London
A huge talent base combined with intense demand and very high salary expectations.
Remote Tech Talent Report
We surveyed more than 1,400 global hiring managers who are trying to find and recruit skilled knowledge workers. Insights from this research, combined with Remote’s in-house expertise in global employment, are distilled here into practical advice for employers who want to attract and retain the best tech talent in the world.
Download the Remote Tech Talent Report
Download the Remote Tech Talent Report
Uncovering the world’s best hidden tech talent
Get firsthand insight from more than 1,400 executives and hiring managers from 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 are planning to hire remotely and are considering both global and domestic markets to find the skills they need.
It’s encouraging that more organisations are embracing remote hiring. One major question remains, and our report offers several possible answers. As competition for knowledge workers grows and the economic outlook becomes less predictable…
Are HR leaders looking for tech talent in the wrong places?
Those open to exploring new markets outside of saturated technology hubs stand the best chance of finding underappreciated pockets of remote tech talent. This report shows that organisations willing to build globally distributed teams can seize an unexplored opportunity — and it’s more straightforward than many expect.
What are the key challenges of global tech recruitment?
Get firsthand insight from more than 1,400 executives and hiring managers from organisations across Germany, the Netherlands, France, Sweden, the United Kingdom, and the United States.
This 2022 survey asked respondents about hiring considerations in established talent hotspots such as New York, London, and Tokyo, as well as 15 emerging tech talent hubs around the world.
Our survey found that hiring managers are apprehensive about staying compliant.
38%
More than a third of respondents say they find learning local legal requirements for hiring in new regions challenging.
Download the report to see how straightforward it can be to benefit from international employment quickly, securely, and with minimal risk.
What you’ll learn
- 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
- Insight into global compensation and how to develop equitable salaries, benefits, and stock option plans
- The processes needed to enable high-performing remote workers, with resources and advice on how to build a globally distributed team
Snapshot of unexplored emerging tech markets around the world
The state of global tech talent recruitment and why some hiring managers are reluctant to hire internationally
Insight into global compensation and how to develop equitable salaries, benefits, and stock option plans
The processes needed to enable high-performing remote workers, with resources and advice on how to build a globally distributed team
Analysis of 15 emerging tech hubs and what specialist skills to look for in each market
Expert global recruitment insight 01
Businesses are hiring remotely for tech talent
Talent is everywhere. There’s significant opportunity to tap into emerging hubs and uncover exceptional candidates in places most employers tend to overlook. Right now, forward-thinking companies are taking a measured, cost-effective approach by hiring remote talent from these growing centres.
Ilya Brotzky, CEO at VanHack
01. HR managers are getting comfortable with global recruitment
65%
of hiring managers surveyed in the US, the UK, and Europe say they plan to recruit tech talent globally.
With remote work now embedded in people’s professional lives, hiring managers no longer feel limited by national borders when searching for tech talent.
02. Global hiring is part of a larger strategy
20%
of hiring managers report they face a tech talent shortage at home, but many reasons for hiring internationally are strategic rather than reactive.
48%
Want to diversify their team
45%
Want to experiment with new markets strategically
36%
Were enabled by the pandemic to widen their search for talent
The scope for building capability now extends beyond specific roles or skill sets. HR managers are weighing all the benefits of a remote-first approach.
Expert global recruitment insight 02
Emerging tech hubs offer 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 looking at home
The majority of respondents continue to search for new talent within their own country.
USA
0%
UK
0%
France
0%
Germany
0%
Sweden
0%
Netherlands
0%
A domestic focus is fine, but it also means hiring managers are missing out on rich candidate pools in both established and emerging tech hubs.
02
International hiring is occurring in saturated markets
When expanding into global markets, hiring managers are opting for existing tech talent hubs in large numbers.
London
0%
Paris
0%
Berlin
0%
New York City
0%
San Francisco
0%
Tokyo
0%
With so many employers searching the same places for the same roles, traditional tech hubs have become extremely competitive.
Berlin
One of the smaller tech hubs in Europe, with less competition and lower average salaries.
New York City
A large talent pool matched by strong demand for tech skills in New York, making it a highly competitive market.
San Francisco
The greatest concentration of elite tech talent, paired with the highest salary costs.
Tokyo
Lower employment costs and salary expectations, but the time difference can be a challenge for some organisations.
03
Emerging tech hubs present new opportunities
Melbourne
0%
Mexico City
0%
Helsinki
0%
Budapest
0%
Warsaw
0%
Rio de Janeiro
0%
Although demand is rising in these emerging cities, they still lag behind the well-known — and highly competitive — traditional tech hubs.
Snapshot of unexplored emerging tech markets around the world
Mexico City, Mexico
65%
Snapshot: A booming startup and fintech scene is fostering a growing community of tech talent.
Top motivator for hiring: Giving opportunities to new talent
Budapest, Hungary
63%
Snapshot: A thriving tech scene with a balanced supply-demand ratio
Top motivator for hiring: Diversify our team and test new markets
Johannesburg, South Africa
59%
Snapshot: Affordable salaries, Europe-friendly timezone, and an established tech sector make Johannesburg a strong choice.
Top motivator for hiring: Diversification
Kolkata, India
47%
Snapshot: Low salary levels combined with a large talent pool make Kolkata an attractive option for tech hiring
Top motivator for hiring: Diversification and entering new markets
Expert global recruitment insight 03
Real and perceived obstacles 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. Not having a legal entity is seen as a major barrier to global hiring
Many companies rely on having a legal entity when hiring remotely.
Overall, 33% of respondents say they won’t hire globally without one.
Challenges businesses face 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
Working with an EOR makes hiring abroad simple and 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 allows you to legally hire abroad. Remote owns local legal entities across the globe to employ on your behalf, managing payroll, benefits, and taxation to keep your company compliant and competitive in every market.
02. Legal requirements and cultural fit a concern for hiring managers
Hiring managers who do plan to hire tech talent in new regions are worried about two main aspects of remote work — how to legally employ people and how to successfully manage culture across a geographically dispersed team.
Legal requirements
The survey reveals hiring managers are cautious about remaining compliant when recruiting outside their own country. It’s a legitimate concern, but one that’s manageable for organisations committed to onboarding the right talent.
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 concerned about managing payroll.
Working culture
The report shows HR managers are deeply concerned about inclusive hiring practices and how a globally remote team can work together effectively, for the benefit of both employees and the organisation.
0%
overcoming language barriers
0%
merging different work and management cultures into a single, productive team
0%
working across time zones
Expert global recruitment insight 04
Overcoming barriers to global hiring
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 spread across the world
Knowledge workers move into remote teams with relative ease if you adopt a globally inclusive hiring approach. Great candidates exist worldwide, but you need a remote-first hiring strategy to secure their skills.
Action
Hire a global workforce legally and compliantly with ease
Hiring remote tech talent doesn’t have to be complex. As the most trusted EOR in the business, Remote removes the need for you to set up your own entity in each location — a costly and time-consuming step that can limit your ability to scale. Remote gives you the assurance you need to ensure you:
have the right contracts
are compliant with local labour laws and tax regulations
classify your employees and contractors correctly
You can hire people worldwide with Remote legally, simply, and quickly. You can even grant your international employees stock options in your business via Remote’s platform!
02. There is no one-size-fits-all global compensation plan
Scaling your team internationally offers big advantages, but HR managers must navigate several issues when designing remote compensation plans that support 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 geographies.
People with the same education, skills, and experience should be able to access a comparable lifestyle and disposable income in their country of residence.
Action
Offer competitive pay and benefits packages
Remote’s global employment platform saves you time, money, and effort by creating country-specific benefits packages at strongly negotiated rates. You can provide equitable, best-in-class benefits to your employees for a fraction of the cost of doing it yourself or setting up a legal entity. You can even offer stock options to your international workforce.
03. Asynchronous work is the key to 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 potential hires have years of experience being productive in fully remote settings.
Action
Build intentional remote-first work practices
An async work model needs better communication and documentation, which in turn improves morale and productivity.
Three pillars of async work
Multiplexing tasks
Breaking work into smaller tasks to enable more progress while reducing bottlenecks.
Communication standards
Adopting documentation best practices and favouring messaging over meetings and calls.
Taking action
Empowering your team to use their judgement to act rather than waiting for instruction.
04. Async work removes multiple barriers to global work
An async way of working tackles many of the obstacles that stop hiring managers from moving to remote-first models. Thoughtfully inclusive work practices promote diversity and allow truly global teams to thrive. Skilled remote tech professionals are actively looking for roles that support life-work balance. That means employers can let remote workers operate on schedules suited to their timezone and lifestyle. Beyond attracting top remote talent, building processes to manage a globally distributed team will increase productivity and improve retention.
Establish inclusive policies to build efficiency and connection
Improve communication and documentation
Team communication is improved using good documentation, moving away from real-time meetings and calls towards messaging and respecting uninterrupted work time.
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.
Building 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.
Employ with Remote
Intentional remote-first practices and async workflows support innovation and get the best out of your global team. While it takes discipline to create thorough documentation and reduce reliance on real-time workflows, the upside outweighs the downsides of traditional synchronous methods. In building those documentation assets, you can ready your organisation for the future of work. Diversity delivers lasting benefits and a culture of inclusion strengthens the fabric of your company.
Remote can help you remove the complexity of managing compliance with international legislation.
Setting up local entities overseas is almost always costly and time-prohibitive. We establish our entities to meet strict compliance standards so you can expand your global footprint with confidence.
About this study
Remote surveyed a total of 1,485 decision-makers across six key markets who identified themselves 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.
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