Employer requirements
Company structure, employment conditions and the employer's readiness for the process.
International hiring: Sweden
Legal support for hiring international talent in Sweden
We help Swedish companies hire specialists from outside the EU and build a process where business, HR and immigration requirements work together, not against each other.
Discuss your hiringDe Facto works with companies that:
When international hiring becomes part of your growth
- are hiring specialists from outside the EU and want to get the work permit process right;
- are scaling an international team and hiring several people at once;
- have faced a rejection or delay and need to understand what went wrong;
- want their process reviewed in advance to reduce the risk of errors before applying.
Both sides of the process
We review not just the candidate, but the employer too
In international hiring, both sides need to meet the requirements.
Employment terms
Role, salary, contract and other conditions.
Candidate profile
The specialist's status, qualifications and documents.
Immigration strategy
Which route fits and what evidence will be required.
Family situation
If family members are relocating with the candidate.
After a rejection
First, we find
out why
A rejection doesn't automatically mean the person can't be hired.
De Facto analyses the decision, the previous application and the documents, then determines the best way forward: adjust the strategy, strengthen the evidence, reapply or choose a different route.
Case study
International hiring after an initial rejection
Situation
A Swedish tech company planned to hire five international specialists. One candidate had already been rejected, and the existing approach needed rethinking.
Work
De Facto analysed the employer requirements, employment terms, candidates' documents and family circumstances, then rebuilt the application strategy.
The process was split into stages: 2 + 2 + 1 employees.
Result: all five specialists received their permits, including the candidate who had previously been rejected.
How we work
Consultation
We review your hiring plan, the company and the candidates.
Legal Review
We check the employer side, employment terms and documents.
Strategy
We define the route and the order of applications.
Implementation
We manage the process and respond to additional requests or issues.
Strategic Legal Mapping™
If international hiring is part of wider changes in your business, De Facto can apply Strategic Legal Mapping™, a proprietary methodology developed by Tatsiana Turgot for a comprehensive assessment of a company's legal system.
Result: key risks, priorities and a roadmap of changes.
Why De Facto
Business + Immigration
We look at hiring from both the employer's side and the immigration process.
International hiring practice in Sweden
We know where risks most often arise and what to check in advance.
EU Law · Swedish practice
We take the legal and international context into account.
19+ years of legal practice
We help you quickly identify which issues are truly critical.
FAQ
Can I hire someone from outside the EU?
Yes, if both the employer and the candidate meet current requirements. The specific route depends on the role and employment terms.
Who is responsible for mistakes in the process: the candidate or the employer?
Issues can arise on either side, so we review the entire process.
Do you handle rejected applications?
Yes. We first analyse the reason and the previous strategy, then define the possible next steps.
Can you support several hires at once?
Yes. For bulk or sequential hiring, we can build a single process and set the order of applications.