Europe’s chronic labor shortages have become a serious bottleneck in sectors ranging from agriculture and logistics to construction and manufacturing. Addressing this crisis requires more than just finding available workers—it means rethinking where talent comes from and how to build scalable, sustainable systems to move people across borders.
Alex Kartsel, Vice President at EWL Group, has developed a model that connects European employers with Latin American workers, offering a long-term solution to one of Europe’s most urgent workforce challenges.
Tapping Latin American Potential
Kartsel saw a unique opportunity where others saw complexity: linking the surplus of young, motivated workers in Latin America with the urgent labor needs across Europe. “There’s a growing alignment between what European labor markets need and what LATAM countries can offer,” he says.It’s not just about numbers. Latin American candidates often speak Spanish or basic English, aligning well with countries like Spain, Portugal, and Italy. Many are young, mobile, and open to relocation, exactly what Europe’s aging workforce is missing.
“We’re not just talking about filling short-term positions. This is about building a long-term, resilient talent pipeline.”By looking beyond borders and building real infrastructure to support mobility, Kartsel is helping shift the conversation from reactive hiring to future-proof workforce planning.
Building a Scalable Hiring Model: Five Things That Actually Work
Years of international recruitment experience helped Kartsel and his team identify five essential components that make cross-continental hiring actually work. Miss any one, and the system risks falling apart.
1. Researching Market Demand
Before launching in a new region, EWL Group conducts in-depth market research to understand whether a local workforce is both available and interested in working abroad.“Before entering any market, we run deep research,” says Kartsel.It’s not just about unemployment stats or average wages. The team looks at motivation levels, geographic mobility, and alignment with European industry needs. In Colombia, for example, they found strong interest in seasonal work and the right skill sets to match.
2. Navigating Immigration Channels
Cross-border labor mobility hinges on navigating complex visa systems. Kartsel and his team build migration routes based on specific national programs, seasonal work permits, and bilateral labor agreements. “LATAM-to-EU mobility requires navigating complex immigration processes.” These legal pathways aren’t just formalities, they’re the foundation. “Compliance isn’t just a checkbox. It’s what makes the model sustainable.” By prioritizing transparency and legal certainty, EWL ensures the entire model rests on solid ground.
3. Partnering with Local Experts
Success doesn’t come from parachuting into new markets, it comes from working with people who understand them. “You cannot succeed without trusted local partners,” Kartsel explains. EWL Group invests in relationships with training centers, job agencies, and schools that have deep community ties. These partnerships help identify motivated candidates while creating shared value on the ground.
4. Supporting Worker Relocation
Relocating across continents is stressful, especially for first-time migrants. Kartsel’s model prioritizes clear communication, preparation, and emotional support. “Drop-out rates fall dramatically when workers feel informed, safe, and supported.” Workers receive pre-departure training, language preparation, and cultural orientation. On arrival, they’re assisted with housing, onboarding, and integration. This attention to the human side of mobility increases retention, improves performance, and ultimately creates better outcomes for both workers and employers.
5. Scaling with Smart Technology
Manual recruitment systems break down quickly at scale. To manage everything from applications to arrival, EWL Group developed a proprietary platform. “Manual sourcing and processing doesn’t scale.” The system tracks every step, documents, interview scheduling, visa status, travel coordination. It’s the digital infrastructure that allows EWL to grow from a few dozen placements to thousands. “From pilot to thousands of placements,” Kartsel adds, “technology ties everything together.”
Planning for a Demographic Future
Kartsel is clear-eyed about the long-term workforce challenge Europe is facing. “The demographic trends in Europe are clear. Aging populations. Shrinking local labor pools.” The solution, he believes, lies in proactive global mobility strategies, not just plugging holes, but redesigning pipelines. “LATAM is more than a backup option. It’s a future-proof solution.” It’s a complex operation, no doubt. “It takes preparation, partnerships, and persistence.” But with the right foundation, the results are transformative, for European industries struggling to stay staffed, and for Latin American workers eager to build new futures abroad.
Follow Alex Kartsel on LinkedIn to learn more about reshaping workforce mobility.
