Outsourcing software development continues to be a smart and scalable strategy for companies looking to grow without inflating local headcount. As the global demand for tech talent rises, many businesses are expanding their search to fast-growing markets with strong digital infrastructure and skilled workforces. One country that is rapidly gaining traction in this space is Indonesia.
The Indonesia software development market is estimated to grow at a compound annual growth rate (CAGR) of 5.34% during the forecast period 2024 to 2030. It is projected to reach USD 7.64 billion by 2030, up from around USD 5.05 billion in 2023. This growth is driven by increasing demand for cloud-based solutions, digital transformation initiatives, and a shift toward remote work environments.
With a population exceeding 280 million, Indonesia has one of Southeast Asia’s largest and youngest labor forces. This makes it a promising destination for hiring top-tier software developers.
In this blog, we will explore why Indonesia is becoming a go-to hub for outsourcing software development and walk you through a step-by-step guide on how to successfully find, evaluate, and hire talented Indonesian developers.
Hire Talented Software Developers in Indonesia
Indonesia is quickly becoming a leading destination for outsourcing software development, thanks to its growing tech ecosystem, affordable talent, and highly motivated digital workforce.
With over 6 million digital professionals and strong government investment in IT education and infrastructure, the country offers access to skilled developers in web, mobile, data, and AI technologies.
To hire the right Indonesian developer, start by defining your project goals, outlining technical requirements, and selecting a hiring model that fits your budget and timeline. Second Talent can help you connect with top pre-vetted developers from Indonesia in as little as 24 hours.
After sourcing candidates, evaluate them through technical assessments, soft skill interviews, and portfolio reviews. With the right process in place, hiring developers from Indonesia can be fast, cost-effective, and a smart long-term investment.
A Look at the Growing IT Talent Pool in Indonesia
Indonesia’s digital talent pool has expanded significantly, positioning the country to meet the increasing demand for skilled professionals in technology-driven industries. Between 2018 and 2024, Indonesia’s Ministry of Communication and Information Technology (Kominfo) reported that over 500,000 individuals were trained through national digital talent development programs. This number does not even include the graduates produced by universities, polytechnics, and other formal education institutions.
As of 2023, Indonesia had an estimated 6 million digital talents. While this is a substantial figure, it still falls short of the 10.5 million needed for Indonesia to reach its goal of becoming an advanced digital economy by 2045. To help bridge this gap, the government is aiming to train 400,000 digital talents annually, focusing on areas such as software engineering, cybersecurity, artificial intelligence, and data science.
Tech-Savvy Workforce with Local and Global Exposure
Indonesia’s young population is a key driver of its tech growth. More than half the population is under the age of 35, and many have grown up with internet access, mobile technology, and social media. This digital-native generation is comfortable with emerging technologies and is increasingly turning to careers in software development, AI, and cloud computing.
Local universities and coding bootcamps are also adapting rapidly to market needs. Institutions like Institut Teknologi Bandung (ITB), Universitas Indonesia (UI), and BINUS University are producing thousands of computer science graduates each year. In parallel, online learning platforms such as Dicoding, Ruangguru, and Hacktiv8 are providing intensive training in web development, mobile development, DevOps, and machine learning, often in collaboration with global tech companies like Google and AWS.
Step 1: Defining Your Hiring Needs in Indonesia
Clarify Your Business Goals
Before starting your search for software developers in Indonesia, take time to assess your core objectives. Are you launching a new digital product, scaling an existing platform, or improving performance in a specific area? Each of these goals demands a distinct technical profile. The clearer your needs, the easier it will be to target the right candidates from Indonesia’s growing talent pool.
Ask yourself:
- Are you building from the ground up or adding features to an existing system?
- Is this a full-time requirement or a short-term engagement?
- Do you need frontend, backend, mobile, or full-stack development expertise?
Define Urgency and Hiring Timeline
Consider how quickly you need the developer onboard. If the project is time-sensitive, speed up your search using Indonesian talent platforms or hiring partners who can deliver fast matches. If you have more flexibility, you can invest in a more thorough search for someone who matches both your technical needs and company culture.
Match Experience with Project Complexity
Experience level should align with the technical scope and leadership demands of your project. Here’s a general guide to help:
- 0–3 years: Best suited for junior roles, basic feature work, or support under guidance
- 4–9 years: Ideal for mid-level developers handling key components or managing small teams
- 10+ years: Suitable for senior developers, architects, or team leads responsible for high-impact decisions
Key Skills in Demand
Indonesian developers offer a wide range of technical skills across web, mobile, and data platforms. Depending on your tech stack, look for experience with tools and languages such as:
- Frontend: JavaScript, HTML, CSS, React, Vue
- Backend: Node.js, PHP, Python, Java, Golang
- Mobile: Kotlin, Flutter, React Native, Java
- AI/ML & Data: Python, R, TensorFlow, SQL, PyTorch
Outline the Project Scope
A well-defined scope of work helps set expectations and ensures your developer is aligned from day one. Clarify the project by listing:
- Key features and functionalities
- Milestones and expected timelines
- APIs or third-party integrations
- Post-launch maintenance and updates
Also, specify whether the engagement is project-based or part of a long-term hiring plan. Indonesian developers are comfortable working in both modes.
Establish Goals and Metrics
Measurable outcomes create alignment between your business goals and the developer’s contributions. These metrics help drive accountability and track progress over time. Examples of useful KPIs include:
- Launching a minimum viable product (MVP) in under 90 days
- Cutting page load times by 40%
- Increasing automated test coverage to 85%
Break Down Deliverables
Make your expectations clearer by organizing deliverables into smaller components. This clarity allows developers to plan their workflow efficiently and stay aligned with your timelines.Use a work breakdown structure (WBS) that includes:
- UI/UX designs
- Database architecture
- Feature development milestones
- Testing and deployment
- Final handover and documentation
Define Functional and Technical Requirements
Describe what the system should do and how it should behave. This can include:
- User journeys and interface behavior
- Admin controls and dashboard views
- Data input/output logic and workflows
Also outline system requirements, such as:
- Preferred programming languages or tech stack
- Deployment environments (cloud, on-premise)
- Device or browser compatibility
Separate Must-Haves from Nice-to-Haves
Clear expectations help avoid mismatches. Categorize your requirements into:
- Essential skills: Strong command of core technologies, ability to meet deadlines, reliable communication
- Bonus skills: Experience with DevOps, familiarity with cloud services like AWS or GCP, or design sensitivity for frontend work
Determine the Role You Need
Indonesia’s developer ecosystem spans all major tech specializations. Identify the type of role that best fits your project:
- Frontend Developer: Focuses on user interface and experience
- Backend Developer: Builds and maintains databases, APIs, and logic layers
- Full-Stack Developer: Handles both frontend and backend responsibilities
- Mobile Developer: Specializes in building Android or cross-platform apps
- AI/Data Engineer: Works with models, data pipelines, and analytics systems
Choose a Suitable Hiring Model
Pick the one that aligns with your project timeline, budget, and team setup:
- Full-Time Employees: Ideal for long-term product development or team expansion
- Part-Time Developers: Useful for continuous support or shared responsibilities
- Contract Developers: Perfect for fixed-scope projects or one-off feature builds
- Freelancers: Best for short-term tasks or specialized consulting roles
Step 2: Creating a Job Description for Indonesian Developers
Writing a clear and compelling job description is one of the most important steps in attracting top software development talent in Indonesia. A well-crafted job post helps you stand out, sets accurate expectations, and ensures you’re reaching candidates who are aligned with your technical needs and company culture.
A concise, structured job listing not only makes your company look professional, it also helps Indonesian developers quickly understand whether the role is a good fit for them.
How to Write an Effective Job Description
Make sure your job post includes these essential elements:
Job Title
Be specific and targeted. Roles like “Senior React Developer – Remote (Indonesia)” or “Python Backend Engineer – Jakarta-based” work better than generic titles. Specificity helps your listing appear in relevant search results and attracts the right candidates.
Project Overview
Give a short summary of what the developer will be working on. This helps Indonesian developers evaluate whether the project is aligned with their interests and skills. Mention:
- The type of product or service (e.g. fintech app, SaaS platform, e-commerce website)
- The tech stack being used
- The business goal of the project
Key Responsibilities
List the main tasks the developer will handle. For example:
- Develop and maintain scalable APIs
- Collaborate with designers and PMs to implement features
- Write automated tests and participate in code reviews
Required Skills
List core skills and technologies that are non-negotiable. For developers in Indonesia, common requirements include:
- JavaScript, React, Node.js
- Python, Java, PHP
- Git, RESTful APIs, SQL
- Familiarity with agile workflows and version control
Preferred Skills
Mention nice-to-have skills that would give a candidate an edge, such as:
- Experience with Docker, Kubernetes, or CI/CD tools
- Cloud platform experience (AWS, Google Cloud, Azure)
- UI/UX sensibility or design collaboration skills
- Experience working with international teams
Experience Level
Indicate how much experience is expected. Be as specific as possible, for example:
- “3+ years of experience in backend development using Django or Flask”
- “Experience contributing to large-scale web applications is a plus”
Soft Skills
Indonesian developers often thrive in collaborative, well-structured environments. Highlight interpersonal qualities that are important to you, such as:
- Clear communication
- Teamwork and problem-solving
- Proactive attitude and time management
Location & Work Hours
Be transparent about the work setup. This helps developers assess compatibility with your schedule and operations:
- Remote, hybrid, or on-site in Indonesia (e.g. Jakarta, Bandung, Yogyakarta)
- Preferred working hours or time zone overlap (e.g. 3–4 hours overlap with GMT+8)
Perks and Benefits
Indonesian developers appreciate benefits that support work-life balance and long-term growth. Popular perks include:
- Remote flexibility
- Paid holidays and sick leave
- THR (religious holiday bonus)
- Internet or coworking stipends
- Career development and training opportunities
- Year-end bonuses or performance incentives
Developer Costs in Indonesia
Hiring software developers in Indonesia offers a significant cost advantage compared to Western markets. The average monthly salary for software developers in Indonesia typically ranges between Rp 6,250,000 to Rp 9,250,000, which is approximately USD $400 to $600 depending on exchange rates and experience level.
Here’s a general breakdown:
Note: Salaries can vary based on skills, city (e.g., Jakarta vs. Yogyakarta), English fluency, and project type.
How This Compares to the United States
In the United States, software developer salaries are significantly higher, with average monthly pay ranging from $6,000 to $12,000+, depending on experience and location.
Cost Advantage of Hiring in Indonesia
By hiring developers in Indonesia, companies can save up to 80–90% in salary costs without compromising on quality. Many Indonesian developers have strong technical skills, international experience, and are comfortable working across time zones.
This makes Indonesia a strategic destination for companies that want to scale efficiently, lower development costs, and build global teams.
Writing Tips for Job Descriptions in Indonesia
Keep it clear and concise
Many Indonesian developers scan listings quickly. Use simple language and highlight key details early.
Use bullet points
Make your responsibilities and skill requirements easy to scan by listing them out clearly.
Be direct and jargon-free
Avoid overly complex job descriptions. Clarity attracts more relevant candidates.
Communicate purpose
Developers in Indonesia often seek roles where they can make a meaningful contribution. Briefly explain how their work will impact the product or company.
Include local context
If you’re offering benefits like Indonesian holidays, THR bonuses, or Bahasa Indonesia communication support, be sure to include that. It shows consideration for local norms.
Step 3: Finding Developers in Indonesia
To successfully hire software developers in Indonesia, it’s essential to know where to look and how to connect with talent in a way that aligns with your hiring goals. Indonesia offers a range of channels to access highly skilled developers, whether you’re looking for long-term team members or short-term project support.
Partner with Second Talent
Second Talent helps companies find and hire high-performing software developers, designers, and product professionals from Indonesia’s top tech talent pool. We focus on providing fast, flexible, and reliable hiring solutions for companies of all sizes.
We take the friction out of hiring by offering both full-time and contract options. Our pre-vetted talent ensures a faster hiring process with high-quality matches. There are no upfront fees, we offer unlimited replacements, and companies can onboard top Indonesian tech talent within 24 hours.
Explore Global Talent Platforms
Aside from Second Talent, you can also use international hiring platforms that offer pre-vetted software developers. These platforms typically offer flexible contracts, technical screening, timezone alignment, and project matching services. They are a good fit for companies seeking global talent with quick turnaround times.
Some of the most trusted platforms include:
- Arc
- Lemon.io
- Gun.io
- Revelo
Use LinkedIn to Connect with Developers
LinkedIn is widely used by professionals in Indonesia, including developers across all levels. You can use advanced search filters to narrow candidates by skills, current role, and location. Posting job openings directly or in groups like “Indonesia Software Developers Network” can also increase visibility.
LinkedIn is particularly useful for reaching passive candidates who may not be actively job hunting but are open to new opportunities.
Review GitHub and Portfolios
GitHub remains one of the best platforms to evaluate a developer’s actual coding ability. Indonesian developers often contribute to open-source projects or host personal work there.
Reviewing code samples, commit history, and documentation can give you insight into:
- Code quality
- Problem-solving approach
- Familiarity with specific languages or frameworks
Use Referrals to Accelerate Hiring
Referrals continue to be one of the most effective ways to find strong candidates. Developers are often part of tight-knit communities, and word-of-mouth recommendations can lead to candidates who are both technically capable and a strong cultural fit.
Benefits of using referrals:
- Higher trust and credibility
- Faster hiring process
- Improved retention and team compatibility
Step 4: Evaluating Developers in Indonesia
Once you’ve identified promising candidates, the next step is to evaluate them thoroughly. A structured screening process will help you select developers who are technically capable, reliable, and aligned with your company’s values. Taking the time to assess both hard and soft skills ensures a better long-term fit.
Resume and Application Review
When dealing with a large number of applicants, consistency is key. Start by creating clear evaluation criteria based on your job description.
Use Filters to Narrow the List
Apply filters for location, relevant tech skills, years of experience, and English proficiency. This helps you focus on applicants who meet your core requirements.
Eliminate Mismatched Profiles
Remove candidates who don’t meet your must-have qualifications. This allows you to prioritize serious applicants and avoid wasting time.
Review Portfolios and Code Repositories
Many Indonesian developers share their work on GitHub, GitLab, or personal websites.
Reviewing these helps you assess:
- Code clarity and structure
- Project scope and complexity
- Familiarity with frameworks or languages you require
Short Video Calls for Initial Screening
Brief video interviews are useful to gauge communication skills, attitude, and professionalism. They also offer an opportunity to clarify questions about the resume or previous work experience.
Technical Evaluation
Technical skills are critical. You’ll want to see how candidates think through problems, write clean code, and handle real-world scenarios.
Use Standardized Assessments
Platforms like HackerRank, Codility, and LeetCode allow you to create coding tests tailored to your tech stack and role requirements.
Assign Practical Tasks
Ask candidates to complete a task relevant to your product. For example:
- Build a small feature
- Debug a code snippet
- Optimize a slow-performing script
System Design and Architecture
For more senior candidates, include system design exercises. These test a developer’s ability to create scalable, maintainable solutions and demonstrate their understanding of real-world architecture challenges.
Live Coding and Collaboration Tests
Live coding sessions offer valuable insight into how a developer approaches problems under time constraints.
During these sessions, you can:
- Observe how they think through logic
- Assess their debugging process
- Understand how well they communicate under pressure
Pair Programming Interview
Consider having the candidate solve a problem alongside one of your team members. This is a good way to test collaboration skills and see how well they work within a team dynamic.
Automate Where It Makes Sense
Automated testing tools can save time and standardize evaluations across candidates. These platforms support a range of languages and assess skills like:
- Algorithms and data structures
- Full-stack development
- API integration and testing
Common tools include:
- CodeSignal
- HackerRank
- Codility
- LeetCode
Assessing Soft Skills and Team Fit
Technical expertise alone isn’t enough. Developers in Indonesia often thrive in environments with strong communication, mentorship, and shared values. Make sure you’re also evaluating soft skills.
Communication Skills
Can the candidate explain their thought process clearly? Are they able to simplify complex technical ideas for non-technical stakeholders?
Teamwork and Collaboration
Look for developers who can work well in cross-functional teams, take feedback constructively, and contribute positively to group discussions.
Cultural Alignment
Ask about their ideal work environment, how they handle feedback, and what motivates them. This helps you determine whether their working style matches your team’s culture.
Adaptability and Curiosity
Technology evolves quickly. Favor candidates who show a desire to learn, grow, and take initiative when facing new challenges.
Step 5: Making the Hiring Decision
After completing the evaluation process, the final step is choosing the candidate who best fits your technical needs, company culture, and long-term goals. A thoughtful approach to shortlisting, interviewing, and offering negotiation helps ensure you make the right decision with confidence.
Shortlisting the Final Candidates
Once you’ve reviewed all applications and completed initial assessments, it’s time to narrow the field and focus on your top options. Here’s how to shortlist effectively:
Initial Conversations
Schedule brief calls with potential hires to assess communication skills, confirm key details from their resume, and get a feel for their attitude and interest.
Project and Portfolio Review
Ask candidates to walk you through past work. Focus on how they approached specific problems, what technologies they used, and what outcomes they achieved. Look for both quality and relevance to your role.
Alignment with Role Requirements
Ensure the candidate has the experience and skills your team needs. Evaluate:
- Tech stack familiarity (for example, React, Node.js, or Laravel)
- Tools and environments they’ve worked with (CI/CD, cloud platforms, APIs)
- Measurable impact from previous projects (performance improvements, automation, design scalability)
Academic and Technical Credentials
Review degrees or certifications, especially from institutions like Universitas Indonesia, ITB, BINUS, or bootcamps like Hacktiv8 and Purwadhika. These can validate technical foundations and formal training.
Conducting Final Interviews
The number and format of interviews may vary based on the role level.
- Entry-level roles may only require one or two interview rounds.
- Mid and senior-level roles often include multiple rounds involving technical, strategic, and cultural assessments.
Who Should Participate
- Team leads or product managers for hands-on roles
- Engineering managers or CTOs for leadership or long-term contributors
Behavioral Questions
Use situational questions to explore how the candidate handles real challenges:
- Describe a time when you solved a difficult problem in a team setting.
- How do you manage high-pressure deadlines?
- Tell us about a situation where you had to adjust plans at the last minute.
Scenario-Based Tasks
Give candidates a problem or challenge similar to what they’ll face on the job. This helps assess their decision-making, prioritization, and ability to handle complexity.
Team Interaction Sessions
Invite candidates to participate in a discussion or working session with current team members. This gives you a chance to observe their communication style, problem-solving approach, and collaboration skills in real time.
Reviewing References and Background
Before making an offer, take the time to confirm your candidate’s background and work ethic.
Evaluate Past Work
Check GitHub repositories, open-source contributions, or freelance projects. Look for clean code, good documentation, and a track record of consistent contributions.
Conduct Reference Checks
Speak with former employers, colleagues, or mentors to get objective feedback. Focus your questions on:
- Dependability and ownership
- Team collaboration and communication
- Willingness to learn and ability to adapt
Finalizing the Offer
Once you’ve chosen your ideal candidate, it’s time to align on expectations and finalize terms.
Know the Market
Research current salary ranges for developers in Indonesia to ensure your offer is competitive. Compensation expectations may vary by location, role, and whether the candidate is remote or office-based.
Discuss Compensation Early
Have an open conversation about salary and benefits during the final stages of the process. This avoids surprises and helps confirm mutual fit.
Think Beyond Cost
Consider the long-term value the candidate brings to your team. A slightly higher salary may be worth it if the developer can accelerate delivery timelines, reduce maintenance overhead, or bring architectural expertise.
Why Indonesia Should Be on Your Tech Hiring Radar
Hiring software developers in Indonesia is more than just a cost-saving strategy. It’s a smart move for companies that want to build high-performing teams with strong technical foundations and long-term potential.
With strong support from both the government and private sector, the country is quickly becoming one of Southeast Asia’s most attractive destinations for tech talent.
If you take a structured approach to hiring from defining your needs and writing a clear job description to sourcing, screening, and selecting the right candidate, building a reliable remote team in Indonesia is well within reach.
Work with Second Talent
Second Talent provides tech hiring solutions dedicated to helping global companies hire top-tier software developers, designers, product managers, and project managers from Vietnam and other emerging talent markets. We focus on speed, quality, and flexibility offering access to the top 5% of pre-vetted talent within just 24 hours. Whether you’re scaling a startup or expanding an enterprise team, Second Talent streamlines the hiring process with no upfront fees, unlimited replacements, and flexible engagement models.
Ready to grow your team with top Indonesian tech talent?
Let’s talk. We’ll help you find the right people, fast.
