If your business operates in the Netherlands, you’ve likely heard of the Wet Deregulering Beoordeling Arbeidsrelaties (Wet DBA). This law was introduced to prevent “fake entrepreneurship” and ensure freelancers (zzp’ers) aren’t unintentionally working under conditions similar to employees without proper contracts. Non-compliance can result in significant fines and legal challenges, causing headaches for many employers.

That’s a question I regularly get asked when I explain that nearly all my colleagues are located abroad. While working across borders certainly isn’t new, it still seems far from normalized. At Productized, we’ve been working with international talent from the start and are eager to share our experiences. So in this article we answer the question; Employees Abroad, isn’t that difficult?

In today’s rapidly evolving digital landscape, businesses increasingly face a significant challenge: finding skilled IT professionals. Remarkably, nearly 70% of companies in Western Europe report difficulties filling local IT vacancies, significantly limiting their growth opportunities and innovation potential. Fortunately, seconding international IT talent provides an effective solution. By tapping into global talent pools, businesses can quickly access highly skilled professionals whose expertise precisely matches their requirements, bypassing local talent shortages and immediately accelerating projects.

In today’s globalized economy, businesses frequently look beyond their national borders to expand their capabilities, access talent, and control costs. Two popular strategies often considered are nearshoring and offshoring. Understanding the differences between these approaches is essential in deciding what’s best for your organization.