RemoteRemote is best suited for small and mid-sized businesses that are…

Pricing

Overview

Picture a 12-person marketing agency in Austin that just landed a client requiring around-the-clock content production. The owner wants to hire a senior writer in Portugal and a video editor in the Philippines—but has no idea how to structure foreign employment contracts, calculate local payroll taxes, or stay compliant with labor laws on two continents. That's exactly the gap Remote was built to close. Remote is a global HR platform that combines Employer of Record (EOR) services, international contractor management, payroll processing, and benefits administration into a single dashboard. Under the EOR model, Remote becomes the legal employer of your overseas hires on paper, absorbing the compliance risk and handling local tax filings, mandatory benefits, and statutory severance requirements—while you direct the day-to-day work. Because Remote owns its own legal entities in every country it operates in (rather than relying on third-party partners), the compliance chain is shorter and liability is cleaner for the SMB. For a founder managing headcount personally, the EOR plan runs $599 per employee per month and covers onboarding paperwork, local payroll, and compliant contracts. If you're working with independent contractors instead, the contractor management tier starts at $29 per contractor per month and handles payments in local currencies, self-billing invoices, and misclassification safeguards. An operations manager at a SaaS startup might use the platform to spin up a support rep in Brazil in under a week—something that would otherwise require a local attorney, a registered entity, and months of setup. A finance lead can pull consolidated payroll reports across all countries from one screen rather than chasing spreadsheets from regional vendors. Onboarding a new hire through Remote typically takes a few business days once documents are collected. The employee completes their profile and signs local-compliant contracts inside the platform; payroll is then calculated and run on the local schedule automatically. Migrating existing international contractors or employees means re-papering their agreements through Remote's system, which requires their cooperation but is generally straightforward. Small businesses that hire only domestically, or that already have established foreign subsidiaries with dedicated local HR teams, will likely find Remote's pricing hard to justify. It's also not the right fit if your international engagements are purely project-based and very short-term—in those cases, a simpler cross-border payment tool may suffice. But if you're a growth-stage SMB trying to access global talent without a six-figure legal budget, Remote removes the single biggest barrier standing in your way.

Features

• Employer of Record coverage in 90+ countries with owned legal entities
• Contractor management with multi-currency payments starting at $29/month
• Automated local payroll calculation, filing, and disbursement
• Locally compliant employment contracts generated within the platform
• Benefits administration including statutory and supplemental options per country
• Misclassification risk assessment and safeguards for contractor engagements
• Consolidated multi-country payroll reporting in a single dashboard
• IP and invention rights agreements built into the onboarding workflow

Best for

Remote is best suited for small and mid-sized businesses that are actively hiring—or planning to hire—full-time employees or long-term contractors outside their home country and don't have the legal infrastructure to do it independently. It fits particularly well for bootstrapped or Series A SaaS companies building distributed engineering teams, digital agencies sourcing creative talent across time zones, and e-commerce brands adding multilingual customer support in local markets. Companies whose hiring need is ongoing rather than one-off, and who want a single vendor to own compliance risk rather than coordinating between local attorneys and payroll bureaus, are the core audience. HR managers at companies between 10 and 200 employees who currently handle international hiring ad hoc will see the most immediate relief.

Limitations

At $599 per EOR employee per month, costs add up fast once you cross three or four international hires—a team of five overseas employees runs nearly $36,000 per year in platform fees alone, before any salary costs. There's no meaningful discount tier published for higher employee volumes at the SMB level; verify current volume pricing on the vendor site. The platform is comprehensive but can feel heavyweight for businesses that only need occasional one-off international payments. Customer support responsiveness varies by region according to public user reviews. Remote does not currently offer a free trial for EOR; the contractor tier is lower risk to test. Businesses in highly regulated industries (financial services, healthcare) should verify country-specific compliance coverage directly with Remote before committing.

Frequently asked questions

What is Remote?

Hire full-time employees or contractors in 90+ countries without opening a foreign legal entity. Picture a 12-person marketing agency in Austin that just landed a client requiring around-the-clock content production. The owner wants to hire a senior writer in Portugal and a video editor in the Philippines—but has no idea how to structure foreign employment contracts, calculate local payroll taxes, or stay compliant with labor laws on two continents. That's exactly the gap Remote was built to…

Who is Remote best for?

Remote is best suited for small and mid-sized businesses that are actively hiring—or planning to hire—full-time employees or long-term contractors outside their home country and don't have the legal infrastructure to do it independently. It fits particularly well for bootstrapped or Series A SaaS companies building distributed engineering teams, digital agencies sourcing creative talent across time zones, and e-commerce brands adding multilingual customer support in local markets. Companies whose hiring need is ongoing rather than one-off, and who want a single vendor to own compliance risk rather than coordinating between local attorneys and payroll bureaus, are the core audience. HR managers at companies between 10 and 200 employees who currently handle international hiring ad hoc will see the most immediate relief.

What are the main limitations of Remote?

At $599 per EOR employee per month, costs add up fast once you cross three or four international hires—a team of five overseas employees runs nearly $36,000 per year in platform fees alone, before any salary costs. There's no meaningful discount tier published for higher employee volumes at the SMB level; verify current volume pricing on the vendor site. The platform is comprehensive but can feel heavyweight for businesses that only need occasional one-off international payments. Customer support responsiveness varies by region according to public user reviews. Remote does not currently offer a free trial for EOR; the contractor tier is lower risk to test. Businesses in highly regulated industries (financial services, healthcare) should verify country-specific compliance coverage directly with Remote before committing.

Why does AIStackForSMB rate Remote 8/10 for SMBs?

Remote earns a strong score for SMBs that face the international hiring problem because it genuinely collapses a multi-vendor, multi-month process into a single platform with predictable per-seat pricing. Time-to-value is high: a compliant overseas hire can be onboarded in days rather than months. Cost predictability is one of its standout traits—$599 per EOR seat is a fixed line item, not an open-ended legal retainer. Admin overhead drops substantially because payroll, contracts, and filings are handled by the platform rather than requiring internal expertise. The score doesn't reach a 9 or 10 primarily because of cumulative cost at modest team sizes (even 4–5 international employees approaches $30K/year in fees), and because businesses hiring only domestically get zero value from the platform. Support quality, while generally adequate, introduces some uncertainty for SMBs without a dedicated HR team to escalate issues. Overall, for the SMB with real cross-border hiring needs, Remote is among the most operationally complete solutions available.

How does pricing work for Remote?

Paid plans from about $29/mo (verify on the vendor site). EOR: $699/employee/month (monthly) or $599/employee/month (annual). Global Payroll: $29/employee/month. Contractor Management: $29/contractor/month. Contractor Management Plus: $99/contractor/month. Contractor of Record: from $325/contractor/month. PEO: from $99/employee/month. Equity: from $39/month. Recruit: starting at $199/month. HR Management: free. Per-employee or per-contractor monthly fee, tiered by product. HR Management is free. Annual billing available for EOR (saves 14%). No platform, onboarding, or setup fees for EOR, HR Management, or Contractor Management. Payroll product has an implementation fee and recurring payroll delivery fee. No minimum seat requirements. No deposits except in rare high-risk circumstances. No upfront deposits required in standard cases. No minimum employee or contractor count. Annual EOR plan saves 14%. Billing available in 12 currencies. PEO billed in USD and requires a U.S. bank account. Recruit can be cancelled anytime.