How a Canadian health tech company used Remire’s employer of record services to go from 2 countries to 8, and saved $320K in entity setup costs along the way.
Industry:
HealthTech / Digital Health
Team Size:
120 FTE across 8 countries
Headquarters:
Toronto, Canada
Countries (via EOR):
6. No local entities
Remire Products:
Employer of Record, Payroll management, Benefits, Compliance, Onboarding
A Health Tech company builds remote patient monitoring and telehealth infrastructure for hospital networks. Founded in 2020 and headquartered in Toronto, the company had grown to 82 employees across Canada and the UK by the start of 2025.
After closing a Series B round in January 2025, their expansion plan called for hiring 40+ full-time employees across Germany, the Netherlands, India, the Philippines, Brazil, and the UAE within the first half of the year.
These weren’t contractor roles. They needed full-time engineers, clinical operations specialists, and data analysts with benefits, local employment protections, and long-term commitment.
The problem was clear: they had legal entities in exactly two countries. They needed to employ people in six more. And they needed to do it fast.
Our client’s VP of Operations, ran the numbers on setting up legal entities in all six countries. The picture was bleak.
The timeline alone was the dealbreaker. Their product roadmap required the new hires to be onboarded by Q2 2025. Waiting six months for entity registration in Brazil or Germany meant missing the window entirely.
Even if they could afford the cost and the wait, maintaining six dormant entities, each with annual filing requirements, local audits, and tax obligations, created ongoing overhead that a 120-person company couldn’t justify.
Daniel’s team evaluated three EOR providers. Remire, a global HR solution, won on three fronts:
No entity required. Remire’s employer of record services allowed them to legally employ full-time staff in all six countries through Remire’s own local entities. They retained day-to-day management. Remire handled the legal employment, payroll, tax withholdings, and statutory benefits.
Speed. Remire was committed to having employees employment-ready within 5–10 business days per country, compared to the 3–6 months required for entity setup. The first batch of hires in India and the Philippines was onboarded in 7 days.
Locally compliant benefits. Remire handled health insurance, pension contributions, statutory leave, and country-specific entitlements out of the box. They didn’t have to research what “compliant benefits” looked like in each market; Remire’s in-country teams already had it covered.
One invoice. Instead of managing six payroll providers, six tax advisors, and six sets of employment contracts, they received one consolidated monthly invoice covering all employees across all six countries.
Remire’s EOR rollout happened in parallel across all six countries. Here’s how it worked.
01
Market Scoping & Employment Setup
Our compliance team mapped employment requirements for each country, contract types, probation rules, notice periods, mandatory benefits, and tax registration. They received a country-by-country employment guide within the first week.
02
Locally Compliant Employment Contracts
We generated employment agreements tailored to each jurisdiction. German contracts included works council provisions and statutory notice periods. Brazilian contracts accounted for a 13th-month salary, FGTS contributions, and vacation bonuses. Each contract was reviewed by Remire’s in-country legal counsel before being sent to the new hire.
03
Employee Onboarding
New hires received a digital onboarding flow collecting personal details, tax IDs, banking information, and signed contracts. Our employer of record platform handled document verification and benefits enrollment in parallel. The first employees in India and the Philippines were fully onboarded in 7 business days.
04
Payroll, Tax & Benefits Administration
Remire processed monthly payroll in local currencies with correct tax withholdings, social contributions, and statutory deductions for each country. Health insurance, pension, and paid leave were administered per local law. Our client approved one consolidated payroll run and received one invoice.
05
Ongoing Compliance & Employee Support
Remire’s local teams handled ongoing compliance, annual filings, tax year-end reporting, benefits renewals, and employment law updates. Employees had direct access to local HR support for questions about leave, benefits, or payslips without going through their internal team.
38
Full-time employees hired across 6 countries
10 wks
From Series B close to fully staffed team
$320K
Saved by avoiding entity setup in 6 countries
7 days
Average time from offer to employment-ready
100%
Compliance across all jurisdictions
92%
New hire satisfaction with the onboarding experience
Beyond the numbers, the EOR model changed how they thought about hiring. Market entry decisions were no longer gated by legal infrastructure. When the clinical team identified a need for Portuguese-speaking data analysts mid-project, they had two hires in Brazil within 12 days.
That kind of speed simply wasn’t possible when every new country meant a six-month entity setup process. The ongoing cost savings were significant, too. Maintaining a dormant entity costs $15K–$30K per year in filings, audits, and registered agent fees.
Across six countries, our client avoided $90K–$180K in annual maintenance costs on top of the initial setup savings.
Their challenge wasn’t finding talent. It was employing talent legally in countries where it had no infrastructure. Setting up entities would have cost $320K upfront and delayed hiring by months, a time the company didn’t have after a Series B with aggressive milestones.
Remire’s employer of record model eliminated that bottleneck. They kept full operational control of their teams while Remire handled the legal employment, payroll, tax, and benefits in every country.
The result was a company that scaled from 2 countries to 8 in ten weeks, without a single entity registration, a single local legal retainer, or a single missed compliance deadline.
“We had the budget to hire. We had the candidates lined up. What we didn’t have was six months to set up legal entities in six countries. Remire made that irrelevant. We went from signed term sheets to fully employed, locally compliant teams in under ten weeks. I don’t think we’d be where we are on the product roadmap without that speed.”
VP of Operations
Hire globally. Skip the entity setup.
Employ full-time teams in 60+ countries through Remire’s employer of record services compliant, fast, and without the overhead.
