on its base plan — that’s reserved for enterprise customers with 50+ employees. For a company with 5 employees on Remote’s standard plan, the support experience is self-serve documentation plus a ticket queue. Deel’s chat support is faster at the base tier (under 30 minutes during US/EU hours), and Multiplier’s Singapore headquarters delivers consistently shorter response times across Asia-Pacific hours.

Pricing Breakdown

Volume discounts: Teams of 20+ employees on annual billing can negotiate 10–15% off the $599/mo list price. At 20 employees, a 10% discount brings the per-head cost to $539/mo ($129,360/year total). At 50+ employees on multi-year terms, expect to push closer to 15% off — roughly $509/mo. Remote’s sales team doesn’t publish discount tiers openly; you’ll need to negotiate against a competing quote from Deel or Multiplier to get the best rate.

What’s included in the base fee: Employment contract generation and legal review by in-country teams, local payroll processing and tax withholding, statutory and enhanced benefits administration (varies by country), compliance documentation and audit support, Remote IP Guard for IP assignment, and standard support via chat and email.

What’s not included: Work permit and visa processing ($2,000–$5,000 per case), hardware procurement and shipping, physical office or co-working stipends, custom benefits packages beyond Remote’s standard enhanced offering, and dedicated CSM access outside enterprise-tier plans.

Annual cost example: 15 employees at $599/mo = $107,820/year. At a negotiated $539/mo (10% volume discount on annual billing) = $97,020/year. The same 15 employees on Multiplier at $400/mo = $72,000/year. On Deel at $599/mo = $107,820/year (with potential volume negotiation to ~$85,500). Remote’s premium over Multiplier is $25,020/year at list price — the annual cost of guaranteeing 100% owned entities across every market. Whether that premium is justified depends entirely on how much your legal team values entity ownership versus how much your finance team values $25K.

Remote: Region-by-Region

Deep dive: For detailed compliance analysis of Remote in Asia, see our eor.asia review.

Pros and Cons

How Remote Compares

Case Studies

Real User Feedback

What users praise:

• Owned-entity model giving their legal and compliance teams confidence to approve the EOR arrangement without external counsel review
• IP Guard producing contracts that hold up under local legal scrutiny, especially in India and Germany
• Benefits quality in European markets exceeding what Deel and Oyster HR offer at the same or lower price point
• Clean, intuitive dashboard for managing employee contracts, payroll schedules, and compliance documents
• Transparent pricing with no surprise line items appearing on monthly or quarterly invoices
• Termination support handled directly by Remote’s in-house legal teams rather than routed through third-party partners

What users complain about:

• Country coverage gaps forcing them to maintain a second EOR provider for Southeast Asia, Sub-Saharan Africa, or Central/Eastern Europe
• Onboarding timelines exceeding the quoted 3–7 day window in complex markets like Brazil (often 8–10 days) and Germany (5–7 days)
• Contractor platform lacking basic features that Deel offers for free: milestone payments, misclassification risk flags, conversion workflows
• APAC-hours support tickets sitting 12+ hours before first meaningful response, with complex queries taking 24–48 hours
• No self-serve contract generation — every onboarding waits on Remote’s legal team review, which adds friction during high-volume hiring sprints
• Volume discount negotiations feeling opaque and requiring competitive quotes from Deel or Multiplier to unlock meaningful reductions

Our Final Verdict

Use Remote if: Your compliance or legal team requires 100% owned entities in every market — this is non-negotiable for many companies in regulated industries, and Remote is one of only two major EOR providers (alongside G-P at nearly $200/mo more) that delivers it. Remote is the strongest pick for companies hiring primarily in established markets across Europe, North America, and major APAC economies where IP protection matters. If you’re building an engineering team across 5–10 countries and your CTO or general counsel needs defensible IP assignment in every jurisdiction, Remote’s IP Guard plus owned-entity model eliminates a category of risk that no other provider at the $599/mo price point can match.

Skip Remote if: Your hiring map extends into Southeast Asia (Philippines, Thailand, Vietnam), Sub-Saharan Africa (Nigeria, Kenya, Ghana), or Central/Eastern Europe (Romania, Bulgaria, Czech Republic) — Remote doesn’t cover these markets and likely won’t for 1–3 years given the pace of entity expansion. Skip Remote if contractor management is a significant part of your international workforce strategy, because the tools are too basic to serve as a primary platform. And if you’re optimizing on cost with standard compliance requirements, Multiplier at $400/mo saves $23,880/year on a 10-person team with comparable coverage across most of Remote’s markets. That’s real money, especially for seed-stage and Series A companies watching runway.

Bottom line: Remote made a deliberate architectural decision to own every entity, and that decision defines both its strength and its limitation. You get the cleanest compliance posture in the EOR market: no partner intermediaries, no ambiguity about who holds the employment relationship, and IP protection built into every contract by local legal teams. You give up the coverage breadth that Deel’s partner model provides and the price advantage that Multiplier offers. For compliance-first buyers — regulated industries, IP-sensitive engineering teams, and any company where the general counsel has veto power over EOR vendor selection — Remote is the pick. If your hiring map extends into markets Remote doesn’t cover, layer Deel on top for the gap markets rather than accepting the compliance trade-off in the markets where ownership actually matters.

Frequently Asked Questions

How much does Remote cost per employee?

$599/mo at list price. Volume discounts kick in at 20+ employees (10–15% off). Month-to-month is available — no mandatory annual lock-in. Add country payroll costs and statutory benefits; the EOR fee is separate from salary and employer contributions.

Does Remote own its entities or use partners?

100% owned. Remote owns every entity in all 85+ countries — no partners, no intermediaries. That’s the main reason to pick Remote over Deel or Multiplier. If your legal team requires a direct employer chain with no third-party entity holding the relationship, Remote is one of two major providers that delivers it (G-P is the other, at ~$800/mo).

Why only 85 countries when Deel has 160+?

Remote won’t use partner entities. Each country requires a wholly owned subsidiary — 3–6 months and $50k–$150k to add. Deel reaches 160+ by partnering with local firms in roughly half its markets. Remote adds 10–15 countries per year. Southeast Asia, most of Africa, and Central Asia are thin or absent. If your hiring map fits within 85 countries, the owned-entity model wins. If not, you’ll need Deel or a second provider.

How fast can Remote onboard someone?

3–7 business days in most markets. Brazil and Germany often stretch to 8–10 days. No self-serve contract generation — every onboarding waits on Remote’s legal team review, which slows high-volume hiring versus Deel’s 2–5 day flow. Work-permit countries add 4–8 weeks regardless.

Can we convert contractors to EOR through Remote?

Technically yes, but manually. No built-in conversion workflow like Deel. You offboard the contractor, then re-onboard as a new EOR employee. Creates a coverage gap and loses tenure continuity. If contractor-to-employee conversion is frequent, Deel handles it far better.

Our general counsel says we need defensible IP assignment in every country we hire. Does Remote’s owned-entity model actually deliver that, and would it hold up in a dispute?

Yes, more than any other EOR at the $599/mo price point. Remote’s IP Guard is drafted by in-house legal teams in each jurisdiction, not templated language translated from English. In Remote’s owned-entity markets, the IP assignment is made directly between the employee and the Remote entity that is the legal employer — there’s no partner intermediary in the chain. That matters in an IP dispute because the assignment chain is clean: employee → Remote legal entity → your company. Compare this to Deel in partner-entity markets, where the assignment runs through a third-party employer your general counsel has never audited. For IP-sensitive roles (engineers, product, ML researchers), Remote’s owned-entity architecture is the defensible choice. Ask Remote to confirm the entity type for each of your specific target countries before signing — the owned-entity guarantee only applies where Remote actually holds the entity.

When should we set up our own entity instead?

Breakeven is typically 12–15 employees in one country. Below that, Remote’s $7,188/year per head is usually cheaper than entity setup ($15k–$50k plus 2–6 months). Many companies run Remote for market entry, then transition to their own entity once headcount justifies it.

Who should skip Remote?

Companies hiring in Southeast Asia, Sub-Saharan Africa, or Central/Eastern Europe — Remote doesn’t cover these. Teams that need contractor management as a core workflow — Remote’s contractor tools are basic. Cost-conscious buyers — Multiplier saves $199/mo per employee with comparable coverage in most of Remote’s markets.

For market-level context beyond vendor features, see EOR pricing hidden costs and browse remote jobs by country to understand demand patterns.

Further Reading

• Deel vs. Remote: Detailed Comparison
• Remote vs. Multiplier: Owned Entities vs APAC Value
• Remote vs. Oyster: Compliance vs Employee Experience
• Boundless EOR Review: EU-Focused Owned-Entity Competitor
• GoGlobal EOR Review: Mid-Market Owned-Entity Alternative

Anchal Katyal · Founder, eorHQ

Anchal has spent over a decade in product strategy and market expansion across Asia and the Middle East. She evaluates EOR providers on compliance depth, entity ownership, payroll accuracy, and in-country support quality.

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