Global hiring has become a strategic advantage for companies seeking to access world-class developers and scale their operations more efficiently. The global web development industry is booming, set to double from $76.27 billion in 2025 to $165.13 billion by 2035 — but the talent just isn’t keeping up.
This guide helps talent leaders make informed hiring decisions by comparing India, Canada, and the Philippines across cost, talent depth, time zone alignment, and compliance risk, and shows how an EOR helps address these complexities.
Methodology: How we chose the best countries
Drawing on insights from the Multiplier Talent Trends Report and our proprietary research, we’ve identified the markets best suited for building global web development teams in 2025. These countries combine deep talent pools, cost efficiency, favorable time zones, and strong compliance frameworks — helping you make informed, strategic decisions on where to expand your web developer team.
Best countries to hire web developers
Choosing the right country to hire from depends on your priorities — cost, talent quality, time zone alignment, or compliance ease. Here’s a quick look at the leading markets shaping the global web development landscape in 2025.
1. India: The world’s fastest-growing developer hub
The IT sector in India reached $283 billion in 2025, offering a massive, cost-effective talent pool and robust compliance frameworks, and making it a top choice for web development outsourcing.
- Best for: Backend (Java, Node.js), Cloud, Data, and Mobile App development.
- Talent and seniority: India has a rapidly growing mid- to senior-level talent base that is projected to surpass the US by 2027.
- Specializations: Web, App, PHP, Front-end, Full-stack, and general Software development.
- Typical monthly employer cost: The standard monthly cost ranges from $2.5k–$4.5k.
- Time zone and English: India offers partial US time zone overlap but strong alignment with EU and APAC regions, and features high English fluency in tech hubs.
Key considerations
- Notice periods in India can be lengthy, often requiring buyouts for faster transitions.
- EPF/ESI contributions are mandatory statutory costs.
- IP ownership must be clearly addressed in employment contracts.
- Moonlighting restrictions should be explicitly defined in contracts.
Statutory costs
- EPF (Employees’ Provident Fund) is a government-managed retirement savings scheme.
- ESIC (Employees’ State Insurance Corporation) is a social security program providing medical care and cash benefits for low-income workers.
- Gratuity is a statutory lump sum payment made to employees who have completed five years of continuous service.
- Statutory bonus is a mandatory payment to employees, based on profits or production
Compliance obligations
- Long notice periods and buyouts are common
- Moonlighting restrictions must be addressed in contracts
- Strong IP assignment and confidentiality agreements required
- Payroll filings must adhere to India’s employment laws with strict government deadlines.
- Clear hiring terms for contractors vs employees are critical to avoid misclassification.
Contractor or employee: Which to hire?
- Contractors: Flexible but risk misclassification for long-term roles
- Employees: Safer for ongoing web developer positions
Learn more about the differences in our hiring contractors vs. employees in India guide.
Feasibility and risks
- Misclassification incurs back taxes and significant fines.
- Payroll must include timely EPF/ESI deductions to remain compliant.
- Currency conversion affects cross-border payroll planning and budget forecasts.
Hiring in India: What employers need to know
- Misclassification is a major liability risk
- Payroll filing delays attract penalties
- Clear contracts and labor law compliance are necessary
Entity setup
- Large-scale hiring may justify setting up a local subsidiary for operational efficiency.
2. Canada: Senior talent and strong compliance
Canada presents a premier destination for enterprises seeking high-caliber, senior engineering talent in a compliant market.
- Best for: Cloud, AI/ML, Fintech, and general Full-Stack development.
- Talent and seniority: The country offers a mature pool of mid-to-senior-level engineers who are noted for high retention rates.
- Specializations available: Web, App, PHP, Front-end, Full-stack, and general Software development.
- Typical monthly employer cost: The standard monthly cost to employ an engineer typically falls between $9.5k–$11.5k.
- Time zone and English proficiency: Full overlap with the US; bilingual in tech hubs
Key considerations
- Notice periods vary by province
- CPP/EI contributions are mandatory federal payroll obligations
- IP ownership and confidentiality must be explicitly covered
- Provincial compliance differences necessitate careful navigation of diverse labor laws
Statutory costs
- CPP (Canada Pension Plan), which is the mandatory federal retirement savings contribution.
- EI (Employment Insurance), which is the mandatory federal program providing temporary income support.
- Provincial contributions, which may include mandatory employer health and education taxes that vary by region.
Compliance obligations
- Mandatory CPP/EI contributions are non-negotiable federal requirements
- Adherence to paid leave, notice, and termination rules is essential
- Contracts must cover IP assignment and confidentiality
- Payroll filings per Canadian labor law timelines are strictly enforced
Contractor vs employee: Which to hire?
- Contractors offer flexibility but carry misclassification risks
- Employees are safer for ongoing developer roles
Learn more about the differences in our hiring contractors vs. employees in Canada guide.
Feasibility and risks
- Misclassification penalties include back taxes and substantial fines
- CPP/EI payroll errors attract penalties
- Clear contracts and labor compliance are essential
Hiring in Canada: What employers need to know
- Misclassification is a major liability
- Payroll delays trigger fines
- Contracts and compliance are non-negotiable
Entity setup
- Setting up a subsidiary in Canada involves federal and provincial registrations and establishing compliant payroll accounts.
3. Philippines: Affordable talent pool for web development
The Philippines offers a large and affordable tech talent pool with strong English skills and a Westernized culture, making it ideal for global teams.
- Best for: Mobile development, Fintech, Web apps, and BPO-related technology tasks.
- Talent and seniority: The talent pool is characterized by junior- to mid-level engineers with a strong, highly trainable work ethic.
- Specializations: Web, App, PHP, Front-end, Full-stack, and general Software development.
- Typical monthly employer cost: The standard monthly cost typically ranges between $1,800 and $3,000.
- Time zone and English: The country offers strong APAC time zone alignment and provides a workforce with excellent English proficiency.
Key considerations
- 13th Month Pay is a mandatory, non-negotiable annual bonus equivalent to one month’s salary.
- Social security contributions (SSS) are mandatory payments for retirement, sickness, and disability benefits.
- PhilHealth and Pag-IBIG Fund contributions are mandatory monthly payments for national health insurance and housing development, respectively.
- IP assignment clauses must be robustly enforced in contracts to secure the company’s Intellectual Property.
Statutory costs
- 13th Month Pay is the legally required annual bonus
- SSS (Social Security System) contributions are mandatory
- PhilHealth payments fund the national health insurance program
- Pag-IBIG Fund (Home Development Mutual Fund) contributions are mandatory for housing loans and savings programs.
Compliance obligations
- Mandatory SSS, PhilHealth, and Pag-IBIG contributions are statutory requirements
- The minimum 13th Month Pay must be provided to all employees before December 24th each year.
- Compliance with the Labor Code of the Philippines is strictly necessary
- Clear IP and confidentiality clauses are essential for protecting all proprietary company assets.
Contractor vs employee: Which to hire?
- Contractors offer engagement flexibility but present a high risk of misclassification
- Employees are the safer classification for long-term roles
Learn more about the differences in our hiring contractors vs. employees in Philippines guide.
Feasibility and risks
- Misclassification penalties can result in back taxes and fines for failure to comply with employment laws.
- Non-compliance with SSS/PhilHealth/Pag-IBIG attracts penalties from the respective government agencies.
- Contracts must be clear and compliant to prevent labor disputes and legal issues.
Hiring in the Philippines: What employers need to know
- Misclassification of employment status is a significant liability that companies must avoid through rigorous compliance.
- Delayed or incorrect statutory filings attract fines from various government regulatory bodies.
- Strong, locally compliant contracts are mandatory to successfully navigate Philippine labor law.
Entity setup:
Large-scale hiring may require setting up a subsidiary for compliance.
Pro tip: Ready-to-use job description templates
Looking to speed up hiring? Use our free, customizable job description templates to attract the right talent faster:
💡 The template is designed to align with global hiring best practices — saving you time and ensuring compliance-ready job posts.
Cost of hiring web developers by country
Hiring costs vary by location due to salaries, statutory benefits, and compliance requirements. Below is a comparison for mid-level web developers:
Country | Gross annual salary (indicative) | Typical mandatory ongoing costs | Total monthly employer cost |
India | $30k–$45k | EPF/ESI, Gratuity | $2.5k–$4.5k |
Canada | ~$101.8k | CPP/EI, provincial contributions | $9.5k–$11.5k |
Philippines | $24k-$50k | SSS (Social Security System), PhilHealth (Health insurance) | $5k–$8k |
Note: These figures are indicative. For precise modeling, employers can use the employee cost calculator. Additional costs include admin, legal, and entity setup, which an EOR can streamline.
Decision framework
When choosing the right country to hire web developers, consider your priorities across talent pool size, cost, time zone fit, and compliance:
- Need the largest pool + significant cost savings → India
- Need good US overlap + senior talent + strong compliance → Canada
- Need good US overlap + large pool + cultural compatibility in APAC → Philippines
How Multiplier helps you hire a web developer, fast and compliant (with EOR)
With EOR services from Multiplier, you can hire web developers in India, Canada, and the Philippines without a local entity.
- Multiplier provides localized, compliant contracts with robust IP and confidentiality language.
- Payroll, filings, and statutory benefits are managed end-to-end.
- Onboarding completes in days — including KYC, tax IDs, and banking — while offboarding is smooth and compliant.
- Data privacy and PII controls are aligned with local norms.
- Begin with an Employer of Record (EOR) for initial flexibility and then establish your own legal entity when your team size reaches the appropriate scale.
Ready to see how fast and compliant global hiring can be?
Book a demo with Multiplier and onboard your next web developer in days, not months.
FAQs
Which country offers the best cost-to-talent ratio for hiring web developers?
India generally offers the strongest cost-to-talent ratio.
What are the compliance risks when hiring web developers internationally?
Misclassification, unclear IP ownership, and missed payroll filings are key compliance risks.
How does time zone alignment affect global web developer productivity?
Better overlap with your team’s time zone improves collaboration and reduces project delays.
What role does an Employer of Record (EOR) play in global hiring?
An EOR manages contracts, payroll, and compliance, allowing you to hire without setting up a local entity.
