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.
Get firsthand insight from more than 1,400 executives and hiring managers from organizations 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 great news that more companies are turning to remote hiring. But there’s one key question left, and our report offers some potential answers. As competition intensifies for knowledge workers and the business climate becomes less certain…
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 demonstrates that ambitious organizations open to building globally distributed teams can take advantage of an unexplored opportunity — and it’s not as hard as you might imagine.
Get firsthand insight from more than 1,400 executives and hiring managers from organizations across Germany, the Netherlands, France, Sweden, the United Kingdom, and the United States.
This 2022 survey asked respondents about key considerations of hiring in existing talent hotspots like New York, London, and Tokyo, as well as 15 emerging tech talent hubs spread across the world.
Our survey found that hiring managers are apprehensive about staying compliant.
More than a third of all respondents say they feel challenged about learning local legal requirements for hiring in new regions.
Download the report to learn how easy it can be to reap the benefits of international employment with speed, security, and minimal risk.
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
Talent is everywhere. There’s a lot of opportunity to tap into emerging hubs to find top-of-the-line hidden gems in places most employers would typically overlook. In this current landscape, forward thinking companies are taking a conservative, cost-effective approach by hiring remote talent from these emerging centres.
Ilya Brotzky, CEO at VanHack
65%
of hiring managers surveyed in the US, the UK, and Europe are looking to hire globally for tech talent.
Because remote work is now an embedded part of global work lives, hiring managers no longer feel constrained by their national borders to find tech talent.
20%
of hiring managers say they’re experiencing a tech talent crunch at home, most of the drivers for hiring internationally are entirely strategic.
48%
Want to diversify their team
45%
Want to try out new markets strategically
36%
Were enabled by the pandemic to broaden their search for talent
The opportunity for building capability has expanded beyond specific roles or skill sets. HR managers are considering all the benefits to a remote-first strategy.
Employers can often attract top-tier talent from other countries that may not be reachable in their local market due to intense competition. Tech professionals outside established, saturated hubs tend to respond more favourably to organisations offering globally competitive compensation. For candidates—and often their families—particularly in developing nations, these roles can be life-changing. Employers can expect increased motivation and loyalty in return.
Brett Jones, Co-founder at OFFERZEN
01
The majority of respondents are still looking for new talent in their own country.
USA
0%
UK
Research: Remote tech talent report — statistics v0 16
France
0%
Germany
<strong><span path="items[0].image_grid_item.list[0].item.description.children[0].children[0].text" data-blackbird-key="blt967cc39c2d8b16ab-items[2].image_grid_item.list[0].item.description.children[0].children[0].text" data-blackbird-field-type="rich-text-node">Snapshot:</span></strong><span path="items[2].image_grid_item.list[0].item.description.children[0].children[1].text" data-blackbird-key="blt967cc39c2d8b16ab-items[2].image_grid_item.list[0].item.description.children[0].children[1].text" data-blackbird-field-type="rich-text-node"> Affordable salaries, a Europe-friendly timezone, and an established tech sector make Johannesburg an attractive option.</span>
Sweden
Share – 0%
Netherlands
Share – 0%
A domestic focus is fine, but it also means hiring managers are failing to tap into rich candidate pools in both traditional and emerging tech hubs.
02
When venturing into global markets, hiring managers are sticking to existing tech talent hubs in large percentages.
<span path="items[0].image_grid_item.description.children[0].children[0].text" data-blackbird-key="blt6f8f8b1068c055dc-items[0].image_grid_item.description.children[0].children[0].text" data-blackbird-field-type="rich-text-node">A vast pool of tech talent combined with fierce demand and very high salary expectations.</span>
0%
Paris
0%
<span path="items[1].image_grid_item.description.children[0].children[0].text" data-blackbird-key="blt6f8f8b1068c055dc-items[1].image_grid_item.description.children[0].children[0].text" data-blackbird-field-type="rich-text-node">A smaller European tech hub with less competition and lower average salaries.</span>
0%
<span path="items[2].image_grid_item.description.children[0].children[0].text" data-blackbird-key="blt6f8f8b1068c055dc-items[2].image_grid_item.description.children[0].children[0].text" data-blackbird-field-type="rich-text-node">A large talent pool matched by substantial demand for tech skills, producing a highly competitive market.</span>
0%
<span path="items[3].image_grid_item.description.children[0].children[0].text" data-blackbird-key="blt6f8f8b1068c055dc-items[3].image_grid_item.description.children[0].children[0].text" data-blackbird-field-type="rich-text-node">The greatest concentration of elite tech talent comes with the highest salary costs of all.</span>
0%
<span path="items[4].image_grid_item.description.children[0].children[0].text" data-blackbird-key="blt6f8f8b1068c055dc-items[4].image_grid_item.description.children[0].children[0].text" data-blackbird-field-type="rich-text-node">Lower employment costs and salary expectations, although the time difference can present challenges for some organisations.</span>
0%
A vast pool of tech talent combined with fierce demand and very high salary expectations.
A smaller European tech hub with less competition and lower average salaries.
A large talent pool matched by substantial demand for tech skills, producing a highly competitive market.
The greatest concentration of elite tech talent comes with the highest salary costs of all.
Lower employment costs and salary expectations, although the time difference can present challenges for some organisations.
03
Melbourne
0%
Mexico City
<strong><span path="items[0].image_grid_item.list[0].item.description.children[0].children[0].text" data-blackbird-key="blt967cc39c2d8b16ab-items[0].image_grid_item.list[0].item.description.children[0].children[0].text" data-blackbird-field-type="rich-text-node">Snapshot:</span></strong><span path="items[0].image_grid_item.list[0].item.description.children[0].children[1].text" data-blackbird-key="blt967cc39c2d8b16ab-items[0].image_grid_item.list[0].item.description.children[0].children[1].text" data-blackbird-field-type="rich-text-node"> A thriving startup and fintech ecosystem is nurturing an expanding community of tech talent.</span>
Helsinki
0%
Budapest
Research: Remote tech talent report — statistics v0 16
Warsaw
0%
Rio de Janeiro
<span path="disclaimer.children[0].children[0].text" data-blackbird-key="blt66c9eac96cdb9c82-disclaimer.children[0].children[0].text" data-blackbird-field-type="rich-text-node">Although demand in some emerging cities is clearly increasing among hiring managers, these locations still lag behind the well-known—and highly competitive—traditional tech hubs in popularity.</span>
Although demand in some emerging cities is clearly increasing among hiring managers, these locations still lag behind the well-known—and highly competitive—traditional tech hubs in popularity.
65%
Snapshot: A thriving startup and fintech ecosystem is nurturing an expanding community of tech talent.
Top motivator for hiring: Giving opportunities to new talent
63%
Snapshot: Thriving tech scene and a moderate supply-demand ratio
Top motivator for hiring: Diversify our team and try out new markets
59%
Snapshot: Affordable salaries, a Europe-friendly timezone, and an established tech sector make Johannesburg an attractive option.
Top motivator for hiring: Diversification
47%
Snapshot: Low salary costs combined with a very large talent pool make Kolkata a serious option for tech recruitment.
Top motivator for hiring: Diversification and entering new markets
Expert global recruitment insight 03
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_
Many companies rely on having a legal entity for remote hiring.
Overall, 33% of respondents say they won’t hire globally without one.
0%
40%
Working across time zones
36%
Research: Remote tech talent report — banner 0
35%
worry about understanding local payroll regulations.
34%
indicate that understanding local benefits packages is a challenge they would rather avoid.
Learning about local payroll regulations
are worried about managing payroll.
Understanding local benefits packages
<span path="disclaimer.children[0].children[0].text" data-blackbird-key="blt939a40a693dd7c7b-disclaimer.children[0].children[0].text" data-blackbird-field-type="rich-text-node">Working culture</span>
Managing payroll
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.
Hiring managers who do plan to hire tech talent in new regions are concerned about two main areas of remote work — how to legally employ people and how to successfully manage culture across a geographically diverse team.
The survey indicates hiring managers are uneasy about maintaining compliance when hiring beyond their borders. It is a genuine concern, but one companies committed to onboarding the right talent can navigate.
worry about understanding local payroll regulations.
show hesitance to learning local legal requirements for hiring
indicate that understanding local benefits packages is a challenge they would rather avoid.
worry about learning about local payroll regulations.
are worried about managing payroll.
say understanding local benefits packages is a challenge they don’t want to take on.
<span path="disclaimer.children[0].children[0].text" data-blackbird-key="blt939a40a693dd7c7b-disclaimer.children[0].children[0].text" data-blackbird-field-type="rich-text-node">Working culture</span>
are concerned about managing payroll.
The report shows HR managers are deeply concerned about inclusive hiring practices and how a globally remote team can successfully work together, both for the benefit of each employee and the company as a whole.
0%
40%
Working across time zones
36%
Research: Remote tech talent report — banner 0
35%
Expert global recruitment insight 04
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
Knowledge workers transition to working in remote teams with relative ease as long as you take a globally inclusive approach to recruitment. Great candidates are all over the world, but it takes a new remote-first hiring strategy to acquire their skills.
Hire a global workforce legally and compliantly with ease
Hiring remote tech talent doesn’t have to be complicated. As the most trusted EOR in the business, Remote eliminates the need for you to have your own entity in each location — an expensive undertaking that can inhibit your ability to scale your operation. Remote provides the confidence you need to be sure you:
have the right contracts
be compliant with local labor laws and tax regulations
classify your employees and contractors correctly
With Remote, you can legally hire people worldwide quickly and easily. You can even provide your international employees with stock options in your company via Remote’s platform!
Scaling your team globally can provide enormous benefits, but HR managers must clear a few hurdles when developing remote compensation plans to foster a high-functioning 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 require nuance between different geographies.
People with the same education, skills, and experience should have access to the same lifestyle and disposable income in their country of residence.
Offer 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. You can offer equitable, best-in-class benefits to your employees for a fraction of the cost of navigating things on your own or establishing a legal entity. You can even offer stock options to your international workforce.
Asynchronous working allows a globally distributed team to be highly productive regardless of time zones. Performance is judged by completed work rather than by when individuals are online. The autonomy and flexibility this provides are powerful incentives for experienced tech professionals worldwide.
Many of these potential employees have years of experience delivering productively in a fully remote work environment.
Build intentional remote-first work practices
An async work environment requires increased communication and documentation which, in turn, leads to higher employee morale and higher productivity.
Break tasks into smaller units to enable more work to be completed while reducing bottlenecks.
Adopt documentation best practices and favour messaging over calls and meetings.
Empower your team to use professional judgement to act rather than waiting for direction.
An asynchronous approach directly addresses many of the concerns that stop hiring managers from pursuing remote hiring. Intentionally inclusive practices promote diversity and allow a truly global team to thrive. Skilled remote tech professionals often seek roles that support life–work balance, enabling them to organise their work around time zones and personal schedules. Beyond attracting talent, implementing the right processes to manage a distributed team will boost productivity and staff retention. Skilled remote tech professionals are actively seeking roles where life-work balance is encouraged. That means employers can enable remote workers anywhere to work on the schedule that suits their timezone and lifestyle. Apart from attracting top remote talent, building the processes to manage a globally distributed team will maximize productivity while boosting staff retention rates.
Team communication improves through robust documentation, reducing reliance on real-time meetings and phone calls in favour of messaging and protecting uninterrupted focus time.
Async working supports continuous progress by a global workforce. Because immediate responses are not expected, employees can structure their day to align with peak productivity and personal routines.
English is the de facto language of technology and the most widely used language globally. Async workflows help multilingual teams by giving non-native speakers time to read and respond in their second language. Several roles do not require conversational fluency to deliver exceptional results in an async environment.
Asynchronous working offers every team member an equal chance to participate and contribute, no matter where they live. This flexible rhythm fosters trust, increases productivity, and contributes to psychological safety.
Deliberate remote-first practices and asynchronous workflows encourage innovation and maximise the productivity of your global team. Although developing thorough documentation and shifting away from real-time workflows takes discipline, the advantages far outweigh the limitations of traditional synchronous work. While building those documentation assets, you can transform your organisation into one that is prepared for the future of work. Diversity delivers important long-term benefits when inclusion is embedded in your company culture.
Remote can help you remove the complexity of managing compliance with international legislation.
Setting up local entities abroad is almost always cost and time prohibitive. We establish our entities to meet the highest standards of compliance so you can grow your global footprint with confidence.
Remote surveyed a total of 1,485 decision-makers in each of six key markets who self-identified as currently hiring tech talent. The survey ran between the 9th and 26th of September 2022 in the United States, the United Kingdom, France, Germany, Sweden, and the Netherlands. Each country contributed around 200 respondents to the survey.
GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved.
