Caribbean brain drain: How remote work can save us

💡 How are #remote high-tech workers reshaping Ireland’s cities? 📖 In the case study “High-Tech Skilled Workers”, Giulio Buciuni (Trinity College Dublin) shares early #insights: 📈 Remote high-tech workers may be boosting competitiveness in second-tier locations in #Ireland 🔎 The Trinity College Dublin team has already visited six co-working spaces and plans to study 15 sites ❓ 30+ remote workers will be interviewed to understand the broader impact 📍 This ongoing project promises to reveal how remote work is transforming local economies and innovation hubs 🎞️ Discover the full insight — only on our YouTube channel: https://lnkd.in/dyaq3WZy #HorizonEU #consortium #teamwork #remote #work #shock #WorkFromHome #DigitalNomad #FreelancerLife #RemoteJobs #LocationIndependence #WorkAnywhere #OnlineBusiness #EntrepreneurLife #FutureOfWork European Commission Alma Mater Studiorum – Università di Bologna CoLABOR Taras Shevchenko National University of Kyiv Elhuyar Trinity College Dublin Prague University of Economics and Business European Creative Hubs Network Politecnico di Milano European Research Executive Agency (REA) Visionary Analytics Paris School of Business R-Map project EU WinWin4WorkLife John Whelan Paul Ryan

Ever notice how the definition of "workplace" keeps changing? Fast-forward to 2025 and we've got over 50 million digital nomads worldwide, forging their careers while exploring new places. Global companies are stepping up with more flexible policies, digital nomad visas, and robust compliance frameworks: all while tackling the tough questions of culture, productivity, and tax rulings across borders. What’s working: Structured hybrid models, smarter use of AI, and a real focus on employee well-being to prevent burnout. Asia and Europe are leading with targeted visa programs, while American companies find ways to balance openness and compliance. But with this mobility comes real challenges: like managing different tax regimes and keeping data secure. The future? More "slowmading" (longer stays in fewer places), clearer policies, and a blend of office buzz and global flexibility. For companies, supporting location-independent employees isn’t just about keeping people happy: it’s a competitive edge. Corporate travel leaders: How is your organization adapting? What are your tips for keeping mobile teams engaged and compliant? Share your stories below( let’s learn from each other.) #remot

Day #Three of 70 The world of #work has changed, and it’s not going back. Remote work isn’t just a trend anymore; it’s a complete redefinition of opportunity. Even local employers are starting to see the benefits. Platforms like #Upwork now have over 800,000 active clients, a clear sign that the global shift is here to stay. For employers, remote work opens access to driven, skilled young professionals who can make real contributions without needing to be in the city. For freelancers and graduates, it tears down the old barriers of “location” and rewards adaptability, communication, and digital fluency, and yes, in Kenya, the bonus of earning in dollars(Ni God Manze!) doesn’t hurt😄 But here’s the catch: thriving remotely takes more than just skills. It takes structure, discipline, and confidence, things like managing your time, setting up your workspace, and communicating effectively with clients across time zones. These may seem basic, but they’re exactly what turns a young creative into a dependable global professional. That’s why there’s so much value in continuously equipping the Kenyan youth to work, compete, and collaborate globally, not just to find jobs, but to build sustainable remote careers. It’s not just about working from home anymore; it’s about working without limits. What’s one system, culture shift, or practice that helped your team become more remote-ready? #RemoteWork #FutureOfWork #KenyanTalent #Freelancing #DigitalTransformation #ThoughtLeadership

Here’s a thought: what if people aren’t leaving corporate jobs because they hate work — but because they hate not being allowed to live? Not long ago, I spent some time in Portugal, one of the hubs for digital nomads. I met people from all over many of whom had once worked corporate jobs. They told me they loved their work, but not the rules that came with it: “You can’t work from abroad.” “Two weeks of PTO is plenty.” “We need you in the office.” For the Americans, two weeks off a year wasn’t enough to see the world. For many Europeans, even four weeks could be tricky (especially when it came to long distance bucket list destinations). So they made a bold choice — they left, became self-employed, and built lives that allowed them to travel. Every single one of them said they never looked back. Now, I get it — there are tax, compliance, and HR considerations. But let’s be honest: for most laptop-based jobs, allowing someone to work a few weeks (or even months) abroad isn’t going to break the system. And isn’t it funny how “you can’t work from abroad” somehow doesn’t apply when it’s a business trip? 💭 Life is short. The world is big. Why would any company choose to make it smaller for their people? #RemoteWork #DigitalNomads #FutureOfWork #WorkLifeBalance #CorporateCulture #InHouseLawyer #Leadership #FlexibleWork

“Offshore” is outdated. In 2025, the real question isn’t where your team sits, it’s how well they integrate. Companies still tell me: “We prefer to keep development internal.” or "We have a centralised team for this" But internal vs. external isn’t the battle anymore. Because here’s the truth we’re all seeing: ▪️ Half of your “on-site” team works from home or a café or a park. ▪️ Your Slack is more active than your actual office. ▪️ Collaboration happens in digital rooms, not physical meeting rooms. So why do we still call Mauritius “offshore”? What matters now isn’t geography, it’s integration: ✔ How fast your team responds when something breaks ✔ How well they understand your business, not just your codebase ✔ How smoothly they work with design, product, finance, operations ✔ Whether they protect your team from burnout or add more stress By these standards, many nearshore teams are more “in-house” than teams sitting 10 km away. At Esokia, our teams don’t just sit in a different country, they work inside your tools, your processes, your daily rhythm. That's not outsourcing, it's operational inshoring. The companies still debating ‘offshore vs in-house’ are solving yesterday’s problem. The real question is: 👉 Is your team integrated enough to move at the speed your business needs? And is it cost effective? #Nearshoring #DigitalLeadership #AfricaTech #Mauritius #SouthAfrica #RemoteWork #ScaleSmart #Inshoring #FutureOfWork

👩💻Working from home results in: Efficiency: 200% Saves lots of time 🤞 Greener environment 🍃 ❓But is it always the case especially for new commers? There’s no one-size-fits-all answer. Each immigrant’s situation depends on factors like professional background, language skills, and stage of resettlement. But as an immigrant myself, I think it helps to first ask a few key questions: 1️⃣ What are the benefits of being physically present in a workplace?
2️⃣ What challenges do newcomers face in their first months, when they’re still dealing with bureaucracy and settling down? On the one hand, being in the office helps you connect with colleagues, learn local culture, and build friendships — things that matter a lot, especially in the early days. It also accelerates language learning because daily professional and social interactions push you to adapt faster. On the other hand, settling in a new country takes time and energy. Having the flexibility to work remotely (at least initially) can reduce stress and give newcomers the breathing space they need. Without this, many may feel overwhelmed by the dual pressure of integration and daily job demands. From a broader perspective, I believe companies should embrace flexible or hybrid arrangements. This allows immigrants to gradually move from remote to in-office work, balancing integration with personal well-being. Beyond immigration, flexibility reduces burnout, supports work–life balance, and even benefits the environment by cutting down on commuting. 👉 I’d love to hear your thoughts: * If you were starting a new life in another country, would you prefer the office or remote work first? * For employers, what balance do you think works best when onboarding international talent? 🔖 
#FutureOfWork #RemoteWork #HybridWork #ImmigrationJourney #WorkplaceCulture #LanguageLearning #EmployeeWellbeing #Flexibility

Remote work in Thailand isn’t just a lifestyle decision anymore. In 2025, the real question is: Can you build a meaningful, long-term career here—legally and sustainably? Thailand still offers the same lifestyle advantages: affordability, culture, community. But without the right setup, it’s easy to get stuck in visa cycles or career stalls. In our latest guide, we breaks down what remote professionals actually need in 2025 and how Iglu is helping them turn short-term stays into long-term strategies that grow with their goals. 👉 Read more → https://lnkd.in/gpRbP9Se #remotejobs #remotework #techcareers #workabroad #iglu #remotetalent #digitalnomads

#ESSECAPAC | Remote work was once seen as borderless, where employees could contribute from anywhere. Today, geopolitical realities are redefining that promise. Srividya Jandhyala, Professor of Management at ESSEC Asia-Pacific, explains how geopolitical shifts, from government restrictions to security concerns, are reshaping who works, the location of work, and the type of work that can be done. Read more: https://lnkd.in/dTZwcqJA #geopolitics #remotework #technology 

Why Latin America Could Lead the Next Remote-Work Wave. For years, remote work was seen as a privilege — mostly reserved for Silicon Valley, New York, or European tech hubs. But things are shifting fast. In 2025, Latin America isn’t just catching up, it’s quietly leading a new era of remote talent. The region combines highly skilled professionals, competitive cost structures, and an entrepreneurial mindset born from resilience and adaptability. At Recruvio, we’ve seen firsthand how developers in Bogotá, marketers in Buenos Aires, and recruiters in Caracas are redefining what “global workforce” really means. Companies in the U.S. are no longer just outsourcing, they’re partnering with LatAm talent. The next wave of remote work won’t be about location, it’ll be about trust, diversity, and results. And Latin America is perfectly positioned to lead that wave. What do you think? Are global companies truly ready to embrace this shift? #FutureOfWork #RemoteWork #LatinAmerica #GlobalTalent #Recruvio #EmergingMarkets #WorkCulture #DiversityAndInclusion #TalentOutsourcing #Leadership #Innovation #TechTalent #StartupEcosystem