Wondering if you can really set up a remote team in India without flying halfway across the world? Yes, you can—and it’s more common than you think.
Thousands of companies already run remote teams in India to handle customer support, IT, sales, and back-office work. They do it to cut costs, tap into top talent, and keep things running 24/7. But if you’re trying to figure out how to do the same for your business, you’ll want more than just general advice.
This guide breaks down everything you need—hiring options, legal setup, tools to manage people, and even how much it’s all going to cost.
Why India for Remote Teams?
India has what global companies need—skilled people, affordable rates, and round-the-clock availability. That’s why it’s one of the top picks for remote support teams.
Let’s break it down.
1. Talent is everywhere
India produces over a million engineering and IT graduates every year. And that’s just one part of the workforce. You’ll find experienced professionals in customer support, sales, HR, and data management. Many of them already work remotely for companies in the US, UK, Australia, and Europe.
2. English isn’t a barrier
English is the second official language in India. Most remote workers you hire will already be fluent in written and spoken English. This makes onboarding and daily communication much easier.
3. Time zone advantage
India’s time zone (IST) is ahead of most Western countries. If you’re based in the US or Europe, you can set up a team that works while your local office sleeps. This helps you offer 24/7 customer support without burning out your main team.
4. Lower labor costs
You can hire skilled full-time employees in India for a fraction of what you’d pay in the US or UK. This doesn’t mean compromising on quality—it just means the cost of living and salaries are lower there.
5. Remote work culture is solid
India has a growing remote work culture. Many professionals are used to working from home or co-working spaces. They’re familiar with tools like Slack, Zoom, Notion, and project tracking software.
6. Tech infrastructure is ready
Most remote workers in India have access to high-speed internet and backup power systems. Urban areas especially have reliable infrastructure to support distributed teams.
If you’re serious about expanding support or backend operations without blowing up your budget, India’s hard to ignore.
Step-by-Step Process to Set Up a Remote Team in India
Hiring remote support in India isn’t about posting a job and hoping for the best. For enterprise teams, it’s about getting the right structure, picking the right hiring model, and staying legally clean while building a team that actually performs. Here’s how to do it right, without surprises later.
Start with team design—not job posts
Before anything goes live, define what you’re building. Are you trying to build a night shift customer support desk? A 24/7 rotating team? Or a small group to manage live chat during your off-hours?
For example, a US-based SaaS company might decide to hire five agents to cover support tickets between 6 PM IST and 3 AM IST, which is morning to afternoon in the US. They also decide to add a local team lead who manages handovers, escalations, and performance.
This team setup isn’t just about headcount. It defines your workflows, your training plans, and your KPIs. Don’t build your team reactively. Start with structure.
Decide how you’ll legally hire in India
This is where many global companies pause. You’ve got three solid ways to hire remote workers in India:
Employer of Record (EOR):
This is a third-party provider that becomes the legal employer on paper while you manage the work. Companies like Deel, Remote, and Rippling offer EOR services in India. You don’t need to set up a company, open a bank account, or worry about Indian labor laws. You just pay a flat monthly fee (usually $599 to $699 per hire), and they handle contracts, taxes, payroll, and benefits.
Managed Vendors or BPO:
These work best if you want more control but don’t want to touch compliance. They build the team, manage attendance, and let you scale fast. You usually pay a monthly per-agent cost (between $700–$1,200), depending on experience, skills, and hours. The catch? You don’t own the employee relationship directly.
Direct employment:
This means registering a business entity in India and hiring people on your own payroll. This gives you full control but comes with setup timelines (60–90 days), legal filings, tax registrations, and monthly compliance work. It’s a great option if you plan to build a long-term operation with at least 10–15 people.
No matter what you choose, don’t skip legal employment. Misclassifying Indian workers as freelancers while they work set hours under your supervision puts you at legal risk—especially if you’re a US or UK-based company operating under stricter global compliance standards.
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Build your hiring pipeline with local platforms
You won’t find quality Indian candidates using US job boards. Instead, go local.
Post roles on Naukri.com (India’s biggest platform), or go to iimjobs.com if you’re hiring mid to senior talent. If you’re looking for pre-vetted support agents, platforms like Supersourcing or Turing can shorten the screening cycle.
When applications start coming in, filter aggressively. Indian job markets are high-volume. Expect to receive hundreds of resumes for a single role. Screen for prior remote experience, written communication skills, time zone availability, and tool familiarity (Freshdesk, Intercom, Zendesk, Notion).
During interviews, use live writing or chat tests to assess response quality. A support agent who types well but can’t summarize a customer issue won’t make it. If you’re hiring for voice roles, check their accent clarity and soft skills in a live call.
Also ask about their home setup: Do they have a quiet place to work? Backup internet? Power backup? These things matter more in India than they do in London or New York.
Draft clean, compliant employment contracts
If you’re hiring directly or through an EOR, your contracts need to reflect Indian labor law. Every offer letter should clearly mention the role, scope of work, working hours, salary in INR, paid leave policy (usually 18–24 days annually), notice period (30 days is standard), and confidentiality terms.
It’s critical to include clauses about IP ownership—especially if your remote team handles customer data or product work. Most Indian templates include a standard IP assignment clause, but if you’re handling GDPR or HIPAA-sensitive operations, consult a lawyer.
You’ll also need to comply with India’s Shops & Establishment laws, which vary by state. These laws govern work hours, leave, and employee protections. If you’re using an EOR, they’ll handle this. If you’re hiring directly, consult a local HR firm or compliance expert.
Onboard your new team with structure, not guesswork
Indian professionals are used to remote onboarding—but don’t assume they’ll figure it all out on their own. Good onboarding builds loyalty, speed, and performance from Day 1.
Start with the basics: Set up email, Slack, support tools, and project access before their first day. Share a clear training guide—covering tools, workflows, tone of voice, escalation policies, and KPIs. A good onboarding doc is 10–15 pages long and covers actual scenarios, not just platform logins.
Schedule video calls with the manager and team members early. Remote hires who feel isolated often underperform. Assign a buddy if possible.
Also walk them through policies like paid leave, shift scheduling, and feedback cycles. Indian workers value transparency around holidays, work hours, and job stability.
Set up payroll, benefits, and monthly compliance
If you’re using an EOR, you’re done. They’ll handle monthly salary payments, income tax deductions, PF contributions (India’s social security), and digital payslips.
If you’re hiring directly, you need to do it all. Set up payroll using RazorpayX or Zoho Payroll. Ensure TDS (Tax Deducted at Source) is calculated as per Indian income tax slabs. Register your company under PF and ESIC if your employee count and salary levels require it. File your returns monthly.
Don’t skip this. Payroll compliance is a legal requirement. Getting this wrong can trigger fines or audits under India’s Income Tax Act and labor laws.
Set clear expectations and manage performance
Indian support agents perform best when they know exactly what’s expected. Define KPIs early—ticket resolution time, CSAT scores, shift adherence—and use dashboards to track weekly metrics.
Don’t over-manage, but don’t disappear either. A weekly 1:1, a biweekly team huddle, and a monthly review session work well. Use Slack for async check-ins, Zoom for retros, and Notion or Google Drive to document FAQs, SOPs, and escalation flows.
And build culture. Even if they’re remote, your Indian team should feel like part of your company. Celebrate wins, run contests, and share updates. This isn’t fluff. It’s what keeps retention high and performance sharp.
Conclusion
When you set up a remote team in India, you get round-the-clock support, access to a skilled workforce, and the flexibility to scale as your business grows.
But, that’s only if you need the right structure, a hiring model that fits your compliance and control needs, contracts that hold up legally, and an onboarding process that sets people up to succeed.
Whether you’re going through an EOR, building your own entity, or working with a vendor, the real difference comes from how clearly you define roles, how carefully you screen talent, and how seriously you take culture and accountability.
When done right, your India team becomes more than just offshore support—they become an extension of your business.
FAQs
- How long does it take to set up a remote team in India?
If you’re using an EOR, it can take 3 to 7 business days. Direct hiring via an Indian entity usually takes 60 to 90 days, including legal and tax setup. Outsourcing through a vendor falls somewhere in the middle—usually 1 to 3 weeks. - What’s the average cost per remote employee in India?
For a customer support agent, the total monthly cost (including salary, taxes, and benefits) ranges between $600 and $1,200, depending on experience, time zone, and whether you use an EOR or manage payroll directly. - Is English a problem when working with Indian support teams?
No. English is widely spoken, especially in customer support roles. Most candidates from metro cities have professional-level fluency. That said, always test communication skills during the interview process. - Do I need to register a company in India to hire someone?
Not necessarily. You can use an Employer of Record (EOR) or an outsourcing vendor. Registering a company is only required if you want to hire directly and build a long-term operation with full control. - Can I offer benefits like health insurance or paid time off to remote Indian employees?
Yes. EORs handle this for you, and if you’re hiring directly, you can set up benefits through Indian payroll providers. Paid leave is standard, and health insurance is a common add-on for full-time employees.