In this report, we’ve set out to identify where people working in European technology companies come from, what experience they have, and what they expect in their roles. We did this by profiling almost 15,000 employees in over 1,000 venture-backed companies in Europe, and by working closely with a select group of recently launched start-ups.
While not exhaustive, this report is intended to provide insight into how companies grow from seed stage upwards, and to help new founders and experienced recruiters to make great hires. We would love to get your feedback on further areas to look into at email@example.com
London, Paris & Berlin are home to almost two-thirds of tech start-ups in Europe, but there is also a long tail of tech hubs with higher densities of skilled engineers
Despite the growth of start-ups, hiring has become more difficult for technology companies, with product and technical roles the most difficult
Talent is truly mobile, with an average over 40% of employees in tech start-ups not native to the countries they work in.
This is especially true in London, where up to 41% of founders of London tech companies studied abroad with a high likelihood they aren’t UK nationals. This compares to an average of 22% of non-native founders in the U.S.
In a sharp change from the previous decade the most common backgrounds of employees in start-ups are now other start-ups or blue chip tech companies
The U.K, and in particular London remains the top destination for engineering talent outside of their home nation for almost all countries in Europe, even after the Brexit vote.
Pay varies considerably by hub, in particular in more niche engineer skills. Although this variation falls when adjusting for local living costs.
While the types of hire can change by sector, the average start-up is focussed on engineering and sales roles across every stage
Hiring senior people in both non-engineering and engineering roles can take roughly the same amount of time and cost
While hiring is always hard, having an employee referral system, a strong brand and introducing applicants to the team early are the best ways to improve the process