Remote Discount Code: $1,000 off first year

Deal Highlights

Remote is the global HR platform that lets you hire, pay, and manage employees and contractors anywhere in the world without setting up local entities, navigating dozens of country-specific payroll systems, or risking misclassification penalties. Across 180+ countries, Remote handles everything from compliant employment contracts and local benefits packages to multi-currency payroll, equity grants, IP protection, and offboarding — all under a single platform with a single point of contact.

The $1,000 off your first year of Remote is one of the most generous startup deals in the category — meaningful at any scale and especially valuable for small startups making their first 1-3 international hires where the savings represent 1-3 months of platform fees.

What You Get

• $1,000 off your first year of Remote
• Employer of Record (EOR) services in 80+ countries (Remote owns and operates local entities)
• Contractor management and compliant pay-out in 180+ countries
• Compliant local employment contracts drafted by in-country legal experts
• Country-specific benefits packages (health insurance, retirement, leave entitlements)
• Multi-currency payroll with local-currency pay-out and FX management
• Equity grants for employees in countries where Remote supports stock options
• Strong IP and invention assignment protection in every supported country
• Onboarding workflows tailored to each country's legal requirements
• Compliance updates as labor laws change (Remote handles the change-management, not you)
• Dedicated account management for Enterprise tiers
• Integration with HRIS systems (BambooHR, Rippling) and accounting tools (QuickBooks, Xero, NetSuite)
• Self-service dashboard for employees to view payslips, benefits, and time off

Why Remote for Startups Going Global

The decision to hire internationally used to require either (1) setting up a local subsidiary in each country (months of legal work, ongoing compliance overhead, $30K-$80K per country) or (2) hiring people as contractors and hoping they don't get reclassified as employees by local tax authorities (massive misclassification risk: back taxes, penalties, and reputational damage).

Both paths are bad. The first is too slow and expensive for early-stage startups. The second is dangerously non-compliant — countries like Germany, France, the UK, Brazil, and India have aggressive enforcement on contractor misclassification, with penalties that can exceed the entire wage cost of the worker.

Employer of Record services solve this by acting as the legal employer of your international team members on your behalf. Remote owns and operates local entities in 80+ countries; the worker is legally employed by Remote (with all proper tax withholding, benefits, and labor-law compliance), but reports to your team and works on your products as if they were your direct employee.

Three patterns where Remote particularly shines:

• Hiring senior engineers in lower-cost countries (Latin America, Eastern Europe, India) without setting up local entities or risking misclassification
• Operating across the EU with full compliance (GDPR, country-specific labor codes, mandatory benefits)
• Onboarding executives and equity-bearing hires in countries with complex stock-option taxation

Pricing Structure

Remote operates on a transparent per-hire monthly fee model:

• Contractor Management: Lowest-cost tier — typically a small fixed monthly fee per contractor for compliant invoicing, multi-currency payouts, and minimal compliance protection. Best for short-term project work or genuinely independent contractors.
• Employer of Record (EOR): Higher monthly fee per employee covering full employment compliance, local benefits, payroll tax handling, IP protection, and termination support. Best for long-term hires who function as full employees.
• Remote Talent (recruiting + EOR bundle): Combines hiring help with EOR services for teams without internal recruiting capacity.
• Enterprise: Custom pricing for high-volume international hiring with dedicated account management, premium SLAs, and advanced security.

The pricing is transparent and predictable per-hire, which contrasts with traditional EOR providers who often quote opaque "ask for pricing" rates.

Side-by-Side: Remote vs the Main Alternatives

The honest take: Remote and Deel are the two clear leaders in the EOR category, with similar feature depth and country coverage. Remote tends to win on transparent pricing, owned-entity model in more countries, and strong reputation among EU and APAC employees. Deel tends to win on breadth of adjacent features (banking, equity, contractor management speed). Rippling is the right choice if you're already running US payroll on Rippling and want the unified HRIS. Oyster and Multiplier are competitive at the value end. The honest answer for most startups: short-list Remote and Deel, run them through the same hiring flow for a comparable role, and pick based on responsiveness and exact country availability.

Common Use Cases

• Hiring a senior engineer in Argentina, Poland, or India without setting up a local entity
• Compensating EU employees compliantly with country-specific labor protections (notice periods, mandatory benefits, severance rules)
• Onboarding a CFO or VP-level hire in a country where you have no presence with proper equity grants and tax-efficient compensation structuring
• Migrating misclassified contractors to compliant employee status before audits force the issue
• Running fully-distributed teams with employees in 5-15 countries without operating subsidiaries
• Acquiring international talent during US hiring freezes with budget-friendly geographic flexibility

How to Claim

1. Click "Get Deal" — opens the Remote signup with the SaaSOffers referral
2. Create your Remote account and set up your company profile
3. The $1,000 first-year discount applies automatically at first invoice
4. Initiate your first hire — Remote walks you through country-specific compliance, contract drafting, and benefits selection
5. Once the employee accepts and signs, Remote handles all ongoing payroll, tax, and compliance
6. Continue to add hires as needed; the discount applies across the first 12 months

Best For

• Early-stage startups making their first international hires
• Mid-market companies scaling distributed teams across 5-15 countries
• Companies hiring in countries with strict labor laws (Germany, France, Brazil, India, Mexico)
• IP-heavy companies (SaaS, AI, biotech) needing strong invention-assignment in employment contracts
• Equity-granting companies hiring abroad and needing compliant stock-option administration
• Companies migrating from contractor-based international teams to a compliant employee model

When Remote Wins

• You hire in countries where Remote owns local entities (most major markets)
• Strong IP and invention assignment in employment contracts is critical → Remote's contracts are battle-tested
• You value transparent, published pricing → Remote's pricing is publicly listed (vs. some competitors who quote case-by-case)
• You hire in the EU and care about strong employee experience → Remote's EU reputation among employees is strong
• You want a single platform handling both contractors and EOR employees with consistent tooling

When an Alternative Is Stronger

• You're already deep in Rippling for US payroll → Rippling's unified HRIS is sharper
• You need adjacent features Remote doesn't offer (e.g. banking, broader cards) → Deel has slightly broader product breadth
• You're hiring in a country where Remote uses a partner entity vs. owns one → check coverage, sometimes another provider has better local presence
• You're cost-conscious at very small scale → some value-leaning competitors are slightly cheaper at the low end

Real-World Workflow Example

Imagine you are a US Series A startup hiring a senior backend engineer in Argentina at $90K/year. Traditional path: set up an Argentine subsidiary ($30K-$50K and 6-9 months) or hire as a contractor and risk misclassification. Remote path:

1. Sign up for Remote with the $1,000-off-first-year deal
2. Initiate hire in Remote's dashboard — pick Argentina, enter role, salary, start date
3. Remote drafts a compliant Argentine employment contract with proper IP assignment, probation period, severance terms
4. Engineer reviews and signs the contract through Remote's platform
5. Remote sets up local benefits (health insurance, mandatory bonuses, vacation accrual) and tax withholding
6. On payroll day, you fund Remote in USD; Remote pays the engineer in ARS (Argentine pesos) with all employer taxes handled
7. Engineer has access to a self-serve dashboard for payslips, time off, and benefits

End-to-end: 1-3 weeks from offer to first payroll vs. 6-9 months for setting up a subsidiary. Compliance is fully handled.

Real Cost Comparison Math

• Setting up a foreign subsidiary: $30K-$80K upfront + $10K-$20K/year ongoing + months of delay
• Hiring as a contractor (misclassification risk): possibly $0 upfront, but penalties of 2-5x annual wages if reclassified by tax authorities
• Remote EOR with $1,000 first-year discount: predictable monthly fee per employee, fully compliant
• Hiring locally in the US instead of abroad: 30-60% higher salary cost in many engineering roles

For startups with budgets sensitive to even a few thousand dollars in compliance overhead, the $1,000 discount is meaningful. More importantly, Remote removes the entire mental load of figuring out which countries your team is in, what each one's labor laws require, and how to stay compliant as the team grows.

Who Is This Deal For?

Frequently Asked Questions

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