It’s 9 p.m. in London, and Gita Selli is still at her computer, finishing up one last Zoom call with her team in the U.S. Her son has taken his bath, her husband is already in bed, and while the idea of a late-night video call may sound horrendous to some, Gita is feeling incredibly satisfied.
“Of course, American companies do pay better than European companies,” says Gita Selli, Senior Manager of Global Talent Acquisition at Chicago-based tech firm Loadsmart. “I’d lose between half and a third of what I make today if I were working for a European company.”
European workers, on average, earn 20-40% less than their American counterparts for similar jobs. For example, software engineers in the U.S. typically earn around $115,000; in Europe, the average is $75,000, depending on the region. Marketing managers see a similar gap, with U.S. salaries averaging $107,000 compared to Europe’s $70,000.
Before the pandemic, Europeans working for U.S. companies wasn’t unheard of, but holding U.S.-based roles with American-level salaries was a rarity. The shift to remote work has opened the floodgates, enabling Europeans to land positions traditionally reserved for American workers.
How do Europeans make it work?
Landing a U.S. job can feel like hitting the jackpot, but the rewards come with strings attached. European workers must adjust to U.S. hours, often working late into the night to align with American time zones.
Seasoned remote workers prefer companies on America’s East Coast, where a five- to six-hour time difference is easier to manage compared to those on the West Coast, where the eight- to nine-hour gap can make for grueling nights.
For many, especially working parents, this trade-off is worth it. “It’s helped a lot with family life,” says Selli, who has two kids. “I take breaks to pick up the kids, which I couldn’t do with a traditional nine-to-five UK job. But in the evenings, I’m glued to my desk, which is balanced by help from my husband.”
The flexibility is attractive to many, but not everyone can handle the time zone challenges. “It’s a killer for early-morning people,” Selli admits. “If you’re someone who wants to hit the pub after work, this isn’t the right place for you.”
“If you’re someone who wants to hit the pub after work, this isn’t the right place for you.”
Breaking up the day helps many remote workers. Some like to complete the first round of tasks in the European morning when coworkers aren’t around to interrupt with calls, emails, or instant messages, saving the afternoon for video conference calls. “I don’t need to be at my desk for eight hours straight,” says Romanian video and audio editor Otinel Mezin. “I can stay nearby and get back to my computer if any urgent editing requests come in.”
American companies have also become increasingly flexible with remote workers’ schedules. “I noticed a significant shift when COVID hit,” says Irish marketing executive Laura Mundow. “I’ve been working remotely for over a decade, but during the pandemic, many companies finally seemed to acknowledge time zone differences and adjusted accordingly.”
Selli offers practical advice: “Make sure everyone can see your calendar. If they know when you start and finish work, they won’t schedule meetings at unreasonable times. It won’t always be perfect, but it will help avoid having to work until 3 a.m.,” she advises.
Cultural differences also play a noteworthy role. American companies often operate at a faster pace, with a more aggressive approach to sales and more open discussions around salaries than their European counterparts. Despite these contrasts, many Europeans say they have come to appreciate the innovative and optimistic spirit.
“I really love working with Americans,” Mundow says. “There’s an openness there that you might not get in Europe. The stereotype of work being a massive focus for Americans is true. That might not suit everybody. It suits me, but I can see how it could be jarring if work weren’t a central part of your life.”
Although it requires some initial adjustment, many find the cultural differences refreshing. “I find clients to be more polite in the way they request work and not haggling over prices,” Mezin says.
Laura Mundow.
‘Geographic arbitrage’
One piece of advice from European workers is to avoid undervaluing yourself in the American market by accepting a salary lower than what an American would earn, even if it’s higher than typical European pay.
“My goal is always to be paid at an average U.S. rate, even though I live in Romania,” Mezin says.
“I wouldn’t consider undercutting myself,” Mundow states, who entered remote work upon graduating due to the dearth of media jobs in Ireland. “I just wouldn’t be happy with getting European wages working for an American company.”
One of the significant financial benefits is what Mundow dubs geographic arbitrage. “If you’re earning American money, you can live very well somewhere that is not America.”
It doesn’t have to be limited to Western Europe; Mundow has set up shop in Eastern Europe, using her mornings to explore before America wakes up. She’s also done stints from cost-effective spots in Latin America. Asia, however, has been impossible to pull off due to the time zone.
Are there days when the remote workers long for the 9-to-5 of a regular European job?
“Never! Never, ever,” Selli says. “I could never go back. The flexibility is so much better.”
