Remote vs G-P (Globalization Partners) vs 4dev.com

Pick Remote when you want one vendor with a listed price for EOR, payroll, a US PEO, two contractor tiers and a COR, on 100+ entities it says are its own. Pick G-P when you want the longest-running EOR with the widest country list, a broad certification stack and named HR-system integrations, and you only need contractor tooling rather than a Contractor of Record. Should part of the headcount be contractors, 4dev.com covers them as Contractor of Record for 3% or less of each payout.

Start by naming the people you are adding. An employee living where you have no entity of your own calls for an Employer of Record, and on both sites it begins at the same figure. If you already have an entity there, you are buying payroll.

Contractors are a separate decision. Remote sells two contractor-management tiers and a Contractor of Record. G-P sells contractor management only, with classification checks that you act on yourself. With a Contractor of Record the vendor sits inside the contract chain; 4dev.com is built around that setup for contractor teams. Sometimes the only job is getting money into contractors' accounts, and then a payout tool may suffice.

The headline price is identical, so read what surrounds it. Remote prints $599 per employee a month for EOR, tied to annual contracts, platform included, no base fee. G-P's EOR is listed from $599 as a flat platform fee; it says there is no minimum contract length and that local payroll, statutory benefits and taxes are added on top. Ask each vendor for the full monthly cost of one named hire in one country, then compare those two figures.

Entities are the sharpest contrast. Remote claims 100+ entities that it runs itself, and says no third party handles a hire. G-P gives no owned-versus-partner figure. Some of its country pages describe work through its own legal entities while others claim no ownership, so you must gather the answer country by country before signing.

Coverage reads the other way. Remote states EOR in 90+ countries and publishes an index of 166 countries without splitting it by product. G-P headlines 180+ and documents 156 countries with an EOR guide on its own site. If your hire sits in a less common market, G-P is more likely to have a page for it; confirm the exact country with both.

Certifications favour G-P on paper. Remote's pages show SOC 2 Type II, ISO 27001 and a GDPR programme. G-P lists SOC 2, four ISO standards (27001, 27017, 27018, 42001) and GDPR. Integrations differ too: Remote lists five named tools (Workday, Personio, BambooHR, Carta, Pulley) and an API; G-P names around sixteen across HRIS, payroll and identity, including ADP, SAP SuccessFactors, UKG and Okta.

Don't read the matching $599 as matching bills. Remote bills EOR on annual contracts and adds $39 per employee a month for its Remote Equity module when employees hold equity. G-P says local payroll, statutory benefits and taxes sit on top of its fee. Currency adds a further cost: Remote uses its own FX rate, fixed per monthly billing cycle, and its site notes a payment partner may charge 1–2% when converting contractor currency.

With contractor management, you contract with the person directly, and the independence of the engagement is your call. Remote's $29 and $99 tiers follow this model, and so does G-P Contractor, which pairs contract generation and instant classification checks with invoice approval and payment.

With a Contractor of Record, contracts run through the vendor: it engages the contractor, and you engage it. Remote's own COR begins at $325 per contractor monthly; depending on setup, its product page also offers 15% of invoice. Its marketing speaks of indemnity; its service terms carry exclusions, so read the COR terms rather than the product page. G-P does not market a Contractor of Record. A COR reduces the risk of reclassification but does not remove it, so the work itself must still look independent.

4dev.com suits a roster of contractors, not staff, where you want a contracting party standing between you and each of them. The site states "Service fee: 3% or less per payout"; nothing recurs monthly and contractors pay 0%.

Take ten contractors at $3,000 a month. 4dev.com costs at most $900. Remote's Contractor of Record comes to $3,250, and its break-even with 3% sits at $10,833 per contractor monthly. Against the cheaper tiers, where classification stays with you, 3% is lower below $967 a month for Remote's $29 and below $1,300 for G-P Contractor's $39; for the same ten, those tiers cost $290 and $390.

Contractors register on invitation or alone and pass automatic KYC. Each contract assigns IP to you, and invoices and closing documents download in a single click. Payouts go by IBAN/SWIFT bank transfer, card or USDT, taking 1–3 days according to 4dev.com; an API and Sandbox link the platform to your internal systems.

For employees, both sell EOR at the same starting fee, so the choice is coverage, entities and extras. Remote also adds global payroll at $29 per employee monthly if you already hold the local entity, plus a US PEO from $99 that needs a US bank account. Remote says new EOR employees onboard in 3 days on average.

G-P prices EOR and publishes no payroll or PEO figure, so request one in writing if you have entities of your own. It cites payroll in 150+ currencies and says offer to onboarding is up to 87% faster with its AI tooling, without a day count. Both are vendor claims. Check your exact country on each list. Category shortlists cover EOR providers as well as global payroll software.

Support. Remote runs chat and email; the chatbot never sleeps, while live agents are on during the working week. G-P lists phone, email and a customer success team, plus G-P Assist for AI help at any hour; it states no hours for human agents. For contractor work on 4dev.com, its support answers by email and through a Help Center on business days.

Onboarding. Remote says 3 days on average for an EOR employee. G-P says compliant onboarding takes minutes and publishes no SLA. At 4dev.com, a contractor signs up, clears KYC and only then gets the full platform. These are vendor statements, not guarantees.

Benefits and integrations. G-P says its EOR includes benefits aligned with local standards; Remote publishes no benefits list on its pricing page. Ask both for the package in your country. G-P's integration list is longer and named; Remote's is shorter and adds equity tools.

Remote scores 4.5 on G2 (5,450 reviews), 4.3 on Capterra (102) and 4.6 on Trustpilot (3,542). On Capterra G-P has 4.5 from 65 reviews, on Trustpilot 4.3 from 148, and on G2 4.4, where we could capture no review count. Remote's G2 and Trustpilot samples lean toward people paid through it, who like payslips and quick payouts and dislike opaque exchange rates. Capterra buyers praise easy hiring and account managers but find fees high for small teams. G-P reviewers split between clients, who credit named customer success managers, and employees reporting late payments. Both draw complaints about slow support, and many reviews on both are incentivized.

Moving between Remote and G-P is an EOR transfer plus a re-signing of contractors. EOR employees cannot be moved in place: the outgoing vendor terminates the employment and the incoming one starts a fresh one, so look at notice, accrued leave, benefit continuity and whether probation restarts. Confirm the destination vendor has an entity in each hire's country before you give notice.

For contractors, export signed contracts, statements of work, invoices and payout history per contractor and year, plus tax forms such as 1099-NEC or W-8BEN where relevant. Expect each contractor to repeat KYC and re-sign on the new platform. Should you use Remote's COR, the incoming vendor has to sign a fresh contract with every individual. On terms, Remote's EOR is annual, so check the renewal date; G-P states no minimum length for EOR.