The category

Not EOR. Not outsourcing. Not staff augmentation.

Most companies hit a wall choosing between DIY compliance tools, outsourcing agencies, or opening a foreign entity. We're none of those. We build and operate your European team end-to-end - so the engineers stay yours, and nothing else is your problem.

In-house hiring

Who employs them: Your entity
What's covered: You do everything
What it costs: Entity + legal + HR overhead

EOR (Deel, Remote)

Who employs them: EOR entity
What's covered: Payroll & compliance only
What it costs: $590-$944/mo per head

Outsourcing agency

Who employs them: Vendor entity
What's covered: Vendor-managed delivery
What it costs: Hourly billing, rotating staff

Talzy

Talzy (EOP)

Who employs them: Talzy entity, your team
What's covered: Sourcing → retention, full stack
What it costs: $1,062 + $354/mo · no fees

The 5 phases

How we build your team

Each phase has clear deliverables. Contracts, payroll registration, and onboarding run in parallel so your engineer is on their keyboard by week three.

01
Define the role
We calibrate with your hiring manager - role, seniority, stack, product context, culture. You bring the vision. We bring pattern recognition from dozens of placements.
What Talzy handles
Translate the brief into a sourcing strategy; draft the job profile
What you do
Share the role brief and a 30-minute calibration call
02
Source & vet
AI-assisted sourcing across our CEE pipeline + outreach. Structured technical interview + English screen + culture-fit signal. Only shortlist candidates reach you.
What Talzy handles
Pipeline, outreach, first-round interviews, background checks, shortlist
What you do
Final interview - your own framework or one we provide
03
Hire & employ
We negotiate the offer on your behalf against market benchmarks, then legally employ the engineer in their country of residence. Contracts, taxes, benefits, compliance - all in-country.
What Talzy handles
Salary negotiation, local employment contract, payroll setup, benefits, compliance
What you do
Approve the offer
04
Equip & onboard
Proper office access, laptop, peripherals, software licenses. A day-one checklist that ends with your engineer's first PR, not IT tickets.
What Talzy handles
Workspace, hardware, software procurement, day-one onboarding
What you do
Grant access to your tools and add to your team
05
Care & retain
Monthly wellbeing check-ins, quarterly salary benchmarking, career advocacy. We stay in your engineer's corner long-term - because retention is what the monthly fee pays for.
What Talzy handles
People operations, career advocacy, community, retention
What you do
Manage the work, the roadmap, and performance

What's included

Who does what

Your only job: define the role, pick the person, direct the work. Everything else - recruitment, employment, workspace, retention - runs on our side.

Stage	Talzy handles	You do
Source	Sourcing, outreach, initial screening	Describe who you need
Vet	Technical + English + culture screen, shortlist	Final interview and decision
Hire	Offer negotiation, contracts, onboarding prep	Say yes
Employ	Local employment, payroll, taxes, benefits, compliance	Nothing
Equip	Office, laptop, software, tools, day-one setup	Nothing
Care	Wellbeing, engagement, community (soft management)	Direct the work, set priorities (hard management)
Retain	Career advocacy, salary reviews, growth support	Give meaningful work and technical leadership

The bridge model

We're a bridge. Not a lock-in.

Talzy grows with you until you're ready to run your own entity in Europe. At that point, we help you graduate. On purpose, not as an afterthought.

Phase 1

Start - 1 to 10 engineers

Talzy handles everything. You focus on the product. No infrastructure to build, no legal to open, no HR to hire.

Phase 2

Scale - 10 to 30 engineers

You start building critical mass. We help hire your first local manager, establish internal ops rhythm, and keep scaling hires in parallel.

Phase 3

Graduate - 30+ engineers

You're ready for your own European entity. We help you transition contracts, legal structure, and operations. Clean hand-off. No drama.

This is the opposite of vendor lock-in. We plan for your independence from day one.

The region

Why Eastern Europe?

Eastern Europe stands out as a hub of high-caliber tech talent, known for:

Advanced Technical Expertise

Skilled in the latest technologies and methodologies.

Exceptional Work Ethic

A commitment to quality and consistency in every project.

Strong Educational Foundations

Developers with top-tier training in software and engineering.

Robust IT Infrastructure

Fast, reliable connectivity and high-tech facilities.

Cultural Compatibility

Shared values and norms that align with Western business practices.

Fluent English Proficiency

90% of tech professionals speak English, ensuring smooth communication.

Active in 3 markets. Expanding to 2 more.Latvia · Lithuania · Poland today. Romania and Moldova next - only after operational readiness.

Selectivity

We build this one partnership at a time.

Every team we operate gets personal attention - from the founder-level right through to day-to-day HR. That only works if we stay deliberately small, open new cities slowly, and pick partnerships we can genuinely commit to.

“We'd rather serve 20 partners exceptionally than 200 partners poorly.”

Talzy works best with companies that:

Want team members, not 'resources'
Value quality over speed
Are building for the long term
Appreciate transparency in how the model works
Believe happy, supported team members do better work

Talzy is not the right fit for companies that:

Want the cheapest hourly rate
Need a 3-month contractor, not a long-term team
Treat engineers as fungible vendor resources

If you're looking for staff augmentation, a traditional outsourcing vendor is a better fit. We'll tell you that honestly.

FAQ

How it works - questions we get

How long does the full process take end-to-end?

1–3 weeks from role brief to signed offer per placement. Onboarding continues through week 4 with a structured day-one checklist. Teams scale sequentially, not in bulk - we onboard in rhythm so each engineer gets a proper start.

Who do the engineers legally work for?

Talzy is the legal employer in the engineer's country of residence (Latvia, Lithuania, or Poland today). The engineer works exclusively for your company - full-time, long-term, on your product and roadmap. You direct the work. We run the employment.

What if an engineer doesn't work out?

If an engineer leaves during the probation period (typically the first 3 months), we handle the transition at no additional cost and source a replacement. After probation, we still lead the replacement process - retention is our job, and our monthly fee model means our incentives align with your long-term continuity, not one-time placements.

Can we transition to our own European entity later?

Yes - we plan for it from day one. Once you hit 30+ engineers (Phase 3 of the Bridge Model), we help you transition contracts, legal structure, and operations cleanly. No lock-in, no exit penalty. This is the model working as designed.

Do we interview candidates ourselves?

Yes, the final interview is always yours. We handle sourcing, technical screening, English check, and culture-fit signal. Only shortlist candidates reach your team. You run your own technical framework - or we provide one if you don't have one yet.

What if we want to hire in a country where Talzy doesn't operate?

We operate today in Latvia, Lithuania, and Poland, with Romania and Moldova coming online next. If you need a market we're not in, we'll tell you honestly - and suggest whether to wait for our expansion or recommend a different partner.

Who pays the engineer's salary?

Talzy does, under local employment. You pay Talzy a single monthly invoice that covers the gross salary, employer taxes, the $1,062 operational fee, and the $354 workspace fee. One line item, one payment, every month.

How Talzy works

You describe the role. We handle literally everything else.

We source, employ, equip, and retain your European engineering team. Your engineers work for your company. We run the operational layer underneath them - so you can focus on building.

Build your team See what's included

3 + 2

active + expanding markets

1–3 wks

from brief to first hire

€500

per engineer at 25+ team tier

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