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Scaling smart: How immigration powers growth for startups and mid-sized companies.
May 2, 2025
By: Paul Buckley and Lisa Horan, with contributions from Jason Rogers, Vice President, Senior Global Immigration Counsel at Newland Chase
For companies with growth ambitions, the ability to scale rapidly can determine success or failure. Whether you’re expanding into a new market, building a product team, or launching a customer success hub in another region, one factor remains constant: access to talent is everything.
In today’s competitive landscape, hiring locally is often not enough. Many of the most in-demand skills—software engineering, data science, AI, biotech—are in short supply, especially in emerging or specialized markets. Immigration unlocks a global talent pool, allowing companies to hire the right people, not just the closest. Jason Rogers, Senior Partner, Advisory Services at Newland Chase, explains:
“Immigration essentially opens you up to an entire world of talent. Your first inclination might be to hire locally, but that’s not always possible, especially in smaller or emerging markets. Immigration gives you the ability to find the right person, even if it takes more time or investment.”
This shift in mindset—from immigration as a compliance headache to immigration as a strategic growth tool—is reshaping how companies plan for scale. When integrated into workforce planning from the beginning, immigration doesn’t slow you down—it accelerates your ability to build a world-class team.
Whether you’re moving a founder to Amsterdam, relocating a lead engineer to Singapore, or testing a new market with a business development rep in Portugal, immigration strategy is core to success in a global marketplace.
This article explores how scaling companies can leverage smart visa pathways, talent mobility programs, and strategic partnerships to grow globally, with speed, compliance, and confidence.
Strategic visa pathways for building scale.
Companies that want to scale internationally need quick, flexible visa pathways to move fast. Fortunately, several countries have introduced startup- and tech-friendly visa programs that are specifically geared towards attracting high-impact talent.
“These programs are designed to attract professionals in critical fields like software, AI, and engineering—they’re ideal for startups seeking quick deployment.”
Fast-track talent visas – UK & Canada.
The Canada Global Talent Stream offers work permits in as little as two weeks for high-demand roles. It’s especially attractive for tech companies hiring software engineers, UX designers, or AI researchers. Targeting occupations on Canada’s in-demand list and aligning with local job creation goals can strengthen applications.
Meanwhile, the UK Global Talent Visa allows highly skilled individuals in tech and digital sectors to apply without sponsorship. Candidates can qualify based on exceptional achievement—through awards, patents, or published research. Though the endorsement process can be competitive, the visa enables flexible, unsponsored entry to one of the world’s top tech markets.
Founder-friendly entry – Australia & The Netherlands.
Founders and entrepreneurs also have dedicated routes into innovation ecosystems. Australia’s Global Talent Visa supports founders with a track record of innovation, such as holding patents or securing venture capital. A nomination from an Australian entity is typically required, and applicants must demonstrate their ability to contribute economically.
In Europe, the Netherlands Startup Visa allows founders to enter with the backing of a government-recognized facilitator (e.g., an incubator or accelerator). Applicants must present a scalable business plan and typically show between €12,500 and €50,000 in available capital. After 12 months, startups must demonstrate market traction to qualify for longer-term residency.
These targeted programs not only reduce hiring lead times but also help startups establish a presence in top tech ecosystems such as Toronto, London, Sydney, and Amsterdam.
“Fast-track options like these are invaluable for startups that need to move quickly and stay competitive in global markets. But they come with complexity—and that’s where strategic planning makes all the difference.”
Leveraging intra-company transfers to maintain momentum.
For companies that have already established operations in multiple regions, Intra-Company Transfer (ICT) permits are an efficient way to move experienced personnel into new markets. These permits help maintain leadership continuity and preserve technical knowledge during expansion phases.
The EU Intra-Corporate Transfer Permit allows companies to relocate managers or specialists who have worked at least one year in a non-EU branch to an EU subsidiary. These permits are typically valid for up to three years and require documented corporate relationships and salary thresholds aligned with local standards.
In Asia, Singapore’s EntrePass is tailored to founders or executives aiming to build operations in Southeast Asia. Applicants must show innovation credentials or secure a minimum of S$100,000 in funding, with renewals linked to local job creation and economic impact.
“Firms that proactively establish legal entities and maintain clear organizational structures are much better positioned to succeed with ICT programs. These pathways offer speed and strategic alignment—but require precision in execution.”
While intra-company transfers offer a relatively fast way to mobilize senior talent, leadership must account for jurisdictional complexity, documentation demands, and evolving regulatory requirements in each market.
Used well, ICT permits can be a game-changer for global continuity—empowering businesses to scale without breaking momentum.
Testing new markets with digital nomad & remote work visas.
Not every growth play requires permanent relocation or local entity formation. For early-stage companies exploring new regions or sending in lean teams to validate markets, digital nomad and remote work visas can provide flexible, low-risk options.
The Portugal Digital Nomad Visa allows remote workers earning approximately €3,280/month to live and work in Portugal. Applicants must provide proof of employment and accommodation. The visa also offers a path to residency, making it an attractive option for longer-term stays.
Similarly, the Estonia Digital Nomad Visa is open to individuals earning at least €4,500/month. It offers quick processing and is often paired with Estonia’s innovative e-Residency program, which allows foreign entrepreneurs to establish and manage a company online.
“These visas are particularly useful for deploying business development or market research teams. They let companies test fit without the overhead of full setup. But you have to be careful—many of these schemes restrict client-facing activity and require high income thresholds.”
For companies using remote-first hiring strategies or experimenting with international expansion, these digital pathways are useful tools—but they should be assessed carefully with respect to compliance, job function, and long-term intent.
Building immigration into your talent strategy.
Immigration strategy is so much more than just visas and paperwork—it’s a powerful tool for long-term talent development. For ambitious startups, integrating immigration into broader workforce planning helps unlock leadership potential, improve retention, and future-proof international growth.
“If you identify someone as key to your future, you want to develop that person into a leadership role, immigration lets you build a roadmap—exposing them to other cultures, markets, and teams early in their career so they’re ready for what’s next.”
Forward-thinking companies use immigration to support rotational programs, placing high-potential employees in global offices to deepen their understanding of international markets. These experiences are especially valuable in product, design, or customer-facing roles, where local insights can shape global strategy.
“You can’t lead a global brand from a silo. Real innovation and leadership require global perspective.”
When immigration is built into performance development and succession planning, it boosts employee engagement, strengthens internal mobility, and prepares future leaders for global roles.
Smart businesses don’t wait for a visa challenge to arise. They plan ahead—mapping talent against market needs, identifying immigration opportunities for growth, and working with partners like Newland Chase to align people strategies with international scale.
Optimize your organization’s leadership pipeline with strategic immigration policy.
Immigration isn’t just a compliance necessity—it’s a strategic lever for cultivating future leaders and driving innovation. According to a 2022 report by the National Foundation for American Policy, nearly 80% of America’s privately-held, billion-dollar companies have an immigrant founder or an immigrant in a key leadership role, such as CEO or vice president of engineering.
This underscores the critical impact of immigrant talent on the U.S. startup ecosystem. By integrating immigration into your talent development strategy, you can:
- Access a global talent pool: Tap into diverse perspectives and experiences that drive innovation and problem-solving.
- Accelerate leadership development: Provide international assignments and cross-border experiences that prepare high-potential employees for global leadership roles.
- Enhance organizational agility: Build a workforce capable of adapting to different markets and cultural contexts, essential for scaling operations internationally.
For instance, companies like Stripe and Databricks, both founded by immigrants, have leveraged their diverse leadership to expand rapidly and innovate within their industries.
By proactively incorporating immigration into your leadership development plans, you not only comply with global mobility requirements but also position your company to harness the full potential of international talent.
Scaling safely: Why immigration compliance can’t be DIY.
As companies accelerate their international hiring and mobility strategies, many are tempted to go it alone—relying on online forums, local agents, or incomplete legal advice. But immigration compliance is not a place for shortcuts. One misstep can derail entire market plans, lead to costly delays, or trigger penalties from regulators.
“Short-term wins are not worth long-term frustrations. Just because something worked in the U.S. doesn’t mean it will work in Canada, China, or anywhere else. Every country has its own rules. And different regions—even different cities—within the same country could have processes that differ from one another.”
The risks of a DIY approach are amplified in fast-changing or highly regulated environments. Some countries have regional immigration policies (e.g., China), others operate quota systems, and many have unspoken practices that only local experts truly understand.
Without full visibility into legal, cultural, and operational layers, companies risk:
- Noncompliance with local labor and immigration laws
- Delays in onboarding mission-critical talent
- Damage to employer reputation or brand trust
- Ineligibility for future permits or renewals
Newland Chase helps mitigate these risks by offering end-to-end project management, local-language support, and direct coordination with in-country officials.
“We’re not just your immigration partner. We’re your project manager, local guide, and compliance lead, rolled into one. From start to finish, we know what questions to ask so you’re not blindsided later.”
Partnering with Newland Chase for global success.
Startups and scale-ups that want to compete globally need more than good intentions—they need the right partner. With Newland Chase, companies get more than immigration processing. They gain a strategic ally with the legal expertise, international reach, and operational know-how to scale safely and successfully.
“Companies often try to ‘DIY’ immigration using online info or chat rooms—but that misses key legal and compliance factors. Newland Chase provides a strategic roadmap, not just answers—guiding each step, offering compliant options, and connecting with local officials in real time.”
Newland Chase combines global presence with deep local expertise. From initial visa assessments to long-term residency planning, the firm supports clients across the full spectrum of talent mobility:
- Business and founder visa solutions
- Work permits and intra-company transfers
- Entity establishment and compliance advisory
- Immigration planning embedded into HR growth strategies
What sets Newland Chase apart is its focus on sustainable, future-proof solutions.
“There’s always someone who’ll promise you a faster way, but we focus on the right way—the legally compliant way—so your company doesn’t face headaches down the road.”
Whether you’re entering one new market or ten, Newland Chase helps you scale with clarity, compliance, and confidence.
7 immigration strategies for scaling startups and mid-sized companies.
Scaling globally presents both immense opportunity and significant risk. Based on expert insights from Newland Chase, here are seven key immigration strategies to help your startup or mid-sized company expand smarter, faster, and with fewer roadblocks:
1. Create a global talent mobility plan early.
Develop a proactive immigration policy before your first international hire. This gives teams clarity and allows you to scale without reinventing the wheel for every new move.
2. Align visa strategies with business goals.
Match your visa choices to both short-term needs and long-term leadership development. The right visa today creates flexibility and options tomorrow.
3. Use entity-free hiring options.
Access global talent without setting up a legal entity. Options include digital nomad visas, startup visas, and working with an Employer of Record (EOR) to test new markets.
4. Prioritize speed to work authorization.
Fast-track programs like Canada’s Global Talent Stream and the UK’s Global Talent Visa reduce processing time. Planning ahead helps you avoid costly delays.
5. Make immigration part of your talent strategy.
Use immigration to unlock global career paths, support rotational programs, and prepare future leaders. It’s a growth enabler—not just a compliance checkbox.
6. Centralize immigration ownership internally.
Assign clear roles across HR, Legal, and Operations. When ownership is aligned, decisions get made faster and execution becomes smoother.
7. Partner with a strategic immigration expert.
Avoid the risks of DIY immigration. A strategic partner like Newland Chase offers local insight, global coordination, and a long-term roadmap to support growth.
As Senior Partner, Newland Chase Advisory Services, Jason Rogers leads the counsel team and provides high-level consultation to corporations on employee immigration and mobility strategies. With 20 years’ experience in corporate immigration and HR compliance, Jason provides complex and innovative corporate mobility solutions to achieve business objectives.
