Our view: compare the country proposal before the platform
Give G-P particular attention if your project involves moving an existing team, preserving employment arrangements or fitting EOR records into an established HR system. Give Remote equal consideration for a new team when its local employment proposal, employee support and funding process meet your needs. Remote here means Remote.com.
G-P’s USD 599 starting fee matches Remote’s annual-contract starting offer; Remote’s standard monthly usage fee is USD 699. Compare the country quote and billing commitment before deciding which costs less. But the cheapest acceptable proposal still has to identify the employing entity, confirm the role and explain who will handle changes once the employee has started.
Our recommendation is to use a single employee scenario for both demos. Ask each team to show the contract, cost estimate, benefits selection and support route. Then introduce a change. The provider that can explain the consequences clearly has given you useful evidence of fit.
Remote and G-P side by side
Our provider ratings reflect our recommendation order for providers overall. “Not rated” means we haven’t published a rating for that provider.
Question
Remote
G-P
Area
Advertised EOR fee
Remote
USD 599 annual contract; USD 699 standard monthly
G-P
From US$599 per employee/month
Area
Delivery point to verify
Remote
Named employing entity for the proposed hire
G-P
Named employing entity and team responsible for the country
Area
Useful project to discuss
Remote
New employee onboarding and ongoing changes
G-P
New hiring or an existing workforce transition
Area
Procurement evidence
Remote / G-P
Check before signing: confirm employment offer, benefit schedule, funding terms and escalation commitments in writing.
Compare Remote’s price for the chosen commitment with G-P’s EOR service fee for the same hire. Add salary, employer costs and extras for the country to each proposal.
Remote’s USD 599 offer requires an annual contract; its standard USD 699 usage fee is billed monthly. Annual commitment does not establish annual prepayment. G-P’s FAQ says no minimum EOR hire duration; the commercial agreement still controls billing and notice.
Ask who is responsible in the employee’s country
Remote says it hires EOR employees through its own entities. G-P includes local employment, payroll, benefits administration and HR support in its EOR offer. Get written acceptance for the employee and role in the hiring country.
Ask who will be named on the employment contract and who will answer the employee’s questions. If different teams own payroll, benefits and employment advice, identify the person who coordinates them. You should not have to discover that division during the employee’s first payroll issue.
Use country totals as an initial filter only. Then check whether the provider can support your actual work location, activities and employment terms. If a proposed arrangement needs immigration support or specialist review, ask for the scope and timing before making a commitment to the candidate.
A useful proposal identifies the open issues. A vague assurance that everything is covered leaves your company with decisions still to make.
Run three changes through the proposed service
A salary increase. Ask when your approval must arrive, whether a contract amendment is needed and which invoice will show the change. Have the provider explain what happens if you miss the cutoff.
A period of leave. Ask the provider to show how the employee requests it, who approves it and where HR can see the record. For any leave with country-specific employment consequences, request guidance for the actual jurisdiction.
A benefits change. Ask for an example of adding a dependent or changing a plan. Identify eligibility rules, effective dates, employee contributions and the person who confirms enrollment. A completed form is not the same thing as confirmation that coverage has begun.
G-P lists both human support and G-P Assist in its EOR package. Ask which route handles these three situations and what requires an additional service. Test Remote against the same questions. The written service commitments should carry more weight than assumptions about speed.
When G-P’s transition offering becomes relevant
G-P offers workforce integration for mergers and acquisitions. Ask how employees would transfer and whether prior service can be recognized under the applicable law.
For this kind of project, send both providers a schedule of existing terms. Ask each to identify what carries over, what must change and what requires local review. Employee communications, benefit continuity and the first payroll date belong in the proposal alongside the price.
G-P’s integration directory lists connections to investigate. Ask it to demonstrate the fields and approvals your team uses before relying on a connection in your payroll process.
How we would approach two different projects
Hypothetical example: the first employee in a new country. The employer has a candidate, a fixed budget and a local benefit package to agree. Obtain both country proposals. G-P’s starting fee and Remote’s annual-contract offer both begin at USD 599; compare the same commitment and full employment package. Remote’s standard monthly fee is USD 699, so the preferred billing arrangement affects the comparison. Compare the complete offers before choosing.
Hypothetical example: moving an acquired team onto an EOR. The employer needs a documented transition rather than a standard new-hire checklist. Begin with G-P’s specialist proposal, then ask Remote for the same deliverables. A realistic plan for existing terms, employee questions and unresolved cases should determine the choice.
Ask both providers for the amount due before payroll, the procedure for a disputed charge and the costs and timing of leaving the service. Use the EOR RFP checklist to capture the answers.
If your existing HR system is the deciding factor, use the comparison directory to evaluate another pair against the same integration requirements.
What this recommendation is based on
Official pages were checked on 3 October 2026. The service descriptions are provider-published claims; the project recommendations are our editorial assessment. Our comparison draws on our hands-on tests of both providers and provider information used to confirm support and employment details. Review the employing entity and contract for your proposed hire.