Are you building a remote workforce for your tech startup? Are you looking for top developer talent to add to your team? Central Asia has become an emerging market in the tech industry with countries like Uzbekistan, Armenia, and Kazakhstan leading the way, and that industry growth has played an important role in creating a deep talent pool that benefits many companies searching for global talent.
For tech companies that have made the decision to build a remote team of global tech talent, the question remains — how do you find, recruit, hire, and manage a remote team in Central Asia or other parts of the world? Hiring companies have a variety of avenues they can take to hire software developers in Central Asia that include establishing a local entity and partnering with an Employer of Record.
Tech startups interested in global talent may find that establishing a legal entity in Central Asia can be an expensive proposition that may not fit your budget with initial costs that can range from $7,000 – $17,000 dollars. The financial reality of establishing a legal entity has many tech startups looking at how to hire top developers in Central Asia without a local entity — and Truss has the answer as an employer of record provider.
Contact Truss today to learn more about our global end-to-end employment platform and EOR services!
READ MORE: How To Choose the Right EOR for Your Tech Company
The EOR Advantage: How to Employ Global Tech Talent
Talented software developers can be hard to find in your own backyard — and for tech startups with a limited budget, it can be even more difficult to find the talent you need on a budget. An employer of record opens the door to a deeper talent pool in different parts of the world and can help you find the perfect fit for your U.S.-based tech company.
Employer of record providers — like Truss — can provide you with a wealth of advantages and benefits when compared to other global hiring options like establishing a legal entity, hiring independent contractors, or working with a Professional Employer Organization.
Here is a better look at how a global EOR provides advantages in hiring top-tier global talent:
Lower Employment and Overhead Costs
Tech startups that want to find elite talent with lower employment costs may find that an employer of record is the right fit. When you hire remote developers with an employer of record, you can reduce the costs it takes to find, recruit, hire, and manage global talent, and there are minimal overhead costs with many employer of record providers implementing a monthly fee per employee.
- EOR vs. Legal Entity: Working with an EOR bypasses tens of thousands of dollars in setup fees, local bank deposits, and recurring overhead. Truss employs an established legal infrastructure for $499/month per employee.
- EOR vs. PEO: An employer of record eliminates the requirement to own a local entity to run payroll, while protecting your business from compliance penalties by having your EOR absorb 100% of the co-employment risk and legal liability.
- EOR vs. Independent Contractor: Partnering with an EOR minimizes the financial risk of worker misclassification fines and back-taxes, while consolidating administrative costs by bundling recruitment, local benefits, and device procurement into a single monthly payment.
Reduces Legal and Compliance Risk
When you hire global talent in emerging markets, you need to remain compliant with local labor laws and regulations. Tech companies that do not remain compliant with these employment regulations are subject to financial penalties and additional restrictions for you and your tech company. With an employer of record to take on the legal responsibilities of hiring in global markets, your business remains protected.
- EOR vs. Legal Entity: A global EOR eliminates the ongoing legal risk of navigating foreign labor laws and corporate tax laws by placing the legal liability on Truss’s established, in-country legal entities across regions like Kazakhstan and Uzbekistan.
- EOR vs. PEO: Employer of record providers, like Truss, protect tech companies from international legal challenges by taking on employment liability, while a PEO uses a co-employment model that leaves your company directly exposed to local labor violations and compliance fines.
- EOR vs. Independent Contractor: Eliminates worker misclassification penalties and back-taxes by transitioning talent to compliant, localized employment contracts while protecting your intellectual property (IP) and data under strict contracts.
Global Payroll and Administration
Global payroll and administration can be complicated — but an employer of record can help. A global employer of record will handle taxes in the hiring country, social security, and employment contracts, allowing companies to stay focused on their end goals.
- EOR vs. Legal Entity: Replaces the operational headache of managing accounting software, local banks, and disparate tax filing schedules with a unified global HRIS platform managed by Truss as your employer of record partner.
- EOR vs. PEO: A global EOR consolidates international operations and removes the burden of running different local payroll systems across multiple countries, passing the oversight of multi-currency calculations and local employee benefits directly onto the EOR.
- EOR vs. Independent Contractor: EOR providers streamline hours of manual administrative labor — including managing invoices, calculating employee benefits, handling currency exchanges, and completing manual wire transfers — and putting it all into a single monthly invoice.
Access to a Deep Talent Pool
Emerging tech markets — like Central Asia — have a deep untapped talent pool that can benefit many U.S.-based tech companies if they can find a way to tap into that resource. An employer of record provides tech companies with access to that talent pool and a method of managing it that provides an advantage over other methods.
- EOR vs. Legal Entity: A global employer of record helps tech companies avoid geographic tunnel vision by giving you immediate hiring access to a deep pool of highly educated, English-speaking tech talent in emerging tech hubs like Kazakhstan, Armenia, and Uzbekistan without waiting months to establish a local entity.
- EOR vs. PEO: An EOR allows companies to bypass the talent pool limitations of a PEO — which confines recruiting and hiring to countries where they already own an entity, by taking advantage of Truss’s established local infrastructure and recruiting teams to source pre-vetted and committed developers in untapped markets.
- EOR vs. Independent Contractor: Global EOR providers allow companies to upgrade the quality of job candidates from freelance contractors to elite full-time professionals by allowing you to offer more competitive local benefits via an end-to-end platform.
READ MORE: Why AI Startups Are Choosing EOR Services to Scale Remote Teams
Hire Remote Talent with Truss as Your Global EOR
Are you looking for the best way to build a remote global team of developers? Do you have questions about how to hire remote software developers without a local entity? This overview will highlight the advantages of partnering with an established employer of record compared to creating a legal entity, hiring independent contractors, or working with a PEO. Armed with this breakdown, hiring tech companies can see why an employer of record — and Truss — might be the right fit for your business.
Contact Truss today for more information about how we can help you grow your team!
