Who says global teams can't also be company merch models? RemoFirst is an AI EOR tool, yes. But it's also full of some of the most passionate, knowledgeable, and helpful humans on earth. As seen here: Alastair Adams Jorge Tascón Paul Thompson Roman Zherebetskyi Vladyslav Kharytonov P.S. If we shipped you our merch would you pose with it?
RemoFirst
Technology, Information and Internet
San Francisco, California 78,644 followers
Legally employ anyone, anywhere.
About us
Employer of Record and compliance for your global or remote team. Onboard, pay, and manage employees and contractors. Best pricing. Same-day onboarding. Available in 185+ countries.
- Website
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https://www.remofirst.com/
External link for RemoFirst
- Industry
- Technology, Information and Internet
- Company size
- 201-500 employees
- Headquarters
- San Francisco, California
- Type
- Privately Held
- Founded
- 2021
Locations
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Primary
Get directions
415 Mission St
San Francisco, California 94105, US
Employees at RemoFirst
Updates
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RemoFirst reposted this
If you want exceptional talent, you cannot sit back and wait for it to arrive. That was the core of what Heather Erickson, COO at Obra, shared in our conversation. The best people rarely come looking for you, especially in a market crowded with noise. If you truly want quality, you have to be the one willing to make the first move. Heather made a point that too many teams overlook. The global talent pool is not evenly distributed. There are specific places where you can find the right people with the right skills in the right areas. But finding them requires you to actively search rather than passively wait for applications to land. The hesitation for many companies is what comes next. The paperwork. The benefits. The payroll. The classification questions that come with hiring across borders. This is where Heather sees the partnership with ourselves, RemoFirst working well. You do not need to open a full office or build complete operations in another country just to bring in one talented person outside the US. Go find the right people in the right place. Let someone else handle the administrative weight. The message was clear. It starts with a willingness to target talent directly instead of waiting for it to find you.
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Anyone else feel like GTM team hiring looks totally different in H2:2026? Well, well, well, friends. Do we have news for you. *GTM Hiring Data FOR YOUR EYEZ ONLY: → Account Executives up 53%⬆ MoM → SDRs down 22%⬇ MoM → QA Engineer roles up 200%⬆ → Design hiring up 117%⬆, led by UX/UI *𝘉𝘢𝘴𝘦𝘥 𝘰𝘯 𝘙𝘦𝘮𝘰𝘍𝘪𝘳𝘴𝘵 𝘱𝘳𝘰𝘱𝘳𝘪𝘦𝘵𝘢𝘳𝘺 𝘩𝘪𝘳𝘪𝘯𝘨 𝘥𝘢𝘵𝘢 𝘪𝘯 𝘑𝘶𝘭𝘺 𝟚𝟘𝟚𝟞: Our 2 cents on why these numbers look like this: - AEs are up because their job can't be automated and jobs in tech are scrambling for increased revenues to keep up with never-before-seen growth pressures. - SDRs are down because prospecting and cold outbound are turning into workflows that AI does pretty well. - QA is doubling because more code is AI-written, but someone still has to make sure it actually works. Testing didn't disappear; it got busier. Design didn't get eaten by Claude. AI just made first drafts faster, raising the bar on what good means. Now it's just higher expectations for this role and a greater need for human final touches. If you think you might be staffing like it's 2023, take a look at our Global Hiring Index. https://lnkd.in/g4Rteqsk
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RemoFirst reposted this
"They handle everything." Wait. What? I was a hiring manager for over a decade, and I only ever hired domestically. 1️⃣ Post the role. 2️⃣ Screen whoever applied locally. 3️⃣ Pick the best of that pool. Three steps. Same three, every time, for ten years. I never questioned it because it never occurred to me there was another way. Then I worked for a company that hired globally, and it reset how I thought about the job. It wasn't just a bigger pool. It was a different pool. People with experience I wasn't seeing in the applications already on my desk. Different markets, different training, different ways of solving the same problem. I was genuinely thrilled at how many strong people were suddenly in play. Then the paperwork showed up. Every country has its own: employment law tax treatment payroll rules mandatory benefits So it stopped being about the interview. Now I'm reading a benefits requirement written for a country I've never set foot in. Checking a filing deadline against a calendar in a different time zone. Asking someone to confirm whether the thing we just signed is even valid there. Multiple countries. Multiple sets of rules. All of them had to be right. After a dozen or so international hires, I didn't want to do it anymore. They were excellent employees. But the admin burnout was REAL. Which brings me to this video. A girl sits at the dinner table in her Girl Scout sash, badges down the front, asking to be excused because she has a call with her team in Spain. Her Mom’s dinner date says: "I've been trying to grow my team in Europe for months." He asks how she did it. She gives him four words. "They handle everything." That's RemoFirst. They're the Employer of Record, which means they can hire employees in 185+ countries. You choose the person. They carry the compliance, payroll and benefits. $199 per employee per month for the service. TL;DR: More talent, less headaches with RemoFirst. https://lnkd.in/egjQGwcx 1 month free on EOR fees with your first hire if you book the demo through my link or mention my name on the call. #GlobalMadeSimple #Sponsored
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Jokes on you. They're all identical. Buttttttt only one is legally usable. Story Time 👇️ -- This "spot the difference" scenario was exactly where an HR person found themselves. They were vetting 4 EOR providers for an Italy hire their company needed to make. And during the RFP for EOR tools, vendors all quoted the HR team within like 8% of each other (in terms of pricing). But it turns out only one of the tools was registered for the right thing (staff leasing, not "business consulting," which is a distinction that matters a lot under Italian labor law). The HR person found out by searching the Ministry of Labor register herself. It took like three weeks to vet this all out. -- Moral of the story = Make sure you ask any EOR tool to show you their registration before you sign (including us).
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The latest global insights are here in our brand new edition of the Employ Anywhere newsletter! 👏 Here's a taste of what you'll find in issue # 16 - Where Companies Are Hiring Global Talent (July 2026 Data) - How to Use AI to Save Time Without Over-automating Your Job - Why the EOR Approval Process Stalls Inside Your Company - Ex-IBM HR Leader Says AI Adoption Fails When Leaders Move Faster Than Trust And more! Ready? Don't miss this last edition 👇 #TalentAcquisition #FutureOfWork
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Hi 👋 RemoFirst social person here. Quick confession: I had a whole meme queued up about Spiderman for today. Very funny close-up of his feet. You'll never see it now because Inc. 5000 happened and apparently that takes priority over Spiderman content... So instead, an actual update. Sorry in advance 🙃 𝗪𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝗲𝗱: We made Inc. Magazine list of 5,000 fastest growing private companies in America! In the top 5%. Again. Back to back years. Our CEO, Nurasyl Serik wrote a whole post about it that's good, so you'll definitely want to go read that one. Anyway. We grew a lot this year in an economy that did not make that easy. That's genuinely the whole point of the post. Okay, back to your regularly scheduled feed. 🕷️ #Inc5000 #GlobalHR
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RemoFirst reposted this
Remote work changed where people can work. Global hiring changes who you can hire 🌍 That's the bigger shift. For years, companies competed for talent inside a commuting radius. Today, your hiring radius can be... the WORLD. The challenge isn't finding incredible talent anymore. It's figuring out how to hire them legally. Today with RemoFirst, global hiring is so easy that even a Girl Scout can build an international cookie business. RemoFirst handle's the legal complexities of hiring in 185+ countries, so you an focus on finding the best person for your open role. If you're making your first international hire, book a demo using my link and get the first month of EOR fees free: https://lnkd.in/eukirU6b
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SAN FRANCISCO—Sources at logistics startup Fennimore Group confirmed Thursday that Ops Manager Melinda Halloway, 34, delivered a remarkably assured 20-minute briefing to CEO Diane Castellano on the legal intricacies of hiring a contractor in Portugal, citing information gleaned entirely from the top four results for "employee of record vs. peo reddit" earlier that morning. "Mel really broke it down for us — permanent establishment risk, misclassification penalties, the whole nine yards," said Castellano, who reportedly nodded along as Halloway paused twice to reopen a tab titled "what is permanent establishment (simple)." "She clearly knows what she's talking about. I have zero notes." Halloway was said to have punctuated the briefing with the phrase "that's actually a common misconception" no fewer than six times, despite having held the misconception herself as recently as 11:47 that morning. At press time, Halloway had reportedly closed all 14 open browser tabs the second the meeting ended, and immediately DM'd a vague LinkedIn connection who "sort of works in HR" to ask if they could chat for 15 about Lisbon's labor laws.
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