The Beginner’s Guide to Global Mobility: How Companies Can Hire International Talent

Reading Time: 9 minutes

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:

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, 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:

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.



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:

countries available


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:


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

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:

job relocation feedback


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, 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!

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