London
A vast pool of tech talent paired with strong demand and very high salary expectations.
Remote tech talent report
We surveyed over 1,400 hiring managers worldwide who are seeking and recruiting skilled knowledge workers. Findings from this study, combined with Remote’s in-house expertise in global employment, are condensed here into actionable guidance for employers aiming to attract and retain the finest tech talent in the world.
Download the Remote Tech Talent Report
Download the Remote Tech Talent Report
Revealing the world’s most underappreciated tech talent
Obtain direct perspectives from over 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 questionnaire asked participants about the principal considerations for hiring in emerging tech talent hubs around the world. We set out to expose perceived obstacles and misconceptions that may be preventing employers from discovering hidden tech talent. As companies face economic pressure globally, finding and retaining the right people to remain competitive is more important than ever.
Almost two-thirds of hiring managers intend to recruit remotely and are evaluating both international and domestic markets to source the skills they require.
It is encouraging that more firms are embracing remote hiring. One central question remains, and our report suggests some possible explanations. As competition for knowledge workers intensifies and economic conditions become less certain…
Are HR leaders seeking tech talent in the wrong places?
Organisations prepared to explore markets beyond saturated technology centres have the strongest chance of uncovering undervalued pools of remote tech talent. Our research shows that forward-looking organisations willing to build globally distributed teams can capitalise on an untapped opportunity — and it is more straightforward than many expect.
What are the primary challenges of global tech recruitment?
Obtain direct perspectives from more than 1,400 executives and hiring managers representing organisations across Germany, the Netherlands, France, Sweden, the United Kingdom, and the United States.
Conducted in 2022, this survey questioned participants about hiring in established talent hotspots such as New York, London and Tokyo, as well as 15 emerging tech talent hubs across the globe.
Our study discovered that hiring managers feel uneasy about maintaining compliance.
38%
Over one-third of respondents report difficulty in understanding local legal requirements when hiring in new regions.
Download the report to discover how straightforward it can be to benefit from international employment — with speed, security, and reduced risk.
What you will learn
- The current landscape of global tech recruitment and why some hiring managers hesitate to hire internationally
- An analysis of 15 emerging tech hubs and the specialist skills to seek in each market
- Insights on global compensation and how to craft equitable salaries, benefits, and stock option schemes
- Processes required to support high-performing remote workers, together with resources and guidance on creating a globally distributed team
A snapshot of unexplored emerging tech markets around the world
The situation in global tech recruitment and factors causing some hiring managers to be hesitant about hiring internationally
Insights into global compensation and ways to design equitable salaries, benefits, and stock option plans
Processes required to enable high-performing remote workers, with resources and advice on how to build a globally distributed team
An analysis of 15 emerging tech hubs and the specialist skills to target in each market
Expert global recruitment insight 01
Companies are recruiting remotely for tech talent
Talent exists across the globe. There is considerable scope to tap into emerging hubs and uncover exceptional candidates that many employers overlook. In the present climate, forward-thinking organisations are taking a cautious, cost-efficient approach by recruiting remote talent from these emerging centres.
Ilya Brotzky, CEO of VanHack
01. HR managers are growing comfortable with global recruitment
65%
of hiring managers surveyed across the US, the UK and Europe plan to recruit globally for tech talent.
As remote work becomes an established feature of global professional life, hiring managers no longer feel constrained by national borders when sourcing tech talent.
02. Global hiring forms part of a broader strategy
20%
of hiring managers report a domestic tech talent shortage; however, many of the drivers for hiring internationally are strategic in nature.
48%
Seek to diversify their team
45%
Aim to explore new markets strategically
36%
Found the pandemic enabled them to widen their search for talent
Opportunities for building capability have expanded beyond individual roles or skill sets. HR managers are considering the full benefits of a remote-first strategy.
Expert global recruitment insight 02
Emerging tech hubs provide competitive advantages
It is often possible to attract a country’s top-tier talent that may be out of reach in your local market due to intense competition. Tech professionals located outside established, saturated hubs are more responsive to organisations offering globally competitive remuneration. Such roles can be life-changing for international candidates and their families, particularly in developing countries, and typically lead to higher motivation and loyalty.
Brett Jones, Co-founder at OFFERZEN
01
Most hiring managers continue to recruit domestically
Most respondents continue to search for new talent within their own country.
USA
0%
UK
0%
France
0%
Germany
0%
Sweden
0%
Netherlands
0%
Focusing domestically is acceptable, but it can result in missing out on substantial candidate pools present in both established and emerging tech hubs.
02
International hiring tends to take place in saturated markets
When expanding into global markets, hiring managers often remain concentrated in familiar tech talent hubs.
London
0%
Paris
0%
Berlin
0%
New York City
0%
San Francisco
0%
Tokyo
0%
With many employers searching the same locations for identical roles, traditional tech hubs have become intensely competitive.
Berlin
As a smaller European tech hub, competition is lower and average salaries are more modest.
New York City
A sizable talent pool matched by high demand for tech skills makes New York a very competitive market.
San Francisco
The greatest concentration of elite tech talent also brings the highest salary costs of any market.
Tokyo
Lower employment costs and salary expectations, though the time difference can present challenges for some organisations.
03
Emerging tech hubs create fresh opportunities
Melbourne
0%
Mexico City
0%
Helsinki
0%
Budapest
0%
Warsaw
0%
Rio de Janeiro
0%
Although several of these emerging cities are gaining interest from hiring managers, they remain less popular than the established — and highly competitive — traditional tech hubs.
A snapshot of unexplored emerging tech markets worldwide
Mexico City, Mexico
65%
Snapshot: A thriving startup and fintech scene is nurturing a growing community of tech talent.
Top motivator for hiring: Providing opportunities to emerging talent
Budapest, Hungary
63%
Snapshot: A flourishing tech ecosystem and a balanced supply – demand ratio
Top motivator for hiring: Diversify the team and pilot new markets
Johannesburg, South Africa
59%
Snapshot: Affordable salaries, a Europe-friendly time zone, and an established tech sector make Johannesburg an attractive choice.
Top motivator for hiring: Diversification
Kolkata, India
47%
Snapshot: Low salary costs combined with a large population make Kolkata a compelling option for tech talent
Top motivator for hiring: Diversification and market entry
Expert global recruitment insight 03
Actual and perceived obstacles to hiring internationally
We observe global salary increases as employers broaden their talent pools and candidates find more opportunities beyond their local area. To navigate this period of uncertainty, we recommend a move from hyper-growth to more efficient growth. Be responsive to what matters to employees, maintain focus on DEI initiatives, and keep nurturing your employer brand.
Josh Brenner, CEO at Hired_
01. The absence of a legal entity is viewed as a significant barrier to global hiring
Many companies depend on holding a legal entity to facilitate remote hiring.
Overall, 33% of respondents state they will not hire internationally without a legal entity.
Challenges companies encounter when hiring in new regions
0%
Language barriers
0%
Managing and integrating work across 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 simplifies and secures hiring overseas
Adopting practices beyond your current comfort zone can pay dividends for the right talent. Identifying untapped tech talent pools that meet your budget is the first step. Recruiting, onboarding, and managing those hires requires a change in mindset.
An Employer of Record (EOR) like Remote enables you to employ legally overseas. Remote maintains local legal entities worldwide to employ people on your behalf, handling payroll, benefits and taxation to ensure your company remains compliant and competitive in every market.
02. Legal requirements and cultural fit are a concern for hiring managers
Hiring managers who intend to hire tech talent in new regions express concern about two central aspects of remote work — how to employ people lawfully and how to successfully manage culture across a geographically diverse team.
Legal requirements
The survey reveals hiring managers are uneasy about remaining compliant when hiring beyond their borders. This is a genuine concern, yet one that can be navigated by companies committed to onboarding the right talent.
0%
show hesitance towards learning local legal requirements for hiring
0%
are worried about learning local payroll regulations.
0%
report that understanding local benefits packages is a challenge they prefer to avoid.
0%
express concern about managing payroll.
Working culture
The report indicates HR managers are highly concerned with inclusive hiring practices and with how a geographically dispersed remote team can operate effectively for the benefit of each employee and the organisation as a whole.
0%
Overcoming language barriers
0%
Integrating diverse work and management cultures into a cohesive, productive team
0%
Working across time zones
Expert global recruitment insight 04
Addressing obstacles to global hiring
The advantages of international hiring are clear and persuasive — it opens access to the world’s top talent and enables you to assemble genuinely diverse teams. Recruitment founded on shared values provides the basis for sustained success. Leaders who appoint new colleagues aligned with those values can cultivate an inclusive, equitable and trusting environment that enables a global team to thrive.
Anastasia Pshegodskaya, Director of Talent Acquisition, Remote
01. Experienced remote tech professionals are located worldwide
Knowledge workers adapt to remote team working relatively easily provided you take a globally inclusive approach to recruitment. Exceptional candidates are found across the world, but securing their skills requires a remote-first hiring strategy.
Action
Legally and compliantly hire a global workforce with ease
Hiring remote tech talent need not be complex. As the most trusted EOR in the sector, Remote removes the need for you to establish your own entity in every location — an expensive step that can restrict your ability to scale. Remote provides the assurance you need to be confident that you:
have the right contracts
be compliant with local labour laws and tax regulations
classify your employees and contractors correctly
Using Remote, you can legally, easily and rapidly hire people across the world. You can even provide your international employees with stock options in your company via Remote’s platform!
02. There is no one-size-fits-all global compensation plan
Expanding your team internationally brings substantial benefits, yet HR managers must overcome several hurdles when developing remote compensation plans to build a high-performing international workforce.
Employees will quickly notice if they are underpaid relative to colleagues and international market rates; however, paying everyone the same across locations is not straightforward.
Benefits packages also need to be tailored to different geographies.
Individuals with equivalent education, skills and experience should have access to a comparable lifestyle and disposable income in their country of residence.
Action
Provide competitive pay and benefits packages
Remote’s global employment platform reduces time, cost and effort by creating country-specific benefits packages at strongly negotiated rates. This enables you to offer equitable, best-in-class benefits to employees for a fraction of the expense of handling these matters independently or setting up a legal entity. You can even offer stock options to your international workforce.
03. Asynchronous work is central to globally successful teams
Asynchronous working enables a globally distributed team to maximise productivity regardless of time zones. Performance is assessed by the work completed rather than the hours each person spends online. The autonomy and flexibility to manage one’s own time is a powerful incentive for the world’s most talented and experienced tech professionals.
Many prospective employees bring years of experience delivering results in fully remote work environments.
Action
Establish intentional remote-first work practices
An asynchronous environment requires enhanced communication and documentation which, in turn, leads to improved employee morale and higher productivity.
Three pillars of asynchronous work
Multiplexing
Dividing work into smaller tasks to enable greater throughput and reduce bottlenecks.
Clear communication
Implementing best-practice documentation standards and favouring messaging over calls and meetings.
Decisive action
Empowering your team to exercise sound judgement and act rather than wait for direction.
04. Asynchronous work removes several barriers to global employment
An asynchronous way of working directly addresses many of the obstacles that deter hiring managers from embracing remote hiring. Intentionally inclusive work practices encourage diversity and allow a truly globally distributed team to prosper. Skilled remote tech professionals actively seek roles that promote life–work balance. That enables employers to support remote workers anywhere to work hours that suit their timezone and lifestyle. Beyond attracting top remote talent, implementing processes to manage a globally distributed team will maximise productivity while improving staff retention.
Implement inclusive policies to enhance efficiency and connection
Improve communication and documentation
Team communication improves through strong documentation, reducing reliance on real-time meetings and phone calls in favour of messaging and protecting uninterrupted focus time.
Managing multiple time zones
Asynchronous working benefits a global workforce by enabling continuous progress. Since immediate replies are not expected, workers can structure their day to suit personal productivity and lifestyle.
Acknowledge language barriers
English serves as the de facto language of technology and is the most widely used language globally. Asynchronous workflows support multilingual teams by allowing non-native speakers time to read and respond in their second language. Some roles do not require conversational fluency to deliver excellent work in an async environment.
Building team culture
Working asynchronously gives every person on the team an equal opportunity to participate and contribute, regardless of location. This flexible approach creates a new rhythm that builds trust, improves productivity and fosters psychological safety.
Employ with Remote
Deliberate remote-first practices and asynchronous workflows foster innovation and amplify the productivity of your global team. While it requires discipline to prepare robust documentation and move away from synchronous methods, the benefits significantly outweigh the drawbacks of traditional real-time workflows. In creating those documentation assets, you can transform your organisation into one prepared for the future of work. Diversity yields notable long-term advantages and embedding inclusion into the company culture is vital.
Remote can assist in removing the complexity of managing compliance with international legislation.
Establishing local entities overseas is typically prohibitive in terms of time and cost. We create our entities to meet the highest compliance standards so you can expand your global footprint with confidence.
About this study
Remote surveyed 1,485 decision-makers across six key markets who self-identified as currently hiring tech talent. The survey was conducted between 9 and 26 September 2022 in the United States, the United Kingdom, France, Germany, Sweden and the Netherlands, with approximately 200 respondents from each country.
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.