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Hiring tech talent today is not an easy feat anymore, it's a battlefield where every business is fighting for the best.
When you challenge the entire industry, from startups to tech giants to find the right talent, the reality hits different…
The best candidates know their worth, and it’s not just about salary anymore. You need more than just a job offer—you need a story, a reason to make them feel your company is their next big move.
But here's the silver lining:
Your next tech superstar is out there, and with Gegidze’s HR services, they’ll be knocking on your door.
Let’s dive into deep. After all, it’s not only about hiring, it’s your company’s future.
Why Is It Hard to Find Tech Talent?
Is tech talent still in demand? Absolutely.
Hiring tech talent today is like trying to find a Wi-Fi signal in the middle of nowhere… it’s frustrating and unpredictable. If you’re in charge of technical hiring, you already know what it means. it’s a battlefield out there, and the obstacles? Yeah, they’re real.
Here’s why hiring managers are losing sleep:
Tech Talent Costs Are Skyrocketing
We all know tech talent is expensive. In the US, developers are pulling in $100K to $140K, and senior engineers can easily climb to $200K or more. And trust me, they know what they’re worth. But here’s the catch: making the wrong hire could cost you more than just their salary—it could throw off your entire budget. It’s not just about finding someone good; it’s about finding someone who’s worth the investment.
The secret? Don’t be afraid to look outside your traditional hiring pool. Think globally, not just locally. There’s a world of talented developers in regions where you won’t need to sacrifice your entire budget. That’s where you get your win-win: top-notch skills at a price that won’t make your CFO cry.
Role | United States | Europe | Georgia |
Software Developer | $110,000 | $75,000 | $36,000 |
QA Engineer | $90,000 | $70,000 | $21,600 |
Data Scientist | $72,000 | $54,000 | $26,400 |
Graphic Designer | $50,000 | $42,000 | $18,000 |
Digital Marketer | $66,000 | $52,000 | $21,600 |
Content Writer | $55,000 | $45,000 | $15,000 |
Social Media Manager | $60,000 | $55,000 | $18,000 |
Project Manager | $84,000 | $66,000 | $20,400 |
HR Specialist | $70,000 | $62,000 | $16,800 |
Customer Support Specialist | $40,000 | $33,000 | $12,000 |
Tech Skills Change Faster Than You Can Say "JavaScript"
One minute, everyone’s talking about Python, and the next? Rust or Go is the new hot thing. The truth is, tech skills have a shorter shelf life than that avocado you bought last week.
Keeping up with the rapid evolution of programming languages and frameworks feels like a never-ending race, and if your job posting asks for something outdated, guess what? You’ve already lost the best candidates.
Here’s the hack: prioritize adaptability over specific skillsets. Tech professionals who are fast learners and love to stay ahead of the curve will bring way more long-term value to your company than someone tied to a single language. Hire the learners, the builders, and the problem-solvers. They’ll grow with your company as fast as tech itself changes.
The Talent Pool Feels More Like a Talent Puddle
Finding qualified tech talent right now? Yeah, it’s like finding a needle in a haystack... while blindfolded. Everyone’s looking for developers, data analysts, and engineers—and not just tech companies anymore. Even industries you’d never expect are hopping on the bandwagon, making the competition for talent feel even more brutal.
So, how do you stand out? It's not just about the paycheck anymore (though that helps). People want to know they're having an influence, that their work is meaningful. If you can provide purpose, flexibility, and a positive experience, candidates will flock to work for you.
Bias: The Sneaky Monster Under the Hiring Bed
We all think we’re immune to bias, right? I mean, who would admit to it? But the truth is, bias creeps into hiring processes all the time. Maybe it’s favoring candidates from certain schools or automatically dismissing people with “less traditional” backgrounds. Whatever the case, bias can cause you to miss out on some seriously hidden gems.
How do you get rid of it? Focus on skills and potential rather than flashy resumes. Set up structured interviews and skills-based assessments that really show what candidates can do, not just where they’ve been. Spoiler: some of the best people don’t have the shiniest resumes, but they’ll knock your socks off when given the chance.
The Hiring Process Is So Long, It Feels Like You’re Trying to Build the Next Space Shuttle
Here’s the thing: if your hiring process takes 44 days, you’re already losing. Why? Because in the time it takes to schedule multiple interviews, your ideal candidate has already accepted another offer. They’re not waiting around. They’ve got other people knocking on their door, and if you’re slow, they’ll be sipping cappuccinos at their new desk before you even make a decision.
Time to rethink how you hire. You need a faster, leaner process. Start by trimming the fat: do you really need three rounds of interviews? Speed is your friend here. Keep things moving, respect the candidate’s time, and you’ll close the deal before your competitors even know what hit them.
Common Beliefs in Recruiting Tech Talent
When you're looking to hire tech talent, it's easy to fall into the trap of following the usual approaches that might not give you the best results. Let’s take a closer look at some common beliefs in recruitment and offer fresh, alternative strategies that might work better:
The Best Tech Talent is Found Locally
Well, many companies still believe the top talent has to be hired locally, assuming that proximity equals better management. But in today’s digital world, sticking to local hiring can really limit your pool of candidates, especially when certain tech skills are hard to find.
BUT
With options like Staff Augmentation or Nearshoring, you can tap into talent from regions like Georgia and the Caucasus, where skilled professionals are readily available. These remote teams, backed by solid communication and project management tools, can be just as effective as those in-house, without the constraints of geographic boundaries.
Is In-House Hiring Always Better than Outsourcing?
Many businesses still think that managing in-house teams gives them more control. That’s actually true but with sacrificing your budget, long hiring cycles, and difficulties in finding niche skills, in-house hiring for tech roles can quickly become a headache.
However, IT Outsourcing or IT Outstaffing offers a flexible way to bring in specialized talent. You can scale your team as needed, handle specific tech projects, and avoid the long-term commitment of hiring full-time staff. It’s about getting the right expertise exactly when you need it—without the wait.
Full-Time Employment is the Only Reliable Way to Build a Team
Let’s be real, many companies still assume that only full-time employees can offer loyalty and reliability. But today, the gig economy is filled with highly skilled freelancers and contractors who bring just as much expertise and dedication, without needing a permanent role.
Leverage services like Employer of Record (EOR) or access Talent Pool to hire top-notch tech professionals on a project basis. This way, you get the flexibility to scale your team up or down quickly, without the long-term obligations or the hassle of full-time employment contracts.
Criteria | Employer of Record (EOR) | Direct Hiring | Contracting |
Definition | EOR acts as the legal employer, handling HR, payroll, and compliance. | You directly hire and manage employees, including all HR tasks. | Hiring individuals or companies on a contract basis for projects. |
Legal Entity Requirement | No need to set up a local entity. | Requires setting up a local entity in the employee's country. | No need for a legal entity; operates under contractor agreements. |
Compliance Management | EOR handles compliance with local labor laws and regulations. | Your company is responsible for all compliance and legal issues. | Contractors handle their own compliance as independent entities. |
Payroll and Taxes | Managed by EOR, including payroll, taxes, and benefits. | Managed in-house by your company. | Contractors manage their own taxes; you just pay agreed rates. |
Employee Benefits | EOR provides benefits as per local standards. | You must provide benefits in line with local regulations. | Not typically required; benefits are not standard for contractors. |
Cost | Higher costs due to entity setup and ongoing compliance expenses. | Costs can vary widely; generally lower but with fewer commitments. | |
Control Over Employees | EOR manages HR functions; you manage day-to-day work. | Full control over all aspects of employment. | Limited control; contractors have autonomy over how they work. |
Scalability | Easy to scale up or down as business needs change. | More complex to scale due to entity setup and compliance. | Highly scalable; contractors can be engaged as needed. |
Time to Hire | Faster, as EOR handles setup and compliance. | Slower, due to the need for entity setup and compliance checks. | Quick, especially for short-term or specific projects. |
Best For | Companies looking for a hassle-free way to hire internationally. | Companies wanting full control and a long-term commitment. | Project-based work, short-term needs, or specific expertise. |
How to Hire and Manage Your Remote Team Like a Pro
Alright, hiring and managing a remote team isn’t just about finding people who can work from anywhere. It’s about building a team that clicks, that runs smoothly, and gets things done even if they’re in different time zones. So, here’s what works:
Know Your Team Setup and Needs
First things first, you need to know your company’s structure inside and out. Break it down: what are the current roles? What responsibilities does everyone have?
You’re not just looking for someone to fill a seat, are you?! You’re filling a gap that helps your team move faster.
What we’ve done is literally write down the whole process—from product creation to customer interaction. This helps you identify where you actually need more people. Maybe you don’t need a full-time graphic designer, but just 10 hours a week. Same with marketing or even project management.
Once it’s clear, you’ll know exactly who and how much you need to hire.
Decide: Local or Global?
When it comes to hiring, you have to decide: are you going local, or are you open to hiring internationally? If you go global, you’ll have access to a ton of different skills and experiences, but you’ll also deal with challenges—like different time zones, cultures, and languages.
Write a Job Description That Actually Works
Here’s where most people mess up. They start with a job title and then try to figure out what they need after. Don’t do that. Start with what the person will actually be doing. What tasks will they be responsible for? What skills do they need to have? Once you’ve figured that out, then you can decide on the job title.
And please—be transparent about salaries. Trust me, you’ll save a ton of time. Candidates want to know what they’re walking into. Listing “competitive salary” doesn’t work. If you don’t include the salary range, you’re going to lose a lot of good applicants.
Where to Find the Right Talent
You’ve got your job description ready, now where do you find the right people? For tech roles, platforms like LinkedIn, GitHub, and even Slack communities are goldmines. For creative roles, Instagram or Facebook can work better, but for tech? LinkedIn is your go-to.
Another tip—don’t use automated messages when reaching out to candidates. People can tell, and no one likes being contacted by a bot. Take the time to send personalized messages. It’ll increase your response rate tenfold.
Streamline Your Screening Process
Once the applications start rolling in, don’t just rely on CVs. Ask candidates to send a short video introducing themselves. You’ll quickly see if they can communicate well, and this alone can save you from wasting time on interviews with the wrong people.
For tech positions, give them a real-world test. Something they’d actually do on the job. This way, you’re not just seeing what’s on their resume—you’re seeing what they can actually do. Then follow up with a discussion about how they approached the task. You’ll learn a lot about their problem-solving skills and work ethic.
Onboarding: First Impressions Matter
Now that you’ve hired someone, don’t drop the ball on onboarding. This is crucial. Start with an icebreaker meeting where your new hire gets to meet their team. Make sure they have a clear plan for their first day. And please, don’t bombard them with documents before they even start. Wait until they’ve had a proper introduction.
Build Connections With Your Remote Team
One of the hardest parts of remote work is keeping the team connected. You need to make an effort to build relationships beyond just tasks. Set up regular one-on-one meetings. Organize virtual games or social events. These little things matter. And don’t forget to invest in your team’s personal growth. Whether it’s language lessons, gym memberships, or professional courses, giving your team opportunities to grow will keep them engaged.
Outsourcing vs. Outstaffing: What’s Your Play?
Let’s clear up a common mix-up: outsourcing is when you bring in an external team to handle a project. Outstaffing means you’re essentially adding remote team members to your existing squad. Both have their perks, but if you want full control over your project while keeping it cost-effective, outstaffing is the way to go.
Both outsourcing and outstaffing can help you grow your team quickly. The key difference? Outstaffing is perfect if you need to scale but still want control over the project. Outsourcing, on the other hand, is ideal for handing off an entire project to a team of experts.
With Gegidze, you can hire anyone—from a dedicated PHP developer to an entire remote development team—and they’ll operate like part of your internal crew. Plus, we handle all the boring compliance stuff, so you don’t have to.
Risks Involved in Hiring International Employees and How to Overcome Them
Well, we all agreed that hiring international employees is an incredible opportunity that leads you into diverse talent pools, but as everything in life it's not without its challenges as well.
To take a closer look, it’s not about just hiring someone from a different country, it’s about stepping into their world with different laws, cultures, and expectations. And if you're not prepared, well,,. it can turn into a logistical nightmare.
But let’s not pretend these challenges are insurmountable. Here’s how we see it:
Legal and Compliance Headaches
When you bring someone onboard from a different country, it’s not just about signing a contract. There are local laws, taxes, benefits, and compliance issues that you’ve probably never even thought about. Each country has its own set of rules, and getting it wrong can cost you big time.
What We Do About It: This is where the Employer of Record (EOR) comes in. It’s simple. We take care of all the legal stuff, taxes, benefits, compliance, while you focus on building the team. No need to set up entities or navigate unfamiliar laws. We’ve seen how this takes the weight off the shoulders of the business, and it works.
Time Zones and Communication Gaps
Let’s face it, the struggle of managing teams across different time zones is real. You send a message, and it might take hours for a response. The whole flow slows down, and that’s frustrating.
Nearshoring is a practical solution. Hiring in regions with similar time zones, like the Caucasus, keeps things running smoothly. We’ve also seen how the right tools—like Slack or Zoom—can make remote work feel like we’re in the same room. It’s about adapting to a new way of working, not fighting against it.
Cultural Differences
Working with people from different backgrounds can sometimes feel like you’re speaking different languages, even if you all technically speak the same one. Different workplace expectations, different communication styles. It can lead to misunderstandings.
Culture matters. You can’t ignore it.
BUT,The challenge can become the benefit itself if you invest in cultural sensitivity training and hire leaders who know how to work with diverse teams. Understanding these differences is what takes a team from “okay” to “unstoppable.”
Payroll and Costs
When you pay someone in another country, you’ve got to deal with fluctuating exchange rates, different tax systems, and varying benefit structures. It’s a real mess if you don’t handle it right and the mess can become your real-life nightmare….
We use Payroll Management services that specialize in handling this stuff. This takes away the headache of calculating taxes, ensuring compliance, and making sure everyone gets paid on time, in their currency. Plus, with the right financial modeling, you can budget and plan around any fluctuations. Don’t you feel relieved? Yeah, we do as well.
Keeping Talent Engaged
Attracting talent is one thing, but keeping them happy and engaged is the real game. If you don’t offer them opportunities to grow, you’re going to lose them fast.
However,
When you show people that you’re invested in their future, they’re more likely to stick around.
Hiring internationally isn’t easy, but when you do it right, the payoff is worth every challenge. You just need the right approach, and a bit of flexibility never hurts.
What is the Best Platform to Hire Freelancers for Tech Projects?
Imagine being able to hire both employees and freelancers—all fully compliant—within a day and at some of the most affordable rates in the world. Sounds too good to be true?
On Gegidze’s Talent Pool, we’ve curated a vetted pool of top-notch talent ready to work remotely in areas like tech, design, marketing, and operations. Here's how you can find the right people for your team:
Easy Search: If you know exactly what you’re after, just type it in the search bar—let’s say you’re looking for a sales representative. Instantly, you’ll see all the sales talent available, along with their transparent salary expectations (which are negotiable, by the way).
Talent Profiles: Let’s take an example. You’re looking for a front-end engineer. You’ll see profiles with full details like language skills, specific technologies (Angular, JavaScript, etc.), industries they’ve worked in (e-commerce, fintech, retail), and a professional summary crafted by our HR team. You’ll also find their education, experience, and more.
Start Hiring in a Click: When you find the right person, like Nika, a senior Angular developer from Georgia, it’s as simple as hitting "Start Hiring." Fill out the form, and our HR team will take care of the rest—setting up interviews and handling the logistics.
Whether you need to hire a dedicated WordPress developer, remote sales team, or a whole dedicated team, we’ve got the talent pool ready for you.
We handle everything from compliance, payroll, talent benefits, and even office logistics. You get just one invoice a month, and that’s it.
Welcome to the Future of Hiring
Let’s dive into Staff Augmentation—our way of giving you the best talent without the hassle of traditional hiring. Whether you need someone for 10 hours a week or a full-time in-house remote team, we’ve got you covered. Here’s how it works:
Hire the Right Fit: You get the perfect match based on your exact needs—whether it's tech skills, language proficiency, or even cultural fit. We make sure you’re getting someone who integrates smoothly into your team.
Full Transparency: Everything from salaries to processes is clear. You’re in control, setting up your remote team just like your local one—same culture, same work ethics, just way more cost-effective.
Cost Savings: You’ll be paying about two to three times less than hiring in Europe or the US. And no hidden fees. Everything from salary, local taxes, and our agency fee is bundled into one simple rate.
Compliance Handled: Worried about legalities? Don’t be. We ensure everything is fully compliant with GDPR and European labor laws. You get one clean, worry-free invoice per month.
What We Offer
Need a part-time back-end engineer with 3 years of experience? That’ll cost you around 23 euros per hour—salary, taxes, and all.
Looking for senior talent? We’ve got experts across tech, marketing, design, and operations—all vetted and ready to hit the ground running.
A Rich Talent Pool of Diverse Skills
Georgia is brimming with tech-savvy professionals who bring diverse skills to the table. Here’s a closer look:
Software Developers:
PHP, Python
Java
JavaScript
DevOps Engineers:
CI/CD pipelines
cloud services
Docker
Kubernetes
frameworks like:
Django
MEAN stack
Ruby on Rails
LAMP
Data Scientists:
R
Python
TensorFlow
QA Engineers:
Selenium
JUnit
TestNG
A Holistic Talent Ecosystem
The talent market in Georgia extends beyond just technical roles. The country offers a balanced ecosystem of professionals with diverse skills, including:
HR Specialists:
Experts in navigating the complex landscape of talent acquisition, employee engagement, and compliance with both local and international labor laws.
Content Writers:
Specialists in everything from tech content to healthcare, with a strong grasp of SEO and persuasive writing techniques.
Digital Marketers:
Proficient in analytics tools like
Google Analytics
SEMrush
Meta
LinkedIn
YouTube.
Project Managers:
Agile
Scrum
Lean methodologies
Final Thoughts
Hiring tech talent today is a complex challenge, but it's also an opportunity to build teams that drive innovation and growth. As the demand for skilled tech professionals continues to rise, companies must rethink their hiring strategies. Whether through staff augmentation, nearshoring, or leveraging freelance talent, the key is to stay agile, adapt quickly, and look beyond traditional hiring models.
Gegidze’s HR solutions make the hiring process seamless, ensuring you get the right talent at the right time without the usual headaches of compliance, payroll, or managing remote teams. Whether you're scaling up your in-house team or looking for remote talent, there are tech solutions out there to meet your needs—if you're ready to think globally and act strategically.
At the end of the day, it's not just about filling a position; it's about finding the right people who will help shape the future of your company. With the right approach, your next tech superstar is closer than you think.
Frequently Asked Questions (FAQs)
How to hire tech talent?
To hire tech talent effectively, you need to define your needs, explore global talent pools, and streamline your hiring process. Leveraging services like staff augmentation or nearshoring can help you find the right candidates faster and more cost-effectively.
What is tech talent?
Is tech talent still in demand?
Can I hire dedicated developers for specific technologies?
How can nearshoring services benefit my company?
How do I hire a remote sales team?
How do I hire a remote sales team?
What is the benefit of an in-house team versus a remote team?
An in-house team gives you more direct oversight, fosters company culture, and ensures quick communication, but it can be costly. A remote team, on the other hand, offers flexibility, access to a global talent pool, and significant cost savings.