Is Teamed cheaper than Remote?

Not on the headline. Both publish $599, Teamed flat and Remote paid annually. The headline doesn't cover FX, the deposit and pre-funding, or onboarding and exit terms. Teamed absorbs FX at zero markup and itemises every line. Model both on the same basis, then decide.

Ted is Teamed's AI layer inside the platform. It handles the routine, learns from patterns across customers, and flags law changes and the crossover point early. People approve every outcome, and you can always reach a person directly.

How does Teamed handle in-country legal compliance?

In three published layers: Teamed's own entities in 57 countries, DLA Piper as global counsel for cross-border consistency, and specialist in-country partners on top where needed. The best answer isn't always an owned entity. Remote's strength is a larger fully-owned network, so weigh that if owned-everywhere is a hard requirement.

When should I move from EOR to my own entity?

Below roughly 10 to 15 full-time employees in most European markets, EOR tends to stay more cost-effective. Above that the per-seat fee approaches fixed entity costs. Teamed models the crossover per country, flags it, and builds the entity on the same system via GEMO with no re-onboarding.

How do I switch from Remote to Teamed?

Most switches take four to six weeks. Read your Remote MSA notice clause first, since it sets the date. Teamed then syncs payroll calendars, keeps benefits continuous, ports the data and issues new contracts one cohort at a time, inside your notice period to avoid double billing.

How do Teamed and Remote compare on support?

Closely on the base plan. Remote: a Customer Success Manager on the base EOR plan, 4.6 on G2. Teamed: direct expert access on every plan with no tier to unlock, 4.8, with Ted handling the routine and flagging law changes and the crossover point behind the humans.

Should I ever stay on Remote instead of switching?

Yes. Stay on Remote if a fully-owned entity in every country is a hard requirement, since that is its clearest advantage, or if you want one vendor across the whole HR stack. Coverage and compliance are honest draws. We would rather tell you to stay than run a wrong switch.

Teamed vs Remote

Switching from Remote to Teamed, scored on ten dimensions

Teamed is a focused global employment platform. Contractor, EOR, your own entity, all on one system, and it connects to the tools you already run rather than replacing them. It leads on cost clarity, human support and the path to your own entity, and it advises you on the right model wherever you start. Remote runs a broader all-in-one HR suite and a larger owned-entity network. Choose on whether that breadth and owned-everywhere depth beat clarity, service and the entity path. If you have already decided to leave, the switch runs in four to six weeks.

Talk to an expert Bring your Remote invoice for a like-for-like read

1,000+ companies advised

$599
Teamed flat fee per employee per month. Every line on the invoice is itemised.: 24-48h
Teamed time to first payroll in straightforward markets.: 4.8
Teamed G2 rating.

Last reviewed 22 July 2026By Tom Price-Daniel, Co-founder, Teamed

Disclosure

Teamed produced this comparison and is one of the two providers in it. We score what a buyer actually weighs. We name where Remote leads: the broader all-in-one HR suite, and the larger owned-entity network. We don't claim to be the cheapest, and we don't claim to win every column.

Teamed vs Remote: which should you choose, and how do you switch in 2026?

The short version

Both publish a $599 headline, so the sticker is a wash. The difference is what you can see. Teamed itemises every line, absorbs FX at zero markup against the mid-market reference, and sets out the deposit and exit terms before you sign. Remote shows its rate after the fact, with no published spread.
Teamed is a focused global employment platform, contractor to EOR to your own entity on one system. It doesn't replace your HRIS. It connects to the tools you already run. Remote runs the broader all-in-one HR suite.
You reach a real HR or legal expert on any plan, when it matters. Not a chatbot, not a ticket queue, no support tier to unlock.
Whatever you start with, contractor, EOR or an entity, Teamed advises you on the model that fits, and tells you when to move. Then it builds and runs your own entity on the same system.

At a glance

Teamed

Rated 4.8 on G2

Best for: fast-growing companies with an international footprint that want global employment run properly, real HR and legal experts they can reach, cost they can see line by line, and advice on the right model wherever they start.

Remote

Rated 4.6 on G2

Best for: teams that want the broadest all-in-one HR suite in one login, or a fully-owned entity in every country with no third-party handoffs.

Shared by both: $599 headline fee per employee per month · contractor and EOR on one platform · broad global coverage (Teamed 187+ countries, Remote 190+ locations) · human support included on every plan

Where it matters	Who leads	Why
Headline price	Draw	Both publish $599 per employee per month. Teamed is $599 flat. Remote lists $599 paid annually, or $699 month-to-month. At the headline the annual number matches, so the sticker shouldn't decide it. Weigh what sits around the fee instead.
Cost clarity	Teamed	The base is only part of the bill. Remote applies its own FX rate to cross-currency pay and shows it on the in-platform invoice after the fact, with no published spread. Teamed itemises every line, absorbs FX at zero markup, and shows the applied rate against the mid-market reference. The deposit and exit terms are set out before you sign. The point isn't a lower price. It's that you see the whole number.
Support	Teamed	Both put real people on the base plan, so this is close. Remote gives a Customer Success Manager on its base EOR plan. Teamed gives direct access to real HR and legal experts on every plan, with no support tier to unlock, and no queue as the default. On the hard cases, a contested exit or an audit, that direct line is the difference. Teamed is rated 4.8 on G2, Remote 4.6.
Platform	Remote	Two products, two buyers. Remote runs a broad all-in-one HR suite: EOR, global payroll, contractor management, an HRIS, recruiting and equity, in one login. Teamed is a focused global employment platform, contractor to EOR to your own entity on one system, and it connects to the tools you already run rather than replacing them. Want one vendor across the whole HR stack? Remote. Want global employment run properly alongside your stack? Teamed.
Employment intelligence	Teamed	Teamed runs Ted, an AI layer inside the platform. It handles the routine, so you're seen fast. It learns from patterns across customers, so a problem solved once is solved for everyone. It flags law changes and the crossover point before they reach you. Real people approve every outcome. Remote doesn't frame this as a capability.
Compliance and in-country coverage	Draw	Both bring real legal muscle, so this is close. Teamed delivers compliance in layers and publishes how: its own entities in 57 countries, DLA Piper as global counsel for cross-border consistency, and specialist in-country partners on top where a jurisdiction needs them. Remote runs a fully-owned entity network across its EOR countries, its own clearest strength. The best answer isn't always an owned entity. Sometimes it's the right in-country partner, and Teamed shows you which stands behind each country.
Coverage breadth	Remote	Teamed reaches 187+ countries through owned entities plus vetted partners, 57 of them Teamed-owned. Remote markets 190+ locations and a fully-owned EOR entity network in 90+ countries with no third-party handoffs. The raw country totals are close. Remote's edge is owned-entity depth, more countries served through an entity it owns rather than a partner. If owned-everywhere is a hard board requirement, that lead is real.
Security and certifications	Remote	Teamed's controls and processes are in place, with the audit underway, so the certificate isn't issued yet. A large enterprise platform typically holds formal certifications. If your review needs the badge in hand, ask Remote for its current reports and dates, and ask Teamed for its.
Onboarding speed	Teamed	Teamed publishes 24 to 48 hours to first payroll in straightforward markets. Ask Remote for its time to first paid employee in the countries you hire in. Onboarding speed varies by jurisdiction more than by vendor, so compare like for like.
Path to your own entity	Teamed	EOR is a stage, not the finish. Teamed advises you on the right model wherever you start, contractor, EOR or your own entity, and tells you when it's time to move. Then it builds the entity and runs it on the same system via GEMO in 100+ countries, with no re-onboarding. Remote offers Global Entity Setup as a distinct service, but no published crossover modelling to tell you when to move.

Teamed on G2

Who Teamed is for

Teamed is built for the forgotten middle. Fast-growing companies with an international footprint that want their global employment run properly, an HR or legal expert they can reach, cost they can see, and advice on the right model wherever they start. If you're hiring at senior salary bands across several countries and want to know what you're signing, this is your fit.

Not the right fit if

Teams that want one vendor across the whole HR stack. Remote bundles EOR, global payroll, contractor management, an HRIS, recruiting and equity in one login. Teamed connects to those tools rather than replacing them. If consolidating your whole stack is the goal, Remote or Rippling fits better.
Teams where a fully-owned entity in every country is a hard requirement. Remote markets a fully-owned EOR entity network in 90+ countries with no third-party handoffs. In some countries Teamed employs through a vetted partner. If owned-everywhere is a board requirement, weigh it before you move.
Teams in a single-market, low-headcount test. Hiring one or two people in one country, with no entities on the horizon? The most self-serve tool will be fastest. Teamed earns its keep once the complexity is real.

Find your pick in 20 seconds

If you are…	Start with	Why
You want one login across HR, IT, payroll, recruiting and equity	Remote	Remote runs the broad all-in-one HR suite. Teamed connects to the tools you already run rather than replacing them.
A fully-owned entity in every country is a hard requirement	Remote	Remote markets a fully-owned EOR entity network in 90+ countries with no third-party handoffs.
You want cost you can see, a real expert on every plan, and the entity path	Teamed	FX absorbed at zero markup shown against the mid-market reference, HR and legal experts on every plan, and your own managed entity when the time comes.
You have decided to leave Remote and want the switch run for you	Teamed	A phased cutover mapped from your Remote MSA, kept inside your notice period so no payslip is missed.

What is the Teamed vs Remote comparison?

An Employer of Record (EOR) legally employs your people in a country through its own entity or a vetted local partner. It issues the contract, runs payroll, remits income tax and statutory contributions, and carries the employer obligations while you direct the work. You can hire compliantly in a market before you have a legal entity there.

Remote reaches 190+ locations and runs a fully-owned EOR entity network in 90+ countries with no third-party handoffs. It is a broad all-in-one platform: EOR, global payroll, contractor management, an HRIS, recruiting and equity in one login, and it lists EOR from $599 per employee per month paid annually. Teamed reaches 187+ countries and is flat at $599. It is a focused global employment system, not an HR suite: contractor to EOR to your own entity on one stack, connecting to the tools you already run rather than replacing them.

Every EOR delivers through a mix of owned entities and vetted in-country partners. What differs is what you can see, and where the depth sits. Teamed publishes three layers: its own legal entities in 57 countries, DLA Piper as global counsel for a consistent standard across borders, and specialist in-country partners on top where a jurisdiction needs them. The best answer isn't always an owned entity. Sometimes the right in-country partner gives you better local depth, and Teamed shows you which stands behind each country. Remote's model leans the other way, a larger owned-entity network, which is its clearest strength.

The two are built for different buyers. If the breadth of the platform or a fully-owned entity in every country decides it, Remote is the stronger answer. If you want cost you can see, global employment run properly by people you can reach, and advice on the right model wherever you start, that is what Teamed is for. And if you have already decided to leave Remote, the second half of this page is the cutover plan.

Pricing

Both publish a $599 headline, so the sticker is a wash. Remote lists $599 paid annually or $699 month-to-month. Teamed is $599 flat. The number that lands on your account is the all-in one, and that's where the two differ. Remote applies its own FX rate to cross-currency pay and shows it on the invoice after the fact, with no published spread. Teamed itemises every line, absorbs FX at zero markup with the applied rate shown against the mid-market reference, and sets out the deposit and exit terms before you sign. The point isn't that Teamed is lower. It's that you can see the whole cost.

Detail	Teamed	Remote
Published base	$599 USD / £479 GBP per employee per month, flat. No annual commitment required.	From $599 per employee per month paid annually, or $699 month-to-month. Gross salary, employer taxes and mandatory benefits are billed on top.
What sits around the fee	Every line itemised. FX absorbed at zero markup, shown against the mid-market reference. A refundable one-month-salary deposit, with exit terms in the contract. No setup fees.	The Remote FX rate is shown on the in-platform invoice after the fact, with no published spread. Remote markets the absence of a standard deposit and states no platform, onboarding or setup fees on its EOR plan.

See the all-in number

Model both on the same basis before you decide. A published base with an FX rate you only see after the fact can land above a flat fee that itemises everything and shows the rate against mid-market. Ask both for the full contract, not the pricing page.

Support

Access to a person is close on the base plan, and we say so. Remote gives a Customer Success Manager on its base EOR plan inside a broad platform, and is rated 4.6 on G2. Teamed gives direct access to real HR and legal experts on every plan, with no support tier to unlock, and is rated 4.8. The gap shows on the hard cases, a contested exit or an audit, where a ticket-shaped queue can leave you waiting. Behind the people sits Ted, Teamed's AI layer. It handles the routine so you're seen fast, and flags issues before they land. A real person approves every outcome.

Detail	Teamed	Remote
Reaching a person	Real HR and legal experts on every plan. No support tier to unlock. No queue as the default first response.	A Customer Success Manager on the base EOR plan, within a broad all-in-one platform.
What the system does for you	Ted handles the routine, learns from patterns across customers, and flags law changes and the crossover point early. People approve every outcome.	Responsive and well rated, but reactive by design.
Service rating	Rated 4.8 on G2 for service.	Rated 4.6 on G2.

On a hard case

The test isn't the average ticket. It's the contested exit or the tax-authority question. Ask both whether that goes to a real HR or legal expert who knows your account, or into a queue.

Platform

This is where Remote leads, and we say so. Remote runs a broad all-in-one HR suite: EOR, global payroll, contractor management, an HRIS, recruiting and equity, in one login. If you want one vendor across the whole HR stack, it fits better. Teamed is a focused global employment platform. It does contractor, EOR and your own entity on one system, and it connects to the tools you already run rather than asking you to move into a new one. Focused is the design, not a gap. The depth goes into global employment, and the rest plugs in.

Detail	Teamed	Remote
Shape	Focused global employment platform. Contractor to EOR to your own entity on one system. Connects to the HRIS and payroll you already run.	Broad all-in-one HR suite spanning EOR, payroll, contractor management, an HRIS, recruiting and equity.
Best fit	When you want global employment done properly alongside the stack you already run.	When you want one login across the whole HR stack.

Name the systems you run

Teamed integrates with the tools you already use rather than replacing them. Tell both your stack, and ask what connects today, not what is on a roadmap.

Compliance

Every EOR runs on a mix of owned entities and in-country partners. What differs is what you can see, and where the depth sits. Teamed publishes its structure: its own entities in 57 countries, DLA Piper as global counsel holding a consistent standard across borders, and specialist in-country partners on top where a jurisdiction needs them. Remote's strength is the other side of the same coin, a larger fully-owned entity network with no third-party handoffs. The best answer isn't always an owned entity. Sometimes the right in-country partner gives you better local depth, and Teamed shows you which stands behind each country. Settle the owned-everywhere question first if it is a board requirement.

Detail	Teamed	Remote
How compliance is delivered	Own entities in 57 countries, DLA Piper as global counsel, best in-country partners on top. The structure is published.	A fully-owned EOR entity network in 90+ countries with no third-party handoffs. Its clearest strength.
Depth on the hard cases	Real HR and legal experts with local employment-law experience handle contested terminations, statutory consultations and audits directly.	A large in-house legal and compliance organisation with depth at scale. Ask per country whether it is an owned entity or a partner.

Ask what's behind the flag

A coverage map is a list of countries. For each one you hire in, ask whether the employer is an entity the provider owns or a vetted in-country partner, and who handles it when a case gets difficult.

Your own entity

EOR is a stage, not the destination. Teamed advises you on the right model from your first hire onward, contractor, EOR or your own entity. It models the crossover per country and tells you when to move. Then it builds the entity and runs it on the same system via GEMO in 100+ countries, with no re-onboarding. Remote offers Global Entity Setup as a distinct service, but no published crossover modelling to flag when your own entity becomes the better structure.

Detail	Teamed	Remote
When to move	Models the crossover month per country and tells you when your own entity beats EOR.	Global Entity Setup is offered, but crossover modelling is not a published feature.
Making the move	Builds and runs your entity in 100+ countries on the same system via GEMO, with no re-onboarding of existing employees.	Global Entity Setup available as a distinct service. No managed-entity product on the same system.

Ask before you sign

Ask your provider whether they'll tell you when to move to your own entity, and whether they can build and keep managing it on the same system. Advice you get before you need it beats a service you find afterward.

Why the comparison matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is the comparison worth running.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
What you actually pay	Ask both for the currency-conversion policy, the deposit requirement and the exit terms in writing before signing. Remote shows its FX rate on the in-platform invoice after the fact but does not publish a specific rate or spread. Teamed absorbs conversion at zero markup on the fee, and sets the terms out before you sign.	Remote and Teamed share the $599 headline, so the base isn't the story. The spread is. An undisclosed spread, often in the 1.5% to 3% range on cross-currency payroll, never appears on the invoice, so it never appears in the forecast. A zero-markup policy removes that variable. Model the deposit and pre-funding on both sides too.	Either way, your payroll team reconciles salary conversions every month. Ask what rate they will see on the invoice, and whether they can check it against a public reference.	A timestamped applied rate shown against a public mid-market reference is an auditable record. A rate visible only after the fact, with no published spread, is harder to audit.
Support when it matters	A contested termination, a statutory consultation or a tax-authority question needs a real employment-law expert. Ask whether one is available on your plan, or whether the support model defaults to a queue.	Teamed is rated 4.8 on G2, Remote 4.6, so this is close. The difference is the hard case. Teamed gives direct expert access on all plans. Remote leads on all-in-one breadth.	A real person when it matters, not a ticket queue. Ted sits behind the humans, handling the routine and flagging law changes and the crossover point early, with people approving every outcome.	A direct line to a real escalation contact beats an automated flow for incident handling. Know before you sign who you reach when something goes wrong at speed.
The path to your own entity	EOR is a transitional model. Ask whether the provider tells you when the crossover point arrives, and whether it can set up the entity on the same system without re-onboarding your employees.	Teamed models the crossover month when your own entity beats EOR, and flags it. Remote offers Global Entity Setup but no published crossover modelling. Ask whether your provider will do the same, or stay quiet.	A managed transition on the same system means your employees keep their contracts and their history. No re-onboarding, no gap in coverage.	Your own entity gives you full control over data residency and employment contracts in that country. Teamed sets it up in 100+ countries on the same system via GEMO.

How switching from Remote to Teamed works

Teams leave Remote for a reason, and the switch is worth doing properly. Most moves complete in four to six weeks, and the operational plan is what takes the time, not the paperwork. Teamed runs a phased cutover so the overlap is contained and your employees never notice a gap. The order below is the order that keeps payroll, benefits and the employee experience continuous.

Step 1
Bring your Remote MSA and invoice
Share your current Remote MSA and latest invoice. Teamed reads the notice clause that sets your cutover date, and unbundles the invoice line by line, gross salary, statutory at cost, platform fee, FX residual, so you see exactly where the numbers land after the switch.
Step 2
Map the operational plan
Teamed builds the cutover plan per country or per employee cohort. Payroll-calendar sync, benefits continuity, notice-period alignment, data export from Remote, and the employee communications. Nothing moves until the plan is agreed.
Step 3
Issue new contracts and run a phased cutover
New compliant employment contracts issue under Teamed, one cohort at a time. Employees receive their new payslip structure before the first pay cycle, with the FX shown against mid-market, and their tenure and benefits carry across with no re-onboarding.
Step 4
Close the Remote relationship cleanly
Teamed manages the Remote termination timeline inside your notice period and keeps you out of a double-billing window. The refundable one-month-salary deposit and any early-exit conditions are mapped into the plan so nothing is a surprise.

Dyke Yaxley · UK chartered accountancy

100% audit capacity added. Zero entity setup.

Audit capacity in 2024: +100%
Compliance issues across the engagement: 0
South Africa hires, both retained: 2
Entity setup required: None

Challenge

Dyke Yaxley, a UK chartered accountancy with over a century of history, was turning down audit work in 2024. Local UK talent supply for qualified auditors had not kept pace with client demand. Cross-border hiring felt legally involved for a firm whose brand sits on compliance discipline.

Approach

Dyke Yaxley partnered with Teamed to hire two qualified audit professionals in South Africa via EOR. Teamed handled the South African employment-law side end-to-end: compliant contract, local payroll, statutory tax obligations, and onboarding logistics. No entity setup, no South African legal counsel on retainer, no permanent-establishment exposure.

Result

Both hires exceeded expectations on technical work, client satisfaction, and cultural fit. Audit capacity doubled in 2024. Zero compliance issues across the engagement. The firm went from declining new audit work to confidently taking on additional clients.

Read the full case study →

Interactive tool

Model both invoices side by side

Paste your headcount and salary mix. The unbundling calculator separates gross salary, statutory costs at cost, the platform fee and the FX residual, so you can compare a published base against a flat fee on the same basis, not on the headline.

Open the unbundling calculator

Decision checklist

Choose Teamed for cost you can see. Every line itemised, FX absorbed at zero markup and shown against the mid-market reference, deposit and exit terms set out before you sign.
Choose Teamed to reach a real HR or legal expert on any plan. Not a chatbot, not a queue, no tier to unlock.
Choose Teamed for an EOR that fits alongside your stack, integrating with the major HRIS and payroll platforms rather than replacing them.
Choose Teamed for advice on the right model wherever you start, and a provider that builds and runs your own entity on the same system when the time comes.
Choose Remote if you want the broad all-in-one HR suite in one login, or a fully-owned entity in every country with no third-party handoffs.
Whichever way you go, read both contracts line by line, the Remote notice clause and the Teamed deposit and early-exit window, before you commit.

Email this to legal

Honest take

When staying on Remote is the better call

Choose Remote if a fully-owned EOR entity in every country, with no third-party handoffs, is a hard board or compliance requirement. That owned-everywhere network is Remote's clearest advantage, and in some countries Teamed employs through a vetted partner.
Choose Remote if you want one vendor across the full HR stack. Remote bundles EOR, global payroll, contractor management, an HRIS, recruiting and equity, so a team prioritising genuine consolidation gets a fuller match.
Choose Remote if its Customer Success Manager on the base EOR plan is working for your team and a deep, polished self-serve platform is what you want to run hiring through.

Teamed leads on cost clarity, human support, the path to your own entity and HRIS fit, and several dimensions are honest draws. It doesn't lead on all-in-one breadth or an owned-everywhere entity network, and this page says so. A team whose primary need is a fully-owned entity in every country, or one platform for the whole HR stack, should stay on Remote. We'd rather tell you that than run a switch that's wrong for both sides.

Questions to ask any EOR before you sign

1What deposit or pre-funding do you require, and which setup, onboarding, minimum-term, offboarding or termination costs are in the contract? Read it line by line before you sign.
2Will you show the applied currency-conversion rate against the mid-market reference on every invoice, in writing?
3When I need help, do I reach a real HR or legal expert who knows my account, or does it route to a queue or one account manager?
4In each country I hire in, is the employer an entity you own or a vetted in-country partner, and who handles a contested case?
5When my headcount in a country grows, will you tell me when my own entity beats EOR, or do I work it out myself?
6If I am switching, what is the notice period in my current MSA, and how do you keep me out of a double-billing window?

Frequently asked questions

Is Teamed cheaper than Remote?
Not on the headline. Both publish $599 per employee per month, Teamed flat and Remote paid annually, with Remote at $699 month-to-month. So the sticker is roughly a wash, and we won't pretend otherwise. What the headline doesn't cover is the FX cost, the deposit and any pre-funding, and the onboarding and exit terms. Remote applies its own FX rate and shows it on the invoice after the fact, with no published spread. Teamed absorbs FX at zero markup, shows the applied rate against the mid-market reference, and itemises every line. Get both sets of terms in writing, model them on the same basis, then decide. The point isn't a lower price. It's that you see the whole number.
What is Ted?
Ted is Teamed's AI layer, built into the platform rather than bolted onto the front of it. It handles the routine, so you're seen fast. It learns from patterns across customers, so a problem solved once doesn't have to be solved again. It flags law changes and the crossover point before they reach you. Real people approve every outcome. The intent is that AI gets you to the right expert faster and catches issues while they're small, rather than standing between you and a human. You can always reach a person directly.
How does Teamed handle in-country legal compliance?
In three layers, and it publishes the structure. First, Teamed's own legal entities, in 57 countries. Second, DLA Piper as global counsel, holding a consistent legal standard across borders. Third, specialist in-country partners on top, where a jurisdiction needs local depth. Owning an entity is the floor, not the whole job. And the best answer isn't always an owned entity: sometimes the right in-country partner gives you better local depth. Teamed shows you which model stands behind each country. Remote's strength is the other side of this, a larger fully-owned entity network, so if a fully-owned entity in every country is a hard requirement, weigh that before you move.
When should I move from EOR to my own entity?
The crossover point depends on headcount and salary mix in each country. As a rough guide, EOR stays more cost-effective than your own entity below roughly 10 to 15 full-time employees in most European markets. Above that, the cumulative per-seat fee approaches the fixed cost of a registered entity, a local director where needed, bookkeeping, and annual filings. Teamed models this crossover per country and flags the month your own entity gets cheaper. It then builds and runs the entity in 100+ countries on the same system via GEMO, with no re-onboarding of existing employees. Wherever you start, Teamed advises you on the model that fits.
How do I switch from Remote to Teamed?
Most switches complete in four to six weeks, and the operational plan is what takes the time, not the paperwork. Start by reading the notice clause in your current Remote MSA, because that sets the date you can close the old relationship. Most EOR contracts are month-to-month or carry a 30 to 90-day notice period. Then Teamed syncs the first Teamed pay cycle to your existing pay dates, keeps benefits continuous, plans the employee communications, ports the data, and issues new compliant contracts one country or cohort at a time. It runs the cutover inside your notice period so you are not billed twice for the same employee. Bring your Remote invoice and MSA, and Teamed maps the plan.
How do Teamed and Remote compare on support?
Closely on the base plan, and we say so. Remote gives a Customer Success Manager on its base EOR plan inside a broad all-in-one platform, and is rated 4.6 on G2. Teamed gives direct access to real HR and legal experts on every plan, with no support tier to unlock, and is rated 4.8. The gap shows on the hard cases, and on what runs behind the humans. Ted handles the routine and flags law changes and the crossover point early, with people approving every outcome. For a contested exit or a jurisdiction you haven't hired in before, Teamed's model is the fit. For a deep self-serve platform across the whole HR stack, Remote leads.
Should I ever stay on Remote instead of switching?
Yes, in two cases. Stay on Remote if a fully-owned EOR entity in every country, with no third-party handoffs, is a hard requirement, because that owned-everywhere network is Remote's clearest advantage and in some countries Teamed employs through a vetted partner. And stay on Remote if you want one vendor across the full HR stack, since Remote bundles EOR, payroll, contractor management, an HRIS, recruiting and equity. Coverage, compliance and benefits are honest draws. We would rather tell you to stay than run a switch that is wrong for both sides.

Common questions

Teamed vs Remote, which is better for a company hiring across Europe?
It depends which of two buyers you are. Remote runs the broader all-in-one HR suite and a larger fully-owned entity network, so if you want one login across the whole HR stack, or a fully-owned entity in every country, Remote is the stronger answer. Teamed is a focused global employment system: contractor to EOR to your own entity on one stack, connecting to the tools you already run. Both publish a $599 headline. Teamed leads on cost clarity (every line itemised, FX at zero markup shown against the mid-market reference), support (real HR and legal experts on every plan, no tier to unlock), and the path to your own entity (crossover modelling, then a managed entity via GEMO in 100+ countries). For a company hiring at senior salary bands across several European markets that wants employment run properly by people it can reach, Teamed is the stronger fit.
Is it worth switching from Remote to Teamed, or should I stay?
Switch if your reason is cost you cannot see, support that feels ticket-shaped when a real problem hits, or the lack of a path off EOR to your own entity. Teamed itemises every line, absorbs FX at zero markup and shows the applied rate against mid-market, gives a real HR or legal expert on every plan, and models the crossover to your own entity via GEMO. Stay on Remote if a fully-owned entity in every country is a hard requirement, or if you want one vendor across the full HR stack, since those are Remote's genuine strengths. Coverage, compliance and benefits are honest draws, and both publish the same $599 headline, so the decision should turn on transparency, service and the entity path, not the sticker.

For the buying committee

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