London
A large pool of tech professionals paired with strong demand and very high salary expectations.
Remote tech talent report
More than 1,400 hiring managers across the globe were surveyed to understand how they find and recruit skilled knowledge workers. We’ve paired the research findings with Remote’s in-house expertise in global employment to produce clear, practical advice for employers looking to attract and retain the best tech talent worldwide.
Download the Remote Tech Talent Report
Download the Remote Tech Talent Report
Discovering the world’s top hidden tech talent
Hear directly from more than 1,400 executives and hiring managers at organisations across Germany, the Netherlands, France, Sweden, the United Kingdom and the United States.
Remote’s Tech Talent Report survey asked respondents about key considerations of hiring in emerging tech talent hubs around the world. We wanted to uncover perceived obstacles and misconceptions that may be preventing employers from uncovering hidden tech talent. As companies feel the economic squeeze around the world, it’s never been more critical to find and retain the right people to stay competitive.
Nearly two-thirds of hiring managers intend to hire remotely and are exploring both international and local markets to locate the skills they need.
It’s encouraging to see more companies adopting remote hiring. However, one crucial question remains, and our report outlines some possible answers. As competition for knowledge workers heats up and the business outlook grows more uncertain…
Could HR leaders be hunting for tech talent in the wrong places?
Organisations willing to explore markets beyond crowded technology hubs are the most likely to uncover overlooked pockets of remote tech talent. The report shows that ambitious organisations prepared to build globally distributed teams can seize an untapped opportunity — and it’s more straightforward than many expect.
What are the main challenges in recruiting tech talent globally?
Gain first-hand perspective from more than 1,400 executives and hiring managers representing organisations across Germany, the Netherlands, France, Sweden, the United Kingdom, and the United States.
The 2022 survey asked participants to weigh the key considerations when hiring in established talent centres such as New York, London and Tokyo, together with 15 emerging tech hubs around the globe.
Our survey revealed that hiring managers are concerned about remaining compliant.
38%
More than a third of respondents say they find it challenging to learn local legal requirements for hiring in new regions.
Download the report to discover how straightforward it can be to gain the benefits of international employment quickly, securely, and with minimal risk.
What you'll take away
- How global tech-talent recruitment is tracking and why some hiring managers hesitate to recruit overseas
- A breakdown of 15 emerging tech hubs, highlighting the specialist skills to target in each market
- A practical look at global compensation, with guidance on designing fair salaries, benefits and stock option plans
- The systems and processes required to support high-performing remote workers, with resources and practical advice for building a globally distributed team
Find out how a remote-first recruitment approach can give you the edge
Organisations that move early are best placed to secure sustained results by searching in up-and-coming tech hubs. HR managers who embrace a remote-first recruitment approach and way of thinking will find these markets offer untapped potential and, in all likelihood, a competitive edge.
A snapshot of untapped emerging tech markets across the globe
How global tech recruitment is performing and why some hiring managers are hesitant to recruit overseas
Insights on global pay and how to set fair salaries, benefits and stock option plans
The processes required to support high-performing remote workers, with resources and guidance on building a globally distributed team
An analysis of 15 emerging tech hubs and the specialist skills to look for in each market
Expert insight on global recruitment 01
Companies are recruiting tech talent remotely
Talent can be found everywhere. There’s plenty of scope to tap into emerging hubs and uncover high-quality hidden talent in locations many employers often overlook. In today’s market, forward-thinking companies are opting for a cautious, cost-effective route by hiring remote talent from these emerging centres.
Ilya Brotzky, CEO at VanHack
01. HR managers are becoming comfortable with global recruitment
65%
of hiring managers polled in the US, UK, and Europe plan to hire tech talent globally.
As remote work has become an embedded part of global working life, hiring managers no longer feel limited by national borders when sourcing tech talent.
02. Global hiring forms part of a broader strategy
20%
of hiring managers report a local tech talent shortage; however, most of the reasons for hiring internationally are strategic.
48%
Want to broaden team diversity
45%
Want to enter new markets strategically
36%
Were able to broaden their talent search because of the pandemic
The scope for building capability now extends beyond particular roles or skill sets. HR managers are weighing up the full benefits of a remote-first strategy.
Staying legal and compliant when hiring internationally is a key concern
A remote-first recruitment approach gives employers a strong advantage to tap into emerging tech talent hubs.
Expert insight into global recruitment 02
Emerging tech hubs deliver competitive advantages
You can often attract another country’s top tier talent that might not be accessible in your local market because of the level of competition. Tech professionals located outside of the established saturated hubs are more responsive to established organisations offering globally competitive compensation. This type of job opportunity can be life changing for international candidates and their families, especially in developing nations. You’ll see increased motivation and loyalty in return.
Brett Jones, co-founder at OFFERZEN
01
Most hiring managers are still recruiting locally
Most respondents remain focused on sourcing new talent within their own country.
USA
0%
UK
0%
France
0%
Germany
0%
Sweden
0%
Netherlands
0%
Focusing on domestic hires is reasonable, but it often leaves hiring managers unable to access deep candidate pools in both established and emerging tech hubs.
02
International hiring is concentrated in already saturated markets
When expanding into overseas markets, hiring managers are largely favouring established tech talent hubs.
London
0%
Paris
0%
Berlin
0%
New York City
0%
San Francisco
0%
Tokyo
0%
With so many candidates searching the same places for identical roles, established tech hubs have become intensely competitive.
Berlin
As one of Europe’s smaller tech hubs, it faces less competition and lower average salaries.
New York City
New York pairs a sizable talent pool with strong demand for tech skills, making the market highly competitive.
San Francisco
It hosts the greatest concentration of top tech talent, along with the highest salary costs.
Tokyo
Employment and salary costs are lower, but the time zone difference can create challenges for some organisations.
03
Emerging tech hubs are unlocking new opportunities
Melbourne
0%
Mexico City
0%
Helsinki
0%
Budapest
0%
Warsaw
0%
Rio de Janeiro
0%
Although demand from hiring managers for some of these emerging cities is rising, they remain less popular than the better-known — and fiercely competitive — traditional tech hubs.
Overview of emerging tech markets worldwide that remain unexplored
Mexico City, Mexico
65%
Snapshot: A thriving startup and fintech ecosystem is building an expanding pool of tech professionals.
Top motivator for hiring: Nurturing and bringing in fresh talent
Budapest, Hungary
63%
Snapshot: A robust tech sector with a balanced supply and demand for skills
Top motivator for hiring: Expand team diversity and test new markets
Johannesburg, South Africa
59%
Snapshot: Competitive pay rates, a timezone convenient for Europe and an established tech industry position Johannesburg as a preferred option.
Top motivator for hiring: Diversifying the workforce
Kolkata, India
47%
Snapshot: Low salary costs plus a very large labour pool make Kolkata a strong option for sourcing tech talent
Top motivator for hiring: Seeking diversification and market entry
Download the Remote Tech Talent Report
An in-depth breakdown of all 15 emerging tech talent hubs, offering recruitment insights for every market and tailored hiring guidance for specific role types.
Expert insight into global recruitment 03
Actual and perceived hurdles to hiring internationally
We're seeing salaries rise globally as employers expand their talent pools and candidates find more opportunities outside their backyards. To ride out this storm of uncertainty, we recommend a shift from hyper-growth to more efficient growth. Be responsive and attentive to what's important to employees, stay the course on DEI initiatives, and continue to nurture your employer brand.
Josh Brenner, CEO at Hired_
01. Lacking a legal entity is viewed as a major barrier to hiring globally
Many businesses depend on having a legal entity to hire remotely.
Overall, 33% of respondents say they will not hire globally without one.
Challenges businesses encounter when hiring in new regions
0%
Language challenges
0%
Managing and merging work in different cultures
0%
Working across time zones
0%
Learning about local legal requirements
0%
Learning about local payroll regulations
0%
Understanding local benefits packages
0%
Managing payroll
Partnering with an EOR streamlines hiring overseas and keeps it secure
Making adjustments that are currently outside your comfort zone are worth it for the right talent. Knowing where to find untapped tech talent pools that fit into your budget is the first step. Hiring, onboarding, and managing those people requires a change in mindset.
An Employer of Record (EOR) like Remote enables lawful international hiring. Remote operates local legal entities around the world to employ staff on your behalf, handling payroll, benefits and taxation so your company stays compliant and competitive in every market.
02. Legal requirements and cultural fit worry hiring managers
Hiring managers who intend to recruit tech talent in new regions are chiefly worried about two facets of remote work — how to lawfully employ staff and how to preserve and manage company culture across a geographically dispersed team.
Legal requirements
Survey results indicate hiring managers feel uneasy about remaining compliant when recruiting beyond their own borders. It’s a genuine worry, but one companies committed to onboarding the right talent can navigate.
0%
express reluctance to familiarise themselves with local legal requirements for hiring
0%
worry about learning about local payroll regulations.
0%
indicate that working out local benefits packages is a challenge they would rather not take on.
0%
are worried about processing payroll.
Workplace culture
The report indicates HR managers have strong concerns about inclusive hiring practices and on how a fully remote international team can work together effectively, to the benefit of each employee and the organisation as a whole.
0%
Addressing language barriers
0%
merging different work and management cultures into a single, productive team
0%
working across time zones
Find out how Remote makes global employment straightforward
Expert insight on global recruitment 04
Removing barriers to hiring globally
The benefit of international hiring is obvious and compelling – you can suddenly open up access to the world's very best talent. Crucially, you can also develop truly a diverse team. Value-based recruitment provides the foundation for lasting success here. Leaders who seek out new team members with shared values can build an inclusive, equitable, and trusting environment that empowers a global team to thrive.
Anastasia Pshegodskaya, Director of Talent Acquisition, Remote
01. Experienced remote tech professionals are located across the globe
Knowledge workers adapt to remote team environments fairly quickly provided you adopt a globally inclusive approach to recruitment. Exceptional candidates are found around the world, but attracting them demands a remote-first hiring strategy.
Action
Easily hire a global workforce while meeting legal and compliance obligations
Hiring remote tech talent need not be complex. As the most trusted EOR in the industry, Remote removes the requirement to set up your own entity in every location — a costly move that can limit your ability to scale. Remote gives you the assurance you need to know you:
have the appropriate contracts
comply with local employment laws and tax regulations
correctly classify your employees and contractors
With Remote you can legally, simply and quickly hire people worldwide. You can even offer your international employees share options in your business using Remote’s platform!
02. No single global compensation plan fits every case
Scaling your team globally brings significant advantages, but HR managers must navigate several hurdles when creating remote compensation plans to build a high-performing international workforce.
Employees quickly discover if you’re underpaying them compared to their colleagues and international market rates, but it’s not as simple as paying everyone the same.
Benefits packages also need to be tailored across different regions.
People with equivalent education, skills and experience should be able to afford a comparable lifestyle and disposable income in their country of residence.
Action
Provide competitive pay and benefits packages
Remote’s global employment platform saves you time, money, and effort by creating country-specific benefits packages at highly negotiated prices. This lets you provide equitable, top-tier benefits to your employees for a fraction of the cost of doing it yourself or setting up a legal entity. You can even offer share options to your international workforce.
03. Asynchronous work is the foundation of globally successful teams
Asynchronous (async) working enables a globally distributed team to maximise productivity regardless of time zones. Performance is measured by what work has been done, not which people worked at which times. The ability to work with autonomy and flexibility is a compelling incentive for the world’s most talented and experienced tech professionals.
Many prospective hires have years of experience working productively in fully remote setups.
Action
Build purposeful remote-first work practices
An async work environment demands more communication and documentation, which in turn boosts employee morale and productivity.
Three foundations of asynchronous work
Multiplexing tasks
Split work into smaller, manageable tasks so more gets done and bottlenecks are eased.
Communication standards
Put clear documentation standards in place and favour messaging over calls or meetings.
Taking action
Enable your team to use their judgement and take action rather than waiting for direction.
04. Async work clears multiple barriers to working globally
An async approach to working tackles many of the obstacles that prevent hiring managers from shifting to remote roles. Deliberately inclusive working practices support diversity and allow a genuinely global team to thrive. Experienced remote tech professionals are actively seeking positions that promote a life-work balance. That means employers can allow remote workers wherever they are to work hours that suit their timezone and lifestyle. Beyond attracting top remote talent, putting in place processes to run a globally distributed team will maximise productivity and lift staff retention rates.
Put inclusive policies in place to boost efficiency and strengthen connection
Enhance communication and documentation
Team communication improves when clear documentation replaces real-time meetings and phone calls, with messaging used instead and uninterrupted work time respected.
Managing multiple time zones
Working asynchronously also helps a global workforce by enabling continuous progress around the clock. Because immediate replies aren't expected, people can plan their day to suit their own productivity and lifestyle.
Acknowledge language barriers
English is the unofficial language of technology and the most widely spoken language in the world. Async workflows can be beneficial to multilingual teams by giving non-native speakers time to read and reply in their second language. Some roles in your team don’t require team members to be conversationally fluent to produce outstanding work using an async way of working.
How to build team culture
Working async gives every person on your team an equal opportunity to participate and contribute, regardless of where they live and work. This fluid way of working creates a new rhythm for your team which increases trust, improves productivity and contributes to an environment of psychological safety.
Download the Remote Tech Talent Report
Find 15 emerging tech talent hubs and discover how to draw in a new pool of highly skilled remote tech talent
Employ with Remote
Deliberate remote-first practices and asynchronous workflows spark innovation and maximise the productivity of your global team. Creating those documentation assets can turn your organisation into one prepared for the future of work. Diversity delivers significant long-term benefits and an inclusive culture should be woven into the fabric of your company.
Remote can help you remove the burden of managing compliance with international legislation.
Establishing local entities overseas is usually prohibitively expensive and time-consuming. We set up our entities to meet the highest standards of compliance so you can grow your global footprint with confidence.
About the study
Remote surveyed a total of 1,485 decision-makers across six key markets who self-identified as currently hiring tech talent. The survey ran between 9 and 26 September 2022 in the United States, the United Kingdom, France, Germany, Sweden, and the Netherlands. Each country contributed around 200 respondents to the survey.
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