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 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.

 

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.

 

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!