Why Spanish Engineers Turn Down International Opportunities: Salary Is Only Part of the Equation

When local talent pools are not enough

Across engineering and construction, companies working on complex industrial projects often struggle to find the professionals they need in their domestic markets. With demand for experienced engineers remaining strong in many specialist fields, recruiting locally may not be enough to fill every position.

Looking beyond national borders allows employers to reach a wider talent pool, discover professionals outside their usual recruitment networks and access different combinations of technical expertise and project experience.

Spain is one of the markets international employers consider when looking to strengthen their engineering teams. But identifying suitable candidates is only the first step. Convincing an experienced engineer to leave an established position and relocate to another country is a different challenge.

Several factors can influence that decision, including the financial benefits of the opportunity, its potential for career development and the practical implications of moving abroad.

1. Salary matters, but the complete financial picture matters more

When trying to attract engineers from Spain, offering a higher salary may seem like the most straightforward way to make an international position attractive.

The importance of salary in career decisions is reflected in The Engineer Salary Survey 2025. Among its 621 respondents across 12 engineering sectors, 73% cited a better salary as a motivation for changing jobs, while 49% said they would consider working overseas. Although the survey does not establish these figures specifically for Spanish engineers, it provides useful context on the relationship between financial incentives and international mobility.

But a higher gross salary does not necessarily mean an engineer will be financially better off after relocating. The cost of living in the destination country, particularly housing and everyday expenses, can significantly affect how far that salary goes. Travel home, relocation costs and the need to maintain financial commitments in Spain can also influence the overall benefit of moving abroad. What looks like an attractive salary on paper may therefore offer less financial advantage than expected.

For international employers, the challenge is not simply to offer a higher salary, but to understand how the complete opportunity compares with what an engineer already has in Spain.

2. Career progression can make the difference

Even when the financial package is attractive, accepting an international position means weighing what the move could bring professionally.

International employers should not assume that Spanish engineers are looking abroad because they are dissatisfied with their current jobs. The Observatorio de la Ingeniería de España found in its 2026 study of 1,397 engineering professionals that 75% were satisfied with their employment.

This suggests that employers need to offer a compelling reason to leave an established position, rather than simply presenting an alternative job. CITOP’s 2026 employment study, based on 622 responses from civil engineering professionals, provides a complementary perspective: remuneration and the role or function were among the main factors influencing respondents’ decisions when considering a job change, alongside geographical mobility.

For engineers, the appeal of an international opportunity may lie in the chance to work on complex industrial projects, gain exposure to innovative technologies or contribute to projects in advanced international environments. Such experiences can broaden technical expertise, bring greater responsibility and create opportunities to progress towards more senior positions.

For international employers, the implication is clear: a compelling opportunity should show not only what an engineer will earn, but also what they will learn, the challenges they will take on and how the experience could advance their career.

3. Relocation support can remove practical barriers

Even when an international opportunity offers attractive financial and professional prospects, personal circumstances can still influence a candidate’s decision. Relocating can affect a partner’s employment, children’s education and existing family commitments in Spain. A higher salary or an interesting project may not be enough to offset these considerations, particularly when a move involves relocating the entire family.

Beyond these personal considerations, accepting a job abroad also means organising a move, finding accommodation and settling into a new environment. These practical challenges can create uncertainty, particularly when candidates are unfamiliar with the destination country or need to organise the move within a short timeframe.

A global employee mobility survey conducted by Ipsos for EuRA and CERC in 2025, involving more than 10,500 people across 19 countries, found that 69% of respondents considered employer-funded travel to visit family in their home country a motivating factor for international relocation, while 67% valued temporary housing support. These findings highlight how practical assistance can help make an international move more attractive. Read the survey.

We see the practical value of this support through one of our clients in the Netherlands. The company covers transportation costs for the move, collects candidates from the airport and helps them find rental accommodation through trusted real estate agents. These measures make the transition easier and reduce the uncertainty involved in moving abroad.

Relocation support does not have to mean an extensive expatriate package. Depending on the assignment, covering moving expenses, helping secure accommodation or providing practical guidance may already make a meaningful difference.

4. Tax incentives can be the cherry on the cake

A competitive salary, career development and practical relocation support are the foundations of an attractive international opportunity. Where tax incentives are available, they can be the cherry on the cake, further improving the financial appeal of a move abroad. Their impact depends on the country, the applicable rules and the employee’s individual circumstances.

In the Netherlands, for example, the expatregeling, commonly known as the 30% ruling, allows eligible employees to receive a tax-free allowance for certain extraterritorial costs. Read more about the Dutch expat tax benefit.

Spain also offers a tax exemption under Article 7p for Spanish tax residents who carry out work abroad that benefits a non-resident company or an overseas permanent establishment, provided the applicable conditions are met. The exemption can cover up to €60,100 of eligible income per year. Read more about the Spanish Article 7p exemption for employees working abroad

When applicable, these tax arrangements can complement salary, career development and relocation support, helping make an international opportunity more financially attractive.

Make the opportunity worth the move

Attracting Spanish engineering talent is not simply about offering a higher salary or publishing a detailed vacancy. It is about understanding what candidates value and making the complete opportunity compelling.

Competitive compensation, meaningful professional development, practical relocation support and relevant tax benefits can all contribute to that decision, although their relative importance will vary from one candidate to another. The key is to present an opportunity whose financial, professional and practical benefits give engineers a compelling reason to make the move.

At Spanish Engineers, we help engineering and construction companies recruit specialised professionals for industrial projects in Spain and internationally.

Sources

1. Observatorio de la Ingeniería de España (2026). La vocación en ingeniería: presente y futuro. National study based on a survey of 1,397 active engineering professionals, examining career satisfaction, stability, professional mobility and development. Read about the report.

2. The Engineer (2025). The Engineer Salary Survey 2025. Survey of 621 engineering professionals across 12 sectors, covering salary, job satisfaction and career mobility. Read the survey.

3. Colegio de Ingenieros Técnicos de Obras Públicas (CITOP, 2026). I Estudio de Empleo en Ingeniería Civil. Employment study based on 622 responses from civil engineers and technical civil engineers, examining employment conditions and factors influencing job changes. Read the study and results.

4. EuRA and CERC, with Ipsos (2025). Global Employee Mobility Survey 2025. Research into international mobility and relocation considerations, based on more than 10,500 respondents across 19 countries. Read the survey.

5. Government of the Netherlands. Official information on the expat scheme and its eligibility conditions. Read the official guidance.

6. Spanish Tax Agency (AEAT). Official information on the exemption for work carried out abroad under Article 7p of the Spanish Personal Income Tax Law. Read the official guidance.