- The tech relocation market has shifted from a booming candidate-driven market to a competitive, employer-driven one, with fewer sponsorships and more applications per job.
- Companies now sponsor relocation only to solve specific hiring problems, not to improve candidates' quality of life; candidates must bring unique value.
- The number of applications per job has nearly doubled since 2022, while recruiting teams are smaller and relocation numbers (e.g., to the Netherlands) have halved.
- Sending hundreds of applications is ineffective; candidates should stand out through stronger resumes, referrals, networking, or visible online profiles.
- Employer sponsorship is not the only path; talent visas, job seeker visas, digital nomad visas, studying abroad, or Employer of Record arrangements are alternatives.
- Knowing 1–2 specific target countries and why you want to go there is a competitive advantage, as recruiters value clear motivation.
- Relocation is not disappearing but is now more selective; success requires treating it as a long-term investment, not a lottery ticket.
- For Indian engineers, the domestic market also thins at entry levels while relocation demands scarce skills proven by ownership, not just years of experience.