Many companies that hire talent from abroad struggle to retain their expertise for the full contract period. Often, this is because the employee’s partner is unable to join the Swedish labour market during their stay, leading to wasted skills, time, and money. We want to change that.
Our approach helps Swedish companies work strategically, boost cross-border mobility, and improve long-term recruitment success by supporting accompanying job seekers every step of the way.
Our vision is for both partners to thrive!
Today, both partners in a relationship are expected to be able to pursue a career, and for many families, dual incomes are essential. In Sweden, having a professional career is expected; it is difficult to stand aside.
Many who move to Sweden bring their partners and families with them and are attracted by the possibility of pursuing dual careers, as well as by the Swedish model, which supports working parents and provides opportunities for both women and men to develop their own careers.
For many accompanying persons in Sweden, however, this is not the case - they often get caught in bureaucracy, face language challenges, and experience social exclusion.
Several international studies, along with the experience of many Swedish industries, indicate that the family’s well-being is a key factor in an individual’s work performance following relocation. The family perspective is also important for the attractiveness of Swedish companies and organisations, and for retaining talent and expertise. Failing to find work for the accompanying partner within a reasonable time after arriving in Sweden is one of the strongest reasons cited for not staying.
Time is a decisive factor. At Sandson, we focus on accompanying partners during recruitment by starting the coaching process towards employment before arrival in Sweden. Becoming job-ready as early as possible is crucial, before the pressures of relocation begin.
Are you interested in learning more about our Expat Partner Programme?
