Yes — this is the core use case. RemotePass arranges the work visa and iqama sponsorship, manages the immigration process end to end, and takes on the employment relationship once the hire is authorised to work in the Kingdom. Your CSM scopes the realistic timeline for the specific nationality and role before anything is signed.

It genuinely depends — on nationality, role classification, and current government processing volumes. Anyone quoting a fixed number for every case is selling, not scoping. Your CSM gives you a realistic, case-specific timeline at the start, manages every government touchpoint, and keeps you updated. For candidates already in KSA with a valid iqama, sponsorship transfer is substantially faster.

No. The employee is employed through the RemotePass EOR arrangement, not your entity — they don't appear in your entity's GOSI registration or workforce records. This makes EOR a clean structure for roles that sit operationally outside your KSA entity, or for hires made before your entity is operational.

GOSI contributions are calculated correctly on every payroll run — the right structures for Saudi nationals and expats — and filed as part of the service. End-of-service gratuity accrues on every cycle from day one, so the obligation is always visible and never a surprise at offboarding. You see what was calculated on every payslip, and your CSM can walk through any line item.

They're your named point of contact for everything — assigned before kickoff and briefed on your account. In practice: scoping timelines for new hires, answering iqama and GOSI questions, advising on contract structuring and compensation norms, and unblocking anything that stalls. They work in Arabic and English, on WhatsApp, Slack, email, or in-platform.

Often, yes — they're complementary, not competing. EOR lets you employ the people you need now while the entity is being established, and when your entity is live, employees can transition to it. Your CSM can walk through what that transition looks like during the demo.