Hiring in Asia: A UK Business Guide to Finding and Managing Global Talent

Expanding a business beyond the UK often starts with exploring new talent markets, and for many companies, Asia is becoming the first choice. With its vast, diverse workforce, competitive labour costs, and growing tech and service industries, Asia offers opportunities that are hard to match elsewhere. From highly skilled software engineers in India to customer service specialists in the Philippines and creative digital marketers in Vietnam, UK businesses can find the right people to fill skill gaps and scale operations.

This guide is designed to provide UK businesses with everything they need to hire and manage talent in Asia with confidence. By the end, you’ll have a clear roadmap to build, manage, and retain a thriving workforce in Asia without the risks of non-compliance or unnecessary complexity.

Key takeaways

• Asia offers a rich mix of technical, creative, and operational talent at competitive costs.
• UK businesses must consider compliance, cultural nuances, and time zones when making hiring decisions.
• An Employer of Record (EOR) solution, such as Native Teams, simplifies legal, payroll, and HR challenges. 
• Tools such as Slack, Asana, and Zoom can streamline communication and collaboration. 
• Building a remote-first culture is crucial for managing and retaining Asian teams in the long term. 

Why are UK businesses hiring in Asia?

Hiring in Asia is becoming increasingly popular among UK businesses, and for good reason. The region is home to some of the world’s fastest-growing economies, diverse labour markets, and highly skilled professionals who bring fresh perspectives and expertise. Whether it’s hiring from India's advanced IT knowledge, benefiting from the Philippines’ globally renowned service sector, or leveraging Vietnam’s growing pool of digital talent, Asia provides a compelling case for businesses looking to expand their operations efficiently and strategically.

Cost-effectiveness

One of the most significant drivers for UK companies to hire in Asia is the cost advantage. Salaries in many Asian countries are substantially lower compared to the UK, allowing businesses to access high-quality talent at a fraction of the cost. 

For instance, a software developer in India or Vietnam may cost up to 60–70% less than a developer in London, while maintaining strong technical skills and industry knowledge. Lower costs don’t just apply to salaries; reduced overheads such as office space, benefits, and operational expenses also make hiring in Asia attractive for small and medium-sized enterprises (SMEs) that want to grow without inflating their budgets.

Access to specialised talent

Asia has become a hub for specialised skills that are in high demand globally. India is known for its IT and software development expertise. The Philippines excels in customer support and creative services, while countries like Malaysia and Singapore are renowned for their finance and shared service centres. 

UK companies can tap into these talent pools to fill gaps in their markets, where specific roles are often scarce or costly to recruit for. This access to niche expertise enables businesses to strengthen their teams, innovate faster, and deliver services that keep them competitive on a global scale.

Scalability and flexibility

The sheer size and youth of Asia’s workforce make it an ideal region for businesses seeking to expand quickly. With over 4.7 billion people across the continent, Asia offers a dynamic labour market with millions of graduates entering the workforce every year. This means UK companies can rapidly expand their teams, whether they need short-term project support or long-term, dedicated employees. Moreover, hiring models such as contracting, outsourcing, or using Employer of Record (EOR) services allow businesses to remain flexible, scaling teams up or down depending on project needs without making permanent commitments.

Global coverage

For UK businesses, time zones often present a challenge when working with clients or partners across different regions. Hiring in Asia helps overcome this by extending operational hours. Teams based in countries such as India, the Philippines, or Malaysia can provide customer service and technical support during UK off-hours, ensuring businesses offer near 24/7 coverage. 

This global reach not only enhances customer satisfaction but also strengthens a company’s ability to respond to issues promptly, maintain smooth operations, and remain competitive in today’s “always-on” business environment.

Real-world examples in action

Major UK organisations illustrate this trend of hiring in Asia:

• The London Stock Exchange Group (LSEG) has relocated numerous tech roles to India, expanding its workforce there to over 7,000 and establishing a dedicated “technology centre of excellence” in Hyderabad, London. 
• Lloyds Banking Group is also ramping up its India-based tech team—doubling headcount to 4,000 and relocating nearly half of its global IT roles out of the UK by 2025 Financial Times.

Best Asian countries to hire from (and why)

Asia is not a single talent market; it’s a collection of diverse economies, each with its own strengths, challenges, and industry specialisations. For UK businesses, choosing the correct country to hire from depends on the roles required, budget, and long-term strategy. Below, we highlight some of the most promising Asian countries for remote hiring, along with their advantages and considerations.

India

Roles: Software engineers, IT specialists, customer support, and data analysts.

Strengths: India is widely recognised as the global hub for IT and software services. With over five million software developers and a steady flow of STEM graduates each year, it provides one of the largest and most skilled tech talent pools in the world. The widespread use of English, combined with competitive salaries (up to 60–70% lower than in the UK), makes India a top destination for UK companies looking to build technical teams. The country also has a strong outsourcing tradition, with multinational companies establishing global capability centres (GCCs) in cities like Bangalore, Hyderabad, and Pune.

Considerations: High demand for top engineers means competition is fierce, especially in major cities where salaries can be higher than average. Communication styles may differ from those in the UK, requiring training in cross-cultural collaboration. Infrastructure is robust in urban hubs, but less reliable in smaller towns and rural areas.

Philippines

Roles: Customer support, virtual assistants, creative professionals, HR and admin services.

Strengths: The Philippines is a leading destination for customer service and outsourcing. The country has a 96% English literacy rate, strong cultural alignment with Western markets, and decades of experience in the BPO (business process outsourcing) industry. Many UK companies rely on Filipino teams for round-the-clock customer service, digital content creation, and back-office support. Labour costs remain competitive, while professionals are known for strong communication skills and adaptability.

Considerations: Internet and power infrastructure can be inconsistent outside major hubs, such as Manila and Cebu. Another challenge is managing overnight or rotating shifts for staff supporting UK or US working hours, which can affect work-life balance and retention.

Vietnam

Roles: Developers, digital marketers, manufacturing support, and engineering talent.

Strengths: Vietnam has emerged as one of Asia’s fastest-growing technology hubs, with a young workforce and a rapidly expanding IT sector. The country is attracting global investment in software development, fintech, and digital marketing services. Labour costs are among the most affordable in Southeast Asia, and education standards—particularly in STEM—are rising quickly. Cities like Ho Chi Minh and Hanoi have developed vibrant tech ecosystems, supported by government initiatives aimed at growing the digital economy.

Considerations: While junior and mid-level talent is abundant, senior-level expertise remains scarce, making it more challenging to find experienced managers. Employment laws and regulations are still evolving, which can complicate direct hiring without an Employer of Record solution.

Malaysia

Roles: Finance, HR, IT, shared service centre roles, and engineering.

Strengths: Malaysia has established itself as a hub for multinational corporations looking for regional headquarters or shared service centres. The country boasts a highly educated, multilingual workforce that is fluent in English, Malay, Mandarin, and Tamil, making it especially attractive for businesses operating across Asia. Malaysia’s business environment is stable, with well-developed infrastructure and supportive government policies aimed at encouraging foreign investment.

Considerations: Compared to neighbouring countries like Vietnam and Indonesia, salary expectations in Malaysia are higher, reflecting the country’s stronger economy and cost of living. While still cost-effective relative to the UK, businesses should budget carefully for long-term hires.

Indonesia

Roles: Digital marketing, design, e-commerce support, and administration.

Strengths: Indonesia is home to a young and growing workforce, with over half the population under 30. The country has become a hotbed for digital innovation, particularly in e-commerce, fintech, and creative industries. Local professionals are often highly adaptable and eager to learn, and costs remain attractive compared to more developed Asian markets.

Considerations: English proficiency varies significantly across regions, creating communication challenges for global teams. Infrastructure quality differs considerably between urban centres like Jakarta and more remote areas. As with Vietnam, businesses may also need support in navigating the legal and compliance landscape.

Best Asian countries to hire from

Step-by-step guide on how to hire in Asia from the UK

Hiring in Asia offers UK businesses a wealth of opportunities, but success depends on following a structured approach. Each step plays a critical role in ensuring not only compliance, but also the smooth integration of new team members into your organisation. Below is a practical roadmap to help UK companies confidently expand their teams across Asia.

1. Define your hiring goals

Start by identifying the type of talent you need. Clarify whether you’re looking for full-time employees who will form part of your core team, independent contractors for flexible support, or project-based workers for short-term needs. Having a clear hiring plan in place upfront prevents mismatches and sets expectations regarding costs, timelines, and responsibilities.

2. Choose the right hiring model

There are several ways to hire in Asia, each with its advantages. Some companies prefer direct contracting or working with outsourcing agencies, while others rely on an Employer of Record (EOR) service such as Native Teams. An EOR handles contracts, payroll, and compliance on your behalf, allowing you to legally employ talent in Asia without having to set up a costly local entity. This makes scaling easier and faster.

3. Source candidates

Finding the right people requires the proper channels. In addition to global platforms like LinkedIn and Indeed, consider region-specific job boards such as JobStreet (popular in Southeast Asia), Naukri (India), or VietnamWorks. Networking with local recruitment agencies can also give you access to pre-vetted talent. Tailor your job descriptions to highlight remote-friendly benefits and cultural inclusivity, attracting the best candidates.

4. Conduct interviews and assessments

Remote hiring demands more than just traditional interviews. Structured interviews combined with skill-based assessments, such as coding challenges for developers or role-play scenarios for customer service, help you evaluate candidates’ abilities objectively. Video interviews also provide insight into communication skills and help establish a personal connection, even across geographical distance.

5. Handle legal and compliance requirements

Employment laws across Asia are complex and differ from one country to another. From tax obligations to statutory benefits, getting compliance wrong can expose your business to legal risks. Partnering with an EOR like Native Teams allows you to offload these responsibilities. They manage payroll, contracts, and HR compliance on your behalf, ensuring that your business operates smoothly and within the law.

6. Onboard remote workers

A successful hire doesn’t end with a signed contract. Create a structured onboarding process that introduces new employees to the company culture, communication tools, and workflows. Provide access to the right technology, assign mentors, and schedule early check-ins to help new hires feel supported. A personalised onboarding experience increases retention and helps employees integrate faster.

7. Manage and retain talent

Retention is often more cost-effective than continuous recruitment. Invest in building strong relationships with your Asian teams by holding regular check-ins, providing clear career progression paths, and offering meaningful employee benefits. Recognition, professional development opportunities, and cross-cultural training all help to keep employees engaged and motivated. A happy and motivated workforce is far more likely to remain loyal to your business in the long run.

Tools to manage remote teams in Asia

There are several tools your business can use to build strong communication, manage tasks, share documents, or handle payroll. Here are some of the recommended tools you can utilise in your daily or monthly workload.

Building a remote-first culture with Asian teams

Hiring in Asia is only the first step towards global expansion. To truly get the best out of distributed teams, UK businesses must focus on building a remote-first culture, a way of working where location doesn’t determine inclusion, collaboration, or opportunity. Here are some proven strategies to help nurture a strong, remote-first culture with Asian teams:

(Over)communicate

Regular updates and open communication are essential when teams are spread across time zones. Leaders should avoid assuming information will “filter through” and instead over-communicate progress, decisions, and expectations. This transparency reduces misunderstandings and ensures that all employees, whether in London, Manila, or Bangalore, stay aligned.

Make onboarding personal

First impressions matter, especially in remote settings. A structured onboarding process that introduces new hires to colleagues, tools, and company values creates a sense of belonging from day one. Tailoring training to individual needs also helps employees feel supported and motivated.

Celebrate wins across borders

Recognition should travel across time zones. Taking time to acknowledge achievements, whether through team calls, company newsletters, or virtual celebrations, builds morale and reinforces a sense of shared purpose. Highlighting contributions from Asian teams shows that their work has equal impact and visibility.

Respect local holidays

Cultural awareness goes a long way in building trust. By respecting and accommodating local holidays, festivals, and traditions, UK companies demonstrate that they value the personal lives and cultural identities of their Asian employees. This creates goodwill and helps teams feel genuinely appreciated.

Invest in learning and growth

Retention is just as necessary as recruitment. Offering career development opportunities, training programmes, and pathways for advancement helps keep top talent engaged. In Asia’s competitive job markets (particularly in IT and customer support), businesses that invest in their employees stand out as employers of choice.

Ready to hire in Asia?

Hiring in Asia presents UK businesses with unparalleled opportunities for growth, scalability, and access to a diverse talent pool. With the right hiring approach, tools, and support from solutions like Native Teams, your business can expand globally while remaining compliant and efficient.

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Frequently Asked Questions (FAQs)

1. What are the best countries in Asia for UK businesses to hire from?
Top choices include India, the Philippines, Vietnam, Malaysia, and Indonesia, each with unique strengths and roles.

2. Do I need to set up a legal entity in Asia to hire employees there?
Not necessarily. Using an Employer of Record (EOR) such as Native Teams allows you to hire compliantly without establishing a local entity.

3. Is it better to hire full-time employees or freelancers in Asia?
It depends on your business goals. Freelancers offer flexibility, while full-time employees provide stability and long-term alignment.

4. How do I pay remote workers in Asia?
You can use platforms like Native Teams to handle multi-currency payroll, taxes, and benefits in a compliant manner.

5. How can I make sure I'm compliant with employment laws in Asia?
Compliance varies by country. Partnering with an EOR ensures you meet all local requirements.

6. What if I want to scale my team quickly across multiple countries in Asia?
An EOR solution enables hiring across different countries without incurring legal or administrative delays.