How EMN Switched EOR Without Missing a Beat

Enhanced Medical Nutrition (EMN) is a food-as-medicine company on a mission to improve outcomes in surgery and critical illness through evidence-based nutrition. Their flagship product, ENROUTE®, is a complete surgical nutrition program designed to help patients prepare better and recover faster — preserving muscle mass, promoting wound healing, and supporting immune function through clinically developed formulas. Headquartered in Toronto, with employees across Canada and the US, EMN operates across borders by design, with a team that spans both countries. Keeping that workforce compliant, paid on time, and well-supported isn’t a back-office function; it’s a precondition for the science and commercial work the business is built around.

Customer

EMN

Industry

Health / Life Sciences

Toronto, Canada

Customer since

December 2025

Employees via RemotePeople

4 (US)

Content

5 minutes read

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At a Glance

Metric	Detail
Employees managed	4 across the US
Customer since	December 2025
Origin	Transitioned from Communitech Outposts
Key outcome	Zero-disruption EOR migration — same CSM, same service, new platform
Current trajectory	Active expansion into the US underway

About EMN

The Challenge

EMN didn’t choose to change EOR providers. Their previous arrangement, through Communitech’s Outposts program, came to an end when Communitech exited the program entirely — leaving EMN needing a new EOR solution for their US employees through no fault of their own.
For any company, an involuntary mid-stream EOR transition carries real risk. A new platform with no onboarding support. An account team with no knowledge of the company’s history, payroll quirks, or how commissions and expenses flow. The potential for gaps in service while everyone gets oriented. For a small, fast-moving team, those gaps aren’t abstract — they affect real employees on real payroll cycles.

The Transition

In early February 2026, RemotePeople took over EOR services for EMN as part of a broader acquisition of Communitech’s Outposts program. What made EMN’s experience different from a standard migration was a deliberate decision to bring continuity with the account rather than start from scratch.
The CSM who had managed EMN’s account at Communitech moved over to RemotePeople and stayed with the account. On paper, this sounds simple. In practice, it meant coordinating three separate organizations simultaneously — Communitech (exiting), RemotePeople (taking over), and EMN itself — through a live onboarding checklist for four employees, while also aligning payroll, expenses, and commission flows under a new process and a new platform. Multi-party transitions are exactly where things fall through the cracks. This one didn’t.

“Everything in the RemotePeople system was brand new to the client. Having their existing CSM move with them provided instant comfort. The CSM ramped up rapidly on the new platform to proactively guide them — ensuring zero disruption or any feeling of abandonment.” — Rashi Kotwal, CSM, RemotePeople

Building Trust, One Interaction at a Time

Trust wasn’t established in a single moment. It was built across dozens of small, fast, personal interactions — invoicing questions, commission queries, compliance clarifications, benefits administration. What EMN’s team experienced was a CSM who owned problems rather than routing them, and who had pre-empted most questions before they arose by keeping the client informed about how the platform worked and what to expect.

The clearest test of the relationship came when one of EMN’s employees went on maternity leave — a complex, high-stakes situation with multiple moving parts. The CSM and EMN’s team worked through it side-by-side, navigating the details together. It’s the kind of situation where the quality of your EOR relationship becomes tangible. RemotePeople got it right.

The signal that the relationship had moved beyond transactional came unprompted: EMN referred clients to RemotePeople on their own initiative and agreed to speak directly with a prospective client as a reference — before anyone asked them to.

In Their Own Words

“Our priority during the transition was making sure our employees continued to be paid on time and felt supported. Having the same CSM, who already understood our team and processes, made a real difference. We’ve appreciated the responsive, hands-on support and knowing we have someone we can turn to as we grow our US team.”

— Henry Hu, Chief Operating Officer, EMN

Results & What's Next

EMN came to RemotePeople through a forced transition and emerged from it with a stronger service relationship than many companies build in years. The account’s trajectory reflects that confidence: headcount held steady through a brief mid-year contraction, has since recovered and grown past the original baseline, and EMN is currently onboarding new employees in the US — expanding the relationship’s headcount further.
The growth isn’t driven by a product upsell. It’s driven by trust in the service relationship itself.

4 US employees managed compliantly since day one of transition
Zero service disruption through a three-party migration
Active expansion into the US in progress
Spontaneous referrals generated — EMN has introduced prospective clients to RemotePeople of their own accord