Remote hiring in Egypt 2025: The complete guide for global employers
- Gegidze • გეგიძე | Marketing
- May 30
- 21 min read
Table of Contents
Why Egypt is quietly becoming a global hiring powerhouse
Let’s start with a wild idea:
What if your next senior engineer didn’t live in Berlin, didn’t ask for $11K/month, and actually stuck around for more than three quarters?
That’s not fantasy. That’s Egypt.
While most of the tech world plays musical chairs in overhired, overhyped talent pools, Egypt is quietly building something real:
A skilled, remote-ready workforce
Strong English communication
Reasonable salaries
And a compliance system that doesn’t punish foreign companies for hiring the right
No noise. No posturing. Just clean, scalable talent.
So if you’re tired of bidding wars in Warsaw, time zone hell in SE Asia, or re-recruiting every 6 months in London, let’s talk about why Egypt isn’t on everyone’s hiring list yet… and why that’s a good thing.
Egypt’s not new to tech. It’s just been underestimated.
You won’t hear it in LinkedIn threads or VC pitch decks, but Egypt has:
45+ universities feeding into CS, engineering, and STEM
A booming local dev community across Cairo, Alexandria, and Mansoura
Remote veterans, developers already working for U.S. and EU startups
A high percentage of young, multilingual professionals
A population of 110M+ that’s mostly under 35, yes, really
This isn’t a beginner market. This is a market that hasn’t been overfished… yet.
And if you’re wondering what it actually looks like to hire remotely here legally, quickly, and without opening a local entity, keep reading.
What remote hiring in Egypt actually looks like
Let’s be clear from the jump:
Remote hiring isn’t outsourcing. And it’s definitely not freelancing with a fancier title.
What we’re talking about here is full-time, legally employed, remote team members in Egypt, working for your company, on your schedule, inside your tools and workflows. Not a third-party agency. Not a temporary gig.
You manage them like any other employee.
We just make it possible, clean, legal, and without you needing to register a company in Cairo.
Here’s how it actually works:
How does remote hiring work without an entity?
Simple: you don’t hire them directly.
We do.
As your EOR provider in Egypt, Team Up employs the candidate via our fully compliant local entity. You get all the benefits of a direct hire, but without:
Registering a company in Egypt
Managing local HR or payroll
Navigating Egyptian labor law
Filing taxes or contracts in Arabic
Here’s how it breaks down:
You handle:
Role scope and interviews
Salary decisions
Day-to-day team management
We handle:
Employment contract (per Egyptian law)
Payroll and tax registration
Mandatory benefits and local compliance
IP protection and legal coverage
Equipment and onboarding logistics
You get a remote employee in Egypt, fully legal, fully integrated, zero risk.
What about contractor risk?
Let’s be clear: hiring full-time contractors in Egypt without a legal employment structure is a compliance trap.
If your "contractor" is:
Working full-time hours
Reporting to your team
Following your company’s internal processes
...then under Egyptian labor law, they’re considered an employee, and that comes with legal obligations.
The risks of misclassifying remote workers in Egypt include:
Tax penalties
Retroactive social contributions
Legal disputes over IP ownership
Employee claims for unpaid benefits
Hiring through an EOR eliminates all of that. You stay compliant. The employee is protected. Your product IP is secure.
What does remote employment in Egypt include?
Hiring remote talent in Egypt with Team Up means:
A locally compliant employment contract
Monthly payroll processing in EGP
Withholding and payment of all applicable taxes
Pension contributions (where applicable)
Standard and optional benefits (health insurance, PTO, equipment stipend)
Bilingual HR support (Arabic + English)
Clean, consolidated invoicing in your currency
You receive one monthly invoice covering all costs.
The employee gets paid locally, with everything handled behind the scenes.
What working remotely from Egypt looks like
Remote employees in Egypt:
Work from home or coworking spaces
Use the same tools as your internal team (Slack, GitHub, Jira, etc.)
Sync easily with EU/UK timezones (UTC+2)
Speak fluent English, especially in technical and professional roles
Are experienced with remote-first collaboration
They’re not freelancers working 3 gigs at once.
They’re full-time, committed contributors with real product experience and zero onboarding friction.
The step-by-step hiring process with Team Up in Egypt
You don’t need more vendors.
You need a developer on GitHub, shipping by next sprint without getting buried in legal, payroll, or sourcing chaos.
Here’s how Team Up makes remote hiring in Egypt fast, clean, and real, step by step.
Step 1: You define the role, we pressure-test it
Before we touch sourcing, we help you get crystal clear on:
What will this person own
What tools, tech, or domain experience actually matter
Time zone expectations (full overlap? async-ready?)
Must-haves vs. nice-to-haves
Salary target and scope
You don’t need to write the perfect JD. You just need to know what this person should deliver.
We’ll help shape that into something top candidates actually want to apply for.
Step 2: We source and vet qualified candidates, no job boards, no fluff
This isn’t “post and pray.” We don’t flood you with 20 resumes and hope something sticks.
We work with our direct, local network in Egypt to surface:
Product-focused developers
Mid-to-senior engineers fluent in remote workflows
Candidates already working with international teams
Fluent English speakers with strong communication skills
Every candidate is pre-screened for:
Technical fit (stack + experience)
Remote fluency (async tools, communication, reliability)
Culture and collaboration style
We send you 2–3 real contenders, not 30 hours of homework.
Step 3: You run your interview process in your way
You’re in control here.
Use your standard hiring loop, whether that’s:
A technical screen
A take-home assignment
A live coding session
A team-fit round
Or just a straight-to-offer call (yes, some clients move that fast)
We support whatever process you already trust.
Step 4: You pick your hire, we handle the rest
Once you say “yes,” we get moving.
Here’s what happens in the background:
We issue a bilingual, locally compliant employment contract
The hire is registered with the Egyptian tax authorities
Payroll and benefits setup begins immediately
Equipment or coworking access is arranged (if needed)
Onboarding support is activated on both sides
You don’t need to file anything.
You don’t need to talk to a lawyer.
You don’t need to chase a laptop delivery or explain how pension contributions work.
We’ve got it.
Step 5: You onboard like any full-time team member
Your new hire gets:
Slack invites
Git access
Tickets, docs, backlogs, whatever you already use
A clear understanding of who they report to and what success looks like
We make sure everything on the legal/HR/payroll side is locked.
You focus on integrating them into your team.
Step 6: You scale. We run the backend.
Every month, you get:
One invoice (USD or EUR, your call)
Clean breakdown: salary, benefits, payroll, admin
A remote teammate who’s legally employed and already shipping
We keep everything compliant, paid, and protected.
You never have to deal with Egyptian tax forms, benefits admin, or cross-border payroll tools.
Who can you hire in the Egyptian talent pool and top roles?
You don’t just want “developers.”
You want teammates who can actually ship, think critically, work across time zones, and communicate clearly, without three rounds of follow-ups for every line of code.
Here’s the good news: Egypt has them.
Egypt’s tech talent is bigger and better than you think
The country produces 50K+ tech and engineering grads every year from 45+ universities, including Cairo University, Ain Shams, Alexandria, and Mansoura, many of them taught in English and trained in Western standards.
But we’re not talking about fresh grads with certificates and no GitHub profile.
We’re talking about mid to senior developers with:
4–10+ years of experience
International product exposure
Clear communication
A strong grasp of agile, async, and CI/CD
Familiarity with the same tools your team already uses
Most of them have already worked with U.S., UK, and EU companies.
They know how to ship remotely. They’re not learning on your time.
Top roles available for remote hiring in Egypt
Here’s what’s hot (and hire-ready):
Frontend Development in Egypt
React, Vue, Angular, Svelte
Strong focus on UI/UX and responsive design
English-first devs who can join design reviews, not just push pixels
Backend Engineering in Egypt
Node.js, Python, Java, PHP, Go
API design, systems architecture, microservices
Database pros with PostgreSQL, MongoDB, MySQL
Full-Stack Developers in Egypt
React + Node, Vue + Laravel, Python + Django combos
Bonus: many already work as product-minded builders, not just coders
Mobile Developers in Egypt
Flutter, React Native, native iOS/Android
Cross-platform experience and performance tuning
QA & Test Automation in Egypt
Selenium, Cypress, Postman
Strong manual and automated coverage
Bonus: can help you clean up that mess your last QA hire ghosted on
DevOps & Cloud Infrastructure in Egypt
AWS, Azure, GCP
Docker, Kubernetes, Terraform, CI/CD pipelines
Security-conscious and uptime-obsessed
Product & Design in Egypt (available, but more niche)
Product designers with Figma and UX research experience
Project managers and Scrum masters who’ve run hybrid remote teams
English is not a barrier. It’s a strength.
Egyptian engineers typically start learning English early and continue using it in university, in codebases, in documentation, and on global teams.
That means:
You don’t need to slow down your standups
They can join customer-facing demos if needed
Docs, tickets, and Git commits are clear from day one
And yes, they’ll actually read the brief before asking five questions about it.
Time zone: full-day overlap with Europe. Half-day with the U.S.
Egypt operates on UTC+2, giving you:
100% overlap with Europe, UK, MENA
4–6 hours with U.S. East Coast
This isn’t 4 AM check-ins or midnight Slack pings.
This is normal hours, normal rhythm, and normal collaboration across continents.
What does remote hiring in Egypt cost in 2025
Let’s not dance around it: hiring is expensive.
What’s worse? Overpaying for underperformance.
Cutting costs is one but not only reason for hiring in Egypt. You actually get value:
Senior-level contributors, full compliance, and stable retention without throwing your budget off a cliff.
Here’s the complete financial breakdown of what remote hiring in Egypt really costs, how it compares globally, and where most companies mess it up.
What are you actually paying for?
If you’ve hired locally before, you already know: salary is just the start.
What matters is the total cost of employment, and that includes:
Gross monthly salary
Social security and tax obligations
Benefits (mandatory and expected)
Payroll admin, compliance, and legal overhead
Equipment or remote workspace setup
HR support, contracts, and onboarding
When you hire through Team Up, all of that is handled and consolidated into one monthly invoice. No extra teams, no new software, no foreign tax filings.
Real monthly salary ranges in Egypt (2025 benchmarks)
Here’s what you can expect to pay for remote employees in Egypt based on actual hiring data from international companies working with us:
Role | Mid-Level (3–5 yrs) | Senior (6–10 yrs) |
Frontend Developer | $1,200 – $1,800 | $2,000 – $2,800 |
Backend Engineer | $1,300 – $2,000 | $2,200 – $3,000 |
Full-Stack Developer | $1,500 – $2,200 | $2,500 – $3,500 |
Mobile Developer | $1,400 – $2,100 | $2,300 – $3,300 |
QA / Test Automation | $1,000 – $1,600 | $1,800 – $2,500 |
DevOps / Cloud | $1,700 – $2,400 | $2,800 – $3,800 |
These aren’t interns. These are developers with real-world product experience already working in remote teams across Europe, North America, and MENA.
Total cost to a company with no hidden margins
Here’s what’s included when you hire through Team Up:
Base salary
Employer-paid social insurance (~18.75%)
Income tax deductions
State pension contributions
Paid time off (minimum 24 days/year)
Sick leave and maternity leave (by law)
Optional private health coverage (often expected by senior hires)
Coworking or home-office stipends
Equipment procurement and delivery
IP and confidentiality protection, per the Egyptian civil code
Full payroll processing, benefits, and compliance filings
Contracts in English and Arabic, legally enforceable in Egypt
We don’t charge “platform fees” or “service tiers.”
You pay one transparent, fixed monthly cost, and your team gets paid properly, in local currency.
Cost comparison: Egypt vs the Usual Suspects
Let’s get specific. Here’s how Egypt stacks up against top hiring markets:
Role | U.S. | UK | Egypt (via Team Up) |
Senior Backend Dev | $10,000+ | $6,500+ | $2,800 |
Mid QA Engineer | $5,500 | $4,200 | $1,400 |
Full-Stack Dev | $9,000 | $6,800 | $2,500 |
You’re not just paying less, you’re gaining access to underrated, underutilized talent that hasn’t been overhired, overpromised, or burned out by four back-to-back startups.
Why “contractor” models backfire financially and legally
Hiring someone in Egypt as a “contractor” to save a few hundred bucks?
Let me walk you through what that looks like:
No IP transfer
No enforceable employment agreement
No local tax compliance
No ability to enforce confidentiality or termination terms
And if they get audited? Your company name will come up
If the person is:
Working full-time hours
Reporting directly to your team
Following your internal systems and processes
...then under Egyptian labor law, they are legally an employee.
Treating them otherwise exposes you to back taxes, fines, and possibly invalid ownership of the work they’re building.
Hiring through Team Up fixes this.
We are the legal employer in Egypt. We hold the liability. You keep control.
Not just cheaper, smarter
Yes, hiring in Egypt saves money. But that’s not the real win.
What you’re getting is:
Strong talent with product experience
Full legal employment
Fast onboarding
Predictable costs
Zero compliance overhead
And no pressure to inflate the comp just to stay competitive
It’s not “cheap labor.” It’s the talent-to-cost ratio your CFO dreams about.
Legal, payroll & compliance: What you need to know
Hiring abroad can be a legal minefield if you guess your way through it.
Egypt is one of the easier markets to navigate if you structure things correctly.
But here’s the truth most blogs won’t tell you:
There’s no such thing as “just hiring a contractor” in Egypt without legal exposure.
If you want long-term talent, IP protection, and payroll off your risk sheet. You need to do this by the book.
This section shows you exactly how.
What type of worker are you hiring? The legal line is clear.
Egyptian labor law doesn’t mess around.
If your developer:
Works full-time hours
Follows your internal processes
Use your tools
Reports to your managers
Works with no real autonomy
Then, under Egyptian law, they’re not a contractor, they’re an employee.
And if you misclassify that relationship?
In simple terms:
The worker can file for reclassification
You can be liable for back taxes, unpaid benefits, and severance
Your IP rights may not be enforceable
And yes, labor court rulings in Egypt carry weight, even for foreign employers
Why the Employer of Record (EOR) model works
This is where Team Up comes in, as your Employer of Record (EOR) in Egypt.
We are the legal employer.
You are the operational manager.
That means:
The employment contract is written in Arabic and English
It’s legally enforceable in Egyptian labor courts
It includes IP transfer clauses, NDAs, and confidentiality
All tax, pension, and social security obligations are met
We assume all employer liability; you carry zero local legal risk
You manage the work.
We manage the legal structure.
What’s required by Egyptian labor law?
Here’s what every employer in Egypt must provide and what we include by default:
Written employment contract (Arabic required for legal standing)
Registration with the Social Insurance Authority
Employer contribution to social insurance (~18.75%)
Minimum paid time off: 21 working days/year (increases with tenure)
Sick leave and maternity leave
Notice period: 30–60 days, depending on contract and seniority
Final payment compliance upon termination
Severance (if applicable, based on termination conditions)
Health insurance: not mandatory by law, but expected for senior roles
And no, “they signed a freelancer agreement in Google Docs” won’t hold up in court.
Payroll compliance: it’s not just about sending money
Payroll in Egypt isn’t just about paying a salary.
It involves:
Currency compliance: salaries must be paid in Egyptian pounds (EGP)
Tax withholding: Income tax is progressive, maxing out at 25%
Reporting: monthly filings with the Tax Authority and Social Insurance
Payslips: required and delivered in Arabic
Exchange rate protection: if you’re paying in USD/EUR, we shield you from volatility
Final settlements: end-of-service payments, unused leave payouts, etc.
You don’t want to deal with this.
That’s our job. We run compliant payroll, issue payslips, file returns, and make sure every line is audit-ready.
IP, data protection & contract jurisdiction
Intellectual property laws in Egypt are enforceable if you structure contracts properly.
Every employment agreement we issue includes:
Full IP transfer to your company
Non-disclosure clauses
Optional non-competes and conflict of interest language
GDPR-adjacent data handling rules, for companies operating in Europe
Clear jurisdiction clauses that make sure you're protected
You own what they build. No question.
Offboarding, termination & legal safety nets
What happens if it doesn’t work out?
Here’s what’s required in Egypt:
Legal notice period (usually 30 days minimum)
Final payroll processing, tax withholding, and benefit clearance
Optional severance pay (depends on reason for termination)
Revocation of access, return of equipment, and data protection enforcement
Exit documentation in both languages is stored for legal compliance
We handle the offboarding process. You get a clean break.
No legal noise. No loose ends.
Do it right, or don’t do it at all
Egypt is a remote hiring win if you hire legally.
Otherwise, you’re just hoping no one notices… until someone does.
With Team Up, you get:
A fully legal employer on the ground
Bulletproof contracts
Payroll and taxes handled
Employee protection is baked in
Your risk, reduced to zero
Egypt vs local hiring vs relocation: what’s the smarter move?
Let’s not pretend you have infinite time, infinite money, or infinite patience.
You’re here because you need to hire fast, right, and without turning your HR team into a full-time international legal department.
So here’s the breakdown you actually need:
Remote hiring in Egypt vs. hiring locally in your HQ vs. relocating talent to Egypt.
We’re not here to waffle. We’re here to help you make the smart call.
Option 1: Remote Hiring in Egypt
This is what Team Up offers, and it’s what fast-scaling companies are choosing when they want real engineers, real retention, and no legal migraines.
What it looks like:
Full-time, remote employees
Employed legally through Team Up’s local entity
You manage day-to-day work
We handle payroll, contracts, taxes, and compliance
What you get:
Mid to senior-level engineers at 40–60% of the Western market cost
No need for a local legal entity
No immigration paperwork
Zero risk of misclassification
One monthly invoice. Everything handled.
Works best for:
Startups and scaleups are moving quickly
Remote-first product teams
Hiring managers who value execution over office chairs
Option 2: Local hiring in your HQ (U.S., UK, EU)
Sure, it’s familiar. But it’s also the most expensive, slowest, and most saturated option, and for global companies, it’s rarely the most scalable.
What it looks like:
Full employment under your local legal entity
Full control, but full cost and full admin, too
What you get:
A team that’s closer physically
But:
Salaries 2–3x higher
Long hiring cycles
Intense competition
Short retention windows
Compliance risk still sits on your plate
Works best for:
Companies are committed to an in-office culture
Or those with legal restrictions around remote hiring (e.g., gov, defense, fintech)
Option 3: Relocating talent to Egypt
Yes, Egypt is growing as a regional tech hub, especially in Cairo, and a few global companies are building local offices here. But for most teams, relocation is expensive, slow, and overkill.
What it looks like:
You sponsor a foreign hire to move to Egypt
You set up an office or lease a local coworking space
You manage housing, legal permits, and onboarding from scratch
What you get:
In-person team presence (if that’s a priority)
But also:
1–2 month timelines
Visa admin and legal fees
Housing costs
Long-term commitments with little flexibility
Works best for:
Large enterprises building dev hubs in MENA
Government-funded or expansion-stage firms investing in Egypt directly
Companies with existing legal presence in the country
So… What’s the Smarter Move?
Here’s a side-by-side:
Criteria | Remote Hiring in Egypt | Local Hiring (HQ) | Relocation to Egypt |
Cost | Low | High | Medium–High |
Time to Hire | 7–14 days | 30–60+ days | 45–90 days |
Legal Setup | None (via EOR) | Fully on you | Requires local entity or partner |
IP & Compliance | Fully covered | On you | Mixed – depends on structure |
Talent Quality | High | High | High |
Retention Risk | Low | Medium–High | Medium |
Admin Load | Minimal | High | Very high |
Flexibility | High | Medium | Low |
If you’re scaling fast, don’t want legal drama, and care about burn rate.
Remote hiring in Egypt wins. Every time.
Day-one setup: workspace, tools, and onboarding in Egypt
You’ve signed the contract. Your new engineer in Egypt is ready to go.
The last thing you want is a messy, unstructured first week that wastes everyone’s time.
Let’s fix that.
Here’s how we set up every hire in Egypt for productivity before their first commit hits GitHub.
Where do remote employees in Egypt work?
Short answer: at home. And they’re set up for it.
Most Egyptian engineers work remotely by default.
They’ve built reliable home office setups with:
Fiber-optic internet (yes, it’s standard in urban areas like Cairo and Alexandria)
Backup power solutions in case of outages (rare, but they happen)
Proper desks, monitors, and dedicated workspaces
Experience working with international teams across Slack, Zoom, Notion, GitHub
This isn’t new to them, many have been doing this for years.
That said, if you want them in a coworking space, we’ll arrange it.
Cairo and Alexandria have solid remote-friendly hubs with:
Fast, stable internet
Quiet focus zones
On-demand meeting rooms
Communities of other devs and remote professionals
We offer workspace stipends or direct memberships based on your team’s preferences.
Who provides equipment for remote employees in Egypt
You do, and you should.
Sending proper equipment isn’t just about performance. It sends a message:
"This is a real job. You’re a real part of this team."
Here’s what most of our clients provide:
Laptop (Mac or Windows — your call, based on stack)
External monitor, keyboard, mouse
Headset or mic for calls
Optional extras: webcam, office chair, backup power strip
If you don’t want to manage the logistics, we’ll handle everything locally:
Procurement
Delivery
Local support
Replacement if something breaks mid-project
No delays. No customs issues. Just the right tools in the right hands.
What about IT, security, and access?
Your stack, your rules. We’ll make sure your new hire follows them fully.
If you require:
VPN access
Password managers
SSO configuration
Two-factor authentication
Pre-installed dev environments
Access control on internal tools
We help you set that up during onboarding. Our team ensures:
Devices arrive clean and pre-configured (if needed)
Your security protocols are followed to the letter
Tools and credentials are delivered securely
Access is tracked from day one
No one’s asking “Where’s my Slack invite?” five hours into their first shift.
What onboarding support do you actually get?
We’ve built this to remove all friction.
Here’s what we handle in week one:
Employee registration with social insurance and tax authorities
Payroll system setup
Benefits activation
Contract delivery and digital signatures
Workspace or equipment logistics
Local HR support for any questions or issues
You handle:
Internal team onboarding
Codebase walkthroughs
Communication expectations
Assigning work
We keep the boring stuff away from your engineering leads.
You get a developer who’s set up, not stuck.
What it feels like for your new hire
From their side? It feels like a real job. Not a freelance scramble.
They receive:
A formal offer letter
An employment contract in Arabic and English
Payroll info and benefits details
A clear point of contact for HR
Their first paycheck was on time, in full, and in local currency
This creates confidence. And confident developers do better work.
Day one can be day one, not week three
The fastest way to lose momentum with a new hire is to leave them waiting.
For equipment. For credentials. For structure.
That doesn’t happen here.
We’ve done this dozens of times, and the setup works every time.
What risks to watch and how to avoid them in Egypt
Let’s be honest: remote hiring isn’t risk-free.
But most of the risk isn’t about Egypt, it’s about how you hire.
The fastest way to create a legal mess, lose control of your product IP, or burn through three devs in six months?
Skip structure. Wing it. Hope for the best.
Here’s what can go wrong, and exactly how to avoid it.
Risk #1: Misclassifying contractors
This one’s a time bomb.
If you’re hiring full-time contributors in Egypt and calling them “contractors” just to skip employment formalities, you’re asking for legal trouble.
Why it’s a problem: Under Egyptian labor law, if someone:
Works full-time
Follow your team’s schedule
Reports to your managers
Uses your tools and systems
...they are an employee — legally, whether you call them that or not.
The fallout:
Retroactive taxes and penalties
Legal liability in the Egyptian labor court
IP transfer disputes
Claims for unpaid benefits, sick leave, or severance
How to avoid it:
Hire through a local legal employer (like Team Up) that ensures every hire is properly classified, protected, and fully compliant.
Risk #2: Unprotected intellectual property
You’re paying someone to build your product.
So it should go without saying: you should own what they build.
But if you're hiring via vague freelancer agreements or template contracts from the internet?
You could end up with:
No enforceable IP transfer
No confidentiality clause
No way to recover assets if the relationship goes sideways
How to avoid it:
Team Up issues dual-language, Egyptian-labor-compliant contracts with clear:
IP transfer clauses
Non-disclosure agreements
Optional non-competes (if needed)
Employer jurisdiction in writing
You own what they ship. End of story.
Risk #3: Payroll and tax exposure
It’s not just about paying people.
It’s about paying them correctly and making sure taxes and benefits are properly handled.
If you don’t:
Employees get underpaid
You violate local labor law
You face unexpected liabilities if audited
How to avoid it:
We run a fully compliant local payroll. That means:
Salaries are paid in EGP (per law)
Taxes and social contributions are calculated and filed correctly
Payslips are issued and documented
Final payouts and exit clearances are handled cleanly
You get one monthly invoice. We handle everything under the hood.
Risk #4: Onboarding chaos = immediate churn
It’s not just legal risk.
Sloppy onboarding sends a loud signal: “We didn’t think this through.”
That’s how you lose good talent before they’ve even contributed.
The red flags:
Late laptops
No credentials
No point of contact
Missed first paycheck
No clarity on who they report to or what success looks like
How to avoid it:
We set everything up before day one.
From workspace to HR to payroll and we help you handle the internal handoff to your team, too.
Your new hire shows up ready and stays that way.
Risk #5: Hiring too fast without structure
Yes, Egypt lets you move fast. But fast doesn’t mean reckless.
Skipping role scoping, skipping culture fit checks, or trying to hire five people before your team’s ready to onboard one? That’s how you build friction and turnover.
How to avoid it:
Let us help you slow down where it matters and speed up where it counts.
We’ll pressure-test your job specs.
We’ll filter out poor fits.
We’ll set your new hire up for success, not stress.
How to get started hiring without a legal entity in Egypt
You don’t need a local office.
You don’t need to open a branch.
You don’t need a payroll department fluent in Arabic tax law.
You just need to make one decision: “We’re ready to hire in Egypt.”
Team Up handles the rest.
Here’s what getting started actually looks like:
Step 1: Tell us what you need
This isn’t a form that vanishes into a black hole.
This is a real conversation with our hiring experts.
We’ll ask:
What role are you hiring for?
What kind of experience matters?
What’s your budget range?
What time zone overlap do you need?
What kind of team are they joining?
We’ll use this to build a hiring scope that filters out poor fits and surfaces the right candidates fast.
Step 2: We send you pre-vetted candidates
We tap our direct network of Egypt-based talent, no job boards, no recruiter spam.
You’ll receive a curated shortlist of 2–4 top candidates, each already vetted for:
Technical skills (based on your stack)
Communication (English fluency and async collaboration)
Cultural fit (startup-ready, remote-fluent, product-oriented)
No filler resumes. No junior devs pretending to be senior. Just people who can do the job now.
Step 3: You interview and choose
Use your normal hiring process or let us streamline it.
Most of our clients do one or two rounds, a short technical assessment, and a team fit call.
When you say yes, we move instantly.
Step 4: We handle employment, contracts, and compliance
Your new team member is employed legally through Team Up, not as a freelancer, not as a contractor, but as a full-time employee.
We manage:
Bilingual employment contract (Egyptian law compliant)
Tax registration and payroll setup
Social insurance and benefits
IP, NDA, and confidentiality protection
Workspace, equipment, or coworking logistics (if needed)
You manage the work.
We handle the rest down to the last signature and payslip.
Step 5: You get one clean invoice
No exchange rate guesswork. No back-office overload.
Every month, we send:
One all-inclusive invoice
In USD or EUR
Covering salary, taxes, benefits, equipment, and admin
Fully documented, clean for your finance team
Your developer gets paid in EGP. On time, in full, with local compliance baked in.
Step 6: You build. We keep it running.
Payroll? Covered.
Legal compliance? Covered.
Onboarding, benefits, and HR support? Covered.
Need to add another developer in 60 days? Done.
Team Up is built to scale with you without requiring you to build infrastructure you don’t need.
Bottom line
Is Egypt really the right move?
Here’s the answer:
If you want senior talent without inflated price tags…
If you want full legal compliance without a local entity…
If you want your next hire up and running in two weeks, not two quarters…
Then yes, Egypt works.
And it works now.
What You Actually Get When You Hire in Egypt
Product-minded engineers fluent in remote work
Cost savings that don’t compromise on quality
Employment contracts that hold up in court
Payroll, taxes, and benefits are handled for you
Zero local setup, zero HR overhead, zero legal noise
You manage the work. Team Up handles the rest.
This isn’t outsourcing. This is real remote hiring, done right with structure, speed, and protection.
Frequently asked questions (FAQs)
What is remote hiring in Egypt?
Remote hiring in Egypt refers to employing full-time professionals, like developers, QA engineers, and designers, who work remotely for your company, but are legally employed through a local entity.
This ensures full compliance with Egyptian labor law, payroll tax regulations, and IP protections, without requiring you to open a branch office in the country.