For most ASEAN hiring, Multiplier wins — $199/mo less per employee, faster onboarding in Southeast Asia, and operationally closer to the markets you’re actually hiring in. Remote wins for IP-sensitive tech roles, 24/7 support access, and Japan or South Korea depth. On a 10-person Asia team, Multiplier saves $23,880/year for comparable functionality across core ASEAN markets.
At a Glance
| Dimension | Remote | Multiplier |
|---|---|---|
| Overall Rating | 4.7 / 5 | 4.7 / 5 |
| Monthly Fee (EOR) | $599/mo | $400/mo |
| Monthly Fee (Contractor) | Free | $40/mo |
| Countries | 80+ (owned entities) | 150+ |
| Asia Countries | 8 | 12+ |
| Headquarters | San Francisco | Singapore |
| Founded | 2019 | 2020 |
| Best For | IP protection, tech companies | APAC value, ASEAN depth |
Pricing
Multiplier is $199/mo cheaper per employee — a significant difference at scale. For a company with 10 Asia employees, that’s $2,388/year per head or $23,880/year total.
Remote’s $599/mo fee sits at the premium end of the EOR market. It does include a free contractor management tier, which Multiplier charges $40/mo per contractor for.
| Scenario | Remote Cost | Multiplier Cost |
|---|---|---|
| 1 employee | $599/mo | $400/mo |
| 5 employees | $2,995/mo | $2,000/mo |
| 10 employees | $5,990/mo | $4,000/mo |
| 5 employees + 5 contractors | $2,995/mo | $2,200/mo |
| Annual saving (10 employees) | — | $23,880 |
If you’re managing a mixed workforce of employees and contractors, compare total cost carefully. Remote’s free contractor tier partially offsets the price gap — but for pure employee headcount, Multiplier is cheaper at every scale.
Asia Coverage
Multiplier has broader Asia coverage with owned entities in markets where most global providers rely on partners:
- Singapore, India, Philippines, Indonesia, Vietnam, Thailand, Malaysia (all owned entities)
- Bangladesh and Sri Lanka coverage where most global providers fall short
Remote covers fewer Asian countries but owns every entity it operates through:
- Singapore, India, Philippines, Indonesia, Japan, Malaysia, Vietnam, South Korea (all owned entities)
For Japan specifically: Remote’s Japan entity is solid with strong Japanese-language support. Multiplier also covers Japan, but G-P and Deel are the reference-check tier for Japan’s compliance complexity.
For Vietnam and Thailand: Multiplier has a clear operational edge. These ASEAN markets are where its Singapore HQ delivers the most practical advantage over a US-headquartered provider.
IP Protection
Remote wins. Remote’s IP assignment and confidentiality clauses are localized to each country’s IP law — jurisdiction-specific, not a generic global template. For tech companies hiring software engineers in India or the Philippines who will be building proprietary code, this is the deciding factor.
Remote explicitly addresses:
- Work-made-for-hire provisions under local law
- Pre-existing IP carve-outs
- Post-employment non-disclosure obligations
Multiplier includes standard IP clauses but they are less jurisdiction-specific. For high-IP-risk roles, Remote’s contracts are meaningfully stronger.
Onboarding Speed
Both are fast. Multiplier is 1–2 days faster than Remote in most ASEAN markets, reflecting its Singapore operational base.
| Market | Remote (typical) | Multiplier (typical) |
|---|---|---|
| Singapore | 3–5 days | 1–3 days |
| India | 5–7 days | 3–5 days |
| Philippines | 3–5 days | 2–4 days |
| Indonesia | 7–14 days | 5–10 days |
| Vietnam | 7–10 days | 5–7 days |
| Japan | 10–15 days | 10–14 days |
Platform
Both offer strong self-service platforms. The practical differences:
Remote:
- Cleaner, more minimal UI
- Better compliance documentation — detailed statutory breakdowns per country built into the interface
- Transparent cost modelling before you commit
- Strong mobile experience
Multiplier:
- More feature-rich for APAC-specific HR workflows
- Expense management and leave tracking polished for Asian statutory requirements (Philippine leave types, Singapore NS obligations)
- Faster to navigate for routine tasks
Customer Support
Remote: 24/7 live chat. Consistently praised for response quality on G2.
Multiplier: 24/5 — weekdays only. Sufficient for most companies. For complex compliance queries that surface at 11pm on a Friday, Remote’s round-the-clock availability is the deciding factor.
Which to Choose
Choose Remote if:
- IP protection is critical — tech companies hiring engineers
- You want free contractor management for a mixed workforce
- You value detailed compliance documentation and statutory transparency
- Japan or South Korea are primary hiring markets
Choose Multiplier if:
- You’re primarily hiring in ASEAN — Singapore, Vietnam, Thailand, Indonesia, Philippines
- Cost is a real constraint — $199/mo per employee compounds quickly
- You need same-day onboarding initiation for ASEAN markets
- Bangladesh or Sri Lanka are part of your hiring footprint
They’re equivalent for: India, Philippines, Malaysia — where both have strong owned entities and comparable compliance depth.
Frequently Asked Questions
Is Remote or Multiplier cheaper? Multiplier is $199/mo cheaper per employee ($400/mo vs $599/mo). For a 10-person Asia team, that’s approximately $24,000/year. Remote partially offsets this with a free contractor tier that Multiplier charges $40/mo for.
Does Remote or Multiplier have better Asia coverage? Multiplier covers more countries (150+ globally, 12+ in Asia). Remote owns every entity it operates through — no third-party partners. Both are strong for core ASEAN.
Which is better for hiring engineers in India? Remote for IP-sensitive roles. Multiplier is a strong alternative if cost is the primary concern and your legal team can review contract templates.
Does Multiplier or Remote offer better support? Remote offers 24/7 live chat. Multiplier is 24/5 weekdays only. For most companies the difference is minimal. For complex compliance situations that don’t wait for Monday morning, Remote’s continuous availability has genuine value.
Can I switch from Multiplier to Remote (or vice versa) without re-signing employees? No. Changing EOR providers requires new employment contracts — there is no seamless transfer mechanism. Plan any switch during a natural contract renewal window. Give employees at least 60–90 days’ notice and expect a transition period of similar length.
