As companies struggle with ongoing talent shortages, especially in high tech fields, employers are meeting their business needs by hiring remote, cross-border talent around the world. This trend has been enabled and facilitated by employer of record (EOR) providers that handle the local compliance, payroll, and benefits, effectively removing the legal and logistical barriers to cross-border employment.
As a global HR expert working at Oyster, a global EOR service provider, I’ve gotten to see firsthand how the employment landscape has shifted and evolved in the last few years. This year, we decided to analyze hiring data from our global employment platform to uncover trends and insights on where companies are hiring and what kinds of roles they’re filling with global remote workers. We published our findings in Oyster’s 2025 Global Hiring Trends and Impact Report.
If you’re a founder or People leader looking into scaling internationally, whether it’s to fill in-demand roles or expand into new markets, here’s what you should know as you build your global talent strategy.
Top talent markets for global employers
Our data reveals that Europe is the top talent destination for companies hiring across borders, accounting for 43% of new hires. In addition to great talent across tech, finance, and creative industries, Europe boasts a stable regulatory environment, strong digital infrastructure, and broad English proficiency. Its geographic position between North America and Asia makes it very easy to collaborate across time zones, making Europe a strategic choice for building distributed teams.
In terms of individual countries, the top talent markets in terms of hiring volume were the Philippines, the United States, India, Canada, and the U.K. The Philippines is a top choice for its English skills and deep talent pool in customer service, creative, tech, and digital marketing roles. Similarly, India offers a globally-minded, remote-ready workforce with strengths in tech, engineering, data, and finance.
The U.S., of course, remains a top market for specialized expertise in tech, leadership, and R&D, and is a critical choice for companies looking to build a North American presence. Just next door, Canada is one of the most highly educated countries in the world and offers lower labor costs than the U.S. And the U.K. is a strong choice geographically and linguistically for companies exploring the European market.
Tech roles are the top choice for hiring internationally
What are the most in-demand job categories for cross-border hiring? Our hiring data shows that 35% of active team members on our platform are for IT roles, followed by 12% in sales and marketing. The most frequently hired role is Software Engineer, accounting for 18% of new hires last year.
As companies adopt digital-first models, IT professionals are key to driving change. From software developers to cybersecurity experts, businesses rely heavily on specialized tech talent to manage complex systems, develop new technologies, and ensure robust digital infrastructures. The post-pandemic remote work boom has amplified the demand for IT professionals who can support remote, distributed teams and maintain security across virtual environments. These are also roles that can easily be performed from anywhere, so as companies have expanded globally, so has the demand for cross-border tech talent to support that growth.
Sales and marketing represent another key area where companies are investing in global talent. As businesses attempt to expand their customer base and reach new markets, specialized talent in those regions can offer local knowledge and cultural insights. Digital marketing, content creation, and sales operations are key roles to drive business growth, and companies need boots on the ground in order to craft localized strategies that will resonate in new markets.
Contract and gig work is on the rise
When we looked at employee versus contractor roles on our platform, we found a 46% year-on-year increase in contractor engagements while employee hires decreased by 2%. The data suggests that contract work is increasingly in demand as companies seek talent across borders.
The rise in contract and gig work reflects a desire for greater agility and flexibility for both companies and individuals.
After the economic turbulence of the last few years, companies are being more cautious about their headcount planning, preferring to maintain a lean and agile workforce. Working with contractors allows companies to scale fast, adapt quickly to market changes, and reduce costs. They can access specialized global talent for peak periods or key projects without the overhead and long-term commitment of more permanent hires.
The contractor model is especially well-suited for tech, strategy, and marketing roles that require in-demand skills and have clearly defined outcomes, and this trend is likely to continue in the foreseeable future.
Companies are hiring more frequently in emerging markets
As companies become more adept at building remote and distributed teams, our data shows a steady increase in hiring talent based in emerging markets: 47% in 2024, compared to 44% in 2023. The growing interest in emerging economies highlights a broader shift in business strategy, global economic trends, and global operations.
For companies looking to tap into new markets and diversify their workforce across various regions, emerging markets offer a skilled and cost-effective workforce in areas like tech, customer services, and engineering. These countries are an attractive choice for companies aiming to expand their global footprint while maintaining profitability.
Emerging economies also provide a strategic advantage for companies that want to scale rapidly in regions where they have a growing customer demand. So, as businesses seek to expand into new markets, say in Asia or the Middle East, hiring locally helps them to understand the local landscape, respond to market dynamics, and ensure operational efficiencies.
Whether you’re a fledgling startup or a multinational corporation, hiring remote talent around the world can give you a competitive edge. When building your global talent strategy, consider your business goals, operational needs, and budget constraints, and seek out the data and insights that can help you make informed decisions. With the right data and strategy, you’re well on your way to success in an increasingly globalized economy.
