London
A vast pool of tech talent combined with intense demand and very high salary expectations.
Remote tech talent report
We surveyed over 1,400 hiring leaders worldwide who are actively sourcing skilled knowledge workers. The findings in this report, together with Remote’s expertise in global employment, distil into actionable guidance for employers aiming to attract and keep the best tech talent globally.
Download the Remote Tech Talent Report
Download the Remote Tech Talent Report
Uncovering the world’s best hidden tech talent
Gain direct perspective from more than 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 explored what hiring leaders consider when recruiting in emerging tech talent hubs. We set out to reveal barriers and misconceptions that may stop employers from discovering overlooked tech talent. With global economic pressures, finding and retaining the right people is more important than ever to remain competitive.
Nearly two-thirds of hiring managers plan to hire remotely and are considering both international and domestic markets to secure the skills they need.
It is encouraging that more organisations are adopting remote hiring. One crucial question, however, remains — and our report suggests several answers. As competition for knowledge workers rises and the business outlook becomes less predictable…
Are HR leaders looking for tech talent in the wrong places?
Those willing to explore markets beyond crowded tech hubs have the best shot at discovering underappreciated pockets of remote tech talent. This report shows that organisations prepared to build globally distributed teams can seize an untapped opportunity — and it’s more straightforward than many expect.
What are the main challenges in recruiting tech talent globally?
Gain direct perspective from more than 1,400 executives and hiring managers at organisations across Germany, the Netherlands, France, Sweden, the United Kingdom, and the United States.
This 2022 survey asked participants about recruiting in established talent centres such as New York, London, and Tokyo, alongside 15 emerging tech hubs around the globe.
Our survey discovered that hiring managers worry about remaining compliant.
38%
More than a third of respondents say they struggle to learn local legal requirements when hiring in new regions.
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
- The state of global tech talent recruitment and why some hiring managers hesitate to hire internationally
- Analysis of 15 emerging tech hubs and the specialist skills to prioritise in each market
- Insight into global compensation and guidance on developing fair salaries, benefits, and stock option plans
- The processes required to support high-performing remote workers, with tools and advice for building 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 hesitate to hire internationally
Insight into global compensation and guidance on developing fair salaries, benefits, and stock option plans
The processes required to support high-performing remote workers, with tools and advice for building a globally distributed team
Analysis of 15 emerging tech hubs and the specialist skills to prioritise in each market
Expert global recruitment insight 01
Businesses are hiring remotely for tech talent
Talent exists everywhere. There is considerable scope to tap emerging hubs and uncover standout candidates in locations many employers overlook. Given today’s environment, pragmatic companies are choosing a cost-efficient route by hiring remote talent from these growing centres.
Ilya Brotzky, CEO at VanHack
01. HR managers are becoming comfortable with global recruitment
65%
of hiring managers surveyed across the US, the UK, and Europe intend to recruit tech talent globally.
With remote work now an established part of professional life, hiring managers no longer feel confined by national borders when sourcing tech talent.
02. Global hiring is integrated into broader strategy
20%
of hiring managers report a local tech talent shortage, but many of the reasons for hiring abroad are strategic rather than reactive.
48%
Want to diversify their team
45%
Want to pilot new markets strategically
36%
Were enabled by the pandemic to broaden their search for talent
The scope for building capability now extends beyond specific roles or skills. HR managers are weighing all the advantages of a remote-first strategy.
Expert global recruitment insight 02
Emerging tech hubs offer competitive advantages
You can often recruit top-tier talent from another country that may be hard to access in your local market due to intense competition. Tech professionals outside established hubs tend to respond well to organisations that offer globally competitive compensation. Such roles can be transformational for candidates and their families, particularly in developing countries. In turn, employers benefit from greater motivation and loyalty.
Brett Jones, Co-founder at OFFERZEN
01
Most hiring managers are still looking at home
Most respondents continue to search for new talent within their own country.
USA
Share: 0%
UK
0%
France
0%
Germany
0%
Sweden
0%
Netherlands
0%
Focusing domestically is acceptable, but it also means hiring managers may miss rich candidate pools in both established and emerging tech hubs.
02
International hiring is concentrated in saturated markets
When entering global markets, hiring managers largely stick to established tech talent hubs.
London
0%
Paris
0%
Berlin
0%
New York City
0%
San Francisco
Share: 0%
Tokyo
Share: 0%
With so many employers targeting the same places for the same roles, traditional tech hubs are becoming extremely competitive.
Berlin
One of the smaller European tech hubs, with less competition and lower average salaries.
New York City
A large talent pool met by strong demand for tech skills, making New York a very competitive market.
San Francisco
The greatest concentration of elite tech talent comes with the highest salary costs of all.
Tokyo
Lower employment costs and salary expectations, though the time difference can be challenging 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 some of these emerging cities are clearly gaining traction with hiring managers, they remain less sought-after than the established — and highly competitive — traditional tech hubs.
Snapshot of unexplored emerging tech markets around the world
Mexico City, Mexico
65%
Snapshot: A busy startup and fintech ecosystem is helping to grow a community of tech talent.
Top motivator for hiring: Giving opportunities to new talent
Budapest, Hungary
63%
Snapshot: A flourishing tech community with a balanced supply-demand ratio.
Top motivator for hiring: Diversify our team and pilot new markets
Johannesburg, South Africa
59%
Snapshot: Competitive salaries, a timezone compatible with Europe, and an established tech sector make Johannesburg an attractive choice.
Top motivator for hiring: Diversification
Kolkata, India
47%
Snapshot: Low salary levels combined with a large population make Kolkata a serious contender for tech hiring.
Top motivator for hiring: Diversification and market entry
Expert global recruitment insight 03
Real and perceived obstacles to hiring internationally
We are seeing salaries rise globally as employers widen their talent searches and candidates find more opportunities beyond their local markets. To navigate this period of uncertainty, we advise shifting from hyper-growth to more efficient expansion. Stay attuned to what matters to employees, maintain momentum on DEI initiatives, and keep investing in your employer brand.
Josh Brenner, CEO at Hired_
01. Not having a legal entity is viewed as a significant obstacle to global hiring
Many firms depend on having a legal entity to facilitate remote hiring.
Overall, 33% of respondents say they will not hire internationally without a legal entity.
Challenges organisations encounter when hiring in new regions
0%
Language barriers
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 simplifies hiring abroad and keeps it secure
Making changes outside your usual comfort zone can be worthwhile when it uncovers the right talent. Knowing where to find untapped tech talent that fits your budget is the first move. Hiring, onboarding, and managing those hires requires a shift in approach.
An Employer of Record (EOR) like Remote enables you to hire legally abroad. Remote maintains local legal entities worldwide to employ people on your behalf and handles payroll, benefits, and taxation so your company stays compliant and competitive in each market.
02. Legal requirements and cultural fit worry hiring managers
Hiring managers who intend to hire tech talent in new regions are chiefly concerned with two remote-work areas — how to employ people legally and how to manage culture successfully across a geographically diverse team.
Legal requirements
The survey indicates hiring managers are nervous about compliance when recruiting outside their country. It is a legitimate worry but one that companies serious about hiring the right people can manage.
0%
show hesitance to learning local legal requirements for hiring
0%
worry about learning about local payroll regulations.
0%
say understanding local benefits packages is a challenge they prefer not to tackle.
0%
are concerned about managing payroll.
Working culture
The report shows HR leaders are highly focused on inclusive hiring practices and on ensuring a globally remote team can collaborate effectively, for the benefit of individual employees and the business as a whole.
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 advantages of international hiring are clear — you can open access to the world’s top talent and build genuinely diverse teams. Value-based recruitment lays the groundwork for long-term success. Leaders who add people with shared values create an inclusive, equitable, and trusting culture that enables a global team to perform at its best.
Anastasia Pshegodskaya, Director of Talent Acquisition. Remote
01. Experienced remote tech professionals are distributed around the world
Knowledge workers adapt well to remote teams provided you adopt a globally inclusive recruitment approach. Excellent candidates are spread across the globe, but hiring them requires a deliberate remote-first strategy.
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 sector, Remote removes the need to set up a local entity in every location — a costly and time-consuming process that can slow scaling. Remote gives you the assurance that you:
have the correct contracts
comply with local employment laws and tax rules
classify employees and contractors correctly
You can hire people worldwide with Remote legally, quickly, and simply. You can even grant international employees share options in your company using Remote’s platform!
02. There is no single global compensation plan that fits all
Expanding your team internationally brings big benefits, but HR leaders face challenges when creating remote compensation plans that support a high-performing international workforce.
Employees quickly notice if they are paid less than colleagues or international market rates, but equalising pay across locations is not straightforward.
Benefits packages also need to be tailored to different geographies.
People with equivalent education, skills, and experience should enjoy comparable lifestyles and disposable income in their country of residence.
Action
Provide competitive pay and benefits packages
Remote’s global employment platform saves time and cost by building country-specific benefits packages at heavily negotiated rates. You can offer equitable, market-leading benefits to employees far more cheaply than navigating options independently or creating a legal entity. You can even offer share options to your international workforce.
03. Asynchronous work underpins successful global teams
Asynchronous (async) working lets a distributed team maximise output irrespective of time zones. Performance is judged on delivered work rather than when people worked. Autonomy and flexibility are powerful draws for top remote tech talent.
Many prospective hires already have extensive experience working productively in fully remote setups.
Action
Create deliberate remote-first work practices
An async environment demands stronger communication and documentation standards, which in turn improves morale and productivity.
Three pillars of async work
Multiplexing
Divide work into smaller tasks to increase throughput and reduce bottlenecks.
Communication
Adopt strong documentation practices and favour messaging over calls and meetings.
Action
Empower your team to take initiative rather than wait for direction.
04. Async work removes several barriers to global hiring
An async approach addresses many of the obstacles that deter hiring managers from embracing remote work. Deliberately inclusive practices foster diversity and allow truly distributed teams to prosper. Skilled remote tech professionals often prioritise life-work balance. Employers can support remote workers to structure their day around time zones and personal routines. Beyond attracting top remote talent, building processes to manage a distributed team will increase productivity and improve retention.
Establish inclusive policies to boost efficiency and connection
Improve communication and documentation
Team communication improves with solid documentation, reducing reliance on real-time meetings in favour of messaging and protected focus time.
Managing multiple time zones
Async working supports a global workforce by enabling continuous progress. With no expectation of instant replies, people can plan their day for optimal productivity and personal circumstances.
Acknowledge language barriers
English is the de facto language of tech and widely used globally. Async workflows benefit 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 results within an async environment.
Building team culture
Async working gives every team member an equal chance to contribute, irrespective of location. This way of working builds trust, improves productivity, and fosters psychological safety.
Employ with Remote
Deliberate remote-first practices and async workflows drive innovation and boost productivity across your global team. While creating robust documentation and reducing real-time workflows requires discipline, the benefits outweigh the drawbacks of synchronous working. As you build those documentation assets, you can position your organisation for the future of work. Diversity delivers long-term value and an inclusive culture embedded across the company.
Remote can help you remove the complexity of complying with international law.
Establishing local entities abroad is usually costly and time-consuming. We set up entities to meet stringent 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 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 roughly 200 respondents.
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.