Could HR leaders be searching for tech talent in the wrong places?

Organisations prepared to look beyond overcrowded tech centres have the best chance of uncovering overlooked pockets of remote tech talent. This report shows that ambitious organisations willing to assemble globally distributed teams can seize an untapped opportunity — and it’s easier than many imagine.

What are the main obstacles to recruiting tech talent on a global scale?

Gain direct insight from more than 1,400 executives and hiring managers representing organisations across Germany, the Netherlands, France, Sweden, the United Kingdom, and the United States.

In the 2022 survey, respondents were asked about the main considerations when hiring in established talent hotspots such as New York, London, and Tokyo, as well as in 15 emerging tech hubs across the world.

The survey found hiring managers worry about remaining compliant.

38%

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

Download the report to discover how straightforward it can be to reap the benefits of international employment quickly, securely, and with minimal risk.

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Emerging tech hubs provide a competitive edge

It is often possible to recruit top-tier talent from another country that may not be available in your local market because of intense competition. Tech professionals based outside the usual saturated centres are more open to established organisations that offer globally competitive pay. Roles like these can be life-changing for international candidates and their families, particularly in developing nations. In return, you should see higher motivation and increased loyalty.

Brett Jones, Co-founder at OFFERZEN

02. Legal obligations and cultural fit worry hiring managers

Hiring managers who intend to recruit tech staff in new regions are uneasy about two central aspects of remote work – how to lawfully employ people and how to effectively maintain culture across teams spread over different countries.

Legal obligations

Survey findings indicate that hiring managers are wary of staying compliant when recruiting outside their own country. It is a genuine concern, but one that organisations can navigate if they are determined to onboard the right talent.

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Overcoming obstacles to global hiring

The advantages of hiring internationally are clear and persuasive – it gives you access to the world’s top talent. Equally important, it helps you assemble a genuinely diverse team. Recruiting on the basis of shared values lays the groundwork for long-term success. Leaders who appoint new colleagues for common values create an inclusive, equitable and trusting workplace that enables a global team to flourish.

Anastasia Pshegodskaya, Director of Talent Acquisition. Remote

01. Experienced remote tech professionals are located across the globe

Knowledge workers adapt relatively easily to working in remote teams provided you take a globally inclusive approach to recruitment. Great candidates are scattered around the world, but recruiting them requires a remote-first hiring approach to secure their expertise.

Action

Hire a global workforce legally and compliantly with ease

Hiring remote tech talent doesn’t need to be complex. As the most trusted EOR in the sector, Remote removes the necessity for you to set up your own legal entity in every market — a costly step that can restrict your capacity to scale. Remote gives you the assurance that you:

• have the right contracts

• be compliant with local employment laws and tax regulations

• classify your employees and contractors correctly

With Remote, you can legally, simply and swiftly hire people anywhere in the world. You can even offer your international employees share options in your business through Remote’s platform!

02. There is no one-size-fits-all global compensation plan

Expanding your team internationally brings great advantages, yet HR leaders face several challenges when developing remote compensation plans to foster a high-functioning international workforce.

• Employees will soon see if you are underpaying them compared with their colleagues and international market rates, but it isn’t as simple as paying everyone the same.

• Benefits packages also need to be tailored to different regions.

• People who share the same education, skills and experience should be able to enjoy a comparable standard of living and disposable income in their country of residence.

Action

Offer competitive pay and benefits packages

Remote’s global employment platform reduces the time, cost and effort involved by creating country-specific benefits packages at highly negotiated rates. It lets you provide equitable, best-in-class benefits to staff for a fraction of the cost of doing this yourself or setting up a legal entity. You can even offer share options to your international workforce.

03. Asynchronous work is crucial for globally successful teams

Asynchronous (async) working allows a globally distributed team to make the most of productivity, regardless of differing time zones. Success is judged by output rather than when individuals carried out the work. The freedom to work with autonomy and flexibility is a strong draw for the world’s most skilled and experienced tech professionals.

Many such candidates bring years of experience working productively in fully remote settings.

Action

Establish deliberate remote-first work practices

An async working environment relies on more communication and documentation, which in turn boosts employee morale and productivity.

04. Asynchronous work removes several obstacles to hiring globally

An asynchronous approach to working removes many of the barriers that stop hiring managers from choosing remote roles. Deliberately inclusive work practices encourage diversity and allow a genuinely globally distributed team to flourish. Skilled remote tech professionals are actively seeking roles where work–life balance is supported. That means employers can enable remote workers anywhere to work on the schedule that suits their time zone and lifestyle. Apart from attracting top remote talent, establishing processes to manage a globally distributed team will maximise productivity while improving staff retention rates.

Employ with Remote

A deliberate remote-first approach and asynchronous workflows encourage innovation and boost the productivity of your global team. Although it takes discipline to create thorough documentation and move away from real-time practices, the advantages far outweigh those of traditional synchronous working. By producing those documentation assets, you can transform your organisation so it is ready for the future of work. Diversity brings substantial long-term benefits, and an inclusive culture should be woven into your company's fabric.

Remote can help you cut through the complexity of complying with international legislation.

Forming local entities abroad is generally prohibitively costly and time-consuming. We establish our entities to meet the highest standards of compliance 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 self-identified as currently hiring tech talent. The survey ran 9–26 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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