Serbia expansion partner

Expand to Serbia —
without building the
local layer yourself.

We help US startups set up, hire, and run their Serbian operations — based on real operator experience building and scaling teams locally.

Book a call

No commitment. Just clarity on how this would work for your team.

Step 1

Entity setup & compliance

Legal entity, employment contracts, and local regulatory structure — ready before your first hire.

Step 2

Engineering hiring

Sourcing, vetting, and onboarding engineers who are the right fit — technically and culturally.

Step 3

Ongoing people operations

HR, payroll, retention, and day-to-day ops — owned locally so your leadership doesn't have to.

How it works

A structure that actually works in practice

Most teams underestimate how much operational work sits behind "just hiring a few engineers abroad."

We don't treat this as a one-time setup. We build the structure properly — and stay to run it.

Step 1

Structure first

Your entity, employment model, and contracts are set up correctly from day one.

Step 2

Build the team

We handle sourcing, hiring, and onboarding — aligned with your standards and culture.

Step 3

Run operations

HR, payroll, compliance, and day-to-day operations — handled locally, long-term.

Real track record

Proven operator experience in Serbia

We build and run your Serbian team — end to end.

Built inside a US SaaS company · Later acquired by Zendesk

David Birchmier

Founder, Tymeshift

Verified

Serbia market entry — Tymeshift engineering team

35+ engineers hired

Entity setup & compliance

Ongoing HR & people ops

Marko took full ownership of our Serbia expansion — from entity setup and compliance to hiring and running the team. We grew to 35+ engineers with strong retention, and we never had to worry about the operational side.

David Birchmier · Founder, Tymeshift

Built from first hires → 35+ engineers

Full operational ownership

Company later acquired by Zendesk

Structure options

Two ways to build your team in Serbia

There's no single "right" model — it depends on your stage, risk tolerance, and long-term plans.

We help you choose the right approach — and make sure it's implemented properly.

Start with EOR

Faster start

Best for

Testing the market

First hires

Moving quickly

You hire without opening a local entity — but still stay compliant.

Build your own entity (DOO)

HRemotely approach

Best for

Long-term teams

Stronger employer positioning

Full control over operations

We help you set it up — and stay to run it.

Most teams start with EOR and transition later. Others go straight to entity. We guide both — based on what actually makes sense for you.

Existing teams

From contractors to a real team

Many US startups already work with Serbian contractors.

On paper, it works. In practice, it often creates legal, tax, and operational exposure — especially as the team grows.

We help you move from contractor-based setups into a clean, compliant structure — without disrupting your team or slowing down growth.

Talk to us about your current setup

Audit existing arrangements

We review contracts, payment structures, and compliance exposure before anything changes.

Choose the right employment structure

We help you transition contractors through an Employer of Record (EOR) setup, or establish a local entity if you're planning to scale long-term.

Convert & onboard properly

Contractor agreements replaced with proper employment contracts. Team intact — structure compliant.

Ongoing ops from day one

From the transition forward, we own HR, payroll, and people ops — indefinitely.

Why Serbia

A talent market most teams underestimate

Serbia offers a rare combination: senior engineering talent, strong English, and a structure that actually works for building long-term teams — not short-term contractors.

High density of senior engineers

A concentrated talent pool shaped by strong technical education and years of experience working with global products.

Used to working with US teams

Clear communication, overlapping time zones, and familiarity with US workflows and expectations.

Built for long-term employment

Unlike gig-based markets, engineers expect stable roles — which translates into stronger retention and team continuity.

"We had a lot of success in Serbia — strong engineering talent, great communication, and a really solid cultural fit across the team."

— David Birchmier, Founder, Tymeshift

See why teams choose Serbia

Before you reach out

We already work with Serbian contractors. Do we need to change anything?

Not necessarily. Many setups are fine short-term. We start with a quick audit and show you exactly where the risks are — and what fixing them would look like, if needed.

What's the difference between EOR and setting up a D.O.O.?

EOR is the fastest and lowest-friction option — ideal while you're still building the team. A D.O.O. makes sense once you're scaling and want full control.

How long does this actually take?

EOR can be running in days. A D.O.O. typically takes a few weeks. Your team keeps working while we handle the setup.

Who actually runs things locally?

We do. This isn't just setup — we stay and run the operational layer long-term, so your team stays focused on building.

Get in touch

Let's talk through your Serbia plan

Whether you're starting from scratch or already have people on the ground — we'll help you structure it properly.