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Building a remote team isn’t about $4/hour resumes.
It’s about the total cost of ownership: time zones, English, domain depth, taxes, plus how fast someone can ship work you’d be proud to show a customer.
After thousands of interviews and 200+ placements across 20+ countries, these are the 10 hubs we reach first when founders ask: “Where are the A-players?'
1. Argentina: ET overlap + strong English
Great for: account managers, lifecycle/retention, design, data/ops.
Why it works: easy overlap with US hours and clear communication.
2. Colombia: SDR/AE bench in US time
Great for: outbound SDR pods, junior AEs, RevOps assistants.
Why it works: same-zone dialing and a growing remote culture.
3. Serbia: sales talent ~6 hours ahead of ET
Great for: SDRs, appointment setters, sales ops.
Why it works: strong US-facing startup scene; solid written English.
4. Montenegro: freelancer-friendly taxes, fresh supply
Great for: designers, creative producers, media buyers.
Why it works: lots of independent creatives; hungry junior-mid talent.
5. Romania: 1 Gbps internet + “British-level” English
Great for: tech PMs, QA, DevOps-adjacent roles, content ops.
Why it works: strong infra and documentation culture.
6. Poland: AI/fintech clusters, UK/EU overlap
Great for: data roles, ML-savvy marketers, finance ops, product ops.
Why it works: deep tech ecosystem and comfort with compliance.
7. Ukraine: senior engineers for complex SaaS
Great for: backend, platform, integrations, security-minded ICs.
Why it works: enterprise-level engineering standards and grit.
8. Georgia: business-friendly taxes; startup surge
Great for: full-stack generalists, analytics, and finance assistants.
Why it works: founder-style ownership, flexible structures.
9. South Africa: native-English AMs & closers
Great for: account managers, client strategy, and closers.
Why it works: clean written/verbal English and US+EU hour crossover.
10. Egypt: deep outbound calling bench
Great for: outbound pods, CX, QA, data cleanup.
Why it works: mature BPO training and process discipline.
Think value, not cheap. Most winning hires sit in the mid-market for their region. You’ll save on US payroll and raise the bar on quality.
CASE STUDY: See how Dahaus Digital saved $270,000 in payroll with six direct hires in under 3 weeks: EU & LATAM team built for Chicago eCom Email Agency
Rule of thumb: pay for ownership and judgment. That’s what compounds.
1) Scorecard > Resume
Write a simple scorecard: outcomes for 30/60/90 days, “what good looks like,” and a small proof task. Interviews then become validation, not guesswork.
2) Collect High-Signal Inputs
Use a short written prompt, a 3-5 minute Loom, 2-3 async questions, and (if needed) a small paid trial. You’ll see clarity, speed, and judgment fast.
3) Hire Direct, Not Through Markup Layers
Direct employment keeps incentives aligned. The talent keeps more; you pay less. Everyone is happier and sticks around longer.
4) Onboard Like It Matters
Give a week-1 checklist, a single source of truth, and one comms channel. Meet weekly. Expect visible outcomes by week 2-3, not month 3.
Here’s what we consistently see when founders follow the system:
Faster ramp
Structured onboarding brings visible wins in the first few weeks.
See how Zabota.io has helped businesses and agencies save money while securing top-tier global talent.
1. Posting & praying
The best people already have jobs. Headhunt them.
2. Unstructured interviews
Add written + async + proof tasks to raise the signal.
3. Payroll middlemen
Markups drain your margin and hurt retention.
We help you hire direct in LATAM & Europe, no payroll markups, no fluff.Our talent spans operators who write well, think clearly, and own outcomes. We keep the process tight, show you only the finalists, and let you move fast.Ready to Hire World-Class Talent?
