Many European startups hire remote developers globally. I've worked with international teams from outside the EU. Here's how it works in practice.
The three ways it's set up
| Model | How it works | Who it suits |
|---|---|---|
| Independent contractor | You invoice the company | Most common for international remote hires |
| Employer of record (EOR) | A third party employs you locally on the company's behalf | Companies wanting employee-like arrangements |
| Local entity | Company has its own entity in your country | Rare, for larger teams |
Details in Employer of Record vs Contractor.
Finding roles
- Filter job boards for "remote, worldwide" or "remote, any time zone". Many "remote" EU roles mean "remote within the EU".
- Look at startups with distributed teams. They're more open than corporates.
- Climate tech, AI, and dev tools companies often hire globally.
- Build visible work: a portfolio and writing (technical blogging).
Overcoming the objections
Hiring managers worry about:
- Time zones → show your overlap hours and async habits (time-zone overlap)
- Communication → clear writing in your application and PRs
- Reliability → references, a track record of remote work
- Legal complexity → know the contractor/EOR options so you can explain them
Getting paid
- Contractors invoice in EUR or USD. Check your country's rules on receiving foreign income and any banking restrictions.
- VAT: as a non-EU business supplier of B2B services, you generally don't charge EU VAT. See Invoicing EU Clients as a Non-EU Freelancer.
- Compare offers fairly: EUR vs USD Salary.
Questions to ask before signing
- Contractor or EOR? Who handles taxes?
- Which currency, which payment method, what payment terms?
- Who owns the IP, and is that clear in the contract?
- Notice period and termination terms?
- Equipment and expenses?
- Expected working hours and overlap?