Which Swedish tech companies sponsor work permits? What the evidence says

“Which companies sponsor work permits in Sweden?” is the most-asked question we get, and the honest answer is that almost no one writes it down. Sweden has no sponsor licence and no public register of sponsoring employers the way the UK does; any employer can support a permit if the role and pay meet Migrationsverket’s rules. So instead of a list from an authority, what exists is evidence, in three kinds of differing strength. This page shows the employers we have evidence for, says what each piece of evidence is, and is clear about what silence means.

Which Swedish tech companies have evidence of sponsoring?

The employers below have at least one concrete signal: a place on Migrationsverket’s certified-employer list, a statement on their own careers site, or live ads that say so. They are ranked by how many of their current ads carry the signal.

• Tavana IT AB (Linköping, Lysekil, Malmö, Stockholm). 4 of 28 live ads signal sponsorship.
• Embark Studios AB (Stockholm). 3 of 12 live ads signal sponsorship.
• Lovable (Stockholm). 5 of 48 live ads signal sponsorship.
• Truecaller (Stockholm, Sweden). 5 of 21 live ads signal sponsorship.
• Volumental (Stockholm). 2 of 2 live ads signal sponsorship.

An employer needs at least 2 live ads with a sponsorship signal to appear here, so the list is deliberately short and changes as ads open and close (updated 12 September 2026). The fuller, filterable directory, including employers with a single signalling ad, lives at /companies.

Read the list as “employers we can show something for”, not “the employers who sponsor”. A company that is missing has not been ruled out, since most sponsoring employers never say so in an ad, and a company that is present has shown willingness rather than made you a promise. Every case is decided by Migrationsverket on the role and the pay, as our work-permit sponsorship guide explains.

What counts as evidence, and how strong is each kind?

Certification is the strongest, a statement on the careers site is next, and a sentence in an ad is the weakest and the most common. We read all three ourselves; none is self-reported by the employer.

1. Migrationsverket certification. The agency runs a certified-employer scheme (certifierad arbetsgivare) for employers that recruit internationally often enough to justify a faster, standardised process. There is no searchable public register of certified employers; we obtained a copy of the list under the principle of public access to official documents (offentlighetsprincipen) and match it against the employers in our data. Certification is the closest thing Sweden has to a sponsor register: it means the employer has filed enough permit applications to be worth certifying.
2. A statement on the careers site. Our scanner reads each employer’s own careers pages for a sentence about relocation, visa or work-permit support and stores it verbatim, with the page it came from. That is company policy in the company’s words, which is stronger than any single ad, though it can be aspirational and pages go stale.
3. A signal in the ad. Our enrichment reads every live ad for wording about permits, relocation packages, visa sponsorship, or the opposite: “must have the right to work in Sweden”. It is the weakest tier, because it is one hiring manager’s wording for one role, and the only tier that is role-specific, which is what you actually need.

When the tiers disagree, trust them in that order, and when a company on the certified list has an ad that says “right to work required”, believe the ad for that role. Certification tells you the company can sponsor; the ad tells you whether this team will.

Two things the tiers cannot tell you. They do not say whether an employer will sponsor you, which turns on the role, the pay against the collective agreement and Migrationsverket’s threshold at the time. They also do not cover the employers we have not read yet. Both lists grow as the scan widens, and a company that appears next month was sponsoring last month too. Absence is a gap in the evidence, not a verdict on the employer.

How many Swedish job ads say anything about sponsorship?

Very few. Most ads are silent, a minority say no, and a small handful say yes, which is exactly why “unknown” must not be read as “no”.

Of the 3,604 ads we have read for the signal:

• Say nothing: 3,114 ads (86%).
• Explicitly rule it out (“right to work in Sweden required” and similar): 411 ads (11%).
• Explicitly offer it: 20 ads (1%).
• Hint at it, through relocation help, an international team or a visa mentioned without a promise: 59 ads.

The asymmetry is the point. Employers that will not sponsor tend to say so, because it saves everyone time; employers that will sponsor mostly do not mention it, because to them it is administration, not a perk. The silent majority therefore contains most of the sponsoring employers, and the only way through it is company-level evidence plus asking. That is also why the list above is short and the directory is longer: the ad tier alone surfaces very few names.

How should you use this in a job search?

Use the evidence to rank employers, not to exclude them; ask early; and treat the explicit no as the only real no.

• Start with the certified and page-evidence employers and apply to the roles that fit. Their permit process is practised, and a practised process is faster. See the timelines in how sponsorship works in Sweden.
• For a silent ad at a large or international employer, apply and ask in the first conversation: “I will need a work permit. Is that something you have done before?” The answer is usually a plain yes or no within a minute.
• For a silent ad at a small company, weigh the odds. Early-stage startups sponsor least, usually because no one there has done it before. Consultancies do it at volume, and our guide to IT consultancies as a first job covers the trade.
• Skip the explicit no. It is the one signal that is almost never wrong, and your evening is better spent on the live roles that do not carry it.

The digest applies the same logic, the ad signal first and then the company evidence, so that people who need a permit are not sent roles that cannot support one. If you are doing it by hand, the directory and the three tiers above are the whole method. This is general information, not legal advice.