Addressing the talent shortage through international workforce strategies.
Danish tech companies continue to invest in innovation, product development, and digital transformation. However, many still face a persistent challenge: access to qualified labour. PwC’s 2025 industry analysis concludes that this remains a central obstacle for many tech companies – especially in a sector defined by rapid change and rising global demand.
Although national initiatives such as education, upskilling, and university partnerships contribute positively in the long term, they do little to resolve short-term gaps. In practice, many businesses still struggle to recruit the right profiles – particularly in software development, data analytics, AI, and cybersecurity – which can delay projects and impact competitiveness.
International recruitment offers a practical and often overlooked alternative. Highly qualified professionals are available globally, including those open to remote or hybrid work models. However, many companies hesitate due to the perceived complexity of hiring across borders – including regulatory obligations, payroll, taxation, and work permits.
“We see it again and again – once companies realise they’re not limited to local hiring, it becomes much easier to find the right people. Many of our clients and partners have successfully expanded their talent pool simply by looking beyond borders,”
says Martin G. Rode, Director at Northern Partners.
This is where international workforce partners play a key role. By engaging solutions such as Employer of Record (EOR) or Umbrella arrangements, companies can onboard talent abroad without the need to establish a legal entity or navigate foreign labour law independently. Tasks like employment contracts, payroll, tax reporting, and social contributions are all managed on behalf of the client – allowing companies to focus on growth, not bureaucracy.
Organisations that adopt a more international hiring strategy are better positioned to remain competitive, scale flexibly, and respond to market demands. Whether for short-term projects or permanent roles, access to global talent is no longer a luxury – it’s a strategic necessity.
If Danish tech companies are to maintain momentum in a global market, they must ensure access to the right competencies – regardless of location. With the right partner, hiring internationally is both efficient and fully compliant.
