Nearshoring to Georgia 2025: The complete guide for businesses
- Gegidze • გეგიძე | Marketing
- Apr 23
- 15 min read
Table of Contents
Why Georgia is the new nearshoring hotspot
You know who's hiring in Georgia right now?
Microsoft. EPAM. Backbase. A growing list of global tech teams is already there, and they’re not experimenting. They’re scaling.
Here’s what they’ve figured out:
Georgia offers skilled people, stable infrastructure, and real-time collaboration with Europe.
It’s close enough to feel connected, but far enough to make a difference in cost.
Why are global teams choosing Georgia?
Strong talent pool: Thousands of tech graduates each year. Many speak English and work with modern tools.
Lower hiring costs: Salaries are significantly lower than in the U.S. or Western Europe.
Time zone fit: Georgia works well with both European and early U.S. hours.
Supportive environment: The government is investing in tech. That means fewer hurdles for foreign companies.
If you’re hiring globally, Georgia should be on the list.
It’s a practical move for startups, scaleups, and established teams alike.
What exactly is nearshoring?
Nearshoring is simple.
You build teams in nearby countries, so you stay close in time, culture, and communication.
It’s not offshoring. You’re not working across 10-hour gaps or waiting overnight for a reply.
Nearshoring keeps your team aligned in real time.
How is nearshoring different from offshoring?
Nearshoring = regional. Shared working hours, easier travel, faster handoffs.
Offshoring = distant. Delays, late-night calls, longer feedback loops.
Both can cut costs. But nearshoring gives you better control.
What does nearshoring look like in practice?
That depends on how you want to grow:
Need a few developers to extend your in-house team?
Want a full product squad working nearshore?
Looking for help hiring or setting up operations?
All of that works in Georgia.
Georgia makes all three options simple. The infrastructure is there. The talent is ready. And the setup is surprisingly fast, especially if you're working with a partner who knows the local market.
What makes Georgia a smart choice for nearshoring
Let’s get this straight, Georgia isn’t the next big thing. It’s the right now thing.
Quietly, without the hype, it’s become one of the most effective nearshoring hubs in Eastern Europe.
Low overhead. High-quality output. Minimal friction.
If you’re serious about building remote teams that don’t slow you down, Georgia should already be on your list.
The talent is working today
Start with the numbers:
Georgia has over 30,000 people working in tech right now
Around 7,000 graduates annually from tech, math, or engineering programs
Most major universities teach in both Georgian and English
A growing percentage of engineers are already working with foreign teams remotely or via regional service providers
This isn’t a market full of junior freelancers looking for their first job. It’s a mix of early-stage talent and mid-level engineers with experience in SaaS, fintech, gaming, and enterprise systems.
You’ll find React, Node.js, Java, Python, and DevOps across startups and delivery teams alike.
The economic case is real and sustainable
The cost advantage is obvious:
Senior software engineer in Georgia: $2,500–$3,500/month
Same role in Berlin or Amsterdam: $6,500–$8,000/month
You also skip high employer taxes, relocation costs, and the overhead of in-house recruitment
But more important is what you get for the price:
People who stay. Turnover is much lower than in hyper-competitive markets like London or Warsaw.
And teams in Georgia are used to remote management. That means faster onboarding, fewer miscommunications, and better retention.
Legal and business setup doesn’t get in your way
Here’s where Georgia is different from most markets at this price point:
0% corporate tax on reinvested profits
Fast company registration (2–3 business days if you ever want to go direct)
No work visa required for most Western nationals for stays up to 1 year
A digital-friendly banking system (TBC and Bank of Georgia both support global business clients)
And the government isn’t just sitting and watching how the tech sector grows, they’re funding it.
There are incentives for IT companies, grants for R&D, and a steady push to make Georgia a regional hub for remote work and digital services.
Talent: What kind of teams can you build in Georgia?
You’re not limited to frontend devs and QA testers.
Georgia’s talent market has range and the experience to back it up.
Whether you're building a lean product squad or scaling an entire delivery team, the core roles are here.
Developers. Designers. Analysts. Ops.
All with the skills, tools, and remote fluency to plug into your existing workflows fast.
Roles you can fill easily
Frontend / Backend Developers
React, Vue, Node.js, TypeScript, Python, Java, .NET
Typical experience: 2–6 years
Most have worked on international products
Mobile Developers
Flutter, React Native, Android, iOS
Increasing demand and good talent density in Tbilisi
DevOps & Cloud Engineers
AWS, Azure, Docker, Kubernetes
Strong in infrastructure and CI/CD setups
QA Engineers
Manual + automation (Cypress, Selenium, Postman)
Fluent in English, familiar with agile testing cycles
UI/UX Designers
Figma, Adobe CC, user flows, design systems
Comfortable working in cross-functional product teams
Data Analysts & BI
SQL, Power BI, Tableau
Strong quantitative background, especially from Kutaisi and Tbilisi universities
What makes the talent here stand out?
They’ve done remote before. Most candidates have worked with EU or U.S. companies via outsourcing firms or direct contracts. They know how to navigate async, manage expectations, and deliver without babysitting.
They’re fluent in product context. You’re not explaining what a sprint is or why release cycles matter. These aren’t task-doers. They’re contributors.
They stay longer. Turnover is lower than in places like Poland or Romania. Salaries are rising, but the market isn’t overheated. That means you can build stable teams, not just fill seats.
Cost breakdown for nearshoring to Georgia
Hiring in Georgia costs less.
But cost alone doesn’t tell the full story. What matters is what you’re actually getting and what you’re not paying for.
This isn’t about finding the cheapest developers. It’s about reducing waste: time, overhead, churn, and the hidden costs that kill momentum.
Salary benchmarks (monthly, Net to employee)
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 |
These aren’t interns or freelancers.
They’re full-time professionals, often with experience on European or U.S.-based teams.
What You Actually Save
Employer taxes In Germany, you’re paying 20–25% in payroll taxes. In Georgia, you’re closer to 2%.
Office space Many teams work remotely. But if you need physical space, coworking seats in Tbilisi start at $100–$200/month. A private office in a central location? Under $1,000/month for 6–8 people.
Turnover and retraining High churn in local teams means higher replacement costs. Georgia’s tech scene isn’t yet hyper-competitive, which means you can retain people longer and avoid the hidden costs of constant rehiring.
Recruiting time Hiring mid-level devs in London or Berlin can take 2–3 months. In Georgia, you can go from first interview to signed offer in 2–3 weeks, sometimes faster with a partner.
One-time or optional costs
Cost Area | Typical Range | Notes |
Equipment setup | $800–$1,200 | One-time per employee |
Payroll & compliance | $150–$300/month | If using a partner |
Team lead premium | For engineers managing others | |
Paid time off | 15–20 days/year | Standard in employment contracts |
Performance bonuses | Flexible | Common but not expected |
Real total cost to company (CTC)
A senior backend developer working full-time in Georgia, fully loaded (salary + compliance + workspace + benefits), usually falls between $3,200 and $4,200/month.
That same profile, hired in-house in Amsterdam, costs $8,500–$10,000/month when you include taxes, office space, and recruiting time.
And when something breaks or slows down? You’re not losing half a quarter trying to replace them.
Compliance, legal, and risk considerations in Georgia
Hiring in a new country always raises the same questions:
Is it legal?
Is IP protected?
What happens if something goes wrong?
Georgia doesn’t eliminate those concerns, but it simplifies them.
You won’t need to set up a legal entity to hire talent.
And if you do go direct later, the rules are straightforward and built to support foreign companies.
Do you need a legal entity to hire in Georgia?
No.
Most companies start by working with a local partner, either through staff augmentation or an Employer of Record (EOR). That means:
You don’t register a business
You don’t handle payroll, taxes, or local contracts
Your partner handles compliance and acts as the legal employer on paper
This is the fastest way to get started and the lowest risk. If the team works well, you scale. If it doesn’t, you’re not locked in.
What if you want to go direct?
Setting up a company in Georgia is surprisingly easy.
In most cases, it takes 2–3 business days to register a local entity.
You don’t need a local director
Company registration is 100% foreigner-friendly
Banking and invoicing can be handled online
Local accountants can manage payroll for a few hundred dollars a month
There’s also a Virtual Zone program that gives 0% corporate tax to qualifying IT companies. That includes foreign-owned businesses with teams based in Georgia.
Is IP protected?
Yes.
Georgia’s IP laws are aligned with EU standards and enforced through the country’s civil court system. When you hire through a partner or EOR, contracts are designed to transfer all IP to your company from day one.
You can also structure agreements under international law (UK or EU jurisdiction), depending on your setup.
What about risk?
Georgia has a stable legal system, transparent tax policy, and a government that actively supports the tech sector.
But like any emerging market, there are a few things to keep in mind:
Currency risk - Salaries are often paid in local currency (GEL), though USD contracts are common through EORs
Regulatory changes - Georgia moves fast; you’ll want a partner who keeps you updated
Vendor selection - Not all local firms offer the same level of service or legal protection, choose carefully
That’s why many companies start small: 1–3 roles through a vetted provider. Once trust is established, expansion is simple.
Choosing the right nearshoring model
Not every company nearshores the same way.
What works for a 5-person startup won’t work for a global engineering org and that’s fine.
There’s more than one way to build a team in Georgia.
The right model depends on how fast you need to move, how much control you want, and how confident you are in the market.
This isn’t about theory. It’s about what works for companies trying to hire nearshore talent without slowing down product delivery or piling on operational risk.
Work with a nearshoring partner in Georgia
This is how most companies get started.
You don’t set up an entity. You don’t hire directly. A local nearshoring partner recruits and employs the team on your behalf while you manage the people and the work.
This model works because it’s fast. You can go from role description to your first commit in under a month.
Good fit if you’re:
Testing Georgia as a hiring market
Launching a new product line
Managing a lean ops team with limited HR bandwidth
How it works:
You define the roles
The partner sources, screens, and hires
You manage day-to-day delivery
The partner handles compliance, payroll, benefits, and office (if needed)
Things to watch:
You’ll pay a margin usually 15–25% on top of base salary
Not all partners are equal; make sure contracts protect your IP and give you flexibility to scale
Hire through an Employer of Record (EOR) in Georgia
EOR in Georgia is ideal for companies that want to hire employees legally in Georgia without the cost or complexity of setting up a business there.
This is often the bridge between “just trying it out” and “we’re building a real presence.”
Good fit if you’re:
Hiring full-time nearshore developers in Georgia
Offering benefits and long-term employment
Expanding into multiple countries at once
How it works:
The EOR becomes the legal employer
You manage the employee directly
They handle taxes, payroll, and labor compliance
Things to watch:
Some EORs only handle admin, they don’t support hiring or onboarding
Pricing is usually flat per employee ($300–$600/month), but varies by provider
Set up your own entity in Georgia
Setting up a local entity is for companies that see Georgia as a strategic market, not just a short-term solution.
You get full control over hiring, HR, and operations. And Georgia makes that easier than most countries at this stage of growth.
Good fit if you’re:
Hiring 10+ people nearshore
Building a long-term product or delivery team in Georgia
Interested in local tax incentives (like the Virtual Zone)
How it works:
Company registration takes 2–3 days
No local director required
Payroll and accounting can be outsourced
Teams can work remote, hybrid, or on-site
Things to watch:
You’ll take on responsibility for compliance
You’ll need a reliable local accountant or legal partner
If you scale down, closing the entity takes time
How do you choose the right model in Georgia?
Start with what you need over the next 6–12 months:
Speed? Flexibility? Cost efficiency? Control?
There’s no need to overcommit.
Most companies begin with a few hires through a nearshoring partner or EOR. Once the team is stable, they either scale that model or transition to their own entity.
The key is to build without friction and adjust as you grow.
How remote-friendly is Georgia?
If you’re planning to nearshore, the question isn’t just “Can I hire talent in Georgia?”
It’s “Can this team function remotely without slowing us down?”
The short answer: yes.
The longer answer is why more companies are using Georgia as a remote delivery base, not just a talent pool.
Digital infrastructure in Georgia
Georgia’s internet infrastructure is solid across all major cities.
You’ll find fiber-optic connections, stable 4G, and growing 5G rollout in central areas.
Tbilisi, Kutaisi, and Batumi all have high-speed broadband access
Coworking spaces and most residential areas are fully equipped
Outages are rare and usually short (less frequent than in some EU countries)
Most engineers work with international tools daily, GitHub, GitLab, Slack, Zoom, Figma, Jira, Notion, Trello. You won’t need to onboard them into your toolset, they’ve already used it.
Work culture in Georgia
Georgia’s tech workforce grew up with remote work not as a post-COVID shift, but as the default.
Many developers started out on freelance or contract platforms
A large share have worked in international delivery agencies
Remote collaboration is the norm, not the exception
That means you're hiring people who already understand remote expectations, ownership, communication, and output. You won’t spend time teaching them how to work in sprints or manage async feedback.
Time zone compatibility in Georgia
Georgia runs on UTC+4. That means:
Full-day overlap with Gulf and most of Central/Eastern Europe
3–4 hours overlap with Western Europe
Morning coverage for U.S. teams on the East Coast hours
This makes it easy to run real-time standups, reviews, and planning meetings, even across continents. You’re not fighting the clock or forcing teams into awkward hours.
Language and Communication in Georgia
English proficiency is strong, especially in the tech sector.
Most mid-level and senior engineers are fluent in written and spoken English
Junior talent may vary, but communication is rarely a blocker
Western clients are common, so tone, expectations, and soft skills are aligned
There’s also high cultural compatibility with European teams. You’ll get direct communication, not roundabout yeses. People are used to being clear and getting things done.
Coworking, offices, and hybrid options in Georgia
You don’t need an office but if you want one, the setup is easy.
Tbilisi has over 30 coworking spaces, including Digital Jungle, Terminal, Impact Hub, LOKAL, and Vere Loft
Many offer private team rooms, meeting pods, high-speed Wi-Fi, and 24/7 access
Office space is flexible: $100–$200 per person/month in shared spaces
Private office rentals range from $800–$1,500/month for 6–10 people
Whether your team prefers to work from home, hybrid, or on-site, it’s doable.
Travel and Visas in Georgia
For in-person visits or team offsites, Georgia is easy to access.
No visa required for most Western nationals for stays up to 365 days
Direct flights to major hubs: Istanbul, Warsaw, Vienna, Munich, Dubai
Safe, walkable cities with low cost of living and easy transit
English signage and services in most central areas
You can meet your team face-to-face whenever you need to, without jumping through hoops.
Operational readiness in Georgia
Yes, and many already are.
Local service providers (banks, lawyers, accountants) support digital-first businesses
Invoicing, tax filing, and payments can all be handled online
Most nearshoring setups are fully remote, often with optional workspace access
Partners on the ground can assist with IT setup, payroll, equipment, and benefits
From onboarding to payroll, you don’t need to be in Georgia to run a team here effectively.
Is Georgia remote-ready?
In every practical sense: yes.
The infrastructure is stable
The talent is used to distribute work
The culture fits
The timezone works
And you won’t run into logistical or legal surprises
This is why companies use Georgia not just for nearshoring, but for building core delivery teams that operate like an extension of their HQ.
If you’re remote-first or planning to be, Georgia fits into that strategy without friction.
Key steps to get started
You’ve got the information, the benchmarks, and the business case. Now comes the part that separates teams who execute from those who just explore.
Here’s how companies are actually getting started with nearshoring in Georgia without stalling in research mode or running into preventable mistakes.
1. Define your goal before you define the role
Most nearshoring plans fall apart before the first interview because the objective isn’t clear.
Ask yourself:
Is this a stopgap or a long-term capability?
Do I need delivery capacity or product ownership?
Am I building a core team or buying time for my internal one?
This clarity shapes everything else: hiring model, timeline, partner, and cost expectations.
Without it, you risk hiring fast and rebuilding six months later.
2. Choose a model that matches your level of commitment
Georgia gives you flexibility, but each nearshoring model has real implications.
Partner model → Fastest ramp-up, limited control
EOR model → Full-time hires, no legal setup, mid-level flexibility
Entity model → Maximum control, longer setup, higher upfront investment
If you're unsure, start lean. Use a partner or EOR to test the market, then move to your own entity once the team is delivering and stable.
3. Vet the hiring partner like they’re part of your team
This is where companies either win or get stuck.
A weak partner gives you resumes. A strong one gives you results and protects your time.
Here’s what to ask:
How do you vet candidates? What’s your technical screening process?
How fast can you deliver shortlists, and are they customized or recycled?
Who owns the employment contracts? What’s your compliance structure?
Can you provide examples of similar teams you’ve built?
Get referrals. Look at real timelines. Make sure they’re not just filling roles, they’re backing the outcome.
4. Start small but test for real-world output
A pilot isn’t just a trial hire. It’s a stress test.
Don’t just check for communication or time zone overlap. Push the team to deliver real work under real deadlines. You want to learn:
How do they handle feedback and iteration?
Can they integrate into your sprint cycles?
How fast can they deliver PRs, QA tickets, or prototypes?
Most successful teams start with 2–3 hires across core functions, typically backend, frontend, and QA or design.
That’s enough to validate collaboration and identify friction points without committing to a full buildout.
5. Plan for scale from the beginning, even if you’re only hiring two people
Hiring one person is easy. Hiring ten without breaking your process is the hard part.
You don’t need a full playbook, but you do need:
Clear onboarding documentation
Tooling that scales across time zones
Performance feedback cycles that don’t require micromanagement
Defined ownership across teams
If you're hiring developers, who owns code reviews?
If you're hiring QA, who defines test coverage?
If you're hiring a product team, how are feature specs shared and reviewed?
Think two hires ahead, even if you're only making one now.
6. Lock down compliance, contracts, and IP
This is where smart companies don’t cut corners.
Are you transferring IP properly?
Are your employment agreements enforceable under Georgian law?
Does your partner offer indemnity protection or legal guidance?
If the team grows, will your structure hold up?
Ask for contract templates up front. Review them with your legal team or with a compliance-savvy provider. This is the difference between “getting started” and “building something safe to grow.”
7. Set expectations with your internal team
It’s easy to think of nearshoring as an HR or hiring decision.
But if your product, engineering, or operations leads aren’t aligned you’ll lose time.
Get buy-in on:
Who manages remote team members
How communication works (sync vs async)
How handoffs, reviews, and releases will be handled
What success looks like at 30, 60, and 90 days
The biggest risk with nearshoring isn’t hiring the wrong person, it’s NOT integrating them.
Is Georgia right for your business in 2025?
If you’re expanding your team globally, the list of options is long. But very few markets strike the balance Georgia offers:
Skilled talent. Lower cost. High retention. Real timezone alignment. A legal and tax structure that doesn’t fight you.
It’s not the cheapest destination. And it’s not the most hyped.
But it’s where companies are quietly building teams that deliver without the complexity of offshoring or the cost of hiring locally.
Georgia makes sense if you:
Need mid - to senior-level engineers who can work independently
Want faster hiring without sacrificing quality
Care about stability, retention, and long-term contribution
Are you building remote-first teams and need timezone overlap
Don’t want to spend 3–6 months navigating legal or tax barriers
It works for startups hiring their first developers.
It works for scaleups looking for predictable delivery.
And it works for enterprises that want smaller, self-managed teams without bloated overhead.
But Georgia isn’t for everyone.
If you need ultra-niche roles at high volume, there are deeper talent markets.
If your team isn’t ready for distributed work, the model will stretch you.
And if you’re looking for the lowest possible price, at the expense of quality, it’s not a fit.
This is a nearshoring destination for companies that want a team, not just task completion.
Want to know if it’s the right move for you?
We’ve helped companies build high-output teams in Georgia across SaaS, fintech, healthtech, and AI.
We can help you map out roles, budgets, hiring models, and timelines without a drawn-out sales process.
Let’s talk.
We’ll show you what a building in Georgia could actually look like for your business and whether it’s worth your time.