Are HR leaders targeting the wrong places for tech talent?

Organisations willing to look beyond overcrowded technology hubs are best placed to uncover overlooked pockets of remote tech talent. The report shows that ambitious organisations prepared to build globally distributed teams can capitalise on this untapped opportunity — and it’s simpler than many expect.

What are the main obstacles to recruiting tech talent globally?

Gain direct 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.

The survey, conducted in 2022, questioned participants about the considerations involved in hiring in established talent hotspots such as New York, London and Tokyo, along with 15 emerging tech hubs around the world.

Our survey revealed that hiring managers feel uncertain about remaining compliant.

38%

More than a third of respondents indicate they struggle to understand local legal requirements when hiring in new regions.

Download the report to discover how straightforward it can be to enjoy the benefits of international employment with speed, security, and minimal risk.

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Emerging tech hubs can present competitive advantages

Often, you can recruit top-tier talent from other countries that aren’t available in your local market because competition is so fierce. Tech professionals working outside the established, overcrowded hubs tend to be more receptive to organisations offering globally competitive compensation. For candidates and their families in developing nations, these roles can be life-changing. In exchange, you should expect increased motivation and stronger loyalty.

Brett Jones, Co-founder at OFFERZEN

02. Legal requirements and cultural fit preoccupy hiring managers

Hiring managers who intend to recruit tech talent in new territories are wary of two principal aspects of remote working – how to lawfully employ people and how to effectively manage company culture across a geographically dispersed team.

Legal requirements for international hires

Survey respondents indicate hiring managers feel uneasy about meeting compliance obligations when recruiting beyond their borders. This is a legitimate concern, yet it can be navigated by organisations committed to bringing the right people on board.

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Addressing obstacles to international hiring

The advantages of international recruitment are clear — you instantly broaden access to the world’s leading talent. Importantly, you can also form truly diverse teams. Value-led recruitment lays the groundwork for lasting success. Leaders who recruit team members who share core values can create an inclusive, fair, and trusting environment that enables a global team to prosper.

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 readily provided you take a globally inclusive approach to recruitment Great candidates exist worldwide, but recruiting them effectively needs a fresh remote-first hiring strategy.

Action

Employ a global workforce legally, compliantly and with minimal hassle

Hiring remote tech talent need not be complex. As the most trusted EOR in the sector, Remote removes the requirement to establish a local legal entity in every location — a costly undertaking that can restrict your ability to scale. Remote gives you the assurance that you:

• have appropriate contracts in place

• comply with local employment legislation and tax regulations

• correctly classify your employees and contractors

Using Remote, you can employ people worldwide lawfully, simply and swiftly. You can even offer your international employees share options in your business through Remote’s platform.

02. Global compensation plans are not one-size-fits-all

Expanding your team internationally offers significant advantages, but HR leaders must overcome several challenges when developing remote compensation plans to establish a high-functioning international workforce.

• Employees soon notice if you are paying them less than their colleagues or prevailing international market rates, but paying everyone the same is not a straightforward solution.

• Benefits packages also need subtle tailoring across different regions.

• Individuals with equivalent education, skills, and experience should have access to a comparable standard of living and disposable income in their country of residence.

Action

Provide competitive pay and benefits packages

Remote’s global employment platform reduces the time, cost, and effort involved by creating country-specific benefits packages at preferentially negotiated rates. This enables you to provide equitable, market-leading benefits to employees for a fraction of the cost of handling these matters yourself or setting up a local legal entity. You can even offer share options to your international workforce.

03. Asynchronous working is central to the success of global teams

Asynchronous (async) working allows a globally distributed team to optimise productivity regardless of time zones. Performance is judged on completed work rather than when individuals were online. The autonomy and flexibility offered by async working are powerful incentives for highly skilled tech professionals worldwide.

Numerous prospective hires bring years of proven experience delivering productive results in entirely remote environments.

Action

Establish deliberate remote-first working practices

An async working environment demands more comprehensive communication and documentation which, in turn, boosts employee morale and enhances productivity.

04. Asynchronous working breaks down several obstacles to hiring across the globe

An asynchronous approach to working tackles numerous obstacles that often put hiring managers off adopting remote teams. Work practices designed to be intentionally inclusive foster diversity and enable a genuinely globally distributed team to thrive. Experienced remote tech specialists are actively looking for roles that support a healthy work–life balance. Consequently, employers can allow remote staff anywhere to work hours that suit their time zone and way of life. Beyond drawing top remote talent, putting in place robust processes to run a globally distributed team will maximise productivity and improve staff retention.

Hire via Remote

Deliberate remote-first practices and async workflows foster innovation and get the best out of your global team. Although it requires discipline to build strong documentation and move away from synchronous routines, the benefits considerably outweigh the limitations of traditional real-time working. While developing those documentation assets, you can transform your organisation for the future of work. Diversity delivers substantial long-term advantages, and embedding inclusion into your company culture is essential.

Remote can take on the burden of managing compliance with international legislation.

Establishing local entities overseas is typically prohibitively expensive and time-consuming. We create our entities to the strictest compliance standards so you can expand your global footprint with confidence.

Details of the study

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 from 9 September 2022 – 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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