Employer of Record (EOR) providers in Armenia: Comparing the top 5 companies
- Gegidze • გეგიძე | Marketing
- 4 days ago
- 18 min read
Introduction
You want to hire in Armenia.
Not next quarter. Now.
There’s talent.
There’s cost efficiency.
There’s timezone alignment.
But there’s also tax law, labor codes, entity requirements, and a hundred ways to screw it up.
And let’s be honest, most EOR platforms?
They’ll sell you a clean dashboard and a support rep who couldn’t point to Yerevan on a map.
They’re guessing. And you’ll be the one holding the bag when compliance breaks.
You didn’t come here to guess.
You came to build.
To move fast.
To do it cleanly, without backtracking through legal mess or rewriting contracts at Series A.
This is the guide that shows you who’s real.
The top 5 EOR providers in Armenia, compared head to head.
Who’s actually operating on the ground.
Who’s built for startups.
Who’s pricing fairly, onboarding quickly, and not winging it behind the scenes.
No noise. No inflated promises. Just the info you need to make the smartest, fastest hiring decision you’ll make this year.
Ready?
Let’s go. You’ve got a team to build.
What is an Employer of Record (EOR) in Armenia?
You just found the perfect developer in Armenia.
Fluent in English.
Knows your stack.
Available next week.
And suddenly… you're Googling “how to pay an employee in Armenia without opening a local company.”
Welcome to the moment every founder, CTO, and hiring lead eventually hits.
The hire is ready.
You’re not.
Because Armenia isn’t Estonia.
You can’t just click “hire,” send crypto, and call it compliant.
This is where an Employer of Record (EOR) becomes the difference between moving forward or freezing in place.
Here’s what you handle:
Product
Deadlines
Slack messages that start with “quick question”
Here’s what we handle:
Local employment contracts (that hold up in the Armenian court)
Payroll processing, tax withholding, and monthly filings
Pension contributions and mandatory benefits
IP ownership clauses that don’t fall apart under scrutiny
Offboarding procedures that won’t get you flagged by labor inspectors
You don’t need to worry about severance calculations or what happens when someone’s cousin gets married and it’s a national holiday.
We’ve got it.
Why this matters in Armenia
Because Armenian labor law doesn’t care if your dev is “technically” a freelancer.
If they’re working full-time, on your tools, with your schedule, you’re their employer.
And if you don’t have a local entity or EOR?
You're noncompliant.
That means:
Retroactive payroll taxes
Fines
Employee claims
Oh, and your IP? Possibly not yours
If you’re planning to raise, get acquired, or sleep well at night, you need structure.
An EOR gives you that structure
It’s not a workaround.
It’s a legal, compliant, fully managed employment layer built for companies like yours:
Moving fast
Hiring across borders
Not interested in admin busywork
You stay lean. Your hire gets a real job, protected, legal, clean.
And we keep your operation compliant, scalable, and future-proof.
Why Armenia for EOR services
You’ve spent three weeks trying to hire one person.
Six interviews. Three no-shows. One “maybe later.”
And now your internal recruiter is quietly losing it in a Slack thread.
You need talent. Not next quarter. Yesterday.
But your local market is burned out, overpriced, or both.
You’ve looked east, but then the questions start.
Where do we even hire?
How do we do it legally?
What if we get it wrong?
That’s where Armenia comes in.
It’s not a backup plan. It’s not a compromise.
It’s one of the few markets in 2025 where you can still find strong engineers, stable hires, and clean employment infrastructure, without lighting your legal budget on fire.
The talent is here, and they’re ready to work
You’re not getting “offshore junior who just learned GitHub.”
You’re getting engineers who’ve already worked with U.S. startups, EU product teams, and fast-moving scaleups.
These are product-minded engineers fluent in English, async-ready, and already working with U.S. and EU startups.
React, Node, Python, Java. You name it, they’ve shipped it.
Universities like the American University of Armenia and Yerevan State are producing serious technical talent.
But more than that, people want to stay.
Retention isn’t a gamble here. It’s part of the culture.
The costs aren’t a trap
You’re not paying €8K/month for a mid-level dev like you are in Berlin.
In Armenia, you get fully employed, high-output engineers for a third of the cost.
Average monthly gross salaries in Armenia:
Role | Armenia (€) | Western Europe (€) |
Mid-Level Developer | €1,800–€2,500 | €5,000–€6,500 |
Senior Engineer | €2,800–€3,800 | €7,000–€9,000 |
DevOps/Cloud Engineer | €3,000–€4,000 | €7,500–€9,500 |
QA Automation Engineer | €1,600–€2,400 | €4,500–€6,000 |
Fully employed. Fully compliant. Fully integrated into your team.
That’s not cheap labor. That’s sustainable, long-term hiring without the overhead of Berlin, Amsterdam, or London.
The legal setup won’t slow you down
Hiring in Armenia through an EOR means:
No entity
No tax registrations
No figuring out pension or termination clauses
We handle all of that, cleanly and locally, so your new hire gets a real employment contract, and you get zero legal exposure.
Flat tax. Clear labor code. No gotchas.
You won’t lose them to timezone drift
GMT+4 gives you full overlap with Europe, and a solid half-day with the East Coast.
No one’s working at midnight.
Standups happen at normal hours.
And the collaboration is real-time, not a series of async updates that feel like a game of telephone.
Remote setup is already built in
Armenia’s not new to remote.
Most of the developers you’ll talk to have already worked across borders.
They’re already set up with:
High-speed fiber
Secure, reliable home offices
Access to modern coworking spaces
Experience working in tools you already use: GitHub, Slack, Jira, Notion
You don’t need to explain how remote works.
You just need to get the contract right, and that’s where the EOR comes in.
You’re not early. You’re right on time.
The smartest companies are already hiring in Armenia.
But it’s not saturated yet.
Right now, you can still move fast, hire clean, and build a stable team here without fighting every other startup for talent.
That window won’t stay open forever.
If you’re serious about scaling with speed, control, and zero legal headaches, Armenia should be at the top of your list.
And the EOR is how you do it right.
Comparing EOR vs PEO vs direct contractor hiring in Armenia
You just found your next hire.
Senior backend engineer. Fluent in English. Worked with EU teams. Available immediately.
And then it hits you.
Your HR team’s asking about contracts.
Your legal team’s asking who owns the IP.
Your finance lead just asked, “Do we have a tax ID in Armenia?”
You’re stuck. Again.
Because hiring great talent is only half the battle.
Hiring them legally, fast, and without burning the place down? That’s the real test.
Welcome to the fork in the road:
EOR vs PEO vs Direct Contractor.
Choose right, and you’re scaling.
Choose wrong, and you’re buried in back taxes, compliance issues, and one very awkward call with your lawyer.
Let’s make sure you don’t pick the wrong.
Option 1: Employer of Record (EOR)
The move if you want speed, structure, and zero risk.
An EOR legally employs your team member in Armenia on your behalf.
You keep full control of the work. The EOR carries the legal and tax weight.
They handle:
Local employment contracts
Payroll + tax filings
Benefits and pensions
Compliance audits
IP transfer and protection
Legal termination, if needed
You don’t open an entity. You don’t learn Armenian labor law.
You hire someone. We do everything else.
Built for:
Startups. Fast-growing teams. Founders who don’t want to learn the hard way.
Option 2: PEO (professional employer organization)
Feels legit, until you read the fine print.
A PEO is a co-employment model. You and the PEO share employment responsibilities.
But here’s the kicker: you still need a legal entity in Armenia to use one.
Which means:
Company registration
Local tax filing
Shared liability
More paperwork than progress
It’s HR outsourcing, not legal infrastructure.
Not what you need if you’re hiring one engineer in Yerevan.
Built for:
Big local companies are looking to offload HR ops, not you.
Option 3: Direct contractor hiring
The fastest way to look smart until the audit.
You draft a freelance agreement.
They send you invoices.
You wire payments.
What could go wrong?
Well…
Misclassification (they’re actually an employee)
No pension or tax filings
No enforceable IP transfer
No legal framework for disputes or terminations
And when Armenian labor authorities show up?
You’ll owe retroactive taxes, unpaid benefits, penalties, and possibly lose ownership of the code your “contractor” built.
Built for:
Short-term gigs. Not building a product. Not scaling teams. Not raising funding with clean due diligence.
What Armenian law actually looks at:
Are you controlling the work?
Are they working full-time for you?
Are you giving them tasks, tools, and deadlines?
That’s not a contractor.
That’s an employee.
And if you’re treating them like one without the legal setup, you’re wide open.
Top 5 EOR providers in Armenia
Everyone says they can hire in Armenia.
But when it’s time to onboard your developer, sign an enforceable contract, file payroll correctly, and protect your IP?
That’s when most providers show you what they don’t know.
This section breaks down the real players, who are actually operating in Armenia, who are just reselling someone else’s infrastructure, and who’re wasting your time (and budget) with beautiful dashboards and zero local expertise.
Let’s go.
1. Team Up
The local expert is built for startups that move fast.
We run our own entity in Armenia. We know the law. We know the market. We’ve hired there before breakfast.
Local presence & expertise:
Full legal entity in Armenia
Local HR and legal team on the ground
Fluent in Armenian labor law, and actual Armenian
Legal structure & compliance:
Enforceable contracts, airtight IP protection, full payroll compliance
Bilingual agreements, monthly filings, no shortcuts
Time to onboard:
7–14 days. For real.
Pricing clarity:
Flat fee. €199 per employee/month. No salary-based markups. No “custom quote” headaches.
Talent network: Vetted engineers, designers, PMs, and QA, all with startup experience and real delivery skills
Ideal for: Founders, CTOs, lean ops teams that want to hire clean, fast, and stay legal.
No fluff. Just done right.
2. Remote.com
The polished global player, with patchy Armenia support.
Looks great on the surface. Clean UI. Great branding. But Armenia? Not their core market.
Local presence & expertise:
Limited. Armenia is “covered,” but not deeply supported. Often outsourced.
Legal structure & compliance:
Basic coverage, but enforcement and contract nuance can be shallow. Be ready to dig for details.
Time to onboard:
2–4 weeks, depending on role and setup..
Talent network:
Global platform, but no Armenian-specific sourcing or local vetting.
Ideal for: Companies hiring across many countries and willing to accept Armenia as a checkbox, not a priority.
3. Deel
The contractor-first platform stretches into EOR territory.
Fast platform. Sleek. Good with freelancers. EOR offering? Still maturing, especially in Armenia.
Local presence & expertise:
Minimal. Armenia operations are often layered through third-party partners.
Legal structure & compliance:
Gets the basics done, but if your legal team asks tough questions, don’t expect fast answers.
Time to onboard:
2–3 weeks. Faster if you push, but don’t expect custom support.
Talent network:
No real pipeline in Armenia. You bring the candidate.
Ideal for: Companies already using Deel for contractors who want a one-stop shop—even if it’s surface-level.
4. Skuad
Simple, no-frills solution, but depth is limited.
Skuad’s great at the basics. It’ll get someone hired. But if you're hiring in Armenia, don’t expect deep local guidance.
Local presence & expertise:
Low. Coverage through a partner network, not an owned presence.
Legal structure & compliance:
Standard contract templates, but limited ability to customize for Armenian edge cases.
Time to onboard:
2–4 weeks, depending on how much support you need.
Talent network:
You bring the hire. Skuad just processes them.
Ideal for: Early-stage teams doing one or two hires who don’t need hands-on support.
5. Velocity Global
The enterprise heavyweight. If your legal team loves paperwork, they’ll love this.
They’re thorough. Bulletproof. And heavy.
If you’re hiring 30 people across 12 countries, this is your speed. Otherwise? Prepare for forms, onboarding calls, and slow everything.
Local presence & expertise:
Global reach, but Armenia is handled through large legal networks, not internal teams.
Legal structure & compliance:
Very strong, but not agile. Good luck making changes quickly.
Time to onboard:
4–6 weeks. Or more. Plan ahead.
Talent network:
None. You source, they paper.
Ideal for: Enterprises with internal legal ops, procurement workflows, and no rush.
Not for startups.
Brutally honest comparison table
Provider | Local Presence | Time to Hire | Built for Startups | Talent Network |
Team Up | Direct, in-house | 7–14 days | Yes | Yes |
Outsourced | 2–4 weeks | Partially | No | |
Deel | Third-party operated | 2–3 weeks | Yes | No |
Skuad | Thin local coverage | 2–4 weeks | Yes | No |
Velocity Global | Indirect legal network | 4–6 weeks | No | No |
If you’re serious about hiring in Armenia—legally, quickly, and without legal guesswork—there’s only one setup built for speed and depth.
Team Up gives you:
Real legal presence
Fast onboarding
Flat, startup-friendly pricing
Clean contracts
Vetted talent
And actual humans who know the Armenian labor system inside out
The others?
Some will get the job done.
Some will make it complicated.
None will move like we do.
(Not even slightly humble about this recommendation.)
Cost breakdown for EOR services in Armenia
If you’re expanding your team into Armenia, the first question isn’t “Can we find talent?”
It’s: “How much is this going to cost, and is it worth it?”
Fair.
Because EOR pricing can feel like a black box.
Add a market you don’t know well, and suddenly every number feels like a guess.
Let’s change that.
Here’s what it really costs to hire through an Employer of Record in Armenia legally, cleanly, and with zero surprises.
What you’re paying for
Let’s get this out of the way: when you hire through an EOR in Armenia, your monthly cost includes two things:
The employee’s gross salary
The EOR service fee
That fee covers everything that keeps you compliant and operational:
Local employment contracts (bilingual and enforceable)
Payroll processing and tax filings
Social fund and pension contributions
Leave tracking and benefit management
HR support and local documentation
Legal protection and IP assignment
One clean monthly invoice (in EUR or USD)
It’s not a markup. Its structure. And it’s cheaper than a mistake.
Typical gross monthly salaries in Armenia (2025)
Role | Avg. Gross Salary (EUR/month) |
Mid-Level Developer | €1,800–€2,500 |
Senior Software Engineer | €2,800–€3,800 |
DevOps / Cloud Engineer | €3,000–€4,000 |
QA Automation Engineer | €1,600–€2,400 |
Product Manager | €2,400–€3,200 |
UI/UX Designer | €1,800–€2,500 |
Marketing/Growth Lead | €2,000–€2,800 |
Customer Support (EN) | €1,200–€1,800 |
Salaries in Armenia are competitive, not because the quality is lower, but because the market hasn’t been flooded (yet).
You’re hiring real talent at sustainable rates.
And retention? Much stronger than what you’ll find in oversaturated markets.
EOR Service Fee (Team Up Model)
We charge a flat fee of €199/month per employee.
No salary-based percentages. No stacked fees for “premium onboarding.” No ambiguity.
This includes:
Contract setup and updates
Tax and payroll compliance
Monthly wage disbursement
Statutory benefits and social payments
Ongoing HR/legal support
Secure, documented employment with your name protected and your IP locked in
Compare that to the industry average, typically €500–€800/month from global platforms, and you’ll see why we built this the way we did.
Real monthly cost examples
Role | Gross Salary | EOR Fee | Total Monthly Cost |
Mid-Level Developer | €2,200 | €199 | €2,399 |
Senior Engineer | €3,500 | €199 | €3,699 |
QA Engineer | €1,800 | €199 | €1,999 |
Product Manager | €3,000 | €199 | €3,199 |
One hire. One invoice. All legal, all documented.
You don’t hire a local accountant.
You don’t file tax reports.
You don’t risk getting flagged for noncompliance.
What’s not included, but you’ll want it
Need equipment? We can handle:
Laptop provisioning tailored prices
Coworking space access (starting at €150/month)
Health insurance (from €49/month)
We can source, deliver, and manage it all, or let your hire do it locally and reimburse with receipts. Either way, it’s logged, managed, and tracked inside the same invoice.
Compliance and legal considerations
Written by someone who’s actually practiced Armenian employment law, not just linked to it
Let’s skip the theoretical.
You want to hire someone in Armenia.
They’ll work full-time. They’ll use your tools. They’ll report to your team.
Which means, under Armenian law, they’re an employee. Not a contractor. Not a consultant. An employee.
If you don’t treat them like one, you’re not just bending the rules.
You’re violating them. And the Armenian legal system?
It doesn’t look the other way.
Here’s what you need to know clearly, practically, and without the usual legal fluff.
1. You need a legal entity to hire directly
If you want to hire someone in Armenia without using an EOR, you’ll need to:
Register a local company
Obtain a tax ID
Open a local bank account
Sign all employment contracts in Armenian
Manage payroll filings with the State Revenue Committee
Handle pension, social fund, and leave obligations correctly
Navigate labor inspections and reporting
Doable? Yes.
Fast, clean, scalable? No.
And unless you’re building a permanent base here, it makes no sense.
2. Misclassification is not a “what if”; it’s a when
Many foreign companies try to bypass all of this by labeling full-time workers as “freelancers.”
They think a contract and a wire transfer are enough. They’re not.
Here’s what labor inspectors and courts actually care about:
Is the person working exclusively for you?
Are they using your systems, tools, and workflows?
Do you assign tasks, control schedules, and approve their work?
If yes, they’re your employee.
And if you didn’t register them as such?
You’re exposed.
The penalties include:
Retroactive payroll tax payments
Mandatory benefit contributions
Fines
Legal claims from the employee
And in some cases, invalid IP ownership
3. Payroll compliance isn’t optional
In Armenia, you must:
Withhold 21% income tax (as of 2025)
Contribute 5% to the employee’s pension fund
File monthly payroll reports
Pay all wages in local currency
Track leave, holidays, and sick days in accordance with the Labor Code
If you miss a filing, fail to register a contract, or don’t provide mandatory benefits?
You can be fined or barred from employing further.
This is not red tape. This is the foundation of legal employment here.
4. Contracts must be enforceable locally
Your startup’s standard English-only contractor agreement won’t cut it.
Armenian labor law requires:
Written contracts in Armenian (bilingual with English is fine, but Armenian must be primary)
Detailed job scope, work hours, and salary
Defined leave policy, termination rules, and dispute resolution terms
Clear IP ownership language, compliant with local code
Without this? You can’t enforce anything, not the terms, not the confidentiality, not the IP rights.
You don’t want to find that out during due diligence.
5. Offboarding and termination must follow the law
Letting someone go isn’t a matter of revoking email access.
If you terminate an employee in Armenia, you must:
Give proper legal notice
Provide severance (unless for cause)
Document performance issues if terminating for underperformance
File official paperwork with the Revenue Committee
Finalize payroll, leave payout, and tax filings within deadlines
Mess this up, and you’re open to claims, no matter where your company is based.
Why use an EOR?
Because an Employer of Record in Armenia is the legal employer.
They take on the compliance, the liability, the filings, the contracts.
You still manage the team.
They handle everything the law requires.
And your risk profile goes from “exposed” to “covered.”
Remote work setup: Gear, workspace & onboarding
Hiring someone remotely isn’t just about signing contracts and sending payroll.
It’s about making sure that person is equipped, connected, and actually able to do the job on Day 1, not Week 4.
Because if your new hire’s first message is “Hey, I still haven’t received my laptop,” you’ve already lost momentum.
That’s why remote setup isn’t optional. It’s operational.
Here’s how we handle it, start to finish, so your team in Armenia can hit the ground running.
Equipment: You spec it. We source it.
Whether your team prefers Mac or PC, dual screens or minimalist setups, we don’t guess, we follow your lead.
What we provide:
Laptops (MacBook Pro/Air, Windows-based, custom builds if needed)
Monitors, keyboards, mice, headsets
External webcams, mic setups, and standing desks (on request)
Secure device configuration, pre-installed VPN, drive encryption, remote tracking
We handle local sourcing, delivery, and setup.
You don’t deal with shipping delays, customs, or receipts in languages you don’t speak.
Need to standardize hardware across teams?
We’ll build you a pre-approved gear list and automate the process.
Workspace: Home, coworking, or hybrid? All covered.
Not every hire wants to work from their kitchen table, and not every city has the same infrastructure.
In Armenia, we offer:
Access to modern coworking spaces in Yerevan, Gyumri, and Vanadzor
Fixed-desk or hot-desk options
Private meeting rooms for calls, interviews, and heads-down work
High-speed fiber internet and power backup
Remote work stipends for home office upgrades (desk, chair, monitor)
We’ll match the setup to your budget and their preference.
Everything is logged, documented, and delivered under one system.
Onboarding: Not just a “welcome email”
Your onboarding experience shapes retention and productivity.
We don’t wing it.
Here’s what we do:
Coordinate device delivery and access setup before Day 1
Ensure secure logins to Slack, GitHub, Notion, Jira, whatever your stack includes
Provide localized employment documents and employee handbooks
Walk your new hire through contract terms, benefits, leave policy, and how to escalate HR issues
Track onboarding progress and report back to you
We also plug into your system if you’ve got a checklist, process, or tool; we’re ready to follow it.
And if you don’t? We’ll give you one that works.
Talent pool and skills availability in Armenia
You don’t need a hype story.
You need to know if Armenia has the talent to get your work done and if you can hire them legally, fast, and without wasting time on workarounds.
Short answer: yes.
Long answer? Let’s break it down.
What kind of talent is available in Armenia?
Armenia has a strong, quiet pool of professionals who’ve been doing remote work long before it became standard.
And through an Employer of Record in Armenia, you can legally hire them, without opening a local entity, without guessing on compliance, and without losing sleep over tax law.
These are the real skills we’ve placed in the last year through EOR services in Armenia:
Engineering
React, Vue, Angular developers
Backend engineers (Node.js, Python, Java, PHP)
QA specialists (manual + test automation using Selenium and Cypress)
DevOps (Docker, AWS, GitLab CI, Kubernetes)
Mobile developers (React Native, iOS, Android)
Product & Design
UI/UX Designers who know their way around user testing and Figma
Product Managers with experience in remote sprint cycles
Business Analysts who work across time zones and actually write clear specs
Marketing & Support
Content writers with native-level English (we check)
Paid Ads managers who know Google Ads and Meta Business Suite
Customer support reps who handle inbound, outbound, and live chat—across time zones
These people aren’t “available soon.”
They’re already working for EU and U.S. companies—legally, remotely, and full-time.
And they’re ready for roles through employer of record services in Armenia.
Local talent. Global experience.
Most hires in Armenia come with remote experience baked in.
They’ve worked with distributed teams, managed async workflows, and already use the tools your team uses: Slack, Jira, GitHub, Notion.
And they come from solid foundation places like:
TUMO Labs (yes, it’s legit)
No hand-holding. No onboarding headaches.
Just clean hiring through the EOR Armenia infrastructure that already works.
English? Yes.
Strong enough for daily standups, code reviews, documentation, and product meetings.
Through our EOR provider in Armenia, we screen for this before you ever see a candidate.
Why hiring through EOR helps you access talent faster
When you hire through an EOR in Armenia:
You skip entity setup
You skip compliance guessing
You offer a real employment contract (not just freelance invoices)
You show candidates this isn’t just a side gig—it’s a real job
And that’s what gets serious professionals to say yes—and stay.
Do people stay?
Yes.
This isn’t a high-churn market. Talents in Armenia value stability.
If the work is good, the setup is clean, and the communication is real, they stick around.
Through a compliant EOR structure in Armenia, your hires receive full legal employment, benefits, paid time off, and pension contributions. That means less turnover and a team that doesn’t need to be replaced every few months.
Bottom Line
If you’re looking to hire in Armenia, the opportunity is real, but so are the risks if you get the setup wrong.
The talent is here.
The salaries are sustainable.
The timezone works.
But without the right structure, you’re gambling with IP, compliance, and credibility.
Here’s what we’ve seen over and over:
Companies are trying to move fast using contractor agreements that fall apart under scrutiny
Teams wasting weeks with providers who don’t even operate directly in Armenia
Startups are overpaying for bloated platforms with no legal clarity and no local presence
That’s not how you scale.
With the right Employer of Record in Armenia, you can:
Hire fast
Stay compliant
Own your IP
Avoid setting up a legal entity
And build a team that’s ready to work, not just hoping to get paid on time
At Team Up, we do this every day. We’ve got the local entity. The legal infrastructure. The contracts hold up. And the support that doesn’t disappear when onboarding is done.
Ready to hire in Armenia without the mess?
Here’s what happens next:
You tell us the role
We show you the cost and setup timeline
You get real talent onboarded legally within 7–14 days
One invoice. No risk. No wasted time.
Book a call now
Frequently asked questions
What is an employer of record in Armenia?
An employer of record in Armenia (EOR Armenia) is a local partner that becomes the official employer for your hires. They handle all Armenia employer services, contracts, payroll, taxes, and compliance, so you can hire employees in Armenia without entity setup.
What are the benefits of hiring through employer of record providers in Armenia?
How do employer of record services help me access the talent pool in Armenia?
What skills are available through employer of record in Armenia?
Employer of record vs PEO in Armenia, what should I choose?
What legal risks exist when hiring in Armenia without an employer of record?