Hiring international talent is a significant investment, but the cost goes far beyond salary and recruitment fees. Companies hiring internationally must also consider immigration, housing, travel, family support and the practical guidance employees need to settle into a new country. At Intero Integration, we help companies in Finland support international employees from before they arrive to the point where they feel comfortable navigating everyday life. From paperwork and ba

33 months. That is the current processing-time estimate Migri gives for most Finnish citizenship applications. While this figure is for citizenship rather than a work residence permit, it highlights just how important it is to understand Finland’s immigration processing times before making plans to move or remain in the country. If you are coming to Finland for work, your first concern will usually be your residence permit application. And if you are already living and workin

Hiring international talent is only half the battle. The real challenge, and opportunity, begins after your new employee arrives in Finland. A great onboarding experience can be the difference between an employee who thrives and stays for years, and one who starts updating their LinkedIn profile after their first Finnish winter. For international employees, onboarding goes far beyond introducing them to their colleagues and showing them where the coffee machine is. They are o

Thinking about moving to Finland for work? Great choice. Now comes the next big question: Where exactly should you live? Finland may not be a huge country by population, but it offers a surprisingly diverse range of cities. Some are bustling technology hubs, some are student-focused innovation centers, and others offer a peaceful lifestyle with excellent career opportunities. The truth is, there is not one best city for every international professional. The right city depends

Let us be honest: if retaining international employees were as simple as adding a few hundred euros to their monthly salary, Finland’s talent shortage would have been solved years ago. But here we are companies still struggling to keep global talent engaged, grounded, and genuinely happy. So maybe the real question is not “How much should we pay them?” but rather “Why do they leave even when the salary is good?” Spoiler: Retention ≠ money only. Below are a few great arguments