5 Remote Alternatives for Employer of Record

The best alternatives to Remote for EOR services are gaining traction, since unlike Remote’s all-in-one model, many of them offer niche industry expertise and more focused EOR coverage. There are now 800+ Employer of Record providers worldwide, including companies such as Alcor, Boundless, WorkMotion, Leap29, and RemoFirst, which offer streamlined, compliant hiring solutions.

This raises a practical question: how Remote’s model compares with other EOR providers, and in which scenarios alternative solutions may be more suitable.

In this review, you will find a comprehensive comparison of the strongest Remote alternatives, their key features, strengths, weaknesses, and insights into which EOR provider delivers the best results for tech companies.

Key Takeaways

• Many businesses now seek leaner, more cost-efficient, and human-centered EOR solutions, especially startups and SMBs that find Remote oversized for their needs.
• Remote offers clients an automated platform across 90+ countries, relies on third-party partners for additional services, and uses standardized contracts that require further customization for certain niches, such as IT.
• Providers like Boundless, WorkMotion, Leap29, and RemoFirst each deliver targeted benefits for SMEs, enterprises, manufacturing, and budget-sensitive teams.
• Alcor stands out as the tech-only Remote alternative, offering tech-first hiring, full legal compliance across LATAM and Eastern Europe, hands-on support, and a turnkey R&D center model tailored specifically for software companies.

Pros and Cons of Remote Employer of Record

Remote is a global Employer of Record platform built for multi-country hiring, covering employment, payroll, benefits, contractor management, relocation, and automated HR integrations. Its advantages include wide country coverage, strong compliance, transparent pricing, fast hiring timelines, and solid data and IP protection. However, Remote often relies on third-party partners in smaller markets, offers limited hands-on guidance, charges extra for add-ons, and operates with highly standardized workflows. Occasional onboarding delays also occur. For startups and SMBs, Remote can feel oversized and overpriced due to its enterprise-focused automation and HR features. This is why many companies now look for more cost-effective, fully compliant, human-centered Remote alternatives.

First things first, let’s break down what Remote truly is.

Remote is a global Employer of Record and HR provider founded in 2019 and designed specifically for multi-country hiring. Its scope of services includes:

• Employment: local employment contracts, compliant hiring, employee onboarding/offboarding.
• Payroll: salary processing, tax withholdings, and statutory contributions.
• Benefits: health insurance, pension plans, paid leave policies.
• Contractor management: contractor payouts, invoicing, compliance tracking.
• Mobility/relocation: visas, work permits, relocation assistance.
• Integrations/API layer: HRIS integrations, automated workflows, centralized data.

But that is just the surface. Below are the key insights on Remote’s pros and cons that my team has prepared for you based on the client reviews from G2:

Pros of Remote EOR	Cons of Remote EOR
Hiring across 90+ countries	Hiring through third-party, Remote partners in smaller markets, which reduces control and increases operational risks
Automation and integrations through the Remote Embedded Platform for managing onboarding/offboarding, payroll, taxes, and benefits	Self-serve system with mostly indirect, platform-based account management
Transparent PEPM cost structure	Extra fees for benefits administration, and customized add-on services
Data and IP rights protection with Remote IP Guard and multiple certifications (ISO 27001, SOC 2, CSA STAR Level 1)	Local legal depth that does not extend to niche markets, such as parts of Asia and other developing-economy regions.
Hiring timelines starting from 2 days	Occasional delays in local onboarding of up to 2 months
Suitable for enterprise-level companies	May exceed the scope and budget needs of early-stage startups and SMBs.

But note that beyond the listed drawbacks, there are several other important aspects you should consider when evaluating this EOR provider.

First, despite its extensive coverage in 90+ countries, Remote offers limited integration options with global HRIS platforms such as ADP WorkforceNow, often forcing teams to make duplicate entries, which increases the risk of data-integrity issues. Remote also does not support payments through certain local payment systems (for example, GCash in the Philippines or similar services like Venmo in the US), as customers have noted. This may require additional time spent transferring processes from one platform to another, which affects operational timelines and efficiency –⁠ factors that are critical during market expansion.

Second, some Remote customers note that some processes and service setups are unclear, and getting detailed information from the team can be difficult. For instance, customers reported that configuring benefits for employees and contractors, including health coverage, retirement options, and meal vouchers, could be confusing. They often struggled to access detailed information about the available packages, and because several different platforms were involved (Cobee, ThanksBen, and the insurers’ own systems), workers had to register on multiple apps before they could clearly see and choose their benefits.

Third, given the platform’s automated and AI-based architecture, some customers report a lack of customization and detailed visibility. For example, several reviews mention limited visibility into backend payroll processes, particularly during mid-month adjustments, as well as basic reporting features. Customers note that more advanced dashboards or customizable reports would help them access the insights they need.

Given that this EOR provider may not fully align with the needs and requests of all companies, the question becomes: are there any Remote alternatives for Employer of Record services that offer cost-effective, fully compliant, and human-centered solutions, especially for software companies?

5 Great Alternatives to Remote for EOR Service

The top remote alternatives for EOR provide more specialized, cost-efficient, and targeted support than Remote’s broad global model. Key insights include:

• Alcor: Best tech-focused EOR with 8+ expertise in hiring software engineers across LATAM and Eastern Europe, full compliance, and hands-on support.
• Boundless: EOR option for SMEs, offering transparent, ethical employment practices and localized benefits in 25+ countries.
• WorkMotion: An enterprise-ready EOR with automated workflows and global payroll for 160+ countries.
• Leap29: Good for manufacturing, engineering, and construction sectors with strong compliance and multi-country payroll.
• RemoFirst: Most affordable EOR solution starting at $199 per person/month, offering fast onboarding across 185+ countries.

Well, now we move to the most interesting and heated part – a selection of the top five Remote competitors that deliver more targeted, cost-efficient, and lean EOR support. In this ranking, we evaluated the core features of each EOR provider, their strengths and weaknesses, the most valuable services they offer,andtheir price-to-value ratio.

Alcor –⁠ Best EOR for Tech

Alcor is an R&D center provider and one of the best EOR platforms for software companies. Founded in 2017, it offers a tech-oriented Employer of Record servicethat combines an automated platform with dedicated account management for each customer, as well as full legal-entity infrastructure in supported locations.The company focuses on LATAM and Eastern Europe -top tech regions with large and diverse talent pools, strong STEM education (including QS-ranked universities), and developed tech ecosystems featuring startups, incubators, accelerators, and business centres. By ensuring 100% compliance with local labor laws, Alcor creates a legal shield, helping clients hire, manage, and retain specialists with minimized operational effort.

Key features include:

• Tech-industry EOR solution with customized employment contracts and SLAs tailored to each technical role’s requirements, covering onboarding/offboarding, payroll management, tax administration, and reporting. We also safeguard clients’ IP rights and prepare tech-specific legal documentation such as NDAs and stock option agreements.Looking for a Contractor of Record in Poland, a Contractor of Record in Colombia, or another EE or LATAM country? Alcor has legal entities in these locations andoffers full-cycle management of tech-specific employer–contractor relationships through its EOR solution, without third-party intermediaries and with full control over your team, processes, and intellectual property.
• Benefits administration for tech specialists, covering standard packages like PTO, health insurance, parental leave, mental healthcare, WFH options, gym memberships, and more. Upon request, Alcor also offers tailored benefits to align with specific client needs, ensuring a client-centric approach.
• Visa and workforce mobility management, supporting relocations, work permits, and cross-border talent transitions.
• A trusted solution for unicorn and high-growth technology companies, like People.ai, Pindrop, BigCommerce, and others.
• Human customer operations support with 9.1 NPS.
• Automated payroll and operations management via the proprietary AlcorOS™ cloud platform.

Pricing: A pay-as-you-go model with volume discounts when hiring larger teams.

Pros (according to G2 and Clutch reviews):

• The best solution for tech businesses that require deep expertise in drafting contracts for local software engineers, including strong knowledge of labor and termination laws, benefits systems, and taxation. One vendor for tech EOR, recruitment, and ops.
• Dedicated Customer Manager with fast responses and hands-on support.
• Clear, flexible pricing with no prepayments, no offboarding fees.

Cons (according to G2 and Clutch reviews):

• Alcor’s solution is not suitable for industries outside the tech sector.
• Smaller EOR network coverage, limited to LATAM and Eastern Europe, compared to global platforms, which may restrict broader expansion but provides focused expertise in key nearshoring and offshoring destinations.
• No self-serve HRIS experience.

Want to see how this works in practice?

Franki, a US-based experience app that connects businesses with local communities through customer-generated content, expanded into new markets and faced several challenges:

• Filling senior roles
• Complexity of entering the LATAM market for the first time
• The need to terminate a hire

This is where Alcor stepped in with its services, team, and operational expertise:

• Franki secured 20 senior iOS engineers in full compliance with local labor laws, without the need to establish a legal entity,and supported fast, structured onboarding for better hiring efficiency.
• Franki received an alternative to setting up a legal entity, along with comprehensive guidance from the Alcor team on local employment regulations, benefits, 13th/14th salaries, and PTO.
• Our experts handled the replacement process, reducing additional costs and strengthening performance oversight. We also assisted with equipment logistics and prepared legal agreements to mitigate potential risks.

Boundless –⁠ Best EOR for Small Businesses

Boundless is an EOR provider that delivers transparent hiring with full legal compliance in 25+ countries. For SMEs, Boundless offers a way to operate internationally without setting up their own legal entity, while supporting the hiring of full-time employees or contractors as part of a distributed global team.

Pricing: From $599 per employee/month.

Key features include:

• Smaller coverage = deeper expertise: operating in 25+ countries allows the provider to focus resources on a limited set of jurisdictions, resulting in more precise compliance handling, localized HR practices, and country-specific guidance.
• Locally tailored benefits: benefits packages designed in accordance with local laws and market expectations.
• Streamlined self-service onboarding: a simple onboarding portal with clear navigation and step-by-step guidance that minimizes administrative burden for both employers and employees.
• Multi-currency payroll management: payroll processing in multiple currencies with full compliance and accurate tax handling.

Pros (according to G2 and Clutch reviews):

• As some reviews note, Boundless provides immediate response times and attentive support from its team whenever issues arise.
• Average issue resolution is under 1 day, supporting small teams without internal payroll or HR functions that need rapid market entry.
• A user-friendly platform with a self-service onboarding process.

Cons (according to G2 and Clutch reviews):

• Geographical limitations that restrict Boundless’ service availability in parts of North America, Australia, Europe, and several LATAM countries.
• Higher fees that are less competitive than those of alternative EOR providers.
• No live chat option, with communication limited to chatbot or email support.

WorkMotion- Best EOR for Enterprises

WorkMotion is a German EOR company born during the COVID era, bringing together tech enablers, legal experts, and HR specialists under one virtual roof. They enable companies to access a broader pool of highly skilled talent without establishing a legal entity and to operate across 160+ countries.

Key features include:

• Employee lifecycle management: end-to-end handling of payroll, expenses, taxes, time tracking, PTO, contractual changes, and offboarding through an automated platform.
• Global payroll management: the EOR platform processes employee expenses and allowances in compliance with built-in calculator tools. It also provides assessments of hiring costs and net salaries.
• Ensured compliance: guaranteed 100% compliant employment aligned with local labor regulations, supported by continuous process guidance and advice at every step through a dedicated support channel.
• Guidance and expertise: access to international compliance guidance delivered through a highly automated platform.

Pricing: Starting at €499 per employee/month.

Pros (according to G2 and Clutch reviews):

• 10-minute onboarding with compliant contract templates.
• Some clients highlight responsive human support during onboarding, with real-time responses that enhance the personalized experience.
• User interface is clearly structured, providing seamless access to payslips and step-by-step guidance through all required documents and compliance steps.

Cons (according to G2 and Clutch reviews):

• A largely self-service platform, which means teams expecting stronger, white-glove country-specific guidance may find themselves navigating important nuances on their own.
• Limited login security options, since authentication is available only via email without 2FA, phone login, or biometrics, which can expose personal data or sensitive information to a higher risk.
• Frequent delays with WorkMotion are caused by complex regional legislation, which can slow down onboarding and reimbursement processes.

Leap29 –⁠ Best EOR forthe Manufacturing Industry

Leap29 is an Employer of Record provider and one of the Remote alternatives that compliantly employs talent in 180+ countries.The company operates as the local legal entity on behalf of clients, covering onboarding,multi-country payroll, international taxes, statutory benefits, offboarding, and overall HR administration, with notable expertise in manufacturing, engineering, and construction sectors.

Key features included:

• Compliant employment contracts: Leap29 prepares and issues contracts that align with national labor laws and regulations.
• Accurate tax & social contributions: ensures all local taxes, social security contributions, and statutory filings are completed without errors.
• Global payroll administration: runs compliant, multi-country payroll with calculations, reporting, and cross-border payment support.
• Statutory & custom benefits management: provides country-appropriate benefits packages, including mandatory and optional employee benefits.
• Full HR administration: oversees ongoing HR management, including employee data, lifecycle events, statutory documentation, and offboarding.

Pricing: starting at $300 per employee/month.

Pros (according to G2 and Clutch reviews):

• Combines recruitment + EOR in one scope.
• Offers visa/immigration support.
• Flexible country-specific terms.

Cons (according to G2 and Clutch reviews):

• Leap29’s clients are predominantly large global companies in energy, power & renewables, construction & engineering, and manufacturing, so their recruitment and EOR/PEO solutions are structured around large-scale projects and highly specialised roles rather than the lower-volume, budget-sensitive needs of typical SMEs.
• Global mobility or multi-country setups involve additional coordination (with external agencies), which may slow onboarding or increase admin load.

RemoFirst –⁠ Best cost-efficient EOR

RemoFirst is an EOR service provider that manages international hiring for expanding companies across 185+ countries. As a remote-first business, they offer comprehensive, affordable solutions for managing global teams at scale.

Key features include:

• Compliance: hiring across 185+ countries while ensuring every employee meets local labor laws and regulatory requirements.
• Onboarding: complete onboarding in days, supported by localized workflows and compliant employment contract management.
• Payroll and taxes: handling multi-country payroll, tax filings, pension contributions, and other statutory obligations.
• Workforce management: managing time off, bonuses, benefits, and other employment changes according to local labor legislation.
• Termination: conducting fully compliant offboarding processes, from notice periods and documentation to final compensation payouts.

Pricing: $199 per employee/month; benefits management, equipment procurement, visa support, and other plans vary by starting prices.

Pros (according to G2 and Clutch reviews):

• RemoFirst’s per-employee fee is more affordable than those of popular global EOR vendors, enabling smaller companies to try out global HR management services without overinflating their budgets.
• 1–5 day onboarding process via the RemoFirst platform.
• The company provides a help center for customers’ FAQs, which clients value for offering real human assistance instead of automated chatbots.

Cons (according to G2 and Clutch reviews):

• RemoFirst has multiple platforms rather than a single, consolidated, user-friendly one, which, as some users say, can complicate administrative management and increase the time needed for related tasks.
• Some reviewers indicate that RemoFirst’s team may lack up-to-date knowledge of local labor laws and make errors in payroll and PTO management, placing additional administrative strain on platform users.
• Relies on external providers in certain locations, resulting in additional markups, friction, and delays for clients.

So, after reviewing the main Remote alternatives for Employer of Record services, who deserves to take the championship title?

Alcor –⁠ Employer of Record that Delivers

Alcor stands out among EOR providers by offering a one-stop-shop solution that merges Employer of Record services with full-scale tech R&D center support. Operating as the local legal entity, Alcor’s model covers recruitment, legal compliance, payroll, and operational support. This allows product companies to scale engineering teams quickly and compliantly. With tech-focused hiring and transparent operations, Alcor supports long-term growth for companies building remote development teams.

And this is where Alcor stands out. Why so?

Unlike generic EOR vendors, Alcor offers a unique combination of a tech R&D center and Employer of Record services, all in one-stop-shop solution.Thanks to our Silicon Valley–grade recruitment and vital operational support, Western tech product companies scale from 10 to 100 developers per year, fully compliant across Latin America and Eastern Europe.

With Alcor, you do not need multiple vendors. Our turnkey model blends tech recruitment, Employer of Record services, and day-one operational support, enabling companies to build fully fledged tech R&D centers. We help product teams hire and scale software engineers across Eastern Europe and Latin America.

Why this works for product teams:

• Tech-first hiring. Our in-house recruiters hire senior engineers with Silicon Valley-level expertise in just 2–6 weeks.
• No operational headaches. As the local legal entity across Eastern Europe and LATAM, our Employer of Record services handle all legal, payroll, and compliance needs.
• One accountable partner. Operations, payroll, and legal are consolidated under one roof, ensuring clean audit trails, predictable costs, and no hidden fees.
• No lock-in. Start with EOR, scale confidently, and transition to your own entity later. Your IP and your team remain fully yours.
• Location strategy expertise. We advise clients on the best hiring destinations and provide market insights for long-term workforce planning.

Want to see how it works in practice? Then don’t take our word for it -trust the results of our clients instead:

Alcor’s software R&D center solution has already proven effective for tech companies like People.ai, BigCommerce, Sift, Intel471, Dotmatics, and dozens of others. 93% of tech CEOs and CTOs are satisfied with our services and commitment.