Stockholm strengthens its efforts to attract and retain international talent

“Stockholm is already a magnet for international talent, and companies that choose to recruit them don't have to navigate the process alone – support is available”, says Eleonora Wand Vallada, Project Manager for International Talent Attraction at Stockholm Business Region (SBR).

In this interview, she discusses how SBR works to attract and retain international talent, why it matters for Stockholm's life science sector, and the challenges that remain.

Can you tell us about SBR's mission to strengthen Stockholm's ability to attract, welcome and retain international talent?

“We promote Stockholm internationally as a career destination and attend recruitment fairs in sectors where demand for talent is particularly high, such as tech, life science and sustainability. Our websites provide information about Live and Work in Stockholm, both for those planning to relocate and for families who have already arrived,” she explains.

SBR also organises meet-ups and distributes newsletters, with a particular focus on people already living in Stockholm, such as international students and accompanying partners. The ambition is to support people throughout their journey, from their first interest in Stockholm to becoming established in the city. This work begins long before they move.

“Working with employers is equally important. Through networks and contacts with businesses and other organisations, we aim to make it easier for companies to recruit internationally. Some employers have extensive experience of international recruitment, while others are doing it for the first time. For them, the right support can make a significant difference,” says Eleonora.

Together with Region Stockholm, SBR runs Samverkansforum för internationell kompetens, a network involving universities that aims to encourage more international students and researchers to remain in Stockholm. Accompanying partners of newly arrived academics can also receive support in entering the labour market through the Stockholm Dual Career Network, run by the Stockholm Academic Forum.

How important is international talent for Stockholm's competitiveness in life science, and what are the main challenges?

“It is absolutely essential. Life science depends on research and highly specialised expertise, and no region can sustain a cluster the size of Hagastaden and Uppsala through local recruitment alone. Karolinska Institutet, Uppsala University, AstraZeneca, and the many growing companies in the region all depend on recruiting globally. ‘The war for talent’ has been going on for a long time, and Stockholm–Uppsala is competing for the same specialists as Boston, Basel and Copenhagen,” she says.

“The good news is that we are already competitive. The Stockholm region ranks as Europe's most innovative region in the EU's Regional Innovation Scoreboard 2026, and Stockholm has a very high number of unicorn companies per capita. Another Swedish advantage is the teacher's exemption, which gives academic researchers ownership of their inventions and makes it easier to turn research into a business. According to the Swedish Institute, Sweden ranks tenth as a career destination among STEM professionals. That's not bad for a small country. Countries ahead of us include English-speaking nations such as the US, the UK, Canada and Australia. This is understandable, as language is always a barrier when moving abroad,” says Eleonora.

“What makes Stockholm attractive is its innovation ecosystem, quality of life and sense of security. Highly educated STEM professionals are drawn to the opportunity to combine a rewarding career with a good life outside work, something they particularly associate with Swedish working culture. Good conditions for families and a stable society are also important factors,” she says.

“But there are challenges. Sweden has thousands of international doctoral students, most of them in natural sciences, engineering and medicine. Many want to stay, but according to Statistics Sweden, fewer than six in ten are still in the country three years after graduation. The biggest loss occurs during the transition from academia to employment. EURAXESS points to weak links with industry and difficulties in translating research expertise into skills that companies need. This is where the life science sector has an important role to play: the earlier companies establish connections with international researchers, the greater the chances of retaining that expertise in the region,” says Eleonora.

“With the Nobel Prizes in the spotlight at this time of year, there is also an interesting connection between attracting talent and Nobel Prize achievements. In the US, more than a third of Nobel laureates in chemistry, physics and medicine were born abroad, while in Switzerland the proportion is more than half. Since 1969, Sweden has had only one such laureate: Anne L'Huillier, who came here from France as a researcher and received the Nobel Prize in Physics in 2023. Meanwhile, Swedish-born Svante Pääbo was awarded the Nobel Prize in Physiology or Medicine in 2022 for research he conducted in Germany. Talent goes where the opportunities are,” she says.

“Stockholm has what it takes. Now we need more international talent to choose us and stay, so that the next breakthrough happens here,” says Eleonora.

Are there particular sectors where the need for international talent is especially great?

“A recruitment survey by the Confederation of Swedish Enterprise shows that around two-thirds of companies struggle to recruit, and that one in four recruitment attempts fails completely. Two structural factors are driving this: retirements, with more people leaving the labour market than entering it, and the introduction of AI alongside digitalisation and the green transition. Many people are leaving the workforce, while those who remain do not always have the skills employers need,” she says.

Demand is constantly changing, but certain sectors stand out at present, particularly those driving technological development, such as life science, tech and AI-driven companies. Healthcare still needs doctors and nurses, while sectors such as defence and cybersecurity are expanding rapidly.

In life science, recruitment often involves highly specialised roles, and finding the right expertise within Sweden alone can be difficult. One example is regulatory affairs, where requirements are becoming increasingly complex and global. Demand is also growing for professionals with interdisciplinary skills, such as those who combine medical expertise with AI and advanced data analytics.

“Universities drive innovation, making them attractive employers for international talent. They have also long been at the forefront of recruiting in a globally competitive environment, based on merit and expertise regardless of national background. That approach is precisely what makes international talent attraction successful,” says Eleonora.

Can you tell us about Stockholm Business Alliance (SBA) and its role?

“Stockholm Business Alliance is a partnership of 54 municipalities across the Stockholm region and neighbouring counties, coordinated by Stockholm Business Region. Together, we promote the region internationally. Attracting international talent is one of SBA's four strategic priorities, and its Talent Council brings together municipalities keen to strengthen their efforts in this area. By sharing knowledge and experiences, we help municipalities better support local businesses in recruiting from abroad. The key message is that international recruitment is an important complement to the local workforce,” Eleonora explains.

For employers looking to recruit from across Europe, Eleonora recommends contacting an EURES adviser. The European EURES network supports recruitment within the EU/EEA, where freedom of movement means EU/EEA citizens don't need work permits.

Plans include establishing a dedicated hub in Stockholm for international talent and accompanying partners. Can you tell us more?

“SBR was tasked with exploring this possibility, and together with Region Stockholm, we have developed a proposal for a regional hub in central Stockholm. A political decision has yet to be made, but the need is well documented. Stockholm is an attractive international destination, yet support is often limited once people arrive,” she explains.

The aim is to provide a soft landing for international professionals, students, researchers and accompanying partners. The latter often play a decisive role in whether a family chooses to stay. The proposed hub would offer career guidance, connections with employers, help navigating public services and opportunities to build professional and social networks. Several Swedish cities and other European capitals already offer similar services.

“Our analysis clearly shows that Stockholm needs to do more to welcome and support international talent who choose to make the city their home,” Eleonora concludes.