It is paramount for startups to hire talented people who want to work hard to build something from the ground up. However, the costs of sourcing and hiring a Developer or Software Engineer in the UK, especially in London, can be high, so many founders end up outsourcing the work to remote contractors based offshore.
Startups can look to India, Spain, China or many remote locations to get a job done but that doesn’t replace an in-house team of permanent hires with a shared vision for the longer term.
In 2016’s global marketplace it is inevitable that the ‘right’ candidate for a hard-to-fill tech role could be from anywhere in the world. So, it makes sense for UK based tech companies to be aware of how the sponsorship system works and be able to take advantage of this global recruitment market.
In RWA’s recent experience, the brightest startups and SME’s are widening the talent pool available to them by applying for a certificate of sponsorship (https://www.gov.uk/uk-visa-sponsorship-employers) so that they are able to offer sponsorship and hire candidates from outside the European Economic Area and Switzerland. This gives them a high degree of control, crucially (and this is the potential game changer) from selection right through to retention. The candidates sponsorship is tied to your business from that point on and, for the status of this to change, would need to be transferred. Which for any new employer is not at all straightforward.
The process is complicated though, with rules and requirements under constant review so sponsoring a candidate for the first time can be daunting. RWA has experience in this area and can advise clients on how to proceed and meet all of the requirements.