Lessons from Almedalen and beyond on how Sweden can move from talent attraction to real inclusion.
Attracting international talent is no longer a luxury — it's a necessity. As global competition intensifies, countries like Sweden are stepping up. But is employer branding enough to truly welcome and retain global talent?
Learn more about this year’s Almedalen panel discussion, including the agenda and all participating speakers, via this link:
Sweden’s Talent Hunt – Are Our Efforts Enough to Win the Global Battle for Competence?
What is 'Work in Sweden'?
Launched in 2024, Work in Sweden is a government-coordinated initiative led by Tillväxtverket, in collaboration with the Swedish Institute, Business Sweden, and other national agencies.
Its mission is to:
- make it easier for companies to recruit international talent
- support the integration of foreign professionals and their families
- coordinate efforts across multiple authorities to improve Sweden’s global competitiveness
The employer branding gap
During a panel at Almedalsveckan 2025, I described Work in Sweden as “Sweden AB’s employer branding campaign” — a strong and necessary signal to the world. But once talents arrive, the door often closes.
The system is fragmented, and many international professionals face challenges navigating multiple authorities, unclear processes, and a lack of inclusion.
From attraction to integration
If Sweden wants to lead in global talent attraction, the real work begins after the job offer is signed. It’s not just about how we present ourselves to the world — it’s about what happens when international professionals arrive. Are hiring managers prepared to recognise potential that looks different on paper? Are workplaces ready to include not just the employee, but their family?
"Integration isn’t a checklist — it’s a perspective, and it needs to be embedded in every part of the journey."
We also need a “one-stop-shop” approach — international talents shouldn’t have to contact ten different authorities to get started.
How Sweden compares globally
According to the Global Talent Competitiveness Index (GTCI) 2023, Sweden remains in the top 10 globally — but has lost ground to Nordic neighbours like Denmark and Finland, who have implemented more coordinated and family-inclusive strategies.
What we can learn from the Netherlands
The Netherlands offers a compelling model for talent attraction. Their Highly Skilled Migrant Program and Orientation Year for Graduates provide clear, user-friendly pathways for international professionals and recent graduates.
They also offer:
- digital tools and “one-stop-shop” services
- transparent communication
- a welcoming tone from both government and employers
Why this matters for international companies
If you're an international company looking to expand or recruit in Sweden, understanding the talent landscape is crucial.
Sweden offers:
- a highly educated workforce
- a strong innovation culture
- high quality of life
However, navigating the system can be complex. Initiatives like Work in Sweden are important — but they must work in practice, not just on paper.
Sweden has the potential to be a global leader in talent attraction. But we must match our branding with real inclusion, long-term commitment, and a system that works for both employers and international professionals.
The conversation must continue — not just about attracting talent, but about helping them stay, grow, and thrive.
This conversation was initiated by Future Place Leadership, who brought together voices from across sectors to discuss how Sweden can strengthen its position in the global talent landscape. In the photo from the panel, you’ll see Future Place Leadership’s senior consultant, Jessica Skantze alongside Karin Björkman Tendijck from Beyondo, who shared the stage with James Savage, publisher and co-founder of The Local.
The session was also part of SwedishTalentAttractionForum (STAF) — a growing platform for dialogue and collaboration around international talent attraction and inclusion in Sweden.
A huge thank you to Greater Örebro Area and Business Arena for facilitating the panel and creating space for this important dialogue.
About the author
Karin Björkman is the founder of Beyondo, a consultancy focused on helping organisations and individuals navigate the complexities of international talent mobility. With a background in recruitment in the private sector, Karin has worked hands-on with relocation, integration, and employer branding, not just from a strategic level, but from the ground up.
Having lived and worked internationally, including in the Netherlands, she brings a practical understanding of what it takes to make global talent feel welcome, seen, and empowered to contribute. Her work is rooted in the belief that attracting talent is only the beginning — real success lies in how we include and retain them.
Welcome to connect
If you're an international company looking to recruit in Sweden, or a Swedish organization ready to strengthen your global talent strategy, I’d love to hear from you.
Ready to rethink your global talent strategy?
Visit beyondo.se or email me at karin@beyondo.se — let’s build a more inclusive and competitive future together.
Together, we can build a more inclusive and competitive future!"
