What is the talent pool like for Staff Augmentation in the Caucasus region?
- Gegidze • გეგიძე | Marketing
- May 9
- 19 min read
Table of contents:
Introduction: Why choose Staff Augmentation in the Caucasus region over CEE or MENA?
Available tech talent for staff augmentation in the Caucasus region
The most in-demand IT roles you can hire in the Caucasus region
Why the remote work culture in the Caucasus region works for global teams
Key benefits of IT staff augmentation in the Caucasus region
Risks of staff augmentation in the Caucasus region and how to avoid them
Payroll, tax, and compliance for staff augmentation in the Caucasus
Mandatory benefits for augmented tech talent in the Caucasus region
Who provides equipment for remote teams in the Caucasus region?
Workspace options for augmented teams in the Caucasus region
Why choose Staff Augmentation in the Caucasus region over CEE or MENA?
Still hiring in Poland? That’s cute.
Still fighting over overpriced backend devs in Cluj or spinning your wheels with flaky contractors in Warsaw?
You’re five quarters late and missing one of the best-kept secrets in the global hiring game.
Because while everyone’s been crowding the same CEE and MENA markets like it’s 2019, smart teams are already hiring full-stack engineers in Tbilisi, DevOps specialists in Baku, and AI engineers in Yerevan, quietly, affordably, and without the usual churn, chaos, or compliance drama.
Let’s be blunt:
The Caucasus isn’t “emerging.”
It’s operational.
You’ve got:
High-caliber talent trained in top-tier STEM universities
English-speaking engineers with a real product mindset
Timezone overlap for both the EU and UK teams
And remote-ready devs who actually stick around
And here’s the kicker, they’re not priced like Lisbon or Warsaw. Not yet.
So, why isn’t everyone hiring here?
Because the Caucasus doesn’t run flashy LinkedIn ads.
No overhyped expos. No nearshore megafirms spamming pitch decks.
Just quiet productivity, world-class GitHub repos, and code that ships.
This region has been under the radar for too long. Armenia, Georgia, and Azerbaijan have built a dense, diverse, and developer-rich ecosystem, with none of the noise you get in oversaturated markets.
And with staff augmentation, you get the best of it:
No local entity needed
Full compliance via an EOR
Talent you actually choose and manage
Zero legal exposure
This isn’t outsourcing. It’s not freelancing.
It’s a smart, structured way to build senior-level tech teams faster, cheaper, and with more legal clarity than you’ll ever get in Bucharest or Amman.
Still clinging to “safe bets”? You’re already behind.
The Caucasus is open, and it’s yours if you move now.
What does staff augmentation in the Caucasus region mean
You don’t need another vague “solution.” You need senior engineers. You need them fast. You need them to be fully compliant, embedded in your team, and focused on shipping product, not figuring out if they’re being misclassified.
That’s what staff augmentation in the Caucasus region actually delivers.
First: It’s not outsourcing. And it’s not freelancing.
This is not handing off a Jira board to an anonymous agency in Tbilisi.
And it’s definitely not some contractor with five clients, three passports, and no liability coverage.
This is structured employment, without the bureaucracy of opening an entity in Armenia, Georgia, or Azerbaijan.
Here’s how Team Up makes it work:
You find the talent.
We don’t swap in “equivalents” or push you to settle. You meet real engineers, run your process, and pick who fits.
We hire them legally, on your behalf.
Team Up acts as the EOR provider in the Caucasus region. That means we sign the contracts. We handle payroll. We ensure full compliance with local labor law, tax code, and benefits regulations.
You run the team.
Your tools. Your standups. Your roadmap. These devs are embedded like full-time hires, because that’s what they are.
We deal with the mess behind the curtain.
Payroll tax in Baku? We handle it.
Benefit compliance in Yerevan? Covered.
PTO, equipment, workspace policies? Standardized and managed.
You get one invoice. No legal exposure. No misclassification risk.
Why does this model fit the Caucasus perfectly?
Because this region wasn’t built for buzzwords.
It was built on real output.
The tech talent pool here is serious, quiet, senior, and product-minded. But they don’t want to freelance forever. They want stable, long-term roles on real teams, building software that matters.
That’s exactly what this model provides.
In Georgia, you get product-driven engineers who’ve scaled fintech stacks.
In Armenia, you get ML experts, mobile devs, and full-stack generalists.
In Azerbaijan, you find DevOps leads, QA specialists, and deeply technical back-end talent.
The big win? You scale like a local, without acting like one.
You don’t need to:
Navigate legal systems in three countries
File taxes in four currencies
Play compliance roulette with local regulators
Figure out what a “vacation certificate” is in post-Soviet labor law
We handle all of that. You focus on hiring great people and building the thing.
Available tech talent for staff augmentation in the Caucasus region
Let’s make one thing clear:
The Caucasus isn’t trying to be “the next Silicon Valley.” It’s already building the tech that powers some of the world’s most complex systems, it just doesn’t brag about it.
That’s your advantage.
Because while everyone else is chasing overpriced React devs in Berlin or negotiating time zones with Buenos Aires, you can hire senior engineers in Yerevan, Tbilisi, and Baku who’ve already worked on:
High-frequency trading platforms
Enterprise SaaS tools
AI/ML solutions
Scalable cloud-native infrastructure
These aren’t junior bootcamp grads. They’re seasoned developers who’ve shipped at scale.
Armenia: Deep Tech Meets Global-Ready Engineers
Talent pool for staff augmentation in Armenia is not a secret anymore, just underestimated.
Here’s what’s real:
Strong pipeline from institutions like AUA and YSU
Engineers with backgrounds in machine learning, computer vision, blockchain, and mobile
Widespread fluency in English and async work culture
Experience working with U.S. and EU startups as core product contributors
Product companies love hiring here for a reason: Armenian devs write code like they own it. Not like they’re waiting on a task list.
Georgia: Full-Stack Builders with Product Intuition
Talent pool for staff augmentation in Georgia is compact but punchy.
You’ll find:
Senior backend and frontend devs fluent in React, Node.js, Python, Go, and Java
Strong DevOps and cloud-native engineering skills, particularly for scale-ups
English-speaking talent with real-world agile experience
Tbilisi-based engineers who can handle architecture, code, and client calls
And here’s the twist:
They stick around. Georgia’s developers value long-term roles and team belonging, not job-hopping.
Azerbaijan: Systems Thinkers, DevOps Pros, and Engineering Depth
Talent pool for staff augmentation in Azerbaijan might be the least talked-about market in the region, and that’s exactly why it works.
Here’s what you get:
Engineers with deep roots in network infrastructure, QA automation, and systems engineering
A growing pool of cloud specialists and data engineers
Reliable, career-focused talent who are hungry for real product work, not project scraps
Think of it this way:
Armenia builds deep tech. Georgia ships products. Azerbaijan makes sure it all runs at scale.
What makes this talent pool different?
This isn’t body-leasing. This is embedded product engineering with people who want to be part of the mission.
The region offers:
Low churn — most devs want long-term roles
Strong communication — clear English, asynchronous fluency
Timezone alignment — UTC+4 makes overlap easy with both Europe and Western markets
Mature remote habits — devs here have worked distributed since before it was trendy
And with Team Up’s model, you don’t just “get access” to this talent.
You hire them, legally and securely, and keep them.
The most in-demand IT roles you can hire in the Caucasus region
Let’s get real.
You're not browsing for “general tech talent.”
You want to know exactly who you can hire, and whether they’re any good.
The short answer?
You can hire senior, product-grade engineers across the full stack, and they’re not booked out for the next six months.
The Caucasus isn’t a volume play.
It’s a quality play.
Let’s break down what’s actually available by role.
Full-Stack Developers
Armenia, Georgia, and Azerbaijan are full of engineers who aren’t just comfortable switching between frontend and backend; they expect to own the whole flow.
Common stacks:
React + Node.js
Vue + Laravel
Angular + .NET
Python + Django or FastAPI
TypeScript across the board
Expect them to:
Work directly with PMs and designers
Build scalable, production-grade systems
Write clean, tested, maintainable code
DevOps Engineers & SREs
Want your AWS bills under control? CI/CD cleaned up?
Infrastructure that doesn’t go down every Friday at 6 pm?
DevOps talent out of Baku and Tbilisi is a strong pick.
What you’ll find:
AWS, Azure, GCP expertise
Terraform, Docker, Kubernetes
CI/CD pipelines with GitLab or GitHub Actions
Observability and monitoring setup
Bonus: These folks are often former backend devs. They don’t just automate—they understand the app layer too.
Mobile Engineers
Need React Native? Flutter? Native iOS or Android?
Armenia has a particularly strong mobile dev scene, with engineers who’ve shipped banking apps, consumer tech, and real-time comms platforms.
Available skill sets:
Swift, Kotlin, Java
Flutter and React Native (with production experience)
API integration, performance tuning, and release automation
QA Engineers & Test Automation
There’s no shortage of solid manual QA testers, but where the Caucasus shines is test automation.
Especially in Azerbaijan and Georgia, you’ll find:
Selenium, Cypress, Playwright expertise
Integration and end-to-end test frameworks
Devs who write test code like product code
These folks reduce noise, not just tick boxes.
Data & ML Engineers
Armenia leads here, thanks to a heavy academic focus on applied mathematics and computer science.
The market includes:
Python, R, TensorFlow, PyTorch
Experience building and scaling recommendation systems, NLP models, and forecasting engines
Devs who understand both model training and production deployment
UI/UX + Frontend Engineers
Tbilisi and Yerevan are hotspots for frontend-focused devs who can translate Figma to pixel-perfect code.
What to expect:
React, Vue, Angular
Animation and performance optimization
Designers who can code, and developers who actually care about UX
Why the remote work culture in the Caucasus region works for global teams
Let’s be honest, “remote” doesn’t always mean “productive.”
Some teams treat remote work like a vacation. Others see it as an excuse to disappear.
Not in the Caucasus.
Here, remote work actually works. And if you’ve ever struggled with flaky contractors, timezone headaches, or devs who go quiet mid-sprint, this region will feel like a breath of fresh air.
First, remote isn’t new here
The Caucasus didn’t wait for a pandemic to figure out remote work.
Long before “distributed” became a buzzword, engineers in Georgia, Armenia, and Azerbaijan were already working with U.S. and European companies on Slack, in GitHub, and across time zones.
This means:
Clear async communication
Well-structured documentation habits
Fewer status calls, more actual delivery
They’ve been remote-first before it was cool, and way before it was required.
Real timezone overlap, real collaboration
You’re not working with someone 12 hours away.
The Caucasus sits neatly in UTC+4, giving you:
Full-day overlap with European teams
Half-day collaboration with the U.S. East Coast
Enough flexibility for West Coast syncs, without burnout
Whether you're pushing product sprints or just need reliable handoffs, this timezone works.
High-speed internet, low-latency talent
Let’s kill the stereotype: infrastructure here is solid.
Fiber internet is standard in Tbilisi and Yerevan
Baku’s digital transformation initiatives have boosted tech connectivity
Remote engineers in secondary cities often work from co-working hubs designed for global teams
Plus: power outages? Spotty Wi-Fi? Not an issue. These teams are set up for serious remote delivery, no excuses.
Engineers herelikeremote
This isn’t a compromise.
You’ll find:
Developers who’ve worked with Silicon Valley startups from their flats in Batumi
Product managers coordinating launches from co-working spaces in Yerevan
DevOps engineers tuning infrastructure for fintech clients from the Baku suburbs
Remote isn’t a fallback; it’s how this region runs.
They know how to manage boundaries, stay responsive, and keep momentum, without needing micromanagement or constant Zoom calls.
And culturally? There’s alignment
You won’t run into the friction you might find in other offshoring regions.
Caucasus engineers are:
Direct in communication
Strong in ownership
Open to feedback
Fluent in English (and used to working with Western teams)
You don’t need to coach collaboration.
You just need to plug them into your workflow and let them run.
Key benefits of it staff augmentation in the Caucasus region
Hiring fast is good.
Hiring well is better.
Doing both without legal or financial whiplash? That’s where the Caucasus region gives you an edge.
Here’s what you really gain when you scale with staff augmentation in Georgia, Armenia, and Azerbaijan:
Top-tier talent without top-tier salaries
Let’s be blunt:
You’re not getting senior backend engineers in Berlin for under $100K anymore. And in Lisbon? Everyone’s booked six months out.
Meanwhile, in Tbilisi or Yerevan, you’re hiring product-minded, GitHub-active developers who’ve shipped complex systems for 30–50% less than CEE or Western Europe.
The delta isn’t just in cost. It’s in availability and quality.
Timezone overlap that actually works
Forget the 10-hour delay with Asia or the late-night meetings with LATAM.
The Caucasus region runs on UTC+4, giving you:
Full workday overlap with most of Europe
Half-day crossover with the U.S. East Coast
Smooth handoffs and productive standups without anyone working at 3 a.m.
Full compliance without the legal overhead
You don’t need to open an entity in three countries or hire a regional labor lawyer.
With Team Up’s Employer of Record (EOR) model:
Engineers are legally employed in their home countries
You get one invoice covering salary, taxes, and benefits
We handle payroll, contracts, compliance, and local filings
You get peace of mind with zero setup.
Long-term retention, not short-term mercenaries
This isn’t a freelance platform churn mill.
Developers in the Caucasus are looking for:
Career growth
Team culture
Real product ownership
Which means they stay. Our clients see lower churn rates than in Eastern Europe or LATAM. You build continuity, not chaos.
Cultural and operational alignment
You won’t spend six weeks onboarding only to realize the dev can’t handle async communication or product ambiguity.
This region delivers:
Strong English fluency
Familiarity with Western workflows and tooling
Engineers who ask questions, challenge assumptions, and ship code like they care
No hand-holding. Just real collaboration.
Scalability without compromise
Need to spin up a new pod in two weeks?
Looking to fill five roles across frontend, backend, and QA?
We tap into multiple pipelines across the region simultaneously, without lowering the bar.
The result:
Faster hiring
Better team fit
Fewer false starts
Risks of staff augmentation in the Caucasus region and how to avoid them
Let’s not pretend staff augmentation is risk-free.
You’re hiring across borders. You’re trusting people you’ve never met in person.
And you’re betting on legal structures most founders don’t want to Google.
But here’s the thing:
It’s not risky if you structure it right.
It only gets messy when companies treat it like a shortcut instead of a hiring strategy.
Let’s break down the actual risks and exactly how to sidestep them.
Misclassification and legal exposure
The risk:
Hiring engineers in Georgia or Armenia as “contractors” when they’re clearly full-time staff.
The result:
You could face back taxes, fines, or IP ownership disputes in local courts.
How to avoid it:
Use an Employer of Record (EOR) model. With Team Up, we act as the legal employer, so the talent is fully compliant, locally insured, and your business stays protected.
Lack of IP protection
The risk:
Your augmented dev pushes production code, then walks away with access to your IP, because no enforceable contract exists.
The result:
Data leaks. Legal headaches. Lost trust.
How to avoid it:
We enforce airtight IP and confidentiality agreements under local labor law, not just some generic U.S.-based doc. Every hire is fully protected through Team Up’s framework.
Fragmented communication and delivery
The risk:
You hire a dev in Baku, a QA in Yerevan, and a PM in Tbilisi, but no one’s talking, workflows are mismatched, and deadlines slip.
How to avoid it:
Hire full squads that are already experienced in distributed work, and treat them like part of your team. We help you build pods, not silos.
Churn and reliability issues
The risk:
Freelancers are juggling five clients. Mid-project exits. Poor documentation.
How to avoid it:
Skip marketplaces and ad hoc freelancers. Use a staff augmentation provider with skin in the game. Team Up recruits, hires, and supports long-term engineers, not mercenaries.
Local admin burden (if you go solo)
The risk:
You try to hire directly. Suddenly, you’re managing payroll tax in Armenia, benefits in Georgia, and labor disputes in Azerbaijan.
The result:
Total distraction from your core product.
How to avoid it:
You already know: EOR. One monthly invoice. Full compliance. Done.
Payroll, tax, and compliance for staff augmentation in the Caucasus
You want to scale fast.
But not so fast that a tax audit drags you into court in Tbilisi, Yerevan, or Baku.
Remote hiring in the Caucasus is smart. But it only works if your compliance game is airtight.
No misclassification. No off-the-books hires. No sketchy contracts that wouldn’t survive a judge’s side-eye in Ganja.
Let’s break it down.
How payroll actually works (when you do it right)
If you’re remote hiring in Georgia, in Armenia, or in Azerbaijan through Team Up, you’re not paying contractors.
You’re not wiring “consulting fees.”
And you’re definitely not trying to DIY payroll with Google Translate and guesswork.
Instead:
Team Up acts as the Employer of Record (EOR). That means we handle all payroll, tax, and legal responsibilities in-country.
You get one clean invoice. That includes salary, employer taxes, mandatory benefits, and our EOR fee.
We handle everything else. From payslips and contracts to local tax filings and social security contributions.
No gray areas. No, “we’ll figure it out later.”
Just clean, compliant hiring.
What you owe in taxes, and what we cover
Let’s talk specifics:
Payroll tax compliance for staff augmentation in Georgia:
Income Tax: Flat 20% withheld from salary
Employer Social Tax: 2% Pension Fund contribution (required if under 40)
We handle: Registration, deductions, monthly filings, and compliance with the Georgian Labor Code
Payroll tax compliance for staff augmentation in Armenia:
Income Tax: Progressive, starting at 21%
Employer Contributions: Around 7% total (social, pension, and mandatory health)
We handle: Full labor contract setup, tax registration, and ongoing reporting
Payroll tax compliance for staff augmentation in Azerbaijan:
Income Tax: 14–25% depending on income and residency
Employer Obligations: Social insurance (~22%) and mandatory health coverage
We handle: Payroll accounting, health insurance plans, and tax office filings
TL;DR: You don’t touch this.
We run payroll legally. You stay focused on shipping the product.
Compliance that actually holds up
Every engineer you hire through Team Up is:
Legally employed in their home country
Covered by mandatory benefits (health, vacation, pension)
Protected under local labor law
Bound by airtight IP and confidentiality agreements
We don’t cut corners. Because if something goes sideways, guess what?
You're not on the hook. We are.
Local insight you can’t Google
Want to know why it’s easier to terminate a contract in Tbilisi than in Paris?
Or why Armenian labor inspectors actually do knock on doors?
Or how to structure a compliant probation clause in Baku?
We don’t guess. We live this.
Final note for the CFOs in the back
If you’re thinking, “Can’t we just hire them as freelancers and move on?”
Sure, if you want to:
Violate local labor laws
Lose control of your IP
Risk misclassification fines
And possibly get blacklisted from hiring again in-region
Or you could just do it right from day one.
Mandatory benefits for augmented tech talent in the Caucasus region
You’re not running a volunteer program.
You’re hiring real developers with real expectations, and local labor laws to match.
Whether you’re building your team in Tbilisi, Yerevan, or Baku, you can’t just pay salary and call it a day.
If you skip the local benefits, you don’t just risk churn. You risk non-compliance, legal exposure, and a mess that no NDA can fix.
Let’s talk about what must be offered per country, per code, no shortcuts.
Mandatory benefits for augmented staff in Georgia: Simpler structure, clear rules
If you’re hiring in Georgia, you’ve got it relatively easy, but not risk-free.
Mandatory benefits include:
Paid annual leave: Minimum 24 working days per year
Paid sick leave: Up to 30 days, partially covered by Social Insurance
Pension contribution: 2% from employer (required if employee is under 40)
Public holidays: 15 official days off
Bonus insight:
Most local engineers expect at least 5 additional paid days beyond the legal minimum, and private health insurance is a retention game-changer here.
Mandatory benefits for augmented staff in Armenia: It’s not optional, it’s written in stone
The Armenian Labor Code is clear, and the tax authorities will notice if you ignore it.
Mandatory benefits include:
Paid annual leave: 20 working days minimum
Paid sick leave: Covered by the employer for first days; then state support kicks in
Pension contributions: ~7–10% combined employer/employee
Parental leave: Fully codified, with protections for return-to-work
What smart companies also offer:
Private medical plans (not mandatory, but heavily expected in tech)
Flexible PTO and WFH policies (because Yerevan traffic is no joke)
Local insight:
Armenian devs talk. If one gets stock options and paid English lessons, the next one will ask for the same. Build your packages with growth in mind.
Mandatory benefits for augmented staff in Azerbaijan: The formalities are serious
Azerbaijan takes formal employment seriously. You don’t just wire funds and hope for the best.
Mandatory benefits include:
Paid leave: 21–30 days depending on role/seniority
State health insurance: Required contribution from the employer
Social insurance: Around 22% employer-side
Paid sick leave: Partially state-funded; employer covers initial period
Real-world reality:
You’ll want a benefits structure that feels competitive for the local tech market, think extra vacation, training stipends, or coworking memberships.
Hiring tip:
In Baku’s startup scene, providing only the legal minimum puts you at risk of losing talent to oil-funded tech outfits offering cushier perks.
Why does this matter beyond compliance?
Let’s be brutally clear:
Benefits aren’t just a checkbox; they’re how you hire and keep serious engineers.
Skip the pension? You’ll lose trust.
Offer no time off? Expect burnout.
Don’t contribute to health plans? That senior dev will bounce in three months.
With Team Up’s model, all mandatory benefits are baked into the employment structure, so your team is fully covered, legally and culturally.
Who provides equipment for remote teams in the Caucasus region?
Here’s what most founders get wrong when hiring in the Caucasus:
They assume remote = self-equipped.
But unless you’re happy with devs coding mission-critical fintech on decade-old Lenovo laptops and patchy Wi-Fi in the mountains of Adjara…
You need a plan.
Because equipment isn’t a nice-to-have, it’s a performance, security, and retention issue.
Let’s get into how gear works when building remote teams in Georgia, Armenia, and Azerbaijan.
Option 1: You provide everything (the global standard)
This is what most international teams go with, because it’s predictable, secure, and aligned with global IT policy.
You ship the gear, or we do on your behalf.
Through Team Up’s local operations, we can handle:
Laptop procurement and configuration (Mac or PC, your specs)
Local delivery with tracking
Set up support inthe native language
Replacement policy and inventory management
Pros:
Full control over device specs and security
Hardware encryption, VPN, MDM, whatever you need
Scales easily with new hires
Cons:
You’ll want to plan for customs, delivery lead time, and device refresh cycles
Option 2: Local stipend + standards
Some clients choose to issue a one-time equipment stipend or a recurring tech budget. That works, but only if you define clear standards.
What’s typical in the region:
$800–1,200 for a laptop
$100–200 for monitor/headset/keyboard combo
Optional: monthly allowance for a coworking desk or upgraded internet
We recommend:
Define minimum device specs (RAM, screen size, processor) and security requirements upfront. We help enforce this during onboarding.
Option 3: Hybrid model (high trust, local execution)
This works well for fast-scaling teams already established in the region.
You define policies.
We handle the logistics, procurement, receipts, QA, and delivery from within Armenia, Georgia, or Azerbaijan.
The result:
Speed, local pricing, and full compliance with your IT checklist.
Security isn’t optional, especially for remote tech teams
Whether you’re hiring a QA lead in Yerevan or a DevOps engineer in Baku, security matters.
Think: encrypted drives, SSO, VPN, device tracking, and zero-trust access.
With Team Up:
Every hire goes through secure onboarding
Equipment policies are enforced locally
IP and data security agreements are signed and binding under local law
No gaps. No “forgot to install antivirus.” No weak links.
What do local engineers expect?
They’re not demanding gold-plated MacBooks.
But they’re also not going to bring their cousin’s borrowed laptop to a product sprint.
In this market, top-tier engineers expect:
Employer-provided gear
High-res monitors
Fast Wi-Fi or internet reimbursement
Ergonomic setup support
Provide this, and you build loyalty fast.
Workspace options for augmented teams in the Caucasus region
You’ve hired your dream engineer in Tbilisi.
She’s brilliant, GitHub-certified, and working from... a table between her grandma’s piano and her uncle’s old printer.
Let’s talk workspace.
Because even in a remote-first world, where your team works still matters.
It affects focus, collaboration, productivity, and frankly, retention.
Here’s how workspaces really function across Georgia, Armenia, and Azerbaijan, and how smart companies structure them through staff augmentation.
Remote-First Setup: Still the dominant model
Most augmented engineers in the Caucasus region work remotely from home, and they’re good at it.
They’ve been doing it long before the world discovered Zoom.
Why it works:
Stable broadband in urban centers
Strong remote culture among tech professionals
Low distraction, high autonomy
But, remote doesn’t mean unstructured.
With Team Up, we help standardize the remote setup:
Minimum equipment specs
Home office stipend
Internet speed requirements
Ergonomic support
Pro move: Add a quarterly WFH audit or optional coworking pass to keep things fresh.
Coworking & shared office space: Ideal for hybrid teams
Tbilisi, Yerevan, and Baku all have booming coworking scenes.
We’re talking spaces with 24/7 access, podcast rooms, barista-grade coffee, and yes, actual desks.
Typical coworking brands our clients use:
Georgia: Impact Hub Tbilisi, Terminal, Vere Loft
Armenia: Hero House, Impact Hub Yerevan, LOFT
Azerbaijan: SUP VC, Barama Innovation Center, INNOLAND
When does it make sense?
New hires onboarding together
Need for high-speed connection or stable power
Mid-level engineers working on sensitive or collaborative projects
Developers with less-than-ideal home setups
We manage logistics. You just toggle “coworking required” in your onboarding flow.
Private office pods (for growing squads)
Got five engineers in the same city?
You might be ready for a Team Up-managed private workspace, without setting up an entity or leasing real estate.
We handle:
Lease agreements
Furnishing
Wi-Fi and network setup
Local admin and utilities
It’s not WeWork, it’s your own team HQ, staffed via EOR in the Caucasus region, managed locally, built for scale.
What the talent prefers (and how to win them over)
Let’s be blunt: most top developers in the Caucasus region want choice.
They want the ability to focus from home, and to collaborate IRL when it counts.
Here’s how they think:
"Give me a budget for a standing desk or let me grab a coworking seat at LOFT."
"I’ll take a 2nd monitor and a stipend over a full-time desk I never use."
"Don’t force office hours, but do invite me to team meetups or sprint planning IRL."
With Team Up, you don’t have to guess.
We collect workspace preferences during onboarding, match them to local options, and build them into their employment package.
Final words
Let’s not sugarcoat it.
The Caucasus region, Georgia, Armenia, and Azerbaijan, isn’t “emerging.”
It’s already producing product-grade engineers, fluent in English, trained on global stacks, and hungry for real work.
But here’s the part most founders miss:
The region is still underpriced, underhyped, and wide open for smart hiring.
That won’t last.
As more companies move beyond Poland, Romania, and the Baltic, they’ll eventually land here. And when they do, salaries rise, churn increases, and availability tightens.
If you’re serious about:
Scaling engineering teams without burning cash
Hiring real contributors, not seat fillers
Staying compliant across borders without legal risk
Building a remote team that actually ships
Then you don’t wait for the market to mature.
You get in while the signal’s strong and the noise is low.
Let’s build your team in the Caucasus
Team Up makes staff augmentation in the Caucasus region:
Legal
Predictable
Senior-level
Fully managed, fully yours
You focus on the product.
We’ll achieve payroll compliance, handle the workspace, and team setup.
Ready to hire your next developer in Georgia, Armenia, or Azerbaijan?
Let’s make it happen before everyone else figures it out.
Frequently asked questions
What does staff augmentation in the Caucasus region mean?
Staff augmentation in the Caucasus region lets you scale your tech team by hiring full-time remote developers legally employed by a local partner. You manage the day-to-day; your partner handles contracts, payroll, and compliance—no entity needed.
Why choose staff augmentation in the Caucasus region over CEE or MENA?
Compared to Central & Eastern Europe (CEE) or the Middle East and North Africa (MENA), the Caucasus region offers:
Lower costs without quality loss
Strong English communication
Real timezone overlaps with the EU and the Gulf
Less saturated hiring markets
How is staff augmentation different from outsourcing or freelancing?
It’s not project-based outsourcing or short-term freelancing. With IT staff augmentation in the Caucasus region, you get committed, full-time team members who work as part of your company, just remotely.
What roles can I hire through staff augmentation in the Caucasus region?
Top tech roles include:
Full-Stack Developers
DevOps & Site Reliability Engineers
QA Engineers (Manual & Automation)
Mobile Developers (iOS, Android, React Native)
Data Scientists & ML Engineers
UI/UX Designers & Frontend Engineers
Which countries make up the tech talent pool in the Caucasus region?
Armenia: Known for deep technical expertise and long-term stability
Georgia: Fast-paced builders with startup experience
Azerbaijan: Enterprise-grade engineers in DevOps and backend