Which countries does Hyring recruit in?

The US, UK, Europe including Poland and Germany, the UAE, Latin America including Mexico and Colombia, and India. Outside those, we will say so rather than accept a brief and learn the market on your time.

How do you make candidates from different countries comparable?

One screening standard everywhere. Every candidate completes the same AI coding interview, video interview, and where relevant English proficiency test, scored on the same rubric, so a shortlist ranks candidates against each other rather than against local expectations.

Which market is best for engineering hiring?

It depends on the specialism, not the cost. India is deepest for platform, data, QA, and cloud at scale. Poland and Central Europe are strong in backend, embedded, and security. Latin America suits product and frontend with US time-zone overlap. We advise on market selection before running a search.

Do we need a local entity to hire someone abroad?

To put them on your own payroll, generally yes. If you have no entity, our employer of record service employs the person compliantly in their country while you direct the work, priced per employee per month, which avoids months of subsidiary registration for a handful of hires.

How do notice periods vary between markets?

Substantially, and it affects planning more than most employers expect. Indian IT commonly runs 30 to 90 days, UK senior roles often three months, and US roles frequently two weeks. Plan the requisition backwards from the joining date rather than the offer date.

Can you run one search across several countries at once?

Yes, and it is usually the right approach when the role can sit anywhere. One brief runs across selected markets, and the shortlist presents candidates side by side with the same evidence, so you compare people rather than recruiters.

When should we use local agencies instead?

When you are hiring at volume in a single country, when roles depend on an existing local network or in-country licensing, or when you need on-site industrial staffing. A strong local specialist beats a global partner in those cases.

Service · Global Staffing

Global Staffing Agency

Recruit across the US, UK, Europe, UAE, Latin America, and India from one agreement, at a flat 14% outside India and 7% within it. Every candidate is screened to the same standard, so shortlists from four countries are actually comparable.

Last updated on: July 7, 2026Read time: 6 mins

Written byAdithyan RKFact checked bySurya N

14% / 7%

Flat fee, rest of world / India

Screening standard, every market

900K+

AI interviews conducted

Delivery hubs: US, India, UAE

Hyring recruits across the US, UK, Europe, UAE, Latin America, and India under one agreement, at a flat 14% of salary outside India and 7% of CTC within it. Every candidate completes the same AI first-round interview regardless of market, which is what makes shortlists from different countries genuinely comparable.

The failure mode in multi-country hiring is rarely finding candidates. It is that a company ends up with three local agencies, three screening standards, three fee structures, and no way to tell whether the Warsaw shortlist is stronger than the Bogota one. You are then making a hiring decision on the relative persuasiveness of three recruiters rather than on evidence. Solving that is the actual product here.

The Problem With Multi-Country Hiring

Local agencies in each market produce incomparable shortlists, three fee schedules, and no consistent view of quality.

Run a role in four countries through four local agencies and you receive four differently formatted shortlists, each screened by someone with different standards and different incentives. One agency's "strong senior engineer" is another's mid-level. Fees vary by market convention. Nobody can answer whether the best candidate overall is the one from Poland or the one from Mexico, so the decision defaults to whichever recruiter followed up hardest.

One screening standard fixes it. Every candidate in every market completes the same coding interview, video interview, and where relevant the English proficiency test, scored on the same rubric. Your shortlist arrives with candidates from four countries ranked against each other rather than against local expectations.

What Each Market Costs

A senior engineer ranges from about $58,000 fully loaded in India to about $231,000 in the US, with Europe and Latin America between.

Which Market Supplies What

Cost only matters once a market can actually supply the specialism, which varies more than cost tables suggest.

Primary markets, what they are deep in, and what to watch

Market	Genuinely deep in	Watch for	Relative cost
India	Platform, data, QA, cloud, finance operations at scale	Notice periods of 30 to 90 days	Lowest
Poland and Central Europe	Backend, embedded, security engineering	Smaller pools in narrow specialisms	Low to mid
Latin America	Product, frontend, full stack, customer-facing	Deep specialist scale is harder	Low to mid
United Arab Emirates	Finance, banking technology, construction and projects	Package structures differ from Western norms	Mid
United Kingdom	Fintech, enterprise software, professional services	Notice periods often three months at senior level	Mid to high
Germany	Industrial and embedded engineering, automotive software	Strong employment protections, longer processes	Mid to high
United States	Everything, at the highest cost	Metro variation of 60% or more for identical roles	Highest

The column that changes decisions is the middle one. A market that costs 60% less and cannot supply your specialism is not cheaper, it is unavailable, and discovering that in week six is expensive. We advise on market selection before running a search rather than accepting a brief for a country that will not deliver.

How a Cross-Border Search Runs

One brief, several markets, one screening standard, and a shortlist where candidates are ranked against each other rather than local norms.

Round one, already done

Every candidate completes an AI first round before you see them: video, coding, phone, or the English test.

Every applicant ranked

The AI Resume Screener scores the full funnel against your brief, so nothing strong gets buried under volume.

Thousands of recruiters

The Recruiting Partners network works each role nationally, paid on placements, every submission passing the same screen.

Panel rounds in Hyring Meet

Interviews are scheduled and held in Hyring Meet, so invites and recordings stay attached to the candidate record.

One portal, no chasing

Every candidate uploaded with recording and score, clear stages your whole team sees, feedback on the profile instead of an email thread.

Transparency after the hire

Augmented teams run on Insight by Hyring, employees seeing their own data first. SOC 2 Type II and ISO 27001 certified.

Fact

90-day replacement commitment. If a placed hire leaves within 90 days, we replace them under the agreed terms. Ask any agency whether their guarantee provides a replacement or a refund, and over what period, because those are materially different commitments that get conflated in most contracts.

Recruiting Abroad vs Employing Abroad

Finding someone in another country and legally employing them there are separate problems with separate solutions.

This page covers recruitment: identifying, screening, and placing candidates in other countries, charged at a flat 14% outside India and 7% within it, with the person joining your payroll or your local entity.

If you have no entity in the country, employing them is a different problem. Registering a subsidiary takes months and creates ongoing filing, tax, and compliance obligations that rarely make sense for a handful of people. Our employer of record service handles that instead: we employ the person compliantly in their country, you direct the work, priced per employee per month. And where you want capacity rather than headcount at all, staff augmentation is the cheaper structure again.

When One Global Partner Is Wrong

A specialist local firm beats a global partner for single-market volume hiring and for deeply local, relationship-driven roles.

Written by

Adithyan RK

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CEO & Co-founder, Hyring

18+ years of experience

Adithyan RK is the Co-Founder and CEO of Hyring, an AI-native recruitment platform that has run over 900,000 AI interviews for companies ranging from early-stage startups to the Fortune 500. He has spent 18 years building technology businesses, starting with a digital consultancy in 2008 and a staff augmentation firm in 2017, before founding Hyring in 2022 to rebuild hiring around evidence instead of guesswork. Read more

Expertise

AI RecruitmentAI InterviewsRecruitment AutomationHR TechnologyHiring AnalyticsApplicant TrackingRecruiter Operations

Fact checked by

Surya N

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CTO & Co-founder, Hyring

6+ years of experience

Surya N is the Co-Founder and CTO of Hyring, where he architected the AI interviewing engine that has now conducted over 900,000 interviews for companies ranging from early-stage startups to the Fortune 500. A mechanical engineer who moved into artificial intelligence, he spent 6 years building AI applications inside a technology consultancy before co-founding Hyring, and wrote the first version of its AI interviewer from scratch. Read more

Expertise

AI Interview SystemsConversational AIInterview Fraud DetectionPlatform ArchitectureMachine Learning EngineeringApplied AISpeech and Voice AIBias Testing and Model Evaluation

FAQs

A flat 14% of salary outside India and 7% of CTC within India, published rather than quoted per market. That is deliberately uniform, because market-by-market fee variation is where multi-country hiring budgets become impossible to forecast.