Top 10 IT Recruiting Agencies in Serbia to Hire Developers

Are you struggling with hiring developers in Serbia? Serbia’s ICT sector achieved record-breaking export revenues of €4.13 billion in 2024, marking a 20% increase from the previous year. With over 15,000 IT and engineering graduates entering the workforce annually, the country has solidified its position as a premier tech talent hub in Southeast Europe.

The reality in today’s Serbian tech landscape is that traditional recruitment approaches are falling short. As the sector becomes increasingly competitive, specialized IT recruitment agencies play a pivotal role in helping companies bypass talent shortages, avoid mis-hires, and secure Serbia’s top engineers quickly.

To make your search easier, we’ve compiled a list of the Top 10 IT Recruiting Agencies in Serbia to Hire Developers to help you find the perfect fit for your business. 

Let’s start!

Why Work With an IT Recruitment Agency in Serbia?

With AI reshaping development workflows and remote-first culture changing collaboration requirements, the decision to hire Serbian developers has never been more strategic. Here’s what most companies miss: it’s not just about whether to hire from Serbia, it’s about how you access this talent pool effectively.

• Local market expertise: Deep understanding of salary benchmarks, university talent pipelines, and competitive landscape—knowing which companies Serbian developers prefer.

• Accelerated hiring: Pre-screened talent pools reduce time-to-hire from months to weeks, with established relationships to passive candidates and completed technical assessments.

• Quality assurance: Rigorous evaluations beyond resume screening, including communication style assessment and cultural fit evaluation for remote work capabilities.

• Risk mitigation: Guarantee periods, legal compliance with Serbian employment laws, and ongoing relationship management reducing turnover rates.

Alternative Approaches: Understanding the Trade-offs

• Direct hiring: Requires local HR presence, longer cycles, higher mis-hire risk. Best for permanent Serbian operations.
• Freelance marketplaces: Limited to project work, variable quality, no cultural assessment. Best for short-term technical projects.
• Staff augmentation: Vendor relationship model, less culture control, higher total costs. Best for temporary capacity increases.

Why agencies win: They combine quality control with direct relationships while providing essential local expertise that other approaches lack.

10 Best Recruiting Agencies in Serbia to Work With

1. Omnes Group

What sets us apart: Omnes Group specializes exclusively in IT recruitment with a database of developers specifically curated for tech companies. Their approach focuses on understanding actual project needs rather than keyword matching.

Why we lead the market: While most agencies send generic CVs hoping something sticks, Omnes Group delivers candidates based on your specific technical requirements, ensuring you hire professionals with the right technical skills without unconscious bias. Our experienced IT recruiters provide clear and objective insights about top candidates, giving you confidence when making offers.

Technical focus: We understand the difference between a React developer who’s worked with class components versus one experienced with hooks-heavy codebases. For your microservices architecture, we’ll find someone with actual Docker/Kubernetes experience, not just general containerization knowledge.

Geographic reach: Strong presence across Belgrade, Novi Sad, Niš, and Kragujevac, with experience sourcing and hiring developers from Europe and the US.

Key Services:

Pricing: Success-fee model ranging 14-20% of first-year annual salary, with flexible payment terms based on client needs.

2. BPS Tech

Industry focus: BPS TECH is your end-to-end HR partner for the tech industry, specializing in recruitment, enabling efficient and thoughtful recruitment process with personalized approach.

Technical capabilities: Build your tech team wherever you are based and bring your cultural and technical requirements to life with the right developers, providing end-to-end support in setting up your office, including legal and financial guidance.

Comprehensive services: Beyond recruitment, they provide support in managing the hiring process and offer guidance on strategic planning and organizational integration to ensure smooth transitions.

Pricing: Project-based fees starting from €2,000, with comprehensive packages including EOR services ranging €5,000-15,000 per hire.

3. Balkan Hire

Specialization focus: Belgrade-based agency specializing in English-speaking talent acquisition across IT, commerce, marketing, and finance sectors.

Key Services:

• English-speaking candidate sourcing (US, UK, Commonwealth countries)
• Remote position placement expertise
• Cross-cultural integration support
• International talent screening and assessment

Pricing: Standard success fee of 25% of annual salary for permanent placements, with reduced rates (18-20%) for multiple hires from same client.

4. Friendly HR

Unique approach: Specializes in psychological testing and competency assessment as integral part of recruitment process.

Key Services:

• Psychological testing and personality assessment
• Competency-based candidate evaluation
• Team productivity optimization through psychological profiling
• Cultural fit assessment using validated psychometric tools

Pricing: Base recruitment fee 24% of annual salary + €300-500 psychological assessment fee per candidate (depending on depth of testing required).

Competitive advantage: Element that is often missing in recruitment processes – psychological testing. If your team doesn’t have experienced psychologists, Friendly HR psychologists adequately assess candidate personalities to improve team productivity and overall business performance.

5. Manpower Serbia

Market experience: Operating since 2008 with offices in Belgrade and Novi Sad, backed by global presence in over 80 countries and team of ~100 professionals.

Key Services:

• Permanent and temporary IT staffing
• Talent management and employee development
• Performance management and career transitions
• Mass employment solutions
• Agile methodology consulting

Pricing: Tiered pricing: 22% for junior roles, 25% for senior positions, 27% for executive placements. Volume discounts available for 10+ hires annually.

Regional expansion: Digital operations across Bulgaria, Slovenia, Croatia, and Hungary, making them ideal for companies with multi-country hiring needs.

6. Jaka Lounge

Service breadth: Founded in 2015, Belgrade-based team of HR professionals providing comprehensive and value-driven workforce solutions.

Key Services:

• Recruitment and selection (entry-level to executive)
• HR administration and employment law compliance
• HR policy development and procedures
• Employee Assistance Programs (EAPs)
• Career advisory services for professionals

Pricing: Full-service model: 25% recruitment fee + monthly HR administration retainer (€200-800/month depending on company size and services).

Comprehensive approach: Beyond recruitment, offers personality assessments and team-building programs, providing businesses a complete workforce management solution.

7. ROAD HR

Experience: Established in 2011 in Novi Sad, specializing in HR development and corporate management with ~20 employees.

Key Services:

• IT recruitment and selection
• HR development consulting
• Corporate management advisory
• Administrative role fulfillment
• Talent acquisition strategy

Pricing: Competitive rates with clients noting “pricing fit our budget” – typically 23-25% success fee with flexible payment terms for established clients.

8. FindIT Recruitment

Scientific methodology: Founded in 2019, Belgrade-based agency employing Gestalt psychotherapy techniques and NASA’s Process Communication Model (PCM) for candidate assessment.

Key Services:

• Technical skills and cultural fit assessment
• Pre-selection and structured interviews
• Headhunting for specialized roles
• Team leasing services for project-based needs
• Communication style evaluation using PCM

Pricing: Unknown

9. Lundi (Hello Lundi)

Platform approach: Global staffing platform operating across 70+ countries, offering innovative recruitment solutions with technology-driven matching.

Key Services:

• Global talent sourcing in 40+ languages
• Country-specific market insights and hiring guidance
• Comprehensive recruitment strategy consulting
• Cross-border compliance and legal support
• Scalable hiring solutions for rapid growth

Pricing: Platform model with transparent pricing: 22-27% success fee (matching local market rates) + optional strategy consulting at €150/hour for market entry guidance.

10. Feron Employment

Global presence: Founded in 2012, Belgrade-based international recruiting agency with presence in 30+ countries, filling positions in 15+ markets.

Key Services:

• International recruitment across multiple industries
• Staff leasing and flexible workforce solutions
• HR consulting and strategic workforce planning
• Entry-level to executive position filling
• Global talent mobility support

Pricing: International placement premium: 26-30% of annual salary for cross-border hires, 24% for domestic placements. Volume discounts for 15+ annual hires.

Serbia IT Recruitment Agencies Comparison Table

Benefits of IT Recruitment Agencies

Local market expertise: Deep understanding of salary benchmarks, university talent pipelines, and competitive landscape—knowing which companies Serbian developers prefer.

Accelerated hiring: Pre-screened talent pools reduce time-to-hire from months to weeks, with established relationships to passive candidates and completed technical assessments.

Quality assurance: Rigorous evaluations beyond resume screening, including communication style assessment and cultural fit evaluation for remote work capabilities.

Risk mitigation: Guarantee periods, legal compliance with Serbian employment laws, and ongoing relationship management reducing turnover rates.

Alternative Approaches: Understanding the Trade-offs

Direct hiring: Requires local HR presence, longer cycles, higher mis-hire risk. Best for permanent Serbian operations.

Freelance marketplaces: Limited to project work, variable quality, no cultural assessment. Best for short-term technical projects.

Staff augmentation: Vendor relationship model, less culture control, higher total costs. Best for temporary capacity increases.

Why agencies win: They combine quality control with direct relationships while providing essential local expertise that other approaches lack.

How to Choose the Right IT Recruitment Agency in Serbia: A Step-by-Step Guide

Given the current market shift toward AI-integrated development workflows and the growing competition for Serbian tech talent, choosing the right recruitment partner has never been more critical. Here’s your strategic framework for how to choose an IT recruiter in Serbia that aligns with your technical requirements and business objectives.

Step 1: Define Your Technical Hiring Needs

Assess your technology stack requirements: Are you looking for React developers with hooks experience or those comfortable with legacy class components? Do you need DevOps engineers with specific Kubernetes expertise, or will general containerization knowledge suffice?

Determine role complexity: Junior developers (0-2 years), mid-level specialists (3-5 years), or senior architects (6+ years) require different sourcing strategies and assessment approaches.

Evaluate team integration needs: Remote-first culture demands different communication skills than traditional office environments. Consider whether candidates need experience with async collaboration tools and distributed team workflows.

Step 2: Establish Budget and Timeline Parameters

Budget allocation: Serbian IT recruitment fees typically range 14-25% of annual salary. For a senior developer earning €70,000 annually, expect €6,600-9,000 in agency fees. Factor in additional costs like psychological assessments (€300-500) or EOR services (€2,000-5,000).

Timeline expectations: Standard placements take 2-4 weeks, while specialized roles (AI/ML, blockchain, cybersecurity) may require 6-8 weeks. International relocations add 2-4 weeks for visa processing.

Volume considerations: Multiple hires often qualify for volume discounts (15-20% reduction for 10+ annual placements).

Step 3: Evaluate Agency Expertise and Market Position

Technical specialization depth: Does the agency understand the difference between microservices architecture requirements and monolithic system needs? Can they assess candidates’ experience with cloud-native development practices?

Market intelligence: Look for agencies that provide insights into Serbian salary benchmarks, university talent pipelines, and competitive landscape dynamics.

Client portfolio analysis: Review case studies and testimonials from similar-stage companies. A fintech startup’s requirements differ significantly from enterprise software development needs.

Step 4: Assess Service Model Alignment

Recruitment approach: Pure recruitment agencies focus solely on candidate placement, while full-service providers offer EOR, office setup, and ongoing HR support.

Geographic coverage: Local Serbian expertise versus international reach capabilities. Consider whether you need cross-border talent mobility support.

Guarantee and support terms: Typical replacement guarantees range 3-6 months. Evaluate ongoing relationship management and retention support services.

Step 5: Verify Regulatory Compliance and Quality Standards

Licensing verification: Ensure the agency holds government-approved recruitment licenses. This accreditation indicates adherence to strict regulatory standards.

Assessment methodologies: Advanced agencies employ technical interviews, problem-solving sessions, and cultural fit evaluations. Some integrate psychological assessments and communication style analysis.

Success metrics transparency: Request placement success rates, candidate retention statistics, and client satisfaction scores. Top agencies maintain 85%+ placement success rates with 18+ month retention averages.

The key to selecting the right IT recruitment agency in Serbia lies in matching your specific technical requirements with an agency’s proven expertise in your technology domain. The most expensive option isn’t necessarily the best—focus on demonstrated understanding of your technical stack and cultural requirements.

Costs of Hiring Developers via Agencies in Serbia: Complete Breakdown

Understanding IT recruitment cost Serbia requires analyzing both direct agency fees and hidden expenses that impact your total hiring investment. Here’s what most companies miss about the true cost structure.

Agency Commission Structure

Standard success fees: Serbian recruitment agencies typically charge 22-30% of the candidate’s first-year gross salary. For a senior full-stack developer earning €72,000 annually, expect to pay €7,040-9,600 in recruitment fees.

Volume discounts: Many agencies offer reduced rates for multiple hires: 5% discount for 5-9 annual placements, 10-15% discount for 10+ placements, and 20% discount for enterprise contracts with 25+ annual hires.

Additional Service Costs

Specialized assessments: Psychological testing adds €300-500 per candidate, while advanced technical evaluations (90-minute problem-solving sessions) cost €200-400 per assessment.

EOR and compliance services: Employer of Record services range €2,000-5,000 setup fee plus €200-400 monthly per employee, including payroll management and legal compliance.

International relocation support: Visa processing, work permits, and relocation assistance typically cost €1,500-3,500 per candidate, depending on origin country and complexity.

Agency Costs vs. Direct Hiring Comparison

Direct hiring approach costs:

• Internal recruiter salary: €18,000-25,000 annually
• Job board subscriptions: €2,000-5,000 annually
• Assessment tools and platforms: €1,200-3,000 annually
• Legal compliance consulting: €3,000-8,000 annually
• Total annual cost: €24,200-41,000

Agency model advantages: For companies hiring fewer than 8-10 developers annually, agencies typically prove more cost-effective. The break-even point occurs around 12-15 annual hires, where internal recruiting becomes financially advantageous.

Risk mitigation value: Agency guarantees (3-6 month replacement periods) reduce mis-hire costs. A failed hire typically costs 2-3x annual salary in productivity loss, replacement fees, and team disruption.

Time-to-hire impact: Agencies reduce average hiring time from 8-12 weeks (direct approach) to 3-5 weeks, translating to significant opportunity cost savings in fast-moving tech environments.

The reality in today’s Serbian tech landscape is that hiring developers Serbia requires balancing cost efficiency with quality assurance. While agency fees represent a significant upfront investment, the combination of reduced time-to-hire, higher success rates, and risk mitigation often justifies the premium for most growing companies.

Conclusion: Securing Serbia’s Top Tech Talent

Serbia’s emergence as a premier European tech hub presents unprecedented opportunities for companies seeking world-class development talent at competitive costs. With ICT exports reaching €4.13 billion and 15,000+ graduates entering the market annually, the question isn’t whether to hire Serbian developers—it’s how to access this talent pool most effectively.

Whether you’re a startup seeking your first development team, a scale-up expanding internationally, or an enterprise establishing regional operations, the right recruitment partnership accelerates your growth trajectory while mitigating hiring risks. Now that you know the IT recruitment agencies to hire developers, it’s time to choose the one that aligns with your business goals and budget. 

If you want the IT recruitment services for your business, Omnes Group is here to help.

Book a free 30-minute call with our team of experts and discover how we can help you recruit the top talent and hire developers.