Knowing where to find, recruit, and hire remote tech talent when you have made the decision to hire globally can be a challenge for many growing tech companies. U.S.-based tech companies that have turned their attention to the global talent pool will find that there are many benefits to hiring in emerging tech markets like Central Asia and the Caucasus region — but what about hiring in more established tech markets like India, Asia, or Central America?
Tech startups and growing companies that make the decision to hire overseas need to consider all of their options — and Truss may be able to help. Truss provides tech companies with an end-to-end global hiring platform to help support your hiring needs and years of experience in emerging markets to help you find the talent you need to achieve long-term success.
Learn more about the advantages of hiring in emerging markets with this quick comparison of hiring in emerging tech markets vs. established tech markets created by Truss.
READ MORE: How To Hire International Employees with an Employer of Record
Differences Between Hiring in Emerging Tech Markets and Established Tech Markets
What are the differences between hiring in emerging tech markets and established tech markets? This is an important question to ask and answer if you are a tech startup interested in hiring global talent. The key differences between hiring in these two environments focus on three primary factors — the talent pool, employment costs and compensation, and competition and retention of global talent. When you take a deeper look at these aspects of hiring in emerging markets and established markets, you can determine the right decision for you to help build your global team.
Here is a better look at key differences between emerging tech markets and established tech markets:
Emerging Markets vs. Established Markets: Talent Pool and Availability of Talent
The primary benefit of hiring overseas is an immensely deep and untapped talent pool that will benefit tech startups and growing U.S.-based tech companies — but where you choose to find talent is important to consider. Emerging markets that continue to grow and develop a young, ambitious talent base provide a deep talent pool for tech startups.
Emerging Markets
- Fewer experienced senior-level talent and software engineers.
- Rapidly growing pool of junior- and mid-level talent with lower employment costs.
- Reliant on training and developing new hires and young talent.
- Emphasis on modern tech techniques and solutions to include Artificial Intelligence (AI) and cybersecurity.
Established Markets
- Larger pool of experienced, senior talent with higher employment costs.
- Easy access to tech professionals with experience in niche areas of expertise.
- Higher turnover rates than emerging markets.
Emerging Markets vs. Established Markets: Employment Costs and Compensation
Another highlight of hiring in emerging and established global markets is the lower employment costs compared to the United States. For example — tech salaries in an emerging market like Central Asia are 65% – 80% lower than similar roles in the United States. In addition, emerging tech markets will typically provide lower employment costs than more established hiring markets.
Emerging Markets
- Lower average tech salaries and overhead expenses.
- Equity and stock options are not as common in emerging markets.
- Employee benefits packages require navigating local labor laws — which can be simplified with an Employer of Record.
Established Markets
- Higher entry-level salaries driven by increased competition.
- Employee perks, benefits, and stock options are more common.
- The overall cost-per-hire is much higher in established markets.
| Market Type | Country | Average Tech Salary Range |
|---|---|---|
| Emerging | Uzbekistan | $18,000 – $36,000 |
| Emerging | Kyrgyzstan | $20,000 – $38,000 |
| Emerging | Kazakhstan | $25,000 – $48,000 |
| Emerging | Georgia | $26,000 – $46,000 |
| Emerging | Armenia | $28,000 – $48,000 |
| Established | India | $22,000 – $42,000 |
| Established | Colombia | $32,000 – $52,000 |
| Established | Brazil | $35,000 – $55,000 |
| Established | Argentina | $38,000 – $60,000 |
| Established | Poland | $45,000 – $75,000 |
Emerging Markets vs. Established Markets: Competition and Retention of Global Talent
Finding the right talent to fit the roles and skillsets your tech company needs can be a real challenge — and retaining the tech talent you do find can be even more challenging. A primary reason why tech startups prefer to hire in emerging tech markets is that there is less competition with larger global tech companies that can afford to pay higher salaries. Established tech hiring markets battle higher turnover rates than many emerging markets with more competition from larger companies and many employees expect higher salaries.
Emerging Markets
- Less competition with large, global tech companies for the same talent.
- Easy to establish brand recognition for tech startups in emerging markets.
- Higher level of loyalty when tech startups invest in local growth.
Established Markets
- Extreme competition for remote tech talent from global tech companies.
- Employees have come to expect higher salaries.
- Poaching of talented remote employees is a constant threat.
READ MORE: The Real Costs of Global Hiring – Payroll, Benefits, and Taxes
Find and Hire Remote Talent in Emerging Markets with Truss
When you weigh the strategic decision of hiring in emerging tech markets vs. established tech markets, the choice comes down to finding the right talent for your team, reducing your employment costs, retaining remote employees, and improving the efficiency of your tech company. While established hiring tech hubs provide a sense of familiarity, emerging tech markets — like Central Asia and the Caucasus — provide a wealth of highly skilled and dedicated talent with substantial cost savings that can help tech startups grow and thrive.
Truss minimizes the challenges of global expansion by managing every aspect of global employment — from compliance with local labor laws and protection of Intellectual Property (IP) to global payroll. Whether you are building an entire engineering hub or adding specialized developers to your current team, our Employer of Record (EOR) platform at Truss helps ensure seamless, risk-free onboarding in emerging tech markets.
Are you ready to grow your engineering team? Contact Truss today to find, hire, and manage remote talent in emerging tech markets!
