Remote

They needed to transition dozens of global contractors into full-time employees quickly, compliantly, and without impacting compensation or morale. But Supreme Group faced serious constraints: No local legal entities in key markets like the UK and Canada Limited internal HR infrastructure to manage cross-border hiring Tight acquisition deadlines with zero margin for error A need to protect trust and net pay for high-value talent Supreme Group evaluated multiple global employment solutions. But they needed more than just an EOR provider. They needed a true partner who could move fast, reduce complexity, and offer visibility into compensation and compliance across multiple jurisdictions.…

They needed to transition dozens of global contractors into full-time employees quickly, compliantly, and without impacting compensation or morale. But Supreme Group faced serious constraints: No local legal entities in key markets like the UK and Canada Limited internal HR infrastructure to manage cross-border hiring Tight acquisition deadlines with zero margin for error A need to protect trust and net pay for high-value talent Supreme Group evaluated multiple global employment solutions. But they needed more than just an EOR provider. They needed a true partner who could move fast, reduce complexity, and offer visibility into compensation and compliance across multiple jurisdictions.…

Converted 25+ contractors on schedule to support acquisition Onboarded workers in as few as 3 business days Achieved 100% legal compliance in multiple countries Maintained net compensation levels and strong team morale Eliminated need for local entity setup and reduced HR workload Today, nearly 30% of Supreme Group’s global workforce is employed through Remote across countries including Canada, the United Kingdom, United Arab Emirates, Spain, the Philippines, and Mexico. With a clear roadmap for compliant, scalable hiring, Supreme Group continues to grow at pace through acquisitions, confident that Remote can deliver, no matter how high the stakes.

Strategic Talent Acquisition and Development: TheyDo’s talent strategy focuses on attracting and retaining exceptional talent that resonates with its values. Key to this strategy is the “Values Interview” stage, a process that ensures candidates not only have role competency but align deeply with TheyDo’s values. Introduced in 2023, this approach has proven effective, as evidenced by high engagement scores (88%) from current team members who feel new hires positively contribute to TheyDo’s culture. Remote-First Framework: TheyDo operates with an asynchronous work model, empowering team members to contribute autonomously from any time zone.…

TheyDo’s strategic approach to remote work and DE&I has achieved notable results. “Having such a variety of people in over 25 countries today is giving us superpowers to really be creative in this space. Building all that is the most exciting thing in the world for this team.” High Engagement and Satisfaction: TheyDo's engagement survey in October '24 highlights their organisation as a great place to work (88% NPS). Team members believe in TheyDo's mission and vision (96% NPS) and believe their people leader is a role model for their company values (88% NPS). Such positive feedback highlights TheyDo’s success in creating an environment where employees feel valued, supported, and productive.…

As the company’s global footprint grew, so did the complexity of managing payroll across multiple countries. Core challenges included: Disparate systems and inconsistent processes: Without a unified system, payroll processes varied significantly between locations. This was leading to inconsistencies in how and when employees were paid, benefits were administered, and taxes were handled. Manual work prone to error: Reliance on multiple data entries, spreadsheets and manual calculations increased the volume and severity of errors. All errors have a significant impact, either by way of fines for non-compliance or dissatisfaction among employees.…

Recognising the urgent need for a centralised payroll system, the company began a strategic initiative to implement a single, comprehensive payroll solution. After evaluating various options, the company selected Remote due to its robust features, inbuilt compliance, 24/7 support, and future-proofed roadmap. The implementation involved careful planning and testing to ensure the smooth migration of existing payroll data and minimise disruption to ongoing operations. The company nominated key project stakeholders, led by the head of people and culture, finance director. and benefits manager.…

By consolidating the multi-country payroll process, the company has simplified payroll management, ensuring compliance and efficiency across diverse international operations. Platform consolidation: Single system supporting both HR and payroll, eliminating the need for multiple platforms, with built-in EOR and contractor management capabilities to support future growth. Automated payroll functions: Remote automates the calculation and payment process, directly depositing salaries without the need for manual data entry. Global transparency: Admins can see all upcoming pay runs in one place and Instantly view next payroll runs for each country. Admins can view the predicted and actual payroll costs for every country to help plan cashflow.…

“When I started, there wasn’t even an excel spreadsheet,” she says. “But we put the right tools and processes in place to really support our people as we grew.”

These databases play a crucial role in generative AI, powering applications such as ChatGPT. According to Gartner*, more than 30% of enterprises will have adopted vector databases by 2026, with use cases ranging from customer support and fraud detection to medical diagnostics and even autonomous vehicles.

The Weaviate team is now distributed throughout Europe, Canada, the US, Australia, South America, and Japan — and this widened talent pool is a key driver of the company’s success so far.

With an ambitious vision and a highly specialised team across 20 countries, Axelera AI faced the challenge of efficiently managing international hires and contractors in compliance with local regulations. Through Remote’s Employer of Record (EOR) and Contractor Management (CM) solutions, Axelera AI onboarded top-tier talent within days instead of weeks, enhancing hiring speed, and operational control.

In the meantime, Meghna is proud of what Axelera AI has already achieved, and is delighted with Remote’s impact.

Almost a quarter of BambooHR's customers employed people in more than one country, yet the platform could not compliantly provide employment, payroll or benefits for international staff. In the absence of an integrated EOR, customers were left with a short list of expensive workarounds: Establish legal entities in every country — a costly and time-consuming process Combine several EOR providers that might not integrate with BambooHR, forcing HR teams to re-enter data across systems; or Treat international workers as contractors and assume the risk of misclassification. "BambooHR currently has thousands of customers with employees around the world. Some are opening up entities, which is expensive and slow.…

Almost a quarter of BambooHR's customers employed people in more than one country, yet the platform could not compliantly provide employment, payroll or benefits for international staff. In the absence of an integrated EOR, customers were left with a short list of expensive workarounds: Establish legal entities in every country — a costly and time-consuming process Combine several EOR providers that might not integrate with BambooHR, forcing HR teams to re-enter data across systems; or Treat international workers as contractors and assume the risk of misclassification. "BambooHR currently has thousands of customers with employees around the world. Some are opening up entities, which is expensive and slow.…

Market response was strong from the outset. Before EOR even launched, more than 2,000 BambooHR customers had joined a waitlist. Within the first year, hundreds of customers and employees had onboarded through the embedded experience, and thousands of new opportunities were created across BambooHR's existing customer base. BambooHR went to market in under six months — a timeframe that would have been impossible with an in-house build. The pace of iteration since launch matched the speed of delivery. When customers asked, just four days after contractor management went live, for the option to bring their own existing contracts into the platform, the two teams acted rapidly. "About four days after launch we received a lot of customer feedback.…

Managing a growing workforce across multiple systems led to inefficiencies and fragmented reporting.

To support this model from the start, Globl.Contact partnered with Remote to handle hiring, onboarding, compliance, and payroll through a single, all-in-one HRIS platform . This decision has powered their international expansion and delivered significant operational and financial impact.

Accurate, consolidated global reporting through a single HRIS, empowering better decisions with real-time workforce visibility. Reduced onboarding time to just four days, powering new 50 hires a month across 27 countries with speed and precision. Optimised for scale: up to $3.2 million (€2.75 million) in cost savings and 20 hours saved weekly through a unified, global HR solution. Globl.Contact is transforming customer service by building a fully remote, globally distributed workforce that delivers premium support for international brands. As a hyper-growth company operating in 27 countries and counting, they are scaling rapidly while maintaining a lean internal HR team of just two people.…

"We wanted to hire the best open-source developers, but they were scattered across multiple countries. Equity was essential to convincing them to join, but figuring out how to offer it globally was a huge challenge."

To overcome these challenges, Pydantic partnered with Remote Equity, ensuring compliance, reducing costs, and simplifying administration.

Pydantic, a powerhouse in AI tooling with 300M+ monthly downloads, needed a way to offer competitive equity to top engineers worldwide, without the legal and financial headaches. By partnering with Remote, Pydantic streamlined global equity distribution, ensured compliance, and boosted transparency from day one.

Taxdoo is a Germany-based fintech company helping businesses automate VAT and accounting. As the business expanded, it needed to hire engineering and product talent in multiple countries, but didn’t have the legal set-up to do so compliantly.

Taxdoo was ready to expand faster, and needed to hire people in different countries, but doing it themselves, hire by hire, was sluggish and frustrating. With Remote, they didn’t have to build a new process every time. Quickly their global hiring pipeline sped up, semi-automated, centralised, and adaptable.

Flowla established a remote-first culture from the start because the co-founders were based in different cities. As they expanded, they prioritised hiring in shared time zones to facilitate synchronous collaboration. However, managing a mix of contractors and employees across multiple countries using only spreadsheets became unsustainable as the company scaled. Flowla needed a centralised system to handle onboarding, time-off requests, and localised compliance without drowning in manual paperwork. "We moved away from using spreadsheets because we needed a place for employees to submit time-off requests and for me to manage everything in one dashboard."

Flowla chose Remote to provide a seamless experience for every team member, regardless of their preferred employment status.

By centralising its global employment on Remote, Flowla has eliminated the friction typically associated with international growth. Leadership now spends less time on administrative tasks and more time focusing on business results. Operational efficiency: Managing global payroll used to require 10 hours of admin time. It's now a routine monthly task that takes just 5 minutes. Flowla pays one single invoice to Remote, which covers all global payments and different currencies. Compliance and stability: Beyond avoiding potential fines up to €30,000, Flowla gained investor confidence.…

Two years ago, Snitcher was a team of four working out of a basement in the Netherlands. Their HR "system" was a manual Notion document with an unlocked table to track leave days. As the company reached its first $1M in ARR, leadership realised that restricting recruitment to the Netherlands risked slowing their growth. However, the overhead of creating legal entities in every country where they found great candidates made that approach impractical. "We couldn't keep doing this by hand in Notion," says Stefan Manojlovic, Snitcher's Head of Marketing. "We needed a way to hire those people without the huge overhead of setting up business operations in those countries."

Snitcher engaged Remote to manage the complexities of employing staff overseas. That allowed them to refocus hiring on calibre rather than location, bringing in a staff engineer from Brazil, business leadership from the UK, sales hires from Serbia and customer success managers from the Philippines. "Our main reason for choosing Remote was simple: we couldn't confine ourselves to hiring only within the Netherlands when excellent candidates were available elsewhere." Stefan Manojlovic , Head of Marketing

The chief effect of the partnership was speed. Key hires moved from interview to contract in as little as two days, enabling Snitcher to treble headcount within 12 months — something Stef says would have been impossible without Remote. With Remote HR Management managing compliance and administration, Snitcher absorbed a 3.75x expansion in team size without any increase in administrative hours. "We wouldn't have grown as quickly without hiring through Remote. Every one of these hires has been central to us almost trebling in a year... the ROI of that is infinite." Stefan Manojlovic , Head of Marketing Beyond headcount, Snitcher no longer needed to master every local detail for the markets they hired in.…

Lack of data transparency: Without a centralised payroll system, the company struggled with monthly data accuracy and efficiency, often resorting to error-prone manual workarounds. Year-end tax and compliance reporting was particularly challenging, increasing the risk of inaccuracies, late filings, and potential fines.

Discover how this expanded collaboration transformed payroll into a unified source of truth, ‌all while prioritising an exceptional employee experience.

Remote provided a powerful solution with cutting-edge technology and advanced payroll automation, alongside dedicated support for payroll, compliance, benefits, and HR management‌ — ‌seamlessly serving both direct and international employees. $80,000 annual cost reduction: Achieved through streamlined vendor management $28,000 annual administrative savings: Gained from enhanced payroll administration efficiency 300+ hours saved annually: Time reclaimed by automating payroll processes and report generation. Centralised payroll management: Unified payroll view for direct and EOR employees across 26 countries. Seamless integration: Fully integrated with BambooHR.…

By running their entire workforce on the Remote platform, JXX reduced admin load, brought down costs, and gave leaders the freedom to think beyond payroll and processes. Their key wins included: