14 years of production work, currently in Dubai, open to relocation and needing sponsorship, moving as a couple, with no notice-period drama. Everything a recruiter or hiring manager needs to scope the move, so the answer costs zero emails.
The United States first, but this is a preference, not a shortlist. The Netherlands, Ireland, Canada, the United Kingdom and Australia are equally open, and somewhere unexpected is genuinely on the table if the role and the team are right. Hybrid or on-site is fine, no remote-only requirement, and nothing in my current situation makes the start date complicated.
The routes below are examples of paperwork I already understand, not the only places I will go. One line each, because at this stage that is all anyone needs.
Anywhere else (Germany, the Nordics, Singapore, the Gulf) is a conversation, not a no. If your company sponsors, the route is a detail we work out together. Thresholds and scheme names change; treat these as starting points, not legal advice.
Standard permit processing, no exotic paperwork. I am recruited from abroad, which is what most expat tax and permit schemes assume, including the Dutch 30% ruling (27% from 2027), which turns on where I have been living rather than on anything the employer has to arrange.
I relocate with my wife. That part is not negotiable, and it is planned for, not improvised. In the Netherlands, Ireland, the UK and Australia she is work-authorized as a dependent from day one. In Canada she files a spousal open work permit alongside mine. In the US, dependent work authorization depends on the route. Whichever country we land in, that is something we settle before signing, not after landing.
Visas for two, permit costs, and temporary housing for the first two to three months. In most destination cities temporary housing is not a perk; it is the difference between starting on time and not.
A remote-only arrangement, an unusual contract structure, or any accommodation beyond a standard relocation package.