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What is the talent pool like for staff augmentation in Georgia?

What is the Talent Pool Like for Staff Augmentation in Georgia?

Table of contents:



Why Georgia’s staff augmentation market is a hidden gem for tech companies


What if I told you your next top-performing developer lives in Georgia?


Georgia, the country, not the state. 


No peaches here. Just code, khachapuri, and a talent pool that’s quietly outperforming cities you pay triple for.


The difference? Nobody’s making noise about it. Yet.


Look, everyone’s chasing the same talent across Europe, drowning in overpriced salaries and endless Slack channels full of passive-aggressive emojis. 


But while your competitor's arguing about office kombucha flavors in Lisbon, the smartest startups and fastest-growing tech companies are already quietly hiring here. 


They're saving money, scaling faster, and laughing at the rest of the market still chasing talent in overpriced hubs.


Why?


Because Georgian engineers care about shipping, not showing off. They learned React when everyone else thought it was a brand of energy drink, and they run DevOps pipelines tighter than your CFO runs payroll.


You’re late to Warsaw, Berlin’s burnt out, and Portugal’s not cheap anymore. 


Georgia, however, is still affordable, hungry, and, let’s face it, a bit annoyed no one noticed earlier. (It’s fine, we’re used to it.)


But here’s the secret: Georgian tech talent won’t stay underrated forever. 


Your rivals will figure it out soon, realize there’s life beyond overpriced WeWorks, and suddenly you’ll find yourself competing with the same VC-backed startups you thought you’d left behind.


Right now, you’re early. But only just.


So, are you joining the party now? Or are you still paying triple to compete with a Berlin CTO over someone who’s mostly good at personal branding?


Tick-tock.



What exactly is staff augmentation in Georgia? (and why it beats outsourcing)


staff augmentation vs outsourcing in Georgia

Let’s kill the buzzwords right away, staff augmentation isn’t a fancy word for outsourcing.


If outsourcing is renting someone else’s Airbnb, staff augmentation is building your own damn house. In Georgia’s case, that house comes with fast internet, khinkali lunches, and developers who won’t vanish after payday.


When you use staff augmentation in Georgia, you’re not handing your project off to a vendor praying they read your Jira tickets correctly. 


You’re hiring real humans, who happen to live in Georgia, to join your actual team.

Here’s exactly how it works:


  • You pick your talent. We don’t throw random devs at you. You choose who fits your stack, your timeline, your vibe.

  • You manage the work. They’re on your Slack. They join your standups. They commit code directly into your repo. You set the direction; they deliver.

  • We handle all the boring stuff. Payroll, taxes, legal contracts, compliance—basically everything your CFO complains about and your HR dreads.


This isn’t delegation, it’s integration. You’re not outsourcing accountability. You’re adding firepower to your existing team, without the paperwork or legal drama.


So, why does Georgia nail staff augmentation better than typical outsourcing?


Glad you asked:



Staff Augmentation (Georgia-style)

Outsourcing (old-school)

Who manages the team?

You (fully integrated)

Some vendor (good luck explaining specs again)

Who picks the talent?

You, always

Them usually randomly

Who owns IP and code?

You, 100%

“Uh, let’s check our contract again.”

Communication style

Direct, async-ready, clear English

Daily standups filled with “Yes, understood” (spoiler: it wasn’t)

Flexibility & scaling

Quick, straightforward

"We’ll send you a quote and a 3-month timeline."

Payroll & compliance

All handled—clear invoice, no surprises

Hidden fees and compliance “gray areas”



Real talk: Why Georgian talent matches this model perfectly


Georgia’s developers were remote-ready long before COVID made everyone else panic-buy webcams. They understand European and American tech culture because they’ve been shipping products for Western startups for years. 


You won’t waste two weeks teaching them async communication or explaining that “circle back” doesn’t mean actually circling anything.


They’re here to build, not babysit legacy systems. And while some outsourcing markets prioritize quantity over quality (yes, I’m looking at you, old-school vendor farms), Georgian developers prioritize output over office politics.


And honestly? Georgians are allergic to unnecessary drama. 


We like clear agreements, good wine, and fast internet. Delivering bad code or missing deadlines? 


That’s embarrassing, worse than eating Khinkali with a knife and fork in front of your grandpa.


Staff augmentation in Georgia means getting skilled talent that you manage directly, with no middlemen, no excuses, and zero Slack ghosting. It’s direct, it’s smart, and it’s how you scale tech teams without becoming your CFO’s least favorite person.


Ready to stop outsourcing accountability and start building teams that actually stick?


Good. Welcome to Georgia, we’ve been waiting for you.


Talent pool overview: Why Georgian developers stand out


Available talent for staff augmentation in Georgia

Let’s be brutally honest: 


Georgia isn’t Silicon Valley, and thank God for that. 


You won’t find software engineers here chasing startup clout, bragging about unread Medium posts, or calling themselves “10x devs” (whatever that means).


Instead, you'll find quiet, sharp developers sitting in Tbilisi coffee shops, coworking spaces in Kutaisi, or beachside cafes in Batumi, coding circles around your overpriced devs in Western Europe, and politely wondering why everyone else still thinks the best talent is limited to overpriced tech hubs.


Here’s the secret to Georgian tech talent: 


They learned to build before it was cool. 


They understood remote work years before your CEO knew what “WFH” meant. 


They value clarity, simplicity, and shipping over “alignment calls” and Slack politics.


And you know what else? They don’t complain about legacy code, they fix it.


Real numbers, not brochure stats


Georgia isn’t playing startup bingo; it’s growing real talent at scale:


  • Over 20,000 experienced IT professionals, many with at least 5–7 years of building products for international startups.

  • 40+ local universities consistently pump out developers who understand real-world stacks like React, Node.js, Python, and DevOps tooling.

  • English proficiency that puts some British developers to shame. Seriously, Georgian devs learned English by debugging Stack Overflow threads and binge-watching Netflix, not in fancy bootcamps.

  • Fully remote-first workforce that built MVPs, full-stack platforms, and fintech products before the rest of the world realized Zoom calls could replace endless meetings.


Here’s what Georgian engineers won't tell you directly (but should):


  • They hate unnecessary meetings almost as much as bad Wi-Fi.

  • They’ll rewrite your codebase faster than you can pronounce “Khachapuri.”

  • If your DevOps setup looks like spaghetti, they won’t judge (much). They’ll just quietly untangle it by morning.

  • They don’t need motivational Slack emojis; they need clear goals and fewer buzzwords.


If you’re looking for developers who’ll keep quiet during meetings when something’s broken, look elsewhere. 


Georgian devs aren’t just coders, they’re builders who will politely ask why your product has three unnecessary frameworks before offering to refactor it for half the price and none of the drama.


A culture built on grit, curiosity, and (just a bit of) sarcasm


Georgian developers didn’t grow up coding in pristine startup incubators. They learned JavaScript in crowded apartments, debugged Python scripts in late-night Tbilisi cafes, and built products for EU startups while battling occasional power outages and questionable espresso quality.


This built a generation of engineers with an extraordinary gift: 


They know how to get sh*t done under any circumstance.


And when it comes to loyalty, Georgian talent isn’t easily poached with perks like beanbags and kombucha taps. (Good luck tempting a Georgian developer away from stable remote work with overpriced snacks; they have Churchkhela at home.)



staff augmentation services in Georgia


Still not convinced?


Here’s a reality check:


  • Georgian frontend engineers shipped React apps to production back when Berlin developers still argued over Angular vs. Ember (spoiler: neither won).

  • Georgian backend devs run API servers tighter than a Georgian grandma handles family recipes.

  • Georgian QAs don’t just break things, they break them beautifully, document meticulously, and fix your product quietly so your CTO can actually sleep.


In short: Georgian devs don’t promise, they deliver.


So, if your current hiring plan involves expensive LinkedIn searches and overpriced EU devs chasing stock options, ask yourself one question: 


Why?


Because the companies winning right now aren’t stuck in endless salary negotiations, they’re hiring quietly and quickly from Georgia.


But the clock is ticking. This secret isn’t staying secret forever.



Top IT roles available for staff augmentation in Georgia


Top IT roles available for staff augmentation in Georgia

Let’s cut straight through the buzzwords and get practical.


You're not here to “explore potential synergies” or “align stakeholder visions.”


You're here because your engineering roadmap needs skilled devs who ship clean code, not excuses.


Here’s the good news: Georgia’s tech scene isn’t just a talent pool, it’s practically an open-source buffet. Below are the top IT roles Georgian engineers consistently nail, with the exact kind of clarity you won’t find in your HR handbook:


Frontend Developers (React, Vue, Angular)


Why Georgian frontend devs? Because they knew React hooks before your London dev even learned jQuery.


  • Strengths: Pixel-perfect implementation, clean component architecture, solid state management

  • Experience: Proven delivery for European SaaS startups, B2B platforms, and consumer marketplaces

  • Local flavor: Won’t spend three days debating button shadows; will build the whole UI by day two.


Backend Developers (Node.js, .NET, Laravel, Python)


Georgian backend devs quietly run your APIs smoother than a Friday night toast in Tbilisi’s Old Town.


  • Strengths: RESTful APIs, microservices, database optimization, and impeccable documentation

  • Experience: Banking platforms, fintech startups, enterprise SaaS, and marketplace backends

  • Local flavor: Fix legacy code without judging your life choices too openly (but yes, they’re judging silently).


Full-Stack Developers (Node + React, Laravel + Vue)


These devs aren’t “jack-of-all-trades”, they’re masters of shipping end-to-end.


  • Strengths: Seamless frontend-backend integration, efficient project ownership, practical MVP builds

  • Experience: Rapid development for European product teams and early-stage startups

  • Local flavor: Will tell you when your frontend and backend aren’t on speaking terms—then promptly fix the relationship.


DevOps & Cloud Engineers (AWS, Kubernetes, Docker)


Georgian DevOps engineers run infrastructure tightly than your CFO runs quarterly budgets.


  • Strengths: CI/CD pipelines, AWS/Azure setups, Kubernetes deployments, disaster recovery

  • Experience: Infrastructure for fintech, healthcare platforms, scalable SaaS, and cloud-native apps

  • Local flavor: Won’t panic-deploy at 2 AM; they automated that scenario last week.


Mobile Developers (Flutter, React Native, Swift, Kotlin)


Your app shouldn’t crash more often than Georgian drivers ignore lane markings.


  • Strengths: Cross-platform apps, clean architecture, optimized performance, offline handling

  • Experience: Consumer mobile apps, fintech, travel tech, healthtech products across EU & US markets

  • Local flavor: Ship updates faster than tourists discover khinkali.


QA Engineers (Manual and Automation; Cypress, Selenium)


Georgian QA isn’t about “breaking things.” It’s about breaking your app systematically, documenting beautifully, and fixing it silently, often before your CTO even notices.


  • Strengths: Test automation frameworks, regression testing, bug tracking, and documentation

  • Experience: EU and US startups, fintech platforms, e-commerce

  • Local flavor: Will find the bugs you swear didn’t exist and politely fix them before your next demo.


UI/UX Designers (Figma, Adobe XD, Webflow)


Good design shouldn’t require a two-hour meeting to explain. Georgian designers know this instinctively.


  • Strengths: Clean UI, user journey optimization, rapid prototyping

  • Experience: SaaS interfaces, B2B platforms, mobile apps

  • Local flavor: Ask why your current app looks like a Soviet-era apartment, and immediately suggest improvements.



staff augmentation providers in Georgia


Availability and demand dynamics: How quickly can you hire in Georgia?


Let’s skip the HR clichés about "finding a perfect match," and get real: 


You want great engineers, you want them fast, and you definitely don’t want to spend six months chasing after them on LinkedIn.


Here’s your reality check about Georgia’s availability and demand landscape, no fluff, no buzzwords.


First: The talent is here, but it won’t wait around


Georgian developers don’t stay available long, but they’re still far less hunted than their overpriced counterparts in Warsaw or Lisbon. If you’re used to four-month hiring cycles and back-and-forth negotiation marathons, Georgian hiring will feel shockingly fast.


Typical hiring timelines in Georgia:


  • Junior Devs: 1–2 weeks

  • Mid-Level Devs: 2–3 weeks

  • Senior-Level Devs: 3–4 weeks (but they’ll politely ask why you’re moving so slowly)


What impacts how quickly you hire in Georgia?


1. Competition level (Spoiler: It’s still low, but growing fast)


Right now, Georgia is in a rare sweet spot: talent is proven, but the market isn’t flooded yet. That means you can still hire senior devs without entering bidding wars. But every month, more European and American companies figure this out, and that advantage narrows.


Pro tip: Move quickly before your competitor in Berlin figures out how to pronounce “Tbilisi.”


2. Clarity of your hiring process


Georgian developers love straightforward, efficient hiring processes. If you drag candidates through six rounds of repetitive interviews, expect them to ghost you faster than tourists empty wine bottles in Kakheti.


Pro tip: Keep your hiring lean, 1-2 tech assessments, a culture fit check, and a swift decision. Georgians appreciate clarity and hate pointless bureaucracy.


3. The quality of your offer (And no, that’s not just salary)


Salary matters, but respect matters even more. Georgian developers value straightforward, transparent communication and clear expectations. Offer a competitive salary, proper benefits, a stable legal structure, and a clear growth path, and your offer becomes instantly more attractive than a bigger paycheck with unclear terms.


Pro tip: Treat Georgian engineers like respected team members, not outsourced resources, and they’ll say yes quickly.


Real talk: Hiring bottlenecks to avoid


  • Unclear requirements: Georgian devs will ask direct questions; vague job descriptions won’t fly here.

  • Overcomplicated processes: Endless assessments or repetitive interviews aren’t thorough—they’re just slow.

  • Lowball offers: Georgia is affordable, but great talent isn’t cheap. Pay fairly, hire fast.


Yes, you can hire quickly in Georgia, but only if you’re smart about it


You’re still early enough to hire fast, without scrambling or overpaying. But the word is getting out. If you wait six months, expect higher salaries, more competition, and longer hiring cycles.


The smartest tech companies in Europe and the US aren’t “considering Georgia.”


They’re already quietly scaling here fast.


The choice is simple: 


Hire quickly now, or explain later why your competitor’s shipping twice as fast, for half the cost.



How much does Staff Augmentation cost in Georgia


Look, we’re not here to tell you how to spend your money, we’re here to stop you from throwing it away.


We've seen it all: tech founders who overpay for European talent, companies burned by misclassified freelancers, and startups wasting thousands on compliance headaches they could've skipped entirely.


Let’s get real about what it actually costs to augment your tech team in Georgia, no hidden fees, no surprises, just clear numbers.


Salaries: What you pay Georgian devs (2025 Edition)


Here’s what experienced developers in Tbilisi, Kutaisi, or Batumi realistically expect (gross monthly salaries):



Role

Junior (€)

Mid-level (€)

Senior (€)

Frontend Developer

900–1,200

1,300–2,000

2,100–3,000

Backend Developer

1,000–1,300

1,500–2,200

2,300–3,200

Full-Stack Developer

1,000–1,400

1,600–2,300

2,500–3,400

DevOps Engineer

1,100–1,500

1,700–2,500

2,600–3,600

Mobile Developer

950–1,250

1,400–2,100

2,200–3,100

QA Engineer

800–1,100

1,200–1,700

1,800–2,500


These aren’t guesses, these are numbers based on the market right now. And compared to salaries in London or Berlin? You're paying 40–60% less for developers who ship just as fast.


why choose staff augmentation in Georgia

Employer costs beyond salary (yes, these exist):


In Georgia, the total cost isn’t just the monthly salary, there’s a bit more. But luckily, it's simple:


  • Taxes & Social Contributions: Approximately 2–3% employer-side tax contributions (a relief compared to the heart attack your CFO has every payroll run in Germany).

  • Benefits: Health insurance isn’t mandatory, but good luck convincing talent to stick around without it. Budget about €50-€100 monthly per employee to keep your hires loyal and healthy.

  • Equipment and Workspace: Allow around €69/month per dev for leasing decent laptops, or purchase outright. Add another €150-€250/month if you want professional coworking space (or skip it, and they’ll work comfortably from home—Georgians are flexible).


A Real-Life Example (Senior Backend Developer):


  • Gross Salary: €2,500/month

  • Taxes & Social Contributions: ~€75/month

  • Health Insurance: €75/month

  • Equipment Leasing: €69/month

  • Workspace (optional): ~€150/month

  • EOR in Georgia Fee: typically around €199/month (for total payroll, compliance, HR support)


Total monthly cost: ~€3,068/month


For context, in Berlin or Amsterdam, the same talent easily costs €7,000+ per month once you factor in local taxes, insurance, and overhead.


Hidden savings you can’t put in a spreadsheet:


  • Zero Payroll Headaches: Staff augmentation means one invoice, no compliance juggling, no tax surprises.

  • Lower Churn: Georgian devs are more loyal because you’re hiring them legally, treating them fairly, and not making them chase late invoices.

  • No Misclassification Risk: Hiring freelancers directly might seem cheap—until the Georgian Revenue Service knocks politely on your door.



Payroll and tax compliance for augmented staff in Georgia


Here’s a brutal truth nobody wants to hear, but everyone needs to know: 


Achieving payroll compliance isn’t sexy until you mess it up.


In Georgia, paying augmented staff isn’t only sending cash through TransferWise and praying no one notices. It’s about legally hiring developers, paying them correctly, and making sure you don’t end up in an awkward Zoom call with Georgian tax authorities.


Here’s exactly what you need to understand, no fluff, no panic.


Who handles payroll for augmented staff in Georgia?


If you hire augmented staff through a reputable provider like Team Up, the payroll headache is 100% ours, not yours.


We handle:


  • Salary calculations (gross-to-net)

  • Monthly tax and social security contributions

  • Local bank transfers (in GEL, EUR, or USD—your pick)

  • Official payslips and required documentation


You handle:


  • Approving invoices

  • Managing your actual product

  • Relaxing while we deal with the paperwork


Simple enough?


Taxes and contributions in Georgia (surprisingly not painful):


Georgian payroll taxes won’t give your CFO nightmares:


  • Income Tax: Flat 20% withheld from the employee's salary.

  • Employer Contributions: ~2%–3% (yes, single-digit), mostly covering pension/social fund obligations. Compare that to the bureaucratic chaos of most EU payrolls, and you’ll be sending Georgia thank-you cards.

  • Pension Fund: Employees typically contribute 2%, employers 2%, and the government chips in another 2%, easy and transparent.


We handle all reporting to the Georgian Revenue Service (GRS), monthly, quarterly, and yearly, so you never have to Google “Georgian payroll law” at 2 AM.


Payroll tax compliance for staff augmentation in Georgia


Benefits of staff augmentation in Georgia


If you’re building fast, you don’t have time for bloated teams, hiring bureaucracy, or a six-month race to onboard someone who still needs three more “alignment” meetings before writing a line of code.


That’s where staff augmentation in Georgia flips the script.


You don’t just get extra hands, you get fully integrated talent who actually moves the needle. And unlike freelancers or big outsourcing firms, this model is lean, clean, and built for real growth.


Here’s what makes staff augmentation in Georgia a power move:


1. Senior-level talent, junior-level price tags


You’re hiring developers who’ve worked on e-commerce platforms, fintech builds, and AI products for European startups, but at a cost that doesn’t burn your runway.


This isn’t about hiring “cheap.” 


It’s about hiring smart in a country where the cost of living is still sane, and the devs are still grounded.


2. Zero legal mess


No contracts lost in translation. 


No legal entity setup. 


No “Did we misclassify this person?” drama.


With Team Up’s staff augmentation model, the developers are our full-time employees. 


You just get the team, the output, and one clean monthly invoice. 


We deal with compliance, contracts, and taxes.


3. Speed


Traditional hiring takes months. 


With Georgian staff augmentation, it’s often weeks.


Why? Because you’re not dragging candidates through seven interviews and three personality quizzes. 


You define the role, we shortlist real humans, and you start building.


4. Real team integration


Augmented staff aren’t sitting in a vendor’s basement, answering to a “project manager” you’ve never met.


They join your Slack. 


They use your tools. 


They follow your roadmap.


It’s your team, just based in Georgia.


5. Georgian work culture = less noise, more build


Here, people don’t brag about hustle, they just get the job done. 


Georgian engineers are direct, solution-driven, and allergic to corporate theater. 


You say what needs doing, they build it. 


You ask for clarity, they give it. 


You want results, they deliver.


No fluff. No grandstanding. Just work.


6. Stability and loyalty


Freelancers jump. In-house hires get poached. 


But Georgian augmented staff stick around, especially when they’re employed legally, treated like team members, and given clear long-term opportunities.


That’s what makes this model unbeatable: low churn, high accountability.


Compliance pitfalls to avoid (seriously, don’t do these):


  • Freelance Misclassification: If your “contractor” works full-time, reports to you daily, and uses your tools, that’s an employee. Calling them anything else won’t save you—it’ll just annoy Georgian authorities (and your investor’s legal team).

  • Cash Payments or Undocumented Transfers: Unless you want an uncomfortable audit conversation, let payroll specialists handle transactions properly.

  • Skipping Payslips or Documentation: Payslips aren’t optional; they’re legally required. Team Up provides them every month, clearly and neatly, saving you headaches and awkward Slack messages.


What “compliance” actually means to you:


  • Clear, monthly invoices, no hidden fees or tax surprises.

  • Zero HR overhead, payroll, paperwork, and tax declarations handled.

  • IP protection and contractual clarity under Georgian labor law.

  • Loyal team members who don’t leave for competitors offering actual employment contracts (because you already gave them one).


Compliance isn’t optional. But pain is.


Here’s the deal: payroll and tax compliance might never excite you, but doing it right without drama, without late-night panics, is its own kind of thrilling.


If your goal is fast, affordable growth with zero legal headaches, you’ve just found your payroll strategy: Let us handle it, so you can build your product (and enjoy your coffee).


Because life’s too short to argue with tax inspectors, and payroll shouldn’t keep you awake at night. We’ve got this. You build your business.



Mandatory benefits for augmented staff in Georgia


Mandatory benefits for augmented staff in Georgia

You want to scale fast, hire smart, and stay compliant. That’s great. But if you’re treating your developers like disposable assets, don’t expect loyalty, retention, or clean audits.


In Georgia, the legal requirements for employee benefits are refreshingly straightforward. But miss them, and you risk fines, frustrated team members, and turnover that hurts more than any invoice ever will.


Let’s break it down.


What’s legally required in Georgia?


1. Paid Vacation


Every full-time employee in Georgia is entitled to at least 24 calendar days of paid leave per year.


That’s not a “nice-to-have.” It’s mandatory.


Want your developers to stick around? Respect their rest time. The best talent won’t stay at a company that’s stingy with time off, and Georgian talent knows its rights.


2. Sick Leave


Legally required. 


If a certified doctor says your developer can’t work, they’re entitled to time off, and in most cases, continued payment.


You don’t want your team working through burnout or illness. That’s bad leadership, bad culture, and frankly, a liability.


3. Maternity and Parental Leave


Mothers are entitled to up to 183 days of paid maternity leave, partly reimbursed by the state. 


And yes, if you’re serious about building inclusive teams, this isn’t a line item to skip.


What’s not mandatory, but absolutely expected?


1. Health Insurance


Health insurance isn't legally required in Georgia, but try hiring mid-to-senior-level talent without it.


The standard coverage typically includes:


  • Private clinic access

  • Emergency care

  • Diagnostics & checkups

  • Some dental and vision coverage


Expect to budget around €50–€100 per employee per month. And trust us, this goes a long way in retention, morale, and peace of mind.


2. Equipment & Workspace


If your team’s remote (which they often are), you’re responsible for:


  • Laptops and tech gear (leased or purchased, up to you)

  • Workspace support (home office stipend or coworking space)


It’s not technically “a benefit,” but developers consider it one. And if you don’t provide it, your offer stops being competitive—fast.


3. Performance Bonuses, Internet Reimbursement, Training


Not required, but widely appreciated. 


If you’re scaling a team in Georgia and want long-term commitment, this is where you build real loyalty.


What’s the smart move?


Use staff augmentation through a provider like Team Up. 


Why? Because we handle every single legal requirement, plus the benefits that make your offer actually attractive.


No need to figure out what counts as a taxable benefit, or how to file employer contributions, or whether your “freelancer” should’ve been an employee all along.


We’ve already built the system. You just plug into it.


Summary: Required ≠ Enough


Yes, the legal bar is clear in Georgia. But if you stop at the bare minimum, you’ll lose great talent to the next company that offers health insurance, better gear, or a coworking desk with a half-decent espresso machine.


Pay fair. Offer real benefits. Build loyalty.


It’s not complex, it’s just good business.



Equipment standards and workspace setup for augmented teams in Georgia



Let’s be blunt: you can’t expect great work from your team if their laptop wheezes louder than a marshrutka climbing into Kazbegi (you don’t have to know that).


When it comes to staff augmentation in Georgia, your team’s performance is directly tied to how well they’re equipped and where they work.


This isn’t about perks. It’s about productivity.


Here’s what “proper setup” actually means:


1. Modern, high-spec hardware


You’re not hiring engineers to fight with outdated tech.


Whether they’re building backend systems or designing front-end interfaces, they need gear that can keep up.


Our standard for equipment:


  • Intel i5/i7 or Apple M1+ processors

  • Minimum 16GB RAM

  • SSD storage

  • Pre-installed dev environments as needed


Through Team Up, you can lease hardware starting from €69/month per employee, with full IT support, upgrades, and replacements covered. Or, buy outright, we’ll help you choose the right machine for each role.


No surprise: teams with good gear ship faster.


2. Workspace that actually works


Workspace options for augmented teams in Georgia

Georgian talent is remote-native. That means flexibility, but not sloppiness.


Some developers prefer working from minimalist home offices. Others want to plug into a buzzing coworking space in Tbilisi or Kutaisi.


Here’s how we support that:


  • Coworking plans starting at €150/month

  • Dedicated desk options for €250/month

  • Private office setups for teams who want extra privacy, typically €1,000–€1,250/month

  • Home office support if your team prefers to stay cozy but productive


Whatever you choose, we handle contracts, setup, and monthly invoices. You just say what your team needs, we make it happen.


3. Internet speeds? Not a problem.


Georgia’s internet infrastructure has dramatically improved in the last 5 years.


Most major cities offer:


  • Fiber-optic broadband

  • Backup connections

  • Reliable speeds even in remote towns (yes, even Batumi’s got fast Wi-Fi now, don’t act surprised)


You won’t be waiting on Git pull requests because someone’s router coughed. We ensure your developers are set up for real-world productivity, not frustration.


4. IT support, you don’t have to manage


Augmented teams deserve the same tech support as in-house hires, without adding stress to your internal IT.


We provide:


  • Remote troubleshooting

  • Device maintenance and replacements

  • Security updates and VPN management

  • Onboarding assistance (because “it works on my machine” is not a hiring plan)


Final word?


If you expect world-class delivery, treat your team like they’re part of one.


That means equipping them to win, because no one builds great products on outdated hardware, dodgy Wi-Fi, or kitchen-table setups with a folding chair and a dream.


Team Up ensures your Georgian team is ready to perform from day one, so you can focus on outcomes, not IT logistics.


Legal and compliance risks: Staff Augmentation vs direct contractor hiring


Let’s get this out of the way: Remote hiring in Georgia is one of the easiest in the region. But “easy” doesn’t mean risk-free.


We’ve seen too many international founders try to cut corners by hiring “contractors” directly. It seems cheaper until the compliance hits start showing up in your inbox.


If you’re hiring full-time remote contributors in Georgia without a legal structure or an Employer of Record (EOR) like Team Up, you’re walking a fine line. And in some cases, that line is entirely imaginary.




Staff Augmentation model (fully compliant)


  • Local provider (like Team Up) legally employs the talent.

  • You manage the day-to-day.

  • We handle employment contracts, taxes, social contributions, and legal reporting.

  • No risk of misclassification or labor disputes.

  • IP ownership and NDAs are built into our contracts.


Direct Contractor Hiring (Risky & Often Non-Compliant)


  • You contract a “freelancer” directly.

  • You handle the payments, compliance, and contracts (or don’t).

  • If they work full-time, use your tools, and follow your hours, they’re legally your employee.

  • You’re on the hook for taxes, back pay, and potential penalties.

  • Your IP? Only protected if your contract holds up in the Georgian labor court (spoiler: many don’t).


The Misclassification Risk (It’s Real)


Georgia’s Revenue Service is modern, and yes, they check.


If you:


  • Pay someone monthly

  • Require full-time work

  • Dictate their tools, hours, or reporting

  • Provide long-term, consistent tasks


…you’re not hiring a contractor. You’re hiring an employee. And if you skip the legal setup, you’re exposed to:


  • Penalties for tax evasion

  • Employer-side social fund back payments

  • Legal disputes over IP and termination

  • Difficulty hiring top talent (Georgians know the difference)


IP Ownership: Who owns your code?


Hiring a contractor without proper contracts and without a Georgian legal entity leaves your intellectual property exposed.


Unless that contract is written correctly, governed by Georgian law, and includes airtight IP assignment clauses, the code your contractor wrote may legally belong to... them.


If you're using that IP to raise investment, expand, or get acquired, you’re in for some very uncomfortable due diligence questions.


With Team Up’s staff augmentation model, IP rights are clearly transferred to you. End of story.


TL;DR: The “cheap” way is often the most expensive


Sure, skipping formal employment might save you €200/month today. 


But it could cost you €20,000 in legal fees, back taxes, or worse, a product launch delayed because your “contractor” suddenly disappeared with admin access and no obligation to return it.


Our legal advice?


Use staff augmentation if:


  • You want compliant, risk-free employment in Georgia

  • You want real IP protection and enforceable contracts

  • You’d rather get one clean invoice than 10 months of stress


Use direct contractors if:


  • You’re okay with legal grey zones

  • You have in-house counsel fluent in Georgian labor law

  • You enjoy paperwork and arguing about invoice formats


Staff augmentation protects your business, your product, and your peace of mind. 


Team Up gives you a fully compliant structure without the headache of setting up a local entity.


We’ve handled the legal infrastructure so you don’t have to.

Still hiring direct contractors? We should talk.


Staff augmentation vs direct contractor hiring in Georgia

Case studies: Real companies scaling successfully with Georgian talent


Still wondering if Georgia can actually deliver top-tier tech talent?


Here’s the short answer: yes. 


The longer answer? Let’s talk about companies that have already stopped guessing and started building.



Case study: Trio Group + Team Up by Gegidze



When Trio Group, a major player in digital consulting in Germany, needed to scale its engineering team, it didn’t want a faceless outsourcing firm. They wanted real developers, integrated into their culture, who could deliver at speed.


They partnered with Team Up, powered by Gegidze, to build a lean, fully compliant tech team based in Georgia.


What we delivered:


  • A handpicked team of backend developers and QA engineers

  • Legally hired through our EOR model, no need for Trio to set up a Georgian entity

  • Smooth onboarding, tight sprints, and direct communication with Trio’s German team

  • Clean payroll, full IP protection, zero legal friction


Why it worked


Trio Group didn’t just “outsource.” 


They expanded, with all the control of in-house hiring, and none of the admin pain.


  • Speed: Hires placed within weeks

  • Stability: Developers committed to the long haul

  • Compliance: Every contract, benefit, and tax filed by the book

  • Confidence: Trio retained full product ownership, with zero risk


This is staff augmentation done right: fast, compliant, cost-effective, and human.



You’re not early forever


Georgian tech talent isn’t a secret anymore. 


The best teams are already moving here, quietly scaling with senior developers who actually deliver.


You don’t need another freelancer. 


You need a partner who knows the local market, handles the compliance, and gets you results.


That’s what we do. That’s what we did for Trio Group.



Final Word: Why early movers are winning with staff augmentation in Georgia


If you’ve made it this far, you’re already ahead of the game.


Most companies are still chasing talent in saturated markets, burning through budgets on overpriced hires, and wrapping themselves in legal red tape just to open a laptop in the wrong country.


You? You’re looking where it actually makes sense.


Because here’s the truth: 


Georgia isn’t some “maybe one day” alternative, it’s where the smartest founders are scaling right now.


Why?


  • Because the talent is real, senior-level, product-focused, and fluent in global tech.

  • Because the costs are sane, you get European-quality work without Berlin salaries.

  • Because the infrastructure is already built, Team Up handles payroll, compliance, benefits, equipment, and legal risks so you don’t have to.

  • And because the timing is perfect, the talent is still underrated, the competition is still light, and the advantage is still yours to take.


But here’s the thing about early movers…


They don’t stay early for long.


Every week, more VCs, founders, and global tech teams wake up to what’s happening here. The Georgian market is maturing fast, and the companies that locked in top talent early are already seeing the return.


More speed. 


More savings. 


Less noise.


So what’s your move?


You could keep hiring slow, bloated, and expensive. 


Or you could build fast, lean, and legally sound with a team that’s ready now, not someday.


Team Up exists for one reason: to make that happen.


We connect you with Georgia’s best developers. 


We handle the contracts, the compliance, the equipment, the workspace. 


You get real output, full control, and zero operational drama.


Let everyone else chase unicorns. 


You? Build with the team that’s already delivering.


Talk to us. Hire smarter. Scale faster. 


Your best engineers might already be in Georgia. Why wait any longer to meet them?


staff augmentation providers in Georgia

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