How does global IT recruitment work. What are the benefits of hiring international tech talent. How can companies overcome the challenges of cross-border hiring. What services does Northstar offer for global IT recruitment. How long does the international recruitment process take. What types of IT roles can be filled through global recruitment.
The Growing Demand for Global IT Recruitment
In today’s rapidly evolving tech landscape, companies are facing a significant challenge: a shortage of skilled IT professionals in local markets. This scarcity is particularly acute in Nordic countries, where the demand for tech talent far outstrips the available supply. As a result, businesses are increasingly turning to global IT recruitment as a solution to this pressing issue.
Why is global recruitment becoming so crucial? The answer lies in the numbers. Nordic IT markets are currently experiencing a deficit of thousands of professionals, and this gap is only expected to widen in the coming years. Companies that limit their talent search to local markets are finding it increasingly difficult to grow and innovate, as the process of finding suitable specialists becomes increasingly time-consuming and often futile.
The Competitive Advantage of Global Recruitment
Companies that embrace global recruitment gain a significant competitive edge. By expanding their talent search beyond national borders, these businesses can access a vast pool of specialists and hire them quickly. This approach not only accelerates growth but also introduces diverse perspectives and skill sets that can drive innovation.
Moreover, global recruitment has a positive ripple effect on local markets. As international talent enters the workforce, it increases competition and promotes overall growth in the sector. This influx of skills and knowledge can have a substantial social impact, fostering a more dynamic and innovative tech ecosystem.
Northstar’s Approach to Global IT Recruitment
Northstar, a Nordic talent agency specializing in global IT recruitment, has positioned itself at the forefront of this trend. Their mission is to help companies grow by facilitating the process of hiring international talent. But how exactly does Northstar make global IT recruitment accessible and efficient for businesses?
- Turnkey service package covering the entire global recruitment process
- Extensive partner network enabling hiring of professionals within the EU & Asia
- Years of experience in international recruitment
- Relocation services, including optional language and culture training
- Nearshoring services for scaling up teams
- Tech hubs in Spain & Poland for hiring and relocation
Northstar’s comprehensive approach simplifies what can often be a complex and daunting process for companies. By offering a hands-off service, they allow businesses to focus on their core operations while accessing the global talent pool.
The Process of Global IT Recruitment
How does the process of global IT recruitment differ from local hiring? Surprisingly, with Northstar’s approach, it’s quite similar. The company handles everything from candidate search to potential relocation, making the experience as seamless as possible for their clients.
Steps in the Global Recruitment Process
- Client defines the roles and requirements
- Northstar conducts a global candidate search
- Screening and interviewing of potential candidates
- Client selects the preferred candidate
- Northstar manages offer negotiation and acceptance
- Relocation services are provided if necessary
- Optional language and culture training offered
This streamlined process ensures that companies can access global talent without the logistical headaches often associated with international hiring.
Cost Considerations in Global IT Recruitment
A common concern for companies considering global recruitment is the cost. How much does it actually cost to hire an IT professional from abroad? While the exact figures can vary based on the specific role and individual, Northstar provides some ballpark figures for senior roles:
- Cross-border recruitment: 65-75€ / hour
- Remote delivery: 45-55€ / hour
It’s important to note that these are example prices, and the exact cost will be defined once the required expertise is specified. An interesting aspect of Northstar’s model is that after 12 months, the hired professional can be recruited permanently for the client’s team, offering long-term flexibility.
Timeframe for International Recruitment
Another crucial consideration for companies is the time it takes to recruit internationally. Contrary to what some might expect, the timeframe for global recruitment isn’t significantly different from local hiring. In fact, for hard-to-find specialists, it can even be faster.
According to Northstar, the expected time frame for the entire process is 12-16 weeks. This includes everything from initial search to final placement. In some cases, professionals can even begin working remotely before the relocation process is complete, further accelerating the onboarding process.
Types of Roles Suitable for Global Recruitment
What kinds of IT roles can be filled through global recruitment? The short answer is: virtually all of them. Depending on the company’s needs, Northstar can assist in hiring professionals at all levels of IT expertise.
Examples of IT Roles for Global Recruitment
- Software Developers (various languages and frameworks)
- Data Scientists and Analysts
- Cloud Computing Specialists
- Cybersecurity Experts
- AI and Machine Learning Engineers
- DevOps Engineers
- UX/UI Designers
- IT Project Managers
- Network Administrators
- Database Administrators
This versatility in role types makes global recruitment an attractive option for companies across various tech sectors and specializations.
Overcoming Challenges in Global IT Recruitment
While global IT recruitment offers numerous benefits, it also comes with its own set of challenges. How do companies navigate these potential hurdles? Northstar addresses several common concerns through their comprehensive service offerings.
Cultural and Language Barriers
One of the primary concerns in international hiring is the potential for cultural misunderstandings or language barriers. Northstar mitigates this issue by offering optional language and culture training as part of their relocation services. This helps ensure a smooth integration of international talent into the company’s existing workforce.
Legal and Administrative Complexities
International hiring often involves navigating complex legal and administrative processes, including work visas and permits. Northstar’s turnkey service package covers these aspects, handling the paperwork and ensuring compliance with relevant regulations. This allows companies to focus on the talent itself rather than getting bogged down in bureaucratic details.
Remote Work Challenges
In cases where immediate relocation isn’t possible or desired, remote work arrangements can present their own challenges. Northstar’s experience in managing remote delivery ensures that companies can effectively integrate and manage international talent, even in a distributed work environment.
The Future of Global IT Recruitment
As the global tech landscape continues to evolve, what does the future hold for international IT recruitment? Several trends suggest that this approach will become increasingly important in the years to come.
Increasing Skills Gap
The skills gap in the tech industry is expected to widen, particularly in rapidly evolving fields such as AI, machine learning, and cybersecurity. Global recruitment will likely play a crucial role in bridging this gap, allowing companies to access specialized talent regardless of geographical boundaries.
Remote Work Normalization
The COVID-19 pandemic has accelerated the trend towards remote work, making companies more open to hiring talent from anywhere in the world. This shift in mindset is likely to further fuel the growth of global IT recruitment.
Emphasis on Diversity and Innovation
As companies increasingly recognize the value of diverse perspectives in driving innovation, global recruitment offers a way to build truly international teams. This diversity can lead to more creative problem-solving and better products and services.
In conclusion, global IT recruitment represents a powerful solution to the growing tech talent shortage, offering companies access to a vast pool of skilled professionals. With services like those provided by Northstar, the process of international hiring becomes more accessible and manageable, paving the way for growth and innovation in the tech industry. As the world becomes increasingly interconnected, the ability to tap into global talent may well become a key differentiator for successful tech companies.
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Global IT Recruitment Made Easy – Northstar Talent
Hire the best expert – not just the best available expert from your local market.
The Nordic IT talent market lacks thousands of professionals, and the shortage will only worsen. Companies that rely entirely on their local talent market will have difficulty growing when it takes forever to find new specialists. In many cases, the situation is even worse because no people with specific skill sets are available in the market.
Companies expanding their talent search beyond country borders can pick specialists from a massive pool and hire them quickly. This makes expanding talent search cross-border a substantial competitive advantage over companies that are not ready to hire foreign talent. As an added benefit, global recruitment makes the local market more competitive, promoting growth for the entire sector – which has a big social impact.
Our mission at Northstar is to help companies grow and we believe that global recruitment is the path to growth. That’s why we offer our clients hands-off services for hiring international talent, making the process quick, painless, and easy!
We’re a Nordic talent agency specialising in global IT recruitment.
Our solutions for global IT recruitment
What solution is right for your company
?
Let’s book a meeting to discuss your needs & options.
We make global IT recruitment easy
With us, the global recruitment process is much like recruiting someone from the local market. You define the roles, and we take care of everything else – from the candidate search to possible relocation.
- Turnkey service package covering the whole global recruitment process
- Extensive partner network that enables us to hire professionals within the EU & Asia
- Years of experience in international recruitment
- Relocation services when a person is brought over, with optional language and culture training
- Nearshoring services as part of scaling up teams
- Tech hubs in Spain & Poland, where talent can also be hired & relocated
Want to hear real-life examples and experiences on global IT recruitment?
FAQ on global IT recruitment
How much does it cost to hire an IT professional from abroad?
The hourly cost is based on the role and the person.
Example prices for senior roles:
- Cross-border recruitment: 65-75€ / hour
- Remote delivery: 45-55€ / hour
This exact price will be defined when the required expertise is specified.
Note that after 12 months, the person can be recruited permanently for your team.
What’s the time frame of the international recruitment process?
The delivery time for recruiting a specialist from the global talent pool doesn’t differ much from hiring someone from the local market, and it can be even faster when looking for a specialist that is hard to find.
The expected time frame for the whole process is 12-16 weeks.
Occasionally the professional can even start working remotely before the relocation process.
What kind of roles can be hired from abroad?
Depending on the needs, all levels of IT talent can be hired from the global market, from more supportive roles to niche experts with very deep technical knowledge.
When evaluating cross-border recruitment as an option, typically, the profiles in question are senior/lead – some with 10+ years of experience.
We have found and recruited experts in the following subject areas:
- Software development
- Web development
- Embedded development
- QA/testing
- DevOps
- Software Architecture
- Data Engineering
- UI/UX
From where can IT talent be sourced?
We can source talent from all around the world and are constantly monitoring the global talent market. Talent sourcing can be targeted to areas with the most availability of top professionals.
Currently, we are finding top talent from the Philippines, Czech Republic, Poland, and Spain.
What is international recruiting?
International recruiting means hiring a workforce from outside of one’s country and relocating them to the desired location or enabling them to work remotely from where they are.
There are three main ways to do global recruiting:
- Cross-border recruitment where the professional is sourced from abroad and relocated to a new country
- Remote recruitment, where individuals work remotely
- Near/off-shore delivery, where an entire team is recruited and possibly relocated to the desired location
How does the cross-border recruitment and relocation process work?
Why Company Culture Matters in Recruiting
An important part of successful recruitment and recruitment in a fast-growing environment is creating a culture that people want to be a part of and contribute to. Many people talk about the importance of creating a great company culture, but the real challenge is to maintain a good culture as the number of employees increases and the company grows.
Company culture is always in the background, either motivating or frustrating employees.
Saying you have a great culture and having it are two different things. And in the context of recruiting, you can’t hide a bad culture for long. Eventually, people will find out about it.
“Culture” is the establishment of the North Star and direction for all. At OnDeck, we’ve spent a lot of time identifying the behaviors we value and the traits that are off limits in the company we want to build. Our values are at the core of everything we do, which is why we are driven by continuous improvement, from the products we bring to market to the recruitment programs we develop.
Cultural fit is critical:
We believe that cultural fit should never be compromised in recruiting. Never.
Even a potential rock star can become a bad employee if he doesn’t fit in with the culture. A negative attitude can infect everyone. Even if a person has outstanding professional skills, hiring an employee who does not fit the culture is a big mistake.
Of course we want to hire the best people and are always looking for them, but how they fit into our culture and how they embrace our values is just as important to us.
I know everyone says that, but it’s so important that we introduced the so-called “Special Forces Team” (Culture Interview SWAT Team).
The Special Forces team is a group of people scattered throughout the organization who interview potential employees to determine not only whether they will fit into our culture, but also whether they can succeed in OnDeck by establishing strong and important relationship. The relationships we create among our peers, in turn, positively impact our ability to succeed and deliver business results.
We believe that everyone in our company has a responsibility to help each other succeed. We spend a lot of time and energy training our leaders to help create a goal-oriented culture that keeps employees motivated and our company successful. We are a very value-oriented organization.
How to maintain these values:
- Make employees the cornerstone of the recruitment and onboarding process.
- Include them in the performance improvement process (also known as reviews).
- Report on how well each person demonstrates the values when interacting with each other and our customers.
- Ensure that our people see how our values influence the decisions our senior leaders make, ensuring transparency throughout the company.
There is no shortcut to building a good company culture, but it is worth the effort. It affects what work we do, how we do it, and how our clients respond to us. If you want to contribute and be a part of our culture, bring your best qualities to help us build a successful company, and have a passion for using technology to support businesses on Main Street across the country and now Canada and Australia, we are we will be glad to talk with you.
45 hours of interviews in 4 weeks — how I didn’t go crazy talking to the team — Constantine Bolshukhin on vc.ru
I tell you how I turned hiring into a game using popular mechanics and gamifying the process. And yes, not everyone has gone to the next level.
845
views
Hello, my name is Kostya Bolshukhin. I am making a startup called ManageMate, which will help IT teams with 50+ people create and control the organizational structure, roles, tasks and goals of the company. I also run the telegram channel Pros and Cons, in which I talk about the pros and cons of the life of an IT entrepreneur and about (yet) hypotheses that have not taken off.
How much and where he hired. Why so fast?
Before retiring in pursuit of a dream, he led the Customer and Affiliate Development* team at RPA start-up ElectroNeek**. The company grew rapidly and in August I experienced the peak of the recruiting marathon. Invested 45 hours in four weeks to conduct 59 interviews. After two months in this mode, we hired nine people to the team.
* The Customer Success team is responsible for educating customers, implementing the product and helping customers to use the solution effectively.
** RPA (Robotic Process Automation) is a platform for creating automated business processes using software robots and other technologies.
Comment from Ekaterina Khan, co-founder of Skill Labs, ex-COO LegionFarm, ex-Head of Regions in Bolt & Doc+
The first ten calls led to two huge problems.
- Process exhausts
- Little time for feedback for candidates and recruiters.
I had to improvise and invent life hacks that helped put the system on stream and close all vacancies on time. When I described it, it turned out like mechanics from games. Not in vain spent hundreds of hours in The Gothic, Skyrim and Diablo, oh not in vain.
A little further I’ll tell you about:
- Context. How the process was organized.
- Mechanics. How they work and what tasks they solve.
- Results and conclusions. How the mechanics influenced the process, and what happened in the end.
Even business problems can be solved in a fun way, so I’ll tell you about recruitment techniques as if they were game mechanics.
Context
ElectroNeek has structured itself so that each region—Latin America, Europe, North America, and Asia—has a few people in charge of customer experience. Specialists had to go through onboarding and be ready by the time of the next product release. In total, a couple of months and give or take a week to hire nine middle and senior level employees.
The fast launch, which got up to 15 people a week into the final rounds with me, required a huge involvement of the recruiting team. Simplified schematic
After 10-15 interviews, it became obvious that changes were needed.
We were hiring in four different regions at once, created a new senior manager role, and for the first time filled so many vacancies at the same time. Mistakes and blunders were not long in coming.
- Several times the notes on the candidates turned out to be incomprehensible, and I reviewed parts of the interview in order to decide on the transition to the next stage.
- The feedback for the recruiting team and candidate was superficial. I found time to close the debts on the comments at the end of the day, several times, I did not have time for the day. I had to navigate by memory – because of this, the quality suffered.
- The desire to live was gone when there were five interviews in one day. Unfortunately, no one wrote me a paper for the CEO with the release from the main duties.
If you hire one or two people and the deadlines are running out, there is time to “think” and orient yourself according to the situation. But in a situation where there are many candidates, and deadlines are running out, decisions need to be made faster.
I’ll tell you about how I redesigned the approach to the interview script and the system for evaluating candidates at an interview with a recruiter. Spoiler: the process went more fun, and life sparkled with new colors!
Mechanics
1.
Thoughtful level design
This is how MidJourney sees game design in the corporate world.
During the interview, the candidate goes through several “levels” with questions or tasks. At each stage, we evaluate whether we continue the process with the candidate or there are risks that the candidate will not be able to quickly provide the required quality of client management on his own.
System of “levels” with questions/tasks.
If after two “levels” the candidate does not pass – game over. I changed the structure of the interview, shortening it a little, but instead trying to provide focused and helpful feedback at the end of the interview.
Candidates were more likely to receive useful feedback, and I had a little more time to interview those who advanced.
2. Skill Tree
World of Warcraft has a minimum level requirement to unlock dungeons.
In other games, the hero needs a certain skill to advance further in the story or unlock a quest.
Unfortunately, MidJourney prefers not to mix the skill tree and the corporate world. It turned out conservatively
Why are we worse? We made a scorecard similar to the skill tree in the game. We identified six skills that are critical for this role, which the recruiter can check based on the criteria. They prescribed a detailed scale of “levels” from one to five stars and asked recruiters to fill in based on the resume and the first interview.
An example of assessing a key skill is the quality of CRM.
Important! Depending on the experience and the context that the recruiter understands, it may be necessary to decipher or supplement the criteria. For example, it is not obvious to every recruiter what “key CRM practices” are. For such cases, we made additional calls to immerse ourselves in the context, or hints in the checklists (• there are no overdue tasks in CRM • there is an action plan for each account .
..)
The recruiter invited the candidate for an interview with the manager if he scored an average score of 4.5 ★ or higher. The best solution – for everyone who got 4.7★ and above, we agreed to set up an interview as soon as possible, regardless of the load. A couple of times I had to scatter other meetings. Priorities!
Scorecards work! Of the nine hired professionals, only three scored below 4.7★ with the recruiter.
3. Triggers
And remember, in Resident Evil 4 you open the door somehow, a huge zombie attacks you, and you need to quickly press the buttons otherwise game over. These scripted cutscenes are triggered and, if well written, bring the story to life.
MJ can draw corporate cliffhangers. Like!
In the middle of an interview, it often falls into a rut and goes along well. It’s roughly understandable, “I like it, let’s move on” or “I don’t like it, it’s unlikely that something will work out.
” Questions rather help to gather a more complete picture or probe additional risk areas. The ending is easy to “merge” and make optional.
Or you can change the dynamics a lot and make the interview livelier by revealing the candidate from a new perspective. I used everyday problems to get away from the hypothetical discussion and see what the person would try to do.
Example:
– What course of action would you suggest in a letter to a manager if a client is unhappy and asks for a significant discount?
What did you pay attention to:
- What the candidate will offer to write to the client
- What questions will he ask the manager, what steps he considers correct
- What ideas will
- How independent is the candidate
generate
I appreciated when candidates came up with a plan of action. Even if it’s not optimal, it’s a good start for discussing tactics.
Results and conclusions
Six out of nine people were found in less than 40 days. It’s better than the market average 🙂
Workable calculated that it takes about 40 days for SAAS companies to find a specialist and 50 managers in Customer Success
Together with new people, the team achieved in the fourth quarter steeper metrics for the current client base than in the past six months. After a crazy marathon, I made a guide for the Customer Development team based on checklists for hiring.
And formulated some personal conclusions:
I.
Prioritize investing in checklists, scorecards or evaluation criteria that recruiting is based on, and the first interview. High scores do not guarantee that you “hit the right person.” But among this group of people there will be more suitable candidates. To ignore this fact is a crime.
II.
Try to build the interview in such a way that at each stage you understand whether the candidate is moving to the next stage or is no longer suitable here.
