Remote hiring in Georgia 2025: The complete guide for global employers
- Gegidze • გეგიძე | Marketing
- May 28
- 22 min read
Table of Contents
Intro
You’re not just burned out on hiring.
You’re burned out on being burned out on hiring.
You’ve done the whole thing:
Posted on every job board known to man;
Sat through interviews with devs who “learn best on the job”;
Lost good candidates to offers with gym stipends, equity, and emotional support Slack channels;
And still, your roadmap’s on hold because your backend engineer just rage-quit over Jira notifications.
Meanwhile, Georgia is right there. Quiet. Stable. Criminally underrated, like the dev version of that one guy in your group project who just... gets it done.
Let’s be clear:
We’re talking about Georgia, the country, not the state.
No offense to Atlanta, but this Georgia comes with fewer payroll headaches and more full-stack engineers.
Because here’s what Georgia gets you in 2025:
Remote-ready devs who know how to async like adults
Full-day timezone overlap (without 6 AM standups or midnight demos)
Real compliance. No gray areas. No sketchy workarounds
And one clean monthly invoice, instead of a 19-tab spreadsheet of HR guesswork
Let’s break down what remote hiring in Georgia actually looks like, who’s hiring here, what the talent really brings, what it costs, and how to do it without waking up to a tax audit in a language you don’t speak.
What is remote Hiring in Georgia (and what it’s not)
Let’s clear this up before we go any further:
Remote hiring ≠ outsourcing.
Remote hiring ≠ hiring freelancers off Telegram.
Remote hiring ≠ “We’ll figure it out later.”
Remote hiring in Georgia means bringing full-time engineers into your team legally employed, fully integrated, and ready to ship code like they’ve been on your Slack since Q2.
You manage the work.
We handle the paperwork.
Everyone stays productive. And legal.
You’re building a team, not outsourcing tickets
Here’s how it works:
You define the role. Stack, timezone, English level, experience, you own the specs.
We source and vet. 2–3 legit candidates, not a spreadsheet dump.
You interview and select. We don’t gatekeep. You pick who fits your team.
We hire them locally. Through our Georgian entity, with contracts, payroll, taxes, and benefits sorted.
You get one monthly invoice. No surprise fees. No juggling tax forms in Cyrillic.
You keep the roadmap.
We keep the admin.
What this model gives you
Legally employed developers who report to your team and follow your sprint cycles.
Remote infrastructure, you don’t have to build or manage.
Ironclad IP protection.
No need to set up a Georgian entity, register for tax, or learn the labor code.
What it doesn’t give you
No shady contractor setups.
No misclassification risk.
No ghosting mid-sprint.
No “wait, who actually owns this code?” legal gray zones.
This isn’t outsourcing. And it’s definitely not freelancing in disguise.
This is remote hiring done right, backed by real employment law, real accountability, and real integration into your team.
Hiring Model | Who manages the work | Legal employer | IP protection | Risk level |
Remote Hiring (Team Up) | You | Team Up | Yes | Low |
Outsourcing Vendor | Vendor | Vendor | Sometimes | Medium |
Freelance/Contract Hire | You | You (unofficially) | Often missing | High |
Remote hiring in Georgia means:
Full-time developers who deliver
Fully integrated into your team
Legally employed, locally compliant
No entities, no legal mess, no guesswork
You build. We make it solid.
How remote recruitment works in Georgia (step-by-step)
Let’s be honest: most “how it works” guides are either copy-pasted from someone’s onboarding playbook or written by people who’ve never actually hired a developer.
This isn’t that.
This is how remote hiring in Georgia works when you need people in your team fast, legally employed, fully embedded, and productive inside two weeks.
Step 1: You tell us who you really need
Forget the job description fluff.
We want to know:
What tech stack do they touch on day one?
How senior do they need to be (and where do you flex)?
What hours do they need to be awake in Georgia runs UTC+4?
Whether you want a solo contributor, a pod, or someone who can lead a squad
How does your team communicate async? Standups? Slack-only?
This is the step where “we need a React dev” turns into “we actually need someone who’s built production apps, not just cloned them.”
Step 2: We find talent you won’t need to babysit
We don’t post your role. We don’t mass email. We go directly to the network.
Georgia’s not saturated yet, and that’s the point. We’ve got eyes on developers who:
Already work remotely across EU/US teams
Know how to manage their own time
Can explain their decisions in English, not just code
Understand shipping isn’t just about writing functions, it’s about momentum
You don’t get 10 maybes. You get 2–3 worth hiring.
Step 3: You interview. We don’t slow you down.
This isn’t a managed service. It’s your team.
You can run your usual interview loop. Most teams stick to:
One technical round
One culture/team fit session
Optional async task if it’s short and actually useful
If someone doesn’t make the cut, we don’t push them. We keep sourcing.
No filler. No forcing it.
Step 4: We hire them legally, through our Georgian entity
This is where most “just hire a contractor” plans fall apart.
We handle:
Employment contracts (bilingual, enforceable, IP-safe)
Tax registrations and payroll setup
Statutory benefits and social contributions
All the paperwork your CFO never wants to see
You get:
One monthly invoice
No employment liability
No local admin
No legal gray area when someone asks, “Who owns the code?”
Step 5: You onboard them like your own, because they are
They’re in your Slack. Your standups. Your repo.
You manage them like any full-time team member. We stay invisible unless something breaks and even then, we’re the ones fixing it.
We also handle:
Payslips
Tax filings
Local HR support
Offboarding, if needed (cleanly, compliantly, no mess)
You scale the team. We carry the weight behind the scenes.
What’s the talent pool like in Georgia?
Serious question:
If you could hire a senior engineer for 40–60% less than your local rate, someone who’s already worked in a remote-first product team, why wouldn’t you?
That’s the offer on the table in Georgia.
It’s not a gamble
It’s not “emerging.”
It’s a fully functional, remote-ready hiring market that most of your competitors haven’t figured out yet.
Let’s get specific.
You’re not hiring potential. You’re hiring production.
Georgia’s engineering talent isn’t “on the rise.”
It’s already building for European fintechs, U.S. SaaS teams, and global product orgs.
What you’re getting:
Engineers trained in strong CS programs at Free University, GTU, Ilia State
Devs who’ve already shipped inside international sprint cycles
Experience with real-world stacks: React, Node.js, Python, .NET, AWS
Familiarity with agile tools and workflows: Jira, Git, Slack, Notion, CI/CD
We’re not handing you bootcamp grads who need six weeks of handholding.
We’re handing you people who ship on day one.
English isn’t a blocker. Neither is timezone.
Georgia runs on UTC+4, which means:
Full workday overlap with Europe
Morning-to-early-afternoon sync with the U.S. East Coast
And when it comes to communication? Most senior candidates have been working in English-speaking teams for years. Code reviews, sprint demos, async docs, no problem.
You get capability and commitment
You don’t just need talent. You need people who stick.
In overheated markets, retention is a joke. Mid-level devs field 5+ offers a week. Loyalty lasts until the next recruiter DM.
In Georgia, the market is quieter, and that’s a good thing.
Less recruiter churn
Stronger buy-in
More opportunity to build actual continuity
That means faster onboarding, lower turnover, and teams that don’t feel like a revolving door.
Roles that are ready now
These are the profiles we consistently source, fast:
Frontend – React, Vue.js
Backend – Node.js, .NET, Java
Full-stack – Often React + Node or Python
DevOps / Cloud – AWS, Docker, Terraform
QA Automation – Cypress, Selenium
Mobile – React Native, Flutter
Data Engineering – Python, SQL, ETL pipelines
Need a designer, product manager, or support role? Possible, but dev roles dominate the pipeline.
So, can you build a real team here?
Yes. And companies already are.
Product-led startups are spinning up pods in Georgia
EU-based teams are scaling delivery without blowing out burn
U.S. companies are getting timezone overlap and reduced payroll in the same move
These aren’t test hires. They’re long-term contributors with clear ownership, real accountability, and zero compliance headaches.
How much does remote hiring in Georgia cost?
Let me guess.
You’ve already been pitched “cost-effective developers” from about six different countries this week.
All of them “highly skilled,” “fluent in English,” and “ready to start immediately.”
Cool story.
But let me give you something real. Georgia isn’t just cheaper — it’s cleaner, leaner, and built for remote hiring that doesn’t come back to bite you during tax season.
I’ve spent the last decade helping global companies set up operations here. I’ve seen what works, what flops, and what surprises even seasoned COOs.
So let’s talk numbers. Real ones. With context. And no sales fog.
The quick version: What’s the monthly cost of a remote hire in Georgia?
Role | Mid-Level (USD/month) | Senior (USD/month) |
Frontend Developer | $1,800 – $2,400 | $2,800 – $3,800 |
Backend Developer | $2,000 – $2,600 | $3,000 – $4,200 |
Full-Stack Engineer | $2,200 – $2,800 | $3,500 – $4,500 |
DevOps / SRE | $2,500 – $3,200 | $3,800 – $5,000 |
QA / Test Automation | $1,700 – $2,200 | $2,800 – $3,500 |
Mobile Developer | $2,000 – $2,600 | $3,000 – $4,000 |
What’s actually included in that number?
That’s not just salary. That’s everything you need to sleep at night:
Gross monthly salary paid in GEL
Employer taxes (yes, we actually pay those here)
Mandatory contributions to Georgia’s pension and social funds
Health coverage, as required
Paid time off, national holidays, sick leave
Payroll setup, tax filings, compliance docs — all handled
One monthly invoice in EUR or USD — you don’t touch local tax forms
If your current hiring setup involves spreadsheets, four vendors, and “hoping no one asks about IP rights,” this is the upgrade.
So… why is it this affordable?
Georgia runs lean.
Employer tax rates are lower than most EU countries (roughly 20% vs 35–45%)
Salaries are still locally competitive but significantly below Western Europe or the U.S.
The cost of living in Tbilisi is about 55–65% lower than in Berlin or Amsterdam
Currency (GEL) stays stable, and we index salaries in USD or EUR for predictability
You're not underpaying. You're paying fairly, just in a market that hasn’t been nuked by VC-backed salary inflation yet.
Wait… is this sustainable?
Short answer: yes.
Long answer: We’ve been running remote employment models here for 7+ years, long before “async culture” trended on LinkedIn.
The local tech market is growing, but not overhyped
Most developers here want long-term roles, not gig work
Legal frameworks for EOR-style employment are solid, tested, and compliant
You don’t need to set up a Georgian entity or understand our labor code; we’ve done it for you
This isn’t a loophole. It’s a structured system that works.
Region | Avg.. Mid-Level Dev Cost | Avg.. Senior Dev Cost |
U.S. (Remote) | $8,000 – $11,000 | $12,000 – $15,000 |
UK (London) | $6,500 – $8,000 | $9,000 – $11,000 |
Germany | $5,500 – $7,000 | $8,000 – $10,000 |
Georgia | $2,000 – $2,800 | $3,200 – $4,500 |
Same Git commits. Same code reviews.
Way less financial heartburn.
The hidden value nobody talks about?
Predictability.
Fixed monthly costs
No surprise tax bills
No dealing with misclassified contractors
No “oh, we forgot to offer benefits” moments
Your finance team will love it. Your legal team will stop waking up at 2am.
And your product team? They’ll finally have the velocity you budgeted for.
Why hire remote employees in Georgia (pros & real gains)
Let’s be honest: remote hiring isn’t revolutionary anymore.
It’s necessary.
But where do you hire? That still makes or breaks the model.
Let’s break down why smart teams are hiring here and why it works better than most “hot” markets you've already burned through.
Full-time, fully legal, no entity required
Remote hiring in Georgia isn’t freelance guesswork.
It’s actual employment, handled by a local partner.
You get:
Legally hired developers
Compliant payroll, taxes, and benefits
One clean invoice in USD or EUR
You don’t open a Georgian entity.
You don’t file taxes here.
You don’t Google “labor law translation.”
We handle the mess. You get the team.
Talent you don’t have to train (or chase)
Georgia’s engineers know what they’re doing:
Built products for EU and U.S. startups
Work in React, Node, Python, .NET, AWS, Flutter
Used to Slack, Git, Jira, async, standups, all of it
No warm-up. No hand-holding. Just output.
And unlike Berlin or London, they’re not getting recruiter spam every 20 minutes.
That means they stick.
Your time zones finally make sense
Georgia = UTC+4
Full-day overlap with Europe
4–6 hours with East Coast U.S.
No late-night standups. No morning ghost towns.
Just normal working hours for both sides of the ocean.
Real English, real communication
Forget language gaps.
Most developers in Georgia:
Work in English daily
Join sprint demos
Write docs, not just code
Actually understand the product, and ask smart questions
This isn’t “reads Stack Overflow” English.
It’s “leads a product meeting” in English.
Built for remote
Georgia doesn’t need to catch up.
Fast internet (seriously)
Coworking hubs in major cities
Solid remote work culture
No drama, no excuses
Your dev starts. They’re ready.
Lower cost. Higher value.
You’re not hiring cheap.
You’re hiring correctly in a stable market where €3,500/month gets you a senior engineer who stays.
No inflated salaries.
No overhyped markets.
No “mid-level” devs asking for $12k.
No cultural lag
Georgian devs are:
Proactive
Direct
Product-minded
Used to fast-moving teams
They integrate, they contribute, they take ownership.
You won’t be explaining what “MVP” means.
Risks, red flags, and how to avoid them
Let’s cut the sugarcoating.
Remote hiring in Georgia can give you an edge or hand you a compliance disaster.
It depends entirely on how you do it.
I’ve seen companies save millions by building clean, remote teams here.
I’ve also seen others:
Lose ownership of their codebase
Get hit with retroactive tax demands
Watch “contractors” disappear mid-sprint
Spend six figures cleaning up a mess they created trying to save five
If you’re serious about hiring in Georgia, get serious about doing it right.
Misclassification: Your cheapest mistake becomes the most expensive
The number one red flag?
Hiring a full-time contributor as a contractor.
You think you’re being scrappy. You’re actually breaking the law.
Let’s be clear:
If your Georgian dev…
Works full-time
Follows your roadmap
Uses your tools
Reports to your team
…then under Georgian labor law, that’s an employee. Period.
No local contract? No benefits? No tax registration?
That’s a liability, and the Georgian Revenue Service doesn’t care if “your lawyer said it was fine.”
Consequences:
Fines for misclassification
Backdated social contributions and taxes
Legal exposure if the worker sues or gets audited
IP transfer voided (yes, really — you may not legally own the code)
How to avoid it:
Hire through a local Employer of Record (like Team Up). The developer is legally employed in Georgia with contracts, payroll, and tax handled properly. You manage delivery. We carry the compliance.
Weak contracts = weak IP ownership
Think that PDF template you downloaded covers you? Think again.
Georgia has its own employment and intellectual property laws. If your contract doesn’t comply locally, you don’t own what’s built no matter what you think it says.
What goes wrong:
No enforceable IP assignment
NDAs that don’t hold up under Georgian law
No local jurisdiction clause — making disputes a nightmare
What that means:
If you ever sell, raise, or get audited, your investor’s lawyer will flag the risk and your valuation takes a hit.
Fix:
Use locally compliant, bilingual employment contracts that include:
Explicit IP transfer clauses (under the Georgian civil code)
Local jurisdiction
NDA and non-compete (if needed)
Legal signatures with enforceable standing
You protect your product in writing, in-country, in law.
Payroll and taxes: Invisible until they’re not
You can’t just wire money to a Georgian bank account and call it payroll.
Here’s what payroll really includes:
Employer | Employee | Other |
15% Corporate tax rate | 20% Income tax rate | 18% VAT |
2% Pension contribution | 2% Pension contribution | 5% Dividends, Royalties |
Mess this up and here’s what happens:
Audits and fines
Delays in salary payments
Employee turnover
Damage to your reputation in the local market
Solution:
Let us handle local payroll correctly, fully, every month.
You get one invoice. The developer gets paid legally.
No gaps. No liabilities. No nonsense.
Going too cheap and paying for it in delivery
Georgia is cost-efficient. That’s not the same as “cheap.”
The second you start lowballing candidates, you stop hiring contributors and start hiring:
Unvetted juniors faking experience
Part-time freelancers with three clients
People who say yes but deliver slowly, poorly, or not at all
What does that cost you?
Sprints that stall
Features that break
Rehiring cycles that waste 2–3 months
Fix:
Pay market-aligned rates. (Yes, we know them.)
Hire candidates who’ve worked in product environments.
And prioritize reliability over “look how little we’re spending.”
This market isn’t inflated, it’s just fair. Respect it, and it’ll work for you.
Overengineering with a local entity
You want two developers in Tbilisi. You don’t need to open a Georgian company.
Creating a local entity means:
Legal incorporation
Accounting
HR
Local directors
Monthly filings
Year-end audits
A whole stack of admin you don’t want
And here’s the kicker:
If you ever want to close it? That’s another 6–12 months of paperwork.
What to do instead:
Use Team Up’s local structure. We employ your team legally. You get the outcome without building an HR department in another country.
How legal employment and payroll work (the clean version)
Hiring in Georgia isn’t risky.
But guessing your way through it is.
So here’s the real breakdown, not the marketing spin, not the contractor workaround — the actual legal and payroll structure that makes remote hiring in Georgia work.
This is how we keep your business protected, your devs happy, and your compliance team from sending you “we need to talk” emails.
Step 1: Employment is local, legal, and binding through our entity
Your remote hire isn’t a freelancer. They’re a legally employed staff member under Georgian labor law.
We hire them through our Georgian legal entity, which means:
We are the legal employer of record provider in Georgia
You are the de facto manager of day-to-day work
Employment is 100% compliant with local law, no gray zones, no misclassification risk
Each employment contract includes:
Bilingual format (Georgian + English)
Full-time employment status
IP transfer clauses that hold under Georgian civil code
NDAs and confidentiality
GDPR-aligned data handling provisions (if you're in the EU)
Clear terms on compensation, benefits, notice, and termination
What this does: It protects your company, your product, and your investment. It gives your developer full legal rights and gives you full legal clarity.
Step 2: Payroll = fully managed, tax-compliant, and transparent
Payroll in Georgia involves more than sending a bank transfer.
We handle all components of local payroll processing:
Every month, we manage:
Gross salary calculation in local currency (GEL)
Income tax withholding (20%)
Pension fund contributions: 2% from ethe mployer, 2% from the employee, 2% from the state
Reporting to the Revenue Service of Georgia
Payslips are generated and delivered in the local language
Currency stability — invoiced to you in EUR or USD, no FX stress
We also account for:
Paid vacation (minimum 24 calendar days/year)
Sick leave (paid via the Social Security Fund)
Public holidays (15+ annually)
Parental leave (up to 183 calendar days)
You receive:
One monthly invoice
Clear breakdown of base salary, taxes, contributions, and admin
No surprises. No gaps. Fully auditable.
Step 3: Benefits structured to retain talent, aligned with the market
Legally required:
Paid time off
Pension participation
State healthcare access
Recommended additional benefits (which we offer on your behalf):
Private health insurance — most professionals expect this
Work-from-home equipment stipend — monitors, chairs, keyboards
Coworking space membership (if requested)
Professional development allowance — courses, certifications
13th salary or annual bonus — not mandatory, but common among top employers
Why this matters:
It signals legitimacy. It boosts retention. And it aligns with the expectations of high-performing Georgian talent, many of whom already work with EU/US companies.
Step 4: Termination is structured not awkward, not risky
You can’t ghost a dev in Georgia. Termination requires legal care.
Standard provisions include:
30-day notice period for either party (can be shortened via contract)
Severance pay in certain cases — generally one month of salary
IP access revocation — fully managed on our side
Final payout with full tax clearance
Termination letter issued under Georgian law
We guide the entire process — clean, compliant, and documented.
No lawsuits. No last-minute surprises. No damage to your reputation in-market.
Step 5: You don’t take on risk, we do
This isn’t a contractor model. This is employment-as-a-service, structured for companies that want:
Legal protection
IP security
Talent retention
Fixed monthly costs
Zero admin burden
As your EOR, we hold the employment contract, we handle the filings, and we stand as the legal entity of record in Georgia.
That means:
You’re shielded from local employer liability
You don’t need local representation
You avoid permanent establishment risk
You avoid triggering corporate tax obligations in Georgia
Your team stays focused on delivery, not HR
In Short?
You manage the work.
We manage the law.
Everyone stays protected.
Workspace, equipment, and day-one setup
Let’s be real: your remote hire is only as effective as the environment you drop them into.
You can get the legal structure right.
You can get the talent right.
But if your developer’s first day starts with a Gmail login request and a blank desktop, you’ve already lost momentum.
Here’s how workspace and equipment work in Georgia and what we do to make sure your new hire hits the ground running.
Home office culture: Georgia’s remote backbone
Most engineers in Georgia don’t need an office. They’ve built their own.
High-speed fiber internet is the norm, especially in Tbilisi and Batumi
Home office setups are solid, with multiple monitors, proper chairs, and quiet spaces
Developers are used to async tools and hybrid workflows
Power is stable, outages are rare, and remote culture isn’t new here
They’re not learning remotely. They’ve already mastered it.
But if you prefer an office feel, no problem. Georgia has a growing coworking network, and we can plug your team in.
Coworking? Optional. Available. Easy.
Some roles, or people, just work better out of a shared space.
That’s where coworking comes in.
Tbilisi and Kutaisi are full of options offering:
High-speed internet
Private rooms for calls
24/7 access
A growing, remote-friendly community
If you want your dev in a shared space, even part-time, we’ll cover it through a workspace stipend or arrange access ourselves.
Who buys the gear?
You do. And you should.
This is not a freelance gig. It’s a full-time, legally employed role, and real employers provide equipment.
That usually means:
Laptop (Mac or Windows — up to your stack)
Monitor, keyboard, mouse
Headphones with a mic
Optional extras: webcam, office chair, secondary monitor
This isn’t the flu.
We help you enforce them from day one:
VPN setup
Password managers
Device encryption
Git, Slack, Jira, Notion access
Secure handoff of credentials and onboarding docs
Remote work policies and workflows
If you’ve got internal onboarding SOPs, great. If not, we’ll help create one that works across time zones and teams.
Our onboarding promise: no chaos on day one
Your new hire shouldn’t be chasing logins or wondering who they report to.
We make onboarding smooth, fast, and repeatable.
Here’s what we cover:
Employment registration
Workspace logistics
Device delivery
Payroll and HR onboarding
Local support if anything breaks or stalls
You handle:
Internal team onboarding
Access to your stack
Assigning work and getting them into the rhythm
You’re not setting up a new hire in isolation. You’re plugging them into a workflow that’s already structured.
Remote hiring vs local hiring vs relocation: which works best
Let’s get to the point.
You’re not here for pros and cons. You’re here because:
Your hiring pipeline is dry
Your costs are bloated
And your team velocity is lagging
So the real question is: where should you hire next… and how?
We’ve run these models. We’ve seen what scales and what crashes.
This section gives you the unfiltered answer:
remote hiring in Georgia vs local hiring vs relocating talent into Georgia.
Option 1: Remote hiring in Georgia
Best for: fast-scaling product teams who need senior talent without the overhead
This is what we’ve covered throughout this guide hiring full-time, legally employed engineers in Georgia, without opening an entity or building an HR team on the ground.
What you get:
Senior talent who’ve worked in EU/US teams
Full legal employment through a local EOR
One monthly invoice (all-in: salary, taxes, benefits, compliance)
No relocation costs, no immigration headaches
Immediate timezone overlap with Europe; partial with US East
Who this works for:
Product-led startups
EU/U.S. companies building distributed teams
Teams that don’t need bums in seats, just shipping devs in Slack and Git
Why it wins:
Fastest to hire
Lowest overhead
Highest retention
Compliant, secure, and cost-controlled
What to watch:
Developers stay remote (no in-person whiteboarding unless you fly them in)
Culture still needs to be remote-first or hybrid-savvy
Option 2: Hiring locally in your HQ (outside Georgia)
Best for: companies that think visibility = productivity (and have the budget to back it up)
This means hiring engineers near your HQ, London, Berlin, Amsterdam, NYC, and paying full market rates.
What you get:
In-person collaboration (if you’re still into that)
Same-country employment law
More control, or the illusion of it
Who this works for:
Teams building in-person culture (or who haven’t figured out remote yet)
Companies with deep pockets and tight local networks
Industries where co-location still matters (rare, but hey, they exist)
Why it loses:
Burn rates go up fast, especially in major hubs
Hiring timelines stretch, and competition is brutal
Churn is higher, top engineers job-hop every 12–18 months
Legal/tax burden is still on you, and it's heavier
Bottom line:
You’re paying 2–3x more to get slower output, shorter retention, and a less flexible structure. If you're post-Series D and trying to look impressive on LinkedIn, maybe. Otherwise? Not worth it.
Option 3: Relocating talent to Georgia
Best for: companies building local offices in Georgia or hiring key leadership roles
This means finding engineers abroad and moving them into Georgia usually with visa sponsorship, housing help, and relocation support.
What you get:
Local presence (in-office or hybrid)
Potential for team-building on the ground
Access to international talent, inside Georgia
Who this works for:
Multinationals building dev hubs in Tbilisi
Georgian tech companies scaling locally
Startups relocating top hires from Armenia, Turkey, and Ukraine
What it costs:
Relocation package ($5K–15K depending on distance and level)
Work/residence permit processing (~1–2 weeks, but still admin-heavy)
Housing support (sometimes expected)
Full employer obligations still apply taxes, benefits, etc.
When it makes sense:
You’re investing long-term in Georgia
You need physical presence (e.g., for leadership, security clearance, team culture)
You want your relocated team centralized for hiring, training, or ops
Why it’s slow:
Immigration takes time
Talent wants compensation to match the friction
And you’re building structure, not velocity
So, what’s the move?
Here’s the short answer for decision-makers:
Model | Time to Hire | Cost | Legal Simplicity | Talent Access | Best For |
Remote Hiring (Georgia) | Fast | Low | ✅✅✅ | Strong | Product teams are scaling quickly |
Local Hiring (HQ) | Slow | High | ✅ | Competitive | In-office orgs with a budget |
Relocation to Georgia | Medium | Medium–High | ✅✅ | Niche | Building a dev hub or local team |
If you want to:
Cut hiring timelines
Reduce cost without compromising quality
Stay compliant
Avoid visa drama
Scale fast
Remote hiring in Georgia is your best move hands down.
You get full-time, legally employed engineers with serious experience without opening an office, relocating staff, or overextending your HR team.
How to get started with remote hiring in Georgia
You’ve made it this far, so let’s skip the pep talk.
If you’re reading this, you’re already convinced Georgia could be the smart, strategic move for your next hires.
Now comes the part most companies overcomplicate: getting started.
Spoiler: you don’t need a local entity, a legal team, or a six-month timeline.
You just need a clear path and the right partner (HI).
Here’s exactly how to launch your remote hiring in Georgia without the red tape, the guesswork, or the HR migraines.
Step 1: Define the role like you mean it
This isn’t “we need a dev.” It’s:
What stack do they need to own?
What kind of product experience matters?
What timezone overlap do you expect?
Do they need to lead, execute, or both?
What’s your team actually like to work with?
We’ll help pressure-test your job spec so you’re not wasting time screening the wrong people.
Step 2: We source and vet top-tier candidates
This is not a job board.
We tap our direct network of experienced Georgian engineers, people already working with remote-first EU and U.S. teams.
You’ll get 2–3 focused profiles. Not 20 resumes you’ll ignore.
We screen for:
Technical skills that match your stack
Remote fluency (communication, time management, accountability)
Real product experience — not just client projects
Cultural fit — can they handle how you operate?
Step 3: You interview, you decide, we don’t gatekeep
Run your normal hiring process. Want to do a test project? Cool.
Want a fast technical round and a team-fit call? Works too.
We stay out of it until you say, “Yes, we want them.”
Step 4: We hire and onboard through our local entity
Once you give the green light:
We issue a bilingual, fully compliant employment contract
Register them with the Georgian tax authorities
Set up payroll, benefits, and HR compliance
Arrange equipment, workspace (if needed), and onboarding logistics
You get:
A full-time, legally employed teammate — ready to ship code.
They get:
Stability, support, and a real job. Not another contractor hustle.
Step 5: You scale your team. We keep it running.
Every month:
We run payroll
Pay the taxes
Track time off
Answer HR questions
Manage legal compliance
And send you one clean invoice all-in
You focus on building your product.
We make sure your remote hires in Georgia stay productive, paid, and protected.
TL;DR?
No local entity required
Full compliance, no risk
Proven talent, ready now
Fast setup, real support
You manage the work — we manage the rest
Remote hiring in Georgia isn’t a gamble.
It’s a system that works when the structure’s solid and the support is real.
And that’s what Team Up delivers.
Bottom line
Hiring doesn’t need to be slow.
It doesn’t need to be expensive.
And it definitely doesn’t need to be a legal mess.
Remote hiring in Georgia works because it’s built on structure, not shortcuts.
You get:
Full-time engineers with real product experience
Legal employment without setting up a local entity
Compliant payroll, benefits, and tax handled for you
Fast onboarding, strong retention, and serious cost efficiency
A partner who’s already done this, dozens of times, cleanly
No contractors playing employee.
No vague job boards.
No fake seniority.
Just skilled talent, solid compliance, and one less thing for your ops team to worry about.
This isn’t “outsourcing lite.”
It’s remote hiring done right, and Georgia is the market most companies will wish they entered sooner.
Let’s make your first hire in Georgia
Ready to see candidate profiles?
Want a cost breakdown for your next role?
Need to launch in the next 30 days?
Talk to us.
We’ll walk you through everything clearly, quickly, and without the pitch deck.
Frequently asked questions
What is remote hiring in Georgia?
Remote hiring in Georgia means recruiting and managing employees who work from locations outside your physical office, often from their homes or co-working spaces in Georgia. This model uses digital tools for recruitment, onboarding, and daily collaboration.