Every question, answered in one place

Companies typically save up to 43% against the fully-loaded cost of the equivalent hire in Western Europe. "Fully loaded" matters: the saving is against salary plus employer contributions plus recruitment plus desk, not against a headline salary figure. The cost calculator lets you put your own numbers in rather than taking ours.

It is cheaper because of cost of living and local salary benchmarks, not because of a different standard of work. That is the honest version, and it also sets the expectation correctly: you should expect the same quality bar and a lower cost base, not a discount that comes out of the work. If a candidate is not at the level your role needs, the answer is that we have not found the right person yet, not that you should lower the bar for the price.

For placed hires, a recurring monthly cost per person. For services work, either a fixed scope or a monthly retained team, depending on how well-defined the work is. We will tell you which we think fits before you ask for a quote, including when a fixed scope is a bad idea because the scope is not actually fixed.

This is commercial and depends on the engagement, so we will not quote a universal answer here that turns out not to apply to you. Ask on a call and you will get the specific number for your situation before any paperwork.

Tell us early. A mismatch caught in the first weeks is a replacement; one left for six months is a problem for everyone including the person in the role. The specifics of notice and replacement live in the contract rather than on this page. Raise it before signing and it will be written down, not implied.

Engagements are designed to be scaled up and down rather than locked in, because a partner who needs a lock-in to keep you is telling you something. Exact terms are commercial. See the terms of use for the general framework and the contract for your specifics.

Lebanon is one to two hours ahead of Western European time depending on the season, so you share most of a working day (roughly seven hours) rather than a narrow handover window. For Gulf-based teams the overlap is near-total. This is the single biggest practical difference from offshoring to Asia or the Americas.

You do. They sit in your stand-up, your ticket tracker and your review process, and they take direction from your leads. We stay involved on the employment and pastoral side, that is our job, but we do not sit between you and the work, and we do not want to.

Yes. Your repository, your project tracker, your chat, your documentation. Onboarding a remote hire into your existing tooling is a normal part of the engagement, not an extra.

English is screened directly, and not just as a checkbox. The specific thing tested is whether someone can disagree, ask a clarifying question, and explain a problem under time pressure, because that is what remote work actually requires, and it is what a written test misses.

Sometimes, and it depends on visas and on the individual, so it needs to be discussed for the specific person rather than promised in general. Most engagements are fully remote.

Leave is planned the way it would be for any team member, with notice. If someone leaves the role, replacing them is our problem to solve, and the handover matters more than the speed. We would rather take an extra week and hand over properly.

Two things are checked before anyone reaches you: hands-on skill in the work they claim, assessed by someone who does that work, and communication in English under realistic conditions. Screening happens when someone joins the network, not when you raise a role, which is why the timeline is days rather than months.

Skill is assessed against what someone has actually built, in conversation with someone who can tell the difference. A CV is a starting point for that conversation, not evidence.

Yes, and you should. Our screening exists to save you from interviewing twenty people to find two worth talking to. It is not a substitute for your own judgement about fit with your team. Any partner who discourages you from interviewing is worth being suspicious of.

Whether someone will fit your specific team, your codebase's particular mess, or your way of making decisions. Those are real and they are yours to assess. We can tell you someone is good at the job; we cannot tell you they are good at your version of it.

You measure them the way you measure the rest of your team, and you tell us early when something is off. The failure mode we care most about is a client being quietly unhappy for months. That is recoverable in week two and rarely recoverable in month six.

You do. IP assignment is part of the contract for both placed hires and services work. Because the exact wording is what matters legally, it belongs in your agreement rather than in a paraphrase on a web page. Ask for it during review and read it properly.

GDPR obligations are taken seriously and covered contractually, including a data processing agreement where one is required. The data processing page sets out the framework. It is also worth saying plainly: parts of the legal documentation on this site are still being finalised with counsel, and anything you rely on should be confirmed in your contract rather than from these pages.

Yes, before any detailed conversation about your product or systems if you want one. That is normal and expected.

Through your own access controls, provisioned and revoked by you, the same as any employee. We do not want a shared credential or a back door, and you should not offer one to any supplier.

No. There are no analytics, no advertising pixels, no third-party cookies and no session recording. The one font used is served from this site rather than from a third party. The cookie policy says the same thing at greater length.

No, and it never will. LebSource is paid by the company doing the hiring. Any staffing business that asks a candidate for money has its incentives pointing the wrong way.

No. Keep applying elsewhere, keep freelancing, and take anything better that comes along. Being in the network commits you to nothing.

The careers page lists specific roles that are open now, and you apply to one of them. Joining the network puts you in front of roles before they are posted, which is how most placements actually happen, because companies describe what they need and we put forward people who already fit.

Not until you agree to a specific introduction. A company browsing the network sees the shape of your experience (role, level, years, skills, availability) without anything that identifies you.

No. The entire point is working with European and Gulf companies from where you already live.

You will be told, and told what was missing. Being added to a list and never hearing anything is the standard experience of talent networks, and it is useless to everyone involved, including us, because a network nobody trusts stops getting applications.

Not to start. A portfolio, GitHub or LinkedIn link is enough for the first step; if we need a full CV we will ask for it by reply.

Thirty minutes on what you are trying to do and whether we are the right people for it. No deck. If outsourcing is the wrong answer for your situation, hearing that on the first call is more useful to you than a proposal.

A rough sense of the role or the outcome, and the constraint that matters most: budget, timeline, or a specific skill. You do not need a written specification; producing one is often part of the work.

Yes, and it is usually the right call. One hire or one contained piece of work tells you more about whether this works for you than any reference call will.

The comparison pages if you are choosing between regions, the cost calculator if the question is budget, and the articles if the question is whether to outsource at all, including the parts where the honest answer is to hire locally instead.