Independent comparison of Remote and Plane for teams evaluating global payroll and Employer of Record (EOR) platforms.
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Primary Terms & Pricing Audited Q3 2026 | Unbiased Data
⭐️ 4.6/5 (2,500+ reviews)
Based on G2 & Industry Benchmark user reviews
⭐️ 4.6/5 (200+ reviews)
Based on G2 & Industry Benchmark user reviews
The headline prices above rarely survive contact with a real quote. Here is what each vendor bills on top.
Pricing Nuance: Remote: EOR is $599/month per employee on an annual commitment but $699 month-to-month, so the headline figure assumes you prepay for a year. IP protection and owned-entity compliance are included rather than upsold, and Remote does not add an FX markup on payouts, which can make the effective cost lower than a cheaper-looking competitor once currency conversion is counted.
Pricing Nuance: Plane: Flat $39/contractor and $499/month EOR with a free HRIS keeps the base predictable, and low FX markup on direct bank payouts is a genuine differentiator for contractor-heavy teams. The trade-off is scope: localized benefits and statutory add-ons are thinner than larger providers, so complex markets may need a second vendor alongside it.
The HR Stack Guide Take
If your board treats IP ownership and compliance purity as non-negotiable, Remote is the stronger call for Mid-Market Scaleups: it owns 100% of its local entities and folds IP assignment plus zero-markup FX into the base fee. If instead you are a venture-backed startup paying developers abroad and want flat, low-overhead fees, Plane is the better shortlist candidate: transparent flat pricing plus minimal FX markup keeps the true cost per contractor closest to the sticker price.
This guide provides the baseline comparison for general technology buyers. If you are evaluating software for a specific team size or workflow, select your profile below:
| Feature | Best for Direct IP Protection & Owned Entities Remote | Best for Tech Startups & Low FX Fees Plane |
|---|---|---|
| Native Legal Entities | ||
| Contractor Auto-Pay | ||
| IT Device Shipping | ||
| Localized Health Benefits | ||
| Equity & Stock Admin | ||
| Zero FX Rate Markup | ||
| Global Tax Filings | ||
| Background Checks | ||
| Native US Payroll | ||
| Multi-Currency Wallets | ||
| Free Trial Available | ||
| Ready to get started? | Try Remote ↗ |
Compliance standards, native integrations, support SLAs, deployment type, and ideal headcount for Remote vs Plane.
| Capability | Remote | Plane |
|---|---|---|
| Compliance Standards | Compliance Standards:
| Compliance Standards:
|
| Native Integrations | Native Integrations:
| Native Integrations:
|
| Support & SLAs | Support & SLAs: 24/7 Live Chat, Dedicated CSM, Knowledge Base | Support & SLAs: Live Chat, Dedicated CSM (Growth+), Knowledge Base |
| Deployment Type | Deployment Type: Cloud / SaaS / Mobile Native | Deployment Type: Cloud / SaaS |
| Ideal Headcount | Ideal Headcount: 50–1000+ enterprise | Ideal Headcount: 1–50 seats |
4 dealbreaker questions to bring to your vendor sales calls before signing.
Ask both Remote and Plane the same four questions so the answers are comparable before you commit.
Question 1
Ask Remote and Plane: “What is the exact written notice window required to prevent auto-renewal, and what happens to historical payroll data upon contract exit?”
Question 2
Ask Remote and Plane: “Beyond the headline per-user fee, what is the exact percentage margin added to foreign currency payouts or international contractor transfers?”
Question 3
Ask Remote and Plane: “Are pricing tiers locked to strict headcount thresholds, and does reducing seats mid-contract reduce our monthly bill?”
Question 4
Ask Remote and Plane: “Is there a mandatory onboarding setup fee or dedicated account manager surcharge not listed on your public pricing page?”
Remote is the better overall fit for technology buyers, startups, and scaleups. Based on The HR Stack Guide's 2026 evaluation, Remote edges ahead for Mid-Market Scaleups despite matching 4.6/5 overall scores, because it covers more of the capabilities that matter here—entity ownership, global payroll routing, and FX conversion margins—and stronger support for Custom HRIS integrations, IT device provisioning, and enterprise compliance reporting.
Remote starts at $29/mo; EOR starts at $599/mo. Plane starts at $39/mo; EOR starts at $499/mo. That's a difference of $10 at the entry tier. Beyond the headline rates, here is the fine print. Remote: EOR is $599/month per employee on an annual commitment but $699 month-to-month, so the headline figure assumes you prepay for a year. IP protection and owned-entity compliance are included rather than upsold, and Remote does not add an FX markup on payouts, which can make the effective cost lower than a cheaper-looking competitor once currency conversion is counted. Plane: Flat $39/contractor and $499/month EOR with a free HRIS keeps the base predictable, and low FX markup on direct bank payouts is a genuine differentiator for contractor-heavy teams. The trade-off is scope: localized benefits and statutory add-ons are thinner than larger providers, so complex markets may need a second vendor alongside it.
Yes, both Remote and Plane support contractor auto-pay for paying international contractors.
The four questions that decide an EOR contract once legal and procurement get involved: who owns the work product, who files the payroll taxes, who carries the termination liability, and what the invoice actually looks like.
How work product created abroad actually transfers to your company, and whether the assignment runs through a directly owned local entity or an intermediary sub-licensing chain.
Remote's central claim is compliance purity: it owns its legal entities in every EOR market, so IP assigns from the worker to a Remote-owned entity and then to you, with no third-party partner agency ever holding the work product.
Plane enforces IP assignment protection as part of its standardized employment contracts across 100+ EOR countries, aimed squarely at US and European tech startups deploying remote engineering teams.
Employer tax contributions, social security deductions, and income tax withholding handled on your behalf, including mandatory 13th and 14th month salary in markets such as Brazil, Italy, and the Philippines.
Remote registers as the employer in each owned-entity market and runs localized payroll directly, filing employer contributions, employee income tax, and social security under its own registrations rather than passing them through an intermediary.
Plane handles local tax withholding as part of compliant hiring across its EOR footprint, with a deliberately lightweight administrative model built for smaller technical teams.
Statutory health insurance, pension contributions, and mandatory paid time off across tier-1 markets, plus severance, notice period enforcement, and who carries unlawful termination liability.
Remote administers the statutory package in each owned market and is explicit that benefits are locally defined rather than globally standardized, which is the honest position for any EOR.
Plane administers statutory entitlements on EOR hires across 100+ countries, though its product focus is administrative simplicity for smaller teams rather than the depth of benefit configuration enterprises expect.
What reaches the invoice beyond the headline per-employee-per-month rate: FX conversion spread, security deposit requirements, offboarding fees, and per-country add-ons.
Remote positions transparent flat pricing as a differentiator: $599/month per employee on an annual commitment or $699 month-to-month, with IP protection and owned-entity compliance included rather than upsold.
Plane prices EOR at $499/month per employee and contractors at $39/month with transparent flat fees, and makes low FX markup on direct bank payouts an explicit selling point rather than a hidden line.