How To Access Serbian Tech Talent From Anywhere In The World
The Serbian tech talent pool is growing rapidly, and businesses are starting to take notice.
Thanks to the country’s strong educational system and burgeoning startup scene, Serbia is quickly becoming a hotspot for tech talent and one of the top destinations for companies looking to outsource their tech work.
But why is Serbian tech talent so sought after? And, more importantly, how can you access it from anywhere in the world?
Well, that’s exactly what we’re here to answer.
In this article, we’ll explore the reasons why Serbian tech talent is in such high demand and show you how to access it no matter where you are, without even having to step foot in the country.
So, without further ado, let’s get started!
Serbian Tech Talent: The Future of Global Outsourcing
There’s no doubt about it: the Serbian tech talent pool is rapidly expanding.
And, as businesses around the world increasingly turn to outsourcing to stay competitive, this talent is in high demand.
From software developers and web designers to data scientists and artificial intelligence experts, Serbian tech workers have a lot to offer businesses of all sizes.
Here are just a few of the reasons why Serbian tech talent is so sought-after:
1. A Strong Educational System
One of the main reasons Serbian tech talent is in such high demand is the country’s strong educational system.
Serbia has a long history of producing world-renowned scientists and engineers, and this tradition continues today.
In fact, some of the world’s leading tech companies, including IBM, Microsoft, and Oracle, have set up R&D centers in Serbia precisely because of the country’s highly skilled workforce.
This strong educational foundation means that Serbian tech workers are highly trained and qualified, making them an attractive option for businesses looking to outsource their tech needs.
2. A Booming Startup Scene
In addition to a strong educational system, Serbia also has a thriving startup scene.
This vibrant ecosystem is attracting entrepreneurs and investors from all over the world, and it’s helping to fuel the country’s economic growth. In fact, Serbian startups attracted over $135m of investments in 2021, more than 6 times the amount invested in 2020.
What’s more, the Serbian government is supportive of the startup scene and offers a number of incentives to encourage entrepreneurship.
As a result, the country is producing an increasing number of innovative tech startups that are quickly gaining recognition on the global stage, and this is helping to put Serbia on the map as a leading destination for tech talent.
3. A Cost-Effective Workforce
Another key reason businesses are interested in Serbian tech talent is the cost-effectiveness of the workforce.
Compared to other developed countries, Serbia offers a highly skilled and qualified workforce at a fraction of the cost.
This makes Serbia an attractive destination for businesses looking to outsource their tech work and achieve significant cost savings.
4. A Growing English-Speaking Population
Another advantage of the Serbian tech talent pool is the growing number of English speakers.
While English is not the official language of Serbia, it is widely spoken thanks to the country’s strong educational system. In fact, English is a mandatory second language in Serbian schools.
As a result, an increasing number of young people in Serbia are fluent in English, making it easier for businesses to communicate with them and collaborate on projects.
5. A Cultural Fit
Finally, another key reason businesses are interested in Serbian tech talent is the cultural fit.
Serbia is a culturally diverse country with a rich history and a wealth of traditions.
And, while the culture may be different from what businesses are used to, there are many similarities that make it easy to work with Serbian tech workers.
For example, like in many other European countries, hard work, punctuality, and a focus on quality are highly valued in Serbian culture.
Additionally, the country has a strong sense of community, and people are generally very friendly and helpful.
This makes it easy for businesses to form relationships with their Serbian counterparts and helps to make working together a more enjoyable and productive experience.
The reason why Serbian tech talent is so sought after is clear. But what about access? How can businesses from anywhere in the world tap into this growing talent pool?
The answer is simple: by partnering with a Serbian outsourcing company.
How to Access the Serbian Tech Talent From Anywhere in the World?
Finding and hiring tech talent is a challenge for businesses all over the world. But it’s an especially difficult task for those looking to hire people from outside their own country.
Not only is it hard to find qualified candidates, but there are also a number of obstacles that can make the process of hiring overseas workers a challenge.
That’s why partnering with a Serbian outsourcing company is the best way to access the country’s highly skilled and qualified tech workforce.
At BPS World, we’ve been connecting businesses with top Serbian tech talent for years, and we continue to be a leading provider of Serbian tech outsourcing services. To help out businesses, even more, we recently launched 4 new business models with the aim to support more companies with different hiring needs throughout the world.
The 4 new models are:
- Pay per Hire
- Pay per Shortlist
- Pay per Team
Let’s go over each of these new models in more detail so you see how they can benefit your business.
Pay per Hire
If you have a limited number of senior roles that need to be filled and you still aren’t sure about your future hiring schedule, our Pay per Hire model is the perfect solution.
With this model, you only pay a fee if and when we successfully place a candidate in the role. Essentially, you’re only paying for results. And when it comes to the results, you can expect three to five candidates sent in the first two weeks!
Pay per hire is great for those who want to try out outsourcing for the first time or that only need to hire a handful of workers.
We take care of the entire recruitment process from start to finish, and our fees are based on a percentage of the new hire’s annual salary. This fee usually ranges between 13 and 15% of the candidate’s annual base salary and we agree on the fee upfront so there are no surprises later.
Pay per Shortlist
If you have a consistent need for new employees and want to build your own database of qualified candidates, our Pay per Shortlist model is the way to go.
With this model, you only pay a fee for the candidates that you shortlist. The payment is done after you accept to interview 4 candidates that we present to you. There are no additional costs and you are not charged if you decide not to interview any of the candidates.
This model is excellent for businesses that are looking to hire in bulk, have a lot of turnovers, or just want to reduce their hiring risks and costs, cause, in comparison to the regular contingency model, the Pay per Shortlist model is 25-30% less expensive!
Every two weeks, we’ll send you a report with the number of contacted candidates, average response rate, and impressions from the market.
If something doesn’t go as planned, and you’re not happy with the candidates we present to you, we sit back, take a break, and schedule a call with you so that we can review what can be done to improve the statistics.
If you’re happy with the results, we’ll move on and continue sourcing great candidates for your business, and if you are not, we return the role with no further obligations.
Pay per Team
If you have multiple roles and vacancies with time-sensitive hiring schedules, our Pay per Team model is the solution you need.
This option is usually chosen by businesses that are growing quickly and need to hire a large number of employees in a short period of time, cause one of the massive advantages of this model is that it can lower the price per hire by up to 1,800 € per placement!
Pay per Team model is charged per day of the recruiter, depending on the duration of the engagement and seniority of the recruiter.
When it comes to reporting, it’s the same as with the Pay per Shortlist model. You’ll receive a report every two weeks that includes the number of contacted candidates, average response rate, and impressions from the market.
If you want to test the market and our service before deciding on one of the models, the hybrid model is what you are looking for!
With the intention of giving you the chance to access the market and gauge our partnership, we can develop a custom-made proposal that is time-limited and that can be easily converted to one of our standard models when you are ready.
This is the most flexible model we offer and it’s perfect for businesses that want to start with a smaller number of placements but with an option to scale up when they are ready.
After designing our recruitment journey together, we will monitor the most important KPIs to keep track of the efficiency so that we can make the necessary adjustments along the way.
With this model, reporting is done per agreement and can be done weekly, bi-weekly or monthly.
Two out of these four models are used by US companies we collaborate with, and they turned out to be the perfect match with their strategy, goals, and hiring schedule.
Without the need to relocate or open offices in Serbia, they were able to access Serbian tech talent from anywhere in the world and create successful partnerships with some of the best IT professionals in the country.
One of those companies is Axcient, a US-based company with more than 200 employees and over 16 years of experience. They choose Pay per Hire model for all of their placements and so far we hired six people who work remotely from Serbia.
Roles we work on:
- QA Engineer (Manual + Automation)
- C++ Engineer
- Backend Java Engineer
- Golang Software Developer
The other US company we work with is Small Planet. The small planet has 50 employees and 10+years of experience. They use the shortlist business model, which means they decide who they want to hire, we just provide them with the candidates. Up to this day, we sent them more than 30 candidates who matched their criteria and we’ll continue to do so in the future.
Roles we work on:
- Android Developer
- Web Developer (React, Vue.js)