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Visa Sponsor Database + Application Toolkit
0 verified companies that sponsor visas — with salary ranges, insider application tips, and the specific person to contact at each company.
Bonus: Your Application Toolkit
Three assets to use alongside the company database.
ATS-Ready LaTeX Resume
Clean, ATS-friendly LaTeX template used by senior engineers at FAANG and EU tech companies.
Download .texResume Tailoring AI Prompts
6 exact prompts to customize your resume for each job in under 10 minutes — ATS pass, keyword injection, skills reframe.
Download promptsRecruiter Outreach Templates
11 proven LinkedIn and email templates for cold outreach, referral requests, follow-ups, and salary negotiation.
Download templatesHow to Actually Get the Job
This is the section most job seekers skip. Don't.
Never apply to a company cold without researching it first
Spend 20 minutes on each company before applying. Read their engineering blog (most big tech companies have one). Find 2–3 posts about problems they've solved. Find a name that worked there on LinkedIn. Look at recent Glassdoor reviews to see what's changed in the last 6 months. You're not job hunting — you're choosing a country to move to. These 20 minutes are free due diligence.
Match your resume to the job description, not to your ego
Your resume describes what you've done. The JD describes what they need. These are rarely the same words, even if they mean the same thing. For each application: (1) paste the JD into Claude/ChatGPT, (2) paste your master resume, (3) ask it to list keywords in the JD not in your resume. Add the missing ones — honestly. ATS systems reject 75% of applications before a human reads them. The first reader is a bot.
Apply to the team, not the company
Booking.com has 200+ open engineering roles. So does Zalando. Amazon has thousands. Applying to 'Software Engineer – Platform' is meaningless. Find the specific team, find a specific recruiter who posted in that team's area, find someone on LinkedIn who works in that team. Your application should land in the inbox of someone who knows what 'platform engineering' means at Booking.com specifically — not in a pile of 800.
Contact the recruiter before or right after applying
In 2026, most recruiters check LinkedIn after seeing a resume. Being connected on LinkedIn before they see your application means a face and a name, not just a PDF. The outreach template in your downloads is simple: 3 sentences, specific role, specific reason you want the company, asks for nothing except to flag that you applied. 30% of successful international hires say the recruiter message was the thing that got their resume pulled from the pile.
Prepare one story per Amazon Leadership Principle (even for non-Amazon jobs)
Every tech company has behavioural values even if they don't call them Leadership Principles. 'Ownership', 'Customer focus', 'Dive deep', 'Bias for action' — these themes appear everywhere. Write 8 STAR stories. Each should be < 90 seconds when told. Practice them out loud. You'll reuse the same 8 stories in 80% of your interviews, just selecting the most relevant one per question.
Treat the visa question as a sales objection, not a confession
When you mention you need sponsorship, recruiters mentally calculate: HR overhead, legal fees, timeline risk. Pre-empt this by making it easy for them: 'I need a Skilled Worker Visa / EU Blue Card. I've done this before / the process is straightforward for your location / I can provide all documents within one week of an offer.' Show you know the process better than their in-house team. Companies that sponsor routinely have done it hundreds of times — you just need to signal you won't be difficult.
System design is learnable in 4 weeks if you focus
Most senior engineers fail system design not because they can't design systems but because they can't communicate the design clearly under pressure. The framework is: (1) clarify requirements for 3 minutes, (2) estimate scale/load, (3) draw the high-level components, (4) go deep on the bottleneck the interviewer cares about, (5) discuss tradeoffs explicitly. Practice with 'Designing Data-Intensive Applications' (Kleppmann) + ByteByteGo. One session per day for 30 days gets most people to the bar.
Negotiate. Every offer is negotiable. The first number is not the final number.
For international roles, the company knows you're comparing offers across currencies and COL. Use that. 'I have a competing offer in [city] for [higher number]' is the strongest negotiating position. Even without a competing offer, 'Based on Levels.fyi data for this role and city, I was expecting [X]' is a legitimate anchor. Companies that sponsor visas have already decided they want you — a counter-offer rarely rescinds a sponsorship agreement.
Salary Benchmarks by Country
Total compensation ranges for Senior Software Engineers (5–8 YOE) at tech companies that sponsor visas.
| Country | Senior TC Range | Visa Type | Salary Check |
|---|---|---|---|
| 🇩🇪 Germany | €80–130k | EU Blue Card | Levels.fyi ↗ |
| 🇳🇱 Netherlands | €85–145k | Highly Skilled Migrant | Levels.fyi ↗ |
| 🇬🇧 United Kingdom | £85–175k | Skilled Worker | Levels.fyi ↗ |
| 🇫🇷 France | €75–165k | Passeport Talent | Levels.fyi ↗ |
| 🇸🇪 Sweden | SEK 850k–1.3m | Swedish Work Permit | Levels.fyi ↗ |
| 🇨🇭 Switzerland | CHF 185–320k | Swiss B-permit | Levels.fyi ↗ |
| 🇮🇪 Ireland | €90–190k | Critical Skills Permit | Levels.fyi ↗ |
| 🇦🇺 Australia | AUD 145–250k | TSS Visa (482) | Levels.fyi ↗ |
* TC = Total Compensation including base + bonus + equity (annualised). Ranges reflect mid-to-senior titles at visa-sponsoring tech companies. Source: Levels.fyi, Glassdoor, company offers shared in communities.