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Remote, Hybrid or Relocation: Hiring Across Europe, the UK and the Middle East

Remote, Hybrid or Relocation: Hiring Across Europe, the UK and the Middle East

Hirexel Blog cover: Remote, Hybrid or Relocation: Hiring Across Europe, the UK and the Middle East
Last updated: 11 November 2026

Key takeaways

  • Hiring remote vs relocation for regulated roles starts with one question: where does the licence require the person to be?
  • VARA requires Responsible Individuals and the Compliance Officer to be UAE-resident or UAE passport holders and full-time employees.
  • MiCA requires a CASP's effective management in the EU and at least one EU-resident director.
  • Senior candidates weigh tax, family, visa timelines and role security before relocating; a clear package matters.
  • Employer of record and contractor set-ups work for some roles, but rarely for roles the regulator expects to be held by full-time employees.
Hiring remote vs relocation is a practical question for any fintech, crypto or iGaming firm hiring across Europe, the UK and the Middle East. A remote hire widens the talent pool and often starts faster. A relocation hire puts the person where the licence, the regulator and the decisions are. For many regulated roles, the rules decide for you.
This guide is for founders, COOs and HR leads. It covers where regulated roles must be based, what candidates weigh before relocating, and when employer of record or contractor set-ups work.

Start with the licence: where must the person be?

Before you advertise a role as remote, check three things:
  1. Does the regulator approve or assess the person in this role?
  2. Does it set residence, full-time or local employment conditions?
  3. Does it expect key decisions to be taken in the jurisdiction?
Two examples show how specific the rules can be.
Dubai (VARA). VARA's Company Rulebook requires each VASP to appoint two Responsible Individuals of sufficient seniority, each a full-time employee, fit and proper, resident in the UAE or a UAE passport holder, and approved by VARA during licensing. Its Compliance and Risk Management Rulebook requires the Compliance Officer to be resident in the UAE or a UAE passport holder, a full-time employee, and to report directly to the board.
EU (MiCA). Article 59(2) requires a crypto-asset service provider authorised under MiCA to have its place of effective management in the EU and at least one director resident in the EU. The place of effective management is where the key management and commercial decisions are taken, so a management team that works entirely from outside the EU is likely to draw questions.
For a first local hire in a new market, see Country Manager for a New Market: How to Hire Before You Launch.
Role type Remote possible? What to check
Roles the regulator approves (Responsible Individuals, Compliance Officer, MLRO, directors) Often not Residence, full-time employment, approval process
Management and commercial decision-makers Limited Where effective management must be
Specialists (analysts, operations, support, engineering) Often yes Data protection, outsourcing rules, local employment law
Market-facing commercial roles Depends on the market Local presence expected by clients and partners

What candidates weigh before relocating

Senior compliance and commercial candidates rarely relocate for salary alone. They usually weigh:
  • Tax. How their total income will be taxed in the new country, and any obligations in the country they leave.
  • Family. Schooling, a partner's work, healthcare and support networks.
  • Visa and permits. How long the process takes and what the candidate can do while waiting.
  • Housing and cost of living. Including the first months before they are settled.
  • Security of the role. What happens if the licence is delayed or the company changes plans after they move.
A clear relocation package helps: visa support, help with housing, travel for the family, and a realistic start date that allows for notice periods and permits. Be honest about the role's dependence on the licence; candidates who feel misled leave early.

Hiring for a role that may need relocation?

Send us the job description and the location rules, and we will look for candidates who are local or ready to move.

Employer of record and contractor set-ups

Employer of record (EOR). A third party employs the person locally on your behalf. It is quick and avoids setting up an entity. It works well for specialists and for roles that do not need regulatory approval, and as a bridge before a local entity exists.
Contractor. Flexible and fast, but it can raise employment status and tax questions in some countries, and it can limit the person's authority inside the firm.
When neither works. For roles the regulator expects to be held by the firm's own full-time employees, such as VARA's Responsible Individuals and Compliance Officer, an EOR or contractor set-up is unlikely to meet the rules. For roles the regulator approves, see Key Function Holders: What Regulators Check Before Approving a Hire.
Take legal and tax advice in each country before you decide the set-up.

Managing a relocation hire from offer to first month

Relocation hires drop out most often between the offer and the start date. Reduce the risk:
  • Agree the timeline in writing. Notice period, visa application, travel and start date, with an owner for each step.
  • Start the visa process immediately. Delays in permits are a common reason for late starts.
  • Keep in touch. A weekly call with the hiring manager during the notice period keeps the candidate engaged and surfaces problems early.
  • Plan the first weeks. Temporary housing, local registration, a bank account and an introduction to the team and the regulator where relevant.
  • Check in after three months. Ask how the move is going for the person and their family; problems at home often show up at work later.
A relocation that is well managed also helps the next hire: candidates ask people who moved before them how it went.

Hybrid: a practical middle ground

For many roles, hybrid works: the person lives in the jurisdiction, meets the employment conditions and is present for regulator meetings, board meetings and key decisions, but works from home part of the week. For approved roles, what matters is that the person genuinely holds the role where the rules require it, not that they are in the office every day.

Hiring remote vs relocation: a decision guide

  • Approved or decision-making role with residence rules: local hire or relocation; remote only if the rules clearly allow it.
  • Specialist role with no location rules: remote or hybrid, with an EOR if there is no entity.
  • Market-facing role: local or relocation, because clients and partners expect presence.
  • Hard-to-fill senior role: consider relocation early and budget for it; the local pool may be too small. For the compliance lead role, see Hiring a Head of Compliance for a Crypto Company Applying for a Licence.

What we recommend

  1. Check the regulator's location, residence and employment rules for each role before you advertise.
  2. Classify roles: must be local, can be hybrid, can be remote.
  3. For relocation, prepare a clear package and a realistic timeline including notice periods and visas.
  4. Use EOR or contractor set-ups for roles without approval or residence rules.
  5. Take local legal and tax advice before the offer, not after.

FAQ

Can regulated roles be remote?

Some can, but many cannot. Regulated roles often must be based where the licence is held, especially those the regulator approves or that form part of the management. Check the regulator's rules on residence, full-time employment and effective management before offering a remote contract.

Does VARA require key people to live in the UAE?

Yes, for several roles. VARA requires each VASP's two Responsible Individuals to be full-time employees and resident in the UAE or UAE passport holders, and its Compliance Officer to be resident in the UAE or a UAE passport holder and a full-time employee who reports directly to the board.

Does MiCA require people to be based in the EU?

Yes. MiCA Article 59(2) requires a CASP to have its place of effective management in the EU and at least one director resident in the EU. The place of effective management is where the key management and commercial decisions are taken.

What do candidates weigh before relocating?

Candidates usually weigh tax, family and schooling, partner employment, visa timelines, housing, and the security of the role. Senior compliance and commercial candidates often need a clear relocation package and a realistic start date that allows for notice periods and visas.

When does an employer of record work for a regulated role?

An employer of record can work for roles that do not need regulatory approval or local employment, or as a bridge before a local entity exists. For roles the regulator expects to be held by the firm's own full-time employees, such as VARA's Responsible Individuals and Compliance Officer, an employer of record or contractor set-up is unlikely to meet the rules.

Is hybrid work acceptable for regulated roles?

Often yes, as long as the person meets the residence and employment conditions and is genuinely present for decisions, meetings with the regulator and the firm's governance. Check how the regulator views where decisions are actually taken.

The bottom line

In hiring remote vs relocation for regulated roles, the licence comes first: if the regulator requires residence, full-time employment or local decision-making, the role must be local or the person must move. For everything else, remote and hybrid widen the pool. Hirexel recruits across Europe, the UK and the Middle East for fintech, crypto, blockchain and iGaming firms, including candidates ready to relocate.

Deciding between remote and relocation?

Book a call to discuss the role, the licence location and the candidate market.

Sources

  1. VARA, Company Rulebook: https://rulebooks.vara.ae/entiresection/122
  2. VARA, Compliance and Risk Management Rulebook (19 May 2025): https://rulebooks.vara.ae/sites/default/files/en_net_file_store/VARA_EN_123_VER20250519.pdf
  3. ESMA, MiCA interactive single rulebook, Article 59 (Authorisation): https://www.esma.europa.eu/publications-and-data/interactive-single-rulebook/mica/article-59-authorisation

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