15 Excellent Resources to Hire Asian Developers for Quality Talent

Sep 13, 2025

Hire Asian developers for remote software projects. Connect with skilled developers in Asia to access cost-effective, vetted talent for your team.

Hire Offshore Developers may seem like the fastest way to scale your team, but the reality often looks different. Endless job postings, mismatched candidates, and uncertainty about code quality can stall projects before they even begin. One of the most effective solutions is to hire Asian developers. The challenge is finding the right developers still takes time. Between navigating unvetted job boards, juggling time zones, and worrying about hidden risks, many teams end up wasting weeks instead of moving faster.

That’s where this guide helps. Below, you’ll find 15 excellent resources to hire Asian developers, trusted platforms designed to cut through noise, surface quality talent, and help you build with confidence. To reach that result, Noxx's AI recruiter acts like a hiring partner. It scans trusted marketplaces, vets candidates against your tech stack, and delivers the best-matched engineers so you hire faster with less risk.

Table of Content

15 Excellent Platforms to Hire Asian Developers

1. Noxx: AI Recruiter That Finds Top Candidates in Days

Noxx automates sourcing, enabling you to hire Asian developers faster. Upload your job description, and Noxx’s AI recruiter screens over 1,000 applicants to surface the top 10 candidates in just 7 days.

You see salary expectations up front, and you only pay $300 when you actually hire someone, with no upfront fees or large recruiter commissions. The platform targets engineers, marketers, and salespeople at up to 70 percent less than US rates, and it handles screening, ranking, and shortlisting so you focus on interviews.

What you get with Noxx:

Fast AI-driven sourcing and screening of large applicant pools
Top 10 candidate shortlists delivered in seven days
Transparent salary expectations and cost comparisons for offshore developers
No upfront fees; pay only on hire
Cost-efficient access to engineers, marketers, and sales talent from Asia

2. Wild.Codes: Fast Matches Plus Full Admin Support

Wild.Codes matches companies with elite developers across Southeast Asia using AI that factors in technical skills, work style, and communication preferences. The service promises a match within 47 hours and uses a subscription model that bundles payroll, compliance, and onboarding. If you need speed and a managed international hire process, Wild.Codes removes admin overhead while aiming for good team fit.

What you get with Wild.Codes:

AI matching that weighs skills and work style
Guaranteed candidate match within 47 hours
Subscription pricing with end-to-end administrative support
Payroll, compliance, and onboarding are included for offshore hires

3. Second Talent: Premium Vetted Talent and Global Employment Services

Second Talent focuses on the top five percent of Southeast Asia tech talent, handling sourcing, vetting, and matching for developers, designers, product managers, and project managers. They support permanent and contract roles, offer unlimited replacements, and charge no upfront fees. Second Talent also acts as an Employer of Record for payroll, contracts, and local compliance, so you can hire internationally without building local HR.

What you get with Second Talent:

Access to the top five percent of vetted Southeast Asia tech talent
Fast onboarding, sometimes within 24 hours
Unlimited candidate replacements and flexible hiring for contract or permanent roles
Employer of Record services for payroll, contracts, and compliance
Low-risk hiring with no upfront costs

4. Upwork: Massive Freelance Marketplace for Flexible Hiring

Upwork gives you access to thousands of Southeast Asian developers across web, mobile, DevOps, data engineering, and more. You can hire for one-time tasks, part-time roles, or ongoing contracts, and the platform includes reviews, milestone payments, time tracking, and invoicing. For teams looking to scale quickly with offshore developers and test working relationships, Upwork provides flexibility and operational tools.

What you get with Upwork:

Large pool of freelance developers from Southeast Asia
Flexible contracts for short-term, part-time, or long-term work
Transparent profiles, client reviews, and built-in payment safeguards
Time tracking and milestone workflows for remote teams

5. HighFive: Focused Sourcing of Senior Full Stack Engineers

HighFive curates senior full-stack engineers across Southeast Asia who can own features and drive product work end-to-end. The platform screens for deep technical skills and problem-solving, then matches candidates to product needs. If your project needs experienced engineers who operate independently, HighFive concentrates on that higher tier of talent.

What you get with HighFive:

Curated pool of senior full-stack engineers from Southeast Asia
Screening for ownership and technical depth
Flexible engagement models for short-term or long-term work
Good fit when you need engineers to lead product work

6. Wellfound: Startup Friendly Hiring With Direct Outreach

Wellfound, formerly AngelList Talent, connects startups with developers who thrive in fast-moving environments, including an increasing number from Southeast Asia. Employers can post jobs and message candidates directly, which speeds outreach and interview scheduling. If you need people who can keep up with startup pace and wear multiple hats, Wellfound helps you reach that candidate profile.

What you get with Wellfound:

Direct access to developers comfortable with startup culture
One-on-one messaging to accelerate outreach
Growing presence of Southeast Asian candidates
Cost-effective for early-stage hiring needs

7. Remotive: Remote Job Board for Async Savvy Candidates

Remotive lists remote roles and attracts developers experienced with asynchronous work and distributed team practices, including many from Southeast Asia. Job posts are affordable and reach candidates who expect remote collaboration norms and time zone overlaps. For teams building a remote-first engineering group, Remotive brings candidates who already use remote workflows.

What you get with Remotive:

Job board focused on remote-first roles
Candidates familiar with async communication and distributed work
Affordable global posting options
Helpful in hiring remote Asian developers who can operate across time zones

8. JobStreet: Regional Scale and Local Market Reach in Southeast Asia

JobStreet operates across Malaysia, Singapore, the Philippines, Indonesia, and beyond, offering a broad pool of tech candidates and enterprise-level applicant tracking. Local market familiarity helps with role localization, salary benchmarking, and sourcing for in-country hires. Use JobStreet for a broad reach across Southeast Asia and to manage a large number of applicants.

What you get with JobStreet:

Extensive candidate pool across key Southeast Asia markets
Local market expertise for salary and hiring norms
Job posting, applicant tracking, and filtering tools
Good fit for building in region teams or scaling multiple roles

9. TeamedUp China: Focused Sourcing Inside China

TeamedUp China specializes in connecting companies with developers based in China, covering mainstream and emerging tech stacks. They apply local recruiting methods and networks to surface candidates who understand both global and Chinese tech markets. If your product needs engineers with China-specific experience or language skills, TeamedUp China helps bridge the gap.

What you get with TeamedUp China:

Access to Chinese developer talent across multiple tech stacks
Localized recruiting practices and screening
Smooth hiring processes for international clients looking to hire in China

10. LinkedIn Talent Solutions: Targeted Search Across East Asia

LinkedIn offers whole company recruiting tools with advanced filters to find developers in East Asia by skill, experience, and location. Recruiters can send InMails, view verified expertise, and run targeted campaigns to passive candidates. For teams that need a mix of full-time hires and contractor outreach, LinkedIn supports precise sourcing and outreach.

What you get with LinkedIn Talent Solutions:

Large candidate base across East Asia and beyond
Advanced search filters for targeted sourcing
Direct messaging and campaign tools for outreach
Useful for verified profiles and passive candidate engagement

11. 51job: China’s Large Job Portal for Tech Hires

51job serves millions of job seekers in China and maintains a sizable tech talent pool. Employers can post roles, filter applicants, and tap into regional candidate flows for software engineering positions. When hiring developers in China, 51job provides substantial volume and local reach.

What you get with 51job:

Access to millions of Chinese job seekers
Dedicated sections for tech and engineering roles
Local hiring expertise and applicant management tools

12. Sunbytes: Streamlined Remote Hiring Across East and Southeast Asia

Sunbytes focuses on connecting companies with remote developers across Southeast and East Asia, streamlining the screening and onboarding process. They emphasize cost efficiency and a simple process so companies can hire remote engineers without getting bogged down in admin tasks. If you want remote developers across multiple Asian markets with quick setup, Sunbytes offers a streamlined choice.

What you get with Sunbytes:

Remote developers from East and Southeast Asia
Simplified hiring process with reduced admin
Cost-effective developer sourcing across standard tech stacks

13. Waw Asia: Remote Board for East Asian Developers

Waw Asia lists remote roles for developers in East Asia and targets candidates who already work across time zones. The job board covers a wide range of technical specialties and draws applicants who are comfortable with remote collaboration. For teams that need developers experienced in international remote work, Waw Asia provides targeted visibility.

What you get with Waw Asia:

Remote job board focusing on East Asian developers
Candidates used to cross-time zone collaboration
Simple job posting interface and broad tech coverage

14. JSC Groups: Recruitment Channels Focused on China

JSC Groups aggregates job portal access and recruitment services for companies hiring in China, using specialized boards to reach top developers. They tailor job distribution and candidate search to meet international hiring needs. Use JSC Groups for curated access to China-specific portals and targeted sourcing.

What you get with JSC Groups:

Specialist access to major Chinese job portals
Tailored hiring solutions for international employers
Deep knowledge of China tech hiring norms

15. Zhaopin: Large Scale Hiring Across China

Zhaopin maintains a broad database of professionals across industries and offers advanced search filters suited to tech recruitment. Employers can find developers with specific skill sets and manage applications through the platform. When you need volume and filtering power for hires in China, Zhaopin delivers a wide selection.

What you get with Zhaopin:

Extensive talent pool across China
Advanced search and filtering for technical roles
Tools to manage hiring and candidate outreach

Why Hire Asian Dedicated Developers?

Companies often look to Asia to hire developers because the cost of software development can quickly deplete a budget. Labor rates are lower in many Asian markets because of differences in cost of living and market economics, yet technical skill levels remain high. You can hire an experienced full-time developer in Asia at roughly $25 to $40 per hour, whereas a comparable U.S. hire might cost $100 per hour.

That gap lets startups and small businesses fund more features, hire additional QA and product management, or extend their runway. Prioritize dedicated hires over rotating freelancers when you need consistency, code ownership, and a lower total cost of ownership.

Huge Talent Pool and Deep Technical Specialties

Asia produces large numbers of engineering graduates each year and hosts mature developer communities. India, China, the Philippines, Vietnam, and Bangladesh supply front-end, back-end, mobile, cloud, and AI specialists.

You will find multiple candidates with hands-on experience. Hiring full-time remote developers, building an offshore team, or using staff augmentation lets you match specific technical needs and scale headcount without compromising skill fit.

Hardworking Culture and Professional Reliability

Many hiring managers report that Asian software engineers show high levels of discipline, punctuality, and ownership. That often translates into consistent sprint velocity, careful bug fixes, and a willingness to support releases outside standard hours. When you hire dedicated developers for the long term, they learn your code base and reduce handover friction compared with short-term contractors who move between projects.

English Proficiency and Clear Communication Channels

A common concern when hiring remote developers is language. In countries such as India, the Philippines, and Bangladesh, English is widely spoken and used in business and technical education. That makes meetings, documentation, and code reviews easier.

Use regular video stand-ups, written acceptance criteria, and shared project boards so each remote hire can provide clear updates and ask precise questions. When communication is consistent, offshore development behaves like an extension of your in-house team.

Familiarity with Global Standards and Agile Practices

Many Asian developers have experience working with international clients and follow Western-style workflows. They use tools like Jira, GitHub, Slack, and CI pipelines, and they understand sprint planning, code review etiquette, unit testing, and release management.

This reduces onboarding friction when you hire offshore developers and helps keep quality aligned with enterprise expectations. Hire dedicated engineers who adopt your documentation and testing standards.

Flexible Work Models to Match Your Growth

You can hire Asian developers for part-time work, full-time remote roles, contract projects, or to form a dedicated offshore team. That flexibility supports aggressive scaling or cautious experimentation.

For example, start with a single full-time developer to validate product market fit, then add two more as demand grows. Using dedicated hires instead of a pool of short-term freelancers preserves institutional knowledge and reduces the cost and risk of frequent recruitment.

Advanced Skills in AI, Blockchain, and Mobile

Top developers across Asia work on modern stacks and emerging technology. You will find machine learning engineers, blockchain developers, IoT integrators, and AR/VR specialists available at competitive rates.

If you plan to add an AI feature, hiring a full-time developer with ML experience often yields faster prototyping and cleaner productionization than hiring a freelancer for a one-off engagement. Treat technical innovation as a hireable capability rather than a sequence of one-off gigs.

Government Support and Growing Tech Hubs

Several Asian governments actively support tech education, startup incubators, and infrastructure. Cities such as Bangalore, Hyderabad, Shenzhen, Ho Chi Minh City, and Manila host strong developer communities and co-working ecosystems.

Public investment in training programs and broadband improves talent availability and keeps skills current. When you recruit long-term hires from those markets, you tap into developers who benefit from structured training and industry networks.

Loyalty and Long-Term Team Stability

Many employers find that developers in Asia are willing to commit to longer tenures when given clear road maps, career growth, and fair compensation. Dedicated long-term hires reduce churn, preserve business context, and accelerate product velocity. A developer who has worked on your code for years handles maintenance, refactoring, and mentorship far more efficiently than a string of short-term contractors.

Fit for Startups and Enterprises Alike

Asian developers serve a wide range of company types. Startups gain rapid prototyping, flexible schedules, and lower burn rates. Enterprises gain scalability, compliance-ready engineering, and teams that integrate seamlessly with their internal processes.

Whether you need a solo remote engineer to launch an MVP or a multi-person offshore development center to deliver complex systems, you can hire Asian developers to match the scope and governance.

Questions to Ask Before You Hire

What level of ownership do you need from hires versus contractors?
How will you measure quality and velocity?
Do you want developers who work full-time remotely, join your payroll, or integrate through a local partner?

Testing candidates with a paid trial task, checking references, and assessing communication style during interviews will reveal whether a developer can perform as a dedicated hire rather than a transient freelancer.

Upload a Job and Get 10 Candidates within 7 Days with Noxx (No Risk, No Upfront Fees)

Noxx uses an AI recruiter that screens more than 1,000 applicants automatically and surfaces the top 10 candidates in seven days. Upload your job description, and the platform runs resume parsing, skills checks, language screening, and initial availability and salary filters. That short list arrives ready for your interviews, so you spend time choosing the best fit, not chasing applicants.

See Salary Expectations Upfront

Noxx displays candidate salary expectations before interviews. That means you avoid time wasted on candidates outside your budget. The system shows typical compensation for engineers, marketers, and salespeople across regions in Asia so that you can compare costs for Filipino developers, Indian developers, Vietnamese developers, and others.

Find Quality Engineers, Marketers, and Sales People

Noxx helps you hire developers in Asia and also fills roles in marketing and sales. The platform matches technical skills, portfolio evidence, and sales or marketing experience. You can hire Asian software engineers, remote developers in Asia, or full remote engineering teams with profiles that include past work, test results, and client feedback.

How the AI Screening Works, Step by Step

The AI recruiter starts with your job description and screens applicants for skills, experience, language, and salary. It runs coding tests for engineers, case studies for marketers, and role play or CRM checks for sales candidates. Automated background and reference cues flag risks before human review. Finalists are ranked by fit, so your interview panel focuses on the best matches.

Onboarding, Payroll, and Legal Simplified

Noxx helps surface candidates who are ready to start as contractors or employees, depending on your preference. The platform highlights local payroll options and can suggest compliant arrangements for payments, taxes, and benefits in common Asian hiring markets. That reduces surprises around classification and local law.

How Noxx Reduces Hiring Friction Compared to Agencies

Traditional recruiters charge large commissions and can take months. Noxx automates the heavy lifting, provides salary transparency, and asks for payment only on successful hire. That keeps your hiring predictable and aligned with results.

Get the Right Fit Faster

Noxx combines recruitment automation, transparent pricing, and regional salary data to help you hire Asian developers, offshore engineers, and remote talent in marketing and sales. Upload a job description and let the AI surface the best matches so you can focus on the final decision.