Should Countries Do More To Capture Global Tech Talent? We Asked The Experts

We live in an age where crossing borders has never been easier – in theory. Flights are cheaper, international teams are normal and remote work has dissolved many of the geographic barriers that once kept knowledge clusters apart.

And yet, for all the talk of a “borderless tech economy,” the reality feels far more complicated. Regulation, visa bottlenecks, inconsistent immigration rules and administrative hurdles continue to slow down the very people most countries claim they want to attract – highly skilled innovators capable of driving local industries, building new companies and contributing to economic growth.

If tech talent can physically travel with unprecedented ease, why does professional mobility still feel so difficult? Should countries be doing more – not just to welcome global founders, engineers, researchers and technologists – but to compete for them?

Many governments say they want the “best minds”, but incentives, pathways and practical support vary wildly.

The Gap Between Intent and Reality: Why Tech Talent Still Hits Walls

Nearly every modern economy recognises that innovation powerhouses are fuelled by skilled workers. Countries from the UK to Singapore to the UAE now have “tech visas,” startup permits and various fast-track schemes. On paper, these frameworks look progressive – but, experts argue they’re often not nearly as frictionless as they appear.

One of the biggest issues is inconsistency. Talent programmes may exist, but they can be difficult to navigate, unclear in eligibility or subject to sudden political changes. This creates uncertainty that founders and skilled workers can’t easily absorb, particularly when relocating families, securing long-term work rights or trying to build companies that depend on stable regulatory environments.

Another barrier is bureaucracy. Even “fast-track” schemes can involve long waits, document-heavy applications and limited transparency around processing.

And then there’s the national mindset – while governments publicly promote innovation, some simultaneously tighten immigration rules or send contradictory signals about who is welcome and under what conditions.

Experts note that tech talent is unusually sensitive to these friction points. People with global options don’t need to tolerate a difficult system – they’ll simply choose countries offering clearer pathways, predictable rules and genuine support.

In a world where talent moves faster than policy, intention alone is no longer enough.

If Countries Want the Best Minds, Here’s What They Need To Fix

If governments genuinely want to attract global talent, not just in slogans or campaign speeches, experts say they must overhaul how they think about mobility altogether. The first step is recognising that talent doesn’t just want permission to enter – they want an environment where they can thrive. That means transparent immigration processes, predictable timelines and visa routes designed with the realities of tech work in mind – such as project-based assignments, remote-first companies and founders who need to hire and incorporate quickly.

Many also argue for a more competitive mindset. Talent attraction is now a global marketplace, and countries that make the process pleasant, supportive and efficient will win. This could involve better digital systems, dedicated caseworkers, automatic dependants’ rights, and visa structures that allow for switching roles or launching companies without resetting immigration clocks.

Beyond paperwork, experts point to the importance of ecosystems. Talent is drawn to places with strong startup scenes, funding availability, safe living conditions and communities where they can build meaningful networks. Countries that succeed tend to treat immigration, economic policy and innovation strategy as interconnected  – not as separate bureaucratic silos.

Ultimately, the question isn’t whether nations should do more to capture global tech talent. In a world where mobility is technically easier but bureaucratically harder, the more pressing question may be – can any country afford not to?

Our Experts

• Saul Howerton: VP – Global Head of People Advisory, Vistra
• Gary McIndoe: Managing Partner at Latitude Law
• Anastasia Pshegodskaya: Director of Talent Acquisition at Remote
• Danielle An: Senior Tech Lead at Meta
• Ali Yilmaz: Co-Founder and CEO at AiTherapy
• Aamer Jarg: Director, Talent Shark
• Rakesh Patel: Managing Director for the UK and Europe at SThree
• Shane Lucado: Founder and CEO at InPerSuit™

Saul Howerton, VP – Global Head of People Advisory, Vistra

“Cross-border flexibility has become vital to competitiveness. Businesses are rethinking their global footprints to tap into new talent and growth markets.

“Despite headlines that paint a picture of doom and gloom, changes to the H-1B visa will invariably open up some positive windows for opportunity as they encourage firms to expand their global mobility strategies. Companies in fast-moving sectors such as artificial intelligence and advanced technology will be considering whether it is more efficient to build teams abroad than to import specialist talent, which will drive further nearshoring and offshoring.  Those who react to visa changes proactively and decisively, instead of burying their heads in the sand, will come out on top.

“The sticking point is that implementing global mobility strategies can be a time-consuming and labor intensive exercise. Internal teams must get their head around a whole host of risk and compliance concerns, meaning that the simple decision to hire abroad, or explore another visa route, can open up a Pandora’s box of complicated decisions to be made and corporate boxes to be ticked.

“By seeking out partners that can manage the employee lifecycle globally, firms can simplify their operations and free up time for internal teams to focus on business growth through the nurturing of talent. The U.S. is an important hub, but it’s not the only one. Companies should consider the benefits of diversifying their operations across multiple locations, which can boost market access, improve business continuity, drive down cost and increase access to global talent.”

Gary McIndoe, Managing Partner at Latitude Law

“Global tech talent moves to places where they can build a life, not just take a short-term job. Countries that tighten settlement rules or pile on costs are effectively pushing innovators to their competitors. The UK government’s new consultation on fairer pathways to settlement suggests that an accelerated 3-year path will be retained and, in some cases, expanded to new categories of entrepreneur and innovator.

“It is, however, vital that, if governments are serious about attracting talent, they need to make long-term residency clear, predictable and achievable. Whilst this can be achieved through transparent, contribution-based routes that recognise what people bring to the economy, countries that choose greater discretionary decision-making will only expand bureaucracy, heighten inconsistency, and undermine the supposed aim of a “fair and controlled” system.

“The problem isn’t that skilled tech workers aren’t willing to contribute, it’s that the systems designed to assess them are too slow, too subjective and too punitive. Uncertainty will only hamper both mobility and economic growth.”

Anastasia Pshegodskaya, Director of Talent Acquisition at Remote

“Countries absolutely need to do more to enable global tech talent mobility. Businesses around the world are negatively impacted when there is a talent shortage, and the UK is no exception. In our Global Workforce 2025 Report, nearly 70% of UK companies surveyed said they had missed a key business goal – such as an expansion, launch, revenue goal or other milestones – due to a talent shortage in the past 12 months. While lowering barriers for talent around visas is a positive step, true mobility comes from embracing cross-border hiring, not just relocation.

“When businesses can hire skilled people wherever they live, countries benefit from stronger innovation ecosystems without forcing workers to change their lives. This approach expands talent access while supporting local economies globally. It also gives companies operational advantages, such as around-the-clock collaboration, more diverse teams, cost efficiencies, and the ability to secure niche skills quickly.

“It has never been easier for companies to hire people abroad in a fully compliant way. The real issue is not whether countries want global tech talent, but how quickly they will put the right support in place for this new way of working.”

 Danielle An, Senior Tech Lead at Meta

“1. Build and nurture a hub for technical innovation

“Silicon Valley attracts global talent not just because of California’s weather or high salaries. What matters most to top professionals is the density of other highly skilled people around them — physically, in the same place.

“Having lived in San Francisco for over a decade, I can say from personal experience that what draws people in and keeps them there is the idea that you can walk into a bar or a tech event and meet someone who can help sharpen your ideas in just a 30-minute conversation.
To attract talent, countries should intentionally build — and actively promote — concentrated talent hubs where people can meet, collaborate, and create new things together.

“2. Make immigration easier for top talent

“Most of my friends, myself included, have dealt with unnecessary challenges and bureaucracy when it comes to immigration.

“Countries that want to attract top talent should offer flexibility in how people can work — especially allowing them to start companies in their field and hire local talent, including recent graduates.

This creates an environment where experienced global talent can help grow local communities, driving sustainable, long-term development.”

Ali Yilmaz, Co-Founder and CEO at AiTherapy

“The good thing about tech talent is that it doesn’t need to move countries to work globally. A developer in Turkey or India or in Brazil can create the same value for a company in London or in New York without ever leaving their home. So the real goal is not forcing mobility but enabling people to contribute from anywhere in the world.

“Governments can focus on making it easier for people to work for companies outside of their own country and companies to hire talent globally. This means simplifying the tax rules and reduce the paperwork for global remote work. It should be easier to benefit from world’s tech talent without uprooting their lives. This would create a healthier and more sustainable tech ecosystem for everyone”

Aamer Jarg, Director, Talent Shark

“Countries that want to compete in the global tech economy need a simple truth. Talent goes where opportunity is clear, predictable, and welcoming. The nations that attract top engineers and data professionals are the ones that remove uncertainty. This means fast and transparent visa pathways, recognition of foreign qualifications, and smoother relocation support for families. The UAE is a clear example. Programs like the Golden Visa and long-term residence options make mobility straightforward and help companies hire globally without friction.

“Governments should treat tech talent as an economic catalyst. When barriers are high, talent chooses remote work or moves to countries that value mobility. When governments invest in streamlined immigration processes and strong professional ecosystems, they gain innovation, diversity, and competitiveness.

“Countries that make mobility simple will shape the next decade of digital growth.”

Rakesh Patel, Managing Director for the UK and Europe at SThree

“The UK needs to do more to capture tech talent, as these professionals are critical to achieving goals like net zero and driving innovation across sectors crucial to economic growth. However, there is a worrying trend, our research shows that 31% of UK STEM professionals have been approached by employers from other countries, and nearly a quarter are considering relocation or are already in the process of moving abroad.

“At the same time, immigration policies in the UK create barriers to hiring globally, with 62% of employers fearing tougher rules will harm competitiveness. Countries like Canada and Australia are countering this by offering fast-track visa programmes tailored to tech professionals, making it easier for them to relocate and thrive.

“The UK needs a national strategy to retain skilled talent. Without it, we risk becoming a training ground for skilled professionals who take their expertise elsewhere. To stay competitive in a global tech environment, the UK must foster tech industry growth and create an environment where skilled talent can thrive.”

Shane Lucado, Founder and CEO at InPerSuit™

“To be diplomatic, most countries view tech talent as a commodity and visa access as a toll booth. Which, if you think about it, makes zero sense in a world where you can hire someone to write production code from a coffee shop 4,000 miles away. If you’re serious about wanting to attract talent, the easiest thing you can do is to stop making it harder than opening a bank account. Zero $1,000+ visa fees, three year digital work passes, and under 15 total documents. Raise the global standard so that it doesn’t punish mobility with red tape. Immigration doesn’t need to feel like a Cold War-era background check.

“The devil is in the paperwork… and the timelines. The process of landing your first skilled engineer shouldn’t take longer than getting your first prototype. With a 180-day wait time today, making that hire is irrelevant in most startup life cycles. The countries that are taking the longest aren’t “protecting” jobs, they’re pushing tech underground or offshore. Frankly, the real move here is to start treating tech workers as business assets more than immigration liabilities. Whoever streamlines first will win.”