Hiring In A New Space? Do Your Research First

Every company wants to grow. Expanding into new regions, reaching new player bases and exploring new commercial opportunities is a natural part of scaling a business, particularly in the games industry where audiences are global and talent can be found all over the world.

But there is a recurring issue that appears when companies start hiring outside their established locations. The intention is usually positive, but the execution often lacks the research needed to make it work smoothly.

Studios frequently underestimate how different hiring can look from one country to the next. Employment structures change, salary expectations shift, taxation systems vary and local market realities can be very different from what a hiring team assumes. When those details are not researched beforehand, the result can be a frustrating experience for both the company and the candidates involved.

If You Are Hiring Full Time in a New Country, Speak to EORs First

One of the most common situations we see is studios exploring a new region with the intention of hiring remote employees through an Employer of Record. In theory, this is a great idea. It allows companies to hire talent in a new country while still offering full time employment benefits, without needing to immediately establish a local entity.

However, there is often an assumption that the costs involved will be minimal.

In reality, the additional costs associated with using an EOR can be significant. In many countries, EOR services can add up to 35 percent or more on top of the employee’s salary once employer taxes, service fees and compliance costs are included.

The problem arises when that cost is discovered too late in the process. We have seen multiple situations where a perfect candidate is identified in a new region. They are within budget, excited about the opportunity and ready to start. Then the EOR costs are calculated properly and suddenly the hire becomes financially unworkable.

It is one of the most disappointing outcomes in recruitment, because it is entirely avoidable.

If a company is planning multiple hires in a region, it can often become more cost effective in the long term to establish a local entity rather than relying on EOR contracts. Either way, the key step is simple. Speak to EOR providers early, understand the cost structure and build those numbers into your hiring strategy before engaging candidates.

Research the Local Market Before You Start Hiring

Another major challenge appears when companies hire in locations they have never operated in before.

Until you have lived and worked somewhere, it is very difficult to understand the true cost of living and working in that location. On paper, salary expectations may look comparable to another market, but the reality on the ground can be completely different.

Cities like London, Amsterdam and Barcelona have extremely competitive housing markets that significantly influence salary expectations. Nordic countries often come with higher umbrella company costs and employment overheads compared to other parts of Europe. Germany has stricter regulations around contracting structures, while France operates with higher income tax rates than many neighbouring countries.

These factors all influence how candidates evaluate opportunities.

When companies approach hiring with assumptions based on their local market, they risk alienating a strong candidate pool before the conversation even begins. A role that seems competitively priced from one perspective may appear unrealistic to someone living in that location.

Understanding the norms of a market, including salary ranges, contract structures and local employment expectations, is essential if you want to run a smooth and credible hiring process.

If You Are Expanding Into a New Industry, Learn the Industry First

The games industry in particular sits at the intersection of multiple technology sectors. Game engines, real time rendering, simulation technology and interactive design all have strong crossover into industries such as automotive, film production, architecture and defence simulation.

Because of that overlap, it can sometimes appear straightforward to move into a new sector and hire talent from it.

In reality, each industry has its own hiring culture.

Some markets are heavily freelance driven, where contractors and short term engagements are the norm. Others operate almost entirely on full time employment models. Certain industries carry significantly higher salary expectations, while others include specific benefits or cost coverage as standard practice.

These differences can be subtle but incredibly important.

Assuming that hiring dynamics will translate directly from one industry to another is a risk that can quickly derail a recruitment process. Understanding how talent in that sector prefers to work, what they expect from employers and how compensation structures are typically built will make the difference between attracting the right candidates or missing them entirely.

Assumption Is the Real Risk

The underlying theme across all of these scenarios is assumption.

It is completely natural for companies to project their own experiences onto new regions or new industries. But in an increasingly international technology landscape, those assumptions can be damaging. A poorly researched hiring process does not just slow down recruitment. It can also create a negative reputation among candidates in markets where your company is trying to establish a presence.

The good news is that the solution is simple.

Spend the time doing the research before you start hiring. Speak to EOR providers early. Understand the realities of local markets. Learn how the industries you want to enter actually operate.

In 2026, the games industry is more global than ever. Talent is distributed across continents, opportunities exist everywhere and companies are constantly exploring new frontiers. That growth is exciting, but it works best when it is supported by preparation.

A little extra research at the beginning of a hiring process can save a huge amount of time, money and frustration later on.