Hiring Foreign Talent
Attracting foreign talent without a comprehensive immigration process is a risk companies cannot afford to take.
Throughout 2026, Human Resources, Talent, and Compliance departments in sectors such as mining, energy, retail, and technology project a significant increase in the hiring of senior executives and strategic foreign professionals.
However, one of the main critical issues remains the same:
expatriation is managed as a mere formality, not as a comprehensive compliance process.
A poorly planned process can lead to:
Immigration rejections or delays
Labor or social security non-compliance
Tax risks (compensation, benefits, double taxation)
Loss of executive productivity
Internal friction with local teams
Early turnover and project failure
Added to this is a crucial and often underestimated factor:
the adaptation of the executive's family, which directly impacts their performance, retention, and leadership.
In Chile, where the labor framework is highly protective and compliance standards are especially demanding—particularly in mining and energy, and increasingly in retail and technology—there is no room for improvisation.
At Cuevas Abogados, we plan Global Mobility 2026 processes aligned with corporate compliance, integrating:
Immigration compliance
Labor and social security compliance
Appropriate tax structure
Family and integration impact assessment
Effective coordination between Legal, HR, and Finance
Successful international recruitment in 2026 depends not only on talent: it depends on process design.
