Software Developer Relocation to Europe: Silicon Valley Trends

Relocation for software developers to Europe has long been the exclusive realm of large corporations with deep pockets. Usually, these are the companies that use “acqui-hires” to gain entry into emerging markets.

The startup environment in Silicon Valley has changed drastically over the past few years, however, with engineering aspirants priced out of the housing market and forced to live in cramped conditions while they pursue their dreams. This has created an exceptional opportunity for European development hubs looking to lure top engineering talent away from the Bay Area.

What is a relocation option for software developers?

A relocation option for software developers is an agreement that outlines what services the company will provide to help you relocate.

What does a relocation say about the company’s attitude towards its employees?

It reflects that the company values its employees. If they are willing to commit resources outside of salary or salary benefits, it shows that they want to retain their top talent.

Is it always good (to get) a relocation option?

Sometimes companies may not be able to afford this type of agreement, either because they cannot afford the services offered or other options like severance packages could be more beneficial. Know your situation and negotiate accordingly.

Do most IT jobs pay for relocation?

It depends on the position, seniority level, and industry. Some professionals demand relocation packages as part of their compensation or benefits because they are in high demand.

IT jobs pay for relocation

How easily can this benefit be negotiated?

Relocation packages are often already written into an employment contract with a non-compete clause that prohibits employees from working for competitors after resigning. However, some companies may consider waiving the non-compete clause if the employee is being recruited away by a competitor. A company may also offer less expensive services to relocate an interested candidate who is currently located outside commuting distance but close enough to make frequent visits throughout the transition period.

What factors determine which one (compensation or relocation) will be more advantageous to the employee?

Typically, an employee will make more money if they waive the non-compete clause; however, this is not always the case. If an employer offers to provide relocation services to relocate an interested candidate who is currently located outside commuting distance but close enough to make frequent visits throughout the transition period, it may be less expensive than waiving a non-compete clause. In some cases, there might even be a relocation benefit for which the company does not charge the employee. This factor would also depend on where the employee was located prior to accepting employment from their current employer and what area of town they are interested in relocating to during their transition period.

What about relocation in a personal sense?

If you’re not relocating for your job, the main reason is to find a better place to call home. You may have decided that it’s time for a change, and you want to move, so you can be closer to family and friends or far away from an area where something isn’t right. … Relocation can also be due to certain life events such as getting married, having children, and inheritances.

So when does relocation become forced displacement? Forced displacement in relation to war is when people are expelled or forced to flee because of armed conflict, violence, or human rights violations. They may end up physically displaced in the same country,