Key features
- Owned-entity EOR — employment through Remote's own legal entities in 80+ countries for direct compliance accountability
- Locally competitive benefits — statutory and supplementary healthcare, pension, and parental leave as standard EOR components
- Global payroll — 180+ country payroll with local tax compliance and multi-currency salary payment
- Equity management — international stock option and RSU administration with jurisdiction-specific tax treatment
- Contractor management — compliant contractor agreements and payment processing for global freelancer networks
- Remote Talent — job posting and candidate sourcing for global hiring without EOR activation upfront
- API integration — HR system integration with BambooHR, Workday, and major HRIS platforms
Best for
- APAC companies wanting owned-entity EOR infrastructure for direct compliance accountability in key hiring markets
- APAC startups offering equity compensation to globally distributed teams wanting international equity plan administration
- Companies hiring global talent in countries where competitive benefits are critical for offer acceptance
- APAC engineering companies hiring software engineers in Eastern Europe or the US through EOR without entity setup
Limitations to know
- ! EOR pricing ($599+/month per employee) makes Remote economical for small-to-medium headcounts, not large enterprise international teams
- ! Owned-entity availability varies by country — some markets still use partner entities rather than Remote-owned entities
- ! Benefits configuration for APAC-specific supplementary benefits may require additional setup beyond Remote's standard package
- ! Customer support response times can vary for APAC time zones — APAC-hour urgent HR issues may experience delays
About Remote
Remote is an employer of record and global payroll platform that enables APAC companies to hire employees and contractors in 180+ countries through Remote's owned local entities — distinguishing itself from EOR competitors by owning its own legal infrastructure in most countries (rather than relying on third-party partners) and by offering competitive, locally appropriate benefits packages as a standard feature rather than add-on service.
Remote's owned-entity architecture is the technical differentiation that matters for APAC enterprise procurement: when Deel or similar platforms use local EOR partners in some countries, the legal relationship is Deel→Partner→Employee, creating a chain that complicates compliance accountability. Remote's direct-entity model (Remote→Employee in owned entities) simplifies the compliance relationship and reduces the risk of partner-side compliance failures affecting the APAC company's employment relationships.
Remote's benefits approach — which provides locally competitive statutory and supplementary benefits (healthcare, pension, parental leave) as a managed component of the EOR service rather than requiring APAC HR teams to configure each country's benefits independently — reduces the benefits management overhead for APAC companies with globally distributed teams. An APAC company with Remote employees in Germany, the UK, and India receives benefits management for all three countries through Remote's standard benefits offering, without engaging local benefits brokers in each market.
Remote's equity management capability — which handles the international equity plan administration, 409A valuations, and cap table integrations for APAC companies offering stock options or RSUs to global employees — is the feature that most differentiates Remote for APAC startup companies with equity-compensation plans. Managing equity for employees in multiple jurisdictions (each with different tax treatment for equity grants, vesting, and exercise) requires jurisdiction-specific expertise that Remote's equity administration platform provides without requiring APAC companies to engage tax advisors in each employee's home country.
Remote's APAC company coverage — which includes Singapore, Australia, Japan, South Korea, and Malaysia as both supported hiring countries and home countries for APAC companies — enables bidirectional global hiring: APAC companies hiring globally through Remote, and global companies hiring APAC talent through Remote for APAC-market roles. The APAC employment coverage is particularly relevant for APAC companies expanding to hire engineering talent in Eastern Europe, customer success talent in South America, or sales talent in the US through the Remote EOR model.
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