London
A huge pool of tech talent combined with intense demand and very high salary expectations.
Remote tech talent report
More than 1,400 hiring managers worldwide were surveyed as they sought to locate and recruit skilled knowledge workers. This research, combined with Remote’s internal expertise in global employment, has been synthesised into practical guidance for employers aiming to attract and retain the best tech talent on the planet.
Download the Remote Tech Talent Report
Download the Remote Tech Talent Report
Revealing the world’s best hidden tech talent
Gain direct insight from over 1,400 executives and hiring managers at organisations in Germany, the Netherlands, France, Sweden, the United Kingdom, and the United States.
Remote’s Tech Talent Report asked participants about the factors that matter when hiring in emerging tech talent hubs worldwide. We set out to expose perceived obstacles and misconceptions that may be stopping employers from finding overlooked tech talent. With increasing economic pressure around the globe, securing and keeping the right people has never been more important to stay competitive.
Almost two-thirds of hiring managers plan to hire remotely and are weighing both international and domestic markets to source necessary skills.
It is encouraging that more companies are adopting remote hiring. One important question remains, and our report offers likely answers. As competition for knowledge workers intensifies and the business environment becomes less certain…
Are HR leaders searching for tech talent in the wrong places?
Those open to exploring new markets outside of saturated technology hubs stand the best chance of finding underappreciated pockets of remote tech talent. Our report shows that forward-looking organisations ready to build globally distributed teams can capitalise on an untapped opportunity — and it is easier than many assume.
What are the main challenges of global tech recruitment?
Get direct insight from over 1,400 executives and hiring managers from organisations across Germany, the Netherlands, France, Sweden, the United Kingdom, and the United States.
This 2022 survey asked participants about hiring in established talent hotspots such as New York, London, and Tokyo, as well as 15 emerging tech hubs around the world.
Our survey revealed that hiring managers are wary about staying compliant.
38%
Over a third of respondents report feeling challenged by the task of learning local legal hiring requirements in new regions.
Download the report to discover how straightforward it can be to realise the benefits of international employment quickly, securely, and with minimal risk.
What you will learn
- The state of global tech talent recruitment and why some hiring managers are reluctant to hire internationally
- Analysis of 15 emerging tech hubs and the specialist skills to look for in each market
- Insight into global compensation and how to design equitable salaries, benefits, and stock option plans
- The processes required to support high-performing remote workers, with resources and advice on 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 are reluctant to hire internationally
Insight into global compensation and how to develop fair salaries, benefits, and stock option plans
The processes needed to enable high-performing remote workers, with resources and guidance on building a globally distributed team
Analysis of 15 emerging tech hubs and the specialist skills to target in each market
Expert global recruitment insight 01
Businesses are hiring remotely for tech talent
Talent exists everywhere. There is significant opportunity to tap into emerging hubs and uncover exceptional candidates in places many employers overlook. In the current environment, prudent companies are taking a cost-effective approach by hiring remote talent from these growing centres.
Ilya Brotzky, CEO at VanHack
01. HR managers are growing comfortable with global recruitment
65%
of hiring managers surveyed in the US, the UK, and Europe are looking to recruit tech talent globally.
With remote work firmly embedded in global working life, hiring managers no longer feel limited by national borders when sourcing tech talent.
02. Global hiring is part of a broader strategy
20%
of hiring managers report experiencing a domestic tech talent shortage; however, most drivers for international hiring are strategic in nature.
48%
Want to diversify their team
45%
Want to trial new markets strategically
36%
Were enabled by the pandemic to extend their talent search
The opportunity to build capability now goes beyond particular roles or skill sets. HR managers are weighing all the advantages of a remote-first approach.
Expert global recruitment insight 02
Emerging tech hubs offer distinct advantages
You can often attract a country’s top-tier talent that may be out of reach in your local market due to intense competition. Tech professionals outside saturated hubs tend to respond well to organisations offering globally competitive compensation. Such opportunities can be life-changing for international candidates and their families, particularly in developing countries. You should expect higher motivation and loyalty in return.
Brett Jones, Co-founder at OFFERZEN
01
Most hiring managers are still focusing on their domestic market
A large proportion of respondents remain focused on sourcing new talent within their own country.
USA
0%
UK
0%
France
0%
Germany
0%
Sweden
0%
Netherlands
0%
A domestic focus is acceptable, but it also means hiring managers may be missing rich candidate pools in both established and emerging tech hubs.
02
International hiring is concentrated in familiar markets
When entering global markets, hiring managers tend to focus on existing tech talent hubs in large numbers.
London
0%
Paris
0%
Berlin
0%
New York City
0%
San Francisco
0%
Tokyo
0%
With so many people looking in the same places for the same roles, traditional tech hubs are becoming extremely competitive.
Berlin
A smaller European tech hub with less competition and lower average salaries.
New York City
A large talent pool matched by substantial demand for tech skills, making New York a highly competitive market.
San Francisco
The greatest concentration of elite tech talent, accompanied by the highest salary costs of all.
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 demand in some of these emerging cities is clearly rising among hiring managers, they remain less popular than the well-known — and highly competitive — traditional tech hubs.
Snapshot of unexplored emerging tech markets around the world
Mexico City, Mexico
65%
Snapshot: A booming startup and fintech ecosystem is cultivating a growing community of tech talent.
Top motivator for hiring: Giving opportunities to new talent
Budapest, Hungary
63%
Snapshot: A thriving tech community and a moderate supply–demand balance
Top motivator for hiring: Diversify our team and trial 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: Affordable salaries combined with a very large population make Kolkata a serious option for tech talent
Top motivator for hiring: Diversification and entering new markets
Expert global recruitment insight 03
Real and perceived obstacles to hiring internationally
We are seeing salaries rise globally as employers widen their talent pools and candidates find more opportunities beyond their local markets. To weather this period of uncertainty, we advise shifting from hyper-growth to more efficient growth. Be responsive to what matters to employees, remain committed to DEI initiatives, and continue to invest in your employer brand.
Josh Brenner, CEO at Hired_
01. Lacking a legal entity is seen as a major barrier to global hiring
Many companies depend on having a legal entity to hire remotely.
Overall, 33% of respondents say they will not hire internationally without one.
Challenges businesses face when hiring in new regions
0%
Language barriers
0%
Managing and blending 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
Working with an EOR makes hiring abroad straightforward and secure
Making adjustments that fall outside your current comfort zone can be worthwhile when pursuing the right talent. Knowing where to locate untapped tech talent pools that match your budget is the first step. Hiring, onboarding, and managing those people requires a shift in mindset.
An Employer of Record (EOR) like Remote enables you to hire legally overseas. Remote holds local legal entities worldwide to employ on your behalf, managing payroll, benefits, and taxation to keep your company compliant and competitive in every market.
02. Legal requirements and cultural fit concern hiring managers
Hiring managers who do plan to hire tech talent in new regions are worried about two core aspects of remote work — how to employ people legally and how to manage culture successfully across a geographically diverse team.
Legal requirements
The survey indicates hiring managers are cautious about maintaining compliance when recruiting outside their own country. It is a valid concern, but a manageable one for companies committed to bringing in the right talent.
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 take on.
0%
are concerned about managing payroll.
Working culture
The report highlights HR managers’ strong concerns about inclusive hiring practices and how to ensure a globally remote team can work together effectively, for the benefit of individual employees and the organisation.
0%
overcoming language barriers
0%
merging different work and management cultures into one productive team
0%
working across time zones
Expert global recruitment insight 04
Overcoming barriers to global hiring
The upside of international hiring is clear and persuasive — you instantly open access to some of the world’s best talent. Equally important, you can assemble a truly diverse team. Value-based recruitment lays the groundwork for lasting success. Leaders who hire people who share company values can create an inclusive, equitable, and trusting environment that enables a global team to flourish.
Anastasia Pshegodskaya, Director of Talent Acquisition. Remote
01. Experienced remote tech professionals are located across the world
Knowledge workers adapt to remote teams with relative ease if you apply a globally inclusive recruitment approach. Excellent candidates exist worldwide, but acquiring their skills requires a deliberate remote-first hiring strategy.
Action
Hire a global workforce legally and compliantly with ease
Hiring remote tech talent does not have to be complicated. As the most trusted EOR in the market, Remote removes the need for you to set up an entity in every country — a costly effort that can limit your ability to scale. Remote gives you the assurance that you:
have the right contracts
are compliant with local employment laws and tax rules
classify employees and contractors correctly
You can legally, easily, and quickly hire people around the world with Remote. You can even grant international employees share options in your business using Remote’s platform!
02. There is no single global compensation plan that fits all
Expanding your team internationally can deliver major advantages, but HR managers must address several issues when crafting remote compensation plans that support a high-performing international workforce.
Employees quickly notice if they are being underpaid relative to colleagues and international market rates, but paying everyone the same is not necessarily the right solution.
Benefits packages also need to be tailored for different geographies.
People 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 saves time, money, and effort by building country-specific benefits packages at highly negotiated rates. You can offer equitable, best-in-class benefits to employees at a fraction of the cost of managing things independently or setting up a legal entity. You can even offer share options to your international workforce.
03. Asynchronous work unlocks success for global teams
Asynchronous (async) work allows globally distributed teams to achieve maximum productivity regardless of time differences. Performance is judged by completed work rather than when people are online. Autonomy and flexible hours are strong incentives for the most skilled and experienced tech professionals worldwide.
Many potential employees have extensive experience delivering results in fully remote environments.
Action
Establish intentional remote-first work practices
An async work model demands better communication and documentation, which in turn raises employee morale and productivity.
Three pillars of async work
Multiplexing
Divide work into smaller tasks to enable more parallel progress while reducing bottlenecks.
Communication
Adopt documentation best practices and favour messaging over meetings and calls.
Action
Empower your team to make decisions and act, rather than waiting for direction.
04. Async work removes several barriers to global hiring
An async working style directly addresses many of the obstacles that make hiring managers hesitant about remote work. Deliberately inclusive practices support diversity and enable a truly global team to thrive. Skilled remote tech professionals often seek roles that promote life–work balance. This allows employers to let remote workers organise their day to suit their time zone and lifestyle. Beyond attracting top remote talent, implementing processes to run a globally distributed team will boost productivity and improve retention.
Create inclusive policies to build efficiency and connection
Improve communication and documentation
Team communication improves with solid documentation, reducing the reliance on real-time meetings and phone calls in favour of messaging and respecting focused work time.
Managing multiple time zones
Async working benefits a global workforce by enabling continuous progress. Because instant replies are not expected, people can organise their day around peak personal productivity and lifestyle.
Acknowledge language barriers
English is the de facto language of technology and is widely spoken globally. Async workflows help multilingual teams by giving non-native speakers time to read and compose replies. Some roles do not require conversational fluency to produce excellent work within an async model.
Building team culture
Async working gives every team member an equal chance to participate and contribute, no matter where they are based. This flexible rhythm builds trust, improves productivity and fosters psychological safety.
Employ with Remote
Deliberate remote-first practices and async workflows drive innovation and enhance the productivity of a global team. Although it requires discipline to produce good documentation and move away from synchronous workflows, the benefits outweigh the drawbacks of traditional real-time working. Developing those documentation assets can transform your organisation into one prepared for the future of work. Diversity delivers significant long-term benefits and embedding inclusion into your culture strengthens the company.
Remote can help you remove the complexity of complying with international legislation.
Establishing local entities abroad is almost always costly and time-consuming. We set up our entities to meet the highest compliance standards so you can scale your global presence with confidence.
About this study
Remote surveyed 1,485 decision-makers across six key markets who identified themselves as actively 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, with roughly 200 respondents from each country.
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