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How to Hire Remote Employees from our Talent Marketplace

hire remote employees


Table of content




Introduction


We have got something that’s going to change the way you think about hiring.


Ever imagined finding the perfect team member as easily as shopping online? Well, that’s exactly


Forget the old days of lengthy hiring processes and endless waiting. Now, hiring is as quick and easy as clicking 'buy now' on your shopping cart.


We've got detailed profiles, transparent rates, and a super user-friendly search bar. It's all designed to streamline your hiring process.


But here's where it gets really interesting. You're not just looking at a list of names. You get to dive deep into each candidate's profile, CV, and background. It's like getting a sneak peek into each professional's world, understanding their skills and experiences right from the get-go.


And the best part? You can hire freelancers from our Talent Hub with just a single click.


That's right – what used to be a months-long process is now just a matter of minutes.


Hiring like an online shopping!




The benefits of remote hiring



  • Enhanced productivity: Contrary to initial skepticism, remote work can boost productivity. The flexibility and comfort of working from home reduce distractions and improve work-life balance, contributing to more focused and efficient workdays.

  • Reduced equipment costs: Hiring a remote team can lower the financial burden of equipping a full-scale office. Many employees use their devices, reducing the need for companies to invest heavily in office hardware.

  • Innovative work culture: Embracing remote work can foster a culture of innovation and flexibility. Companies that adapt to such modern work practices are often seen as forward-thinking, attracting talent and clients who value innovation and adaptability.

  • Lower employee turnover: Employees value the flexibility and autonomy of remote teams. This factor leads to increased job satisfaction and loyalty. Therefore, It reduces the frequency and costs associated with staff turnover. That’s one of the greatest benefits of the best recruitment services.

  • Scalability and agility: Remote work helps brands scale up or down quickly, responding to market demands and changes more efficiently. This agility is invaluable in today's fast-paced business environment. It means you can quickly bring in extra experts from anywhere when needed, and after the project's over, you can return to your usual team size.

  • Savings on office rental: With teams working remotely, the need for large office spaces diminishes, leading to significant savings on rent and associated overheads.

  • Access to a wider talent pool: You're no longer limited to just local talent; the whole globe becomes your hiring ground. This approach expands your choices, bringing diverse skills and views to your team. With remote hiring, the best talent, no matter where they are, is within your reach.

  • Fewer staff absences: Remote work often leads to fewer staff absences. Employees are less likely to take sick days for minor issues when they can work comfortably from home.

  • A healthier workforce: Your remote workers are not stuck in traffic or squashed in the bus on the way to the office. Instead, they enjoy a calm morning coffee and dive into work with a clear mind. This peaceful start sets the tone for the whole day and improves productivity.



Considerations when hiring remote workers


Hiring remote workers involves more than just identifying talent. It's about understanding the nuances that come with a distributed workforce. Each step requires careful consideration, from legal compliance to onboarding for remote environments.


  • Local legal compliance: If you hire a remote team in new areas, you should follow the local employment and tax laws. Navigating these nuances yourself could be daunting and time-consuming. That’s where remote staffing company comes in. At Gegidze, we offer employer-of-record services to our partners, ensuring 100% compliance with local laws. That way, remote hiring becomes much easier.

  • Robust data security measures: Both remote recruitment companies and clients must establish strict security protocols. It means teaching remote workers how to protect data, use secure connections, and safely share files. Doing this helps brands safeguard sensitive company information.

  • Remote work policies: Developing detailed remote work policies is crucial for talent acquisition services. These policies should cover work hours, leave policies, and other remote-specific benefits. Clear policies set clear expectations and maintain productivity.

  • Onboarding: The key to a successful remote team lies in hiring the right people and how they are brought into the fold. A well-structured onboarding and training program is essential. It's more than just handling paperwork and tool introductions; it's about making new hires feel welcome and prepared. Good onboarding sets the tone for their entire journey with your company.

  • Learning and development opportunities: Providing continuous learning and development opportunities is crucial to retaining talent even in a remote setting. Online courses, webinars, and virtual workshops can significantly boost team morale and job satisfaction.

  • Remote work culture: Maintaining an inclusive and engaging company culture is a challenge for remote staffing companies. Regular virtual team-building activities and open communication channels are vital for keeping remote employees connected and engaged.



Tech IT Talent Hub in the Caucasus


How do you hire the best remote employees in the Caucasus?



The Caucasus region is rapidly emerging as a top choice for staffing solutions. This vibrant area, bridging Europe and Asia, is gaining recognition for its ability to provide highly skilled and adaptable professionals.


Whether it's technology, marketing, design, or business operations, the Caucasus offers a rich pool of talent that can cater to diverse business needs, positioning itself as a strategic hub for effective and efficient staffing solutions.


Hire IT Development Team


At Gegidze, we help you hire remote development IT teams, bringing together skilled developers proficient in various technologies and programming languages. From web and mobile app development to custom software solutions, our teams are equipped to handle your project's unique challenges. By choosing Gegidze, you gain access to a diverse pool of top-tier talent from the Caucasus region, ensuring your software development is in capable hands.


Hire Digital Marketing Team


In the digital age, a strong online presence is key. Gegidze's digital marketing teams are adept in all facets of digital marketing, including SEO, SMM, PPC advertising, content marketing, and email marketing. Our experts develop and execute marketing strategies tailored to your brand, helping you connect with your audience and achieve your marketing goals.


Hire Design Teams


The impact of great design cannot be overstated. Gegidze's design teams are masters of creativity and functionality, specializing in website, UI/UX, and graphic design. They craft compelling visuals that resonate with your audience, enhancing your brand's appeal and user experience.


Hire Business Operations Teams


Efficient operations are the backbone of any successful business. Gegidze provides dedicated business operations teams skilled in project management, customer support, data analysis, and administrative tasks. Our professionals streamline and optimize your business processes, driving organizational efficiency and growth.



The benefits of remote hiring


Remote Dedicated Teams


A remote dedicated team is a specialized group of professionals who work remotely, often from various global locations, exclusively for one client or project. This model focuses on long-term collaboration, with team members selected based on specific skill sets and experience that align closely with the client's project requirements.


What’s the difference between remote teams and remote dedicated teams?


Remote dedicated teams represent a distinctive category within the spectrum of remote workforces, characterized by several key features that set them apart from general remote teams.


  • Exclusive commitment: Unlike traditional remote teams that often manage multiple clients simultaneously, dedicated teams are exclusively committed to a single client. This exclusivity fosters a deeper understanding of the client’s needs and objectives.


  • Custom composition: Dedicated teams are assembled to align with the unique requirements of a client’s project. This tailored approach ensures that the team possesses the precise skill set necessary for the task at hand, as opposed to the broader skill diversity found in standard remote teams.

  • Long-term engagement: These teams are designed for sustained collaboration, offering continuity and consistency. This enduring engagement contrasts with the more transient nature of typical remote teams, which might engage in shorter-term projects.

  • Cultural integration: Dedicated teams strive to assimilate into the client's corporate culture, mirroring the practices and ethos of in-house teams. This level of integration is generally not a feature of regular remote teams, which maintain a more detached working relationship.

  • Scalability: Remote dedicated teams offer the flexibility to scale resources according to the evolving demands of the project. This adaptability allows for efficient resource allocation tailored to the project’s lifecycle.

  • Active collaboration: The management of dedicated teams usually involves closer interaction and more direct oversight from the client, ensuring that the team’s efforts are aligned with the client's strategic direction.


In summary, remote dedicated teams provide a specialized, client-centric approach to remote work, distinguished by their exclusive focus, tailored composition, and deep integration into the client's business operations and culture.



outsource remote dedicated teams


Why do we outsource remote dedicated teams in the Caucasus?


The Caucasus region, including Georgia, Azerbaijan, Turkey, and Armenia, is ideal for businesses looking to hire remote talents. Renowned for its diverse cultures and languages, this region provides a talent pool for Caucasus outsourced teams.


This area is valuable for staffing solutions in the Caucasus, with countries like Georgia, Azerbaijan, Turkey, and Armenia offering a wide range of skilled professionals. The region is increasingly becoming a prime choice for international businesses for building dedicated offshore teams.


At Gegidze, we're all about people. We offer benefits like health insurance and gym memberships, ensuring our talents feel valued. This approach attracts the best and also keeps them happy in the long run.


Also, transparency is crucial in our operations. We're clear about costs, including salaries.


Talent diversity


The Caucasus region is a powerhouse for building remote teams. It's not just a place with skilled people; it's a hub of multilingual talents perfect for global businesses. You'll find everyone from tech experts to creative minds here, adding different ways of thinking and solving problems to your team.


Cost-effective solution


Hiring from the Caucasus won't break the bank. The cost of living is lower, so you get top talent without the high price tag. This is especially good news for smaller companies or startups, letting them invest more into growing their business.


High flexibility


These remote teams from the Caucasus are all about flexibility. They can fit into any work schedule, manage projects well, and even cover different time zones. This flexibility is super valuable in fast-paced industries. Plus, they're productive. Working in distraction-free environments, these teams often deliver work faster and better than traditional office setups.

Tax landscape


The tax landscape benefits every side included in the process - clients, recruitment agencies, and talents.


Corporate Tax Landscape:


  • Georgia: Low corporate tax rate of 15%.

  • Armenia: Flat corporate tax rate of 18%.

  • Azerbaijan: Progressive tax system, rates from 0% to 20%.

  • Turkey: Higher corporate tax rate at 25%.


Individual Income Tax Details:


  • Georgia: Flat 20% tax on worldwide income, plus social security contributions.

  • Armenia: Tax rates range from 23% to 36%, with social security contributions.

  • Azerbaijan: Progressive income tax from 14% to 25%, plus social security contributions.

  • Turkey: Income tax rates from 15% to 35%, with various deductions and social security contributions.


Let’s say a company in Georgia hires a remote developer for €900. Now, let's break down what this means in terms of take-home pay for your developer.


The tax taken from this salary is only about 20% + 2% pension contribution.


Tax calculation


  • 20% of €900 for taxes = €180


Pension contribution

  • 2% of €900 for pension = €18


Total deductions

  • €180 (tax) + €18 (pension) = €198 in deductions


Therefore, after accounting for taxes and pension contributions, the remote developer in Georgia would take home €702.


As you see, the tax burden is significantly lower than in many other regions. It benefits the company with lower operational costs and satisfies the talent with a more favorable take-home pay.


Overall, Caucasus presents perfect business opportunities. It balances the interests of all parties and creates a good environment for sustainable growth and collaboration.


Benefit packages


At Gegidze, we're all about people. We offer benefits like health insurance and gym memberships, ensuring our talents feel valued. This approach not only attracts the best but also keeps them happy in the long run.



Core benefits of hiring remote developers in Georgia


Top Talent for Less


Staffing augmentation in Georgia is surprisingly budget-friendly – you're looking at costs about half to three-quarters lower than in the U.S. and Europe.

Take, for example, the role of a software developer. In the United States, the average salary for this position hovers around $110,000, while in Europe, it's typically around $75,000. But in Georgia? The cost drops dramatically to about $36,000.

This isn't just about saving a few bucks. It's a strategic move for companies aiming to balance top-notch talent with smart budgeting.


Also, You save on things like office space and benefits, which means more cash in your pocket for other parts of your business. And because the cost of living in Georgia is lower, the salaries are more affordable. It’s a win-win: top talent for less.



hiring prices


High Expertise


Georgian developers aren't just good; they're often at the top of their game, skilled in the latest tech tools and trends. It means you can bring on board a developer with the exact skill set you need, whether it's Java, iOS, or Android, without the hassle and cost of building an entire in-house team.


Educated & motivated workforce


Georgia's focus on STEM education produces remote developers who are educated and well-versed in the latest technologies, making them capable of handling intricate projects and meeting client demands effectively.


Georgian developers aren't just looking to fill a seat; they're hungry for new challenges and experiences. This drive translates into a workforce that's dedicated and passionate about their work. They're the kind of team members who bring energy and new ideas to the table, pushing your projects from good to great.


Employment Laws

Georgia's labor laws are flexible, ranking 21st globally on the Labor Freedom Index. Here's the lowdown:


  • Working Hours: Employees should work less than 40 hours a week. Employers can set different shifts but must give a 12-hour break between shifts.

  • Overtime: If employees work overtime, they should be paid more than their usual rate.

  • Leaves and Holidays: Workers get up to 24 paid and 15 unpaid leave days yearly, plus 15 national holidays. But, it can be negotiated to work on the national holidays, by raising hourly pay for that specific days.


Though Georgia's labor laws are simpler than in many countries, dealing with international legal stuff can be tricky. That's where we come in – we'll help your business stay on the right side of local laws and taxes.


Cultural compatibility


The unique blend of Eastern and Western influences ensures a Georgian workforce is culturally compatible with Western businesses.


Their ability to adapt and blend into diverse work settings makes them particularly valuable for organizations prioritizing cultural compatibility in remote teams.



Considerations when hiring remote workers


Considerations when hiring remote employees


Specific skills for remote workers


In the digital era, especially when considering remote team recruitment, look for candidates with self-discipline, time management, and technological proficiency. Unlike traditional office settings, remote work demands high levels of independence and accountability.


Remote employees often need to be adept at written communication as most of their interactions, whether with a remote recruitment agency or team members, occur via email and instant messaging.


Ideal candidate profile


Crafting the perfect candidate persona goes beyond technical skills. It encompasses a mix of personality traits, soft skills, and cultural fit. This step is integral to the strategy of any employment agency. Consider factors like adaptability, communication skills, and how they align with your company's values and work culture.


For example, a virtual hiring company would value candidates who are not just tech-savvy but also exhibit strong problem-solving skills and the ability to work independently.


Effective recruitment channels


Traditional job boards might not be the most effective for remote roles. You should choose platforms designed for remote job seekers. This approach, often adopted by remote talent acquisition companies, ensures that your job listing reaches the right audience.


Realistic job description


Transparency in the job description helps attract the appropriate candidates. Being specific about telecommuting requirements and job expectations sets the right tone from the start, a practice often emphasized by experienced staffing solutions providers. It includes detailing the nature of remote work, expected communication methods, and any specific software proficiency required.


Cultural fit assessment


Since face-to-face interactions are limited, remote human resources companies suggest using the interview process to assess cultural fit. It involves preparing questions that help understand a candidate’s values and work ethics, ensuring they resonate with your organization's ethos.


Comprehensive interview process


With remote candidates, the interview process might need to be more thorough. Multiple virtual interviews allow you to understand the candidate's personality, work habits, and qualifications. This process, often longer than traditional interviews, is crucial for building initial work relationships and is a key aspect of remote recruitment agencies.


Remote trial periods


Offering a trial period allows both parties to gauge suitability. This period, typically underlined in a contract, provides a clear understanding that it’s a phase for mutual evaluation. During this time, the focus is on assessing how well the candidate adapts to the role and integrates into the team culture. This practice is gaining traction widely among offshore development teams.


Emphasize relationship-building


Since remote workers have fewer opportunities for casual interactions, it's crucial to foster a sense of belonging and team unity right from the start. Clear communication and getting to know each team member individually is vital for building a solid foundation, especially for dedicated offshore development teams.


Group onboarding


Hiring and training in groups or pairs can be beneficial. It introduces an element of camaraderie and peer learning, which can be particularly effective in remote settings. Remote talent acquisition companies often recommend this approach for its efficiency and ability to foster a team environment.


Clarity in expectations


Clear guidelines and expectations are must-have post-hiring. It should include everything from work hours and communication protocol to company culture. A well-defined structure helps remote teams to function effectively, a cornerstone in the strategy of dedicated project teams.



Managing payroll


We make payroll management simple for our clients. You receive a single and comprehensive monthly invoice covering the essentials from salary distribution to tax compliance. Our detail-oriented approach ensures a smooth payroll operation, fully compliant with local regulations.



Managing where remote employees pay taxes


For steady business, it's crucial to be compliant with taxes and payments. It might be a headache while hiring internationally, not knowing where and to whom you pay taxes to your employees.


It can be complicated in many ways, such as the employee’s tax residency, work location, and whether the countries involved have agreements to avoid double taxation.


We take care of these boring tasks.



PEO vs EOR


Professional Employer Organization (PEO)


A PEO partners with small and medium-sized businesses to streamline HR management. This collaborative relationship involves sharing HR responsibilities such as employee benefits, tax and payroll management, compliance support, HR administration, training new hires, and recruitment. The PEO model enables companies to efficiently manage HR tasks, allowing them to focus on core business activities without being overwhelmed by HR complexities.


Employer of Record (EOR)


An Employer of Record (EOR) is ideal for businesses aiming to expand globally without establishing a physical presence in new countries. As the legal employer, the EOR manages the complexities of international staffing, ensuring compliance with local laws, processing payroll, creating compliant employment contracts, handling visa and work permit procedures, and acting as the legal representative for administrative matters. EOR services simplify the international expansion process by managing the intricate aspects of global hiring, freeing companies to concentrate on their primary business functions.


Key Differences


Legal Entity Requirement

  • PEO: Requires the client to have a legal entity in the country where the employees are based.

  • EOR: No need for a client’s legal entity; the EOR uses its legal framework to employ staff on behalf of the client.


Employment Relationship:


  • PEO: Operates under a co-employment model, sharing liabilities with the client.

  • EOR: Acts as the full legal employer, assuming all employment-related responsibilities and liabilities.


Payment to Employees:


  • PEO: Might face restrictions in directly paying employees in some countries.

  • EOR: Fully responsible for disbursing salaries and benefits as the legal employer.


Are you on the lookout for skilled remote professionals?



cta gegidze


At our tech talent hub, you will hire freelancers with the same level of expertise as in Europe, but at half the price.


Don't just take our word for it - check yourself.

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