Quick, hassle-free onboarding

We simplify adding the employee’s details to Remote and send an automated invitation to your new starter.

Once your employee signs in to the platform, Remote prompts them to supply administrative details and upload the necessary supporting documents.

Remote conducts a right-to-work check to confirm workers hold the correct permissions, work permits or visas for their location.

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

The employee is enrolled into payroll and benefits programmes and their status is set to active in Remote.

Employee onboarding software, depending on your hiring location, lets you bring new employees into your organisation in full compliance with relevant employment laws. For local hires this is typically a familiar and straightforward process for many businesses. New employees usually sign an employment agreement and upload required documents, which the onboarding software manages. Often, onboarding software remains in use once the employee starts, as it is commonly part of a broader employment software suite.

Onboarding remote employees becomes more complex when companies lack a legal entity in the country. Unfamiliarity with local laws and customs can slow onboarding and make compliance harder. In these situations, employers commonly use an employer of record, or EOR, to bring on new workers. An EOR enables businesses to employ workers abroad by acting as the local employer of record and handling functions such as payroll, benefits, tax withholding, compliance, and share options.

New employees do not automatically understand their role on day one. Even in small companies, onboarding is the first chance to resolve administrative matters, set clear expectations, and convey company culture. In many jurisdictions, onboarding involves deadlines for paperwork and registrations, so companies hiring across countries must be vigilant.

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

If you cannot pay their first salary on time or they cannot enrol for insurance because of administrative mistakes, new team members quickly lose trust and motivation. Efficient onboarding processes deliver a positive experience from the outset, creating a welcoming environment from day one.

Onboarding remote employees may be as straightforward as onboarding office-based staff — or considerably harder, depending on where you hire and how prepared you are. If remote hires live in the same area as the rest of your team (for example, the same city or state), the process is fairly direct. You will need to supply appropriate equipment and ensure they feel welcomed and included, while the legal steps (for example, signing the employment agreement) usually remain unchanged.

Hiring remote employees in different states or countries brings further challenges. You must factor in time zones and also handle the paperwork and registrations that come with a distributed hire. For instance, some countries mandate a medical examination as part of a new employment offer, even for remote roles.

Often, specific documents must be filed with government authorities by fixed deadlines, and employees must be enrolled in social programmes within set periods after employment starts. To hire in a country where your company lacks a legal entity, you can engage an employer of record, or EOR like Remote.

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

Onboarding contractors is usually quicker and simpler. Use an international contractor management platform such as Remote to pay contractors in their local currencies.

Onboarding full-time remote employees can be more complex. The essential step is to understand the regulations in the country or region where the new employee lives and works. If you have a local entity in that country, you are responsible for functions including local compliance, payroll, taxes, benefits administration and multiple types of paperwork. Due to these obligations, companies hiring remote employees in other countries commonly partner with an employer of record.

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

Onboarding independent contractors is often easier than hiring full-time employees, but caution is required. Failing to define the working relationship correctly can be costly — not only through fines, but potentially by jeopardising ownership of your intellectual property (IP).

To onboard independent contractors, first draft and sign a formal agreement with the contractor. The contract should address pay rates, deliverables and ownership of created works. Rules vary by country, so when hiring internationally use an international contractor management tool — not merely a payment tool without contractual protections.

You may choose to convert contractors to employees at some stage. If so, you have several options. You will need to onboard the contractors into their new roles, including any new paperwork required by the country.