Contract staffing gives Zagreb, Croatia teams flexible, project-based engineering capacity without permanent headcount. Pitch N Hire supplies vetted contract engineers — primarily from India — employed and compliance-managed through its Employer of Record, so a Zagreb company can staff a project for a fixed period and scale down cleanly when it ends.
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Contract staffing provides engineers for a defined period or project rather than as permanent employees — ideal for fixed-scope builds, seasonal peaks, or covering a gap while you recruit. Pitch N Hire supplies vetted contract talent, mainly from India, and employs each contractor through its Employer of Record so contracts, payroll, tax and compliance are handled correctly and you carry no permanent-headcount liability. Contractors work under your direction inside your process, and you can extend, convert or release them as the project requires. This flexibility is useful for teams whose workload is uneven or who want to try talent before committing to a permanent or offshore-team arrangement.
Define the project, duration, skills and number of contractors you need. We agree on start date, extension options and how success will be measured.
PNH proposes vetted contract engineers with the right skills and availability from its India talent pool, usually within days, with profiles and rates.
You interview and choose; PNH puts each contractor on a compliant contract through its Employer of Record, so there is no permanent liability or entity for you to manage.
Contractors join your tools and sprints and deliver under your direction for the agreed term, with PNH handling payroll, compliance and administration.
At the end of the term you extend, convert to a longer arrangement, or release cleanly — flexible capacity that matches an uneven or project-driven workload.
Contract staffing fits situations where you need capacity for a defined window, not forever:
Zagreb is Croatia's capital and its clear technology centre, home to most of the country's software companies, R&D operations and best-known tech names. The city combines a strong enterprise-software and communications sector with a maturing startup scene, and its universities give it a steady flow of well-trained engineers. Because Croatia's overall talent pool is limited and export-oriented, Zagreb employers compete keenly for experienced developers, keeping the senior market tight.
Zagreb's talent is the most developed in Croatia, spanning JavaScript, Java, .NET, cloud, data and communications software, anchored by the University of Zagreb's Faculty of Electrical Engineering and Computing, a leading regional source of engineers. Graduate quality is high and English is widely spoken, but demand from home-grown scale-ups and foreign clients keeps senior people scarce — a common reason to add offshore delivery capacity.
Zagreb pays Croatia's highest developer salaries, and since euro adoption they are quoted in euros — senior engineers commonly in the region of EUR 40,000–75,000 gross per year, with premiums for cloud and specialist skills. For teams managing budgets or filling roles quickly, offshore augmentation from India can add comparable seniority at a lower blended rate alongside local Zagreb hires.
For Zagreb's scale-ups and software companies, PNH provides an offshore extension of the team: vetted India-based engineers employed through an Employer of Record, overlapping much of the working day with CET, to add delivery capacity for busy programmes without competing further in Zagreb's tight local market or carrying new local headcount cost.
You can engage Pitch N Hire in whichever way fits your Zagreb team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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