Remote work abroad grows in Brazil and attracts recent graduates; see application tips

The number of professionals living in Brazil but working abroad increased by 491% between 2020 and 2022, according to an exclusive survey by hoarsea platform that facilitates the receipt of international wire transfers.

Brazilians from the area information technology are the most requested by foreign companies, but professionals from other sectors have also begun to be sought after for this model, such as designers, digital influencers, And streamers.

According to the survey, in March 2020, at the start of the pandemic, there were 1,251 Husky users. At the end of November 2022 there were 11,284. The total number of professionals working in Brazil for companies abroad could be higher, as not all use the platform that conducted the survey.

For specialists, the movement reflects the consolidation of home office and changes in labor laws, such as those that allowed hybrid work.

Some companies have alternatives upon admission, such as the Brazilian startup Table. In the company contract, the professional can choose whether he prefers remote, hybrid or face-to-face. “We have employees spread all over Brazil and also in other countries. In our case, the remote option is of paramount importance,” says Larysse Gurgel, head of personnel management at the company.

According to Maurício Carvalho, CTO of hoarse, the permanence of remote work after the pandemic is also motivated by the flexibility of this model. “This has to do with lifestyle and has become a determining factor in whether an employee stays with the company,” he says.

the area of information technology, according to the survey, is the most attractive for overseas positions. Within the segment, software developers are the most sought after. They represent 84% of the research.

Johnathan Alves, 28, is a senior software engineer at a remote American company that hasn’t had physical floor space since it was founded. Prior to his current job, he worked remotely for two other foreign companies.

The first experience was in 2020, in a consultancy of WE. After two months, he decided to resign for not adapting. In less than a year he managed to be selected in a to boot in Malta. At the time of hiring, the employer signaled that, after the improvement of the pandemic, it would be necessary to migrate to the face-to-face model. “But after ten months in the company I said it didn’t make sense to go to Europe,” he recalls. The boss accepted the request.

For five years, lawyer Caroline Florian, for example, worked in the customer service department of an American company responsible for a task management application. She has decided to take up a remote position overseas due to her old job overloading her. “I thought about my future. Sure, it was an adjustment to my routine, but I’m not going back. I bought time for myself,” she comments.

In common, in addition to adopting the home office concept, Johnathan and Caroline follow the same way of working: legal entity (PJ). In this case, them do not have the rights provided by the art Consolidation of Labor Laws (CLT)such as 13, rescission and other rules of the Brazilian standard. In practice, each foreign company can have a specific policy. This means that legislation may differ depending on the country of interest and the culture of the company.

According to labor law lawyer Maria Laura Alves, according to the country’s laws, a foreign company must have part of the Brazilian capital to hire a professional through the CLT. When this is not possible, the ideal is to “choose the most advantageous law for the worker”. However, there are no laws typifying the mode. Like PCs serving in Brazil, Caroline and Johnathan issue monthly invoices to collect their salary. Both pay taxes and the accounting service.

But, before signing a contract, the lawyer suggests that the professional carefully read the arguments of the document to avoid irregularities. Even so, there are loopholes that can create conflicts between PJ mode functions and the CLT.

“This is the big Labor Tribunal argument,” says Alves. The issue of transparency in hiring is defended by Nina da Hora, communication scientist and director of the Da Hora Institute. She stresses the need to “discuss the importance of regulation in the sector”.

Experts have analyzed this trend of working remotely from Brazil abroad, which is not unprecedented, but has been accelerated by, among other factors, the pandemic. For Nina da Hora the devaluation of the real in recent years has reduced the cost of labour. “It was cheap for foreign companies, but these hirings do not guarantee rights,” criticizes the scientist.

Guilherme Massa, co-founder of Liga Ventures, says the workforce “blackout” has led to a reorganization of the market for tech professionals. As a result, workers have begun to look at sectors other than the IT area, such as healthcare, agribusiness and banking, whose spaces are implementing digital native products. “This is part of the beginning of the technological breakthrough, which has driven up the demand for talent,” he adds.

On the recent waves of layoffs announced by tech titans, like Microsoft, some experts explain that this does not imply the growth of remote occupations in the area. This is because the movement is embedded in a global recession scenario.

According to Leo Rapini, CTO of B.NOUS, while there is a “reduction in investments that applies to the entire sector”, qualified professionals are more flexible for the new market model.

About to complete a year at the US startup, software engineer Johnathan Alves rules out the possibility of face-to-face employment, as he has no plans to leave St. Paul. “I see myself, at best, in a hybrid job,” she says.

He leveraged expert-recommended strategies and tactics learned from personal experiences to craft a resume that sums up to three passes of foreign companies during the pandemic period. The main one, according to the developer, is the language. He took an English course for four years and practiced speaking before interviews. Today he tries to improve written communication, the format in which he interacts most with the team.

Another resource used by the professional was the subscription service LinkedIn Premium, a network where I searched for vacancies, exchanged ideas with developers, and sent resumes.

“Before, I sent a message and my CV directly to whoever posted the vacancy,” he explains. This method increased the chance of being seen by the recruiter. In addition to these tips, the experts provide guidance for individuals looking to pursue a career in the home office without the traditional face-to-face model activities, such as networking, meetings, and physical space. Check out some of them:

Having an up-to-date profile is essential for attracting recruiters. A good start is to submit a quality photo. Karuna Lopes, Head of Communication for Latin America and Iberia at LinkedIn, lists three essential suggestions to get into the focus of foreign companies: a complete profile on the platform, highlighting knowledge of the language of the destination country, filtering searches for remote job of interest , as well as updating the list of skills.

This last suggestion, in particular, is important for enhancing an international career. Karuna indicates that the transversal skillslike emotional intelligence, communication and resilience, they need to be exercised.

“These skills can be added to the user profile, but they can also be highlighted through the production of content. This helps companies see beyond technical skills, which can be instrumental in finding a position in another country,” she reiterates.

Working remotely for foreign companies requires the professional to know in advance the language native of the country. To navigate meetings, make yourself understood, present grammar knowledge and develop satisfying relationships, the way is to practice writing, suggests Juliana Rosa, sales executive and exchange consultant at English ebony.

Among the tools available to facilitate communication are “listening to and watching television news with subtitles in the same spoken language, listening to and transcribing podcasts, as well as following local radio stations [buscar sites das emissoras na internet]”, he recommends.

Juliana also points out that it is necessary to lose the shame of public speaking in order to gain trust. “It’s important for anyone learning a second language to understand that communication will fluctuate until it’s practiced,” she points out.

To attract the attention of recruiters it is essential to be aligned with the company culture, says Daniela Tessler, partner of Odgers Berndtson. He says you have to be careful what is posted on the networks. In the research phase, Daniela advises that it is worth doing a search on the government website of the desired country and being inspired by true stories. Knowing more about the company policy can also be a tool to help with the content of the Cover Letter.

Despite practicing the remote model, software engineer Johnathan Alves warns that the home office can in some cases reduce productivity.

“You have to practice concentration, because it’s hard to separate when it’s work and when it’s not,” she points out.

Indicate three factors that help ensure concentration during the day: good equipment, a comfortable office, a quiet environment without distractions. “Remotely, your work will speak for you,” he sums up.