Your Talent Agency sources, recruits, and relocates international tech talent so your teams hit their milestones, your investors stay happy, and you blast your company into the f*cking stratosphere.

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Scale your teams ASAP with international talent…

Let’s explore 7 steps to recruiting and relocating international talent

1. Find talent

The good news is that managers will be familiar with the first step by definition: finding talent. And the better news is that the global IT talent pool is so much larger than the Dutch one. That’s why you must be willing to look beyond the borders of any one country. Within the scale-up culture, everyone who can make an impact on your team needs to be considered. It is how you maintain a competitive edge. HR managers who gain experience hiring a diverse set of team members are well-positioned to get more comfortable casting a wide net as time goes on.

2. Attract talent

Finding talent is only the beginning, which is why step two is attracting talent. This will become easier as your team becomes more diverse. That said, offering a clear and smooth hiring process is a skill HR managers’ can leverage here – and the following five steps will provide useful for this purpose.

3. Hire talent

In addition to ensuring the salary is sufficient according to the IND, employers can inquire about how new employees feel about their relocation. While the new job is only part of their move, managers, in particular, will want to encourage new hires seeking to find their way in a new country. Make a habit of asking questions like this: “Moving can be an adjustment, especially in the beginning. What are your thoughts?”

Check the latest IND requirements here.

4. Recognized Sponsor

Step four is key: to move the expat forward into employee status, you will need to become a recognized sponsor. You need to get in touch with representatives from the Dutch government and file the necessary paperwork to ensure everything can proceed according to plan.

5. The Visa

Organizing the expat’s visa or permit is step five, which is also one of the steps we referred to earlier in this article–this will make you an attractive employer, especially when you can get to it in a timely manner.

6. The relocation

Ultimately, there are many ways to take care of step six: relocation. Many expat employees will have their own preconceived notions of what a relocation package looks like. Does it include costs spent on the move, such as movers and airplane tickets? This is another opportunity to build rapport with future hires and ensure a happy launch into their new job. Make decisions about whether you will schedule “extras”, like a language class or a personal driver at the airport.

7. The onboarding

Once you’ve made it this far, it’s time for onboarding. Step seven is important for any new hire, which includes expats once they’ve had a chance to settle into their home or rental. By walking them (and you) through these steps from day one, you’re simplifying the task at hand. Following these steps is one of the most simple ways to grow fast without sacrificing team quality or employee engagement.