Denmark has long been praised for its strong digital ecosystem, innovative culture, and enviable quality of life. Yet, despite these advantages, the country is struggling to keep international tech professionals — a challenge that could undermine its competitiveness in the global race for digital talent.
In collaboration with a coalition of partners, Digital Hub Denmark has released a study that dives deep into the reasons why international tech professionals leave Denmark — even after putting down roots and building their careers in the country.
Keeping global talent isn’t just about attraction — it’s about retention. 🇩🇰💡
The “Exit Interviews” Study
Digital Hub Denmark, together with partners like IDA, Copenhagen Capacity, and the Danish Chamber of Commerce, conducted a first-of-its-kind study: Exit Interviews – Why Do International Tech Professionals Leave Denmark?
Through 26 in-depth interviews with former tech professionals and insights from nearly 50 Danish companies, the report explores why skilled internationals leave — even after settling into careers and communities.
The exit interviews revealed three recurring “exit archetypes” — patterns behind why people decide to move on and seek new ventures.
- Career stagnation and unclear growth paths – Many professionals felt they had reached a ceiling with limited opportunities for advancement.
- Cultural disconnect – Navigating Danish workplace norms and social circles proved harder than expected.
- Everyday frictions – From bureaucracy to integration hurdles, small frustrations compounded over time.
The impact of each departure goes beyond an empty desk — Denmark loses valuable skills, diversity, and the return on years of investment.
Way forward
The report outlines 10 actionable recommendations across three groups:
1. For the Public Sector & Unions
- Simplifying administrative processes for internationals.
- Strengthening integration programs beyond relocation.
- Rethinking support structures to make staying easier long-term.
2. For Companies
- Create clear growth pathways and mentorship programs.
- Foster inclusive cultures, not just diverse teams.
- Address everyday barriers like communication gaps and relocation support.
3. For International Professionals
- Understanding the Danish work culture.
- Proactively discussing career development with employers.
- Build personal and professional networks that support belonging.
A Shared Responsibility
As Digital Hub Denmark notes, “The cost of departure is high.” Keeping international talent requires joint action — from policymakers and companies to the professionals themselves. Denmark already has the ingredients for success; now it needs to focus on retention with the same energy it brings to attraction.
Denmark has immense potential to lead in the global digital talent race — but tapping into that potential means not only attracting international professionals, but keeping them on board. This study shines a light on the “why” behind departures — and offers practical pathways to change.
👉 Read the full report here: Exit Interviews – Why Do International Tech Professionals Leave Denmark?
