Are HR leaders searching for technology talent in the wrong places?

Those willing to investigate markets beyond overcrowded technology hubs are most likely to discover overlooked clusters of remote tech talent. The report shows ambitious organisations that are prepared to build globally distributed teams can seize an untapped opportunity — and it is easier than many expect.

What are the main obstacles in global tech recruitment?

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 2022 survey questioned participants on the key factors when hiring in established talent hotspots such as New York, London, and Tokyo, as well as in 15 emerging tech talent hubs around the globe.

The survey revealed hiring managers are concerned about remaining compliant.

38%

More than a third of respondents report difficulty understanding local legal requirements when hiring in new regions.

Download the report to see how straightforward it is to secure the benefits of international employment quickly, securely and with minimal risk.

Authoritative global recruitment insight 02

Emerging tech hubs provide competitive advantages

It is frequently possible to recruit top-tier talent from abroad who are otherwise unreachable in your domestic market due to intense competition. Tech specialists based beyond the traditional, overcrowded hubs tend to respond better to established organisations that offer globally competitive compensation. For candidates in developing countries — and their families — such roles can be transformative. In turn, you can expect higher levels of engagement and loyalty.

Brett Jones, Co-founder at OFFERZEN

02. Legal requirements and cultural fit worry hiring managers

Hiring managers who intend to hire tech talent in new regions are concerned about two key aspects of remote work — the legalities of employing people and how best to manage culture across a geographically dispersed team.

Legal requirements

The survey shows hiring managers are apprehensive about staying compliant when hiring outside of their own country. It’s a real concern, but a navigable one for companies serious about onboarding the right talent.

Expert insights on global recruitment 04

Removing common barriers to global hiring

The advantages of recruiting internationally are clear — you immediately unlock access to the world’s leading talent. Crucially, this also lets you create a genuinely diverse team. Recruitment grounded in shared values establishes the platform for lasting success. Leaders who welcome new team members whose values align with the organisation foster an inclusive, equitable and trust-based culture that enables a global team to succeed.

Anastasia Pshegodskaya, Director of Talent Acquisition. Remote

01. Experienced remote tech professionals are located across the globe

Knowledge workers can adapt to working in remote teams fairly quickly provided you take a globally inclusive approach to recruitment. Exceptional candidates exist worldwide, however securing their expertise requires a fresh remote-first hiring approach.

Action

Employ a global workforce legally, compliantly and with ease

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

• have the correct contracts

• ensure compliance with local employment laws and tax regulations

• classify your employees and contractors correctly

Remote lets you employ people across the globe legally, simply and swiftly. You can even offer your international employees share options through Remote’s platform!

02. No one global compensation plan fits all

Growing your team globally can bring significant advantages, yet HR managers must overcome several challenges when developing remote compensation plans to create a high-performing international workforce.

• Employees soon notice if their pay falls behind that of colleagues or international market rates, but simply paying everyone the same is not always the right answer.

• Benefits packages also need to be tailored across different geographies.

• Individuals with similar education, skills and experience should be able to access 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 time, cost and effort by creating country-specific benefits packages at highly negotiated prices. You can provide equitable, market-leading benefits to your employees for a fraction of the expense of managing this yourself or establishing a legal entity. You can even offer share options to your international workforce.

03. Asynchronous work is essential for globally successful teams

Working asynchronously (async) enables a geographically distributed team to maximise output regardless of time zones. Success is judged by the work completed rather than who worked at which hours. The chance to operate with autonomy and flexibility is a strong motivator for the world’s most capable and experienced tech professionals.

Many prospective hires already have years of experience delivering results productively in fully remote settings.

Action

Create deliberate remote-first work practices

An async work environment depends on clearer communication and thorough documentation which, in turn, improves employee morale and boosts productivity.

04. Async working eliminates several obstacles to global collaboration

An asynchronous approach to working directly removes many of the obstacles that prevent hiring managers from adopting remote arrangements. Deliberately inclusive work practices promote diversity and enable a genuinely globally distributed team to thrive. Experienced remote tech professionals are actively seeking positions that support a healthy balance between life and work. Consequently, employers can permit remote workers anywhere to follow hours that suit their time zone and lifestyle. Beyond attracting top remote talent, implementing processes to manage a globally distributed team will maximise productivity and help improve staff retention.

Employ with Remote

Deliberate remote-first working practices and asynchronous workflows encourage innovation and maximise the productivity of your global team. Although it takes discipline to prepare strong documentation and to move away from real-time collaboration, the advantages outweigh the drawbacks of traditional synchronous approaches. In developing those documentation assets, your organisation can be prepared for the future of work. Diversity offers substantial long-term benefits and a culture of inclusion embedded in the company strengthens performance.

Remote can simplify the burden of managing compliance with international legislation.

Establishing local entities overseas is typically prohibitive in both cost and time. We establish our entities to meet the highest standards of compliance so you can grow 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 was carried out between 9 and 26 September 2022 in the United States, the United Kingdom, France, Germany, Sweden and the Netherlands. Each country supplied around 200 respondents to the survey.

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