The best platforms for hiring offshore tech talent in Southeast Asia fall into three groups, and the difference between them is not features. It is how much of the hiring work you do yourself.

A job board hands you applicants and you do everything else, including working out how to legally employ whoever you pick. An employer of record solves the employment problem but will not find the candidate. A vetted talent platform or managed team provider does both, faster, at a higher price. Pick the wrong category and you either drown in unscreened CVs or pay a premium for screening you could have done in-house.

Southeast Asia is worth the effort. The region produces over 200,000 computer science graduates a year, and Vietnam, the Philippines, Indonesia, Malaysia and Singapore together hold a technology workforce in the millions. This guide compares 18 platforms across all three categories, with published pricing where it exists, country coverage, and a clear statement of who each one actually suits.

Key Takeaways

• Typical time to hire runs a few days to two weeks with curated platforms, two to four weeks with an EOR that has recruitment attached, and three to six weeks through a marketplace.
• Choose your category first. Employer of record platforms solve employment, marketplaces solve sourcing, and curated platforms solve both at a premium.
• Published EOR fees in 2026 range from about $199 to $699 per employee per month. Expect the real all-in cost to run roughly 20% to 35% above the headline seat fee once FX markups, deposits, and statutory pass-throughs are counted.
• Glints is the broadest Southeast Asian marketplace, covering seven markets. JobStreet has the deepest reach in Malaysia, Singapore, Indonesia and the Philippines. Kalibrr goes deepest in the Philippines and Indonesia.
• Country-specific boards usually beat regional ones for engineering roles. ITviec and TopDev in Vietnam, Kalibrr and Bossjob in the Philippines.
• Most companies end up combining a marketplace with an employer of record. Platforms that do both, such as TalentHero, remove that coordination.

All 18 Platforms Compared at a Glance

Pricing shown is the provider’s published rate as of late 2026. “Not published” means the provider quotes on request, which is common among boutique providers.

Platform	Category	Published pricing	Coverage	Best for
TalentHero	EOR + recruitment	On request	APAC focus, global reach	One partner for sourcing and employment
Deel	EOR	$599/employee/mo	130+ countries	Broadest product surface
Remote	EOR	$599 to $699/employee/mo	100+ countries	Owned-entity compliance depth
Multiplier	EOR	$459/mo annual, $499 monthly	150+ countries	Price-sensitive APAC-heavy hiring
Oyster HR	EOR	$699/employee/mo	120+ countries	Remote-first teams prioritizing UX
Remofirst	EOR	From $199/employee/mo	Broad	Lowest published sticker price
Gloroots	EOR	Not published, flat fee	SEA and global	Multi-country expansion with cost predictability
Native Teams	EOR	Not published	Global	Small teams needing simple payments
Talent JDI	EOR + recruitment	Not published	Singapore, Vietnam	Niche and senior technical roles
Glints	Marketplace	Free posting + managed packages	7 SEA markets plus Taiwan	Junior to mid-level tech across SEA
JobStreet (SEEK)	Marketplace	Per job posting	MY, SG, PH, ID	Volume and regional reach
Kalibrr	Marketplace + ATS	Subscription or credits	PH, ID	Mid to senior technical roles
NodeFlair	Marketplace	Not published	SG and regional	Senior engineers, salary benchmarking
Tech in Asia Jobs	Marketplace	Per job posting	Regional	Startup culture-fit hires
Arc.dev	Vetted talent	Not published	Global with SEA pool	Senior engineers needed fast
Toptal	Vetted talent	Not published, premium	Global	Top-tier specialists, short engagements
Saigon Technology	Managed team	Project or team based	Vietnam	Dedicated engineering teams
Kyanon Digital	Managed team	Project or team based	Vietnam, Singapore	Digital transformation projects
Emerhub	Managed + infrastructure	Not published	ID, VN, PH and others	Market entry with physical presence

How We Evaluated These Platforms

Each platform was assessed on five factors:

1. What it actually does for you, meaning whether it sources candidates, employs them, or both.
2. Pricing transparency, since published rates are a proxy for how a provider behaves commercially. Several strong providers quote only on request, which is noted rather than penalized.
3. Genuine Southeast Asian coverage, as opposed to a global platform that lists SEA countries but has no entity or candidate pool there.
4. Screening effort required from you, which is the hidden cost buyers consistently underestimate.
5. Fit for technical roles specifically, since a platform that is excellent for operations hiring may be thin on engineering.

TalentHero appears first in the EOR section because it combines sourcing and employment, which is the category boundary most buyers end up crossing. The global EOR platforms that follow are direct competitors and are included with their published pricing, because a comparison that omits the market leaders is not useful to anyone.

Why Southeast Asia Is a Top Destination for Offshore Tech Talent in 2026

• Scale of supply. The region produces over 200,000 computer science graduates annually, with a combined technology workforce in the millions across Vietnam, the Philippines, Indonesia, Malaysia and Singapore.
• Cost. Developer rates across the region typically run $18 to $50 per hour, against $100 or more onshore in the United States. Our guide to the best countries for outsourcing software development breaks this down country by country.
• English where it matters. The Philippines ranks 28th globally on the EF English Proficiency Index, in the very high band, and Singapore higher still. Vietnam and Indonesia sit in the moderate band nationally, though developers in the major hubs perform well above that.
• Depth by specialization. Vietnam is strongest in backend, QA and mobile. The Philippines in communication-heavy and support-adjacent engineering. Singapore in senior and specialized roles. Indonesia in a fast-growing product and startup pool.
• Time zones. The region sits at GMT+7 to GMT+8, giving comfortable overlap with Australia and the European morning, and requiring an asynchronous model for the United States.

The complication is that each country has its own labor law, payroll system, and statutory benefits regime, which is why the platform you choose matters as much as the country.

Why Southeast Asia Is a Top Destination for Offshore Tech Talent in 2026

Before diving into platforms, it’s important to understand why companies are increasingly turning to Southeast Asia:

• Strong technical talent pools in Vietnam and the Philippines
• Competitive costs compared to North America and Europe
• High English proficiency, especially in the Philippines and Singapore
• Growing startup ecosystems across Indonesia, Vietnam, and Malaysia
• Time zone advantages for both APAC and partial overlap with Western markets

That said, hiring in the region comes with complexities, local labor laws, payroll compliance, and cultural nuances, which is why choosing the right platform is critical.

A. Employer of Record (EOR) & Compliance Platforms

An employer of record becomes the legal employer of your staff in a country where you have no entity. It handles the employment contract, statutory registrations, payroll, tax withholding, and benefits, while you direct the work.

This is the right category when you have found the person, or can find them, and the obstacle is employing them legally. Our comparison of EOR vs entity setup covers the point at which registering your own entity becomes cheaper, and PEO vs EOR explains the distinction from co-employment.

1. TalentHero

Best for: Companies that want one partner to both find the talent and legally employ it.

Pricing: On request. Coverage: APAC focus with global reach.

TalentHero stands out as the best platform for hiring offshore tech talent in Southeast Asia in 2026.

Asia from being a fast-growing offshore BPO company in Southeast Asia, TalentHero is also an EOR service provider. However, unlike traditional EOR providers, TalentHero combines global hiring infrastructure with a deeply localized recruitment network across APAC. This allows companies not only to hire compliantly, but also to access pre-vetted talent through trusted regional partners.

Why TalentHero leads the market:

• End-to-end hiring solution, from sourcing to onboarding
• Strong recruiter network across Southeast Asia
• Flexible scaling, from one hire to hundreds
• Deep expertise across industries, especially tech and digital roles

TalentHero is particularly valuable for companies that want a single partner to manage recruitment, compliance, and scaling without juggling multiple vendors.

Key services include:

• Employer of Record (EOR): Hire anywhere without setting up an entity
• Recruitment on Demand: Access top talent quickly
• Outsourcing & BPO: Build high-performing offshore teams
• Global Payroll: Accurate, compliant payments across countries
• Contractor Management: Engage freelancers without risk
• Office Space & Hot Desking: Flexible workspace solutions
• Equipment Procurement: Ready-to-use devices for your team
• Visa & Immigration Support: Seamless cross-border mobility
• Earned Wage Access: Modern employee benefits for retention

2. Deel

Best for: Companies that want EOR, contractor management, payroll, and IT provisioning in one dashboard.

Pricing: $599 per employee per month for EOR. Contractor management from $49 per contractor per month. Coverage: 130 or more countries.

Deel has the broadest product surface of the global platforms, bundling employment, contractor payments, equity, and device management. If you are running a mixed workforce of employees and contractors across several countries, consolidating on one vendor has real administrative value.

Watch for: Deel is reported to hold a deposit of roughly one month of total employment cost per EOR employee in many markets, which affects cash flow at the start of an engagement. Negotiated rates at 20 or more seats commonly land well below list.

3. Remote

Best for: Compliance-first buyers who want the provider to own its own entities.

Pricing: $599 per employee per month on annual billing, rising to around $699 billed monthly. Contractor management around $29 per contractor per month. Coverage: 100 or more countries.

Remote’s positioning rests on owning its legal entities rather than relying on a chain of local partners, which shortens the compliance accountability line. For regulated industries or companies with strict vendor risk requirements, that distinction is worth paying for.

Watch for: the gap between annual and monthly billing is significant, so commit to the term if you can.

4. Multiplier

Best for: Cost-sensitive companies hiring heavily in APAC.

Pricing: $459 per employee per month billed annually, or $499 billed monthly, with no setup or offboarding fees. Coverage: 150 or more countries.

Founded in Singapore, Multiplier is the price leader among the full-feature global platforms, undercutting Deel by roughly $140 per employee per month on annual billing. Its Singaporean origin also means genuine APAC depth rather than coverage bolted on to a Western-centric product.

Watch for: the Growth tier is priced higher at $519 annually, so check which features you actually need before defaulting to the marketed plan.

5. Oyster HR

Best for: Remote-first companies that value employee experience and platform usability.

Pricing: $699 per employee per month. Contractor management around $29 per contractor per month, with the first two typically free. Coverage: 120 or more countries.

Oyster was built for distributed companies and the product reflects that, with strong onboarding flows and employee-facing experience. It sits at the top of the published price range.

Watch for: on price alone, Multiplier is roughly $240 per employee per month cheaper, which is meaningful at any team size.

6. Remofirst

Best for: Budget-constrained teams that need compliant employment without a full platform.

Pricing: From $199 per employee per month. Coverage: broad.

Remofirst carries the lowest published sticker price among the established global providers, at roughly a third of Deel or Remote.

Watch for: the lower price reflects a narrower product. Verify entity ownership and support model in your specific target countries before committing, since coverage depth varies more at this price point.

7. Gloroots

Best for: Growth-stage companies expanding across several Southeast Asian markets at once.

Pricing: flat fee, not published. Coverage: Southeast Asia and global.

Gloroots differentiates on transparent flat-fee pricing and a strong emphasis on local statutory compliance, particularly social insurance and mandatory benefits. Those are precisely the areas where companies unknowingly accrue liability, so the focus is well chosen.

Best when: you have internal recruitment capability and need the employment layer, across more than one country, with predictable cost.

8. Native Teams

Best for: Early-stage startups hiring a small number of remote developers.

Pricing: not published. Coverage: global.

Native Teams is a budget-friendly option whose standout feature is a built-in multi-currency wallet, which simplifies paying people in countries with uneven banking infrastructure.

Best when: you are hiring one to three people, managing recruitment yourself, and cost matters more than platform depth.

9. Talent JDI

Best for: Companies hiring niche or senior technical roles between Singapore and Vietnam.

Pricing: not published. Coverage: Singapore and Vietnam.

Talent JDI is a boutique EOR and recruitment provider specializing in the Singapore to Vietnam pipeline. The trade-off against a global platform is the usual one: far narrower coverage, considerably more hands-on service, and real depth in Vietnam’s developer market.

Best when: your hiring is concentrated in those two markets and you want a consultative partner rather than a self-serve product.

B. Regional Tech Marketplaces (Direct Hiring)

Marketplaces connect you with candidates and nothing else. You write the job description, screen, interview, negotiate, and then separately solve employment. That last point catches people out: a marketplace hire still needs a legal employer, which usually means pairing it with an EOR.

This category suits companies with a functioning internal recruitment team. Our guide to the international recruitment process covers the work you are taking on, and candidate screening covers the stage that consumes most of it.

10. Glints

Best for: Junior to mid-level tech talent across multiple Southeast Asian markets.

Pricing: free job posting, with paid managed packages. Coverage: Indonesia, Vietnam, the Philippines, Malaysia, Singapore, Thailand and Taiwan.

Singapore-based and operating since 2013, Glints is the most established Southeast Asia-native hiring platform. It reports a talent database above 10 million and more than 55,000 organizations using it. Its hybrid model matters: you can run it self-serve as a job board, or layer on its managed recruitment service when you need help.

Strongest for: early-career and mid-level engineers, product associates, and digital specialists. Weaker for: senior and principal-level engineering hires.

11. JobStreet (by SEEK)

Best for: Reach and volume hiring across the region’s largest markets.

Pricing: per job posting. Coverage: Malaysia, Singapore, the Philippines, Indonesia.

Owned by SEEK, JobStreet is the incumbent across the region’s biggest markets and remains the largest board by raw reach. Most employers in Malaysia, Indonesia and the Philippines post here first.

The trade-off: you are buying reach, not screening. Expect a large and largely unfiltered applicant pool, and budget internal time accordingly. Better suited to support, QA and backend roles at volume than to specialized senior engineering.

12. Kalibrr

Best for: Mid to senior technical hiring in the Philippines and Indonesia.

Pricing: subscription or credit-based. Coverage: Philippines, Indonesia.

Kalibrr has grown from a job board into a fuller product, with an applicant tracking system and employer of record services alongside the listings. It reported more than 6 million registered job seekers as of early 2023. Built-in skills and aptitude assessments mean you get some signal before the first conversation, which is the main reason it outperforms general boards for technical roles.

Strongest for: engineering, product, design and data roles in its two core markets. Weaker for: anywhere outside the Philippines and Indonesia, where depth drops off sharply.

13. NodeFlair

Best for: Senior engineering hires and salary benchmarking in Singapore and the wider region.

Pricing: not published. Coverage: Singapore and regional.

NodeFlair fills the gap the other marketplaces leave: senior technical talent. It also publishes salary data, which is genuinely useful when you are setting a band for a market you do not know. If your bottleneck is finding staff or principal engineers rather than mid-level ones, start here rather than on a general board.

14. Tech in Asia Jobs

Best for: Startup culture-fit hires and product-focused engineers.

Pricing: per job posting. Coverage: regional.

Tech in Asia Jobs is embedded in the region’s startup ecosystem, which shapes who applies. Candidates tend to be comfortable with modern stacks, fast-moving environments, and cross-functional work.

Strongest for: startups and scale-ups hiring product engineers. Weaker for: enterprise or high-volume hiring.

Country-Specific Boards Worth Knowing

Regional platforms give you breadth. National boards give you depth, and for engineering roles the depth usually wins.

Vietnam:

• ITviec focuses exclusively on IT roles and has an English-friendly interface, which makes it the practical first stop for foreign employers
• TopDev runs one of the largest developer communities in the country, with reported profiles in the 300,000 to 350,000 range, and a strong Korean and Japanese employer network
• VietnamWorks is a general board with a substantial technology section, best for junior to mid-level roles

Philippines:

• Bossjob is built around chat, putting you in a conversation with candidates rather than an inbox
• OnlineJobs.ph has enormous database depth with a free tier and paid plans in the region of $69 to $99 per month, though it skews toward virtual assistant and administrative roles rather than engineering

Indonesia: Glints and Kalibrr lead for technology and early-career talent, with Dealls, EKRUT and KitaLulus also active.

Across the region: LinkedIn remains the default for senior and English-speaking professionals, with its strongest penetration in Singapore.

For market-specific context, see our guides to hiring software developers in Vietnam, software developers in Thailand, and outsourcing to the Philippines.

C. Vetted Talent & Managed Teams (Curated Hiring)

Curated platforms pre-screen candidates for technical skill, communication, and often cultural fit, so you skip most of the early funnel. Managed team providers go further and supply a working team with its own delivery structure.

You pay for this in margin. The question is whether the time saved and the risk removed are worth more than the premium, which depends entirely on how urgent the hire is and how much recruiting capacity you have.

15. Arc.dev

Best for: Senior remote engineers needed quickly.

Pricing: not published. Coverage: global, with a growing Southeast Asian pool.

Arc.dev pre-screens developers and uses AI-assisted matching to shortlist quickly. Its marketing claims a top-2% acceptance rate, which is the platform’s own figure rather than an independently verified one, but the practical effect is a shortlist of senior candidates who need little onboarding.

Best when: you have an urgent timeline and quality matters more than cost.

16. Toptal

Best for: Top-tier specialists on defined engagements.

Pricing: not published, premium positioned. Coverage: global, including Southeast Asia.

Toptal is the best-known vetted network and sits at the premium end of the market. It suits short, high-stakes engagements where you need a specific senior skill and cannot afford a hiring cycle.

Watch for: the cost structure rarely makes sense for a long-term full-time team member. This is a contractor model, so check worker classification carefully. Our guide to hiring independent contractors vs employees covers where the line sits.

17. Saigon Technology

Best for: Dedicated engineering teams for full product builds.

Pricing: project or team based. Coverage: Vietnam.

A Vietnam-based offshore development company providing structured teams rather than individual freelancers, with specialization in .NET, Java, and AI and machine learning work.

Best when: you are building a complete product or platform and want a team with its own delivery structure.

18. Kyanon Digital and Emerhub

Kyanon Digital is a Vietnam and Singapore provider focused on digital transformation, agile delivery, and full-stack teams, with particular strength in e-commerce and customer-facing digital products. Pricing: project or team based.

Emerhub combines recruitment, HR administration, legal support and physical office infrastructure across Indonesia, Vietnam, the Philippines and other regional markets. It effectively acts as a local extension of your company, which makes it well suited to testing a new market before committing. Pricing: not published.

What These Platforms Actually Cost

Costs differ by category, and the headline number is rarely the full number.

Employer of Record Platforms

Published rates in 2026 run from about $199 to $699 per employee per month. Expect the real all-in cost to sit roughly 20% to 35% above the seat fee once you account for:

• FX markups on salary conversion, commonly in the 0.5% to 2% range
• Deposits, with some providers holding roughly one month of total employment cost per employee
• Statutory pass-throughs, meaning the employer social contributions for that country, which are separate from the platform fee and vary from under 10% to over 30% of gross salary
• Benefits administration markups, which are often quoted separately

Volume changes the picture. Negotiated rates at 20 or more employees commonly land well below published list.

Marketplaces

Job posting ranges from free, on Glints and several national boards, to per-posting fees on JobStreet and Tech in Asia, to subscription or credit models on Kalibrr. The posting fee is almost never the real cost. The real cost is your team’s screening time, which on a high-reach board with an unfiltered applicant pool can easily exceed the price of a curated platform.

Curated and Managed Providers

Rarely published, typically quoted per engagement. Expect a premium over the equivalent direct hire, priced either as a markup on the developer’s rate or as a fixed team fee. To sanity-check any quote against the market, see our guide to global salary benchmarking.

How to Choose the Right Platform

Choosing the right platform is one of the most important decisions when building an offshore team in Southeast Asia. Each option serves a different purpose. Therefore, instead of asking “Which platform is best?”, companies should ask, “Which platform best fits our hiring strategy, resources, and growth stage?”

Below is a more detailed breakdown to help guide your decision.

Choose EOR Platforms If You Want Compliance Handled For You

If your company does not have a legal entity in the country where you want to hire, an Employer of Record (EOR) platform is the most practical and low-risk option. Rather than navigating complex labor laws, tax systems, and benefits requirements on your own, the EOR acts as the legal employer on your behalf.

This approach is especially valuable because employment regulations vary significantly across Southeast Asia, and non-compliance can lead to penalties or operational delays.

When to choose an EOR:

• You are hiring in a new country for the first time
• You want to avoid setting up a local entity
• You need to onboard employees quickly and compliantly

Choose Marketplaces If You Have Internal Hiring Expertise

On the other hand, if your company already has a strong HR or talent acquisition team, regional marketplaces offer direct access to large talent pools at a lower cost. However, this approach requires you to take full ownership of the international recruitment process.

This means your internal team will be responsible for:

• Writing job descriptions
• Screening resumes
• Conducting interviews
• Managing offers and negotiations

Additionally, you will still need a solution for contracts, payroll, and compliance, which often leads companies to combine marketplaces with an EOR provider.

When to choose marketplaces:

• You have an experienced internal recruitment team
• You want more control over candidate selection
• You are hiring multiple roles and want to optimize costs

Choose Curated Services If Speed and Quality Are Your Top Priorities

If your company needs to hire quickly and cannot afford lengthy recruitment cycles, curated platforms and managed services are the most efficient option. These providers pre-screen candidates, ensuring that you only meet quality, job-ready talent.

Although this approach typically comes at a higher cost, it significantly reduces:

• Time-to-hire
• Hiring risk
• Internal workload

As a result, your team can focus more on execution and delivery, rather than recruitment logistics.

When to choose curated services:

• You need senior or specialized talent
• You have urgent project timelines
• You want to minimize hiring risk

Why Companies Choose TalentHero

As offshore hiring becomes more complex, companies are moving toward integrated solutions rather than piecing together multiple providers.

TalentHero offers exactly that: a unified platform designed to simplify global hiring while maintaining local expertise.

Key services include:

• Employer of Record (EOR): Hire anywhere without setting up an entity
• Recruitment on Demand: Access top talent quickly
• Outsourcing & BPO: Build high-performing offshore teams
• Global Payroll: Accurate, compliant payments across countries
• Contractor Management: Engage freelancers without risk
• Office Space & Hot Desking: Flexible workspace solutions
• Equipment Procurement: Ready-to-use devices for your team
• Visa & Immigration Support: Seamless cross-border mobility
• Earned Wage Access: Modern employee benefits for retention

With TalentHero, companies can build scalable and efficient global teams.

Ready to Build Your Offshore Team in Southeast Asia?

Southeast Asia continues to be one of the most attractive regions for offshore tech talent in 2026. But success depends on choosing the right platform for your hiring strategy.

This is where TalentHero comes in.

As Asia’s fastest-growing, talent-obsessed Employer of Record, TalentHero is designed to help companies hire, manage, and scale offshore teams seamlessly across Southeast Asia and beyond.

Start your global hiring journey with TalentHero and unlock the full potential of Southeast Asia’s tech talent.

Get in touch with TalentHero today!

Frequently Asked Questions (FAQ)

1. What is the best platform for hiring offshore tech talent in Southeast Asia?

It depends on which part of the problem you need solved. For companies that want sourcing and compliant employment from one partner, an end-to-end provider such as TalentHero fits best. For sourcing only, Glints has the broadest regional coverage and Kalibrr the most technical depth in the Philippines and Indonesia. And for employment only, Deel, Remote and Multiplier are the established global platforms.

2. How much do EOR platforms cost in Southeast Asia?

Published rates in 2026 run from about $199 to $699 per employee per month. Remofirst starts at $199, Multiplier at $459 on annual billing, Deel at $599, and Remote and Oyster at the top of the range around $699.

Add roughly 20% to 35% for FX markups, deposits and statutory pass-throughs to get a realistic all-in figure.

3. Do I need an Employer of Record to hire in Southeast Asia?

Not strictly, but it is usually the fastest and safest route if you have no local entity. Your alternatives are registering your own entity, which typically takes three to six months, or engaging people as contractors, which only works if the relationship is genuinely independent.

For a first hire in a new country, an EOR is almost always the right call.

4. Which Southeast Asian countries are best for hiring tech talent?

• Vietnam: strong engineering depth at the lowest cost in the region, best for backend, QA and mobile
• Philippines: the best English in Asia, best for communication-heavy and support-adjacent roles
• Indonesia: large and fast-growing pool, strong for product and startup roles
• Singapore: highest quality for senior and specialized roles, at the highest cost
• Malaysia and Thailand: solid mid-market options with good infrastructure

5. What is the difference between marketplaces and curated hiring platforms?

A marketplace gives you access to candidates and you do all the screening. Cost is low, time investment is high. A curated platform pre-vets candidates for skills and experience, so you interview a short list of qualified people. Cost is higher, time-to-hire is much shorter.

Many companies use both, with marketplaces for volume roles and curated platforms for senior or urgent hires.

6. How long does it take to hire offshore tech talent in Southeast Asia?

• Curated platforms: a few days to two weeks
• EOR with recruitment support: two to four weeks
• Marketplaces: three to six weeks, depending on your screening process

To compress the timeline, define requirements precisely up front, set a competitive band before you post, and move fast between final interview and offer.

7. Can I use a job board and an EOR together?

Yes, and this is the most common setup. You source through a marketplace such as Glints, JobStreet or a national board, then use an EOR to employ whoever you hire.

The cost is coordination. You manage two vendors and two contracts, and the gap between offer acceptance and start date widens because the employment process only begins once sourcing finishes. Providers that do both remove that gap.

8. Which platform is best for hiring developers in Vietnam specifically?

ITviec and TopDev are the two dedicated IT boards, with ITviec the more accessible for foreign employers thanks to its English interface, and TopDev running one of the largest developer communities in the country. VietnamWorks covers junior to mid-level roles, and Glints covers the region including Vietnam.

For employment, you will still need an EOR or a partner that provides one.

9. Which platform is best for hiring developers in the Philippines?

Kalibrr is the strongest for technical roles thanks to its built-in skills assessments. JobStreet has the widest reach but requires heavy screening. Bossjob suits direct outreach through its chat-first model. OnlineJobs.ph has the deepest database but skews toward virtual assistant and administrative roles.

10. Are global EOR platforms or regional specialists better for Southeast Asia?

Global platforms such as Deel, Remote and Multiplier offer published pricing, self-serve onboarding, and coverage across 100 or more countries, which suits companies hiring across several regions.

Regional specialists offer deeper local knowledge, recruitment capability alongside employment, and hands-on service, which suits companies concentrating in APAC. If Southeast Asia is your main hiring region, the regional option usually gives more value per dollar.

11. What should I check before signing with any of these platforms?

Confirm whether the provider owns its entity in your target country or uses a local partner, since that determines the compliance accountability chain. Ask for a full twelve-month cost per seat including FX and deposits, check the notice period and offboarding terms, confirm data protection and IP assignment, and verify who supports your employee day to day.

12. How does TalentHero compare to Deel, Remote and Multiplier?

The global platforms are employment infrastructure. They are strong, self-serve, and priced transparently, and they do not find candidates for you.

TalentHero combines employer of record services with a recruiter network across APAC, so it covers sourcing as well as employment. That matters most for companies entering the region for the first time, who need both. For companies that already have recruiting capability and only need the employment layer, a self-serve global platform may be the simpler purchase.