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Exploring Global Opportunities: Top Countries to Hire Remote Software Engineers

Hey there, Tech Explorers!

So, you’re on the lookout for top-notch software engineers to join your team, and you’ve heard the buzz about the vast talent pool scattered across the globe. Well, you’re in for a treat! Let’s dive into the exciting world of international software development and uncover the gems waiting for you in different corners of the Earth.

Welcome to the era where the digital realm has erased boundaries, and software development is a global affair. Did you know that there are nearly 27 million software developers around the world? That’s right, according to a study by the Evans Data Corporation, and they’re not confined by geography – armed with laptops and a solid internet connection, they’re ready to code from any corner of the globe.

In this exciting journey, we’ll embark on an exploration of the top countries brimming with software engineering prowess. From the bustling IT hubs of India to the innovative tech scenes in Eastern Europe, we’ll navigate through the statistics, trends, and unique offerings each region brings to the table. Get ready to discover where innovation truly knows no borders!

The Rise of Remote Development

Ever wondered just how many software wizards there are out there? Brace yourself – nearly 27 million of them are ready to code up a storm! Thanks to studies from the Evans Data Corporation, we know that these tech maestros can work their magic from virtually anywhere with an internet connection. That’s the beauty of remote development, my friend.

Explore our Global Recruitment Services to discover top software engineering talents for your team.

Top 10 Countries for Hiring Software Engineers

1. India: The IT Oasis

India, with its whopping 62% market share in the US, is like the oasis of IT outsourcing. The Gild study spills the beans – Indian programmers outscored their American counterparts in math and logic by a cool 11%. Plus, it’s the second-largest English-speaking country, and the cost of living for developers is a fifth of that in the US.

2. Ukraine: Coding Amidst Challenges

Ukraine, despite its share of challenges, boasts a tech industry growing by 30,000 experts annually. HackerRank sings praises for Ukrainian developers, especially in security-focused coding competitions. And hey, their time zone aligns like a dream for European and North American collaboration.

3. Brazil: Latin Tech Powerhouse

Brazil, with its $46 billion IT market, takes a hefty 40% slice of the Latin American pie. With over half a million software developers, a young workforce, and killer computer science education programs, Brazil is making waves in the tech world.

4. Poland: Java Champions

Polish programmers are ruling the Java world, ranking first in assessments. With over 430,000 software developers and a time zone that plays nice with Europe, Poland is an English-speaking haven for tech recruitment.

5. Canada: The North Star of Tech

Canada, and Toronto in particular, has witnessed a tech explosion, adding a whopping 90,000 tech jobs in just five years. With English proficiency, competitive exchange rates, and minimal time zone differences, it’s a tech haven up north.

6. The Philippines: Pacific Outsourcing Paradise

The Philippines, a cost-effective outsourcing paradise, boasts a $3.2 billion IT industry with 190,000 programmers. Beyond its affordability, its expertise in cloud solutions and social media integration is turning heads.

7. Argentina: Tangoing with Tech

Argentina’s 110,000-strong IT industry is growing by 20% annually, thanks to a young, bilingual workforce. Cordoba and Buenos Aires consistently rank among the world’s best outsourcing destinations, and the government sweetens the deal with tax incentives.

8. Mexico: Silicon Valley’s Neighbor

Mexican IT companies rocked a $13 billion revenue in 2020. Proximity to Silicon Valley makes Mexico a nearshoring hub, with 225,000 software developers and a tech-friendly environment encouraging entrepreneurship.

9. The Czech Republic: Coding in Central Europe

The Czech Republic, with its low corporate tax rate, is home to about 130,000 software developers. As an EU member, it aligns with data protection laws and stands out in global coding competitions.

10. Romania: Eastern European IT Hub

Romania, with a 13.4% annual growth in its IT services sector, is a rising star in Eastern Europe. Its tech universities pump out 8,500 new professionals annually, making it a hotspot for tech investment.

Key Metrics for Decision-Making

Now that we’ve globe-trotted through these tech havens, let’s talk numbers. Average software engineer salaries, time zones, and the top programming languages – these metrics are your compass in the global hiring adventure.

Explore our Recruitment Services for personalized assistance in navigating the global hiring landscape.


As we wrap up our globetrotting journey through the dynamic landscape of global tech talent, one thing becomes abundantly clear – innovation knows no borders. We’ve ventured from the bustling IT meccas of India to the vibrant tech scenes of Eastern Europe, exploring the wealth of software engineering expertise scattered across the globe.

With nearly 27 million software developers worldwide, the digital era has ushered in an era of boundless collaboration. Each country on our list, from India’s dominant IT outsourcing to Ukraine’s coding prowess, offers a unique blend of skills, advantages, and cultural nuances.

The metrics speak volumes – from India’s 62% market share in the US to Mexico’s $13 billion in IT revenue, these countries showcase not just their tech capabilities but also the economic impact of their thriving IT sectors.

Connect with our EOR Services to access top software engineering talent globally.

As you contemplate your next move in the ever-evolving world of software development, consider the insights gleaned from our exploration. Average software engineer salaries, time zones, and programming language preferences are your compass in this global hiring adventure.

Whether you’re drawn to the cost-effective outsourcing paradise of the Philippines, the tech haven of Canada, or the rising star of Eastern Europe, the possibilities are as vast as the digital landscape itself. So, harness the power of global collaboration, bridge borders, and build a tomorrow where innovation knows no limits. The world is your stage, and the future of software development is ready to be shaped by the collective brilliance of global minds.

So there you have it, tech trailblazers! The world is your oyster when it comes to hiring software engineers. Consider these global hotspots, weigh the metrics, and get ready to add some extraordinary talent to your team. The future of software development knows no borders!

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Scaling Your Startup Globally: A Guide to Hiring Sales Reps

Hey Entrepreneurs!

So, you’ve got this fantastic startup, and now you’re eyeing global expansion. Exciting times! But hold on a sec – scaling up means you need the right sales team to conquer new territories. Let’s dive into the nitty-gritty of hiring sales representatives from different corners of the world.

Buckle up, because we’ve got the lowdown on assembling the ultimate sales squad. We’re not just throwing darts at a map here; we’ve crunched the numbers from reliable sources like Payscale, Glassdoor, and Levels.fyi

Let’s talk dollars and sense – because building a killer team is not just about talent; it’s about understanding the investment.

Factors to Consider When Hiring Sales Reps

Availability of Workers

First things first, you need warm bodies, right? Consider countries with booming economies and a surplus of talent. Take India, for instance – it’s bursting with skilled individuals ready to take your sales game to the next level.

Accent Bias

Now, here’s a tricky one. Unfortunately, people can be a bit judgy about accents. It’s called linguistic bias, and it’s a thing. But hey, let’s not judge a book by its cover, or in this case, an accent.


Money talks, especially when you’re building your dream team. Western countries might have high-sounding salaries. The United States and the United Kingdom, we’re looking at you. Consider the cost of living and how it impacts those dollar signs.

Time Zone Considerations

Time is money, and if your business is playing in different time zones, you need reps who can sync up. A global team covering all hours? That’s the dream.

Language Barrier

English is the business lingua franca, but not everyone speaks it like Shakespeare. Be aware of language differences. On the flip side, having language ninjas who can communicate in multiple tongues? Gold.

Now that we’ve dissected the key elements of hiring sales representatives globally, it’s time to turn these insights into action. If you’re eager to kickstart your global dream team in a flash, consider leveraging our recruitment services.

We understand the intricacies involved, and our specialized approach transforms these considerations into a streamlined process, setting up your international sales force in just five days. Plus, seamlessly integrate your newly recruited team into our comprehensive EOR & Payroll Service for a hassle-free experience from recruitment to onboarding and payroll management.

Not quite ready to jump in? Let’s take a closer look at specific countries and the numbers. We’ll break it down to help you find the perfect fit for your team. Dive in when you’re ready! 

Dollars and sense matter when crafting a killer team. It’s not just about talent; it’s about understanding the investment in your startup’s future success.

Top Countries for Hiring Sales Talent


Island vibes meet business savvy. The Philippines is an outsourcing hub with a knack for understanding Western and East Asian cultures. Plus, cost-effective? Absolutely. The Philippines, an outsourcing hub, where you can snag top-notch talent for a cool $2,200 to $18,400 USD.


Hola, Mexico! A strategic location, a friendly business vibe, and a multicultural workforce – no wonder it’s a top spot for savvy entrepreneurs. Heading south to Mexico? Your strategic move could cost you between $30,000 and $42,000 USD. 


Samba your way to success with Brazilian sales reps. Natural charm, determination, and market savvy – Brazil brings a unique flavor to your sales team. And if the lively spirit of Brazil is calling, get ready to invest between $10,000 and $92,000 USD for your Brazilian sales force.


The rising star in the global business arena. India offers talent, adaptability, and tech expertise at a reasonable cost. A win-win. India, the rising star in the business galaxy, offers a budget-friendly range of $6,000 to $32,000 USD for your sales representatives.

South Africa

Diversity, communication skills, and cost-effectiveness – South Africa has the whole package. Plus, who wouldn’t want a sales rep with a killer accent? Where your sales dream team could come together at a cost ranging from $4,000 to $21,400 USD.

United Kingdom

Tea, crumpets, and unparalleled business prowess – the UK has it all. A bit on the pricey side, but those refined communication skills are worth every pound. Fancy the charm of the United Kingdom? It might set you back anywhere from $61,000 to $182,000 USD. 

In a Nutshell

Scaling globally is a wild ride, but with the right sales team, you’re on your way to world domination. Consider the factors, weigh your options, and assemble a dream team that’ll make your startup a global sensation. 

In the grand scheme of global business expansion, assembling a stellar sales team is not just a task – it’s an art. As we wrap up our exploration into the world of hiring sales representatives from different corners of the globe, one thing is crystal clear: success lies in the details, and those details come with a price tag.

And if you’re ready to embark on the journey of hiring top-notch sales talent with ease, check out Our Services for tailored solutions that make building your dream team a breeze. Happy hiring! 


10 Best Skills To Put On Your Resume (With Examples and FAQ)

The skills section of your resume shows employers you have the abilities required to succeed in the role you’ve applied for. Often, employers pay special attention to this section to determine if you should move on to the next step of the hiring process.

In this article, we discuss the 10 top skills to include on a resume, take a look at specific skill sets for different roles and provide an FAQ on frequently asked questions about skills and resumes, such as how many should you include.

Related: Resume Writing 101: Tips for Creating a Resume

10 of the best skills to put on a resume

While you can often easily determine hard skills to list based on details in a job description, selecting relevant soft skills isn’t always as apparent. To help narrow down which soft skills to put on a resume, review the various duties of the position and determine which of your personal strengths will help you successfully complete those tasks.

Here are 10 examples of the best resume skills employers may be seeking:

1. Active listening skills

Active listening refers to the ability to focus completely on the person who you’re communicating with. Active listening helps you to understand their message, comprehend the information and respond thoughtfully. Active listeners use verbal and nonverbal techniques to show their attention to a conversation partner. Developing and using active listening skills can show colleagues you’re engaged and have an interest in the project or task at hand.

Related: 11 Active Listening Skills To Practice

2. Communication skills

Communication skills are the abilities you use when giving and receiving different kinds of information. Some examples include communicating ideas, feelings or what’s happening around you. Communication skills involve listening, talking, observing and empathizing. Having strong communication skills is important in every industry at every career level.

Read more: Top 10 Communication Skills for Career Success

3. Computer skills

Computer skills involve the ability to learn and operate various technology. Hardware skills allow you to physically operate a computer, and this can be as simple as knowing how to switch devices on and off. Software skills help you to efficiently use computer programs and applications. There are some software skills employers may consider prerequisites to employment, like using spreadsheets or knowing a certain coding language.

Read more: Basic Computer Skills: How To List Them on Your Resume

4. Customer service skills

Customer service skills are traits and practices that help you address customer needs to create a positive experience for them. Customer service skills, in general, rely heavily on problem-solving and on communication. Customer service is often considered a “soft skill.”

Related: 101 Soft Skill Interview Questions To Prepare For

5. Interpersonal skills

Interpersonal skills are the personality traits you rely on when you interact and communicate with others. They cover a variety of scenarios where cooperation is essential. Developing interpersonal skills is important to work efficiently with others, solve problems and lead projects or teams.

Read more: Interpersonal Intelligence: Meaning and Why It’s Important

6. Leadership skills

Leadership skills allow leaders to organize a group of individuals to reach a shared goal. Whether you’re in a management position or leading a project, leadership skills require you to motivate others to complete tasks and reach milestones—often according to a schedule.


24 Effective Employee Retention Strategies to Retain Your Best Talent

If you want to tackle your employee turnover rate, make it easy for workers to stay. These 24 effective retention

When workers leave your organization, it’s not just the loss of a team member. It can be expensive to replace them and can hurt the morale of your employees. A high turnover can also impact productivity as you work to replace an extra set of hands.

So let’s take a look at some field-tested employee retention strategies. These ideas address the most common reasons workers leave. They help you create a work environment where people want to stay.

Send out surveys

If you’re not sure where to start, begin with metrics. Find out what is making your workers consider leaving. Ask what workers are struggling with in the workplace and what would make them stay.

Surveys are only the first step. Once you’ve gotten feedback, create an action list. If you’re hearing that workers are frustrated by one part of your organization, work on changing that. If employees are overworked—for example—you may need to hire more staff or even temps to give your team a break.

Follow up to make sure the change happens. You might want to make surveys a regular part of your operations, as they can help you address problems before they cause someone to quit. They also let you evaluate any initiatives you launch to encourage workers to stay.

Conduct exit interviews

An often-overlooked employee retention strategy is to ask each departing employee why they’re leaving. Once they’ve made up their mind, they may not have much to lose. They may be willing to be honest with you about the problems they’ve faced.

Chances are, others may have some of the same challenges. Fixing the problems you hear about can keep other workers from leaving.

Ask workers who are leaving to explain their decisions. You may find that employees are leaving to pursue better opportunities. They may be leaving because work no longer fits their current circumstances. Either way, you can get a sense of what you may need to change.

Update your onboarding process

Set your workers up for success from their first day. A strong onboarding and training process helps make your team members feel part of the organization right away. It also gives them the information they need to jump into work.

When creating an onboarding process, here are some things you may want to focus on.


5 Easy Steps to Speed Up Your Hiring Process

It’s no secret that the job market is becoming more and more competitive for organizations seeking new talent. More positions are opening than there are qualified applicants to fill, and stellar candidates often have multiple offers to consider.

If you drag your feet during the hiring process, your organization will lose out on the best and brightest employees. The swifter competition will have already scooped them up. In fact, 35 percent of CEOs identified an inefficient recruiting and interview process as one of the top concerns for their organizations.

On the other hand, you don’t want to race through the recruiting process without fully screening candidates or managing their expectations. It’s important to move quickly, but speed will do you no good if a bad hire ends up costing your company more time and money than the hiring process itself.

It’s all about finding that sweet spot between agility and quality. Here’s how:

#1. Write Better Job Descriptions

The best way to change your process is to start at the beginning: how you’re talking about the open position. The purpose of a job description isn’t just to tell people about the job you have available; its true purpose is to attract the right candidates and set the right expectations about the position and your company.

When a position needs filling, hiring managers are often too stressed about finding a candidate to slow down and think about what kind of candidate they really want and need. In the interest of time, they may not spend enough time developing an effective job description, and the result is either a flood of unqualified candidates or a trickle of candidates who can meet super-specific demands. As an HR professional, you can help improve the quality of applicants by having a candid conversation with the hiring manager about what the job description should say.

Write a job description that does the screening for you.

Here’s what you should consider as you generate a job description with the hiring manager:

  • What are the 5 core skills that a person needs for this job?
  • What will this person spend most of their time doing?
  • What tasks can they learn after being hired?
  • How will the company measure success for this position?
  • How much experience does this person need?

By creating a job description that gives an accurate reflection of the position along with preferred and critical qualifications, you cut out a massive amount of time you might otherwise spend screening (and you avoid hunting for a purple squirrel). The description does the screening for you so your funnel of candidates is narrowed right from the start.

#2. Eliminate Unnecessary Steps in Your Hiring Process Timeline

The more unnecessary steps you can cut out of the process, the more time you’ll save and the more likely you’ll be to beat the competition for the best candidates. A quick, easy hiring process is as important to candidates as it is to those doing the hiring.

According to a 2016 Talent Board research report, 17 percent of all candidates who reported having a negative experience with an organization’s recruiting process withdrew their applications because the process took too long.