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Did you know that companies with a globally diverse workforce perform 33% better than their competitors?
Imagine you have access to highly qualified talents from around the world without the need to establish offices in different countries. While other companies are busy searching for talent locally, you could instead be benefiting from a global team that operates 24/7, drives innovation, and cuts costs by up to 50%.
In today’s rapidly evolving market, the question isn’t 'Should you hire internationally?' but 'Can you afford not to?' At Gegidze, we make global hiring seamless, from Georgia to 10+ talent hubs worldwide.
Is your business ready to expand and become a major player in the market? Let's begin now before your competitors take the lead.
Why Hire International Employees?
Let’s face it, hiring international employees means having access to a diverse pool of skilled professionals who not only bring the expertise you need but also offer fresh perspectives and cost-effective solutions.
Access to a Global Talent Pool
When you expand your search beyond borders, you’re not just increasing the number of candidates—you’re tapping into a rich diversity of skills, perspectives, and experiences that can drive innovation. Imagine having a team with the best minds from tech hubs like Georgia, creative hotspots in Southeast Asia, or engineering powerhouses in Eastern Europe. The world becomes your talent pool.
Broader Skill Sets: International hiring gives you access to niche skills and specialized expertise that might be scarce in your local market.
Niche Expertise: Different regions excel in various industries—Georgia is emerging as a tech talent hub, offering highly skilled developers at competitive rates.
According to LinkedIn, companies with international teams report up to 60% more innovation. Businesses like Google thrive by leveraging global talent, driving innovation that keeps them ahead.
Cost Savings and Competitive Edge
Let’s talk about the bottom line—hiring internationally can significantly cut your costs. Salaries in regions like the Caucasus are often a fraction of what you’d pay in the U.S. or Western Europe, without compromising on quality. It's not about cutting costs by hiring cheaper. It's more about finding excellent talent that fits well within your budget constraints.
Lower Salaries and Operational Costs: Software developers in Georgia typically earn $36k per year which is significantly lower compared to the $110k average in the United States. This difference enables a 67 percent cost saving, per employee. Gives you the opportunity to allocate funds to essential aspects of your business operations.
Working Remotely Cost Savings: Remote work has become commonplace now; this allows for savings in office space expenses as well as utility bills and other overhead costs to be reduced significantly for your company while also enabling your team to work from locations where they can be most efficient and productive.
Software Developer:
United States: $110,000
Europe: $75,000
Georgia: $36,000
QA Engineer:
United States: $90,000
Europe: $70,000
Georgia: $21,600
Data Scientist:
United States: $72,000
Europe: $54,000
Georgia: $26,400
Graphic Designer:
United States: $50,000
Europe: $42,000
Georgia: $18,000
Digital Marketer:
United States: $66,000
Europe: $52,000
Georgia: $21,600
Content Writer:
United States: $55,000
Europe: $45,000
Georgia: $15,000
Social Media Manager:
United States: $60,000
Europe: $55,000
Georgia: $18,000
Project Manager:
United States: $84,000
Europe: $66,000
Georgia: $20,400
HR Specialist:
United States: $70,000
Europe: $62,000
Georgia: $16,800
Customer Support Specialist:
United States: $40,000
Europe: $33,000
Georgia: $12,000
Round-the-Clock Operations and Time Zone Advantages
One of the biggest headaches in global business is coordinating across time zones. But when you hire smartly, you turn that into an advantage. Teams spread across different regions mean your business can operate 24/7 without burning out your employees.
24/7 Productivity: With international teams, your business never sleeps. Developers in Georgia can pick up tasks as your U.S. team clocks out, ensuring continuous progress.
Time Zone Overlap: Georgia’s GMT+4 time zone offers strategic overlap with Europe, Asia, and even parts of the U.S. This means real-time collaboration and quicker turnaround times.
McKinsey reports that businesses with distributed teams see projects completed 19% faster. For example, having teams in Georgia, Europe, and the U.S. ensures seamless handoffs, accelerating your project timelines.
How to Hire Remote Employees from Another Country
Outstaffing your remote team internationally can greatly benefit your business by providing access to individuals and a wide range of perspectives that can make an impact on growth and success in the field of IT Staff Augmentation.
So how exactly can you go about recruiting employees from a different country? There are few key strategies to explore with it’s own advantages. Let's get into it:
Option 1: Do It Yourself
Taking charge of the recruitment process on your own gives you control over every aspect; however it also means that you will need to navigate through various challenges and intricacies involved in the process. Here is a breakdown of what undertaking this path entails:
Define the Role: Describe the Position Requirements clearly by outlining the skills and qualifications required for the role accurately as it will shape the direction of your recruitment process entirely.
Craft a Strong Job Description: Showcase not just the role, but also what sets your company apart and why potential candidates would be eager to become part of your team – even from a distance.
Post on Global Job Boards: Platforms like LinkedIn, Indeed, and specialized job boards are your go-tos. Use social media and tap into professional networks to spread the word.
Leverage Networks and Referrals: Industry connections and professional groups can be goldmines for talent. Don’t underestimate the power of a recommendation.
Structured Interviewing: Maintain a consistent interview process across all candidates to ensure you’re comparing apples to apples.
Virtual Onboarding: A well-planned onboarding process ensures that hired remote employees feel engaged and prepared to start working effectively from any location they are, in.
Navigating this path involves dedicating an amount of time and understanding the intricacies of hiring practices across borders such as compliance and tax rules in countries. If this seems like a lot to handle, there are strategies to streamline the procedure.
Option 2: Partner with a Global Employer of Record (EOR)
If you find it challenging to handle compliance tasks, like payroll and tax management or simply don't enjoy them much; teaming up with a Global Employer of Record (often referred to as an EOR) could be the answer for you! An EOR takes on the role of the employer for your employees and takes care of various tasks including contracts management and ensuring compliance with local tax regulations.
Why Consider an EOR?
Quick Setup: Get started quickly and without bureaucracy, and you'll have your dedicated team operational quickly—often within weeks.
Reduce Risk: Allowing the Employer of Record to perform compliance chores for you will keep you from encountering labour law difficulties.
Focus on Growth: Once you've tackled the tasks you can shift your focus to expanding your business.
Need a partner who can make hiring across borders seamless? Our EOR services are designed to handle the heavy lifting, allowing you to focus on what you do best.
Option 3: Engage Independent Contractors
Hiring contractors offers a budget friendly approach, to accessing worldwide expertise without enduring extended obligations. Perfect for tasks that're project oriented in nature; contractors offer tailored skills without the added expenses of permanent hiring.
Pros of Hiring Contractors:
Flexibility: Adjust the size of your team according to project requirements in operations.
No Entity Setup: Avoid the complexities of establishing an entity in a different country.
Expertise on Demand: Get the skills you need, when you need them.
However, be mindful of compliance risks, such as misclassification of contractors. Staying on the right side of local labor laws is crucial, which is where our Talent Marketplace can help, providing vetted professionals ready to contribute to your staff augmentation.
Option 4: Use a Recruitment Agency
If you're in a hurry and looking for the match promptly consider reaching out to a recruitment agency to simplify your recruitment process. These agencies specialize in finding screening and recommending candidates that align with your requirements.
When you're pressed for time and you are looking to find the ideal match swiftly, for a job position you have available hiring through a recruitment agency can help make the process more efficient These agencies have the knowledge and skills to search for evaluate and introduce candidates that align with your particular requirements
Key Questions to Ask Your Agency:
Do They Specialize in Remote and International Hires?
What’s Their Screening Process Like?
How Do They Handle Compliance Across Different Jurisdictions?
How to Manage Your Global Workforce with Ease
Lots of companies believe that establishing a presence is the method to recruit talents from around the world; however it's not necessarily the most optimal approach as it can be laborious and costly while also bringing compliance and challenges to deal with.
Instead consider exploring an Employer of Record (EOR) solution like the one provided by Gegidze. With an EOR setup in place; you can sidestep the intricacies involved in formalities. Dive right into recruitment activities without delay. Handling all the details concerning local laws and regulations along with managing payroll and benefits are tasks that we undertake on your behalf; giving you more freedom to focus on your core business operations without getting bogged down by administrative burdens.
Comparative Analysis: Employer of Record vs. Direct Hiring vs. Contracting
When it comes to hiring internationally, not all paths lead to the same destination. Let’s break down the options:
Employer of Record (EOR): An EOR takes the legal responsibilities off your plate. You get to hire the talent without setting up a foreign entity or diving into local employment laws. Pros: Speed and simplicity. Cons: You relinquish some control over the direct employment relationship.
Direct Hiring via Local Entity: This gives you full control over your employees but comes with high upfront costs, ongoing compliance management, and a lengthy setup process. Pros: Complete control. Cons: Costly, complex, and time-consuming.
Hiring Contractors: This can be a quick fix for specific projects but beware of misclassification risks. Misclassifying an employee as a contractor can lead to hefty fines and legal complications. Pros: Flexibility. Cons: Risky if not managed correctly.
Criteria | Employer of Record (EOR) | Direct Hiring | Contracting |
Definition | EOR acts as the legal employer, handling HR, payroll, and compliance. | You directly hire and manage employees, including all HR tasks. | Hiring individuals or companies on a contract basis for projects. |
Legal Entity Requirement | No need to set up a local entity. | Requires setting up a local entity in the employee's country. | No need for a legal entity; operates under contractor agreements. |
Compliance Management | EOR handles compliance with local labor laws and regulations. | Your company is responsible for all compliance and legal issues. | Contractors handle their own compliance as independent entities. |
Payroll and Taxes | Managed by EOR, including payroll, taxes, and benefits. | Managed in-house by your company. | Contractors manage their own taxes; you just pay agreed rates. |
Employee Benefits | EOR provides benefits as per local standards. | You must provide benefits in line with local regulations. | Not typically required; benefits are not standard for contractors. |
Cost | Higher costs due to entity setup and ongoing compliance expenses. | Costs can vary widely; generally lower but with fewer commitments. | |
Control Over Employees | EOR manages HR functions; you manage day-to-day work. | Full control over all aspects of employment. | Limited control; contractors have autonomy over how they work. |
Scalability | Easy to scale up or down as business needs change. | More complex to scale due to entity setup and compliance. | Highly scalable; contractors can be engaged as needed. |
Time to Hire | Faster, as EOR handles setup and compliance. | Slower, due to the need for entity setup and compliance checks. | Quick, especially for short-term or specific projects. |
Best For | Companies looking for a hassle-free way to hire internationally. | Companies wanting full control and a long-term commitment. | Project-based work, short-term needs, or specific expertise. |
By understanding these options, you can choose the path that aligns best with your business needs and growth goals.
Why the Traditional Route May Not Be Best for You
Traditionally, businesses set up offices or brunches, in emerging markets as a strategy for growth and control of operations However this method is not always as advantageous as it may seem In fact¸ dealing with compliance issues costly operations and the challenges of overseeing staff members could pose significant obstacles, for companies looking to expand their reach.
At Gegidze, we believe in smarter, not harder. By leveraging our EOR services, you bypass the need for local entities and still maintain a compliant, scalable operation. It’s about cutting through the noise and finding a direct path to your international goals.
Remove Barriers to Hiring International Talent
So, we all agreed that recruiting internationally is no longer a choice but a necessity to remain competitive in today's world.
However the chance also presents difficulties; dealing with regulations and compliance can be quite a hassle if you're not ready for it all Set to bust down these obstacles
Employer of Record Services
Using an Employer of Record (EOR) allows you to hire internationally without setting up a local entity. EORs manage payroll, benefits, taxes, and compliance with local laws, allowing you to focus on your core business operations. This approach not only cuts costs but also speeds up hiring—companies using EOR services report reducing onboarding times by up to 50%.
Setting Up a Legal Entity
If you’re looking for full control over your overseas operations, setting up a legal entity is the optimal choice to make. While it requires more effort than opting for an EOR (Employer of Record) it grants you supervision of your staff and business operations in the specific destination nation. With assistance and direction establishing your entity could expedite the process beyond typical industry standards allowing you to establish a strong presence,