International Recruitment Obstacles in Software Engineering

No matter where a company is based, the need for skilled software engineers never slows down. As demand keeps rising, businesses are casting a wider net to find the right talent.

But with remote working, visa complexities, and cultural differences in the mix, expanding your talent pool isn’t always straightforward, it can feel like a bit of a headache.

That’s where we come in. Our guide breaks down the key challenges of hiring international software engineering talent and offers insights to help you navigate the process with confidence.

Rise in Demand for Remote Working 

With remote working now in high demand in the tech industry, the way companies hire tech talent has completely shifted. But what does that really mean for recruitment? Before diving into the big changes, let’s take a look at how remote software engineering roles have become more accessible than ever.

Remote Job Availability 

• Following a decline in 2022, the percentage of remote job postings increased by 10% a year ago and reached 31% just over six months ago. 
• Almost 2 in 5 (36%) job postings for software engineers in the US offered remote working. 
• Around 85% of those with software engineering jobs claim that their organisations are offering hybrid working. 

High Demand for Remote Work 

• Approximately 74% of Software Engineers prefer to work at home three days a week or more. 
• Nearly 40% of professionals would rather have remote Software Engineer jobs. 
• Software Engineers who are prepared to work remotely receive 20% more interview requests. 

Retention and Recruitment 

• If employers were forced to return to the office, 21% of software engineers said they would rather just quit their role. Another 49% stated they’d begin looking for another job. 
• Professionals are much more likely to go after remote software engineer jobs. Around 68% said working from home improves their productivity and reduces stress levels.  

Challenges with Remote Working 

As we mentioned earlier, if software engineering companies want to access a diverse global talent pool, offering fully remote or hybrid roles is often essential. And while that comes with plenty of advantages, it also brings a few hurdles, especially when hiring software engineers from around the world. Here are a few key challenges to keep in mind:

Time Zones 

Managing a software engineering team across multiple time zones can be tricky. Scheduling interviews and meetings becomes more complex when some team members are just starting their day while others are signing off.

Building Trust 

How can an employer be sure its international team is working effectively and collaborating without constant oversight? When hiring software engineers globally, it’s essential to find candidates who thrive independently and have strong self-management skills.

Creating a culture of trust starts with open communication. An open-door policy encourages transparency, while tools like Skype and Zoom help maintain face-to-face connections. And remember, micromanagement isn’t the answer. The right team will deliver when given the space to do their best work.

Preserving Productivity 

Staying productive in the fast-moving tech world is no easy feat, especially with a remote team. But it’s far from impossible.

Setting clear project objectives ensures everyone is aligned with company goals and keeps things on track. While time zones can be tricky, having core hours where the whole team is available can make a huge difference. And don’t forget, recognising and rewarding great work isn’t just good for morale; it helps build a positive, motivated team that delivers.

Championing Collaboration 

Bringing a remote team together isn’t always easy, but the right tools and approach can make all the difference. Project management platforms like Trello and Monday.com help keep everyone on the same page, while communication tools like Slack and Microsoft Teams ensure conversations flow smoothly.

But it’s not just about work, developing connections is just as important! Virtual team quizzes or social catch-ups can strengthen bonds, while knowledge-sharing sessions and mentoring programmes help upskill the team and create a more collaborative environment.

Visa and Work Permit Challenges 

Obtaining visas and work permits for international software engineers can be highly troublesome for many reasons. The visa application process varies from country to country, but it can be an arduous process. Here are some examples of the specific requirements for visas in key locations:

Country Specific Requirements 

United States and the H-1B Visa

• This visa generally requires a bachelor’s degree or the theoretical and practical application of specialised knowledge. 
• It has an annual cap of 65,000, which can be an issue within international IT recruitment. However, there is an additional 20,000 for graduates from U.S. colleges. 
• An employer must have a Labor Condition Application approved by the Department.
• The employer must match the prevailing wage for the occupation and location. 
• Working conditions must be provided that don’t adversely impact native workers. 

United Kingdom and the Skilled Worker Visa 

• This is the most common type of visa for software engineers and is an example of software engineering jobs in Europe with visa sponsorship.
• Due to application fees, healthcare and legal fees, visa sponsorship is expensive.
• Since April this year, the minimum salary requirement for a Skilled Worker visa has risen from £26,200 to £38,700. 
• Small and medium-sized Software Engineering companies may struggle to find the budget for such salaries. 
• Considered high risk if the international Software Engineer doesn’t integrate or perform. Terminating sponsored employees can be difficult. 

Australia and the TSS Visa 

• Software Engineering companies must source professionals with at least two years of work experience. 
• It must be satisfied that there are no available Australian workers to fill the position. 
• Invariably, a positive skills assessment via the Australian Computer Society is required. This process can consume time and money. 
• Employers must ensure that TSS visa holders are onboarded promptly. They must begin employment within 90 days of the visa being granted. 

Overcoming Cultural Differences 

Some software engineers may find it challenging to adapt to a new company culture, ways of working, or even different communication styles. Here are some areas where there could be distinct differences: 

• Work Ethic – Compared with engineers in the US and Canada, the vast majority of European Software Engineers value flexibility and a strong work-life balance. 
• Punctuality – Sticking to deadlines is a high priority in Western Europe and North America. 
• Time Perception – Some cultures view time as structured and linear (monochronic), while others see it as more flexible and adaptable (polychronic).
• Communication Styles – Certain cultures favour a direct, no-nonsense approach, while others prefer more nuanced and indirect communication.
• Salary Negotiations – In some countries, discussing salary is straightforward, while in others, it can be a delicate and cautious conversation.
• Power Distance – Hierarchical structures are deeply respected in some cultures, whereas others encourage more egalitarian relationships between senior leaders and employees.
• Teamwork – In the US, personal accomplishments are often celebrated, while in other cultures, teamwork and collective success take priority.
• Language Barriers – One of the biggest challenges in international tech recruitment. Misunderstandings can arise in job descriptions, and candidates may struggle to fully express their skills and experience.

The Benefits of a Culturally Diverse Software Engineering Team

Sure, there are challenges, but the benefits can often far outweigh them. Here are some key advantages:

• Access to a Broad Talent Pool: Software engineering companies could uncover candidates with unique skills and experiences that mightn’t be available locally. 
• Cost Efficiency: Organisations can use salary differences between countries to assemble skilled teams within an allocated budget. 
• Innovation: A diverse team brings a wealth of experiences and fresh perspectives, which can spark creative solutions to complex challenges. Plus, having a mix of cultural backgrounds makes it easier to connect with international customers, helping businesses build stronger, more meaningful relationships across different markets.

International Talent Acquisition Strategies 

As our guide explains, the process can be expensive and time-consuming if handled alone. That’s where software engineering recruitment agencies (like Propel!) step in, using innovative strategies to make hiring smoother and more efficient:

• Target Tech-Focused Regions: Many countries, such as Germany, the Netherlands, and others, are developing exceptional Software Engineers. Check out our guide covering the European markets with thriving software engineering scenes. 
• Online Platforms: LinkedIn is a valuable platform for connecting with high-quality candidates.
• Proactive Outreach: Actively reaching out to talent that’s already employed but may be enticed by a new opportunity. 
• Extensive Network: Software Engineering recruitment agencies will have a comprehensive network of industry talent they can tap into. Not only will they have access to active candidates, but they will also be able to reach passive ones. 
• International Expertise: Recruitment agencies have the skills and experience to overcome issues associated with hiring international talent, including assisting with visas and relocation. 

Final Say: International Recruitment Challenges 

Hiring international software engineers comes with its fair share of challenges, but businesses that overcome them successfully can tap into a wealth of global talent. With remote Software Engineer jobs becoming the norm, companies have a broader talent pool to choose from, but that also comes with the expectation (and often the demand) for remote or hybrid working options.

Of course, this isn’t without its hurdles. Managing teams across multiple time zones is tricky, and it brings challenges like building trust and maintaining collaboration. On top of that, visa processes, cultural differences, and language barriers can slow down recruitment. The key? Offering flexibility and working with Software Engineering recruitment agencies that have the expertise to connect businesses with international talent.

Looking for Software Engineering Recruitment Solutions? 

Looking to grow your business? Got challenges around skills gaps and feel you are getting left behind as a result? Whatever stage you are at, we can't wait to support you!  At Propel, we have access to an extensive network of industry-leading talent who are passionate about working for ambitious startups and scaleups!

Find out how we can support your hiring needs by visiting our dedicated Software Engineering page or contact us today to connect with a team member.