Remofirst is a global employment platform founded in 2021 by Nurasyl Serik and Volodymyr Fedoriv, both immigrants who ran into the cost of international hiring first-hand. The company built its product around a single idea: charge one flat rate everywhere and win on price.
It runs four services from one dashboard, covering EOR employment in 185+ countries, contractor management in 150+, visa and work permit support in 110+, and RemoHealth insurance.
As the Employer of Record, Remofirst signs the employment contract through a licensed local partner, runs payroll in the employee’s currency, files taxes, and administers statutory benefits. Payroll adjustments close on the third working day of the month and the final run goes out for your approval between the 8th and 10th.
Onboarding takes a few days in standard markets once documentation clears, longer where local registration sets the start date.
Published rates on the Remofirst pricing page are $199 per employee per month for EOR, free for basic contractor management, $25 per contractor per month for automated payments, and $55 per person per month for RemoHealth. There are no setup, onboarding or termination fees, no annual contract and no minimum headcount. The caveat sits in Remofirst’s own wording: the EOR fee may vary based on local country requirements, so get your country-specific rate quoted in writing before you budget.
That $199 is the lowest published rate of any provider covering more than 150 countries. Deel charges $599, Remote charges $699 on monthly billing, Oyster HR charges $699, and Multiplier is the closest full-platform competitor at $400.
Across ten employees, choosing Remofirst over Deel saves $48,000 a year in platform fees alone. What you give up is entity ownership, integration depth and reporting, and whether that trade works depends entirely on how complex your target markets are.
Remofirst: Key Facts
A quick look at Remofirst’s company background, funding, and operational scale.
Founded
2021
Headquarters
San Francisco, California, USA
Co-Founders / CEO
Nurasyl Serik (CEO), Volodymyr Fedoriv (COO)
Employees
Not publicly disclosed (est. 140-190)
Total Funding
$39.4M across 3 rounds
Valuation
Not publicly disclosed
Annual Revenue
Not publicly disclosed
Customers
Thousands, incl. Mastercard, Microsoft, BCG, WHO, Twilio
Core Services
EOR, Global Payroll, Contractor Management, Visas, RemoHealth
Support Types
24/7 live chat, email, dedicated account manager, help centre
Remofirst Review: Editor’s Verdict
At $199 per employee per month, Remofirst costs a third of Deel and Remote and half of Multiplier. The price is real: no setup fee, no termination fee, no minimum headcount. It fits companies making their first ten to twenty international hires in standard employment markets, where the partner model rarely gets tested.
Remofirst publishes a flat $199 rate across all 185+ countries with no setup fee and no minimum headcount. No competitor at that country count publishes a rate under $400.
A dedicated account manager comes standard at one employee, which Deel and Remote reserve for larger accounts. Across 398 G2 reviews, ease of use and support responsiveness are the two most cited strengths. Trustpilot reads differently at 3.9 from 73 reviews, and those complaints concentrate on payment delays and slow escalation.
Get three things in writing before signing: whether a security deposit applies and for how many months, the FX spread on payroll funding, and which local partner holds the employment contract in each target country. None of the three appears on the pricing page. The last one matters most in a disputed termination.
Editorial Score Breakdown
Remofirst Pros & Cons 2026
Every strength and limitation below traces back to the same decision: Remofirst runs entirely on partner entities and prices accordingly. What you gain on cost, you give up on control.
Strengths
Flat $199 rate, no headcount minimum
A seed-stage company hiring one engineer pays the same per-head rate as a client with fifty. Deel and Remote start at $599 and $699, so a single hire saves $4,800 to $6,000 in platform fees over a year.
Account manager at every tier
Named account management is standard from the first employee, not gated behind an enterprise plan. Support quality shows up in 116 G2 reviews as a reason clients stay.
Visa support in 110+ countries
RemoVisa handles sponsorship and application paperwork as an extension of the EOR service. Most competitors cover 25 markets or skip immigration entirely, which makes this the genuine outlier in the product line.
Free contractor tier that converts
Onboarding, identity checks, contract generation and storage cost nothing. Moving a contractor to full-time employment happens inside the same account with no vendor switch.
Interface built for non-HR admins
Ease of use is the single most cited strength across 398 G2 reviews, with 132 mentions. Founders running payroll without an HR function get through onboarding without training.
No setup or termination charges
Offboarding an employee costs nothing extra, and there is no annual contract to exit.
Areas to Watch
Zero owned entities anywhere
A local partner firm holds every employment contract Remofirst places. In a disputed termination or a regulated industry, that extra party sits between you and the legal employer. Remote owns entities across its core markets and prices the difference at $500 more per head.
Four native integrations
Workday, BambooHR, ADP Workforce Now and GoCardless. No NetSuite, no Xero, no QuickBooks on the vendor’s own integrations page, so finance teams reconcile payroll by hand every cycle.
No mobile app.
Eleven G2 reviewers raise it unprompted.
Escalation stalls on complex cases
Delays are the most frequent complaint on G2 at 32 mentions, and a Capterra reviewer describes fragmented ownership once an issue leaves routine support. Anything requiring the local partner takes longer than the first-line response time suggests.
Deposit policy unpublished
The pricing page lists no security deposit, yet independent buyer reports say some contracts carry one. Ask for the answer in writing before you model working capital.
Reporting stops at the basics
Multi-country cost analysis and custom exports are thin. Finance teams tracking spend across five or more markets will rebuild the view in a spreadsheet.
Remofirst Top Features
Two things separate Remofirst from the rest of the budget tier: visa sponsorship across 110+ countries, which most competitors do not attempt, and a contractor tier that costs nothing until you need automated payments. The rest of the product covers standard EOR ground without trying to become an HR suite.
Flat-Rate EOR Employment.
DifferentiatorRemofirst employs your hire through a licensed local partner in 185+ countries at $199 per employee per month, with the same rate applied whether you hire one person or fifty. There is no setup charge, no offboarding charge, no annual commitment and no minimum headcount. The company states the fee may shift with local country requirements, so treat $199 as the floor and get your market quoted before budgeting.
RemoVisa Immigration Support.
DifferentiatorRemofirst sponsors visas and work permits in 110+ countries and runs the application, document collection and renewal process as part of the employment relationship. Competitors typically cover 25 markets or route immigration to a third-party firm you contract separately. Pricing is quoted per case based on location, visa category and employee status, so this never appears on the published rate card.
Two-Tier Contractor Management.
DifferentiatorThe free tier covers onboarding, identity verification, compliant contract generation, document storage and expense reimbursement at no cost and with no agreement required. Premium at $25 per contractor per month adds one-click invoicing and automated payments across 150+ countries. Contractors and EOR employees share one dashboard and one account manager, so converting a contractor to full-time needs no vendor change and creates no compliance gap.
Localised Employment Contracts.
CoreEach contract is drafted against the labour code of the hiring country and issued by the local partner entity that becomes the legal employer. Probation terms, notice periods and statutory leave are set to local minimums rather than a global template.
Multi-Currency Payroll.
CoreEmployees are paid in local currency while you fund invoices in USD, EUR, GBP, CAD or SGD. Adjustments close on the third working day of the month and the final run arrives for approval between the 8th and 10th, with automatic approval after two business days.
RemoHealth Insurance.
Add-onMedical, dental and vision cover starting at $55 per person per month, offered as either premium global or local plans. You can apply it to some team members and not others depending on what local law already mandates.
Dedicated Account Manager.
CoreEvery client gets a named contact from the first hire, backed by 24/7 chat and email. This is the feature clients cite most often when explaining why they left a larger provider.
Compliant Offboarding.
CoreNotice periods, severance calculation and final settlement run through the local partner according to that country’s rules. No termination fee applies, though the partner sits between you and the process.
Equipment Provisioning.
Add-onLaptops, monitors and peripherals shipped to international hires on your behalf, quoted per request rather than published.
Background Checks.
Add-onRemoCheck runs international screening across the coverage footprint, priced separately by country and check type.
Is Remofirst the Right EOR for You?
The fit question comes down to two variables: how many markets you are hiring in, and how much your legal team cares who holds the employment contract.
Best For
- Seed and Series A companies making their first international hires on a fixed budget
- Teams under 20 international employees concentrated in standard employment markets
- Companies converting long-term contractors to employees without switching vendors
- Employers sponsoring visas or work permits, where 110+ country coverage has no real rival
- Founders running payroll without a dedicated HR function
- Anyone weighing compliant employment against the misclassification risk of a contractor workaround
Skip If
- Your legal or compliance team requires an owned entity in any market; Remote owns entities across its core footprint
- You need NetSuite, Xero or QuickBooks to sync with payroll; Deel and Rippling connect natively
- You are running 30 or more employees across five or more countries, where partner coordination becomes the bottleneck
- Finance needs multi-country cost reporting inside the platform rather than in a spreadsheet
- You are hiring in regulated sectors where a third-party legal employer complicates your position
- Mobile access matters to your admins, since no app exists
Remofirst Country Coverage
Hire and pay employees compliantly across 185+ countries. The grid shows a sample; the full list is on Remofirst. Every placement runs through a licensed local partner rather than a Remofirst-owned entity, so ask which firm holds the contract in your target market.
Remofirst Pricing 2026
Remofirst publishes three product tiers rather than plan levels, with no setup fee, no termination fee and no minimum headcount on any of them. The EOR rate is flat across all 185+ countries, though Remofirst notes it can shift with local requirements.
How Remofirst Compares to Alternatives
Five head-to-head comparisons across the eight factors that matter most at procurement stage. Green marks a Remofirst advantage; red means the competitor leads. Every figure was verified against each provider’s published pricing page in August 2026.
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Remofirst User Community Ratings & Reviews
Scores below come from reading 475 verified reviews across public review platforms and grouping the recurring themes into ten procurement dimensions. Pricing and value rates highest at 4.8, which is what you would expect from the cheapest published rate in the category. Platform stability and integrations rates lowest at 3.4, driven by the four-integration ceiling and the absence of a mobile app.
G2
4.5/5
398 reviews
Trustpilot
3.9/5
73 reviews
Capterra
4.0/5
4 reviews
Ratings confirmed 21 August 2026. The base is uneven and worth understanding before you weigh it. One platform holds 398 of the 475 reviews, and the majority of those were collected through vendor invitations offering a nominal incentive, which reliably lifts an average. The platform with the smallest base sits nearly a full point lower and carries no incentivised reviews. Four reviews on the third platform is too thin to read anything into.
User Sentiments — Based on 475 verified reviews
Ease of Use
Cited 132 times, more than any other theme. New admins complete onboarding without training.
Features & Functionality
Covers core EOR ground. Reviewers repeatedly ask for reporting depth, customisation and self-service options.
Compliance & Risk Management
Handled well in standard markets. Local regulation edge cases take longer, since the partner firm owns the answer.
Payroll Accuracy & Timeliness
Employees consistently report correct amounts on time. Reimbursement cut-off rigidity is the recurring complaint.
Customer Support Quality
116 reviewers name support as a strength. Delays appear 32 times, concentrated on issues needing the local partner.
Pricing & Value
The highest-rated dimension. Buyers switching from a pricier provider cite the saving as the deciding factor.
Onboarding Speed & Experience
Fast and well guided. Status visibility during document verification is the most requested fix.
Platform Stability & Integrations
The core platform runs reliably. Four native connectors and no mobile app pull this to the bottom of the list.
Benefits Administration Quality
Statutory benefits and health cover are handled. There is no perks marketplace and no retirement contribution layer.
Global Coverage & Scalability
Reach is unmatched at 185+ countries. Service consistency varies by partner, and reviewers managing five or more markets feel it.
Remofirst EOR — Frequently Asked Questions
Answers to the most common questions buyers ask before evaluating Remofirst as an Employer of Record solution.
How many countries does Remofirst cover?
Remofirst covers 185+ countries for EOR employment, 150+ countries for contractor management and 110+ countries for visa and work permit sponsorship. That EOR figure is the widest published footprint of any provider in the category. One caveat sits on Remofirst’s own pricing page, where visa coverage appears as 110+ in one place and 85+ in another, so confirm the number for your target market before you plan a sponsorship.
How much does Remofirst cost per employee?
$199 per employee per month, applied as a flat rate across all covered countries. There is no setup fee, no offboarding fee, no annual contract and no minimum headcount. Remofirst states the rate can vary with local country requirements, so treat $199 as the published floor. Gross salary, employer statutory contributions and currency conversion sit on top and typically add 15% to 30% or more depending on the market.
Does Remofirst own its legal entities?
No. Remofirst operates entirely through licensed in-country partner firms, with no owned entities in any market. The company is open about this and argues that its partners bring longer local track records than a newly registered subsidiary would. The practical consequence for a buyer is that a third party holds the employment contract, which matters most in a disputed termination or a regulated sector. Providers such as Remote employ directly through owned entities and price roughly $500 higher per employee per month.
How quickly can Remofirst onboard a new employee?
Onboarding takes a few days in standard employment markets once the employee’s documentation clears. Local registration requirements set the real start date in more regulated countries, so the software timeline and the legal timeline are not always the same thing.
What is the difference between Remofirst’s EOR and contractor plans?
The EOR plan makes a partner entity the legal employer and includes payroll, tax filing, statutory benefits, pensions and termination handling. The contractor plans do not create an employment relationship and cover onboarding, identity verification, compliant contracts and document storage, free on the basic tier and $25 per contractor per month for automated invoicing and payments across 150+ countries. Both share one dashboard and one account manager, so converting a contractor to a full-time employee needs no vendor change.
What compliance certifications does Remofirst hold?
Remofirst holds ISO certification and SOC 2 Type II attestation, operates as GDPR compliant, and is a member of the Global Payroll Association. Those cover data handling and internal controls rather than the employment relationship itself, which is governed by the local partner in each country.
Is Remofirst suitable for larger companies?
It works best below roughly 20 to 30 international employees. Past that point, three constraints start to bind: only four native integrations, so finance reconciles payroll by hand each cycle; reporting that does not support multi-country cost analysis; and coordination across more partner firms, which slows escalation. Enterprises with a legal requirement for owned entities should look elsewhere regardless of headcount.
How does Remofirst handle employee termination?
The local partner entity runs the process, calculating notice periods, severance and final settlement according to that country’s labour code. Remofirst charges no termination fee. Because the partner is the legal employer, your instructions pass through an intermediary rather than going directly to the party that signed the contract, which adds time to any contested case.
Does Remofirst require a security deposit?
Remofirst does not publish a deposit requirement anywhere on its pricing page, and independent buyer reports suggest some contracts carry one. Ask for a written answer on whether a deposit applies, how many months it covers and when it is refunded before you model working capital.
