EOR for remote hires
Partner with in-country specialists across your global markets instead of outsourced intermediaries. With substantial in-market experience, you receive support that operates like an extension of your HR team.
Keep complete ownership of your IP, held by local entities and backed by continuously monitored legal agreements.
You don’t have to choose between consistency and local expertise. Remote provides both, managed by a single accountable team.
Manage expenses, contract updates, documents, reporting, and approvals all within Remote.
Because the infrastructure is owned, there are no hidden or pass-through fees. Receive consistent pricing no matter where you’re hiring.
CA$945
Per employee/month
Recruit staff without establishing a local entity in 90+ countries
A dedicated specialist to guide onboarding
Local payroll processed punctually, every time
Compliance safeguards built into the platform
Competitive, flexible and localised benefits packages
In-house experts dedicated to local support
HR Essentials included as standard
Join organisations that use Remote to scale with confidence and compliance across the globe.
Our prior EOR outsourced payroll in that country to the lowest-cost provider they could find, and the service was substandard. Moving people from the previous EOR to Remote was completely seamless. Because Remote maintains legal entities in each country, you are part of Remote rather than being handled by an unfamiliar third party.
We had been using a different platform to manage both our employees and contractors, and it wasn’t meeting our needs. With Remote, we now ensure full legal compliance.
The EOR market presents an overwhelming number of options. Remote supplied the precise combination we required—stability, flexibility and the right attitude. They fulfilled everything we sought and proved to be the ideal fit.
Our prior EOR outsourced payroll in that country to the lowest-cost provider they could find, and the service was substandard. Moving people from the previous EOR to Remote was completely seamless. Because Remote maintains legal entities in each country, you are part of Remote rather than being handled by an unfamiliar third party.
We had been using a different platform to manage both our employees and contractors, and it wasn’t meeting our needs. With Remote, we now ensure full legal compliance.
The EOR market presents an overwhelming number of options. Remote supplied the precise combination we required—stability, flexibility and the right attitude. They fulfilled everything we sought and proved to be the ideal fit.
Our prior EOR outsourced payroll in that country to the lowest-cost provider they could find, and the service was substandard. Moving people from the previous EOR to Remote was completely seamless. Because Remote maintains legal entities in each country, you are part of Remote rather than being handled by an unfamiliar third party.
We had been using a different platform to manage both our employees and contractors, and it wasn’t meeting our needs. With Remote, we now ensure full legal compliance.
The EOR market presents an overwhelming number of options. Remote supplied the precise combination we required—stability, flexibility and the right attitude. They fulfilled everything we sought and proved to be the ideal fit.
No. Remote EOR does not require minimum employee counts or fixed contracts. You may hire a single employee or 100, for a month or indefinitely.
In most countries, onboarding is typically completed in under 2 days. The pace depends in part on you (the employer) and your hires: the sooner required documents are submitted, the sooner we can proceed.
Some countries impose local requirements that extend timelines beyond our control — for example, Vietnam may require a physical wet-ink signature sent by post. Your dedicated local specialist will explain what to expect in each country where you hire.
To view the latest details, consult our performance tracker.
Local employment legislation determines termination rules, which vary considerably between jurisdictions. Notice periods, redundancy entitlements and the payment of accrued benefits such as unused holiday differ by country, and can also vary within a country depending on tenure and the reason for departure. As the legal employer, Remote manages the process. We determine the legal requirements for each case, draft the necessary documents, lead the discussion with the employee, and disburse final wages and any redundancy payments through payroll. You approve the approach and the terms.
Absolutely. Tax treatment of equity varies across jurisdictions, and as the legal employer, Remote is responsible for ensuring compliance. We evaluate whether your plan is valid in the employee's jurisdiction, handle withholding and payroll processing when a grant vests, is exercised, or settles, and file the reports required by that country. This is covered by Remote Equity at $39 USD per employee per month for EOR employees who receive equity, on top of your base EOR fee. You can connect your cap table through Carta or Pulley so grant data flows in automatically.
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