Midsize
Remove uncertainty from expansion. Remote is set up to scale with your business so your team can hire, manage, and pay people anywhere.
Global companies expand with Remote
Remote's comprehensive software is backed by a peerless team of international employment experts. You gain strategic guidance from these specialists while Remote removes HR administration and reduces compliance risk.
Administrative barriers and significant capital commitments often make creating new entities abroad hard to justify. The process is costly and complex, and failing to keep pace with regulatory changes can expose you to serious penalties. Rely on Remote's fully-owned entities, HR integrations, in-house compliance experts, and consolidated payroll system to pay and manage a midsized global team from one centralised hub.
Lower costs and reduce administrative burden by hiring internationally without creating and maintaining your own legal entities. Keep payroll spending affordable and diversify your teams by tapping talent in often-overlooked markets across the world.
Onboard, manage, and pay employees and contractors in just a few clicks on our self-serve platform. Remote integrates with leading HR systems such as BambooHR, Greenhouse, and HiBob, so you can retain your existing HR stack. Gain full visibility of all your employee data on a single, intuitive platform.
Remote is designed to simplify HR workflows for administrators and employees. Employee information is always at hand, and Remote's expert global support team is available to provide tailored, localised advice to admins, employees, and independent contractors.
Join the customers who rely on Remote to transform their business.
“We regard Remote as a prominent and dependable partner in this domain. Their specialist support in administering local payroll, ensuring tax compliance, and managing HR operations has rationalised our internal processes and enabled us to pursue greater opportunities for growth and success on a global scale.”
“Had we been obliged to handle and co-ordinate every aspect internally, our costs would have exceeded $500,000 annually. Remote not only removes that fiscal pressure but also lifts the operational responsibility from us, enabling a focused expansion of our business with confidence and efficiency.”
“Across the globe, we run payroll monthly, semi-monthly and hourly in multiple currencies, and our Finance Manager has comprehensive visibility within a single platform. With Remote, you can make it happen.”
“We collaborate with 460+ Contractors worldwide. Otherwise, I would have to employ 5 or 6 full-time people to manage compliance, administration and payroll. Remote has unquestionably saved us both time and money.”
“We regard Remote as a prominent and dependable partner in this domain. Their specialist support in administering local payroll, ensuring tax compliance, and managing HR operations has rationalised our internal processes and enabled us to pursue greater opportunities for growth and success on a global scale.”
“Had we been obliged to handle and co-ordinate every aspect internally, our costs would have exceeded $500,000 annually. Remote not only removes that fiscal pressure but also lifts the operational responsibility from us, enabling a focused expansion of our business with confidence and efficiency.”
“Across the globe, we run payroll monthly, semi-monthly and hourly in multiple currencies, and our Finance Manager has comprehensive visibility within a single platform. With Remote, you can make it happen.”
“We collaborate with 460+ Contractors worldwide. Otherwise, I would have to employ 5 or 6 full-time people to manage compliance, administration and payroll. Remote has unquestionably saved us both time and money.”
“We regard Remote as a prominent and dependable partner in this domain. Their specialist support in administering local payroll, ensuring tax compliance, and managing HR operations has rationalised our internal processes and enabled us to pursue greater opportunities for growth and success on a global scale.”
“Had we been obliged to handle and co-ordinate every aspect internally, our costs would have exceeded $500,000 annually. Remote not only removes that fiscal pressure but also lifts the operational responsibility from us, enabling a focused expansion of our business with confidence and efficiency.”
“Across the globe, we run payroll monthly, semi-monthly and hourly in multiple currencies, and our Finance Manager has comprehensive visibility within a single platform. With Remote, you can make it happen.”
“We collaborate with 460+ Contractors worldwide. Otherwise, I would have to employ 5 or 6 full-time people to manage compliance, administration and payroll. Remote has unquestionably saved us both time and money.”
By choosing Remote to support your global growth, you gain a strategic expansion partner and a platform engineered to scale. Hire, pay, and manage elite talent everywhere with consistent speed and security.
Encourage ownership and improve retention by offering stock options and equity incentives to international employees. Our global equity expertise keeps you compliant at every stage, from equity planning to tax withholding and reporting.
Our guided onboarding workflow, user-friendly platform (including time-off and reimbursement management), and team support resources accelerate onboarding and remove administrative headaches for incoming employees and contractors.
Utilise Remote's 100% owned-entity model in 85+ countries to build your global footprint without the burden, risk, or cost. Stay compliant at every step of the hiring and employment process with built-in security and proactive monitoring that covers right-to-hire, payroll, taxes, benefits, and more.
Access country-specific benefits packages at highly-negotiated prices so you can offer equitable, best-in-class benefits to your employees for a fraction of the usual cost. Compete locally for talent on a global scale while improving retention and employee morale.
As your company expands into a midsized operation, your payroll solution must evolve in step. Whether you manage payroll domestically, internationally, or both, your payroll software should be capable of supporting and powering that growth.
Midsize company payroll software should include:
Multi-location support. Expanding medium-sized companies frequently have employees across multiple locations, both domestically and overseas. To support this, your payroll partner must handle payments in different currencies, ensure compliance with local labour laws, and process disbursements through approved banks.
Advanced capabilities. Beyond basic payroll functions, your software should include robust features such as benefits administration, tax compliance, and the management of equity incentives like stock options. These advanced capabilities are essential to meet the varied needs of a growing midsize organisation.
Scalability. As your organisation expands across borders, payroll requirements grow in complexity. Your payroll solution should scale with your business, accommodating more employees and integrating additional HR services.
Managing payroll internally for a global workforce poses considerable challenges. To pay employees legally in other countries, you generally have three options:
Establish a legal entity in each country where your employees are based
Partner with an employer of record (EOR) provider, like Remote
Hire workers as contractors
Setting up entities is often costly and time-consuming, and you will still need to either run payroll internally or outsource to a specialist. Conversely, engaging workers as contractors can bring compliance risks if not handled correctly.
For midsized businesses, using an EOR frequently represents the most practical and efficient route to manage global payroll. It permits legal hiring in multiple countries without the need to create local entities, ensures adherence to local employment laws, and allows you to handle payroll and taxes, administer benefits, and meet other legal HR obligations effectively.
Midsize companies frequently find it more cost-effective and efficient to outsource HR functions rather than handling every HR task internally. The resources required to manage payroll, benefits, tax withholding, payroll deductions, equity incentives, and compliance can be substantial, even for mid-market firms.
Even large enterprises often outsource HR to access specialist expertise and technology. Common reasons for outsourcing include:
Cost efficiency. Organisations seek advanced HR services without making large investments in an internal HR department.
Ability to focus on core operations. Organisations want HR tasks managed by specialists who remain current with compliance requirements and best practice.
Scalability. Outsourcing offers the flexibility to scale HR services as the company grows, without the continual need to recruit and train new HR staff.
Global expertise. For businesses focused on growth, the complexities of global HR are greater. Outsourcing provides assurance that local labour laws are observed, payroll is processed correctly, and benefits are administered across multiple countries.
For mid-sized businesses, payroll service costs can vary significantly depending on the location of your employees, your total payroll expenses, and the benefits you offer. Unlike SMBs, mid-sized companies often manage larger and more complex payrolls, especially when dealing with remote teams across multiple countries.
That said, you should aim to budget anywhere from a few hundred to several thousand dollars per month for payroll services, depending on the scale and scope of what is needed. This cost is influenced by the size of your workforce, the complexity of your payroll and HR needs, and whether you operate domestically or globally.
For more information on costs for small business payroll in multiple countries, see Remote’s pricing page.
When evaluating an EOR provider, ask potential partners the following questions:
Do they own their own entities in every country, or do they outsource to third parties in some countries?
How do they manage compliance in complex regulatory environments?
What protections do they provide for IP and invention rights?
How do they ensure security when handling your employees' sensitive personal information?
Can they manage complex compensation structures, including equity and bonus plans?
Can they support rapid growth and enter new markets quickly?
Are there any hidden fees that vary between countries?
Do they provide dedicated support and market-specific expertise for each country?
