You’ve just touched down in a new and exciting place, ready to explore and get familiar with the area. However, you soon run into a sticky situation. The problem? You can’t get in touch with anyone.

For digital nomads and expats, staying wired to a mobile network is not only important for professional reasons, but for personal ones, too. That’s why, for most people, the first thing to do when landing in a foreign country is to go to the store and get a physical SIM card.

But did you know that that’s not your only option? eSIMs offer a hassle-free and convenient alternative.

eSIM technology is rapidly gaining traction as more major companies, including Apple, Google, and Samsung, integrate it into their devices. In fact, the market of eSIM tech is projected to reach $16.3 billion in revenue by 2027, and the number of eSIM-capable device shipments is expected to hit 14 billion by 2030!

With this in mind, let’s take a look at the differences between eSIMs and physical SIM cards so that you can decide which one is right for your needs if you’re moving to a new country or travelling while you work.

What is an eSIM?

An eSIM, or embedded SIM, is a small chip built directly into your device. This means no more fumbling with physical SIM cards to activate your mobile plan. With an eSIM, switching carriers (aka mobile network operators) is as simple as downloading a new profile.

You could be in a foreign country and, from the comfort of your hotel room, instantly connect to a local plan. It’s a game-changer for frequent travellers who need flexibility on the go.

The best part? You can store multiple profiles and switch between them whenever you need to. This is ideal if you travel to the same countries frequently and want to keep profiles for each.

Physical SIM cards

The classic physical SIM card has been our reliable sidekick for years. Just pop it into your phone, and you’re all set, right? But let’s be honest, while they’ve done the job, they’re not exactly the most convenient. This is especially true if you’re the kind of person who’s always jetting off to new places.

Every time you land in a new country, the SIM card shuffle begins. You’ve got to find a local shop, grab a new one, and somehow make sure you don’t misplace your old SIM.

And if you’re carrying multiple cards, it’s like trying to juggle your passport, tickets, and baggage all at once (way too much to handle)!

eSIM vs physical SIM: The key differences

Convenience

When it comes to sheer convenience, eSIMs undoubtedly surpass traditional SIM cards. With an eSIM, switching between different mobile plans is as simple as a few taps on your phone. This streamlined process is especially useful for people who often travel between foreign countries or regions.

On the flip side, physical SIM cards demand a bit more effort. If you’re in a new area and need a local plan, acquiring and inserting a new SIM can take up more time and cause some hassle.

Flexibility and multi-network access

Flexibility is another significant advantage of eSIMs. These chips allow users to store multiple carrier profiles on a single device, enabling easy network switching depending on location. This feature is particularly appealing to those who travel extensively and want to optimise their connectivity options.

In contrast, managing multiple physical SIM cards requires careful organisation. There’s always the risk of losing or misplacing a card. For those who value convenience, the eSIM offers a clear edge.

Security

eSIMs possess greater security since they are incorporated into the mobile phone itself and are therefore less likely to be lost or stolen. Plus, the operation of changing carriers can be done remotely from anywhere – as long as you have an internet connection. The result? Increased security and simplicity.

Physical SIM cards are more vulnerable. Not only can they be lost, but they can also be tampered with, which poses a significant security risk.

Availability and network carrier support

While eSIMs are rapidly gaining popularity, especially with major brands like Apple, Samsung, and Google leading the charge, they’re not universally available yet. So, not every carrier supports them.

Fortunately, this is changing. Take Yesim (promo code: YESIMRELOCATE2), for example. They’ve partnered with over 200 local operators worldwide, allowing you to connect to local networks directly from your phone (no more fumbling with SIM swaps) whenever you arrive in a new country.

Physical SIM cards are still widely used too, and you can easily find them at local stores and airports. However, hunting for a new one every time you travel can be a hassle. Plus, once you commit to a physical SIM, you’re tied to one provider, which can mean unreliable service in some areas.

So, which is better for digital nomads and expats?

Digital nomads, who need uninterrupted internet access and freedom, can really benefit from eSIMs. Being able to manage your mobile plan directly from your phone offers incredible convenience, especially when you’re constantly on the move. It’s the perfect mix of practicality and freedom, helping you stay connected wherever you are.

eSIMs are also super practical for expats, as you can store multiple carrier profiles and switch between them as you travel back and forth from your home country to your current one.

On the other hand, if you move to a single place and stay there for a considerable time, then a SIM card will do the job just fine.

At the end of the day, determining the places you most frequently travel to, identifying your needs regarding internet access and your personal preferences will guide your choice.

Both options have their advantages, but with the advancement of technology and global mobility, eSIMs are becoming the most chosen option for people who are always on the move.

Key takeaways

The convenience and security of an eSIM are hard to ignore as you can hop between providers without going through the fuss of changing physical SIM cards.
If you’re always on the move, no need to chase down local SIM cards – just switch to a new plan digitally and keep yourself online.

While conventional SIM cards may cater to those whose needs are tied to a specific locale, the flexibility offered by an eSIM is tough competition. The one you choose really depends on your travelling patterns and requirements for staying connected.

In a time where constant connection is a must, choosing an efficient mobile solution can only simplify adapting to new places. Keen to experience living and working abroad? Check out our job board on Relocate.me for opportunities that offer an international move.

If you’re considering a move abroad, the best way to ensure a stress-free move is by landing a job with a company that offers relocation assistance. With the Employee Relocation Services industry expected to grow by 1.2% in 2024, it’s clear that more and more of us are taking the plunge and moving for work.

Europe is quickly becoming a hotspot, eyeing over 25.2% of the market share in 2023 due to its attractive job market for expats​​. Meanwhile, North America still remains the biggest player, holding more than 41% of the market, thanks to a high volume of corporate moves and a wealth of relocation services​​. Then comes the Asia Pacific region, the fastest-growing market with a compound annual growth rate (CAGR) of over 22.3%, powered by economic booms in countries like China, India, and Singapore​​.

But here’s the catch: while relocating is enticing, negotiating your relocation package can be daunting. But, lucky for you, this article simplifies that process. We’ll arm you with actionable steps and insights to ensure you secure a relocation package that suits your needs. So, let’s dive in and prepare you for your upcoming move.

What is a relocation package?

A relocation package is your compensation for moving, provided by your employer to help make the transition to your new job location smoother. Think of it as a bundle of support services and financial aid designed to cover the costs and logistical headaches associated with moving for work. Depending on the company — and your negotiation skills — these packages can vary greatly, from a simple lump sum payment to a comprehensive package of services and aid.

At the heart of it, basic packages usually cover the essentials: think of visa support to ensure you’re legally allowed to work in your new country and moving expenses to transport your belongings from A to B. These are your foundational blocks, ensuring you can legally enter and settle in your new home.

On the flip side, advanced packages are like the deluxe version of relocation assistance. They go above and beyond, offering housing assistance to help you find a place to live — sometimes covering real estate agent fees or temporary accommodation until you find your feet. There’s also adaptation aid, which can include anything from language classes to help you blend in faster to cultural training that eases your transition into a new way of life.

Looking for jobs with relocation packages? →

Why should you negotiate?

Negotiating your relocation package involves ensuring it thoroughly supports your move, demonstrating your value to the company, and setting yourself up successfully in your new role. Be aware that some companies might initially offer limited support, such as only providing visa assistance. The richness of your package can depend significantly on how much the company needs you and your negotiating skills.

It’s common for HR departments and companies to offer the basics first. It falls on you to request more comprehensive support that meets all your needs. If you’re in a position where the company is eager to have you, you’ll likely have the leverage to enhance your relocation package.

So, when you are preparing for this phase, keep the following in mind:

• No two moves are the same. Negotiating lets you tweak the package to fit exactly what you need, from housing to schools for your kids.
• Companies offer a wide range of relocation support. Through negotiation, you make sure that your package not only covers what you need for a comfortable move but also addresses expenses so that accepting the job doesn’t result in financial loss for you.
• Sometimes, standard packages skip over the small stuff. Negotiating can add in those extras, like finding a flat or providing temporary stay stipend.
• One size doesn’t fit all. With no standard relocation package across the industry and variations between roles and company sizes, you have the opportunity to negotiate a deal tailored to your unique situation. Larger firms may have set packages, but in smaller companies, or for different seniority levels, you’ll likely need to negotiate. 
• Get the most out of it. It’s about getting the maximum support possible. This could mean more money, longer temporary housing, or coverage for those just-in-case scenarios.

Before you begin: Research and preparation

Prepare yourself for the negotiation process by following these steps:

Step 1: Understand standard packages

Industry norms: Start by exploring the typical components included in relocation packages within your industry. These often cover essentials such as moving costs and visa assistance.

Role-specific offers: Keep in mind that offers can vary based on your role and experience. For instance, tech positions might come with more comprehensive relocation benefits — especially because companies are in desperate need.

Company precedents: Look into any existing standards for relocation packages offered by your company or others within the same sector (examples here), especially for employees moving to your intended destination. Check Glassdoor or Blind to see what others have been offered to get a ballpark idea of what you should be offered.

Step 2: Assess your needs

Make a list: Compile a detailed list of all the costs associated with your relocation. This should include visa processing, flights, first the month’s rent & deposit, moving your belongings, and any initial settling-in necessities.

Prioritise: Arrange these needs in order of importance. Critical elements like housing, flights and moving costs should be at the top of your list.

Step 3: Calculate estimated costs

Here’s a practical example, moving from the US to the UK. To calculate the estimated costs of relocating from the US to the UK, let’s break down each component involved in the move. This example will guide you through estimating the total expenses to comprehensively understand your budget needs.

Shipping your belongings

• Cost factors: Choose between sea freight or air freight, consider the volume or weight of your goods, account for the journey distance, and factor in the destination port’s customs duties and the time of year.
• Estimated cost: Ranges from $1,265.7 to $6,328.5, depending on the above factors.

Packing and unpacking services

• Estimated cost: Starting at approximately $126.57 for half a 20ft container (15 cubic meters), with costs increasing with more cargo.

Removals insurance

• Estimated cost: Insurance costs are based on the declared value of your goods, usually ranging from 0.6% to 4% of the total value.

Hiring storage space

• Estimated cost: In the UK, a 100 sq ft storage unit costs about $126.57 per month. In US cities like Los Angeles, this can exceed $200 per month.

Transferring money abroad

• Recommendation: Use services like Wise for lower fees and real exchange rates, potentially saving up to 8x compared to high street banks.

Renting a property

• Estimated cost: For a 1-bedroom apartment in central London, expect to pay around $2,796.96 per month.

Getting a visa

• Estimated cost: Visa fees range from $912 to $1,900, with prices varying across Europe.

Booking flights

• Estimated cost: Starting from $920, depending on the specific city locations.

Moving your pets

• Estimated cost: Expect to pay between $2,500 and $3,000, based on airline, pet size, and travel arrangements.

Buying new furniture

• Estimated Cost: Furnishing a 2-bedroom house typically costs around $7,000.

The estimated costs for this specific example come to approximately $19,120.92. This figure should be seen as a general guide, with actual costs likely to vary depending on specific circumstances and the chosen services. It’s important to note that costs can significantly differ for a single person compared to a family, affecting the overall expense of the move.

What you should take away from this is that this is the approximate ballpark you are looking at, and that you should account for all of the above-mentioned categories when calculating your estimated costs — making sure that you are prepared to negotiate your relocation package.

How to negotiate your relocation package

Negotiating your relocation package effectively hinges on being well-prepared, direct, and clear about your needs. The timing is crucial; the ideal moments for this discussion are during the interview stages and before signing the contract. Here’s how to approach it:

Step 1: Initiate the conversation

Start the dialogue with your new employer by expressing excitement about the opportunity and then segue into discussing the logistics of your move. In fact, you will probably be asked this straight up if it’s a relocation role or you are interviewing from overseas.

Step 2: Present your case

Use the research and cost estimates you’ve gathered to back up your requests. Explain how each component of the relocation package is crucial for a smooth transition. 

You might say, “Based on my research, shipping my household from the US to the EU is approximately $5,000. Covering this expense would significantly ease my move and allow me to focus fully on my new role from day one.”

Step 3: Discuss specifics

Visa and paperwork support: Start by checking if the company has a go-to service for visas and paperwork. If they don’t, suggest the idea of getting external help.

“Dealing with visa stuff can get pretty complicated. Does the company use a specific service for this? If we need to find someone else to help out, it might cost about $1,000. Would the company be okay with covering that if it comes to it?”

Moving expenses: Detail the costs involved, like shipping a 20-foot container or flights for your family. If the offered package is not a lump sum, usually they will ask you for all the bills and reimburse the costs.

“For my family and me to move comfortably, covering the shipping and flights, which total around $7,000, would be incredibly helpful.”

Housing assistance: Talk about the initial costs of securing housing. 

“Temporary lodging and real estate services are key for us to find a suitable home quickly. I’ve estimated these costs at around $3,000 for the first month.”

Adaptation support: Discuss how language courses or other adjustment services, often covered by the company’s learning and development budget or provided in-house — especially in startups — can aid you and your family.

“Language courses for us to integrate more smoothly into our new community would cost about $500. Including this in the package would really support our transition.”

Step 4: Understand compromises

Acknowledge that it might not be possible to cover all costs — especially when it comes to smaller companies — and suggest alternatives. 

“I understand budget constraints may not allow for full coverage of these costs. Would it be possible to consider a lump-sum payment or partial reimbursements? This could give me the flexibility to allocate funds where they’re most needed.”

By being clear, factual, and reasonable, you can navigate the negotiation process effectively, ensuring both you and your employer are satisfied with the outcome.

After the negotiation

You are nearly there! Make sure to lock in the deal you just made by finalising the details.

It’s critical to get the agreed-upon relocation package documented. This ensures clarity and avoids any future misunderstandings. Request a written summary of the package, and review it to confirm it includes everything discussed. A simple request like, “Can we put the details of our agreement in writing?” will suffice.

Plan B

If the negotiation doesn’t fully meet your needs, be ready with alternatives. This could mean reassessing the job offer or looking into external funding options for your move. Consider your next steps carefully: “If the support offered isn’t sufficient, I may need to explore other options or seek external funding to make my relocation work.”

Ensuring everything is documented after negotiations and having a backup plan ready helps you smoothly transition to your new role, fully prepared for your move.

Find your next tech job abroad with Relocate.me

If you’re searching for that next big opportunity and the idea of working abroad excites you, Relocate.me is a great place to start your search. It’s a platform dedicated to IT jobs worldwide, offering detailed listings from companies that offer relocation packages and support.

Browse tech jobs in Europe and other parts of the world 

Imagine combining the thrill of exploring new cultures with the stability of a well-respected job. Working abroad is a bold career move, giving you a chance to grow both professionally and personally, while offering unique experiences you won’t find anywhere else.

Take, for example, companies like Google and Amazon, which are on our list. They’re offering opportunities to innovate and excel at the cutting edge of technology. From tech roles in the prestigious City of London to creative positions under the sunny skies of Spain, the opportunities are unlimited.

Benefits? Think broader networks, enhanced adaptability, and a serious boost to your resume. Plus, the personal growth that comes from navigating a new country is invaluable. Are you ready to explore what the world has to offer? 

 11 American Companies Hiring Overseas →

Companies that hire internationally

As you read this list, you’ll see country flags next to the country name. The flag icon indicates where the company is relocating international employees. For example, Bolt is hiring people to work in Tallinn, Estonia. 

And while these companies might be hiring in multiple departments (as listed), that doesn’t mean that all of these roles offer relocation or are open to international applicants. Some departments, such as customer support, operations, or legal, might only be limited to local or regional applicants. So make sure you double-check on the company careers page. In saying that, the companies with vacant Engineering and Software Development roles are open to hiring international applicants. The same goes for some Marketing and Product roles. 

With that being said, let’s uncover some of the best international companies to work for.

1. Bolt  

Cities: Tallinn, Bucharest, Berlin, and Bucharest

Field of activity: Food delivery, car-sharing, micro-mobility

Vacancies: Analytics, Customer Support, Data Science, Legal, Marketing, Micromobility, Operations, Product & Design, Engineering, Ride-Hailing, Mechanics, Fleet Drivers & Warehouse

Bolt is revolutionising urban transportation by offering on-demand services ranging from cars and scooters to e-bikes, aiming to make personal car ownership unnecessary. As a remote-first company, Bolt’s opportunities for physical relocation are limited, focusing primarily on remote roles. However, in special cases requiring relocation, juniors or mid-level employees could negotiate for relocation packages exceeding $10,000, with senior roles receiving custom-tailored support.

Check out current vacancies at Bolt Careers 

2. Byborg Enterprises  

Cities: Luxembourg, Budapest

Field of activity: Streaming and entertainment 

Vacancies: Software Development, PR and Marketing, Finance, Legal

Byborg Enterprises is a key player in the Docler Group and specialises in streaming for adult websites, marking two decades of growth with a membership surpassing 20 million. The company predominantly recruits in Hungary and Luxembourg, particularly within its expansive software development department. Byborg is known for its generous relocation and visa support, making it an attractive option for professionals in the tech industry.

Find open positions at Byborg Enterprises

3. Creative Fabrica  

Cities: Amsterdam, Remote (Romania)

Field of activity: E-commerce marketplace

Vacancies: Marketing, Engineering, and Operations

Creative Fabrica is an e-commerce marketplace where creators can sell custom digital assets. The team focuses on a variety of projects, including developing a social network, tools for digital asset management, CF Fans for follower engagement, and CF Classes for online learning from experienced designers. Based in Amsterdam, the company offers visa services and relocation bonuses, accommodating both local and remote team members.

Discover job openings at Creative Fabrica Careers

4. enmacc  

Cities: Munich

Field of activity: Energy trading platform

Vacancies: Roles in Engineering, Marketing and Revenue

Enmacc is Europe’s top platform for trading energy and environmental commodities, making trading simpler and more efficient. It connects over 500 companies and 2,000 members to trade things like electricity, gas, and other key environmental commodities, improving market access. The platform serves a broad user base, from energy suppliers to utility companies, all working towards a better energy future. Launched in 2016, enmacc has built a team of 80 people across Europe, driven by a love for energy and tech. They’re committed to a diverse and inclusive workplace and are always looking for new team members. The latest funding round was Sep 28, 2022 (series B). For several positions, full relocation assistance and visa sponsorships are guaranteed.

Find job openings at enmacc Careers

5. epilot GmbH  

Cities: Cologne, Remote (Europe)

Field of activity: Cloud software for energy companies

Vacancies: Engineering, Product, and Sales

Epilot digitises the energy industry with its unique cloud software from the heart of Cologne. As a rapidly growing scale-up, their mission is to revolutionise how market partners within the energy sector collaborate to deliver products and services. They provide a vast network of partners within the cloud world, constantly expanding thanks to the contributions of their community. Product and sales roles are primarily on-site in Cologne and targeted towards German speakers. Remote opportunities are offered to Engineering roles (which are also English-speaking). 

Find your next position at epilot Careers 

6. Eurowings Digital  

Cities: Cologne, Remote (within Germany)

Field of activity: Travel services

Vacancies: Business Intelligence, Data, Engineering, and Web Development

Eurowings Digital is a travel platform under the Eurowings Group (also owns Ryanair and EasyJet) that offers a range of features to make the booking process hassle-free. Serving over 140 destinations across Europe and operating from 11 international bases, including Mallorca, Eurowings has become one of the continent’s leading leisure airlines. For those requiring a move, a relocation package along with tailored assistance for visa or work permit processes is available, depending on the position.

Browse openings at Eurowings Digital 

7. Exness  

Cities: Limassol (Cyprus), Remote

Field of activity: Online trading platform (Securities)

Vacancies: AML analyst, big data engineer, business system analyst, application security engineer + many more

Exness is a global multi-asset broker with around 1,800 staff, focusing on providing exceptional trading products for experienced traders. The diverse team, hailing from numerous countries and prestigious IT backgrounds, works predominantly from their main development office in Limassol, Cyprus, where they offer comprehensive relocation support.

Search for vacancies at Exness 

8. Freeletics  

Cities: Munich

Field of activity: Fitness tech

Vacancies: Marketing and Engineering

Freeletics offers AI-powered fitness and mindset coaching to help users improve their health. Most jobs require German and are in Munich, but marketing positions are available internationally. They provide relocation assistance, including visa and agency fees, to make moving easier for new employees.

Browse jobs at Freeletics

9. grape  

Cities: Zurich

Field of activity: Health insurance

Vacancies: Engineering, Product, HR 

Grape offers customers fully digital employee insurance combined with healthcare services. They are an employee insurer centred around a comprehensive technology platform. German-speaking roles, onsite and hybrid positions in Zurich. 

Find open positions at Grape  

10. HAWK:AI  

Cities: Munich

Field of activity: Financial services

Vacancies: Engineering, Business Development, Marketing, Product and Solutions

HAWK:AI develops technology to detect financial crimes, using machine learning for real-time global transaction screening. The company, which recently raised $17 million in Series B funding, offers positions that require on-site presence in Munich, focusing on creating impactful solutions to combat money laundering and fraud.

Browse jobs at HAWK:AI 

11. HelloBetter  

Cities: Berlin, Hamburg, Paris, Remote

Field of activity: mental health services

Vacancies: Business Development, Engineering, Product, Therapeutic Services

HelloBetter is on a mission to make effective psychological support accessible to everyone, at no cost and without waiting lists. Founded from university research in 2015, it offers a range of online therapy programs covered by health insurance in Germany. These programs target various mental health issues, providing immediate help. HelloBetter’s qualified team supports users through their journey to better mental health and contributes to destigmatising mental illness. As a pioneer in digital health solutions, HelloBetter is making significant strides in making psychological support widely available. English-speaking office. 

Browse jobs at HelloBetter

12. The HonestCompany

Cities: Bangkok, Jakarta

Field of activity: FinTech

Vacancies: Engineering, Data, Fraud, Product and Design, Marketing

The Honest Company develops financial products aimed at improving people’s lives by ensuring fairness and easy understanding. They’re hiring for full-time, on-site positions in Bangkok and Jakarta.

Find your next job at The Honest Company  

13. ICEYE

Cities: Espoo (Finland), Warsaw, Singapore, US, Remote

Field of activity: Aerospace

Vacancies: Engineering, Product, Data 

ICEYE is developing and managing a proprietary constellation of commercial radar imaging satellites, offering SAR data to clients. This enables better decision-making for both government and commercial sectors by providing timely and dependable SAR satellite imagery. ICEYE addresses the pressing need for actionable information with pioneering aerospace technology and a fresh New Space perspective. The company’s radar satellite imaging service offers frequent, round-the-clock coverage, aiding in tackling challenges across maritime, disaster management, insurance, and finance sectors. To applicants, the company offers remote, hybrid, and on-site positions, with the majority in Finland. For those relocating, ICEYE ensures full support from a third-party relocation service provider, offering a comprehensive “relocation buddy” system to facilitate the move.

Browse jobs at ICEYE Careers

14. Insify  

Cities: Amsterdam

Field of activity: Insurance

Vacancies: Finance, Growth, Operations, HR, Product

Insify simplifies insurance for freelancers and entrepreneurs with quick, online services. The majority of their roles are based in their Amsterdam headquarters and in Liege, requiring on-site attendance. They provide visa sponsorship and relocation support for those who need it.

Find open positions at Insify 

15. IO Interactive  

Cities: Copenhagen, Malmö, Barcelona, Istanbul and Brighton

Field of activity: Computer games

Vacancies: Design, Marketing, Production, Software Development, HR

IO Interactive, with a rich 25-year history, crafts iconic games like HITMAN and is currently developing Project 007 and Project Fantasy, leveraging their Glacier game engine. They focus on engine development and exploring new game mechanics. Offering hybrid remote roles, they provide extensive relocation support, including visa and work permit assistance, apartment hunting, tax office registration, bank setup, and spouse career integration, ensuring a smooth transition for you and your family.

Browse jobs at IO Interactive 

16. limehome  

Cities: Munich, Dusseldorf, Vienna, Frankfurt am Main, Madrid, Milan

Field of activity: Hospitality, travel accommodations

Vacancies: Accounting and Corporate Finance, Guest Experience, Hospitality Operations, Property Development, Real Estate and Expansion

Limehome is swiftly becoming a top choice in hospitality, blending modern comforts and technology for today’s travellers. Guests enjoy private suites with contemporary amenities at great value. With ambitions to be the first choice for travellers worldwide, they currently operate over 200 properties across Europe, signalling a promising expansion. Hybrid office model is available in all locations.

Find your next job at limehome  

17. Money Forward, Inc.  

Cities: Osaka, Fukuoka

Field of activity: Technology, information, internet

Vacancies: HR, Software Engineering, Security, Design, Marketing

Money Forward revolutionises personal finance management by offering services that make money management easier for everyone. With their 2021 Englishnisation policy, they’ve minimised Japanese language requirements for Engineering roles, while also offering language training to support international employees. They provide comprehensive relocation support including visa sponsorship, flight tickets, airport pick-up, a temporary furnished apartment with a first month free and corporate discounts for the following months, a relocation bonus, and settling-in assistance such as city office and bank account opening tours, plus info on mobile plans and credit cards.

Browse jobs at Money Forward, Inc.

18. Monzo Bank  

Cities: London, Cardiff, San Franciso, New York, Remote

Field of activity: FinTech, digital banking

Vacancies: Customer Operations, Data, Software Engineering, Finance, Information Security, Marketing and Community, Product, Risk and Compliance

Monzo, an innovative online banking platform, strives to provide the ultimate current account, acting as a smart hub for users’ financial lives through collaborations with diverse providers. Focused on engineering roles, Monzo offers both remote and on-site positions in the UK, with visa sponsorship available for specific roles such as technology, engineering, and product, adhering to Home Office regulations.

Find a job at Monzo 

19. Nimble  

Cities: Bangkok, Da Nang, Ho Chi Minh City

Field of activity: Web and mobile app development

Vacancies: Software Developer, Design, Product

Nimble is a collective of designers, software developers, and product owners dedicated to crafting exceptional web and mobile applications for companies of all sizes, ranging from solo startups to Fortune 500 giants. Located in Thailand, Nimble offers both on-site and hybrid work arrangements, with all positions requiring proficiency in the English language. They provide visa and work permit assistance for foreign candidates, along with relocation support to facilitate the move for those living abroad.

Browse jobs at Nimble  

20. Novo Nordisk  

Cities: Denmark: Bagsværd, Gentofte, and Søborg, Bangalore, Koriyama, Tianjin, Santiago, Grand Rapids, Beijing, Chartres, Warsaw

Field of activity: Pharmaceutical engineering

Vacancies: Research, Sales, Business Development, Manufacturing, Quality, Project Management, Digital and IT, Marketing, Education, Finance

Novo Nordisk, established in 1923 in Denmark, is a leading global healthcare company dedicated to combating serious chronic conditions, particularly diabetes. By pushing the boundaries of medical science, enhancing treatment accessibility, and working on disease prevention and potential cures, they make a significant impact. With approximately 63,400 employees across 80 countries, Novo Nordisk is a substantial entity continually looking to fill hundreds of roles, primarily in manufacturing, quality, and project management, available worldwide. The company offers a relocation package for tech positions to support new hires in making a smooth transition to their new roles and locations.

Look for open positions at Novo Nordisk

21. Odoo  

Cities: Gandhinagar, Louvain La Neuve, Hong Kong, Antwerp, Berlin, San Francisco, Barcelona

Field of activity: Software development

Vacancies: Sales, Marketing, Finance, Business Services, Web Design, Research and Development

Odoo SA works on Odoo, an open-source set of integrated business apps. It’s supported by a community of over 1,500 members who have added more than 4,500 modules to it and so the company continues to grow. Most job openings are in Belgium and India. If you’re moving from another country for a job with Odoo in Belgium, they’ll pay for your first month’s rent and your flight ticket to Belgium.

Browse openings at Odoo

22. Outreach  

Cities: Atlanta, San Franciso, Seattle, London, Mexico City, Prague, New York, Hyderabad

Field of activity: Technology, sales

Vacancies: Sales, Customer Success, Finance and Legal, IT, Product, Analytics, Marketing, Accounting, Engineering

Outreach develops a top sales execution platform that helps teams streamline activities facing the market, improving their efficiency in generating and closing sales pipelines. The platform is used by over 5,500 companies, including Zoom and Siemens. Outreach frequently hires for various positions, offering hybrid, remote, and on-site work options. Headquartered in Seattle.

Search for jobs at Outreach  

23. Oxa  

Cities: Oxford, Toronto, Orlando

Field of activity: Computer vision, software development

Vacancies: Engineering, Quality Assurance

Oxa specialises in computer science, AI, robotics, and machine learning, focusing on significant challenges in autonomous vehicle technology. With $225 million in funding from leading investors, including $140 million from a Series C round in January 2023, Oxa is expanding and hiring for various positions. Current openings are primarily in Oxford and Toronto. The company supports new hires with relocation assistance and a fully-funded visa program.

Apply for jobs at Oxa

24. Personio  

Cities: Munich, Berlin, Dublin, London, Amsterdam, Barcelona, Madrid, New York

Field of activity: Software development in HR

Vacancies: Product, Customer Experience, Sales, Marketing, Finance, Data

Personio offers software to simplify HR tasks, making it easier for HR teams to handle more than just the basics. They have remote work options available and provide a generous relocation package for those who need to move for their job.

Find a job at Personio 

25. Protolabs  

Cities: Amsterdam, Chicago

Field of activity: Industrial machinery manufacturing

Vacancies: Engineering, Product, Support, Sales, Logistics, Mechanical Engineering, Quality and Control

Protolabs specialises in digital manufacturing services, such as prototyping and production, offering injection molding, CNC machining, 3D printing, and sheet metal fabrication. They support remote and hybrid work, with many positions based in Amsterdam. For those moving for work, Protolabs offers an advanced relocation package.

Apply for jobs at Protolabs

26. Splash Damage  

Cities: Bromley, UK

Field of activity: Game development

Vacancies: Programming, Design, Art, Production

Splash Damage, with over 20 years of experience, excels in creating team-based multiplayer games, earning significant recognition such as a “World-Class” accreditation and ranking among the UK’s 100 Best Large Companies to Work For. They offer visa support and relocation packages if needed and have a 4-day working week policy.

Browse open positions at Splash Damage 

27. Stockly  

Cities: Paris

Field of activity: Internet publishing, eCommerce, retail

Vacancies: Software Engineer, HR

Stockly is revolutionising e-commerce by building a global network for shared inventory, enabling online stores to access stock seamlessly. Based in Paris, they require English proficiency and offer a comprehensive relocation package which includes perks like temporary housing, flight tickets, and a relocation bonus to assist new hires in moving.

Browse jobs at Stockly

28. SYBO  

Cities: Copenhagen

Field of activity: Computer Games

Vacancies: Engineering, Technology, Internships

SYBO Games, the independent studio behind the massively successful Subway Surfers, is known for creating one of the world’s most downloaded apps. They offer a generous relocation package, which includes covering moving costs, flight, and visa, among others. They also offer the flexibility to start remotely before all relocation arrangements are finalised.

Find a job at SYBO  

29. TOPIC Embedded Systems  

Cities: Best (Netherlands)

Field of activity: Software Development

Vacancies: Software Engineering 

TOPIC Embedded Systems specialises in developing embedded systems critical to the products of leading high-tech companies worldwide. Their expertise spans low-level embedded software, application software, user interfaces, web and mobile applications, and FPGAs. Offering consultancy, on-site projects, and in-house development, TOPIC also creates embedded products like Miami, Florida, and Dyplo, often integrating them into client solutions. All positions are on site and in the Netherlands.

Find a job at TOPIC Embedded Systems 

30. Volvo Cars  

Cities: Pederneiras, Göteborg, Greensboro, Augsburg, Aschheim, Ulm, Lyon, Nlacktown, Beresfield, Berlin, Dublin

Field of activity: Motor vehicle manufacturing

Vacancies: Production, Sales, Engineering, Supply Chain, Real Estate, Technology Engineering, Project Management

Volvo Cars, a well-known car manufacturer, focuses on creating safer and more environmentally friendly cars. With over 40,000 employees worldwide, they provide extensive help if you need to relocate for work. This help includes handling immigration and permits, finding you a place to live, helping you get to know the area, managing your moving expenses, and even offering cultural training.

Browse jobs at Volvo

Find your next adventure with Relocate.me

Eager to kick-start your adventure abroad without the hassle? Relocate.me specialises in connecting tech professionals with companies eager to hire talent from abroad, focusing solely on international hiring for companies that offer positions that include relocation.

Start your developer job search and see where your skills can lead you, with the peace of mind that comes from knowing the moving details are handled. 

Your international career awaits!

If you’ve made it this far, chances are you have the plan, the idea, or the desire to set off for a new life in Europe. In this article, we’ll introduce you to 20 of the highest-paying jobs in Europe. If you’re just starting out, take note, and if you’re a senior, see if you can spot your specialisation!

Remember that some roles may fit into multiple categories because of the overlap of technologies and skills across industries. This list offers a general categorisation based on the role’s primary focus. In addition, so that you can read the blog more fluently, we’ll pick out the average salaries in both the UK and Germany so you can get a better idea of pay differences. .

Tech-related jobs are a priority in Europe

There is a high demand for tech talent in various sectors of the European market. Job growth is vigorous and has surpassed pre-pandemic levels.

Skilled non-EU citizens can definitely find opportunities in European tech. Visa processes and regulations can be complex, but a talent shortage in areas such as data science, cybersecurity, and cloud computing creates fast-tracked pathways for qualified individuals. 

Most countries such as Germany, Netherlands, and Ireland have also implemented programs specifically to attract international tech talent. Okay — let’s see which opportunities are out there for devs and IT workers in Europe.

Data-Driven Developer Resume to Get Interviews →

Software development and engineering

• Senior Software Architect: You’ll design and develop software solutions for various organisations. Even as a non-EU citizen, being a Senior Software Architect in Europe offers exciting prospects: high demand, competitive pay and diverse environments.

Avg. salary: £102,763 | €81,500 | Jobs →

• Software Engineering Manager: It’s the backbone of software development, guiding teams to deliver high-quality products on time and within budget. This role demands a blend of technical expertise, leadership, and people management skills that are both challenging and rewarding (and not just from a cash perspective).

Avg. salary: £91,706 | €96,000 | Jobs →

• Mobile App Developer: It consists of creating and maintaining software applications for smartphones and tablets. The mobile app industry is growing fast, creating many job opportunities and offering competitive salaries.

Avg. salary: £34,779 | €58,500 | Jobs →

• Full-Stack Developer: As a Full-Stack Dev, your role includes both front-end and back-end coding, allowing you to work on all aspects of web application development. This includes creating user interfaces, implementing server-side logic and working on integrations. Full-stack skills are highly sought-after.

Avg. salary: £47,916 | €60,000 | Jobs →

• Frontend Developer: A frontend dev is responsible for translating design mock-ups into functional and visually appealing interfaces for users to interact with. They use programming languages like HTML, CSS, and JavaScript to frame user experiences.

Avg. salary: £43,433 | €55,000 | Jobs →

• DevOps Engineer: DevOps Engineers bridge the gap between development and operations for software delivery. They possess both technical expertise and operational understanding, automating processes, deploying applications and monitoring performance.

Avg. salary: £48,474 | €65,800 | Jobs →

How to Find Unadvertised (Developer) Jobs →

Data and AI

• Data Scientist: The job involves working with large datasets, employing statistical techniques and using machine learning algorithms to uncover patterns, trends, and correlations. European data science offers promising prospects for skilled individuals, regardless of nationality. Demand is high, with competitive salaries and worthwhile work across industries.

Avg. salary: £47,930 | €70,172 | Jobs →

• Machine Learning Engineer: MLEs are responsible for designing intelligent systems that use data and algorithms to solve complex problems in various fields. This role requires technical expertise and creative problem-solving skills.

Avg. salary: £64,986 | €65,000 | Jobs →

• Big Data Engineer: They handle the ever-growing data supply, building and maintaining infrastructure to extract valuable insights. The work involves technical complexities in distributed systems and data processing, problem-solving, and collaboration.

Avg. salary: £46,324 | €70,000

• AI Engineer: Being an AI Engineer involves developing and implementing artificial intelligence solutions to solve complex problems. As an AI Engineer, you would work with machine learning algorithms, deep learning models and other AI techniques to create intelligent systems that can analyse data, learn from it and make informed decisions.

Avg. salary: £56,242 | €70,000

• Database Administrator: The primary responsibility of a database administrator generally focuses on the technical aspects of maintaining and securing databases, ensuring performance and uptime. Most database administration tools and procedures fall under the umbrella of IT infrastructure management.

Avg. salary: £46,713 | €59,000

Cloud and infrastructure

• Cloud Architect: Being a Cloud Architect involves designing, implementing and managing cloud-based solutions for organisations. Europe faces a significant shortage of skilled cloud professionals, and the skills required for cloud architects are in high demand across various industries, including finance, healthcare, retail, and manufacturing. Even cloud vendors might request your help.

Avg. salary: £84,577 | €78,822

• Information Systems Security Engineer: ISSEs protect digital assets and systems from online threats. With technical expertise and strategic thinking, they build a stable security architecture, detect and respond to intrusions and ensure compliance with regulations. This role is typically featured on “there’s a shortage of” lists. Still, the stakes are very high, so it’s only for ice-cold professionals.

Avg. salary: £61,727 | €60,259 | Jobs →

Emerging technologies

• Internet of Things (IoT) Solution Architect: As an IoT Solution Architect, your role would involve designing and implementing IoT solutions. Governments with budgets for “innovation” or “city tech,” for example, could hire you to make traffic lights connected to the internet.

Avg. salary: £76,935 | €80,000

• Blockchain Engineer: As a Blockchain Engineer, you would work on developing and implementing blockchain solutions for various industries and applications. Of all the roles outlined in this article, this is definitely the most unstable — but the rewards could be worth it.

Avg. salary: £59,154 | €79,000

The Art of Relocating Tech Talent Post-Pandemic →

Non-technology roles

The European job market also provides various opportunities for skilled non-EU citizens in non-tech roles. However, thorough research is key. While Product Management and International Sales benefit from multilingual skills, Management Consulting and Investment Banking face stiffer competition. These are some highest-paying jobs for non-EU citizens:

Business and management

• Product Manager: Product Managers act as the user’s voice, leading the development and growth of digital products. They bridge the gap between business goals, user needs, and technical feasibility. Someone with a track record working as a product manager in any country will be considered for this role.

Avg. salary: £60,458 | €65,000 | Jobs →

• Management Consultant: Management Consultants act as strategic advisors, helping organisations improve their performance. Consulting firms are typically very, very global, even if their HQs are in the United States, so this job is likely to accept non-EU citizens, provided paperwork is sorted out first. The salaries here are lowballed toward beginners. Consulting partners take home considerably bigger cuts.

Avg. salary: £50,000 | €62,779

• Investment Banker: Investment Bankers act as financial matchmakers. They must operate in a high-pressure environment driven by deal-making and trading short-term. Cities such as London, Geneva, Frankfurt, Zurich, and Luxembourg are deemed financial capitals, and investment bankers with careers in other big markets, such as Hong Kong or Mumbai, could certainly land a job in Europe with good pay. The salaries we show here might be a starting point…

Avg. salary: £64,500 | €79,000

Sales and marketing

• International Sales Manager: The European sales market has a growing demand for multilingual professionals with cultural understanding. Companies are increasingly looking to expand their reach into new markets, and international sales managers can make it happen. If you coincidentally have sales experience in the territory the company wants to expand in, then you’ve hit the jackpot, since you could easily win a race against a European candidate. Remember that sales roles are typically compensated with variable pay.

Avg. salary: £48,814 | €59,726

Mechanical engineering

•  Aeronautical Engineer: As an Aeronautical Engineer, you would design, develop and maintain aircraft and spacecraft. Your role would include various engineering aspects, including aerodynamics, materials science, propulsion systems and structural design. These are the same tasks you’d have to handle anywhere in the world. But the Benelux region is known for its aviation and aeronautics sector, which means there’s a considerable job market there.

Avg. salary: £41,000 | €62,500

If you’re an HR recruiter, you’ll know first-hand that the gap between the supply and demand of developers is still a bottleneck. The C-levels ask for the best programmer out there to scale up your company’s products, but finding the right fit is difficult. Some reasons for this include:

• A lack of applicants with the necessary skills and training: Your region could’ve already run out of skilled software engineers seeking employment.
  
• Global competition for talent: Better salaries will tilt a developer’s scale, and some companies from markets that weren’t on the radar 20 years ago are now offering better salaries to devs in your country, ruling you out of the contest. Companies worldwide go toe-to-toe for the best programmers, making it difficult for small and medium-sized businesses to find the developers they need.
  
• Hesitance to hire junior talent: Recruiters are often required to bring in the best developers in the market, and junior talent, which is more available as the competition hasn’t taken it, is too risky to hire. It could turn out to be a great match, but asking a recent bootcamp graduate to take on a project overseen by the CEO could also cut a recruiter’s career short.
  
• Hiring freezes—and lower offers to work with: Ever since the tech layoffs in the US began shaking the job market, recruiters have been forced to send job offers with lower salaries, making their companies seem less competitive. Hiring freezes being called up and called off without notice certainly doesn’t help.

We’ll present 10+ websites to help you attract the best programmers for your company.

First, a disclaimer: we won’t review the bigger and most well-known portals like LinkedIn, Indeed, Monster, Glassdoor, or Wellfound for obvious reasons. Those are not specialised sites, and finding suitable candidates over there is very hard. That said, let’s get started.

Tech-focused platforms

These are the best developer-focused job boards to hire software developers, search for programmers, or hire IT staff. Some of them are very selective and offer curated opportunities to candidates (and thus fewer but more qualified applicants to recruiters), while others are more broad and a bit harder to navigate.

Relocate.me

Works best for: Recruiters that want to access global talent and hire internationally. Businesses worldwide can use the platform to hire software developers and tech talent.

Relocate.me, an IT niche job board for techies looking to relocate, is the best option for hiring international talent. We work with techies from more than 150 countries, and our job posts have more than 2,000 views per month on the website alone. You’ll connect with talent that’s already motivated to start a relocation process. When you post an ad, you’ll reach our developer network of techies who’re looking for relocation jobs. So, by working with Relocate.me, you will:

• Attract international talent: That’s what jobseekers visit our platform for — to relocate with a job at your company. You’ll level up your employer brand if your company offers strong relocation support and exciting international opportunities. Posting remote jobs is also possible!
• Target your ads and your hiring efforts: Our Advanced plan includes candidate vetting and promotion in our email newsletters. 
• Have a company page: Our plans include an enhanced company page with a custom URL. 
• Get your company/jobs promoted on Telegram: Relocate.me has an active community on Telegram, which is already over 22k international job seekers strong (and growing by the day).
• Pay no additional or hidden fees for successful hires: Pay only for the job ads, never for the hire. Our pricing is transparent and scalable. You don’t have to pay for a hire. Check out what’s included in each plan and how much it’ll cost you per job slot by visiting our Employers page.

How To Relocate Developers With 10+ Years Of Experience →

One overlooked aspect about international talent who wants to relocate is that it’s a very attractive demographic. A professional who wishes to move is usually around 30 years old, which suggests they have 5–8 years of work with them. So, if you need senior developers to join your team, and you haven’t found those on the domestic market, then hiring internationally can help you overcome the talent gap.

We can help you hire the top global talent by posting your open positions on our site. You can register your company now — it’s free. If you want a quick start, email us at [email protected] to have your company mentioned on the Companies Hiring Internationally list. The best way to hire software developers is matching what you offer — relocation — with the top talent seeking that out.

Honeypot

Works best for: Companies based in Western Europe wanting to hire developers already living in Europe

Honeypot.io is also a recognised place to hire software developers. It’s a dev-focused job platform primarily serving the European market, including Germany, the Netherlands, Austria, Switzerland, and Spain. It’s now part of New Work SE, a German group known for its stake in XING, dubbed “the German LinkedIn.”

They follow a “reverse-hiring” process in which they vet candidates and then recommend them to the hiring managers.

Let’s go straight to its key features:

• Focused on qualified developers: Honeypot’s platform is regularly updated with new profiles of developers actively seeking new roles. This helps recruiters get more qualified people to respond than by starting their outreach on LinkedIn, for example.
  
• Expert support: Recruiters on Honeypot have access to a Talent Success Advisor.

However, the board’s current focus might leave you empty-handed if your search needs to extend beyond Europe. Its developer bee-hive is primarily European, but even European candidates are left on the sidelines occasionally. For example, some candidates who are EU citizens but are not living in the region were invited to interviews only to be dropped out of the process for not being based in Europe.

WeAreDevelopers

Works best for: Companies with HQs in Western Europe wanting to hire developers in Europe

WAD for Businesses is another useful option for finding developers open to work. The platform connects companies and IT workers and offers various services to assist in tech recruiting, employer branding, product marketing and brand awareness. With its headquarters in Vienna, this platform focuses on certain Western European countries, specifically Germany, Austria, Switzerland, and the UK.

Some of its practical features include:

• Events and conferences: WeAreDevelopers organises events and meet-ups that bring together developers, recruiters and tech enthusiasts face-to-face.
  
• Recruiting resources: These include white papers about online recruiting, podcasts, webinars, ebooks, guides, surveys and more.
  
• Employer branding: Besides helping with hires on a case-by-case basis, WeAreDevelopers helps companies build their “employer brand.”
  
• Job ads: Since they’re a developer job board, they post your company’s ads and take it from there.

WeAreDevelopers offers various paid plans with different features and pricing options.

How to Write Job Descriptions That Attract Tech Talent →

Lemon.io

Works best for: Eastern European startups that need to access vetted talent from their home countries

If you work for an early-stage startup that wants to save some costs, Lemon.io might be a good friend to hire a software programmer. The board connects recruiters with vetted offshore developers, especially from Eastern Europe.

Some of its distinctive features are:

• Transparent billing: Lemon.io operates on a transparent billing system. Programmers do not pay any commission. Recruiters pay the developers’ rate plus a commission for the board’s services.
  
• Flexible hiring: It offers flexible hiring options, including both full-time and part-time positions, so it could work if you need to get contractors rather than employees.

OfferZen

Works best for: South African or Dutch companies that want local, not international, developers

OfferZen is a dev-driven job board based in Cape Town.

The platform works with a “reverse hiring” method. First, it asks developers to create a profile for free so they can connect with a Talent Advisor. Afterward, instead of devs applying for jobs, companies on OfferZen send interview requests to developers, providing upfront information on the role, tech stack, and salary.

Other key features are:

• Transparent recruitment process: Devs can access information about companies, including their profiles and offers.
  
• Presence in South Africa and Europe: OfferZen has offices in Cape Town, South Africa, and Amsterdam, the Netherlands. While the platform initially focused on the South African market, it has expanded to include opportunities in Europe, especially those in Dutch.

Japan Dev

Works best for: Companies in Japan that want English-speaking devs

Japan Dev is a job platform for roles in Japan that only require English and not Japanese. It’s a good tool for companies that want to start operations in Japan and want to hire international developers who can settle down there. It’s also convenient for companies that need to expand their English-speaking crew. Some key features are:

• Vetted company selection process: They pick the companies that can run ads, and 90% don’t make the cut, so the hiring process could turn out to be too long-winded.
  
• Specifically for Japan and in English: If you need to hire great software developers quickly and globally, you should consider other platforms that work internationally.

Otta

Works best for: Companies in the UK

Otta is a UK job platform for software developers, designers, or product managers. They work with UK companies that are not specifically developing tech but need up-to-date stacks to stay in business, like the online retailer ASOS. They offer help in hard-to-fill roles to these companies that can’t hire by themselves, maybe because they don’t have tech recruiters on their teams. Some key features are:

• They give relevance to a company’s mission: UK workers who are concerned about their future employer’s vision rely on Otta. If you want to make a strong case for your vision and are looking for UK workers, this platform could help.
  
• They help with hard-to-fill technical roles: Around half of the hires made on Otta are for expert, leadership or technical roles.

Dice

Works best for: Companies that want to hire US developers

Established in 1994, Dice is a well-known site, mainly present in the United States. Some of its pros are:

• Extensive talent pool: They’ve been around for 30 years and claim they have millions of registered members.
  
• Targeted search: Dice says they use AI to connect the right professionals to your job ad.
  
• Social media presence: Dice says they’ll share your postings on their socials.

Dice is heavily marketed in the United States, but recruiters and developers from all parts of the world use it. It’s not a narrowed-down, all-in-one solution by any means. Just like LinkedIn, to mention another giant network, it’s spread too thin.

Remote-focused boards

Let’s now see a few remote work-focused job boards. These boards also try to help recruiters find skilled developers, but the difference is that they market themselves to developers as a work-from-home platform.

X-Team

X-Team operates differently from traditional recruitment platforms. It acts as a facilitator of pre-vetted development teams rather than individual devs. This presents some advantages and considerations for dev recruiters:

• Fast if you need a team: It lets you hire pre-built teams that know how to work together.
  
• Third-party management: Besides helping you recruit, X-Team manages the team logistics, payroll and administrative tasks.
  
• Global pool: They claim to reach developers from over 75 countries.

Considerations:

• Limited control: You have less control over individual team member selection than traditional recruitment.
  
• Hard-to-estimate cost: X-Team’s services come at a premium compared to hiring individual developers. The developer rate for X-Team is between $40 and $50 per hour. That would cost you almost $90,000 a year to hire one of their developers full-time, and if you prefer an in-house dev, then you better put the money on one.

Arc.dev

Arc.dev, sometimes stylised as Arc(), offers recruiters a pool of vetted developers and also comes with an AI tool that allows you to get a shortlist of matched candidates.

Some of its features are:

• Flexible hiring options: Arc() enables you to hire developers freelance, contract-to-hire or full-time.
  
• Support: They also provide ongoing support during the hiring process. If it’s your first hire,
  
• AI-powered matching: They use an AI assistant — a chatbot called HireAI — to get you quicker to the right candidate.

Their features look very similar to X-Team, but Arc.dev emphasises AI more strongly because they claim the assistant will help you reach your match rapidly (it’s not clear how it compares to traditional hiring methods). Remember that the site is a relatively new player compared to established platforms, and its user base might be smaller in specific regions or skill sets. Also, Arc.dev is popular among designers, so it could be a great place to look for frontend developers, but not the best to find a Java senior developer.

The Art of Relocating Tech Talent Post-Pandemic →

Devremote

Devremote is a job board for remote workers looking for remote companies, but not necessarily remote-first companies. Among their clients are Match.com (Tinder), Amazon, and HubSpot, which are companies that certainly have offices and in-person meetings. If your company needs to get developers who are specifically looking for remote jobs, Devremote can help you. Some significant features are:

• “Competitive Salary” option: When checking the boards, jobseekers can toggle the “Competitive Salary” option on or off. Postings without a salary are removed when the option is toggled on, so you might be sifted out if you can’t list your salary yet.
  
• An emphasis on Web3 and blockchain: Many players in the blockchain sector post their jobs on Devremote. It’s not specifically marketed to them. But if you’re a recruiter in the Web3 space and need a great software developer, you should try this site.

Remotive

Remotive is a well-known platform that collects jobs in software development, customer support, marketing or sales. They’re a remote-first platform and emphasise work-from-anywhere (what they call “worldwide”) postings, so if you don’t have a specific location for your new hire, Remotive could help you. Some of their key aspects are:

• Job listing import from ATS: Recruiters can import job listings from their applicant tracking system with a few clicks, including Greenhouse, Lever, Workable, Recruitee, Smartrecruiters, or Recruiterbox.
• Requires no account: Recruiters can manage jobs via a link we’ll email you upon posting. So no need to sign up and recover yet another password.

If you prefer your talent to relocate or to offer a curated jobseeking experience, you should try a niche board. You’ll be competing against thousands of job ads in Remotive. 

Other useful options for recruiters

Lastly, here we’ll present some sites that are not precisely job boards but can still be very useful in your search to hire a software developer.

Turing

Turing, founded by Stanford alumni, is a tech services company that connects businesses with vetted developers. Instead of posting jobs and sifting through applicants, you tell Turing your specific needs, and they match you with pre-vetted developers. In that way, it’s very similar to Honeypot, but the difference is that Turing is based in Silicon Valley, and they connect applicants with US companies. 

So, Turing could only be the best fit if your company is based in the US. Also, they seem to capture senior talent only. And unlike traditional recruitment, you might have less control over individual candidate selection. In addition, be prepared for premium pricing.

ScienceSoft

ScienceSoft is a software consulting company that outsources software development and IT services. With offices worldwide, they can source talent from various countries. However, their primary focus is on Eastern Europe and the US.

Their recruitment services lean towards larger, custom projects rather than individual placements. This might not be ideal for filling everyday development roles. You could also combine their recruitment with their services if you’re just starting.

It’s not a way to hire developers, but it is a way to have developers on your team.

Recruiters know that hiring an international worker is a good move, but they might not know where to start. Thankfully, the pathway to hiring foreign workers and becoming a global company is easier than ever.

In this article, we’ll discuss the benefits and challenges of hiring international employees, plus how you can do it for your company. 

The pros of hiring international employees

There are numerous advantages to hiring international employees for your — potentially global and multicultural — organisation. Here are some of the main advantages companies receive:

• Expansion into new markets: A new hire can be the stepping stone in a new region. And companies can add a flag to their “About Us” page and impress clients with a single hire, provided that hire is a quality worker.

• Access to skilled labour: Plenty of potential employees who would help your company grow and stand out are seeking precisely the kind of job you offer. If you start hiring foreign employees, you’ll access a wider pool of talent, obviously; but, most importantly, you’ll access qualified workers. Did you know that most workers who want to relocate are around 30 years old? That means you’ll be hiring experienced workers.

• Company diversity: When you hire foreign employees, you’re making your company diverse while travelling in a low-effort lane. You don’t have to specifically sift through resumes to pick your candidate based on a certain background. You’re bringing in diversity by design.

How to hire a foreign employee: Why it’s simpler than ever

Still, one of the more understated advantages is that hiring international employees is easier than ever. Global mobility strategies are much simpler to pull off than before for several reasons:

• Payroll and administrative tools became global: Solutions like Rippling, Ontop and Remote let recruiters add international workers to their payroll without having to register a company in each country. They also let employees invoice, receive their pay stubs, and keep traceable evidence that they should be paying their VAT. Global payroll solutions make sure that hiring internationally is no longer a liability.

• Ease to set up communications and interviews: Tools like Zoom and Calendly have been around for years. But only recently they became the standard, not the low-cost option, for meetings. Recruiters can now interact with candidates and set up interviews async with less work than ever, and without staining their employer’s brand.

• Improved ways to connect with the talent: Specialised job boards that match the top talent that wants to work remotely or relocate with companies that offer these packages make the process easier. Some job platforms even vet the talent for you.

The Art of Relocating Tech Talent Post-Pandemic →

The challenges of hiring international employees

Pinning up a world map on your office’s wall — with a pin on each country you have an employee in — sounds like a wonderful idea. But if you haven’t done it yet, considering how it’s obviously so good for your company, it’s because there are challenges to it. These are the challenges you’ll face when you’re defining how to hire international employees:

It’s hard to estimate how much it’ll cost

How much will bringing in international talent cost? It’s very challenging to understand if you haven’t defined if you’ll be hiring remotely, if you’ll offer relocation, if you’ll pay in foreign currency, and such. Are you relocating your employee? Consider that when hiring international talent and requesting them to relocate, many companies supply an additional 15% stipend for “miscellaneous expenses” on top of the cash they assign for relocating. These are some not-so-obvious costs that come with hiring foreign workers for the first time. Even workers are sometimes caught blindsided by them: many companies that request relocation don’t offer packages, probably because it’s hard for them to understand how much they should spend on their new employee.

You don’t know where to start

A very typical conclusion after breaking down what it takes to hire internationally is that you won’t know where to begin the process. If you want to attract talent, should you start an office in the target country so you can conduct interviews with more supervision? Which country should that be? Is there really any market for the job you’re posting, or is it not in demand for jobseekers? Moreover, who can you connect with to ask questions about the vital first step? 

It looks like a barren land, but it turns out to be a maze. Still, there’s a straightforward way to start.

How to hire international employees, step-by-step

Follow this step-by-step guide to start hiring international talent. To learn how to hire a foreign employee, you should follow these steps in order because each step will narrow down the employee funnel for you.

1. Define where your international talent will work from

Before starting, you need to make a strategic decision: Will your foreign employees work from where they are, remotely, or will you ask them to relocate to a different country, like where your headquarters are? This step comes in first for a reason. When you narrow down the job’s location, you narrow down your job pool, age group, and thus the level of experience you’re looking for. You’re also adding a selling point to your employer’s brand if you end up offering relocation packages. So when it comes to how to hire foreign workers, decide their target location before even connecting with anyone, even before deciding on which pool you’ll dive into.

Pro tip: If you offer those relocation packages, make them clear and explicit. Don’t leave it as a small footnote.

2. Decide where you’ll run your job ads

If you want to hire internationally, you need to post your job ads somewhere the international workers will notice them. You should focus on using specialised job boards. Some of them can be for remote opportunities, or others can be for relocation packages. Job platforms like Relocate.me connect techies with companies that offer relocation assistance and want to hire internationally. Other sites offer less curated experiences but can help you get employees that are not from a niche, such as customer service reps.

Best Sites To Hire Great Software Developers → 

3. Set up an onboarding process

Before you hire, but after you decide on where to post your job ads, understand how you’ll onboard your first international employee. If this looks like jumping the gun, it’s really not. An employee will sign the contract only if they’re sure your process for letting them work for you is rock-solid. If you have a well-thought-out onboarding process, the employee will be compelled to sign your offer over a competitor’s. To ease this up, you could consider using an ATS with features to categorise workers, such as TalentHR or Lever. Check what the onboarding process for an employee looks like and, when the time comes, know the specifics so you can describe it to your candidate in an interview.

When it comes to employee onboarding, you should define a standard contract and check if you want your foreign workers to work as independent contractors or as full-time employees. It’ll depend on the legal framework you’re subject to. In very regulated job markets like the US, having your employees as independent contractors will speed things up. Your ATS and international payroll solution will cover these bits for you.

4. Figure out your international payroll

Now that you know where you’ll seek out your foreign workers and how you’ll get them on board when the time for hiring comes, you need to know how you’ll pay your new employees. The easiest and most reliable option is using a global payroll platform because they cover the legal nooks and crannies (i.e. they know how to request a tax ID in your employee’s country) for you. Ontop, Rippling or Remote all sort this out. And if your candidate has been doing some research, she’ll be relieved to realise you’re using one of those tools, because it makes invoicing — assuming she’ll be working as an independent contractor — simpler for her.

5. Go out and hire

Some of these steps could look too hurried on. Why not figure out international payroll after getting a close hire? It’s a valid approach, for sure, but we strongly suggest following these steps in order because they’ll narrow down your pool. Maybe you realise that you can’t pay in this or that currency because your balance sheets will look skewed, and you already promised a certain salary to a new hire. That’s a wrongheaded direction for your employer experience. So better follow steps 1–4 before getting onto the gist of it: Go out and hire. Follow your usual HR process to try to reach out to vetted candidates, and when you find a suitable foreign worker, explain to them that you have everything in place to let them work for you.

How to hire international employees

The best way to hire an international employee is to find employees who want precisely that: To work for a company that hires foreign workers. If you can offer relocation packages, which not many companies offer, you’ll sharpen your search even further.

You can hire international talent with Relocate.me. It’s a platform that connects job-seeking techies with employers who offer relocation packages. We boast a user base of over 200,000 IT professionals from more than 150 countries, and our job posts get thousands of views per month on the website alone.

You can post your jobs on our site, and we’ll help you hire the top global talent so you can get them right to your doorstep. Remember — they’ll be equally happy to participate in the process because they know we’re only working with top companies that understand the implications of moving abroad for work.

If you want a quick start, email us at [email protected] to have your company mentioned on the Companies Hiring Internationally list. It’s free, and top international talent continually refreshes it for interesting employers — just like you.

Moving to a new country for work brings the thrill of new cultures, experiences, and lifestyles. Yet, the practicalities of such a move — especially the cost of living — play a big role in making a decision. If you are looking for an adventure without breaking the bank, Europe offers several destinations that are affordable and are guaranteed to show you unique and exciting ways of living. 

We are about to explore some of the most wallet-friendly European destinations for expats, these include Croatia, Estonia, Spain, Hungary, and Montenegro. Let’s find out what makes these countries appealing to expats and how they stack up against more expensive counterparts.

Some of the best and cheapest countries to live in Europe

We’ll now guide you through some of the continent’s most cost-effective destinations to help you gauge the affordability of each location. 

1. Croatia

Croatia’s quickly becoming a go-to spot for expats who want to live in a country with an interesting cultural heritage, beautiful beaches, and a laid-back style of living. In cities like Zagreb and Split, you won’t have a problem getting by with English, which makes it easier to find a place to live, build connections, and settle in. Croatia’s healthcare system is known for being both high-quality and accessible, which is great news for families thinking about moving there. Such a reliable healthcare setup is comforting for anyone relocating, and the option to choose international health insurance plans adds an extra layer of security and choice. 

Plus, being smack in the middle of Europe means weekend getaways to other countries are easy. For example, a Flight from Zagreb to Paris will only set you back around €50, and takes only 2 hours. Now, let’s talk numbers, since that’s where Croatia really shines:

• Rent in the city centre: You’re looking at about €550 a month.
• A meal out: About €10 will get you a decent feed.
• Coffee fix: Just €2.

When you stack these costs up against other European cities, Croatia’s value is crystal clear. Renting a spot in Zagreb (€670) is way cheaper than shelling out €2,500 for a place in London or even €1,400 in Paris. And, with a cost of living index sitting at 31.5, Croatia is way more wallet-friendly compared to places like Switzerland at 84.0, Ireland at 57.4, or even the Netherlands at 50.2. Croatia is also a practical option for people aiming for a better lifestyle in Europe. Its high appeal is evident, with Croatia having the second-highest emigration rate in the EU.

Living in Croatia, especially for remote workers, offers a blend of economic and lifestyle benefits that are hard to ignore. With the Croatian Digital Nomad visa, remote workers who are employed by companies outside Croatia enjoy an exemption from paying income tax for a year. And, the warmer climate, proximity to beautiful beaches, and the affordability of life here add to its allure. On average, life in Zagreb is about 40% cheaper than in London, excluding rent, which means significant savings for expats. This cost advantage, combined with a median annual salary for remote software developers of around €48,000, allows for a great quality of life.

2. Estonia

Estonia is on the map as a prime destination for expats craving a mix of innovation and history, without the financial pinch often felt in Western Europe. Its capital, Tallinn, meshes cobblestone charm with a digital-forward attitude, and is the centre of an emerging food scene. English is widely spoken, especially in tech circles, smoothing the transition for newcomers. Plus, Estonia’s compact size means you’re never too far from either a digital hub or a tranquil forest retreat.

Now, let’s dive into the specifics that make Estonia so appealing:

• City-center rent: Expect to pay around €600 for a cozy spot.
• Dining out: A hearty meal in a local eatery will set you back about €11.
• Your morning coffee: Only €3 to kick-start your day.

When comparing Estonia’s living conditions to other destinations, the contrast becomes clear. For example, living in Tallinn comes with significantly lower expenses than in Helsinki (€975) or Paris (€1,400), where rents are approximately 16.56% and 67.71% higher, respectively. Moreover, while the average salary for software developers in Estonia may seem modest at around €27,000 — considerably lower than Germany’s €52,000 — the cost of living remains low, with estimated monthly costs for a single person at €840 without rent. This means that if you are a remote worker earning a Western European salary in Estonia, you can live comfortably due to the lower cost of living.

Moreover, due to its advanced digital infrastructure and straightforward visa processes, such as the Estonia Digital Nomad Visa and the E-Residency program, getting into the country and starting a business is pretty straightforward. And, its reputation as the birthplace of Skype highlights its status as one of Europe’s most digitally forward nations. The capital, Tallinn, and Tartu, are at the heart of a growing expat community, thanks to initiatives like the Settle in Estonia programme, which offers free adaptation and language courses for newcomers and their families. 

Find IT jobs in Estonia →

3. Spain

Spain really has it all — gorgeous beaches, lively festivals, and that famous laid-back lifestyle. Here, life is about enjoying the moment, whether that’s savouring a plate of paella, tapping along to flamenco music, or soaking in the mix of old and new in cities packed with history. Spain isn’t just about the big cities, either. It’s got tranquil villages and stunning coastlines that offer something for everyone, blending the old-world charm with a splash of modern life.

You can lead a comfortable life across Spain without facing the high costs common in other parts of Western Europe, which is why it is also a top holiday destination for Western Europeans and UK residents.

Let’s break down what makes Spain so wallet-friendly:

• Average rent in city centres: Around €930.
• Grabbing a meal: About €12 can get you a great meal at a restaurant.
• Coffee time: Just €2 for your coffee fix.

Choosing Spain as your home means you’ll be able to afford a great lifestyle. As a comparison, the combined monthly costs for a single person, including living expenses and rent, tally up to €2,300 in the Netherlands. However, Spain offers a much lighter financial load with a total of €1,630 per month for similar expenses. This means living in Spain is about 29.3% cheaper and you get the beauty, the culture, and the lifestyle for a lot less than some other Western European countries.

Spain is a top choice for expats, with its appealing lifestyle drawing about 6 million expats to cities such as Barcelona, Madrid, Valencia, Malaga, and Seville. The Digital Nomad Visa is perfect for remote workers, allowing them to live and work in Spain, bring family along, and travel around the Schengen Zone. There are multiple paths to EU residency, and many large international companies are hiring, making Spain an excellent spot for both lifestyle and career opportunities.

Find and IT job in Spain →

4. Hungary

Hungary is Europe’s underrated star, blending cool history with a fresh, lively vibe. Imagine kicking back in one of Budapest’s ruin pubs, where the past and present collide in the most awesome way, or wandering through Buda Castle’s ancient corridors. But Hungary’s more than just a pretty place; it is famous for its culture, history, nightlife, cuisine, and much more. The thermal baths here are a great way to chill out after exploring the city or to recover from a night on the town. Plus, the countryside is packed with vineyards and festivals that showcase the local way of life.

Let’s look at the numbers that make Hungary so appealing:

• Average city-centre rent: A steal at €420.
• Eating out: A tasty meal for just €9.
• Coffee break: Only €2 for your caffeine hit.

With a cost of living index of 28.2 on a scale that goes to 100, Hungary is the cheapest European country to live in — on our list for sure, and one of the cheapest on the whole continent. You’re not going to find yourself stressing over rent like you might in Berlin, where you’d be forking out around €1,300. Based on just the cost of renting a city-center flat, living in Budapest, one would save approximately 68.2% compared to the rent in Berlin. This means you’ve got more cash to splash on enjoying everything Hungary has to offer, from delicious food to exploring UNESCO World Heritage sites.

With a Western EU salary, you can afford experiences like wine tasting in Eger or relaxing in the Széchenyi Baths — luxuries that might be too expensive elsewhere. Living in Hungary allows you to enjoy life to a high standard while saving money.

5. Montenegro

Montenegro is a country that packs a big punch when it comes to natural beauty. Picture yourself waking up to views of the majestic Adriatic Sea or planning weekend hikes in its rugged mountains. It’s not just the scenery that’ll catch your heart; Montenegro’s laid-back lifestyle in its historic towns and seaside villages offers a perfect retreat from the hustle and bustle. Plus, who can resist the charm of the Bay of Kotor or the sandy beaches of Budva?

Living in Montenegro doesn’t ask you to break the bank:

• City-center apartment rent: Just €600.
• Dining out: A tasty meal for about €9
• Morning coffee: Only €2.

The low cost of living in Montenegro is most obvious when you compare it to pricier European destinations. For example, paying rent in a city like Montenegro’s capital, Podgorica (€530), is significantly cheaper than navigating the costs of life in cities such as Paris (€1,400) or Amsterdam (€1,900). While salaries in Montenegro may not top the charts, remote developers can expect a respectable yearly income of around €45,000.

Living in Montenegro is great for remote professionals or those with EU citizenship, as local English-speaking jobs are scarce. It’s a place where life’s cheaper, from housing to dining, allowing you to save or spend on enjoying the outdoors. While English isn’t common, you’ll manage, especially in expat-friendly spots. Montenegro’s perfect if you work remotely and crave adventure without the high costs of more popular expat destinations.

Make your move with Relocate.me

Are you worried about the costs but want to make the move? On Relocate.me, you can find a tech job from a company that supports international relocation, including some of the cheapest countries to live in Europe. There are new job opportunities every day in Europe, the US, and the UK, plus many of the countries mentioned above.

Over the last six years, more than half of global organisations have run into skill shortages that have slowed them down. The skill shortage dropped a bit in 2020, mostly because the COVID-19 pandemic made hiring tough. But in 2023, 54% of organisations are still struggling to find the tech skills they need. This shows how important it is for recruiters to look further than just local hiring to find the talent they need.

Hiring internationally means companies can reach out to more skilled people from all over the world. This way, they can either find top-notch talent or skilled workers who cost less, thanks to the different economies around the globe. It gives everyone, no matter where they are, a fair chance at landing a job. It also means companies can find the skills they need from other places if they’re not available locally. This approach helps businesses get the best team together, possibly at a lower cost, by broadening their search beyond their own backyard.

With remote work on the rise — evidenced by a tripling of remote job postings since 2020 and 74% of employees happier working this way — the opportunity and necessity to tap into the global talent pool have never been clearer. As 97% of workers express a preference for remote work, the move towards global recruitment strategies is essential for forward-thinking organisations aiming to thrive.

This is your guide to international recruitment, where we outline how to effectively identify, attract, and onboard global talent. We’ll also provide actionable insights and best practices for hiring internationally, ensuring your organisation leverages the full potential of the global workforce. 

What is international recruiting?

International recruiting is when HR teams look for, attract, interview, choose, and bring on board talent from around the world. It broadens the search for talent to include candidates from outside local or national limits, offering access to a varied mix of skills and backgrounds. This process uses technology and worldwide networks to find potential hires and see if they’re a good match for the job and company culture. It also covers getting them settled into the company, no matter where they’re from.

This global approach to hiring means dealing with more than just finding the right people. Compared to local hiring, it involves navigating different challenges like understanding international payroll systems, adapting onboarding processes for remote workers, and managing taxes and legal requirements across various countries. 

By tackling these differences, companies can diversify their teams, spark innovation, and stay ahead in the international market.

Hiring internationally brings clear advantages:

• Lower costs for labour, thanks to different economic situations in other countries.
• Fewer expenses related to things like visas, moving, and office space because you can hire remotely.
• The chance to find the very best talent from all over the world, without being limited to local candidates.
• Easier entry into international markets if the company is expanding, with team members who understand those areas well.
• Access to a much bigger pool of potential hires.

Your guide to the international recruitment process

Learn to hire talent from around the world. Opening up to candidates globally can bring in top talent. Here are the steps to get you started.

Step 1: Identify your team’s needs

Start by looking at your team and upcoming work to see where you’re short on skills or could use some extra help. Focus on roles that are tough to fill or that can work on their own, since these are good to hire for internationally. Jobs in areas like marketing, advertising, or software development often fit this bill because they can be done independently.

Think about the jobs you’re hiring for. If the job can be done from anywhere, it’s perfect for hiring someone from another country. But if the job needs lots of teamwork or is super important, it’s better to find someone who’s in a time zone close to yours.

Here are some practical steps to take:

• Consider location and time zones: After spotting the skill gaps, decide which geographical areas or time zones you should target for these roles. The decision could depend on whether the job requires close teamwork or if you’re aiming for cost-effective solutions.
• Choose between contractor or full-time: Based on how critical the role is and the duration of the need, decide whether to look for contractors for short-term tasks or full-time employees for ongoing work. This will guide your search and the offers you make.

Step 2: Develop a recruitment strategy

Adding to the importance of a solid strategy, a CareerBuilder survey found that 74% of employers admit to making a wrong hire, costing anywhere from 30% to 150% of the employee’s first-year salary. 

Here’s a blueprint for building a solid strategy:

• Find your preferred payroll solution: Use platforms like Remote.com or Deel.com for handling international payroll to make sure you’re on top of taxes and legal stuff without the headache.
• Get worker classification guidance: Check out Boundlesshq.com to get your team’s job roles right according to local laws, avoiding any legal trouble across borders.
• Find tools for effective onboarding: Try platforms like Personio for a smoother start for your remote hires. It helps with all the paperwork and gets them feeling like they are part of the team faster.
• Think about time zone coordination: Use scheduling tools like World Time Buddy or Calendly to plan meetings that work for everyone, no matter where they are. It helps keep everyone in sync and working together smoothly.
• Evaluate each role’s impact: Take a close look at how every position helps achieve your company’s aims.
• Conduct market research: Dive into the availability of the skills you’re after on a global scale, pinpointing regions rich in the talent you need.
• Plan strategically: Decide on the most effective channels and approaches for attracting candidates for each specific role, whether through specialised job platforms, professional networks, or recruitment agencies.
• Budget considerations: Think about your hiring budget, remembering the costs of international hiring, such as relocation support or remote setup. Also, consider how much you’re willing to spend on hiring senior roles or managers, as these positions might require a larger investment.

Step 3: Write engaging job descriptions

Job descriptions are often the first glimpse potential candidates get of your company. It’s crucial to be clear, welcoming, and true to what your company is about. A good job description goes beyond listing what the job involves; it also highlights your company culture, the perks of joining your team, location preferences and job type. 

Remember, the way you present this information matters a lot — 52% of job seekers from an Indeed survey said the quality of a job description (think spelling, grammar, clarity about the role, and how it’s formatted) plays a big part in their decision to apply.

Here’s how to make your job descriptions stand out:

• Clarify the role’s impact: Clearly explain how the role contributes to the company’s goals and success.
• Detail the requirements: Include necessary qualifications, language abilities, and any specific certifications required for the role.
• Showcase company culture: Give insights into the values and environment of your company to attract candidates who will fit in with your culture.
• Outline benefits: Talk about the salary range, benefits, and unique perks your company offers, like flexible working arrangements, office setup funds, holidays, international office sites or opportunities for growth and learning.

How to Write Job Descriptions That Attract Tech Talent →

Step 4: Promote the vacancy

To draw in a wide and varied group of applicants, mix up your recruitment methods by combining both traditional and online strategies. This means making the most of your company’s web presence, tapping into global job platforms, and using sites tailored for international hiring.

You’ll find some of the most popular sites among jobseekers here.

Here’s how to broaden your search:

• Company website: Keep the careers section fresh and easy to find.
• Global and niche job boards: Post your openings on big sites like LinkedIn, Indeed, AngelList for startup jobs, Glassdoor, and local startup boards, as well as those specific to your industry.
• Specialised platforms: For tech positions, Relocate.me and similar sites cater to those specifically looking for international work in various sectors.
• Social media campaigns: Use LinkedIn and other platforms to spread the word about your openings, reaching people you might not find through traditional means.
• Employee referral programs: Get your team involved in the search by asking them to recommend people they know, offering bonuses for hires that work out.
• Recruitment help: Team up with agencies or a freelance recruiter — focused on international hiring — for their pools of candidates and specialised knowledge.

Step 5: Review applications

When sifting through applications from around the world, remember that resumes might look different based on each country’s standards. What’s important is to focus on what the resume tells you about the candidate’s skills, experiences, and what they’ve achieved. Tools that standardise resumes — such as Pinpoint, Manatal and Freshteam — can be a big help, making it easier to compare candidates fairly.

Here’s what you can do to improve this process:

• Create a checklist: Put together a list of the important skills and qualifications for the job. This makes sure you’re judging all candidates by the same standards.
• Understand cultural differences: Give your HR team training on the various ways resumes might be presented from country to country. This helps in recognising valuable skills that might not be immediately obvious.
• Check language skills: If the job needs specific language abilities, think about adding language tests to your screening. This ensures candidates can meet the communication requirements of the role.

Step 6: Preliminary screening and interviewing

Adjusting your interview approach for candidates from different countries is essential to respect cultural and legal differences. It’s vital to understand which questions might be inappropriate or even illegal based on a candidate’s local laws. Incorporating video interviews can add a personal touch and help overcome the barrier of distance. 

Also, be mindful of time zone differences to schedule these sessions at a mutually convenient time. According to the Talent Trends 2023 Report, flexibility ranks as the second most important motivator for job seekers considering new opportunities.

For hiring from abroad, try to keep the interview process quick, wrapping it up in about a week if possible. This makes sure you respect the candidate’s time and keep things moving on your end. Aim for a smooth and fast interview schedule that fits the quick pace of hiring internationally, helping you land top talent quickly.

Here’s how to refine your approach:

• Stay legally informed: Get to grips with the employment laws that apply in the candidate’s country to keep your interviews on the right side of the law.
• Be flexible with times: Schedule interviews at times that work across time zones, showing respect for the candidate’s availability.

Step 7: Negotiate the salary and compensation package

Crafting the right compensation package is key to attracting international talent. Researching standard salaries, benefits, and legal requirements is essential. 

Also, consider the cost of living at the candidate’s location to make your offer appealing. According to Gartner, nearly 90% of candidates have dropped out of the hiring process due to mismatches in what they value, such as pay, benefits, work-hour flexibility, career development, team diversity, and management style.

Here are some steps to take:

• Understand market rates: Research typical compensation for similar roles in the candidate’s region.
• Consult legal advice: Ensure your offer meets legal standards for salary, benefits, and taxation.
• Broaden the offer: Include valued benefits like health insurance, retirement plans, and relocation support.
• Negotiate creatively: If salary adjustments are tight, consider enhancing the package with higher learning and development budgets, remote office setup contributions, or additional vacation days to meet the candidate’s expectations.
• Tailor the package: Adapt the offer to the candidate’s specific needs and career stage, making it personally appealing. 

Step 8: Extend the job offer

When it’s time to offer the job to an international candidate, your offer letter needs to cover everything. It should be clear and straight to the point, so the candidate knows exactly what you’re offering, including help with moving and what they need to do next. This clear communication sets up a relationship based on trust and openness right from the start.

Here’s what to include:

• Spell out the details: Make sure the offer letter includes the role, pay, perks, working hours, and any other parts of the compensation package.
• Confirm relocation help: Finalise the support you’re offering for relocation – if the candidate is moving for the opportunity, as opposed to remote work — like covering moving costs or help with finding a place to live. Describe how to get any required visas or work permits, and how you’ll support them in this process.

Step 9: Finalise the hire

Finalising the hiring of an international candidate means ticking off a few important boxes, particularly when it comes to the nitty-gritty of legal stuff like visas and permits. Making sure you’ve got all the paperwork sorted and that everyone’s clear on what’s expected can make everything go a lot smoother and keep any surprises to a minimum.

Here’s how to nail it:

• Sort out the legal bits: Work with legal pros to make sure you’ve got all the work authorisation documents you need.
• Stay in touch: Keep the candidate in the loop about where things stand with their application and what happens next.
• Have a contingency plan: Be ready with a plan B in case you hit any snags with visas or other paperwork hitches.

Step 10: Onboard new hires

According to Paychex, 36% of remote workers find the onboarding process confusing, compared to 32% of those working on-site. Plus, according to Gartner, there’s a significant impact on long-term retention: 77% of new hires who were happy with their onboarding experience said they could see themselves staying with the company for a long time, versus only 29% of those who weren’t satisfied with onboarding. This highlights the need for a clear, welcoming, and effective onboarding process for all new hires.

Here are some simple tips to improve onboarding:

• Start early: Kick off onboarding before their first day, sharing useful info and resources about your company and team.
• Email all the tech and logins they’ll need access too. 
• Find a buddy: Match the new hire with a buddy for guidance, answers, and company navigation in their early days.
• Keep in touch: Have regular check-ins for support, feedback, and to tackle any problems quickly.
• Meet the team virtually: Arrange online meet-ups with the team and important people in the company to help them feel welcomed.

International hiring best practices to incorporate into your strategy

When hiring globally, it’s all about getting the details right. Remember, 72% of candidates say a smooth interview process can sway their decision to take a job. Here’s how to streamline your approach:

1. Tailor your strategies to different markets

To really get the best global talent, you need to tweak your strategy for each market. Begin by writing job descriptions that hit home locally — maybe even translate them to the local language to widen your reach. Figure out which job boards and platforms folks in each area use most to make sure your job ads are seen by the right people. This practical approach takes into account the different vibes of global markets, making your recruitment drive more on point.

2. Enhance the candidate’s experience

Making sure candidates have a good experience is key to drawing in the best people. Being flexible with how you do interviews — like using video calls or working with local agencies for face-to-face chats — helps include people from all over, no matter their time zone. Also, making the application process straightforward knocks down hurdles, so it’s simpler for folks to show they’re interested in joining your team.

3. Build a strong global employer brand

Building a strong employer brand worldwide means being clear about what your company stands for, its culture, and why it’s great to work there. Getting your current employees to talk about their positive experiences adds realness to your brand. Also, making good use of social media can help spread the word, drawing in potential hires by highlighting what makes your company different and the exciting chances it offers.

4. Explore emerging markets for talent

Looking into emerging markets can reveal a wealth of hidden talent. Searching in these places lets you find people with special skills and viewpoints that can really benefit your company. This strategy does more than just add variety to your team; it also shows that your company is open-minded and welcoming to all.

5. Prioritise skills over degrees

Putting more emphasis on what people can actually do and their real-world experience — instead of just what degrees they have — lets you look at a wider range of applicants. This approach appreciates the different paths people take in life, understanding that these varied journeys can bring valuable insights and fresh ideas to your team. It’s a smart way to find those standout talents that might otherwise be overlooked.

6. Leverage technology in recruitment

Using the latest HR tech can make hiring faster and smarter. With tools like AI for sorting resumes and software that schedules interviews automatically, every step of hiring gets easier for both the recruitment team and the applicants. This doesn’t just cut down on the time it takes; it also helps you look more widely and fairly for talent all over the world.

7. Be aware of employment laws

Getting a handle on the employment laws of different countries is key to smooth international hiring. Making sure you’re in line with local rules about things like taxes and contracts keeps you out of legal hot water. It’s a good idea to talk to legal professionals who know the ins and outs of these laws. They can help make sure your hiring abroad is not only successful but also follows all the rules.

8. Outsource to specialised agencies

Working with agencies focused on international hiring can be a game-changer. They know the local scene inside out, from legal must-dos to who’s who in the talent pool. This kind of collaboration can make hiring a breeze, helping you find the right people while making sure everything’s above board with local work laws.

Start hiring internationally today

The people you hire really shape your business’s success. Going global with your hiring strategy can help you find the talent you need, thanks to technology and more options for remote work.

Actually, 66% of recruitment experts think going global is a great way to snag top talent, and 80% of the biggest-earning agencies are already hiring all over the world.

If you’re looking to hire from around the globe and relocate employees, check out Relocate.me for help. Post your tech job on the Relocate.me board today.

The country where software engineers get paid the most is the United States, above $120,000 a year, or roughly $10k per month. Salaries in Silicon Valley reach $160,000 per year, those in New York City are around $146,000, and those in Seattle are around $136,000.

But the US is not the only place you can make money as a software engineer. In this article, we’ll introduce you to the top 10 countries where software engineers are earning the most. As a side note, the salaries mentioned below are not entry-level or even junior salaries. These averages are more comparable to mid-senior experience. 

Let’s dive in and look at the industry’s average earnings, considering factors such as job position, work experience and programming language proficiency. We’ve consulted reputable sources to put together the most reliable figures for you. The figures reported here are gross annual salaries (before tax). You can use the Net Salary Calculator to estimate net income. This is a simplified version of the list:

1. United States 

Software engineers in the US earn a median annual salary of $124,200.

The United States is well known for offering the highest-paying IT salaries in the world. And it’s not just in the Bay Area. Companies in Seattle, New York, Austin, Chicago, and Dallas also offer some of the highest-paying salaries in the world, comparable with the likes of London and Zurich.  Although the US is still the preferred destination for software engineers around the world, there have been some major changes in the market that are worth noting. Most notably, mass layoffs from the tech sector (including FAANG), lower salaries (even for senior developers), and the already-established hustle culture should make software engineers think twice before heading to the US. 

You know the saying… “Americans live to work, Europeans work to live.” Salaries are outstanding in the US, but it comes at a cost. Work-life balance in the US falls behind compared to Europe. In the US, startup workers and even billionaire owners rarely put 9-5 hours like it could happen in Stockholm or Copenhagen. Also, work security in tech seems to be at a weak point with the wave of layoffs. Still, the US economy keeps adding more and more jobs, so being laid off is not a dead end.

Work-Life Balance Comparison: USA vs EU →

Now, if you think money can compensate for long working hours and dwindling job security, the US is a good destination. Some salaries are even higher than reported here. For example, the Stack Overflow survey of 2023 demonstrated that being a backend developer in the US is one of the best-paying jobs in tech, with salaries above $160,000 per year. But these salaries are only for a tiny percentile of software developers. Some senior developers are reporting lower salaries compared to the post-pandemic boom, with some taking a 3% or 9% cut year-on-year, and that doesn’t account for inflation.

The cities with the best salaries for software engineers are San Francisco and Santa Clara, CA, both part of Silicon Valley. Those salaries can reach $160,000 per year, which is well above New York City, which has an average salary of $146,000. Seattle comes in right after with $136,000. Austin, Chicago, the Dallas–Fort Worth metropolitan region and Houston come right behind, with salaries ranging from $130,000 to $95,000. Silicon Valley pays the best, but there’s a whole world out there (in the US). It’s still one of the best countries for software engineers.

2. Switzerland 

Software engineers in Switzerland earn around €100,000 a year. 

Where do software engineers make the most money? Switzerland is a sleeper when it comes to opportunities for software engineers. It’s well-regarded for its very high standard of living, for its natural beauty, for being one of the safest countries in the world, and for paying excellent salaries that make up for the very high cost of living (a chicken sandwich in Geneva might cost 80% more than in Dallas). And Geneva is not their most expensive hub — that’s Zurich, dubbed the most expensive city in the world.

But even if it’s world-renowned for all these reasons, it’s not exactly a typical software engineering location. Switzerland lures skilled software engineers with high salaries (easily exceeding €100,000!) while keeping an attractive, and ultimately European, work-life balance. The demand for workers is high, but competition can be gruff, so much that juniors should not consider Switzerland. This country is only for experienced professionals. It’s expensive and immigration is very difficult unless your skills are in demand, and unless you can prove your experience. Only come to Switzerland if you have a strong resume to stand by you. On the upside, many companies prioritise a 40-hour workweek, and over half of IT professionals report achieving a good balance. 

Also, keep in mind, that the high wages come with a high cost of living, so factor that in while evaluating the option. Renting a studio apartment in Zurich’s city centre can cost up to 50% more than renting one in Dallas. But purchasing power in the Swiss city is still around 5% stronger than in Texas, which tells how well-balanced the Swiss cost of living is with their uncommonly high standard of living.

3. Israel 

Software engineers in Israel earn almost €70,000 a year. It’s one of the highest salaries for software engineers in the world.

Israel relies on the tech sector. The high-tech sector contributes 18% to local GDP, making it their largest industry by economic output. Tech comprises half of the country’s exports, which means the sector attracts foreign currency like no other — and this could explain the good salaries. About one in seven of all employees work in the tech sector and in tech jobs in other sectors. This concentration is not so far from Silicon Valley’s (where one in four workers are in tech).

The startup scene in Israel is worth $120 billion, according to reports. Tel Aviv is the seventh-largest startup ecosystem in the world and has the highest number of startups per person in any country, with almost 3,000 in Tel Aviv alone, of which around 30 are already unicorns. The government actively props up the scene with stimulus packages and pro-tech policies. It’s also a cybersecurity hub, big data, an AI hub. Waze, for example, was founded almost 20 years ago near Tel Aviv, and represented one of the first widespread cases of AI and big data for end users.

Since there is so much cash from investors and so much cash brought on by exports, software engineers can expect some of the best salaries in the world. It’s not only startup-driven, though. Israel hosts R&D centres for large tech companies like Amazon, Apple, Cisco, SAP or Meta.

In Israel, work-life balance can be a double-edged sword. The fast-paced, startup-driven business environment often encourages longer hours and dedication. The “hustle culture” is widespread and many engineers, notably from the cybersecurity sector in Tel Aviv, report that burnout is very common.

4. Australia 

Software engineers in Australia earn around €67,000 a year ($110,000 AUD).

Australia is a very sought-for location because it has plenty of cities with good weather, a high standard of living, and salaries for software engineers that are even above some German wages. Even if investment in tech startups in Australia fell in 2023, there were almost 500 deals, including Employment Hero’s quarter-billion-dollar funding round. This cash influx results in more opportunities for software workers, who can also rely on well-established tech companies such as Canva, Atlassian, or Procreate to seek jobs.

Australia has traditionally welcomed qualified workers from abroad to fill the talent gaps, and software engineers are just as in demand. In fact, more Europeans are moving to Australia for tech work than the other way around. Still, it’s not only Europeans who’re choosing to settle Down Under. According to industry reports, around a third of tech workers speak a language other than English, making it the most culturally diverse sector in the country.

In Australia, and in contrast to the US, tech jobs are also more secure than other occupations. The rate of people who no longer work after eight years was around 5% lower in tech than in other Australian high-paying industries. This makes it one of the best countries for software engineers.

Even though almost half the workers in the Australian tech industry don’t have a university degree, immigrating engineers who request a visa are expected to have one and to pass an English exam and score a certain number of points. You can earn points by many means, but the most important is experience.

Australia has very strict immigration policies, but a company sponsorship could help you settle down there. For example, a software engineer with 2+ years experience can apply for Australia’s Skilled Independent visa (Subclass 189) but may need higher points (3-8+ years experience) for a stronger application. So consider internal company transfer for temporary residency followed by permanent residency as a pathway to staying in Australia.

 However, like many attractive hubs, the cost of living in cities like Melbourne and Sydney is extremely high — even higher than in certain European countries. Despite what Mercer claims, the cost of living in Australia has skyrocketed to 2-3x what it was in 2019, depending on the city.

5. Denmark 

Software engineers in Denmark earn around €66,000 per year.

Denmark’s recent hits have been in pharma or the movies, but the tech industry in Denmark also enjoys steady growth, with opportunities in major cities like Copenhagen and Aarhus taking advantage of recent graduates. Sources estimate that Danish software companies will drive an excess revenue of almost $4 billion in 2024. 

There are plenty of sectors in the tech industry that software engineers can consider. Tech giants like IBM, Microsoft, and SAP have set up innovation and development hubs in Denmark. Some tech “newcomers,” like Zendesk or Trustpilot, are some successful Danish tech companies that specialise in business solution development. In fact, around 7% of the tech investment deals that end up being unicorns come from Nordic countries.

When seeking employment, software engineers can look into other Danish tech sectors that are not exactly IT. Cleantech is also a growing tech sector in Denmark. Environment-related technologies accounted for a quarter of Danish patents in 2018. It’s also the highest share in the OECD. The Danes are known for inventing tech stuff, as they came up with C++ and C#

Software engineers are in demand in Denmark, and the government is making it easier for international talent to get work permits (they’ve approved lower salary requirements for foreigners applying for work) and even own businesses (Startup Denmark program) to get a residency permit.

While salaries may not reach the heights of some other countries, they remain competitive and are coupled with generous benefits, including ample paid holidays and a standard 37-hour work week. Denmark has one of the world’s best work-life balances, with only 1% of workers putting long hours and a standard 25 vacation days.

However, consider that the cost of living in Denmark is high. If you land a job in Copenhagen, you could even consider living in the quiet university town of Lund, Sweden, and crossing the Øresund strait for work a couple of times a week.

6. Canada 

In Canada, software engineers earn around $69,000 USD annually. That’s approximately €64,000.

The Canadian government actively supports the tech sector through grants or tax incentives. The Deputy Prime Minister recently announced a $20 billion fund to help develop net-zero and clean tech. Also, many provinces have their own programs. Besides clean tech, the country’s focus on AI, healthcare tech, and cybersecurity means you’ll have plenty of paths to find your niche. 

Canada has advantages like few other countries, both for software engineers and for any worker. Some cities are cheaper than their counterparts across the US border. According to Numbeo, Toronto prices are estimated to be around 5% cheaper than Chicago (still, keep in mind that Chicago has greater purchasing power). And Vancouver continually gets picked as North America’s “most liveable” city, a fashionable way to say it’s among the best cities in the world.

Canadians know it’s important to keep a healthy work-life balance and continually push official efforts to help with it, like prescribing free visits to their stunning national parks. They have generous parental leave and well-established safety nets. And for being such a developed (and still underpopulated) nation, Canada has a remarkably simple immigration path, way easier than getting a green card in the US. In addition, Canadians use the metric system.

But, it’s not all idyllic and syrupy up there in the North. Graduates from universities like McGill, sometimes called the “Harvard of Canada,” get more attention than expats, according to testimonials. If the role you’re trying to get into is a senior role, most tech companies will prefer candidates who speak English as their first language, or French if you’re in Québec. This is standard, and the same will happen to you in Bavaria but with German, but you should still consider it. 

Still, techie Indians seem to be doing well in Canada, which hosts the largest Sikh population outside India. So software engineers from India, the Philippines, or China all have opportunities to work and take a piece of the pie, provided they have the right seniority and can get jobs with companies that help them relocate.

Expat Advice: Moving from India to Canada with an IT Role →

7. United Kingdom 

Software engineers in the United Kingdom earn an average of around €58,000 per year.

With London still standing as the world’s financial capital, meaning that there’s plenty of lending and investing going on, the UK software market is predictably huge. In 2024, London is still Europe’s #1 tech hub. But when it comes to tech, other big cities such as Manchester are still attracting companies, start-ups, talent, and investors. In fact, the North is great for software engineers. Big tech companies like Google, Booking.com or Amazon are in Manchester, along with over 10,000 other tech businesses. Startups recently just raised £532 million in funding. Leeds, Oxford and Cambridge are also medtech hubs.

One overlooked (not by investors, though) sector in London for software engineers is cleantech. London climate tech startups took in $3.5B in 2023, up from $2.2B in 2022, and London clinched the second place for climate tech investment globally in 2023.

In England, salaries are generally above their mainland Europe rivals. Particularly in London, a senior software manager (a position which requires around 10 years of experience) can make £102,000 per year, while the same position in Berlin can earn €81,500. For your reference, that £102,000 is more than 10k a month in US dollars. When you rank a software developer salary by country, England always gets a notable mention.

Moving to London for a Tech Job: Mahdi’s Relocation Story →

8. Germany 

A software engineer’s salary in Germany is €56,800 a year. More senior roles like software architect earn average salaries of €81,500.

Germany’s tech scene has both the heavyweights — like SAP — and the nimble movers and shakers — like N26 — ready to hire IT expats. Expect fair salaries, healthy work-life balance and software development opportunities in cities like Berlin (more international and expat oriented) or Munich (more traditional).

Germany normally delivers job security and opportunities for skilled developers, but their economy has shrunk a bit, so don’t be surprised if you notice job offers suddenly drop. Still, Germany (and Berlin especially) is the top destination in Europe for expats. The German capital has a considerable expat community, and it’s the city where’s the most likely to find an English-speaking role. Plenty of companies that are expanding internationally are doing it from their HQ in Berlin. Or it can be the other way around — companies that are expanding internationally want to set foot in Germany, and that could be the way in for software engineers. 

The pace might feel slower than working in the UK, for example, and language barriers can be an issue, but if stability, well-being, and quality of life are priorities, Germany can be an excellent fit for you.

9. Norway 

In Norway, software engineers earn an average salary of roughly €53,000 a year.

It’s not that far behind Denmark. It’s actually an excellent salary, considering the small market — totally acceptable for a country with less than six million citizens. The job market is great for senior devs, especially if you speak Norwegian. If you don’t speak it, especially in Oslo, you’ll have plenty of options that don’t require Norwegian, but you can’t get picky. Brush up your skills or consider building a portfolio (open-source projects, conferences) if you’re starting out. 

Software engineers can expect opportunities in green technology. Norway and its Nordic neighbours are recognised as world leaders in the use of renewable energy, cleantech, and sustainable resource handling.  Norway has agreed to reduce emissions, and the government considers carbon capture and storage (CCS) a high priority.  The Climate Investment Fund set up by Norway in 2022 has already committed around $200 million to projects that will avoid annual emissions of 6.2 million tons of CO2.

Work-life balance in Norway depends on the work arrangement because some jobs work as contracts and earn exceptional wages while others are more stable, more secure and more lax but for lower pay. Some companies have strict deadlines, others are flexible. You can find a good fit as you gain experience (seniors have more options).

Norwegians are welcoming and accept foreigners, but friendships take time. Learning the language will help you socialise in the long run and will give you more work options. Norwegians are friendly and educated, enjoy a great standard of living (and have learnt to be happy when it rains), and will be happy to welcome you in. Expect to be awe-struck by their infrastructure and fjords.

The best path to get a job in Norway, especially if you’re not a senior, is to have a company sponsor you and help you relocate. This is the result of a mixed bag of policies that make it hard for non-EU citizens to land a job, not an outright strategic decision. It’s a small market with a low number of jobs, and regulations that started adding up closed out the market for many. Still, with the help of a company, software engineers can work in Norway,  still one of the best countries for software engineers.

10. Sweden 

In Sweden, software engineers earn a net salary of almost €44,000 a year. Other sources report salaries are as good as in the United States, but that’s probably a top salary for a video game company executive. Spotify offers developer product manager salaries of  €76,600 at their Stockholm offices, so there’s also that in-between lane. 

In Sweden, you can make a career in fields such as sustainability or gaming. With a surprisingly high $14 billion raised through IPOs in Stockholm in 2021, the second highest in Europe after London, more than a hundred Swedish companies have access to a large pool of capital to invest in growth, which often includes hiring skilled IT professionals. Software engineers in Sweden don’t have to limit themselves to the tech sector.

Stockholm School of Economics (SSE) is becoming a hot spot for student founders in Sweden — who in turn bring on software engineering jobs. One of their alumni is Klarna, which was initially rejected by investors but has since raised a massive $4.5 billion. Another example is Voi, a micromobility startup founded by an SSE grad. Thanks to an SSE pitch competition, Voi got early investment from a billionaire businesswoman and has now raised $500 million. Remember that education for EU citizens in Sweden is free, so if you intend to go down the founder pipeline as a software engineer, you got a clear opportunity in Stockholm.

The Swedes love their work-life balance, with ample leave — the parental leave in Sweden is unmatched — and flexible arrangements from the get-go. In addition, their command of English is impeccable and could make you wonder if you’re actually in Minnesota or Wisconsin. Still, testimonials tell us that Swedish could open more doors. Still, remember the high cost of living, especially in Stockholm, and consider that expats have trouble finding housing.

Get a job as a software engineer and relocate

To earn the best salaries in the world for software engineers, you can relocate to these countries with Relocate.me. We’re a niche job board for techies looking to relocate, and we match tech talent with companies that offer relocation packages to many of these countries.

Visit our job board and get a job with a top-dollar salary from your home country. Only then relocate. The companies on the platform need top talent from abroad, and they will help you cash in the highest salary for software engineer in the world.

For a business, adopting a global mobility strategy means making the most out of a globalised workforce. Greater diversity, skilled labour, extended operational hours, and access to specialised skills that may not be readily available in your home country — global mobility can bring on all of those advantages.

Still, crossing borders and onboarding workers from different backgrounds in their home country or yours is a complex process. Global mobility programs need to be set up to make this strategy work. We’ll walk you through the key elements of a global mobility program and how your company can run one so that you can hire and onboard international talent with ease.

What is global mobility?

Global mobility, also known sometimes as employee relocation, is the HR process that allows businesses to move workers across international borders, from one location to another to meet the company’s operational, strategic or development needs. In this sense, it implies planning, coordinating and administrating employee relocations, including aspects such as visas, work permits, accommodation, benefits and cultural support to ensure a smooth transition into the new environment.

Is global mobility similar to employee relocation?

Yes, global mobility is a relatively new term that has been gaining popularity in the past 30 years, and that is very similar to the less-sellable employee relocation. But talking about global mobility has extra undertones that more closely represent the opportunities the workforce has access to in the 21st century.

For example, relocating within one’s country for work is still very common in certain regions. Talking about employee relocation certainly applies to domestic transfers, but falls short of defining how companies can enable workers to move across international borders for work, or to make international hires. Also, global mobility suggests a company strategy, not a single effort from the employee’s camp. Additionally, some HR teams consider business travel a part of global mobility, while relocation refers to a new life in a new town, not a business trip.

All in all, the terms are comparable, but global mobility underscores the international aspect of the movements. It’s also the name of an HR strategy: HR teams can make global mobility happen.

These employees’ transfers, movements, or assignments can be classified into:

• Business travels: These are what we commonly call quick trips to other countries for conferences, meetings, contract negotiations or networking with industry peers. When airport security asks, “Business or pleasure?” they refer to this type of travel.
• Short-term: Short-term assignments can last three or six months and have specific goals. For example, they might involve training local staff, filling a temporary position or working on a particular project. These assignments can be done with a regular tourist visa in most countries.
• Long-term: Long-term transfers typically last one to three years and meet different business needs, like developing global leaders, entering new markets or launching new facilities. They’re chosen over permanent relocations when there’s a specific timeline or when an employee’s in-depth knowledge of the company is crucial. In most cases, the government will require a special visa for this kind of assignment.
• Permanent: A permanent assignment involves indefinitely relocating an employee to another country. The employee becomes a resident there and works locally through a local company. Traditionally, these assignments were sourced locally: you first hired someone from your HQ country before sending them overseas.
• International hires: The company hires a worker from a different country so it can work remotely from there until it relocates to any other region. Global mobility enables this process.

What about a workation?

Workation is a portmanteau of the words work and vacation. Since remote working allows taking on tasks from anywhere, employees are on workation when they travel and work from new locations like if they were on holiday, without spending their PTO days.

Workations differ from traditional business trips because employees decide when to take on one. Since it’s something workers strive for, employees will seek no assistance from their managers to go out on a workation — but they will need a suitable global mobility policy to rely on, and they’ll undoubtedly appreciate it if the stage is ready for them to take their meetings from a hut by the beach.

The Art of Relocating Tech Talent Post-Pandemic →

Pros of global mobility

We won’t dwell on this point too much, as it’s been discussed at length before — and you’ve probably thought about the same for your company even before finding Relocate.me, where we specialise in connecting employers with skilled tech professionals seeking work opportunities abroad. Embracing global mobility offers various benefits for your organisation, especially in today’s potentially global and culturally diverse setting. Some of them are:

• Access to skilled labour
• Expansion into new markets
• Company diversity
• Hiring internationally with worldwide coverage

Additionally, a point often missed out on is how global mobility has become easier than ever.

Thanks to exceptional historical factors, including the rise of collaboration tools, a transnational economy, and increasingly electronic paperwork, companies can shape up multinational teams by hiring people from abroad — and even helping them settle down in a different country. The pandemic has altered perceptions of remote work and the challenges of welcoming new team members from all around the globe. It’s all about seeing the bright side of things.

Do employees also win with a global mobility strategy?

Yes — employees substantially benefit from a global mobility policy. It’s a win-win policy. When the company sets up a process through which it can access worldwide talent and expand into new markets, workers from any background can, in turn, make their next professional step with certain advantages that are difficult to come by on their own. Even if our guide is mostly for companies, workers can also reap benefits from global mobility, like by moving to a new country for their jobs or enjoying a workation.

Challenges in the global mobility process

Of course, it’s not all a bouquet of roses when it comes to moving globally. Not only do different countries have their own customs and traditions, but they also have specific rules you need to follow. So, getting to know global mobility pitfalls will help you make the process smoother and help you make smarter decisions when putting your plan into action.

Disclaimer: The “too much paperwork” excuse

Keep in mind that, in 2024, shying away from global mobility programs because of it involving “too much paperwork” appears to be more of an excuse than a real challenge. Numerous solutions help roll out a global mobility strategy.

Let’s elaborate on the specific issues involved now.

Immigration

Since they depend on each government, a global mobility program can be made or broken by immigration policies. Let’s have a closer look at the specific issues and look at best practices for addressing them:

• Visa complexity and delays: Each country has its own rules for visas, and these rules can be ambiguous. It’s important to visit official government websites to learn about each country’s visa requirements and how long it takes to process them. It’s best to plan ahead carefully. The best choice is to partner up with people who understand how immigration in a particular country plays out. To go global, it’s best to go case-by-case.
• Work permit woes: Securing work permits, especially for specialised roles, can be time-consuming and require specific qualifications. Non-compliance could get you in serious trouble, like facing hefty fines, if you’re the firm, or making your employee face deportation. Make sure to carefully research the work permit requirements for your desired job and location.
• The changing tides of policy: Politicians with inconsistent ideas rise and fall off year by year, so immigration policies constantly shift, making long-term planning challenging. Building adaptability into global mobility programs allows for quicker response to legislative shifts. Your program should never depend on the charlatan who’s in office right now in your target country — they might get kicked out in the next election cycle, and policies could change at a moment’s notice.

Corporate tax

Dealing with corporate taxes across different countries can be really tricky. It can even affect legal compliance. Imagine paying taxes only to be told off for not following the rules — it can’t get worse than that. Let’s see some key challenges in this area that any company with a global mobility program should consider:

• Double taxation: Employees who work overseas might end up paying taxes in both the host and home countries. Fortunately, some countries have tax treaties and policies like tax equalisation. Tax treaties can prevent double taxation, while tax equalisation helps employees maintain their standard of living despite tax differences. Collaborating with tax specialists is always a good idea.
• Permanent establishment: Any connection in a foreign country, even if it’s just through your employees, can lead to a permanent establishment (PE) for tax reasons. To handle this, keep a close eye on what your employees are doing and how long they work abroad. Having clear rules and keeping tabs on what your employees are up to can help you ensure compliance and steer clear of surprise tax bills
• Saving on taxes but staying in the right lane: It can be hard to balance cutting expenses on taxes and being completely open to scrutiny. Aggressive tax planning may raise ethical concerns while overpaying taxes will slash your profits. Just make sure that you have a tax payment schedule at the start of each fiscal year. Not a reason to celebrate, but a necessary evil.
• Building internal collaboration: Different departments within an organisation, such as HR, sales — i.e., when they invoice — and finance, may have conflicting priorities regarding taxes. A compliance issue could be around the corner if these teams work too separately. Make sure teams collaborate and understand when and how to invoice from each country and to which country.

Payroll

Let’s jump straight to the key aspects of paying a global workforce:

• Currency: Changes in exchange rates can affect how much employees get paid and cause a lot of hassle for the company. To deal with this, create straightforward rules and steps for dealing with changes in currency value. You can always ask employees to send their bank account information in a specific currency and peg their salaries to that.
• Multiple formats: Managing diverse payroll formats, reporting requirements, and payment methods across different countries can be a logistical nightmare. Standardise processes wherever possible, using centralised payroll systems with global capabilities.
• Data: Keep correct and consistent information about employees in different countries. If authorities ask you how many contractors or employees from a certain country you have on your payroll presently, you should be able to send them info on it.

How to Write Job Descriptions That Attract Tech Talent →

Global mobility strategy: Step-by-step guide

Overcoming the previously mentioned challenges and taking advantage of all global mobility benefits strongly depends on crafting a robust strategy. It involves thoughtful planning and customisation. Here’s a detailed guide to help you create it:

• Figure out your global mobility program’s purpose: Consider the challenges you want to address, such as attracting and keeping talent or transferring knowledge to a new market.
• Conduct an assessment: Find key roles and positions that could benefit from mobility opportunities, and decide who can apply based on seniority levels.
  
• Choose locations: Pick those that match your business goals and are good for your company and its workers. Consider factors such as market potential, talent availability, cost of living, infrastructure, and cultural fit. Double-check that you are complying with local regulations, and consider the impact on diversity and inclusion.
• Estimate the costs: Evaluate the costs associated with each location, including taxes, housing, transportation, and relocation expenses. Remember that costs are two-fold: those the company will cover, and those an employee will have to deal with.
• Make the process easy to follow: If someone wants to relocate, they should be able to check everything about it on an internal knowledge base.
• Define standards: Establish transparent standards for mobility requests, approvals, and reviews. Determine how employees can submit requests. It should be as simple as simulating a return on investment or calculating an insurance premium.
• Keep track of it: Did you know that more than a third of relocated employees don’t feel happy about their process? You should monitor your mobility policies and start shrinking that figure. Collect feedback from employees and stakeholders to identify areas for improvement. On an ongoing basis, rethink the strategy to align with changing business needs and market conditions.

Global mobility is too complex to improvise on, but too simple to operate once it’s running. So follow those steps, and you’ll be able to get an exemplary global mobility program as quickly as your workforce and business call for it.

Why relocation is the measure of success for global mobility

If your company satisfactorily allows an employee to relocate to a new country, especially if it’s a new hire, you can consider your global mobility program a roaring success.

Why? From all the possible assignments, relocation is arguably the ultimate step of a global mobility program. It’s not just about paying for a plane ticket or helping the employee book a hotel — it’s about bringing talent to a new market with a different legal framework and a different taxation system. During relocation, both the employee and the employer need special care.

You don’t need to read another step-by-step guide because at Relocate.me, we match you with workers looking to relocate so you can hire internationally.

You can also head to our Employer page, and we’ll gladly assess you with all you need. 

If you’re a tech professional looking to relocate and be hired internationally, you can also head to our job board. Good luck!