Remote Software Development Center
Scale and retain your tech teams within Remote Software Development Center. We provide everything you need to succeed:
- Secure, in-house-like software development
- Up to 40% savings compared to classic outsourcing
- Access to top-1% tech talent in LATAM & Eastern Europe
- Our hires adopt your corporate culture and workflows
- End-to-end operational support: Payroll, Legal, HR
- Exclusive ad-hoc services
Mexico 
Colombia 
Argentina 
Chile 
Poland 
Romania 
Ukraine 
Bulgaria Remote Software Development Center Provides:
Remote Software Development Center Benefits
Acceleration
Top-10% hire in 2-6 weeksfor 2.5 years tenure
Safety
Zero launch cost and risk,100% legal compliance
Fusion
Your team, your management,your culture
Agility
Boutique service,pay as you grow
Why Remote Software Development Center
is Transformational
- $ 70,000
- $ 60,000
- $ 50,000
- $ 40,000
- $ 30,000
- $ 20,000
- $ 10,000
- 0
Budget for your team, not provider’s EBITDA
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Outsourcing company
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Alcor
- $ 70,000
- $ 60,000
- $ 50,000
- $ 40,000
- $ 30,000
- $ 20,000
- $ 10,000
- 0
- Engineer’s compensation
- Recruiting cost
- Provider’s uplift
Remote Software Development Center
is Ideal for Global Expansion
Remote Software Center
Contact usOperational Support
- Procurement & office rent
- Insurance provision
- IT support
- Employer branding
- HR services
Employer of Record
- 100% compliance
- Onboarding/offboarding
- Payroll & accounting
- Remitting remuneration
- Benefits management
Key Things About the Remote Software Development Center
What is a Remote Software Development Center?
A remote software development center is a permanent offshore or nearshore unit where dedicated engineering teams build, support, or maintain software solutions. Unlike outsourcing, which transfers project responsibility to a vendor, a remote development center operates as an extension of your core engineering function.
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Remote center: You manage delivery, define standards, and retain full control.
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Outsourcing: The vendor owns delivery and outcomes, often limiting transparency.
Strategic advantages for product tech companies:
For B2B tech firms, a remote software development center offers not just headcount scalability, but deeper operational and strategic benefits.
- Access to global engineering talent
Companies face increasing difficulty hiring senior software engineers in local markets. A remote center in talent-rich regions (e.g., Eastern Europe, LATAM) unlocks access to full-stack, cloud, DevOps, and AI experts.
- Operational cost efficiency
With average salary savings of 40–60% compared to the US or UK, remote teams allow CTOs to reallocate budget from labor to innovation. Beyond salaries, employer taxes, benefits, and infrastructure costs are also lower.
- Continuous delivery cycle
With remote centers in complementary time zones, tech teams can implement 24/7 development cycles. While the HQ team rests, offshore engineers continue feature delivery or QA work—compressing release timelines.
Key Success Factors in Building Your Remote Software Development Center
Strategic location choice
Choose a country with proven tech expertise, favorable tax laws, data protection compliance, and business-friendly regulations. Eastern Europe remains strong in 2025 due to its deep talent pool and EU-level data standards.
Recruitment and retention strategy
Hiring top engineers remotely requires a localized EVP (Employee Value Proposition), cultural alignment, and a partner who understands the local hiring landscape. Retention hinges on direct engagement—not vendor-only model
Legal and compliance structure
Ensure contracts, IP agreements, payroll, and tax processes comply with both your home country’s laws and the offshore destination. This is critical for due diligence, especially in regulated industries (e.g., fintech, healthtech).
Project and team integration
A remote development center must use the same tools, workflows, and sprint planning as the core team. Slack, Jira, Confluence, GitHub, and daily syncs are standard for seamless communication.
Common Challenges and How to Avoid Them
Risk of vendor dependency
Using outsourcing firms or staff augmentation vendors without long-term vision often leads to high turnover, buy-out fees, and low IP ownership. Avoid this by setting up your own remote development team or center with a trusted partner.
Talent mismatch
Poor cultural or technical fit slows delivery and increases attrition. Partner with a provider that offers full-cycle recruitment and screens for soft skills, English proficiency, and alignment with your team values.
Lack of operational support
Running a center involves more than hiring. Payroll, taxes, office setup, and procurement need local execution. Work with an R&D partner who offers comprehensive support.
Remote Software Development Centers vs Global Capability Centers (GCCs)
Both Remote Software Development Centers and Global Capability Centers (GCCs) support international delivery, but they differ in structure, ownership, and purpose. Understanding the distinction is crucial when choosing the right model for your business expansion.
Remote software development centers
Remote development centers are lean, scalable units focused primarily on engineering and product development. Typically built with a partner, they are quicker to launch—often in under 3 months—and require no legal entity. You manage the team and roadmap, while the partner handles hiring, compliance, and infrastructure.
Key attributes:
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Focused on core technical functions (e.g., frontend, backend, QA, DevOps)
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Lower upfront investment
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Ideal for product companies scaling quickly
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Team works under your brand, using your tools and processes
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No vendor lock-in or outsourcing dependencies
Global Capability Centers (GCCs)
GCCs are fully owned subsidiaries used by large enterprises to manage multiple business functions, not just tech. A GCC may include legal, finance, HR, and support teams in addition to software development. They typically require setting up a local entity and leasing office space.
Key attributes:
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Full operational control across departments
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Legal presence and complex regulatory compliance
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High capital and operational expenditure
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Longer ramp-up time (6–12 months minimum)
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Suitable for enterprises with 1,000+ employees
If you’re a mid-size product company or scaling startup, a remote software development center offers a faster, more cost-efficient route to global expansion. GCCs suit enterprise-level operations but come with heavier overhead and complexity.
Remote Software Development Center ROI Metrics
For C-level executives, measuring the impact of a remote development center is essential to justify the investment and steer strategy. A well-structured center should deliver measurable outcomes in performance, cost, and team health.
Core ROI metrics
1. Time to hire
Speed of recruitment directly affects delivery timelines. If your offshore partner can hire mid-to-senior engineers in under 4–6 weeks, that’s a strong ROI driver.
2. Retention rate
Low turnover ensures product knowledge stays in-house. Aim for 85%+ annual retention for offshore teams to preserve delivery consistency.
3. Sprint velocity & time to release
Measure how many story points the team completes per sprint and how fast new features move from planning to deployment.
4. Cost per hire
Evaluate total cost of recruiting and onboarding new team members vs onshore equivalents.
5. Productivity per dollar
Track the output of your offshore team relative to their cost. This can be expressed as cost per feature or cost per story point.
6. Infrastructure overhead
Assess the percentage of non-salary expenses (e.g., tools, office, benefits) versus salary base. Efficient centers maintain this below 20%.
Long-term value indicators
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IP protection record: No breaches or legal risks
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Time zone efficiency: Coverage that complements your internal team
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Engagement scores: Feedback from offshore engineers on integration, workload, and management support
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Delivery accuracy: Percentage of releases delivered on time and within spec
These KPIs help decision-makers validate whether a remote development center is not only reducing cost but also driving predictable delivery, engineering quality, and long-term scalability. Reliable partners will be able to report and optimize these metrics in real-time.
Set up Your Remote Software Development Center with Alcor
Alcor is the go-to provider for Western product tech companies that want to establish a remote software development center in Eastern Europe or Latin America. With 40 experienced tech recruiters and up to 40% cost-savings compared to traditional outsourcing, Alcor builds dedicated development teams tailored to your product, stack, and hiring priorities.
We handle the full setup process—from talent acquisition and HR administration to legal, finance, and office setup, so you can focus on building world-class software.
Why companies choose Alcor:
- Full operational support: HR, payroll, legal, real estate, and IT infrastructure.
- No buyout fees or hidden costs: Transparent pricing and 100% IP rights from day one.
- Fast scaling: We commit to hiring 20 developers in 3 months and 100+ within a year.
- High retention: 98.6% of our engineers pass probation.
- Trusted by Grammarly, People.ai, BigCommerce, and Dotmatics.
How Alcor delivered ‘Wow’ Results to clients:
People.ai built a 25-engineer AI team in just 12 months, supported by Alcor’s legal and back-office infrastructure.
Dotmatics set up a team of 30 engineers in Eastern Europe, with a 4:1 CV-to-hire ratio.
Remote Software Development Center
vs IT Outsourcing
Remote Development Center
- Silicon Valley-caliber talent We recruit 30+ elite senior developers in 3 months. All decisions regarding the team are up to you.
- Transparent pricing Detailed invoices help you be in control of your finances. Plus, your tech R&D team is x2 more affordable than an external one.
- Your team & branding You get a tech team with shared values for innovation and growth – 90% retention rate & an average tenure of 2.5 years.
- No setup & buyout fees No setup fee is needed to start building your software R&D team. Plus, there is no buyout process – your team now, free insourcing after.
- Intellectual property under control With direct agreements, you fully own your product and its source code, keeping unique expertise in-house.
IT Outsourcing
- Junior/middle-level talent You can’t control the quality of talent. Plus, with planned moves to new customers after 1 year, your A-players will be snatched away.
- High markups Some providers charge up to 50% of talent compensation to earn more without the client knowing about it.
- Not your brand & practices Developers work under your provider’s brand. Thus, there’s no room for your corporate culture, policies, and direct oversight.
- High setup & buyout fees Most vendors require contractual & financial obligations first. Then, you pay 20% of a developer’s annual compensation in buy-out fees.
- Intellectual property risks IP rights over your product initially belong to developers of your provider. You get minimum security and a tedious transfer process.
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
What services does a remote software development center include?
Alcor’s remote development center is an all-in-one solution. It comprises tech recruitment from start to finish—crafting the ideal candidate profile and EVP, sourcing and pre-screening candidates, conducting HR interviews, and working with offers/counteroffers.
We also handle all the Employer of Record essentials: compliant developer employment, monthly payroll, accounting, legal issues, and benefits.
But our delivery process doesn’t stop there as we offer operational support like:
- 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.
How fast can you set up a remote software development center?
We can establish a fully equipped R&D office within 2 months. The time it takes to hire IT specialists depends on the specific roles and numbers you need. However, we guarantee senior software developers will be hired within 2-6 weeks. As your reliable R&D service provider, we provide comprehensive support through our Employer of Record, employer branding, and turnkey services to ensure your remote team operates seamlessly.
Can you hire C-level management for a remote software center?
Yes, our team of 40 tech recruiters possesses hands-on experience in hiring 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. On average, it takes us 2-6 weeks to headhunt an IT manager who perfectly matches our client’s needs and requirements.
Is there the best country to build a remote software development center in?
Latin America and Eastern Europe are top choices for Western tech companies looking to launch a remote software development center. These regions boast over 2.5 million tech professionals with Valley-caliber expertise in technologies like Java, C++, PHP, Python, JavaScript, Swift, and .NET/.NET Core. Additionally, with local salary rates 2 to 4 times lower than in the US or Western Europe, companies can significantly reduce labor costs. Mexico, Colombia, Argentina, and Chile are standout nearshoring destinations in LATAM, while Poland, Romania, Ukraine, and Bulgaria are the leading offshoring choices in Eastern Europe.
What do I need to start a remote software development center with Alcor?
First, choose the IT hub where you want to set up your R&D center. Next, define the type and number of developers you need for your software product. The Alcor team can prepare availability and salary reports for you to have a better understanding of the local market. Then you should decide if you require a physical office and additional operational support. If so, Alcor can easily cover all those for your remote software development center to run smoothly. If you don’t have a legal entity abroad, no worries—Alcor’s Employer of Record handles compliant onboarding and offboarding of your developers as well as payroll, accounting, and benefits management.
Why is Alcor a better long-term alternative to outsourcing or generic EOR platforms?
Our R&D center 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 do you get with our tech-focused EOR service?
First of all, you don’t have to spend 3.5+ months on setting up your own legal entity and other infrastructure like a bank account, a local team, etc., 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 talent in top talent markets for tech – 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, plus tech recruitment from scratch with full operational coverage in one place.
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 a background check service for our clients upon request. Moreover, Alcor has a mature policy set consisting of a publicly available Privacy Policy, Cookie Policy, Terms of Use, Security Policy, and Code of Ethics.
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 Alcor 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 quality of Alcor’s 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 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.
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 I 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 I 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 employment and compliance risk in each country by acting 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 does Alcor 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. To improve leadership accessibility, we align recurring exec-level touchpoints within overlap windows and keep async updates flowing so decisions don’t wait on the clock.