Relocating to Europe: A Software Engineer's Guide

Securing Residence and Work Permits as a Non-European

As I've anticipated in recent LinkedIn posts, here are some insights and strategies for relocating to Europe to pursue a career in software engineering.

Just a heads-up, if you're not yet following me on LinkedIn and you're into daily insights about tech life in Europe, consider connecting with me there to stay updated.

Keep in mind I am an EU citizen

Before we dive in, it's important to note that I may not be the foremost expert on this subject. After all, I didn’t have to navigate the complexities of visas and residence permits myself, thanks to my EU citizenship. However, my experience living, studying, and working across various European countries, coupled with frequent travels since a young age, has given me a good understanding of Europe and its diverse nations.

I'm particularly well-versed in the distribution of tech opportunities across the continent, including pay scales, tax rates, and living costs. Furthermore, my interest in taxation, citizenship, and residence permits has led me to delve deep into these topics, especially after many subscribers asked about moving to Europe.

Outline of My Research Approach

To maintain transparency, here’s how I approached gathering the information I’m about to share:

1. Several posts on LinkedIn aimed at raising awareness about my intention to write this guide: 1, 2, 3, 4, 5.

2. Thanks to these posts, several individuals reached out, allowing me to hear their stories and insights on this subject. I learned from those who had studied and worked in places like Switzerland, Germany, and the Netherlands, coming from varied backgrounds such as India, the USA, and Brazil. Others shared details on their companies' approaches to hiring international candidates.

3. I conducted traditional “Google searches” to cover the basics.

4. For years, I’ve paid attention to discussions on social networks like Blind or Reddit on related topics.

How you can complement my findings

One key piece of advice before we get into the specifics: the most effective way to learn about relocating is to find someone with a background similar to yours who has already achieved what you aspire to. Ask them for advice and recommendations.

This approach is invaluable. For example, if you're studying at university X in the Philippines, and you find someone from the same university doing a PhD at ETH Zurich in your field, reaching out to them could provide tailored advice, perhaps suggesting collaboration with certain professors who have connections at ETH.

This is loosely based on my experience meeting a girl from the Philippines who secured a full scholarship for her MSc at ETH, with the potential for a PhD. Although her field was geology, not Computer Science, it illustrates the point well.

For "textbook" knowledge on relocating, I hope this article is a strong start. And since it won't cover everything, subscribing to this newsletter is a good idea. Future iterations will hopefully delve even deeper.

How to move to Europe as a non-European

Let’s get into it!

Understanding "Non-European" Status

Across many European countries, individuals not coming from EU/EFTA nations are commonly classified as "third-country nationals." This designation applies broadly, treating individuals from outside the EU/EFTA similarly when it comes to immigration and residency policies. This is certainly the case in Switzerland, and my understanding is that a similar approach is taken in other European countries as well.

Therefore, regardless of whether you're from Latin America, North America, or Asia, the classification and treatment are relatively uniform.

However, it's important to note that immigration rules can vary from one country to another within Europe. Specific regulations and conditions might apply depending on your home country and the European country you're considering moving to. I advise you to research the specific requirements and legal frameworks for your desired destination.

Blue Card

Let's talk about the Blue Card, a highly recommended visa for Software Engineers aiming to work in Europe. Think of it as Europe's version of the USA Green Card, offering a pathway to permanent residency.

Requirements: You'll need a recognised higher education degree, a job offer in the EU with a salary about 1.5 times the average (for instance, in Germany, that's around 43k euros a year), and health insurance.

Application Process: Secure a job, gather your documents, and apply. Most EU member states, excluding Denmark and Ireland, issue the EU Blue Card. The processing time can vary; in Germany, it typically takes about 3 months.

Duration: The Blue Card is valid for 3 to 4 years, depending on the country, providing a stable residency option. Unlike some national permits (e.g., Switzerland's B permit), the company doesn't have to prove it couldn't find a local candidate for the job.

Statistics: Germany is a primary destination for Blue Card applicants. In 2022, the majority of EU Blue Cards were issued in four countries: Germany (77.3%), Poland (6.0%), Lithuania (4.8%), and France (4.7%). Indian citizens were granted the highest number of EU Blue Cards in 2022.

Mobility Within the EU: Initially, the Blue Card is tied to your employer in the issuing country. However, after around 18 months, you may move to another EU country for work but must apply for a new Blue Card in the destination country, meeting their salary requirements.

Job Changes: If you switch jobs within the first two years in the same country, you'll likely need to notify the authorities or reapply, depending on local regulations. After holding the Blue Card for a certain period, you gain more flexibility, such as changing employers without needing a new permit.

Towards Permanent Residency: The Blue Card also offers a faster route to permanent residency in the EU, allowing greater freedom to work and live across member states.

Other permits

In addition to the EU Blue Card, each country in Europe tailors its work visa schemes to address specific labor market requirements and immigration policies. These national visas often cater to particular sectors or skill sets deemed critical or in shortage within the country. Let’s delve into a few examples:

• Switzerland's B Permit: This permit requires a valid job offer and for the employer to prove that the role couldn't be filled locally. This labor market test ensures priority is given to Swiss nationals and residents. It will be mainly larger companies in sectors like technology, pharmaceuticals, and engineering, to be willing to go through this process to get the best talent they can. Smaller companies usually don’t do it (but exceptions happen). Requirements for this are thing like keeping the position unfilled for some months before extending the offer to non-EU nationals.

• Germany's Job Seeker Visa: Unlike the Blue Card, which requires a job offer with a high salary, Germany offers a six-month job seeker visa. This visa allows highly educated individuals to enter Germany to search for a job, provided they can support themselves during their stay. Once a job is secured, they can then apply for a work permit or the Blue Card from within Germany.

• Netherlands' Highly Skilled Migrant Visa: This program targets skilled professionals and has requirements similar to the Blue Card but is specific to the Netherlands. Employers registered as recognised sponsors by the Dutch immigration service can hire non-EU nationals if they pay them a salary above a specified minimum threshold, which varies based on age.

• France's Talent Passport: The French Talent Passport is a multi-year residence permit for highly skilled workers, investors, startup founders, and artists, among others. Applicants must fulfill specific criteria relevant to their field, such as having a graduate degree or a minimum salary, to qualify. This scheme aims to attract talent that can contribute significantly to the French economy and cultural landscape.

• United Kingdom's Tier 2 (General) Visa: Following Brexit, the UK's immigration system is now points-based, applying to both EU and non-EU citizens. The Tier 2 Visa is for skilled workers with a job offer in the UK in a wide range of professions. Employers need to be approved by the UK government and demonstrate that the position cannot be filled by a local worker, similar to Switzerland's B permit requirements.

The EU Blue Card offers a streamlined approach for highly skilled employment across the EU, but there are also other alternatives out there.

If you’re interested in a specific country in Europe, you can check for both Blue Card and other local work permits.

Permanent residency

The good thing about Europe is that in most countries, after 5 years you should get a permanent residence permit, even if you are on another permit (not Blue Card). In Germany, if you speak good German, it can even be as short as 3 AFAIK (with Blue Card, I think). In Switzerland, to get citizenship, it will take 10 years.

Study abroad

Pursuing studies in a European country is a highly recommended path if you're considering moving there.

I think doing so for a Master’s Degree makes more sense than doing it for a Bachelor’s Degree. Although both options can be good, depending also on the financial means of the individual.

Here’s why this approach is advisable:

1. Ease of Obtaining a Student Visa: Gaining admission to a university typically secures you a student visa, allowing you to reside in the country for the duration of your studies. This visa is relatively straightforward to obtain.

2. Opportunities for Networking and Exploration: Living in Europe as a student lets you connect with local professionals, companies, and academics. It's also an excellent way to assess whether you enjoy the country's lifestyle. Plus, you'll meet other international students, sharing tips and strategies on making Europe your permanent home.

3. Affordability: Many European countries offer free or low-cost higher education, so your primary financial concern would be covering living expenses. This is a stark contrast to the high cost of education in places like the US, where student debt can be a significant burden.

4. Work While You Study: Student visas often permit part-time work or internships, offering a way to support yourself and potentially lay the groundwork for future employment in the country.

Even if you're eyeing the Blue Card, which technically could be applied for from abroad with a job offer in hand, local employers tend to favour candidates who are already in the country. Being present eliminates the complexities of long-distance relocation and allows for easier integration into the workforce.

Where to move to for studies?

Here are some ideas:

Germany

• Why? Affordable tuition fees (often free at public universities), high-quality education, and a strong economy with a demand for skilled workers.

• Work and Residency: Post-study work visa options and a relatively straightforward path to permanent residency, especially for graduates from German universities.

• Tips: Learning German could be your competitive advantage.

Netherlands

• Why? A wide range of English-taught programs and a vibrant international community. The Dutch education system is research-oriented and highly regarded.

• Work and Residency: The "Orientation Year" visa allows graduates to seek work for up to a year, and the country has clear routes to residency for skilled workers.

Sweden

• Why? Renowned for its innovation and research, Sweden offers numerous English-taught programs and a high standard of living.

• Work and Residency: Post-study work rights and a clear path to permanent residency for those who find employment after their studies.

France

• Why? France offers a prestigious educational system with relatively low tuition fees for non-EU students compared to other Western countries. Paris is often ranked high in student city rankings.

• Work and Residency: The "Talent Passport" permit is available for graduates who find qualified work, leading to residency opportunities.

Ireland

• Why? English-speaking environment with a strong tech industry presence, making it an ideal place for IT and tech-related studies.

• Work and Residency: Two-year stay back option for graduates at master’s level to seek employment, with routes to permanent residency based on employment.

Norway

• Why? Free tuition at public universities for all international students and high quality of life.

• Work and Residency: Though the cost of living is high, Norway offers a post-study work visa and a route to residency for those who can secure employment.

UK

• Why? World-renowned universities and a diverse cultural landscape. The UK's education system is prestigious and offers a wide range of postgraduate courses in English.

• Work and Residency: The new Graduate Route allows students to stay for 2 years after completing their degree (3 years for PhD students) to seek work. The Skilled Worker visa offers a pathway to residency for those who secure a job offer from an approved employer.

• Notes: Usually, more expensive degrees, but also more common to find 1 year MSc programs. Being an English-speaking country, it makes things easier for expats. And London is the largest employment market in Europe for tech.

Poland

• Why? Emerging as an education hub with affordable living costs and a growing number of programs in English, especially in fields like engineering and business.

• Work and Residency: Poland offers post-study work options and a favourable climate for entrepreneurs. Residency can be pursued through employment, with Poland valuing skilled workers in its growing economy.

Spain

• Why? Offers a vibrant culture and relatively low cost of living, with a growing number of English-taught programs, particularly in business and technology.

• Work and Residency: Spain has a "job search visa" for graduates allowing them to look for work for a year post-graduation. Securing a job can lead to a work permit and eventually to residency options.

Switzerland

• Why? Home to some of the world's top universities, Switzerland offers exceptional quality in education, especially in fields like engineering and CS. Though not an EU member, it provides unique opportunities in both education and high-quality research facilities.

• Work and Residency: Switzerland is known for its competitive job market with high salary standards. Non-EU students can stay for six months after graduating to look for a job. Once employed, the pathway to a B permit (residence permit) opens, eventually leading to permanent residency options.

• Notes: Cost of living is very high, but it’s possible to find part-time jobs opportunities to partially make up for it. Also, finding a job after studies there is harder than in places like Germany or other EU countries, but still possible, especially if you’re open to staying in academia for a PhD (which last about 4/5 years, and at universities like ETH still pay very well like 70k-80k CHF per year).

Of course, there are also other interesting countries that you could consider, depending on your taste.

I haven’t personally looked into it, but you could give a look at universities in: Belgrade, Bucharest, Copenhagen, Prague and Tallinn. Since they are appealing places for Software Engineers. To learn more, check this article.

Digital Nomad Visas: A Guide for Experienced Engineers

If you're an experienced Software Engineer not keen on returning to academia, securing a top-notch remote position (you can check useful resources for finding one in this article) could pave the way for a digital nomad visa in various European countries. This route primarily requires demonstrating a stable, substantial income from a remote job, often mirroring or surpassing the earnings criteria similar to those of the Blue Card, depending on the destination country. Successfully applying for a digital nomad visa allows you to relocate, switch your tax residency to your new home, and enjoy living there under the visa’s terms.

Typically, digital nomad visas have shorter validity periods, necessitating renewal after a set duration, which varies from country to country.

Below are some options for digital nomad visas in Europe. However, please take the time to verify this information independently, as visa requirements are subject to frequent changes and my research is a snapshot of the current conditions.

Additionally, there might be other European countries offering attractive digital nomad visas that aren't listed here. I highly recommend conducting your own thorough research to explore all available opportunities.

Estonia

• Income Requirement: Applicants must prove a steady income of at least €3,504 per month for the six months preceding the application.

• Other Requirements: Valid health insurance, criminal background check, and proof of employment or business ownership.

Croatia

• Income Requirement: A minimum monthly income of approximately €2,300.

• Other Requirements: Health insurance, proof of accommodation, and a clean criminal record in the applicant's home country.

Portugal (D7 Visa)

• Income Requirement: Monthly passive income of at least €705 (for the main applicant), which could be from remote work, rental income, or pensions.

• Other Requirements: Proof of accommodation in Portugal and health insurance.

Greece

• Income Requirement: Minimum monthly income of €2,000.

• Other Requirements: Health insurance and a statement confirming the applicant will not work for any Greek company.

Spain

• Income Requirement: Expected to require a minimum income, speculated to be around €2,000-€3,000 per month.

• Other Requirements: Health insurance, criminal record check, and proof of remote employment or business ownership outside of Spain.

Germany (Freelancer Visa)

• Income Requirement: No fixed amount, but applicants must prove they have clients and potential earnings sufficient to support their stay.

• Other Requirements: Registration of freelance business in Germany, health insurance, and a portfolio or references to support your freelance work.

Czech Republic (Zivno Visa)

• Income Requirement: Some sources suggest a minimum monthly turnover of CZK 18,000 (around €700).

• Other Requirements: Trade license registration, health insurance, and accommodation proof.

One last option: In-Company Relocation

Securing an internal transfer within a multinational company - like moving from Google India to its branches in Germany or Zurich - offers a valuable opportunity for software engineers considering a relocation to Europe. This pathway not only maintains the continuity of employment but also eases the transition into the new professional and cultural setting.

Key Advantages

One significant benefit of in-company relocation is the comprehensive support typically provided by the employer, including visa sponsorship and assistance with relocation logistics. This support can range from handling the necessary paperwork and legal requirements to covering moving expenses and helping with housing. Such backing significantly reduces the bureaucratic and financial burdens on the employee, making the move smoother and more manageable.

Challenges

This approach also presents some hurdles though.

For example, when transferring from India to Zurich, the employer must conduct a labor market test, proving the role could not be filled locally. This requirement ensures the protection of the local labor market but can complicate and lengthen the relocation process. Additionally, securing an internal transfer requires exemplary performance and often specialisation in skills that are highly sought after in the destination country's office.

Further considerations and one last tip on in-company transfer

Navigating the complexities of in-company relocation requires careful planning and clear communication with your employer and potentially your manager. Demonstrating your value within the company and aligning your skills with the needs of the European branch can enhance your chances of a successful transfer.

A strategic tip for those considering the in-company relocation route is to utilise your company's internal job board. Often, these boards list open positions across global offices, including the contact information of the hiring manager responsible for the role. If you find a role that interests you in a European branch, consider reaching out directly to the hiring manager through the company’s internal messaging platforms, like Slack.

This direct approach allows for a discreet inquiry into the possibility of relocation, bypassing the need to inform your current manager immediately, especially if you have concerns about potential repercussions or simply prefer to explore options privately. Typically, hiring managers in the European office have no obligation to disclose your interest to your current manager, allowing for a confidential exploration of opportunities.

Conclusion

That's all for now. I truly hope you found this article insightful and beneficial!

If you've appreciated the effort and information shared, please consider liking this article and sharing it with your connections on LinkedIn. This piece, unlike previous ones, required additional effort tailored specifically for you. While my earlier articles were reflections of what I already knew or had researched for personal interest, this one ventured into territories new to me, driven by the needs of my audience outside the EU.

Your support and engagement with this content would mean a lot to me!

Moreover, if you have any feedback or additional insights that you believe could enrich this discussion, don't hesitate to drop them in the comments. I'm keen to read your thoughts, and who knows, they might inspire a sequel to this guide!

Wishing everyone the best on their journey. ❤️

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