When you speak to Alan Pantling, VP Cyber (EMEA) at Chaleit, you get the feeling that he’s well-versed in remote work. And you’d be right. He has many years of experience in remote tech settings, like most of the team at Chaleit.

“This is normal for us. This is not a new world for us. We've been doing this for a long time, and it's almost like the world's actually finally caught up with us.”

With this combined experience, Alan and his colleagues knew the benefits of working remotely, as well as the pitfalls. That knowledge gave them the wisdom to start things right from the beginning. To offer the type and quality of cybersecurity they wanted, the people behind Chaleit would need the best talent they could find.

“When the company was initially set up, we were focused on two things: one is to have a good foundation, and then we started from the top down, so we actually employed the best people, regardless of location.”

This need to hire incredible people irrespective of their address only accelerated as clients experienced Chaleit’s expert cyber assessments and security combined with its unique culture of transparency. The race was on to find a partner who shared Chaleit’s values and could help with its global expansion. 

The best due diligence and benefits, no exceptions

Chaleit needed an EOR with an eye for partnership and decision scrutiny, as well as knowledge about benefits packages that could empower Chaleit to compete with the best Silicon Valley had to offer. Alan and his team locked onto Remote after speaking with peers in the space. 

“Remote’s level of scrutiny is to a standard that we have. We are very unusual in our level of scrutiny and detail. It is rare to find service providers that become partners, true partners who listen to you and vary their strategy according to what you require and provide that precise level of detail.”

By owning its own entities in every country and not relying on third parties, Remote could eliminate compliance and legal risks, offering the same peace of mind Chaleit provided for its own clients.

See also: Why your EOR should own its local entities

Chaleit was pleased to discover that Remote’s country-specific expertise extended to compensation and benefits as well. Instead of spending countless hours and resources researching competitive packages for prospective candidates (critical in the cybersecurity recruiting process), Chaleit let Remote handle it.

“We're competing with Silicon Valley tech giants here in our space and it puts us on a comparable playing field with them. And really fast, no delay, 14 days, we're done. Seamless integration.”

Remote calculates competitive compensation and benefits packages when hiring new employees.

Remote’s employment and compliance experts on the ground around the world give Chaleit the confidence to hire talent globally.

See also: Run the numbers on international hires with our Employee Cost Calculator

Chaleit’s cybersecurity business model works exceptionally well already, and it’s all because the company is intentional with its services as well as its hiring. 

“We're not going to bring people in just for the sake of bringing them in…It's important to get the right people to fit the culture.”

With Remote’s intuitive EOR platform and self-onboarding, Alan and his team don’t have to “settle” for a candidate. They can hire who they want, where they want, and then seamlessly bring them into the company. And even better? It’s all done transparently and compliantly — a must for a company with goals like Chaleit’s.

“It's our aspiration in the next few years to become a public company. We've already had an early look and the indications are such that we are already structured as a very mature company, and our levels of compliance internationally as one would expect, are already those expected from a public company.”

An EOR partner that’s actually a partner

Interacting with Remote has been a personalized experience for Chaleit, even when they were vetting other potential EOR companies and weren’t yet working together. According to Chaleit, other EORs just didn’t share its values.

“They engaged in a different way. They engaged in a selling capacity, rather than a ‘how can we do it together’ capacity.”

Another company sent decks and slides, which made it super complex and opaque. With Remote, the portal is its own use case, and therefore it's the opposite of opaque; it's transparent. For these reasons, we rejected a major market player and decided to go with Remote.

That “do it together” mentality and service continued into the partnership. Chaleit had a unique vision for its growth and employee management, and Remote wanted to make sure it got it right. Furthermore, Remote saw in Chaleit a partner that it could share beta programs with in order to perfect the services for others.

“I think our second or third call was with the CEO of Remote. That doesn't happen very often. But he could see, with all his experience, what we were trying to do. And therefore he has opened, with the rest of Remote, the doors for the beta program for global payroll management, and all these other privileges, because they see that there is a mutual win-win, and we're trying to do something that the whole world wants.”

According to Alan, Chaleit has exchanged “hundreds and hundreds” of emails with Remote in order to get payroll of record working perfectly, which gives his company significant confidence for the future.

“Chaleit is Remote’s very first global client to work on pioneering the payroll of record service (global payroll). The process was incredibly smooth, and the working together, because it was great communication on both sides, and it's just a brilliant piece of software. It's a brilliant platform.”

Securing the future of Chaleit’s international hiring

Chaleit has aggressive hiring plans as it expands its cybersecurity services and spreads its name in the industry. But according to Alan, that hiring will not come at the expense of its incredible company culture or vision.

“We’re not going to be stretching, because the setup is that we’re doing well, and we're even willing to turn work away if we have to…the future is really about growing organically on top of what we have now.”

Chaleit currently has global job openings for candidates in a variety of cybersecurity positions who are ready to work with a company that makes it personal, and makes it count.

And Remote will be there to empower that attention to personal service, with employer of record services that help Chaleit manage and find incredible global team members.

Do you want to enjoy stress-free international hiring like Chaleit? Contact us today to schedule a consultation with one of Remote’s global hiring experts. If you’re ready to get started, you can set up your profile now and begin onboarding employees and contractors around the world in minutes.

If your organization works in the digital space or has remote workers, there’s a cybersecurity company you’re going to hear about if you haven’t already: Chaleit.

Since 2021, Chaleit has made waves in the tech industry, but not just because of its strategic cyber advising or top-tier penetration testing. Chaleit goes the extra mile to form partnerships and deep relationships with their clients, which lives up to their motto of “Making it Personal; Making it Count.” On almost only word of mouth, they grew exponentially — and needed to add talented international team members to handle the growth.

Chaleit needed an expansion partner that had country-specific benefits expertise, a stratospheric level of scrutiny when making decisions, and a customer service experience as personal as their own. Keep reading to see why Remote became the perfect match to help Chaleit with global expansion.

For Chaleit, 'Remote is a peer, not a vendor.'

As a startup with team members in many different countries, often just one or two people in each country, it’s not feasible to start our own entity in each of those countries...In the end it was either lose out on an amazing team member and continue the (expensive) recruiting process, or pick an EOR and get the engineer on board.

For Boogaerts, Remote’s handling of international payroll, country benefits, and compliance was just the “cherry on top.” She knew Remote could help give Checkly team members the “full employee experience” and bolster the company’s values of transparency and trust.

Remote’s employment and compliance experts on the ground around the world give Checkly the confidence to hire anywhere.

Checkly can now onboard global team members in a fraction of the time.

With Remote’s easy-to-use self service platform, Checkly’s HR team can focus its energy on their employee experience

How Remote helped Checkly expand globally and transparently

Transparency permeates everything at Checkly, from the communication workflows of departments to the pay of the CEO. That transparency is why Checkly won “The Leading Remote-First Company” award at the Running Remote conference. But maintaining that level of transparency was nearly impossible when they used another global HR provider, because of that provider’s reliance on third parties in other countries.

See also: Why is it important for your global HR provider to own its entities?

For Checkly, an EOR partner had to be a seamless extension of the people team — a partner Checkly’s workforce could completely trust.

The main reason we chose Remote as our partner is because Remote has its own entities in all of the countries they serve. We worked with another provider before who worked with local partners in quite a few of their countries and ran into some challenging situations with them.

Checkly could rely on Remote to handle international employment compliance, global payroll, and benefits transparently, because Remote owns its entities in every country it does business.

More than that, Remote could provide insights and guidance above and beyond that of a typical EOR, as Boogaerts and her people team would soon discover.

Check out Remote’s Country Explorer to learn more about hiring abroad.

For Checkly, Remote is more than just a vendor

Checkly no longer worries about onboarding and managing international hires (or talented software engineers) since partnering with Remote. Checkly’s team has the robust, self-service HR platform they need to maintain their unique, transparent company culture. And when Checkly has needed help with unique global hiring challenges, Remote has been there.

The guidance they provided when one of our team members’ visa application was rejected...Remote really went above and beyond to help us figure out how to deal with this situation. We’re just a small client, so they could have just sent us through some standard processes. However, they were ready with quick and helpful answers at every step along the way.

Remote and Checkly also share the same values concerning fairness and equity, which has led to fascinating insights and developments at Checkly.

“Even before we were Remote customers, Remote’s VP of People Nadia Vatalidis gave us some great insights about how Remote handles fair pay for their own team members and on trends she sees with Remote clients. This was a huge help in getting Checkly’s Pay Calculator set up.”

See also: How to manage global compensation when you have a distributed team

“From these two examples, I know that Remote is a partner, not just a vendor.”

Checkly is well on its way to achieving its mission of becoming the number one active reliability platform for developer-owned operations. Checkly also has international job opportunities and wants to grow while maintaining the high level of trust and transparency for which it’s known.

“We care a lot about the developer experience, both that of our customers and that of our own developers. To achieve that, the people department together with management focuses on the people and the culture, so that the people can focus on their work and not be distracted by not knowing what’s going on or worrying about their pay or parental leave.”

Remote will be there to help Checkly’s people department provide the best experience for their remote-first workforce, with top-tier employer of record services and customer service.

Do you want to enjoy stress-free international hiring like Checkly? Contact us today to schedule a consultation with one of Remote’s global hiring experts. If you’re ready to get started, you can set up your profile now and begin onboarding employees and contractors around the world in minutes.

In the short time since its founding in 2018, Checkly has revolutionized developer monitoring and testing tools. Its active reliability platform is just what cross-functional DevOps teams need to effortlessly monitor and perform end-to-end tests on their critical APIs and UIs. But even though the company has a code-driven platform that puts development tools all in one place, the bright minds behind Checkly are all over the globe.

International organizations like Checkly deserve global HR that’s transparent and robust. Find out why Checkly partnered with Remote to tackle its global workforce expansion.

For Kaylie Boogaerts, director of people at Checkly, the surface-level benefits of hiring internationally have always been obvious. The company’s 100% remote policy gives her team access to a bigger talent pool, which leads to a more diverse workforce with unique perspectives and culture. But she saw an unexpected advantage develop over time — Checkly’s internal communications became refreshingly transparent.

“I strongly believe that remote work uncovers culture,” says Boogaerts. “Topics that are more easily ignored in traditional office setups require more intentionality in remote setups. For example, you need to be clear as a company how you expect communication to flow or what it looks like to take ownership of something.”

Checkly was in the enviable position of having a tight-knit, transparent workforce that was also entirely remote and spread across 14 countries. But even with these advantages, adding new global team members as a startup without international entities was difficult — as they would discover when they found an incredible software engineer candidate in another country. To keep this dream hire from slipping away, Checkly needed an international hiring partner who could move quickly without sacrificing compliance.

Empowering Checkly to hire whomever, wherever 

What did Checkly do to hire a perfect software engineer who happened to live in a country where Checkly didn’t have an existing entity? Boogaerts and her team looked to Remote and its employer of record services.

International organizations deserve global HR that’s transparent and robust. Find out why Checkly partnered with Remote to tackle its global workforce expansion.

Checkly gets unexpected help to expand its global team

Workato’s hiring strategy is talent-first without letting country boundaries prevent hiring the best talent. We have a few entities established globally, but we need to be able to access global talent, as opposed to only in our hubs.

Today, Workato follows a remote-first working model while utilizing coworking spaces in various locations across North America, Europe, and Asia to facilitate collaboration. Workato wanted to work with a partner who understood the company’s vision for a global team and its need to provide the best employee experience across geographies. 

Here are a few of the key outcomes that Workato enjoys while working with Remote:

Compliance with local laws and fluid processes are always handled as a partnership.

Remote’s industry-leading compliance and in-house local employment knowledge give Workato’s HR team the confidence to hire quickly and easily in unfamiliar territories. 

Remote’s speedy onboarding processes makes life easier for Workato’s team. Now, Workato has more time to focus on building a great environment for their employees.

According to Workato, any support requests are handled by the team at Remote in a helpful, friendly, knowledgeable, and transparent manner. 

Integration from a process perspective and alignment were accomplished seamlessly, which gave the Workato HR team the peace of mind that they are in good hands with Remote.

For Schneider, Remote is more than just a great HR tool — it’s a rich source of cultural and legal knowledge.

We use Remote as a trusted advisor to hire globally. We hire talent by making use of Remote where we do not own entities. The legal and compliance issues are important for us, which is a great value-add by Remote. The onboarding process is also fully owned by Remote, which helps us a lot.

What’s next for Workato’s global hiring?

Workato will continue to rely on Remote to gain access to a more diverse talent pool and meet hiring goals while leveraging its own legal entities in countries with a higher number of employees.

Many companies use employers of record like Remote for this purpose. By relying on an EOR in areas where you do not have an entity, you can quickly and compliantly hire great talent regardless of location. If you later decide to open your own entity in a new country, Remote makes it easy to transition your employees to your new entity.

“Our long term plans are to remain with Remote but to also look at establishing one or two entities in countries where we have a high concentration of employees. We will stay with Remote in countries where we aren’t planning to open our own entities,” says Schneider.

Workato will continue to rely on Remote to fill the talent pipeline to support the company's business goals. Remote will ensure that the complexities of hiring in new countries - everything from legal aspects to benefits and mobility - are taken care of.

Do you want to enjoy stress-free international hiring like Workato? Contact us today to schedule a consultation with one of Remote’s global hiring experts. If you’re ready to get started, you can set up your profile now and begin onboarding employees and contractors around the world in minutes.

When leading enterprise automation platform Workato wanted to expand its team, its leaders needed a rock-solid guarantee they would be compliant when hiring in new countries. See how Remote’s fully owned global infrastructure gave Workato’s leaders the confidence they needed to hire abroad.

Workato’s platform enables business and IT teams to integrate their apps and automate workflows without compromising security and governance. Founded in 2013, the company now has over 900 employees around the world.

Workato uses Remote to access global talent outside of the core markets where the company already has its own entities. With the help of Remote's user-friendly platform and hands-on customer service, Workato enjoys stress-free hiring — without the time investment and cost associated with opening a new entity — allowing the company to onboard qualified international candidates quickly and easily.

How Workato accelerates international onboarding with Remote

Workato currently has 10 employees hired via Remote in Israel. Because Remote makes it so easy for Workato to hire without opening new entities, the company is already looking to expand its talent acquisition efforts into other parts of Europe.

Yearit Schneider, head of people operations EMEA at Workato, says Remote’s global presence is key to Workato’s talent-first, location-second hiring strategy.

Workato trusts Remote for stress-free compliant hiring in new countries

“With Remote, what caught our eye is the fact that you have your own legal entities in so many countries around the world. A lot of other similar providers that we looked at often just did it through partnerships. I think the growth and traction of Remote probably also speaks for itself and gives a strong indication that you're doing a lot of things right.” 

Chris knew that with Remote owning its entities in every country, and not using third-party providers or partnerships, he didn’t run the risk of HR costs spiraling out of control. And Remote’s in-house, country-specific compliance experts meant Seatti wouldn’t have to worry about keeping its own employees compliant while also monitoring the compliance of their customers. The choice, as Chris said, was “super easy.”

Remote offers a flat pricing structure and no hidden fees when hiring new employees.

Remote’s employment and compliance experts on the ground around the world give Seatti the peace of mind to hire talent globally.

How Remote empowers Seatti to hire like a multinational.

Seatti has an interesting mantra when it comes to hiring: “It's better to have the right person in the wrong place than the wrong person in the right place.” To the team at Seatti, location is irrelevant as long as the candidate is top-tier. But as a small, still relatively young startup, committing resources to navigating the murky waters of international hiring wasn’t realistic. Chris kept asking, “How can Seatti make it as easy as possible to onboard and employ people from all over the world?”

Soon after connecting with Remote, Chris and Seatti discovered that hiring internationally would be easier than they thought. With Remote’s intuitive EOR platform and self-onboarding, the team was able to double in size within a couple of months — a must for a company building tools to improve the work life balance of hundreds of thousands of people. 

“The aspect of being able to hire people in other countries without massive operational efforts was definitely the biggest help, and then also the support on an ongoing basis, whenever we had any questions on aspects like local labor laws. We always got quick and good feedback.”

With Remote, Seatti can access a talent pool normally reserved for companies 100 times their size. More than that, Seatti gets a growth partner who understands the importance of remote work, culture, and happiness.

Hiring confidently and compliantly with Remote

Since partnering with Remote, the Seatti team no longer worries about issues like misclassifying employees in Germany or incorrectly filing taxes in Spain. Remote’s on-the-ground experts handle everything for them. And if Seatti has questions about existing or potential employees, they get the answers they need.

“We have a single point of contact that we can talk to and won't just be passed on to a million different people depending on which country we're in.”

In addition to the quick onboarding process and easy-to-use platform, Seatti has found Remote’s benefits information particularly helpful. 

“What's always really complicated is there is the tax aspect behind a benefit, especially on an international basis, because every single country has its own weird tax law tied to benefits. Which benefits are deductible, which benefits do your employees have to pay taxes on and which ones not.”

But even though Remote takes care of all of Seatti’s country-specific benefits needs, there is one benefit offered by Seatti that they have to handle all on their own: tattoos offered by their Chief Product Officer, Johannes.

“I don't think he would dare to call himself a tattoo artist, but he has the equipment and occasionally gives people random tattoos. So yeah, we have the option and a few employees have actually already made use of it.”

The future of Seatti’s international hiring

Seatti has big plans for its workforce, namely tripling its size in the coming year. Currently, most of Seatti’s employees are working from all over Europe, but that’s sure to change as they onboard talent from the places they’re the happiest and most productive.  

“Letting people accommodate all of their different needs, at the end of the day, makes them the most successful in the company as well.”

Seatti currently has global job openings for candidates in a variety of positions who are ready to advance the company from a startup to a rapidly growing organization. 

And no matter where Seatti finds its next talented hire, Remote will be right there to support them with powerful employer of record services that inspire confidence.

Do you want to enjoy stress-free international hiring like Seatti? Contact us today to schedule a consultation with one of Remote’s global hiring experts. If you’re ready to get started, you can set up your profile now and begin onboarding employees and contractors around the world in minutes.

In 2021, Seatti set out to solve a problem all hybrid workers face when they show up in person to HQ: where will they sit when they get there? Seatti’s software manages office space for employers so their employees always have access to a dedicated working area and can see when relevant team members are present. Their platform was a hit — which meant this remote-first company needed to expand its international team.

Compliance, country-specific expertise, and prompt support are critical for companies growing their global footprint. Read below to discover what made Seatti choose Remote for this pivotal time in their international expansion. 

Industry: IT Services and IT Consulting (office management, collaboration, meetups, flexdesk, workspace)

Total employee countries: 5, with 16 nationalities represented

While working for Tesla in Amsterdam, Seatti co-founder Chris Bieri often found himself making the hour-long commute to headquarters only to find a lack of desk space (and the colleagues he needed). In short, it was a huge waste of his time. 

“Sometimes you arrive all sweaty from your bike-commute and you realize none of your colleagues are there, and you're like ‘Oh, I could have worked from home today.’” But then other days, the office would be so full that you couldn't even find a desk anymore. In the worst cases, people would cram up next to each other and share one small desk with each other.”

That’s when the idea materialized: create a solution where you can not only see the availability of offices and space, but also where your colleagues are planning to work from so you can create meaningful connections.

Seatti’s platform immediately resonated with companies in the new world of work, solving three critical issues:

Efficiently managing office real estate so employees always feel they have a space and employers aren’t wasting money.

Fostering culture and collaboration with their employee meetup dashboard.

For companies, analyzing and integrating booking data in a fully GDPR compliant manner to improve their office spaces, hybrid work policies, and regulatory compliance.

Seatti’s intense attention to compliance was also top of mind when they began looking to expand their workforce. To source international talent, they wanted a partner who knew the ins-and-outs of compliance in whatever countries their prospective hires lived. And with the need to triple their workforce quickly, that partner couldn’t come fast enough.

Harnessing owned entities, not third-party partnerships

How would Seatti address its two biggest concerns — cost and compliance — when partnering with an EOR to expand their global workforce? After Chris did the research, he found Remote offered the best of both.

Compliance, country-specific expertise, and prompt support are critical for companies growing their global footprint. Read on to discover what made Seatti choose Remote for this pivotal time in their international expansion. 

Seatti leverages Remote to ‘make hybrid work, work’

We wanted to have employees in every time zone, which requires juggling many different countries, laws, and languages. It wasn’t really a matter of “if” our international hiring would get too complicated — it was a matter of when.

Niall knew Remote would help the company avoid the headaches of international growth, allowing Seaplane to extend its global team without facing unnecessary challenges.

“We wanted to be proactive in managing that complexity by getting a solid system in place before there was any pain involved.”

Seaplane needed a partner that shared its values of equity, empathy, and inclusion. With Remote, Seaplane gets the best of both worlds: a values-driven partner and the best EOR solution on the market. 

Remote’s employment and compliance experts on the ground around the world give Seaplane the flexibility to hire anywhere.

Seaplane can now onboard global team members in a fraction of the time.

With Remote’s easy-to-use self service platform, Seaplane’s HR team no longer struggles managing international employees.

How Remote empowered Seaplane to grow internationally

Before partnering with Remote, one of Seaplane’s biggest challenges was hiring internationally while navigating through the red tape of employment regulations. Added to that was the crucial need to ensure an equitable experience for all of its employees — not an easy task when compliance and benefits packages vary widely from country to country.

For Seaplane, being a globally equitable, inclusive company meant getting it right “from start to finish.” Seaplane needed a partner who could not only handle employment compliance, global payroll, and benefits, but also a company with shared values.

When Niall spoke with Remote’s CEO, Job van der Voort, he knew he had found a kindred spirit.

“I was excited by his approach and enthusiasm. We were both heading up young, remote-only startups right as the pandemic took hold. During our conversation it was clear that Remote, like Seaplane, is very people-first.”

Niall and the other founders at Seaplane knew they had a momentous decision to make when choosing an EOR partner.

We also considered Pilot, Deel, and Oyster, but ultimately Remote’s approach suited us best: from the clean and simple interface, to the focus on employee experience, to transparency in billing and benefits. There’s also excellent support for both employees and for admins.

From the shared company ethos to the robust platform features, Remote was the solution Seaplane needed to take its business to Series A and beyond. No matter the size and scope of Seaplane’s future international expansion, Remote’s product will scale and evolve with it.

Seaplane’s streamlined hiring with Remote

With its Remote partnership, Seaplane no longer has moments of panic when considering how to hire so many more global team members in the months to come. Remove has given Seaplane’s team the self-service tools they need to hire the people they want, when they want them, without worrying about the paperwork. 

“It is a huge weight off our shoulders, which is good considering the million and one other things we need to be doing as a young startup. Keeping our focus on finding the right talent with the confidence that we can easily hire them is critical for Seaplane.”

Another advantage is the cost calculator that allows Seaplane to quickly and easily see the details and requirements of hiring talent in a new country.

“The cost calculator helps us structure a compensation package in a matter of minutes, so we can extend offers quickly. From an administrative point of view, managing costs and time spent on admin is always top of mind. The same flat fees for great benefits, across all locations, is great! We love that the invoices are simple and include everything (salary, mandatory social contributions, benefits costs, etc.).”

Seaplane’s employees are also seeing a noticeable financial impact from the partnership with Remote.

Payroll is simple, and it’s easy to add incentives or manage expenses. Compared to other HRIS tools, the interface is clean, intuitive, and constantly improving. We can make great international hires fast, and pass on the savings we get from using Remote to our teams as employee rewards.

What’s next for Seaplane’s global hiring?

Seaplane’s fantastic product and decision to “act locally, deliver globally” has been a runaway hit. The company has recently raised Series A funding from Sequoia, Atlantic Bridge and 8VC, and is poised to grow considerably in the months and years to come.

Seaplane has global job opportunities for talented candidates and is looking to expand its engineering-led organization within the same vision on which it was founded.

“We’re being very mindful about growing in a sustainable way. We don’t want to hire for the sake of hiring or because we just raised a round of funding. We’re really proud of the positive and empowered culture we’ve built, and we want to keep that feeling of inclusion and empathy even as our growth becomes more exponential.”

Along the way, Remote will continue to provide support to Seaplane with robust employer of record services and a shared vision for equitable, remote-first work cultures.

Do you want to enjoy stress-free international hiring like Seaplane? Contact us today to schedule a consultation with one of Remote’s global hiring experts. If you’re ready to get started, you can set up your profile now and begin onboarding employees and contractors around the world in minutes.

Since 2020, Seaplane has been a breath of fresh air for app developers. With its combination of public clouds, bare metal providers, and edge resources, Seaplane delivers a planet-wide software platform for businesses to run entire application stacks globally, wherever and whenever users need. And it’s not just Seaplane’s services that span the globe — the company itself is 100% remote.

Every global team needs dependable, transparent, and employee-friendly global HR. See why Seaplane trusted Remote to help scale its international workforce.

Headquarters: Mountain View, California, United States

Seaplane’s founders hail from Ireland, Scotland, South Africa, and the American Midwest (and their employees live everywhere in between). According to CEO and co-founder Niall Dalton, Seaplane’s distributed team strengthens its business.

“We know just by looking around the room that a deeper and more diverse well of personal experiences and professional insights would make for a better product and a stronger organization overall. Our technology is global, so it’s only natural that our team should reflect that.”

Even after Seaplane built a strong remote culture with a team spanning multiple time zones, the company still experienced resource-draining logistical headaches when onboarding workers in different countries. With their Series A financing right around the corner, the company’s leaders knew that rapidly hiring international workers would soon become a critical need. Seaplane needed to streamline its global hiring — immediately.

Future-proofing HR for Seaplane’s global team

How did Seaplane ensure it could quickly hire internationally while navigating compliance with confidence, bolstering its unique company culture, and managing payroll in multiple countries? The solution, according to Niall, came via Remote’s international employer of record solution.

How Seaplane went from compliance challenges to stress-free global growth

We have an entity in the UK, which I set up by myself, and [the setup process] was awful...It just wasn’t cost-effective to have gone through all of that. It was complicated and took a lot of time.

Before Remote, Hernandez spent countless hours building out an international hiring infrastructure by herself. Even with the assistance of a specialized agency hired to help, she was still spending lots of time, energy, and money on establishing Automation Hero’s UK entity. Looking back on her struggles, Hernandez says, “It was quite cost prohibitive to set up for a handful of employees just to test the local market.”

Automation Hero needed access to a more diverse talent pool to meet hiring goals, but the company didn’t want to repeat the frustration of opening an entity in another country — and certainly not multiple countries.

When evaluating solutions, Hernandez had several requirements. “Legally everything needs to be set up properly; payroll is going to happen in a timely manner; and the employees are going to feel taken care of.” 

Remote delivered on all those goals and more, allowing Hernandez and the Automation Hero team to leave their global hiring worries behind.

Our account team at Remote is fantastic. They alleviated all of our concerns and gave us the confidence to expand into new countries.

With the right hiring infrastructure and support, Automation Hero has the opportunity to grow as a company and truly support its people. As the company's head of HR, Hernandez says working with Remote has been incredibly beneficial for the company.

She shared the story of one Automation Hero engineer, Sebestyén, who is based in Hungary. Sebestyén worked as a contractor for two years before transitioning to a FTE, thanks to Automation Hero's partnership with Remote. Keeping people happy and providing potentially life-changing opportunities, like coming on board full-time, is what continues to help Automation Hero grow. Sebestyén was so excited he wrote a story on LinkedIn about the impact of his work at the company. 

It's stories like these that Remote makes possible.

It’s given us more freedom. It’s allowed us to move our folks from contractors to FTEs so employee referrals have increased…It's given us more flexibility in our hiring.

They say time is money, and Remote has saved Hernandez and the Automation Hero team countless hours in the hiring process for their remote employees. Hernandez appreciates that new features are constantly rolling out to support her team's needs. Partnering with Remote provides Automation Hero with the opportunity to focus on the work it does best while trusting that its greatest asset — its people — are taken care of. 

By partnering with Remote, Automation Hero is able to provide benefits for employees that it could not offer to contractors before, such as PTO. That partnership also means flexibility, so remote European employees can remain in their home countries versus relocating to Automation Hero’s offices in Germany. With aggressive growth plans, Automation Hero knows the best way forward is to tap into Europe’s incredible pool of distributed talent. Now, thanks to Remote, onboarding a whole new world of talent is just a few clicks away.

Do you want to enjoy stress-free international hiring like Automation Hero? Contact us today to schedule a consultation with one of Remote’s global hiring experts. If you’re ready to get started, you can set up your profile now and begin onboarding employees and contractors around the world in minutes.

When you’re a German-based intelligent process automation company, you need access to great talent — and a lot of it. How did Automation Hero use Remote to fill open roles more quickly, convert international contractors into full-time employees, and solve compliance challenges? Read on to find out.

Headquarters: Germany (European) and United States (Global)

Company Size: 100 employees, 20 contractors

Automation Hero chose Remote to accelerate global hiring plans, unlock new talent markets, and convert longtime contractors into full-time employees with benefits.

Automation Hero is now experiencing more freedom and flexibility in its hiring process. 

The company has been able to convert several longtime contractors into full-time employees, including best-in-class local benefits and time off.

Employee referrals have increased due to Remote’s easy onboarding process. 

Remote’s account services have provided high responsiveness, helpful resources, and constantly evolving tools that have streamlined Automation Hero’s HR processes. 

Automation Hero’s HR team never has to worry if the company is compliant in specific countries, and Remote’s seamless international payroll services ensure everyone is paid in full and on time.

Employees truly feel like they belong, thanks to Remote’s global and dedicated team.

Saving thousands of hours of productivity

Automation Hero began as a German-based company. However, only being able to hire within Germany stunted their recruitment efforts and limited the company’s talent pool. To alleviate the situation, the company decided to expand to the UK first.

According to Jessica Hernandez, head of HR at Automation Hero, the first mistake was trying to go it alone.

How did Automation Hero use Remote to fill open roles more quickly, convert international contractors into full-time employees, and solve compliance challenges with Remote? Read on to find out.

How Automation Hero hires across Europe with Remote

Foundationally, what remote work offers is ultimate flexibility. Flexibility in where you live, how you work, when you work, where you work. Our philosophy is that we want people to bring their best selves to work. In order to do so, we give them a flexible environment, in which they essentially own their time, their work and their success. Ownership is a big thing for us.

Despite Primer's revolutionary company ethos and product, rapid international expansion was putting an operational strain on Erin and the HR team. Primer’s previous employer of record wasn’t meeting expectations, which was causing issues with the company’s talented team of global workers and putting the company’s unique and strong culture at risk. Primer needed to make a change — and quickly.

A better experience for Primer’s global team

How did Primer continue its rapid expansion while avoiding compliance issues, creating a positive experience for employees, and managing payroll in multiple countries? The answer, as Primer soon learned, would be found in Remote’s international employer of record solution.

From a qualitative perspective, I was really looking for someone to be an extension of our team and understand what it's like to be in a startup and work at the pace that we do.

See how payments automation company Primer leverages Remote’s global footprint to hire quickly and compliantly in countries around the world. 

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Written by • Elena Constantinescu

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