Published October 12, 2025
Job hunting in a new country feels like learning a new game with familiar pieces. The rules change a little—how you format your CV, when people answer, how offers are written—but the goal is the same: show your value clearly and politely. This guide walks you from the first profile tweak to a signed contract, with examples you can reuse.
Start with the headline everywhere: CV, LinkedIn, even your email signature. Include the city you're in, your job title in the local language if different, and one specific strength. "Product Manager — Lyon — builds v1 to v3 playbooks" is more memorable than a generic title.
Adjust the CV to the country's habits: in France or Spain, two pages are fine; in Germany, dates and responsibilities are expected to be crisp; in the Netherlands, results speak louder than task lists. Keep your achievements numeric—cost saved, time reduced, users reached. Recruiters don't need your full autobiography; they need proof that you finish things.
You'll find roles on the usual platforms, but the trick is to combine one big board with one niche source and one human channel. Apply through the official portal to stay in the ATS, then send a short LinkedIn note to the hiring manager: you're not bypassing the process, you're signaling you can communicate.
Meetups and professional associations are often faster than job boards—one coffee can replace ten applications. If you're changing language or sector, say it out loud in your message and explain how your previous work still solves their problems.
When you spot a role, send something simple: "Hi Ana, I've just moved to Barcelona and applied for the Operations Lead role (ref 034). I've launched two 0→1 projects with tight logistics and I speak B1 Spanish. Happy to share how I'd stabilize the first 90 days if useful."
For referrals, keep it even lighter: "Hey Marc, I see you're at X. I've applied for the backend role; if it looks relevant, would you feel comfortable referring me? No stress if not." People help when you make it easy and respectful.
In the first call, show you've read the room: "Here's how I'd approach month one: listen to the users, chart the blockers, deliver one visible win."
In the offer stage, negotiation is not a duel; it's housekeeping. Say what you need and why: "Given the scope and market data, I was targeting €52–55k base. If we can align near €54k and confirm a training budget, I'm delighted to sign today." Most managers appreciate clear requests and a calm tone. If the number can't move, explore a review after six months, a learning budget, or one day remote.
Two to three weeks is common. If you hear nothing in ten business days, follow up once, politely, then move on.
Translate titles and key results. Keep dense project details in English unless the role is fully local-language.
They're normal in Europe. Ask how performance is reviewed and what success looks like at the end.
For more practical insights on this topic, explore our related articles:
Conclusion: Getting hired abroad is a series of small clear signals: you adapt, you communicate, you keep promises. With a localized profile, human messages, and a steady tone at the offer table, you'll go from "new in town" to "great hire" faster than you expect.
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Jules Guerini is a European expat guide sharing practical, tested advice for navigating life abroad. From admin to housing to healthcare, he focuses on simple strategies that actually work. Contact: info@expatadminhub.com
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