Teamed vs Remote
Teamed vs Remote, scored on ten dimensions
Teamed is a focused global employment system. Contractor, EOR, your own entity, all on one stack. It leads on cost clarity, support and the path to your own entity, and it advises you on the right model wherever you start. Remote runs the most polished self-serve product in the category, a 100%-owned entity network for regulated hiring, and holds the security certificates today. Both headline at $599, though Remote's needs an annual commitment. Choose on whether the product and the owned-entity depth beat clarity and reach.
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 supported markets.
- 4.8
- Teamed G2 rating.
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: its polished self-serve platform, its in-product benefits, equity and IP tooling, its 100%-owned entity network for regulated hiring, and the security certificates it holds today. We don't claim to win every column.
Teamed vs Remote: which one should you choose in 2026?
Teamed is a focused global employment system. Contractor, EOR, your own entity, all on one stack. It leads on cost clarity, support and the path to your own entity, and it advises you on the right model wherever you start. Remote runs the most polished self-serve product in the category, a 100%-owned entity network for regulated hiring, and holds the security certificates today. Both headline at $599, though Remote's needs an annual commitment. Choose on whether the product and the owned-entity depth beat clarity and reach.
The short version
- Compare the all-in cost, not the sticker. Both headline at $599, but Remote's needs an annual commitment and the month-to-month rate is $699. Teamed is flat at $599 and itemises every line, with FX absorbed at zero markup against the mid-market reference.
- 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 systems you already run. Remote runs the deeper self-serve suite.
- You reach a real HR or legal expert when it matters. Not a chatbot, not a ticket queue, and 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 change.
At a glance
Teamed
Rated 4.8 on G2
Best for: fast-growing companies with an international footprint that want global employment run properly, cost clarity with every line itemised, a real HR or legal expert they can reach, and advice on the right model wherever they start.
Remote
Rated 4.6 on G2
Best for: teams that want the most polished self-serve platform with deep in-product benefits, equity and IP tooling, a 100%-owned entity network for regulated or IP-sensitive hiring, and the security certificates in hand today, and are comfortable with annual billing.
Shared by both: $599 headline fee (Remote on annual billing) · contractor and EOR on one platform · broad global coverage (Teamed 187+ countries, Remote 190+ locations)
| Where it matters | Who leads | Why |
|---|---|---|
| Headline price | Draw | Both list $599 per employee per month. Remote's $599 needs an annual commitment, and the rolling monthly rate is $699. Teamed is flat at $599 with no annual commitment. On the sticker it's a tie, so weigh the commitment and the all-in cost next. |
| Cost clarity | Teamed | The base is only part of the bill. Teamed itemises every line: salary, statutory at cost, fee and conversion, on separate lines, with no setup or offboarding fees. FX is absorbed at zero markup, with the applied rate shown against the mid-market reference. The deposit and exit terms are set out before you sign. Remote folds conversion into a blended rate and prices benefits, equity and higher contractor tiers as separate modules, so the real number can climb above the headline. |
| Support | Teamed | Both put people on the account, so this is close. Teamed gives direct access to real HR and legal experts on every plan, with no support tier to unlock and no chatbot in the way. Remote assigns a customer success contact and an onboarding specialist, but keeps 1:1 expert calls as a separate add-on. The gap shows on the hard cases, a contested exit or an audit, where you want an expert who knows your account, not a queue. |
| Platform | Remote | This is Remote's column. Its self-serve dashboard, in-product benefits administration, Remote Equity and IP tooling are among the deepest in the category. 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 to run hiring as a self-serve product with deep benefits and equity tooling? 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 | Remote | Remote runs full EOR through its own entities in 90+ countries and markets a 100%-owned model, a genuine strength for a regulated board that wants an owned entity in every market. 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. The best answer isn't always an owned entity. Sometimes it's the right in-country partner, and Teamed shows you which model stands behind each country. For owned-entity depth across the most markets, Remote leads. |
| Coverage breadth | Draw | Teamed reaches 187+ countries. Remote reaches 190+ locations across its products. Both mix owned entities and vetted partners. The totals are close enough that they shouldn't decide it. What matters is the model behind the countries you actually hire in. |
| Security and certifications | Remote | Remote holds ISO/IEC 27001 and SOC 2 Type 2 today, at scale. Teamed's controls and processes are in place, ISO 27001 and SOC 2 aligned, with the audit underway, so the certificate isn't issued yet. If your review needs the badge in hand, ask both for current reports and dates. |
| Onboarding speed | Teamed | Teamed publishes 24 to 48 hours to first payroll in supported markets. Remote quotes days to a few weeks. Time to first payroll varies by jurisdiction more than by vendor, so ask both for their number in your countries. |
| 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, in 100+ countries, with no re-onboarding. Remote offers entity setup, but publishes no crossover model and no same-system continuity. |
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, 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
- A regulated or IP-sensitive buyer that requires a 100%-owned entity in every market. Remote runs a 100%-owned entity network across its 90+ EOR countries and markets its IP tooling as among the strongest in the category. If a fully owned entity in every country is a hard requirement, Remote or Globalization Partners is the better fit.
- A 1,000-plus seat enterprise. Globalization Partners or Papaya Global lead on owned-entity governance and enterprise SLAs at scale.
- A team that wants one all-in-one platform for HR, IT and payroll. Rippling or Deel offer the broadest all-in-one product. Teamed connects to those tools rather than replacing them. If consolidating your whole stack is the goal, one of them fits better.
Find your pick in 20 seconds
| If you are… | Start with | Why |
|---|---|---|
| A regulated or IP-sensitive team that needs a 100%-owned entity in every market | Remote or Globalization Partners | Remote runs a 100%-owned entity network across its 90+ EOR countries with strong IP tooling. Owned-everywhere is its genuine strength. |
| A 1,000-plus seat enterprise | Globalization Partners or Papaya Global | Widest owned-entity governance and enterprise SLAs at scale. |
| One login for all of HR, IT and payroll | Rippling or Deel | They run the broadest all-in-one suite. Teamed connects to the tools you already run rather than replacing them. |
| Contractor, EOR and your own entity unified on one system, run properly | Teamed | One system across the whole lifecycle, with cost clarity, real HR and legal experts, and advice on the right model wherever you start. |
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.
Teamed is a focused global employment system: contractor to EOR to your own entity on one stack, connecting to the tools you already run rather than replacing them. It reaches 187+ countries, is flat at $599 with no annual commitment, itemises every line, and absorbs FX at zero markup with the applied rate shown against the mid-market reference. Remote reaches 190+ locations, runs one of the most polished self-serve platforms in the category with deep benefits, equity and IP tooling, and holds ISO/IEC 27001 and SOC 2 Type 2 today. Its $599 headline requires annual billing; month to month is $699.
Every EOR delivers through a mix of owned entities and vetted in-country partners, Teamed and Remote both. What differs is whether you can see the structure. 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 model stands behind each country. Remote is genuinely owned-entity-led across the 90+ countries where it runs full EOR, a real strength for regulated hiring, and it publishes that model, though not a country-by-country breakdown of its wider reach. Confirm where your specific countries land before you sign.
The two are built for different buyers. If the polished self-serve product, deep in-product benefits or an owned entity in every market decides it, Remote is the stronger answer. If you want global employment run properly by people you can reach, with cost clarity and advice on the right model wherever you start, that is what Teamed is for.
Pricing
Both headline at $599, so the real work is the all-in number. Teamed is flat at $599 with no annual commitment. It itemises every line: salary, statutory at cost, fee and conversion, with no setup or offboarding fees. FX is absorbed at zero markup, with the applied rate shown against the mid-market reference. The deposit and exit terms are set out before you sign. Remote's $599 requires annual billing, and the month-to-month rate is $699. It folds conversion into a blended rate and prices benefits, equity and higher contractor tiers as separate modules. 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. | $599 per employee per month on annual billing. $699 on a rolling monthly basis. |
| What sits around the fee | Every line itemised. FX absorbed at zero markup, shown against the mid-market reference. The deposit is one month of salary and the exit terms are in the contract. No setup or offboarding fees. | Conversion folded into a blended rate with no published spread figure. Benefits, equity and higher contractor tiers priced as separate modules on top. |
See the all-in number
Model both on the same basis before you decide. A matching base with an annual commitment, a blended conversion rate and modules on top can land above a flat fee that itemises everything. Ask both for the full contract, not the pricing page.
Support
Access to a person is close, and we say so. Remote assigns a customer success contact and a dedicated onboarding specialist on the EOR plan, and is rated 4.6 on G2. Teamed gives direct access to real HR and legal experts on all plans, with no support tier to unlock, and is rated 4.8. Remote keeps 1:1 expert calls as a separate add-on, so the gap shows on the hard cases, and on smaller accounts, where a large provider's 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 all plans. No support tier to unlock. No chatbot as the default first response. | Customer success contact and dedicated onboarding specialist on the EOR plan. Self-serve product first, with 1:1 expert calls as a separate add-on. |
| 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. | Mature self-serve flows and documentation. Product-first by design. |
| Service rating | Rated 4.8 on G2 for service. | Rated 4.6 on G2 across a large review base. |
On a hard case
The test isn't the average ticket. It's the contested exit or the audit. Ask both whether that goes to a real HR or legal expert who knows your account, or into a queue.
Platform
This is Remote's column, and we say so. Its self-serve dashboard, clean onboarding flow, in-product benefits administration, Remote Equity and IP tooling are among the deepest in the category. 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. If you want to run international hiring as a self-serve product with deep benefits, equity and IP tooling, Remote leads here.
| 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. | Polished self-serve platform with a clean onboarding flow, one of the deepest in the category. |
| Benefits, equity and IP | Competitive local benefits arranged per country. Equity and IP handled per country with legal support. | Strong in-product benefits administration, Remote Equity from $39/month, and IP tooling Remote markets as among the strongest in the category. |
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. Owned-entity depth is where Remote genuinely leads: it runs full EOR through its own entities in 90+ countries and markets a 100%-owned model, which wins deals where a regulated board requires an owned entity in every market. Teamed publishes its structure in three layers. Its own entities in 57 countries. DLA Piper as global counsel, holding a consistent standard across borders. 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 model stands behind each country.
| 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, so you can see which model stands behind each country. | 100%-owned entities across the 90+ countries where it runs full EOR. Publishes the owned model, though not a country-by-country breakdown of its wider reach. |
| Depth on the hard cases | Real HR and legal experts with local employment-law experience handle contested terminations, consultations and audits directly. | In-product and self-serve flows are the primary channel, with 1:1 expert calls as a separate add-on. |
| Security certifications | Controls and processes in place, ISO 27001 and SOC 2 aligned, with the audit underway. The certificate is not yet issued. | Holds ISO/IEC 27001 and SOC 2 Type 2 today, at scale. |
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 an 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, with no re-onboarding. Remote offers Global Entity Setup services and covers incorporation, but publishes no crossover model and no same-system continuity from EOR to your own entity.
| Detail | Teamed | Remote |
|---|---|---|
| When to move | Models the crossover month per country and tells you when your own entity beats EOR. | Entity-setup services available. No published crossover or tipping-point model. |
| Making the move | Builds and runs your entity in 100+ countries on the same system, with no re-onboarding of existing employees. | Global Entity Setup covers incorporation and setup. No same-system EOR-to-entity continuity model is published. |
Ask before you sign
Ask your provider whether they'll tell you when to move to your own entity, and whether they can build it on the same system. Advice you get before you need it beats a guide 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 publishes a base, and discloses a variable spread on conversions. Teamed absorbs conversion at zero markup on the fee, and sets the terms out before you sign. | The base matches on annual billing, so the total turns on the conversion and the commitment. Model the FX. A variable spread of 1.5% to 3% above mid-market runs roughly $3,000 to $5,700 a year on a $190,000 salary. Teamed removes that variable, absorbing conversion at zero markup on the fee, and Remote discloses its spread so you can model it before signing. | 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 disclosed variable spread is more auditable than a concealed one, but less clean than zero markup. |
| Support when it matters | A contested termination, a 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 self-serve flows. | 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 self-serve product depth. | 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. Ask whether your provider will do the same, or stay quiet. Remote offers entity setup but publishes no crossover model. | 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 you already use. |
How switching from Remote to Teamed works
Most switches take four to six weeks. The operational plan is what takes time, not the paperwork. Teamed runs phased cutovers, so overlap is contained and employees never notice a gap.
Step 1
Bring your Remote invoice
Share your current Remote invoice. Teamed unbundles it line by line: gross salary, statutory at cost, platform fee, conversion residual. You see exactly where the two all-in numbers land, with FX shown against the mid-market reference.
Step 2
Map the operational plan
Teamed builds the cutover plan per country or per employee cohort: notice-period alignment, payroll-calendar sync, benefits continuity, employee communications. If you're mid-annual commitment with Remote, Teamed maps the earliest clean exit date. Nothing moves until the plan is agreed.
Step 3
Issue new contracts
New compliant employment contracts issue under Teamed. Employees receive their new payslip structure before the first pay cycle. No re-onboarding overhead.
Step 4
Close the Remote relationship
Teamed manages the Remote termination timeline and keeps you out of a double-billing period. Most EOR contracts are month-to-month or carry a notice period. Teamed maps the calendar.
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.
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 conversion residual. Compare an annual-billing base with a blended conversion rate against a flat fee that itemises everything, on the same basis, not on the headline.
Decision checklist
- Choose Teamed for cost clarity. 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, and no support tier to unlock.
- Choose Teamed for month-to-month flexibility at the $599 headline. Remote requires annual billing for $599, and the monthly rate is $699.
- Choose Teamed for advice on the right model wherever you start, and a provider that builds your own entity on the same system when the time comes.
- Choose Remote if the polished self-serve platform, deep in-product benefits and IP tooling decide it, or if you need a 100%-owned entity in every market and the security certificates in hand today.
Honest take
When Remote is the better choice
- Choose Remote if the most polished self-serve product decides it. Its onboarding flow, in-product benefits administration, Remote Equity and IP tooling are among the best in the category for teams that want to run international hiring as a product.
- Choose Remote if you need a 100%-owned entity in every market. Remote runs full EOR through its own entities in 90+ countries, a genuine strength for a regulated or IP-sensitive board.
- Choose Remote if you need the security certificates in hand today. It holds ISO/IEC 27001 and SOC 2 Type 2 at scale, where Teamed's audit is still underway.
Teamed leads on cost clarity, support, employment intelligence and advice on the right model. It doesn't lead on the self-serve product, on owned-entity depth in every market, or on certificates held today, and this page says so. If Remote's product and owned-entity model fit your board, it may be the right call. We'd rather say that than win a deal 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, termination or admin costs are in the contract? Read it line by line before you sign.
- 2When I need help, do I reach a real person who knows my account, or do queries route back to self-serve flows and an account manager that keeps changing?
- 3In each country I am hiring in, is the employer an entity you own or an in-country partner, and who handles a contested case?
- 4When my headcount in a country grows, will you tell me when my own entity beats EOR, or do I have to work it out myself?
- 5Will you show the applied currency-conversion rate against the mid-market reference on every invoice?
Frequently asked questions
Is Teamed cheaper than Remote?
Not on the sticker. Both headline at $599 per employee per month, and on annual billing they match. The differences are the commitment and the conversion. Teamed is $599 flat with no annual commitment; Remote is $599 on annual billing and $699 month to month. On conversion, Teamed absorbs FX at zero markup and shows the applied rate against the mid-market reference. Remote folds conversion into a blended rate above mid-market, disclosed but not zero. Teamed also itemises every line, where Remote prices benefits, equity and higher contractor tiers as separate modules. Get both sets of terms in writing, model them on the same basis, then decide. The point isn't that Teamed is lower. 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 runs a 100%-owned model across the 90+ countries where it offers full EOR, a genuine strength for a regulated board, and it publishes that model, though not a country-by-country breakdown of its wider reach.Does Remote require annual billing?
Yes. Remote's $599 per employee per month headline requires an annual billing commitment (verified 2026-06-15 at remote.com/pricing). The rolling monthly rate is $699 per employee per month. If your hiring volumes are growing fast or you are not certain of your headcount 12 months from now, the $100 gap between the two rates is worth modelling before you commit. Teamed is flat at $599 per employee per month with no annual commitment required.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, with no re-onboarding of existing employees. Wherever you start, Teamed advises you on the model that fits.How do Teamed and Remote compare on support?
Closely. Remote assigns a customer success contact and a dedicated onboarding specialist on the EOR plan, keeps its self-serve flows and documentation mature, and is rated 4.6 on G2. Teamed gives direct access to real HR and legal experts on all plans, with no support tier to unlock, and is rated 4.8. Remote keeps 1:1 expert calls as a separate add-on, so 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 modern self-serve experience, Remote leads.Can I switch from Remote to Teamed mid-annual commitment?
You can switch, but the timing depends on your Remote contract terms. Annual billing commitments typically carry a notice period or an early-termination clause. Bring your current Remote contract to Teamed, and the team maps the earliest clean cutover date that avoids double billing. The operational switch itself, covering contract migration, payroll-calendar alignment, benefits continuity and employee communications, typically takes four to six weeks. Teamed runs phased cutovers, one country or one employee cohort at a time, to contain the overlap period.
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 most polished self-serve product in the category, a 100%-owned entity network across the 90+ countries where it offers full EOR, and holds ISO/IEC 27001 and SOC 2 Type 2 today. If the product, an owned entity in every market, or certificates in hand decide it, Remote is the stronger answer. Its $599 requires annual billing. Teamed is $599 flat with no annual commitment, and a focused global employment system: contractor to EOR to your own entity on one stack, connecting to the tools you already run. It 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), employment intelligence (Ted handles the routine, flags law changes and the crossover early, people approve every outcome), and advice on the right model wherever you start. 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.Which EOR is the better fit if I already run an HRIS?
Teamed, by design. Most global employment platforms are built to become the system you work in, which means duplicating records you already keep, or migrating off the HRIS you chose. Teamed is a focused global employment platform on purpose. It does contractor, EOR and your own entity, and it connects outward to the HR and payroll stack you already run rather than asking you to replace it. Remote, Deel and Rippling run broader self-serve suites. If consolidating your whole stack onto one vendor is the goal, one of those is the better answer. If you've already invested in an HRIS and want global employment that fits alongside it, that's the case for Teamed. Name the systems you run, and Teamed will confirm what connects.
For the buying committee
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