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The Netherlands is One of the Best Countries for Tech Companies

By | Corporate support

Tech enterprises of ambitions consider the Netherlands as one of the countries for tech in the world due to its importance as a “digital gateway to Europe.” To measure greatness in numbers, the country’s tech ecosystem was valued at €232 billion in 2020, making it the third-largest in Europe.

Multinationals and startups: technology companies lead

From scaleup tech companies to moguls, the Netherlands is home to companies of all sizes, sectors, and impact levels. Quantum computing, artificial intelligence, technology start-up innovation, and sustainable innovation are all top tech fields within the region.

Big tech giants like IBM, Microsoft, Google, Oracle, and Cisco, are among the few with headquarters and centres in the Netherlands. The evolution of technology does not stop with private firms; the Dutch government has high tech on its strategic agenda. This approach consistently leads to ranking the country in top-tier positions worldwide.

Amsterdam: a thriving tech hub

Amsterdam is a booming technology hub. The city is a breeding environment for cross-sector alliances and ground-breaking ideas. From AI, FinTech, MedTech, and more; the country is home to industry titans, an international community, and a thriving startup culture.

Adding to the appeal of Amsterdam for tech companies is the city’s tech readiness, with communities such as Amsterdam Science Park (ASP), spread over 800,000 m2, the Innovation Center for Artificial Intelligence (ICAI), a nationwide project for collaborative technology development in artificial intelligence involving academia, industry, and government, and Startup Village, a community of offices made up of a sea of containers housing startups.

Amsterdam has been a center for European commerce as the Netherlands’ financial and business capital; therefore, it’s no surprise when the city’s named among the top EU cities for tech startups, head-to-head with Berlin and Stockholm. 

Let Op! Top Dutch tech companies

The Netherlands’ technology scene is full of dashing Dutch names like Phillips, ASML, bunq, and more. But we know more greatness is on the way from these lowlands, with a number of tech startups and scaleups to keep an eye on, including new10, Relive, TestGorilla, and Tiqets, among others.

Is your tech company considering a Dutch expansion and you need help relocating candidates? Or are you an individual looking for a great opportunity at a top Dutch tech company? We’ve got your relocation! Contact us today—we make it easy.



5 Reasons Why the Netherlands is a Good Place To Work

By | Corporate support, Expats

After living and working for 2 years, I think the Netherlands is a good place to work. Here are some reasons to consider working in the Netherlands :

1. Less Tax for Qualified Internationals

The 30% ruling is a tax advantage for highly skilled migrants who were hired abroad to work in the Netherlands. There is a list of criteria that you need to meet to be eligible for this tax advantage, such as the wages you will receive, your educational level, etc. You can find all of the information needed on how and when you qualify for the 30% ruling through the following link.

Basically, if all the conditions are met, you can receive up to 30% of your salary tax-free, which makes for a nice addition to any pay cheque every month, especially as Dutch tax rates are quite high.

2. Longer Holidays

The minimum number of vacation days for employees in the Netherlands is 20 days, but 25 days is considered the average, although many companies sometimes even offer more.

Some companies also offer ADV days, which were brought in by the Dutch government a long time ago as a way to create more employment. This meant employees got extra days of vacation, which allowed companies to hire more personnel. So research the number of holidays you will get before accepting a job offer.

For example, I once worked for one company that offered 27 vacation days and moved to another company where I got 40 days of vacation (including 13 ADV days) per year—and yes, these exclude public holidays!

3. Ideally Located for European Breaks

If you love to travel, the Netherlands is a great hub to explore what Europe has to offer. For example, if you live in Eindhoven and drive, it will take you approximately 2 hours to get to Cologne, Germany, 1 hour 50 minutes to Brussels, Belgium, 2 hours 45 minutes to Lille, France; and 3 hours to Luxembourg.

If you don’t have a car, that’s no problem, as Europe is also highly connected by train. Destinations from the Netherlands include the Czech Republic, Austria, Italy, and many more. For example, you can get from Rotterdam to Paris in 2 hours and 40 minutes by train.

If you want to go further afield, there are many options to fly around the world with Amsterdam’s Schiphol airport, one of the largest in Europe. Apart from Amsterdam, there are also airports in Eindhoven, Rotterdam, and Maastricht. If you are getting 40 holiday days, you will have plenty of time to explore new places every year.

4. Vibrant Community of Expats

There is a massive number of internationals in the Netherlands; therefore, it is highly likely that you will meet people from your home country. You can connect with communities through Facebook groups like expats in Eindhoven, Irish in Amsterdam, etc., join some local clubs, or go to exercise classes to meet new people.

If you are Irish, there are GAA clubs in Eindhoven, Amsterdam, Nijmegen, Maastricht, and The Hague. These clubs take part in hurling, camogie, and Gaelic football tournaments, which are played in different countries around Europe as well, so get yourself signed up!

5. English is Widely Spoken

The Netherlands was ranked first for speaking English as a second languageIf you intend on staying for a short period of time and your job does not require Dutch, you can get away without learning the language for sure. But if you intend on staying long term, it’s good to start learning Dutch to integrate better with the locals.

This article was brought to you by our guest author, Lisa, an Irish international residing in the Netherlands since 2021. You can check out more of Lisa’s work and adventures through the Netherlands (and Europe) by visiting the Wanderer Lane blog. Lisa’s blog provides practical tips and tricks for living in the Netherlands and traveling through Europe.

Should you decide to take the pledge and join the massive community of internationals living and working in the Netherlands, contact us; your local relocation experts. We promise to make your relocation easy.


How Global Mobility Can Help the Dutch Labor Market

By | Corporate support

In mid-2021, the Dutch economy was introduced to an unprecedented situation, a case that economists define as a “tight labor market.” We’re now in 2022, and the scene of the Dutch labor market hasn’t changed much since then. Meanwhile, the government attempted several solutions to ease the situation, one of which was to raise minimum wages to attract more people to wade into the job market waters. The way Jimble sees it, global mobility can be part of the solution for the Dutch labor market, and here’s why.

But What’s a “Tight Labor Market”?

Essentially, and in definition, a tight labor market occurs when there are more job vacancies on the market than there are unemployed individuals. While that sounds like a positive thing ( everyone has jobs, awesome) but in reality, having a tight labor market can add to inflation, which the Netherlands is already going through.

Did you know? By May 2022, there were 133 job vacancies in the Netherlands per 100 unemployed individuals. Yes, we were mind-blown too.

What Would Global Mobility Do?

Tilburg University labor market professor Ton Wilthagen already explored “recruiting workers from abroad” as a possible solution to the current tight labor market scene in the Netherlands.
That being said, Wilthagen also indicated that it’s an unlikely solution since it:
1. Takes time
2. There can be language barriers
3. It’s a temporary option

Those points are where Jimble would have to disagree. Our basis? What we do every day for hundreds of internationals. Here’s our why:

  • Hiring Global Talent Doesn’t Mean Massive Amounts of Time

At the end of the day, it all comes down to how streamlined the onboarding process is at the hiring company and how well-prepared the company is with its relocation packages. As a matter of fact, that’s why we reiterated (over, and over) the importance of having set relocation packages as it will save massive amounts of time in the long run.

Additionally, having a trusting relocation services provider such as Jimble (shameless plug) will only streamline the process further beyond the hiring contract point.

Tip Did you know that Jimble also offers services to those who are planning to move out of the Netherlands? We’re sad to see you go, but we would love to lend you a helping hand. You can contact us for more details on the departure package and more. 

  • Hiring Global Talent ≠ Language Barrier

Not in the Netherlands at least! The EF English Proficiency Index places the Netherlands in the first position across the EU when it comes to the region’s overall English proficiency.

While some jobs require Dutch as a preferred skill, there are many careers being offered that solely rely on English and no (or very basic Dutch) to get by. After all, the Netherlands accommodates expats and internationals on daily basis, so having employees who speak the language of clients is of high priority, especially in major cities like Amsterdam.

  • Hiring Global Talent Can Be Long-term or Short-term Based

We have had clients who were relocated to the Netherlands for 3 or 6 months assignments in the past, although less common, short-term hire and relocation is not an abnormal notion. We’ve also had clients who spent a year in the Netherlands then moved elsewhere, and those who have been here for years already.

There’s really no one-size-fits-all when it comes to global mobility. Hiring managers are sometimes seeking to diversify their teams, others are looking for a specific talent pool, while some of the clients we’ve assisted were simply on what can best be described as an exchange program where a client is moved by the parent company to another headquarter at their request to explore and experience different places and cultures.

In conclusion, there are a lot of “myths”, if you will, that are connected to global mobility and relocation services in general. Misconceptions in connection to the cost of the process, and the difficulty of it, all of which overshadows its true benefits.

The truth of the matter is that global mobility came to exist as a solution to various problems within the hiring pool or local economies. This post was just one example of how Jimble sees global mobility as an answer to the current scene within the Dutch economy and labor market.


Language and Cultural Training for Expat Employees

By | Corporate support, Culture, Expats

Adapting to a new environment can be difficult. You might be moving to the Netherlands with family, alone or maybe you are even moving to another country or overseas for work, it can be a very daunting prospect. However, being prepared will give you the highest chance of intercultural competence which will, in turn, result in a successful relocation.

A study was conducted on the effects of language barriers and cultural shock on the performance of expats in organizations and 67% of the respondents reported that miscommunication and confusion due to cultural differences and language b barriers created inefficiencies in the organization. 40% further stated that all this affected collaboration. Fortunately, there are plenty of options to help you or your company eliminate some of these barriers when it comes to relocating.

The importance of language and culture training for expats

Language and culture training will help minimize some of the challenges described above. It’s also more than just a solution for expatriates, it also poses many benefits for organizations, such as diversifying their skill set.

Cultural training is very important in terms of cultural integration. Even a little grasp of the local Dutch language can play a significant role in helping you get oriented and understand the new culture and your surroundings. We highly recommend people relocating to the Netherlands or any other country to have language and cultural training. Below are 3 steps to help you get started:

1. Assess your cultural and language needs

You need to have an idea of how fluent you are in the new local language, and how fluent you want to be. Cross-cultural training mostly includes a comprehensive language and cross-cultural assessment which will inform the level and content of your training course, a program that will specifically be designed for your needs, and a personalized progress report that reveals how far you’ve come.

In most cases, companies that offer cross-cultural and language learning services will also have other services that are related to international relocation such as translation. It’s not everyone that will have a basic understanding of the new local language and for such reasons, it’s best to seek help from professionals when it comes to translating your legal documents.

2. Learning strategy

Once you have an idea of your language and cultural training needs, you can then go ahead and pair them up with a solution that’ll work best for you. There are two options available:

  • Cultural training and language learning as an employee benefit: This would be good for organizations that recognize the essence of cultural training for their employees, but don’t necessarily require them to do so.
  • Formal language training: This model works best for companies with specific goals that require knowledge of the new local language. For instance, companies that are strategically expanding into new markets abroad.

 3. Finding the right solution

Essentially, there are two options when it comes to cultural and language training. Each has its advantages and disadvantages and the ‘right’ option will largely depend on your desired strategy and needs. The two options are online learning and face-to-face learning.

Face-to-face learning is mostly known as the most effective way to learn due to some of the advantages it comes with such as body language, smiles, and posture that help with communication. These can influence how one’s intentions and speech are perceived. The other benefit it comes with is that there are no delays or lags or any technical interruptions when learning. On the other side of the coin, the programs tend to be a bit pricier than online training programs. There is also a lack of flexibility in terms of location and time.

Online learning relatively makes it much easier for fresh expats to learn the basics of a language, culture, or even conversational phrases. The great thing is that they can also be easily accessible from anywhere, at any time. This would be very ideal for people with busy schedules or people who like things to move at their own pace. There’s so much flexibility when it comes to location and scheduling the training sessions. However, as previously mentioned, sometimes they do come with technological issues such as lag, internet connectivity issues, etc.

For expats, the factors of cultural shock and language barriers should be considered as a factor in their relocation. As much as cultural training is important, language plays a significant role when it comes to cultural integration. When abroad, one may feel lost and baffled by many new things to learn. As such, at Jimble, we always do our best to try and ensure that you have the smoothest move and settle in well when you relocate.


What Makes a Good Relocation Package: A Guide

By | Corporate support

Are you a fresh employee being offered the world wrapped up in a relocation package but you’re not entirely certain about what to look for in such an offer? Or maybe you’re a business owner seeking to diversify your workforce? Find the best and brightest employees globally by luring them in with the perfect relocation package. Still not sure what to request when accepting a proposal or what to include to capture top talent?

We at Jimble are experts at making relocations happen, so we figured we would lend you a hand by compiling a guide for both employers and employees on what a good relocation package should look like. So if that’s what you’re looking for, then happy reading!

What’s a Relocation Package?

First things first, allow us to explain what a relocation package is in the professional world.
An employee relocation package is a company compensation benefit that’s offered to employees by recruiters or the HR departments to assist the employees in moving from one location to another, for a long or short-term, as part of the employee’s job.

Some relocation packages are offered and discussed early on as part of the hiring process, while others are offered for existing employees who either personally requested a change of scenery, or with talents needed at another company location. Additionally, relocations can happen within the same border or between continents, therefore the packages tremendously vary based on if the relocation is happening internally or internationally.

What’s good to know is that, in recent years, relocation packages gained popularity and become more sophisticated as they’re being used as a tool to attract talent and a method to combat low employee retention.

Common Relocation Packages

According to job-listings giant, Indeed, there are 5 main relocation packages in the professional realm and they are as follows:

  1. Third-Party Relocation Package
    This is what Jimble has been trusted to do by hundreds of employers throughout the Netherlands. This package is where the employer doesn’t get directly involved in the move details themselves but hires a 3rd party vendor(s) to take care of the needed processes from A through Z.
  2. Expatriation Assistance Relocation Package
    Yet another area where Jimble soars, this package is exclusively offered to international relocations. It usually includes finer details beyond the move itself which can involve but is not limited to covering the expenses of applying for work visas, paid orientation trips, cultural training and temporary housing. As this package includes a lot of details, advance planning happens and details are ironed out weeks (if not months) in advance.
  3. Lump-Sum Relocation Package
    With this package, the employer and employee agree on a set amount of money to support the moving expenses. The employee is responsible for using this budget to complete their relocation the best way they see fit.
  4. Reimbursement Relocation Package
    Through this package, the employer and employee agree on reimbursing the employee with the relocation costs (fully or partially) after the relocation is complete. In such cases, the employees keep track of their expenses through receipts which they can later submit to their employer for reimbursement.
  5. Direct Billing Relocation Package
    This type of package allows for the employers to direct bill moving services and other relocation aspects on behalf of their employees.

So, What Makes a Good Relocation Package?

As you can see, a relocation package is highly personal and must allow for the flexibility to be tailored to the employee’s needs within the employer’s capabilities.

While we cannot possibly list all the scenarios of relocations as they’re infinitive, we can advise you to consider the following pointers for a good and solid relocation package:

☐ Family Support

If the employee is moving with their partner, spouse, children, or even pets (because our furry friends are family too) consider how their move will fit as a piece within the relocation puzzle.

We’re talking school applications for the kids, veterinary-friendly accommodations, applying for legal documents for the entire family, if applicable, and even accounting for extra time and effort personalizing this relocation package for a family as opposed to a single person.

Transparent Vendor Communications

Whether the employer or the employee is leading the communication ship, it is of the utmost importance that a communication plan is set or at least understood at an early stage of the relocation process. 

Communication during a relocation is not only time-sensitive but it can get tediously filled with strategic planning.

So if you’re an employer or employee, expect a lot of communication to happen and be prepared to deliver timely responses regardless of the discussed platform as proper communication can save you a lot of time and expense in the long run.

Temporary Housing Allowance

In certain cases, a deal on a rental or purchase cannot be reached prior to the set arrival date of the employee. That’s where a clause of short-term temporary housing becomes necessary to consider in a good relocation package in order to guarantee good and safe planning on everyone’s end.

Information Beyond the Relocation

Oftentimes, especially for international destinations, the relocation doesn’t exactly start or end with finding properties as there’s a lot more that will save the talent in the long run from falling into the trap of sudden cultural shocks while in the process of relocating.

Getting oriented with a location, setting up utilities after a contract is signed, information about governmental taxes, having access to local service providers, and even helping with municipal processes — these are all items that not only Jimble provides as part of their services, but we deeply believe in as components of a balanced relocation package.

So ask yourself, will I, the employee, have the resources to aid me beyond finding a rental at my new destination? Am I, as an employer, able to provide the support in settling for my talent beyond the key handover? If the answer is yes, then congratulations, you’ve got yourself a good relocation package between your hands.

Funded Home-Finding Trips

Sometimes also referred to as a pre-assignment site visit, we at Jimble believe that home finding trips make the home-finding process and the relocation as a whole easier. 

With available technology these days, home viewings can be a video call or a message away. In fact, many property agencies already offer virtual tours of their listings. However, we’ve experienced the importance of neighborhood tours and city orientations with clients enough for us to vouch for the importance and value of a pre-home-finding trip as that’s when employees get to truly experience their new destination to the fullest.

In conclusion, relocations are not easy, neither for the employee nor for the employer as they require a lot of hassle for everyone involved. However, talent relocation is becoming more and more of a necessity in the current job market. 

The solution is simple, and that’s for the employers to be prepared with good relocation packages that can support their needs, and be attractive for outsourcing or retaining talent, all while accurately anticipating the support needed for their employees. After all, good talent is invaluable.

Setting up relocation budget

Best Practices for Managing Relocation Budget and Costs

By | Corporate support

Relocating an employee requires a lot of organization from your company. Your employee might need to sell their house, or get a temporary house in their new home country, for example. All these responsibilities result in inevitable costs and setting up a relocation budget quickly becomes a necessity. In this blog, we will share best practices for doing this.

Employee relocation budget

Employee relocation expenses — what to expect

No one likes unpleasant surprises. That’s why you want to be prepared for the costs that come with relocating an employee. Before setting up a budget, you need to bring all the foreseen expenses together so that you have an overview of what to expect. When listing employee relocation expenses, you will have to keep at least the following in mind:

  • Accommodation – including selling or buying a house, finding a potential temporary home to rent etc.
  • Moving goods – moving furniture can be very expensive, this is something to keep in mind when budgeting
  • Travel – the move itself will cost money as well, think of plane tickets, extra fees for a travelling pet, rental car etc.

If you are looking for ways to reduce employee relocation costs, head over to our blog post on how to go about this. 

Setting up a relocation budget at the right time

When it comes to relocation, timing is everything, and the same goes for setting up a relocation budget. If you’re not prepared when you’re extending the offer to your employee, they might decide they don’t want to relocate for your company. Asking someone to leave their safe environment behind is not trivial and acknowledging that is crucial. That’s why the timing of setting up a relocation needs to be around the same time your employee receives the opportunity to relocate. 

This is especially important when you’re making use of a relocation company like Jimble. The reason for this is that we can take care of any concerns or questions your employee might have. After all, a lot will change, so naturally your staff will want to be reassured. When you use Jimble, you and your employee will be content knowing that everything is taken care of. In this way, your employee can ease into the new location, which means better performance for your company.

Interested in how we can help? 

Curious what we can do for your company? Please contact us, and we would be happy to assist!

Further reading:


The Great Resignation and How to Manage it

By | Corporate support

The change in working conditions during the last few years has led to a phenomenon that is often called “the great resignation”. This is referring to people quitting their jobs for various reasons. The great resignation is probably not the best of terms to describe what is going on, as it implies that people just give up and stop working. A more accurate term would be “the great work change”. In the US, the number of people quitting their jobs each month is hitting new records. In November 2021 4,5 million people resigned from their jobs. Apart from the baby-boomers, who are retiring in large numbers, people are changing jobs.

What fuels the resignation wave?

There are many reasons why people want to quit their current job. It may be because they look for a more favorable work-life balance. Some people have moved from the big cities to a rural setting and have to find new jobs as they cannot work remotely anymore. Of course there are those who change jobs to get a better salary. After all, the economy is booming and corporations are hiring. Some people feel burned out at their current workplace and want to start something of their own.

The resignation wave, or job change wave, is not only a US phenomenon as it is also visible in Europe. In Germany, for example, more than a third of the companies feel a shortage of skilled workers. While the most common reason in Europe to quit a job is that the person got a better offer somewhere else; mental health issues have also emerged at the top of the list. Almost three out of four young Europeans have experienced burnout that is related to work.

woman relocating

How can employers turn the process around?

What can managers do to retain people at work? For one thing, instead of just looking at the numbers, they should look more at the person delivering those numbers, and make sure the person feels valuable and cared for. Failure to retain employees means that companies have to start hiring in large numbers. Poaching employees from a competitor in the same city is probably the easiest way, but it just leads to higher salary costs without necessarily improving performance.

Eventually, corporations need to look further out if they want to hire new talent. Offering convenient relocation & destination services is one way of making it easier to acquire new talent from other cities or countries. Also, as employers often have a fairly rigid salary range for certain types of jobs, an attractive relocation package is an effective way of reaching out to a potential new employee in cases where the employer can offer a supplement for salary using compensation and benefits packages for their employees. While being a huge financial help for the employee, the relocation cost is a one-time expense for the employer.

What can employees do?

Relocation is not just something that employers offer to their employees. Employees can also ask to be relocated in order to join a team in another location. Employees are often the persons who know what needs to be done in order to improve corporate performance. Jimble offers extensive tailored relocation services to corporations that care for the wellbeing of their employees and their families when relocating to the Netherlands. 

It will be interesting to watch whether the great job change also will result in “the great relocation” in the near future in Europe.

Interested in how we can help?

Please contact us, and we would be happy to assist!

Further reading:

diversity and inclusion

The Role of Global Mobility in Diversity and Inclusion

By | Corporate support

Diversity & Inclusion is a hot topic in the 21st century, as more and more organizations try to adopt D&I practices in their hiring processes and foster D&I  amongst their employees. ​​The pandemic has also made organizations rethink and change their old ways of doing things to be able to cater to the well-being of their employees. While the benefits of having a diverse workforce are widely known (e.g. wider candidate pool, increased creativity and innovation, economic competitiveness etc.), is this enough? What does it mean for an organization to be truly diverse and inclusive? 

Global Mobility is key in driving a diverse workforce

This is where Global Mobility leaders step in. The role of Global Mobility in driving a diverse workforce is key. For an organization to be called truly diverse, having an international presence is not the end-goal, but only the beginning. Global Mobility leaders should be mindful of the challenges of diversity and they should be able to step at the forefront of equal opportunity amongst assignees. 

Organizations are forced to change their old “traditional” way of thinking as they become more diverse. This will also improve the image of the organization to outsiders. By having a more diverse team, global mobility organizations will also be more culturally aware and have employees with a good variety of language skills at hand and thus companies will be able to offer better services to global markets.

diversity and inclusion

What is the ideal skill set for an assignee population?

An organization that demonstrates Diversity & Inclusion is one whose workforce, as well as their assignees, are representative of the wider population. This means that a diverse organization’s assignees cannot be homogenous. Rather, they should come from a variety of different backgrounds and have a diverse set of skills. When it comes to the ideal skill set an assignee population should have, cultural adaptability, flexibility, language skills, curiosity and emotional intelligence are only some of the key employee characteristics that are essential in any successful global assignment. Once these skills are integrated in the assignee population, not only will the assignment be successful but the ROI will also increase.

Overcoming cultural biases 

The 21st century has also transformed attitudes towards gender. This means that international organizations should include more women and LGBTQ+ employees in their international assignments, and reap the benefits of having a diverse workforce. If global mobility teams can overcome -unconscious- biases and embrace diversity, they will have access to a wider talent pool, and they will improve their reputation within the global business.

Working remotely is the new normal

The pandemic has made work-from-home the new normal and it is forcing employers to be more flexible when it comes to addressing the needs of the employee and making sure the employee knows they have somebody to count on.

The workforce is more diverse now as people from different cultures, living in different locations can work remotely on the same team. Suddenly the office is not located in a set location, but it is spread around the globe. This demands increased inclusiveness and sensitivity from both employees and leaders.

Making sure that the assignee population represents the diversity of society as a whole is the only way to ensure success in an international assignment. Global mobility leaders will be responsible for carrying out this new workforce and they will act as the catalyst for the integrity of global mobility now and in the future. 

Interested in how we can help?

Please contact us, and we would be happy to assist!

Further reading:

Expanding your business internationally? Here’s what you need to know

By | Corporate support

If you’re planning on expanding your business internationally, there are a few factors you need to take into consideration. What are the challenges of international business? What location do you want to go to, for example? And is there enough potential talent in the area? In order to help you go through the process as smoothly as possible, we have listed a range of things you need to consider when going international.

Possible reasons for international business expansion

When you are expanding your business internationally, you probably have a good reason to do so. Possible reasons can be a gap in the market or a local increase in demand for your service or product. Whatever reason you have, in every situation it’s important to base your decision on facts and not emotions. In doing this, you need to look at the market you want to serve and listen to their wants and needs.

international business expansion

What are the challenges of international business?

Every major business decision comes with its hurdles. Here are the challenges you should prepare for before expanding your business internationally.

  • Regulatory and compliance requirements

Every country has its own tax codes, packaging standards, business regulations and banking system. Therefore, it can be a hassle to complete the necessary paperwork for  compliance and setting up a new corporation. Before you start expanding, learn everything there is to know about the local market you are aiming for to be fully prepared when expanding internationally.

  • Language and cultural differences

Expanding overseas comes with cultural and language barriers. Not understanding the key differences in behaviours, beliefs and values can lead to a culture clash. Get a good grip of the local culture by hiring bilingual and native staff members or partners. They know the market to a T. This will give your team the necessary insights in how the culture of a country affects the market for consumer goods and services. 

  • Market strategy

Products and services need to be suited for the market you are expanding to. That means packaging, language instructions, marketing materials etc. Create a market strategy, based on the research you have done about the regional or local market. 

  • Local competition

It is a challenge to persuade foreign consumers to trust and buy your brand when a similar product is made in their home country. Think about why consumers would buy from you over the local competition. Ask yourself, can you penetrate the market under profitable circumstances?

The top 5 best practices for international expansion

If you’re ready to tackle the challenges of international business, follow these steps. 

1. Find the right local partners and team

It is essential to establish a team that understands the local market and language to be successful. Working with a local team and local partners makes it easier to deal with the regulations of the market you want to expand to. They also help to communicate your company’s unique selling points in a way that is meaningful to the local market. 

2. Do the necessary market research

Think about all possible scenarios before making major business decisions – especially during international expansion. Always do your market research or even spend time in the market you are aiming for. The information you receive is crucial to develop your strategic plan moving forward. Get to know the market and the competition by hand. 

3. Be willing to change direction

With every new market you enter come new challenges. Be acceptive and prepared for any bumps in the road. Being adaptive is the way to success. Always make sure your product or service meets the local consumer demand. 

4. Set up your local customer support team

Once you have stepped in a new market, you will have a new customer base to support. Like in any market, consumers will want immediate support. It will be vital to set up a local customer support system and team. 

5. Create the right infrastructure

It is vital to create the right infrastructure to ensure smooth sailing of all business operations. These are some questions you should have answered beforehand:

  • Do you have your local management team in order and can they deliver your market strategy?
  • Is your product or service localized?
  • Are your distribution channels in order?
  • Is your team ready to handle customer support?

How to do international business?

Just because you’ve got a good business in one country doesn’t mean you’ve got the upper hand when it comes to international expansion. Every company is different and the market is always changing. On top of that, understanding international business rules and regulations can be difficult. In order to expand successfully, you should hire experienced professionals who are well versed in international business law and customs. 

Relocating to a new market? We are here to help 

Next to hiring professionals for the business side of things, it’s important to pay attention to employees who might need to relocate to the new location. A well-organized relocation can increase productivity, efficiency and profitability. In most cases, successful relocation will require thorough planning and preparation with input from all parties involved. Our professional team of relocation experts can help you achieve optimal results fast.

Are you planning to expand your business to the Netherlands and are you in need of relocation professionals? Contact us today or check out our relocation services.

Further reading:

starting a business in amsterdam

Why Starting a Business in Amsterdam is the Next Best Thing

By | Corporate support

Not only is Amsterdam one of the most beautiful cities in the world, it also has a thriving startup ecosystem. The city is exploding with entrepreneurs that have an innovative drive and ambition. Together they are growing the combined value of Amsterdam’s tech ecosystem every day. Your business can be part of that if you decide to relocate to Amsterdam.

Make your business an Amsterdam HQ

The fact that Amsterdam has become the home of many startups and entrepreneurs is evident in the expansion of its tech ecosystem. In 2015, the value was €10 billion, whereas in 2020 it had grown to a whopping €73 billion. This makes Amsterdam one of the best startup ecosystems in Europe. If that alone isn’t enough reason to convince you to start a business in Amsterdam, it’s also a hotspot for investors. Investors in Amsterdam have loads of experience and are willing to double down on investments they think are worth investing in.

Why your international company will prosper in Amsterdam

Next to the rapidly increasing tech ecosystem, Amsterdam as a city is also ideal for international companies. During the day, an average habitant of Amsterdam will speak more English than Dutch due to the international nature of the city. This makes the city incredibly welcoming for international talent, as most Dutch people are proficient in English. For this reason, Amsterdam attracts internationals. This is highly beneficial for your business, as you want your employees to feel at home when you relocate them. 

starting a business in amsterdam

When you reach the stage where relocating your staff becomes necessary, you will need to arrange a number of things. Think about organizing accommodation, moving goods and overall logistics. Because arranging everything requires a lot of your time and energy, it can be helpful to use a relocation service provider like Jimble. Not only do we help your employees move to the Netherlands, we offer additional expat services like moving and logistics, settling-in services and integration services.  

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Curious what we can do for your company? Please don’t hesitate to contact us today.

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