Hiring from India can cost far less than hiring in the US, UK or Europe. But salary is only one line. Here's everything that goes into the number.
What you actually pay for
Whichever route you take, the cost of a remote hire in India is made of the same parts:
- Salary. Set by the role, seniority and the market for that skill.
- Statutory contributions. If the person is an employee in India, the employer pays provident fund and accrues gratuity on top of salary. More on these below.
- Equipment and tools. A laptop, software seats and a reliable internet connection.
- Hiring time. Writing the role, screening, interviewing and checking references.
- Payroll, tax and compliance. Contracts, monthly payroll, tax deductions and filings.
- Management. Onboarding, feedback and, if it goes wrong, finding someone new.
With Countbird, the last four are rolled into one flat monthly fee per person, quoted once we know the role.
How it compares: US pay benchmarks
To see the gap, start with what the same roles cost at home. These are US median wages from the Bureau of Labor Statistics, May 2025:
| Role (BLS occupation) | US median annual wage | US median hourly wage |
|---|---|---|
| Bookkeeping, accounting and auditing clerks | $50,670 | $24.36 |
| Human resources specialists | $75,940 | $36.51 |
| Market research analysts | $78,760 | $37.87 |
| Project management specialists | $102,320 | $49.19 |
| Financial analysts | $103,570 | $49.79 |
Wages aren't the whole cost. In June 2026, US private employers paid an average of $32.82 an hour in wages and $14.07 an hour in benefits, so benefits made up 30% of total compensation. Put another way, benefits added about 43 cents for every dollar of wages.
Employer costs in India
If the person is employed in India, a few statutory items sit on top of salary:
- Provident fund (EPF). Employers contribute 12% of wages. From 17 September 2026 the wage ceiling for mandatory contributions rose from ₹15,000 to ₹25,000 a month, so an employer can cap its contribution at ₹3,000 a month if the employee's wages are higher.
- Gratuity. A lump sum based on years of service. Under India's Labour Codes, fixed-term employees qualify pro rata after one year of service, rather than the five years that apply to permanent staff.
- The 50% wage rule. The Labour Codes define wages so that they must be at least half of total pay. This can raise the base on which provident fund and gratuity are calculated.
For roles that pay well above the statutory wage thresholds, these items add a modest amount on top of salary. Getting them right is what matters.
What drives salary in India
- Skill scarcity. Common skills cost less than niche ones, as anywhere.
- Seniority and ownership. Someone who can run a function with little direction costs more than someone who executes a plan.
- Client-facing English. Roles that speak to your customers need excellent spoken English, which narrows the pool.
- Shift timing. A day shift aligned to Europe or the Middle East is easy to fill. Overnight shifts for the Americas narrow the pool, which can push pay up.
GST and international payments
When an Indian business provides services to a client outside India and the conditions for export are met, the supply is "zero-rated" for GST. In practice, providers usually export under a Letter of Undertaking without charging GST. Indian exporters must also realise and repatriate export proceeds within the time allowed under India's foreign exchange rules, which is nine months from 1 October 2026. As a client, you pay the invoice in your own currency; these rules sit with the provider.
How Countbird pricing works
- One flat monthly fee per person. It covers their salary, payroll, compliance and our ongoing support.
- No upfront fee to start the search.
- You pay only while they're on your team.
- If it isn't working, we replace them at no extra cost.
We quote after a short call, once we know the role and level. Book a call to get a number for your role.