Employer of Record (EOR) providers in Georgia: Comparing the top 5 companies
- Gegidze • გეგიძე | Marketing
- 4 days ago
- 22 min read
Table of contents:
Introduction
Hiring remote talent from Georgia sounds great.
Until you get lost in tax codes, payroll confusion, and compliance anxiety.
You need people quickly. Good people.
But opening a local entity in Georgia? Not on your roadmap.
Employer of Record (EOR) providers promise to solve this. Some do, some don’t, and the wrong choice costs more than money.
So, how do you pick the right one?
In this guide, we cut through the noise and compare Georgia’s top 5 EOR providers, side-by-side:
Transparent pricing = no hidden fees.
Clear compliance = no risky workarounds.
Real talent access = no resume overload.
If you’re serious about building a remote team in Georgia without legal drama, endless paperwork, or payroll headaches, this guide is your shortcut.
Ready to skip the hassle and start hiring? Let’s get straight to it.
What is an Employer of Record (EOR)?
Let’s keep it real:
You didn’t become a founder or VP of Engineering to learn Georgian tax law.
An Employer of Record (EOR) handles the boring, complicated, and legally essential parts of remote hiring in Georgia, so you never have to Google phrases like "how payroll taxes work in Georgia" at midnight.
But let’s break it down further, so you're fully in the loop:
Here’s what an EOR actually does (in human language):
Handles Payroll and Taxes Georgia’s payroll taxes aren’t wild (flat 20% income tax, no extra social security fees for employers, yes, really!), but they're still paperwork. An EOR means you don’t touch a single Georgian tax form. You just pay one clear monthly invoice. Easy, right?
Issues Local Employment Contracts English is great, until Georgian labor courts get involved. Your EOR creates local, bilingual contracts that hold up legally. IP assignment, confidentiality clauses, termination procedures, all done right, so you don’t end up in court trying to say “intellectual property” in Georgian.
Manages Mandatory Employee Benefits Georgia has mandatory benefits: think paid holidays (about 17 per year, Georgians love a good celebration), 24 annual vacation days, maternity leave, and pension contributions. Skip those and you're playing compliance roulette. An EOR covers it all, cleanly and transparently.
Keeps You Legally Compliant (and Sane) The EOR deals with audits, HR paperwork, labor inspections, and random questions from the Georgian Revenue Service (which is exactly as fun as it sounds). You manage your team, not foreign bureaucracy.
Your call, but the smart money is on EOR.
You keep the vision. They handle the rest.
Why Georgia for EOR services?
Let’s skip the clichés about Georgia being a hidden gem.
Because, honestly, if it’s still hidden, you're late to the party.
You need great talent. Georgia has it.
You want simple compliance. Georgia does that too.
But let’s get concrete, why exactly are startups and scale-ups turning to Georgia in 2025 for Employer of Record (EOR) services?
1. The talent pool is real (and ready)
Georgia isn't an "emerging" tech scene; it's fully emerged:
Proven Engineers: Tbilisi’s developers already work with EU and U.S. teams. They code in React, Node, Python, and Java. They’ve built startups, fintech apps, and SaaS platforms, real products, not hobby projects.
Remote-Ready Culture: Async communication, stand-ups, code reviews? Standard stuff. Georgian engineers speak fluent English, use Slack, Jira, and GitHub. No babysitting required.
Stable Retention: Georgian devs stick around. Why? Fair pay, clear expectations, and solid working conditions mean less churn and more productivity.
(You know exactly how hiring should work.)
2. Compliance without the drama
Here’s a quick secret about Georgian employment law:
It's simpler than Germany's, clearer than France's, and about a hundred times less painful than opening a local entity yourself.
Flat 20% Income Tax: No weird brackets. No surprises. Just one rate, crystal clear. Your CFO will thank you.
Zero Employer Social Contributions: Yes, really. Unlike most European markets, Georgia doesn’t pile on hidden payroll costs. What you see is exactly what you pay.
Smooth Employment Contracts: Bilingual contracts (English and Georgian) that actually hold up in court. No fuzzy wording or Google-Translate moments here, just clear compliance.
3. You’ll save (real) money
Let’s talk salaries, because your runway isn't infinite:
Role | United States | Europe | Georgia |
Software Developer | $110,000 | $75,000 | $36,000 |
QA Engineer | $90,000 | $70,000 | $21,600 |
Data Scientist | $72,000 | $54,000 | $26,400 |
Graphic Designer | $50,000 | $42,000 | $18,000 |
Digital Marketer | $66,000 | $52,000 | $21,600 |
Content Writer | $55,000 | $45,000 | $15,000 |
Social Media Manager | $60,000 | $55,000 | $18,000 |
Project Manager | $84,000 | $66,000 | $20,400 |
HR Specialist | $70,000 | $62,000 | $16,800 |
Customer Support Specialist | $40,000 | $33,000 | $12,000 |
Notice the difference? That’s not "cheap labor," that’s fair, sustainable pay in a market that’s not inflated by hype or overfunded competitors.
4. Timezone that makes sense
Forget about midnight meetings. Georgia operates at GMT+4, giving you:
Full-day overlap with European offices (Berlin, Amsterdam, Paris).
Solid half-day overlap with East Coast U.S. teams (New York, Boston).
No more awkward Zoom calls at dawn. (Your caffeine habits may vary.)
5. Remote-first infrastructure (that actually works)
Georgia’s remote infrastructure isn't an afterthought, it's standard issue:
Fast, Stable Internet: Fiber-optic lines are everywhere in Tbilisi and major cities.
Coworking Spaces: Want your devs working from home? Easy. Need coworking spots? Even easier, Georgia has modern workspaces ready to go.
Zero Drama Setup: Your EOR handles equipment, connectivity, and everything needed on Day One. Your new hires hit the ground running, literally.
Comparing EOR vs PEO in Georgia
Let’s keep this simple:
You’re hiring in Georgia. You’ve probably come across two confusing acronyms, EOR and PEO.
They sound similar, right? Sure, until you pick the wrong one and end up buried in paperwork, or worse, legal trouble.
So, let’s clear it up fast.
EOR (Employer of Record): Your fully managed shortcut
An Employer of Record handles everything related to local employment.
You never become the legal employer, which means zero compliance headaches.
With an EOR, you get:
Legal Employer Status: EOR employs your talent legally in Georgia. You don’t need your own entity.
Payroll Simplicity: You pay one invoice. Taxes, payroll, and benefits are neatly packaged. Zero hidden fees.
Compliance Handled: Contracts, IP protection, labor law, they do it all, clearly and transparently.
This option is perfect if you’re looking for hassle-free, fast-scaling solutions without getting bogged down in Georgian labor law.
PEO (Professional Employer Organization): Shared responsibility, shared headaches
A PEO is more like a co-employment arrangement. You’re not fully outsourcing employment, you’re sharing it.
Here’s what a PEO gives you:
Shared legal liability: You remain partly responsible for compliance, taxes, and employment law.
Local entity often required: Usually, you must have your own Georgian legal entity, more paperwork, and more headaches.
Admin burden: Expect more hands-on involvement in payroll management, compliance, and daily HR operations.
PEOs can help streamline local employment, but the risks and responsibilities are partly yours, meaning more admin and less focus on your actual product or growth.
Quick comparison: EOR vs PEO in Georgia
Feature | EOR | PEO |
Legal Employer | EOR fully covers | Shared with you |
Entity Setup | Not required | Usually required |
Payroll Management | Completely handled | Partially your responsibility |
Compliance & Liability | Covered entirely | Shared liability |
Administrative Complexity | Minimal | Higher admin burden |
Speed to Scale | Fast, frictionless | Slower due to paperwork |
EOR vs PEO: Which is better in Georgia?
If you love paperwork, opening entities, and sharing legal risk, PEOs might be your jam. (But honestly, why?)
If you’d rather skip the legal drama, hire faster, and stay focused on your roadmap, an Employer of Record is your go-to.
For startups, scaleups, and tech companies looking to scale quickly and compliantly, choosing an EOR in Georgia is a no-brainer.
It’s your talent, your culture, your team, minus the Georgian HR headaches.
That’s smart hiring done right.
Top 5 EOR providers in Georgia (main comparison section)
There are two types of companies that search for EORs:
The ones who know exactly what they’re doing and just want a clean legal hiring setup.
And the ones Googling “how to hire someone in Georgia without breaking international tax law.”
Either way, welcome.
If you’re looking to build a legit, remote-ready team in Tbilisi without registering a local entity or accidentally misclassifying someone into a labor dispute, you need an EOR: employer of record.
Sounds boring. But it’s the difference between scaling fast and getting buried in compliance fines.
The catch? Not all EORs are built for you, the startup, the lean ops team, the founder who needs someone building next week, not in Q3.
So let’s break down the five real players.
1. Team Up
The local, no-BS operator.
If you want to hire in Georgia and not screw it up, start here. Team Up is built for companies scaling remote teams in smart, overlooked markets, not HR departments with a 9-month onboarding cycle.
Local entity, on-the-ground support
€199/month flat per employee, no markup on salary
Real legal protection: dual-language contracts, enforceable NDAs, IP assignment
Workspace setup, health insurance, and laptop sourcing handled
7–14 day average time-to-hire
What stands out: You’re not ticketing into some faceless SaaS queue. You’re working with people who live and hire here, and don’t need a legal primer on the Georgian Labor Code every time you ask a question.
Best for: Startups, scaleups, lean global teams, anyone who’s allergic to legal guesswork
2. remote
The polished platform with lots of logos.
Remote’s got a strong interface, wide country coverage, and a clean employer portal. If you’re already hiring in multiple regions and want one dashboard to rule them all, it works.
Friendly UX, fast onboarding
Decent legal infrastructure
Scales well if you’re in 10+ countries
What to watch for: Georgia isn’t one of their “core” countries. Support can feel thin if your question doesn’t fit into the UI. Local nuance? Not their strong suit.
Best for: Larger teams with a global headcount and internal HR bandwidth to navigate the gaps
3. deel
The contractor tool that moonlights as an EOR.
If you’ve paid freelancers through Deel, you’ve seen the speed. EOR hiring is the newer layer; it works, but it’s still very plug-and-play.
Global reach
Clean dashboards
Strong brand
Reality check: They’re great with contractors. But when it comes to actual employment in Georgia, contracts, tax filings, benefits, and all the gray areas in between, it feels generic. Fewer boots on the ground, more “API to HR.”
Best for: Teams that want a single system for contractors + EOR hires, and don’t mind trading local depth for convenience
4. oyster
The values-first player.
Oyster shines in employee experience, they care about inclusive onboarding, international equity, and being the “nice” global hiring platform. We respect that.
Great for employer branding
Simple setup
Friendly messaging
But here’s the catch: Their Georgia coverage is limited, support isn’t always local, and if you want speed, you may feel like you’re onboarding in slow motion.
Best for: Mid-size orgs with more time than pressure, hiring across a few select countries with a people-first lens
5. velocity global
The enterprise option.
If you’re hiring 50 people in 20 countries, you probably already know them.
Velocity Global’s structure is built for scale, audit-readiness, and making your CFO feel like everything’s under control.
Deep legal systems
Enterprise-friendly compliance
End-to-end coverage
Here’s the rub: Overkill for small teams. Expensive. Slow. Feels like setting up a corporate benefits plan when all you want is a senior dev in Tbilisi to start next Tuesday.
Best for: Global enterprise teams with lots of internal legal review, not your seed-stage engineering org
Side-by-side: The real-world view
EOR provider | Local presence | Time to hire | Pricing clarity | Built for Georgia |
team up | yes | 7–14 days | yes | absolutely |
remote | limited | 2–4 weeks | not always | partial |
deel | minimal | 2–3 weeks | usage-based | no |
oyster | low | slower | yes | limited |
velocity global | global legal | 4–6 weeks | high-end | not flexible |
The brutally honest summary:
Startup or scaleup:
Go Team Up. Local expertise, real people, clean contracts, and zero fluff.
Built for speed, backed by actual legal infrastructure, and not pretending Georgia is “just like Poland.”
(Not even slightly humble about this recommendation.)
Fast global expansion:
Pick Deel if you need global reach more than regional depth.
Contractor-first, fast and sleek, but expect surface-level Georgian coverage.
You’ll get someone hired, just don’t expect local nuance or proactive support.
Already using Remote:
If you’re embedded in their system and hiring across 15+ countries, stick with it.
But if you’re starting fresh in Georgia? You’ll hit friction. Clean UX, but limited in-market experience.
People-first hiring and good vibes:
Oyster is solid if branding, experience, and inclusive policies are your top priority.
Just don’t expect them to know the tax rate in Tbilisi without a quick Google first.
Enterprise-level complexity:
Velocity Global is your pick if you’ve got legal teams, audit requirements, and 20 countries spinning.
They’ll get it done eventually. But don’t expect startup agility or cost-efficiency.
Great for multinationals. Overkill for everyone else.
The takeaway
Everyone says they do EOR in Georgia.
Not everyone knows what they’re doing.
We do.
You want to hire fast, stay compliant, and actually build the product?
Let’s talk.
Cost breakdown for EOR services in Georgia
(From someone who's managed the budget and the audits across 20+ countries)
Let me save you a few years of learning the hard way:
Most companies don’t get burned on hiring abroad because of the talent.
They get burned on the structure.
Wrong contracts.
Weird tax setups.
“EOR” platforms that outsource your risk but still invoice you like they’re doing the hard part.
So here’s the deal.
If you’re expanding into Georgia and trying to hire fast, stay clean, and not blow your Series A on backend costs, you’ve got two priorities:
Hire great people
Don’t set your financial ops team on fire
Good news: Georgia is one of the few countries where you can still do both.
What does it actually cost?
We run Employer of Record (EOR) services in Georgia (and across multiple regions) for €199 per employee/month.
Yes, really.
That covers all the core legal employment infrastructure:
Georgian contracts that hold up in court
Income tax filings
Mandatory benefit contributions
Pension, paid leave, and public holidays
HR documentation
IP protection
No percentage markup. No salary-based commission. No “gotcha” billing in Q4.
One flat fee. You know exactly what you’re paying.
Why flat? Whether you’re hiring a junior QA or a senior backend lead, your compliance risk doesn’t scale with salary, and our infrastructure is already built.
What’s on top of that?
You still pay the employee’s gross salary, obviously. But let’s get specific.
Sample all-in costs (2025, Tbilisi-based):
Role | Gross Salary | EOR Fee | Total Monthly |
Mid-Level React Dev | €2,200 | €199 | €2,399 |
Senior Backend Engineer | €3,300 | €199 | €3,499 |
DevOps / Cloud Engineer | €3,700 | €199 | €3,899 |
QA Automation Engineer | €2,000 | €199 | €2,199 |
Product Manager | €2,600 | €199 | €2,799 |
Compare that to Berlin, London, or New York? You’re saving 40–70% without sacrificing code quality, timezone overlap, or legal safety.
Why does Georgia work so well?
I’ve seen dozens of “promising” markets over the last decade. Here’s what Georgia has that most don’t:
Flat 20% income tax
No sliding scale. No deductions gymnastics.
Simple, predictable, easy to automate.
No employer social tax
Unlike nearly every EU country, Georgia doesn’t stack a 30–40% social contribution on top of gross salaries.
You pay the employee, we handle their filings. That’s it.
Strong talent that isn’t overhyped (yet)
Developers here aren’t in five interview loops at once.
They’ve shipped product, worked across Europe and the U.S., and they’re hungry, not entitled.
Retention is higher, expectations are clear, and you’re not fighting recruiters every week.
Remote-Ready Culture
The infrastructure’s here:
Fiber internet, coworking spaces, fluent English, async work habits.
You don’t need to explain what a pull request is. They’re already contributing to GitHub repos that matter.
So where does your money go?
Let’s break it down with brutal clarity:
€199/month → All legal employment overhead, risk transfer, local HR, tax compliance, IP enforcement, and payroll filings
€2,000–€3,500/month → Gross salary of a mid to senior engineer in Georgia
€0 → Wasted legal fees, HR bottlenecks, backend payroll hacks, or fines for misclassification
Compare that to:
€500–1,200/month EOR fees in most EU markets
35–45% in employer social tax
6–8 week onboarding cycles
Entity setup costs north of €10,000
Georgia wins. On cost, clarity, and control.
Real talk: why the €199 fee isn’t a gimmick
We don’t do percentage pricing because that model punishes you for hiring great people.
Your total EOR fee shouldn’t double just because you found a €4,000/month engineer instead of a €2,000 one.
We built this model because we’ve seen too many startups spend more time explaining invoices than writing code.
Flat fees let you budget cleanly, scale fast, and focus on product, not paperwork.
You want legal protection? You’ve got it.
You want one invoice? Done.
You want to onboard a dev in Tbilisi next week? Let’s make it happen.
Bottom line?
€199/month is what you pay to never read another Georgian labor code clause.
And for the record? That’s a great deal.
You keep control of your team.
We keep you compliant, covered, and out of trouble.
That’s how grown-up hiring works.
Still wondering if Georgia’s the right move?
Cool. Keep reading. We’re not done.
Compliance and legal considerations with EOR in Georgia
If you're hiring in Georgia and you're thinking,
"Can’t we just call them a contractor and wire the salary?"
Let me stop you right there.
You aren’t the first… and that’s a piece of good news.
Because, who was first has already spent months untangling labor violations, tax debt, and IP messes that could’ve been avoided with a proper EOR setup.
So here’s what you need to know, no jargon, no filler.
1. You need a Georgian entity to hire directly
Let’s get this straight first.
If you want to hire someone in Georgia as an employee, the law requires one thing: a legal presence in the country. That means:
Registering a Georgian company or branch
Filing with the Revenue Service
Handling payroll tax filings in Georgia
Drafting compliant labor contracts in both Georgian and English
Managing sick leave, vacation, and benefits per the Labor Code
If you don’t want to do any of that? You need an EOR.
The EOR becomes the legal employer on paper, so you can stay focused on delivery, not local compliance.
2. Misclassification isn’t just a risk; it’s a legal liability
You might be tempted to just hire through Upwork or pay someone as an "independent contractor."
That’s cute, until there’s a dispute.
Here’s what local labor inspectors and courts care about:
Is the person working full-time for you?
Do you control their hours, tasks, and tools?
Are they integrated into your team?
Are you providing instructions, deadlines, and approval steps?
If the answer is yes to any of the above, they’re not a contractor, they’re an employee.
And if they’re not legally employed under a local contract? That’s misclassification.
What happens next?
Retroactive tax payments (income tax, pension, etc.)
Fines for non-compliance
Potential labor claims for unpaid leave, severance, or benefits
In worst cases, loss of IP rights, because under Georgian law, IP created without a valid employment agreement doesn’t automatically belong to your company
Don't play games here. The cost of getting it wrong is always higher than doing it right.
3. Payroll and tax compliance aren’t optional
Georgian payroll law requires:
20% personal income tax, withheld at the source
2% employee pension contribution, also withheld
2% employer pension match (required under Pillar II of Georgia’s pension system)
Monthly reporting to the Revenue Service (using their portal, in Georgian, by the 15th of each month)
An EOR handles all of this.
You don’t touch it. You don’t need a local accountant. You don’t need to file anything. You just pay one monthly invoice and stay fully compliant.
4. Employment contracts must be enforceable
This part gets overlooked a lot.
Sending someone a contract in English? Not enough. Not enforceable in a Georgian court.
Your EOR should issue bilingual contracts (Georgian + English) that include:
Clear employment terms
Probation period and termination clauses
Confidentiality and data protection
IP assignment (very important if you're a product company)
Jurisdiction and dispute resolution terms
If your contract doesn’t explicitly assign IP, and isn’t recognized under Georgian law, you don’t own what your employee creates.
That’s not just risky. That’s catastrophic during an audit, a raise, or an acquisition.
5. Termination needs to follow the Labor Code
Letting someone go? You can’t just cut access to Slack and call it a day.
Under Georgian law, terminations must be:
Based on specific legal grounds
Delivered in writing
Accompanied by proper notice period (typically 30 days) or severance pay
Documented and filed properly, if challenged
Your EOR manages this for you. Cleanly. Legally. Without exposing you to wrongful termination claims.
Final Word
Here’s the truth:
Hiring in Georgia is easy when you structure it right. And incredibly expensive when you don’t.
A good EOR does more than process payroll.
They hold the employment contract, carry the legal risk, file the taxes, protect your IP, and keep your team above board with the Georgian Labor Code.
You manage the work.
They manage the law.
Everyone stays protected.
Want help doing this right from Day 1? You’re already in the right place.
Remote workspace and equipment policies
Hiring someone through an EOR isn’t just about contracts and payroll.
It’s about making sure your new hire can actually do their job, comfortably, securely, and without waiting two weeks for a laptop or Zoom link.
It’s part of the hiring infrastructure. And if your developer’s first day starts with “Hey, I don’t have access,” you’ve already lost momentum.
At Team Up, we handle all of it, end-to-end.
What we cover (so you don’t have to)
We’ve set up hundreds of remote team members across Georgia (and beyond), and here’s what we’ve learned:
2
Great gear + clean setup = faster output + better retention.
So we keep it simple:
Equipment provisioning
You choose the spec. We deliver the equipment.
We don’t play favorites between Mac and PC, your stack, your rules.
MacBook Pro or Air, Windows laptops
Monitor, keyboard, mouse, headphones
Webcam and mic, if needed
Device setup with VPNs, encryption, tracking—your security standards, applied
Need something custom? Dual-monitor setup? Standing desk? Done.
Just tell us. We’ll sort it locally and invoice cleanly.
Workspace options
Not everyone wants to work from their kitchen table.
Some want silence. Others want people. Many want both, depending on the day.
We offer flexible workspace solutions across Georgia:
Coworking spaces in Tbilisi, Batumi, and Kutaisi are fully equipped, with reliable internet and private meeting rooms
Hybrid setup support: work-from-home + coworking membership options
Stipend model: You set the budget. We manage the logistics.
We partner with vetted spaces that meet real standards, no dark corners or dodgy Wi-Fi. Your hire gets a real desk, and you get real productivity.
Security and setup (it’s not optional)
We make sure your new team member is:
On your tools (Slack, Jira, GitHub, Notion, whatever you use)
Protected with device-level security
Set up with secure login access and IT policies from Day One
We also provide onboarding support if you don’t have internal documentation. We’ve done this before, and we’ll fill the gaps if you’re still building your playbook.
The boring stuff? We make it easy.
Here’s what you don’t deal with:
Shipping delays
Customs issues
Currency conversions
Invoicing five different vendors
Lost receipts, broken keyboards, or setup excuses
We take care of the provisioning, delivery, coworking memberships, and payroll deductions (if needed).
You get one invoice. Your new hire gets everything they need to perform.
Talent pool & skills availability through EOR in Georgia
Let’s skip the “fast-growing market” fluff.
You’re here because you need people who can build. Not learners. Not freelancers chasing five gigs. Actual product-ready professionals who’ll stick.
That’s what Georgia gives you, if you know where to look.
We do.
Georgia isn’t “up and coming.” It’s already delivering.
The Georgian tech ecosystem doesn’t scream for attention. It just quietly ships code for EU startups, U.S. SaaS companies, fintech platforms, and global marketplaces.
No hype. Just output.
Through our EOR model, you get access to:
Engineers who’ve already worked in international teams
Talent fluent in async workflows, agile sprints, and your tech stack
Devs who don’t need a babysitter to push to prod
And because Georgia isn’t oversaturated (yet), you’re not competing with recruiters offering signing bonuses and stock options on every call.
Roles you can hire through Team Up’s EOR
We’ve placed hundreds of professionals across key roles, fast. No résumé dumps. No dead weight.
Most in-demand roles (ready now):
Frontend Developers – React, Vue, Angular
Backend Developers – Node.js, Java, Python, .NET
Full-Stack Engineers – Yes, actual full-stack
DevOps & Cloud Engineers – AWS, Docker, Terraform
QA & Test Automation – Selenium, Cypress, Playwright
Mobile Developers – Flutter, React Native, native iOS/Android
Product Designers – Figma, prototyping, mobile-first UX
Project Managers – Agile-ready, delivery-focused
Customer Success & Support – Multilingual, remote-native
Content, Marketing & Growth – English-first, ROI-driven
Need a niche role? We’ll tell you straight if it’s available. If not, we won’t waste your time.
Experience level? Mid to Senior. Fast.
Most of our placements come from a pipeline of:
CS grads from Free University, San Diego State, Tbilisi, GTU
Engineers who’ve already worked with remote teams across Europe and North America
Professionals with strong Git habits, clean commits, and production-ready codebases
Devs used to GitHub, Jira, Slack, and managing their own sprints
These aren’t juniors, you have to train for six months before they deliver.
They show up ready to ship.
Communication skills? No translation needed.
English isn’t an issue. Our talent speaks it clearly, confidently, and consistently.
They’ve already been on Zoom calls with Berlin tech leads and San Francisco PMs.
They’re used to async docs, daily standups, and asking smart questions when the ticket doesn’t make sense.
Retention matters, and Georgia delivers
In hot hiring markets, your dev might already have another offer by the second interview.
In Georgia, talent stays. Not because they can’t leave, but because the setup is fair, stable, and human.
Clean salaries
Legal employment
Proper equipment
Remote structure that doesn’t suck
When you treat people like full-time team members (not just contractors with logins), they stick around. And that’s exactly what our EOR model is built to support.
Employer of Record vs. direct contractor hiring
Let’s be honest: hiring contractors feels easy, until it isn’t.
No contracts to translate. No payroll system to set up. Just send the invoice, hit transfer, and done, right?
Not exactly.
If your contractor is working full-time, using your tools, reporting to your PM, and shipping code inside your sprint cycles… congratulations. Under Georgian law, you’re their employer—even if you call them a “freelancer.”
And if you’re not structured like one? You’re exposed.
Here’s how Employer of Record (EOR) stacks up against direct contractor hiring in Georgia and why one keeps you compliant, and the other leaves you hoping no one asks questions during due diligence.
What do you think you're doing?
Hiring a flexible contractor.
Quick onboarding, no HR, no payroll setup. Just pay the invoice and move on.
What you’re actually doing (in the eyes of Georgian labor law):
Employing someone. Without the legal infrastructure to back it up.
Which, by the way, can trigger fines, penalties, and backdated employer obligations faster than you can say "but they were okay with it."
Let's break this down.
1. Legal employment status
EOR: You’re covered. Your dev is employed under a fully legal Georgian contract. Their taxes are filed. The labor code is respected.
Contractor: You’re rolling the dice. If they get audited, or you do, you’ll be on the hook for misclassification. And no, “but it was just a contractor agreement” doesn’t hold up in court.
Reality: Georgian law doesn’t care what the title on the PDF says. It cares how the relationship functions.
If you’re managing the person, setting their hours, approving their time off, and asking them to join standups, they’re your employee. Period.
2. IP Ownership
EOR: Clear, enforceable IP assignment in a bilingual contract that actually holds up in Georgia. You own what your team builds. Full stop.
Contractor: Maybe you do. Maybe you don’t. Unless your contract is written under Georgian law and includes specific IP clauses, your ownership might be worthless the minute things go sideways.
Ask yourself: If you raise a round or prep for acquisition, can you prove you own the product? Not kind of. Not “we have an NDA.”
Actually own it. Legally. In Georgia.
3. Payroll compliance & taxes
EOR: 20% income tax, 2% pension from both sides. All filed monthly with the Georgian Revenue Service. You pay one invoice. We handle the filings, the documents, and the receipts.
Contractor: You send a wire transfer. Hope for the best. Cross fingers that no one asks about pension contributions, income tax, or why this person’s been working 40 hours/week on your product for the last 18 months.
What happens when it falls apart?
The state comes knocking. And your “cost-saving” contractor setup suddenly costs 4x more in back taxes and legal cleanup.
4. Risk & liability
EOR: All risk sits with the EOR. We’re the legal employer. You manage the work. We carry the compliance weight.
Contractor: You’re the employer in practice, but with none of the legal protection. If something breaks, a labor claim, a tax audit, IP dispute, it’s your mess.
Spoiler: “But we’ve always done it this way” won’t hold up in court.
5. Scaling and stability
EOR: You can build a real team. Proper onboarding. Legal employment. Retention strategies that make sense.
Contractor: You’ll lose people fast. No stability, no benefits, and no real reason for your best contributors to stick around when another offer comes in.
Contractor models are built for short-term gigs. Not long-term team building.
The honest reality?
You don’t need a team of digital nomads with vague titles and PayPal invoices.
You need people who can ship product, stay accountable, and won’t blow up your compliance file when your company grows up.
An Employer of Record lets you do that.
Cleanly. Legally. Without turning your hiring spreadsheet into a risk report.
Final take?
Contractors are fine when you're hiring someone to fix a broken page or run a 2-week audit.
But if they’re building your core product, managing other team members, or shipping every sprint, you need to hire them properly.
You’re not saving money with contractors.
You’re pushing the cost down the road until it blows up in legal fees, tax penalties, or worse, a lost product IP claim.
You manage the team.
We keep you legal.
And your CFO doesn’t have to wake up to a surprise from the Georgian Revenue Service.
Bottom line
Hiring in Georgia works.
The tech talent is here.
The legal structure is clear.
The costs are sustainable.
And the Employer of Record model makes it all possible without wasting your time, budget, or legal sanity.
Here’s what this really comes down to:
You need skilled people who can deliver from Day 1.
You want to stay compliant without opening a local entity or decoding labor law in Georgian.
You don’t have time for bloated hiring pipelines, tax confusion, or risky contractor setups.
That’s exactly what an EOR solves.
And if you’ve made it this far, you’re not looking for hypotheticals, you’re looking for a way to build a team in Georgia quickly, legally, and without headaches.
Team Up was built for this.
We live here. We hire here. We’ve structured this model to serve lean teams who move fast, care about clean contracts, and don’t want to deal with HR fires three months in.
So if you’re serious about hiring in Georgia and doing it right, skip the red tape.
Tell us what role you need filled.
We’ll show you the cost, the timeline, and how fast we can get someone working in your repo.
No BS. No fluff. Just clean, compliant hiring that scales with you.
Ready to hire in Georgia without the legal mess?
Let’s make it simple.
Tell us what role you need filled.
We’ll send you vetted profiles, a clean cost breakdown, and get your new hire legally onboarded within 7–14 days.
No entity. No payroll headaches. No compliance risk.
Book a call now and let’s build your remote team in Georgia the right way, fast, clean, and legally bulletproof.
FAQ
What are the benefits of hiring through employer of record providers in Georgia?
When you hire through an EOR in Georgia, you:
Skip entity setup and local registrations
Stay compliant with Georgian labour laws
Get one clean invoice covering salary, social contributions, and benefits
Tap into a growing talent pool without extra admin