Quick, hassle-free onboarding

We simplify adding an employee’s details into Remote, with an automated invitation sent by email to your new starter

Once your employee logs into the platform, Remote asks them to provide administrative information and upload the necessary supporting documents

Remote performs a right-to-work verification to confirm workers hold the proper permissions, work permits, or visas required for their location

We prepare the employment agreement and send it to the employee for formal signature

The employee is enrolled in payroll and benefits programs, and their status is activated in Remote.

Where you intend to hire determines how employee onboarding software works: it enables you to bring new employees into your organization while complying with applicable employment laws. For local hires, this is typically a straightforward or at least familiar process for many businesses. New employees usually sign an employment agreement and upload essential documents, all managed by the company’s onboarding software. Employee onboarding software often continues to be used after the hire begins, as many onboarding features are part of a larger employment software package.

When companies try to onboard remote employees in countries where they lack a legal entity, complexity increases. Unfamiliarity with local laws and customs can slow onboarding and make compliance difficult. In such situations, employers commonly engage an employer of record, or EOR, to manage onboarding. An EOR enables businesses to hire workers abroad by serving as the local employer of record and handling tasks such as payroll, benefits, tax withholding, compliance, and stock options.

New employees do not automatically know what to do when they start in a new role. Even for small organisations, onboarding is the first chance to address administrative matters, set clear expectations, and convey company culture. In many countries, onboarding involves a series of deadlines for paperwork and registrations, so companies hiring across borders should remain vigilant.

Few things frustrate a new employee as much as problems with benefits and payroll. You want your new employees to enjoy a positive experience with your company and feel an immediate sense of care and belonging.

If their first paycheck is late or they cannot enrol in insurance because of administrative errors, new hires quickly lose trust and motivation. Efficient onboarding processes create a positive experience from the outset, establishing a welcoming environment from day one.

Onboarding remote employees can be as straightforward as onboarding in-office staff — or it can be much more challenging, depending on where you are hiring and your level of preparation. If you hire remote employees who live in the same general area as the rest of your team (for example, the same city or state), the process is fairly simple. You will need to provide the proper equipment and ensure they feel welcomed and included, while the legal elements of onboarding (such as signing the employment agreement) are generally the same.

Onboarding remote employees in other locations, such as another state or another country, introduces extra complexities. Beyond coordinating time zones, you must account for the paperwork and registrations that accompany a distributed hire. For example, in certain countries, employees are required to undergo a medical exam as part of a new offer of employment, even when working remotely.

In many cases, specific documents must be filed with government authorities by strict deadlines, and employees must be enrolled in social programs within defined timeframes after employment begins. To onboard employees in a country where your company does not own a legal entity, you can hire abroad with confidence using an employer of record, or EOR like Remote.

Begin onboarding remote employees by covering the basics. Do you have all necessary elements in place to employ this person legally?

For contractors, this is usually quick and straightforward. You can use an international contractor management platform like Remote to pay your contractors in their local currencies.

Onboarding full-time remote employees tends to be more involved. The key is understanding the regulations that apply in the country or region where your new employee lives and works. If you own an entity in the country where you plan to hire, you will be responsible for a range of functions, including local compliance, payroll, taxes, benefits administration, and various paperwork. Because of these barriers, companies hiring remote employees in other countries typically work with an employer of record.

Remote is designed to remove cost, risk, and complexity from global employment so you can manage compliance with confidence.

Onboarding independent contractors is generally simpler than onboarding full-time employees, but don’t be misled. Failing to establish correct boundaries in the working relationship can be costly — not only in fines, but potentially in ownership of your intellectual property (IP).

To onboard independent contractors, start by creating and signing a formal agreement with the contractor. This contract should address pay rates, deliverables, and ownership of created works. Different countries have different rules, so if you hire internationally, be sure to use an international contractor management tool — not just a service that sends payments without context or protections.

You may decide to convert contractors to employees at some point. If that happens, you will need to onboard the contractors into new roles, completing the required paperwork depending on the country.