Hiring the right people is one of the most crucial parts of building a company. If you’re starting a business in Montenegro—whether remotely or with a physical office—you’ll find a promising but competitive talent landscape shaped by evolving labor laws, a growing remote work culture, and a deep pool of motivated professionals.
This guide walks you through everything you need to know about finding, hiring, and retaining high-quality employees in Montenegro, regardless of your industry.
Understanding the Montenegrin Talent Landscape
Montenegro offers an attractive mix for employers: a young, multilingual workforce, competitive salary levels, and increasing openness to remote-first work.
The average net salary in Montenegro recently passed €1,000 per month, with experienced professionals—particularly in skilled or multilingual roles—expecting 30–60% more. Many workers are also open to hybrid and fully remote setups, particularly in sectors like marketing, finance, administration, design, customer support, and light technical fields.
Labor law reforms have introduced clear provisions for remote work and set limits on fixed-term contracts. Remote roles must be outlined in writing, including health and safety considerations for home offices. Meanwhile, employers looking to bring in talent from abroad must navigate a structured visa and permit process, though digital nomads now benefit from a dedicated 2-year visa program.
Choosing the Right Employment Model
The way you hire depends on how you’re structured:
- If you have a local entity in Montenegro, you can hire directly under national labor law. This gives you full control but requires you to handle payroll, taxes, and compliance.
- If you don’t have a Montenegrin entity, using an Employer of Record (EOR) service can help you legally employ talent while they take care of contracts, contributions, and labor compliance on your behalf.
For remote-first companies testing the market or hiring fewer than 5 employees, an EOR is often the fastest route. For teams planning long-term growth, establishing a local company opens doors to state hiring support and internship programs.
Where to Find Great Talent
1. Local Job Boards and Public Employment Channels
Montenegro has an active set of digital job boards that cater to different segments—from skilled trades and hospitality to office roles and early-career professionals. The national employment agency provides a free job-posting platform with access to a wide pool of registered candidates.
2. Remote Work Platforms
Global remote-job boards are increasingly used by Montenegrin professionals—especially those with international experience or language skills. Roles posted as “remote” with flexibility and EUR-based salaries attract high-quality applicants not only from Montenegro but also from its diaspora and nearby countries.
3. Universities and Internships
Montenegro’s main university system includes structured career services and mandatory practical training for students. Internships, mentorships, and joint projects are a strategic way to identify and shape early talent. Career fairs, thesis supervision, and workshop events are key points of access.
4. Professional Networks and Events
Coworking spaces, entrepreneur meetups, and local innovation hubs offer strong networking opportunities. These venues host events that attract remote workers, creatives, tech-adjacent professionals, and founders—all of whom can become your future hires, collaborators, or referrers.
Building a Competitive Offer
To stand out in a tight talent market, it’s essential to go beyond salary:
- Compensation: Aim to offer 15–40% above the average net salary for experienced candidates. Many professionals are comparing local offers to EU-based remote roles.
- Remote Benefits: Add practical incentives like monthly stipends for internet or workspace equipment, and offer flexibility in working hours.
- Professional Development: Language training, mentorship, and clear promotion paths resonate strongly with candidates—especially younger ones.
- Hybrid Flexibility: Candidates often prefer hybrid arrangements where they can live outside Podgorica (Montenegro’s capital) but commute to an office occasionally. This is especially appealing for those on the coast or in northern towns.
- Purpose and Culture: A clearly communicated mission, supportive culture, and recognition for results go a long way in retaining talent and building a strong employer brand. Be present on platforms where professionals share experiences and seek role models.
Screening and Selection: Remote vs. On-Site
Remote hiring typically involves:
- Structured video interviews
- Short asynchronous tasks (48-hour turnaround)
- Assessments for English proficiency, autonomy, and connectivity
- Home office safety declarations (required by law)
On-site roles benefit from:
- In-person interview or assessment days
- Checking commute logistics or relocation support
- Reviewing physical workspace expectations in the contract
Regardless of format, hiring should be fast and responsive—delays of more than a week after interviews can lead to top candidates accepting other offers.
Onboarding and Legal Essentials
All employment contracts in Montenegro must be written and typically include both Montenegrin and English versions. Social contributions are split between employer and employee, and must be processed monthly.
Key elements to get right:
- Remote setup annex to contract, covering place of work, connectivity, and H&S obligations
- Payroll calendar aligned with legal requirements and public holidays
- Benefits registration where offered (e.g., private insurance)
- Onboarding that integrates remote and office-based employees with regular team calls, shared OKRs, and quarterly off-site events
Long-Term Retention and Compliance
Retention starts on day one, but legal compliance builds long-term resilience:
- Be aware of employment thresholds (e.g., maternity rights, contract transitions)
- Monitor national developments—Montenegro is aligning its policies with EU standards, including equal pay directives and labor protections
- Track satisfaction through regular feedback and adjust roles or benefits accordingly
- Promote internal mobility or upskilling to avoid losing talent to international employers
Montenegro is a rising talent hub that rewards employers who act decisively, think globally, and commit locally. With a flexible workforce, clear labor laws, and an increasingly remote-ready infrastructure, the country offers strong conditions for both remote teams and in-person operations.
By getting these basics right—and staying adaptable—you’ll build a team that not only helps launch your business, but also grows with it.