IT Recruitment in Eastern Europe
It’s just the beginning of your seamless expansion to Eastern Europe.
We build and operate tech teams of 10+ senior software engineers, and deliver:
- Silicon Valley-caliber developers in Eastern Europe
- Up to 40% savings
- Team scaling from 10 to 100 in a year
- Compliant employment without legal entity setup
- Cultural fits for your company
Mexico
Colombia
Argentina
Chile
Poland
Romania
Ukraine
BulgariaHigh-Speed Tech Recruiting to Build
a Senior Engineering Team in Eastern Europe
developers in the 1st month
developers in 3 months
Companies Scaling with Alcor
Alcor is a reliable partner that meets our hiring needs. We finally hired experienced software engineers in Eastern Europe with strong tech skills and business acumen. Account Managers are awesome!
With Alcor’s all-in-one solution, we got a software R&D office with 15 senior PHP devs and a compliant operational coverage. I really appreciated their transparent pricing structure and deep expertise.
We interviewed a lot of EoR platforms and companies, but Alcor was the only one that provides a combo package of EoR and Recruting offerings. Alcor helped us build a full stack team in 1.5 month.
We wanted to switch from our outsourcing provider, and Alcor has become really game-changing for us. Within a mere 6 months, we got a fully-fledged team of 30 engineers in our own R&D office.
Alcor’s R&D solution eclipses full-cycle recruitment, EOR service, and operational support for our offshore team. Their ‘all-in-one place’ approach is far more cost-effective than I could’ve imagined.
I value their commitment to going the extra mile. We evolved from an outstaff project into an independent company, and Alcor’s support was crucial. They hired and ondoarded 15+ professionals for us.
Thanks to Alcor, we hired four engineers and a designer that strengthened our team. Beside stellar recruitment, Alcor flawlessly handled our payroll. Their approach was seamless and swift.
Alcor closed our 4 QA positions in a month and more than doubled the team in a year! We chose Alcor because of their communication style, cost, scope of services, and ideas to help us be successful.
Expanding our engineering team outside the US with Alcor was a game-changer! They found 15 talented developers and provided seamless EOR & operational support. Great responsiveness to our needs!
Alcor’s flexible model helped us scale from 0 to 30 devs in a year first, and then to 50! No buy-out fees, seamless hiring, and top-tier talent. A hassle-free way to grow without setting up a subsidiary!
Alcor helped us hire the top 5% of tech talent while building our employer brand. They were proactive, never compromised on quality, and delivered. Three years later, our hires are still thriving!
Get Superior IT Recruitment Services in Eastern Europe
2-6 weeks
to close a vacancy
80% of candidates
are approved by clients
98.6%
probation pass rate
2.5 years
average tenure
8 CVs
to get 1 accepted offer
5 business days
to send you first CVsEastern Europe for Tech Expansion
End-to-end IT Recruiting
in Eastern Europe
Full cycle effectiveness and ease
- Eastern Europe’s market guidance and consulting
- Salary benchmarking
- Sourcing, interviews, negotiations
- Candidates’ tech expertise assessment
- Employment, onboarding, and payroll
Tech Team Planning in Eastern Europe Made Simple
Get precise estimations according to your JDs.
Estimate my team costTech Business Chooses IT Staffing in Eastern Europe
Why choose IT recruitment in Eastern Europe?
Overview of tech industry in Eastern Europe
Eastern Europe is a leading recruiting hub for global technology product companies, driven by its expansive digital economy and robust education systems. According to Eurostat, over 10 million ICT specialists are active across the EU, with key tech clusters in Central and Eastern Europe, the Baltics, and parts of Southern Europe. These regions offer reliable IT recruitment services for scaling tech companies from the US, UK, and Western EU.
The European Union continues to invest heavily in digital infrastructure, cybersecurity, AI, and cloud technologies, which fuels a steady stream of skilled software engineers.
Reasons ro work with Eastern European developers
Software developers from Eastern Europe combine technical skills with professional integrity. Many locations (especially Poland, Romania, and the Baltics) rank high on the EF English Proficiency Index and QS STEM education rankings.
Key benefits of hiring Eastern European developers:
- Strong command of English
- High cultural compatibility with US employers
- Expertise in key languages like JavaScript, Python, .NET, Java, and emerging stacks like Golang and AI/ML
- Familiarity with Agile, DevOps, and cloud-native development
In addition, professional IT recruitment in Eastern Europe can shorten hiring timelines and reduce turnover by aligning candidates’ values with your product vision.
Addressing the global IT talent shortage
The global IT talent shortage is expected to reach 85 million by 2030 (Korn Ferry). European countries offer a vital solution, with more than 1.8 million developers across the CEE region alone. Relying on an IT recruitment agency in Eastern Europe grants access to high-quality tech candidates without competing in oversaturated markets like the US or UK.
In particular, the Eastern European region provides:
- Mid-to-senior talent availability
- Niche expertise (AI, C++, data science, cybersecurity)
- Scalable hiring of 10 to 100+ engineers a year
This makes tech recruitment services in Eastern Europe a strategic move for CTOs and HRDs seeking long-term product development at reduced employment costs.
Top IT recruitment destinations in Eastern Europe
Poland
Poland leads Eastern Europe as a top destination for IT recruitment. With over 650,000 tech specialists and around 74,000 ICT graduates entering the labor market each year, Poland boasts the largest tech talent pool in the region. Cities like Warsaw, Kraków, and Wrocław are recognized for their tech R&D infrastructure, multilingual developers, and competitive rates.
Why choose Poland:
- #1 in CEE for STEM education
- Strong English proficiency (B2+ average)
- 2x lower employment costs compared to the US
- Mature tech ecosystems supported by EU legal frameworks
Romania
Romania combines cost-efficiency with technical depth. The country offers around 250,000 IT professionals, many of whom are fluent in English (#1 among CEE countries), French, or German. Bucharest, Iași, and Cluj-Napoca host numerous software R&D centers and benefit from attractive tax policies.
Why choose Romania:
- 16% flat corporate and 10% personal income tax
- 10,000+ annual ICT graduates
- Strong presence of US and Western EU tech firms
- Skilled workforce in backend, embedded systems, and automation
Ukraine
Despite the current russian invasion, Ukraine remains a high-performing destination for tech recruitment services in Eastern Europe, as 85% of Ukrainian devs continue to work full-time. The Ukrainian IT sector has demonstrated resilience, growing its exports and talent pool even during crisis periods.
Why choose Ukraine:
- 302,000+ tech professionals with strong engineering backgrounds
- High availability of niche tech skills (AI, cybersecurity, blockchain)
- Strong work ethic and reliability
- Cost-effective long-term partnerships (up to 51% lower salaries than in the US)
Czechia
Czechia offers one of the most stable business environments in the EU. It has a solid talent pool of 226K IT experts, who rank #3 regionally for tech skills. Prague and Brno are home to most of them and have become central hubs for European and international tech firms seeking remote IT recruitment services in Eastern Europe.
Why choose Czechia:
- Top-tier technical universities
- Low turnover rates
- High developer productivity and English proficiency
- Strong emphasis on data security and compliance
Bulgaria
Bulgaria presents one of the best price-to-quality ratios for recruiting developers in Eastern Europe. With more than 128,430 tech specialists and 50+ universities, it’s a well-established destination for software team expansion.
Why choose Bulgaria:
- 10% corporate and personal income tax
- High share of female IT specialists (28%+)
- Strong English skills (ranks #3 regionally)
- Focus on data analytics, web, and app development
What defines a top IT recruitment agency in Eastern Europe
Unlike traditional staffing providers, elite IT recruitment service providers in Eastern Europe operate as embedded hiring partners rather than transactional vendors. Their services are designed for speed, retention, and employer value, not submitted CV’s volume.
Distinctive characteristics include:
- Local expertise with global reach. Eastern European agencies combine knowledge of regional developer markets with international hiring standards. This enables fast, compliant, and culturally aligned hiring for US-based clients.
- Vertical specialization. Rather than general recruiting, top firms focus on software engineering, AI, DevOps, and niche roles like embedded systems or blockchain.
- Dedicated recruitment squads. Clients receive a full team – including researchers, recruiters, headhunters, and account managers – that works exclusively on their positions.
- Transparency and guarantees. High-end firms commit to specific KPIs, such as time-to-hire and pass rate, with financial guarantees for unmet targets.
These characteristics allow remote IT recruitment agencies in Eastern Europe to deliver consistent results in under 6 weeks per hire, even for complex roles.
What to look for in a professional recruitment partner
Choosing the right IT recruitment partner in Eastern Europe directly impacts hiring outcomes, team retention, and long-term product delivery. To make the right decision, assess agencies against the following criteria:
- Regional expertise
Ensure the agency has active operations or partnerships in key talent hubs like Poland, Romania, Ukraine, and Bulgaria. Local presence enables faster sourcing, better salary benchmarking, and legal clarity. - Proven tech specialization
Review their track record with software engineering roles, tech stacks, and product companies. Agencies focused solely on IT recruitment in Europe will outperform generalist staffing firms. - Transparent guarantees
Top agencies should commit to clear KPIs – such as 5 hires in 1 month or 30+ hires in 3 months – and offer financial coverage if they miss the mark. - Full-cycle service
Beyond sourcing, your agency should cover interviews, salary negotiation, legal consulting, and post-hire support. - Blind CVs within days
Quick access to vetted profiles (3–5 days) signals a well-prepared talent pipeline and efficient candidate engagement.
Red flags and common mistakes
Avoid these frequent pitfalls when selecting a remote IT recruitment agency in Europe:
- Overpromising and underdelivering – “20 hires in 2 weeks” without real cases on-hand.
- Lack of industry focus – Agencies recruiting for multiple sectors usually lack niche expertise in tech field.
- Hidden costs – Watch for buyout fees, markups on candidate salaries, or unclear billing.
- Outdated sourcing methods – Manual databases and poor LinkedIn outreach usually lead to low-quality candidates.
Real case of setting up a development team in Eastern Europe
When Dotmatics, a US-based product company, sought to build a distributed software development team in Europe, they chose Alcor over generic IT staffing agencies. Within 12 months, Alcor assembled a 30-person team across Poland and Romania, including the Director of Engineering, Full Stack, React, QA Automation, DevOps, Node.js, and other engineers.
Key success factors:
- Blind CVs submitted within 4 business days
- Technical screening completed before client interviews
- Full legal and payroll compliance handled by Alcor
- 15% roles filled with the 1st CV
- A key account manager who provides ongoing support.
By setting up a dedicated offshore team, Dotmatics maintained alignment with its internal practices and hit major milestones, leading to its $5.1 billion acquisition by Siemens in July 2025. The engineers also benefited directly, receiving stock options as part of the company’s growth journey.
This level of service is only achievable with a recruitment partner that understands the Eastern European tech market and focuses on long-term client success.
Alcor’s formula for hiring tech talent in Eastern Europe
Full-cycle IT recruitment with a 98.6% retention
Alcor provides end-to-end IT recruitment services in Eastern Europe, tailored specifically for US and Western European tech product companies. From the intro call to onboarding, every hiring stage is managed in-house by a dedicated recruitment team.
What sets Alcor apart:
- Up to 40% savings vs outsourcing
- 80%+ CV pass rate
- 2–6 weeks per successful hire
- A team of 40 tech recruiters
- A 253K+ verified candidates in our talent database
Unlike typical staffing vendors, we focus exclusively on long-term partnership, helping our clients build full-scale engineering teams with minimal turnover.
Data-driven methods and quality guarantees
Our approach is grounded in data, not guesswork. Each search begins with a salary and talent availability report across target European locations. We also track performance metrics like:
- Sourcing channel effectiveness
- Interview-to-hire ratios
- Probation completion rate
- Time-to-hire by role
Tech product companies that scale with Alcor
We’ve helped numerous US-based tech firms scale their teams across Europe, including:
- Sift – Set up a software R&D center in Eastern Europe of 51+ devs
- ThredUP – Built a team of 47 developers and assisted with stock options
- People.ai – Hired 25+ tech experts, including a highly skilled Staff Engineer and top AI specialists
Meet Our IT Recruiters
Tech Recruitment Process
Kick-off call
- Discuss your hiring needs and requirements
- Report on salaries and talent pool for open positions
- Negotiate and sign the contract
Preparation
- Create a hiring strategy
- Compose ideal candidate profiles
- Define and promote your EVP to local developers
Candidate Search & HR Interview
- Source, headhunt, and pre-screen candidates
- Conduct the HR interview
- Evaluate the candidates’ experience, previous projects, English level, and soft skills
Tech Interviews & Offer
- Let you conduct tech interviews and test tasks
- Update you on the hiring progress weekly
- Manage job offers
- Work with offer rejections and counteroffers, if any
Post-offer support
- Accept payment for hires
- Help you onboard your hires 3-month candidate replacement warranty
- Employment, payroll, and other operational support
Result
Your own software development team in Eastern Europe of your size, budget, and required skills
Contact UsMore Than Just IT Recruitment in Eastern Europe
- From 0 to 100+ engineers in Eastern Europe
- Employer of record—no-entity compliant employment
- Comprehensive in-country support
- No buy-out or other hidden fees
- Your team from day one. Your management. Your culture.
Companies Scaling with Alcor
Alcor is a reliable partner that meets our hiring needs. We finally hired experienced software engineers in Eastern Europe with strong tech skills and business acumen. Account Managers are awesome!
With Alcor’s all-in-one solution, we got a software R&D office with 15 senior PHP devs and a compliant operational coverage. I really appreciated their transparent pricing structure and deep expertise.
We interviewed a lot of EoR platforms and companies, but Alcor was the only one that provides a combo package of EoR and Recruting offerings. Alcor helped us build a full stack team in 1.5 month.
We wanted to switch from our outsourcing provider, and Alcor has become really game-changing for us. Within a mere 6 months, we got a fully-fledged team of 30 engineers in our own R&D office.
Alcor’s R&D solution eclipses full-cycle recruitment, EOR service, and operational support for our offshore team. Their ‘all-in-one place’ approach is far more cost-effective than I could’ve imagined.
I value their commitment to going the extra mile. We evolved from an outstaff project into an independent company, and Alcor’s support was crucial. They hired and ondoarded 15+ professionals for us.
Thanks to Alcor, we hired four engineers and a designer that strengthened our team. Beside stellar recruitment, Alcor flawlessly handled our payroll. Their approach was seamless and swift.
Alcor closed our 4 QA positions in a month and more than doubled the team in a year! We chose Alcor because of their communication style, cost, scope of services, and ideas to help us be successful.
Expanding our engineering team outside the US with Alcor was a game-changer! They found 15 talented developers and provided seamless EOR & operational support. Great responsiveness to our needs!
Alcor’s flexible model helped us scale from 0 to 30 devs in a year first, and then to 50! No buy-out fees, seamless hiring, and top-tier talent. A hassle-free way to grow without setting up a subsidiary!
Alcor helped us hire the top 5% of tech talent while building our employer brand. They were proactive, never compromised on quality, and delivered. Three years later, our hires are still thriving!
FAQ about IT recruitment services in Eastern Europe
Is it cost-effective to hire software developers in Eastern Europe?
Yes, with hiring software developers in Eastern Europe, you can save from 38% to 65%, while scaling your company at the same time. Here’s what makes it possible: the difference in salaries & taxes and Alcor’s comprehensive all-in-one-place software R&D center solution without buyout fees.
In the US, a senior software developer earns up to $125,550 a year, while software engineering experts from Eastern Europe make, on average, $67,750. The regional taxation policies also offer lower tax rates.
What is the best strategy to hire tech talent in Eastern Europe?
The best strategy for tech companies is to partner with a local provider that has a solid team of tech recruiters with experience in end-to-end hiring of senior developers and headhunting C-level and rare specialists in Eastern Europe.
What is Alcor, and why is it a better long-term alternative to outsourcing or generic EOR platforms?
Alcor builds software R&D centers and hires remote development teams for US and European tech product companies. Since 2017, we’ve been helping our clients scale in Latin America and Eastern Europe, adding 10 to 100 developers each year.
Our solution is designed only for the tech industry:
- hiring in top tech talent markets,
- benefiting from tax incentives for tech, and
- managing all the necessary contracts for tech (NDAs, IP rights protection agreements, etc.).
Alcor lets clients easily track and manage payroll, benefits, and more via its cloud platform, AlcorOS.
However, unlike other global payment platforms, our clients don’t just get robotic support; they work with a dedicated human Customer Operations manager.
Our solution is 50% more affordable than hiring in the US or tech outsourcing, and we offer custom pricing and volume discounts for even greater savings – no setup or hidden fees.
What does Alcor’s software R&D solution in Eastern Europe include?
Our all-in-one solution includes tech-focused Employer of Record, full-cycle IT talent sourcing in Eastern Europe, and operational support, such as:
- hardware procurement,
- office/coworking leasing,
- insurance provision,
- employer branding,
- HR services,
- remote/office/hybrid strategy support,
- sysadmyn support,
- business/travel visa support,
- stock options & IP agreements – you name it.
We go the extra mile for clients, so they can get everything they need without engaging third parties.
Does Alcor provide a full-cycle tech recruitment service?
Yes. With the help of our 40 in-house tech recruiters and researchers, we hire Silicon Valley-caliber talent from scratch. You can get 5 developers in the first month, 30 in 3 months, and 100 in a year. You get the first CVs of pre-vetted candidates in 5 business days, while one vacancy is typically closed in 2-6 weeks. These are your people from day one who become part of your in-house team and culture, with no buyout process and fees if you later insource.
Which geographies and seniorities can you cover?
We hire top-10% engineers across Mexico, Colombia, Argentina, Chile, Poland, Romania, Ukraine, and Bulgaria – with a focus on senior, lead, and C-level talent. To ensure you get the best talent on the market, we prepare a location strategy and consultation from the start.
What is the portrait of an average candidate you recruit for a tech position in Eastern Europe?
Alcor holds recruiting for tech roles in Eastern Europe to a high standard. With 8 years of tech recruitment experience and a network of over 253,000 candidates, we deliver senior developers with rare tech stacks and ensure a corporate culture that perfectly matches your tech product needs.
Our hires’ tenure averages 2.5 years, so you get top-10% talent and long-term cooperation. Plus, we go beyond retained search and provide 24/7 dedicated account support for your tech talent in Eastern Europe.
What is the quality of your candidates?
To present you with the best candidates, we use an internal database of 253k software engineers and external resources. 80% of the CVs we send to clients are approved; 8 CVs are needed to secure an accepted offer; and 15% of vacancies are closed with the first CV. If a client wants to further improve the quality of the candidate pipeline, we offer an Engineering Manager screening service. As a result, 98.6% of the developers that we hire for clients successfully pass probation.
How fast can Alcor build a development team in Eastern Europe?
We pride ourselves on expeditious tech recruitment – stellar quality within tight timeframes. Alcor’s average time to close a vacancy when hiring a developer is 2-6 weeks. In just 1 day of our cooperation, you’ll get blind CVS. In the next 5 days, we’ll start sending you CVs of pre-vetted candidates whom you’d want to invite for an interview right away.
Can you headhunt C-level management in Eastern Europe?
Yes, Alcor’s 40 tech recruiters can fill positions like CTO, CIO, CMO, or CFO. It takes us about 5-8 weeks to hire a team lead and 6-9 weeks to headhunt a C-level manager. For instance, we have successfully hired a team of over 30 developers and headhunted a Director of Engineering for Dotmatics. We also built a team of 10+ senior and lead QA Engineers, including a QA Manager for Ledger.
Alcor operates on a contingency search basis, meaning you pay only when the open C-level position is successfully filled. With 98.6% of our hires passing probation, you can trust us to deliver top-quality tech talent.
Will there ever be a shortage of IT talent in Eastern Europe and how can Alcor address it?
With over 1.8 million programmers, the region has a good chance of addressing the worldwide tech talent shortage.
As for Alcor, our 40 tech headhunters in Eastern Europe and a vetted network of over 253,000 candidates make recruiting for tech roles in Eastern Europe quick, efficient, and shortage-proof.
How long do software developers that Alcor hires stay with clients?
90% of the talent we hire for clients stays with them long-term, while the average tenure of developers is 2.5 years. In case you’re unsatisfied with our hire or vice versa, we offer a 3-month free replacement warranty. What’s more, you can increase the retention rate among your R&D team with the talent retention strategy developed for you by our HR professionals.
What do you get with our tech-focused EOR service?
First of all, you don’t have to spend 3.5+ months setting up your own legal entity and other infrastructure, such as a bank account and a local team, in a new tech market. We’ll hire talent on your behalf right away.
Secondly, our EOR service covers everything: payroll, compliance, benefits, onboarding, offboarding, and other services. We commit to onboarding talent in 10 business days and provide free offboarding.
Last but not least, you’ll hire top tech talent in top tech markets across Latin America and Eastern Europe – with 3.5+ million IT specialists and fast-growing tech industries.
But our solution is not just another HR payments platform – with us, you get EOR and tech recruitment from scratch, with full operational coverage in one place.
Do you use FTE or B2B models of employment when recruiting for tech roles in Eastern Europe?
We hire tech talent in Eastern Europe both on a B2B and FTE basis. Which one should you choose as a tech executive?
B2B contracts are the simplest way to hire remote developers, as you don’t need a legal entity to recruit IT talent in Eastern Europe. You can pay higher net salaries while avoiding costly social security contributions, payroll tax, and personal income tax—your tech workers handle their tax obligations. Alcor can also handle this function, so your developers can have peace of mind. Plus, our lawyers can advise you on contract provisions, ensuring you hire tech talent from Eastern Europe on the best terms for both parties.
Want to hire a software development team in Eastern Europe on an FTE basis? Alcor’s Employer of Record service has you covered. We already have legal entities overseas, so you bypass business incorporation hurdles. Our lawyers will draft tech-focused employment contracts, with local labor law specifics included, and mitigate any risks related to worker misclassification, social security, and tax obligations. Meanwhile, Alcor’s payroll specialists will take care of taxes, social contributions, and accurate salary payouts so you can focus on your product development instead.
Contact us to get more details on this topic!
How do you handle compliance, risk, and data protection?
Alcor acts as a legal shield, ensuring 100% compliance with labor laws in the countries of our operations and IP protection. We protect clients from risks related to worker misclassification, social security, and tax obligations while providing GDPR and CCPA solutions. We also provide the background check service for our clients upon request. What is more, Alcor has a mature policy set consisting of publicly available Privacy Policy, Cookie Policy, Terms of Use, Security Policy, and Code of Ethics.
Is Alcor’s pricing transparent?
We don’t have setup fees, tricky rate cards, or expensive pricing wrappers. Also, our model doesn’t presuppose regular cost increases with no visible returns. Instead, we have custom pricing for each client, set and revise individual compensations, and give contractual volume discounts.
Who owns the team and assets, and can we insource later?
You own everything from day one – the team and all procured assets (hardware, software, office/coworking arrangements, and related records). You can insource the team at any time for free, with no buyout or lock-in.
Who manages the team day to day?
You do. We act as the official employer of record (EOR) for compliance and payroll, while decision-making, roadmap, and performance management remain on your side.
What documentation and visibility do we get?
You get full transparency – employment contracts, SLAs, and supporting documentation are shared with you from the start.
How is IP handled, and who can access our code?
IP remains 100% yours, protected by compliant IP rights agreements from day one. Alcor does not access your source code, product docs, or other sensitive materials.
Who bears compliance and other employment-related risks?
Alcor bears 100% of the employment and compliance risks in each country by serving as your legal shield for labor, tax, and regulatory matters.
Who are the clients of Alcor?
Our clients include tech product companies from the US and EU – People.ai, BigCommerce, Grammarly, Sift, Ledger, Pindrop, Chartbeat, BIScience, ChargeAfter, Tubular Labs, and Teladoc – from domains like AI/ML, ecommerce, cybersecurity/fraud prevention, crypto/fintech, media & marketing analytics, and digital health.
Does Alcor have any industry awards, or is it featured in ratings?
Alcor has earned top rankings in the IT & business services, HR outsourcing, and legal outsourcing categories on Clutch, become the #1 HR Services Agency on SuperbCompanies, and won The Legal 500 EMEA Awards. We are also featured on Clutch, TrustPilot, G2, and GoodFirms.
What is the team behind Alcor?
We’re a 100+ in-house team with deep bench strength – 40 tech recruiters and 60 back-office specialists across 8 key locations, with 93% CSAT and a 93% Net Promoter Score. Leadership is hands-on and accessible: Founder & CEO – Dmytro Ovcharenko; COO – Viktoriia Keliar; Director of Technical Recruiting – Kassandra Ruiz; Head of Customer Operations – Oksana Petrus; Head of Legal – Oleh Danylchenko. Supporting leaders include Head of People & Culture – Hanna Koval; Senior Legal Adviser (LATAM) – Gilda Orozco; Country Manager, Mexico – Javier Preciado; plus regional recruiting leads in Poland, Romania, and LATAM for on-the-ground execution.
How do you make cross-region collaboration work – overlap windows, English proficiency, and executive availability?
We run teams across the USA, Latin America, and CEE – covering GMT-7, GMT-6, GMT-5, GMT-4, GMT, GMT+1, GMT+2, and more. That footprint lets us engineer reliable overlap windows: typically 5-8 hours within the Americas or Western Europe, and 2-5 hours between US time zones and CEE with modest schedule shifts. English proficiency runs from intermediate to native, with customer-facing roles staffed at advanced/native levels. For leadership accessibility, we align recurring exec-level touchpoints inside overlap windows and keep async updates flowing so decisions don’t wait on the clock.