Global Work Without Borders: Insights on International Employment
One of the most striking findings in the is the breadth of cross-border hiring. In 2024 alone, companies used Oyster’s platform to hire talent in over 110 countries. Europe was the leading region, accounting for 43% of hires, followed by Asia and the Middle East (24%) and North America (20%). Yet the fastest-growing individual markets were not necessarily the traditional hubs. The Philippines, the United States, India, Canada, and the United Kingdom emerged as the top five destinations, with the U.S. seeing a 39% increase in new hires and Mexico growing by an impressive 136% compared to 2023.
These patterns demonstrate that global work is no longer about sending employees abroad for long-term postings. Instead, organizations are directly tapping into international labor pools. For workers, this creates new avenues to “work abroad” without necessarily leaving their home country. Knowledge professionals in emerging economies, for example, can access salaries and career opportunities on par with high-income markets. Oyster reports that gross payment volume (GPV) flowing into emerging economies reached over $137 million in 2024 – a 29% increase from the prior year and a dramatic rise from just under $10 million in 2021. This financial injection not only elevates living standards for individuals but also strengthens local communities.
Another important aspect relates to skills and seniority. More than half of new hires in 2024 were for mid- and senior-level positions, reflecting an ongoing shortage of expertise in global markets. Software engineers were by far the most in-demand role, representing 18% of new hires worldwide. Such figures suggest that companies are increasingly looking beyond borders to source specialized expertise that may be scarce locally. At the same time, only 7% of new hires were junior roles, underscoring the challenge younger professionals face in building international careers without relocation.
Work models are shifting too. Traditional full-time expatriate contracts are giving way to flexible arrangements. The report notes a 46% increase in new contractor engagements between 2023 and 2024, alongside a tenfold rise in consulting hires. For professionals seeking international exposure, this gig-ification of knowledge work represents a modern pathway to global careers – shorter, project-based, and often remote. Employers benefit by maintaining agility, while workers gain autonomy and access to diverse cross-border opportunities.
Finally, the study shows that the notion of working abroad now extends well beyond physical relocation. For many professionals, “going global” means engaging in international projects, collaborating across time zones, and contributing to companies headquartered thousands of miles away. The rise of hybrid and remote-first models supports this trend: 84% of surveyed HR professionals reported that some or all of their employees now work in hybrid arrangements, while Asia shows a particularly strong leaning toward fully remote setups.
In conclusion, the Oyster report reveals a global labor market where borders matter less than ever. For employees, working abroad increasingly means integrating into international teams while remaining in place. For employers, the ability to access talent regardless of geography is becoming a strategic necessity. As organizations confront talent shortages and employees seek meaningful, flexible careers, cross-border work – both physical and virtual – will define the future of “international assignments.”