Relocation Reimagined: How to Turn Moving for Work into an Irresistible Opportunity 

The heart of hiring top talent in a global economy hasn’t changed, it’s still critical to find the right people—wherever they may be. If you’re only looking locally, you’re leaving a whole world of talent untapped. But here’s the catch: getting someone to relocate isn’t a simple transaction; it’s a life decision, and with more companies returning to the office, remote isn’t always an option. So, how do you put together an offer that would get the perfect candidate thinking, maybe I could uproot everything and move across the country?  

At Titus Talent Strategies, we help companies craft relocation strategies beyond moving boxes. It’s about showing candidates a whole new world and helping them see how your company and city can be the fresh start they are looking for. Here are our 7 critical insights into exploring, hiring, and relocating the people who are going to take your team to the next level. 

1. Looking Beyond Local Talent 

The days of only hiring people who can drive to work are long gone. Especially in industries like tech, healthcare, or finance, the talent you need could be a few time zones away—or across the globe. LinkedIn found that 60% of professionals are open to relocating for the right opportunity. But here’s the thing: relocation isn’t a quick fix to a hiring problem. It’s a complex decision that involves more than just signing a contract. 

Gallup highlights that almost 50% of employees consider the emotional impact of a move before saying “yes.” The financials are important, but so is the overall sense of security, belonging, and quality of life. At Titus Talent Strategies, we specialize in helping companies think about the human side of relocation—what will make a candidate feel truly at home, even after a cross-country move? 

2. A Relocation Package That Stands Out 

Relocation isn’t just about the logistics of moving; it’s about creating an irresistible invitation. While it’s true that some candidates are already eager to move—whether for a lifestyle change, better opportunities, or a fresh start—your relocation package can still make or break the deal. 

When you partner with Titus, we tap into talent pools you may not have considered, connecting you with candidates already looking to relocate, even to areas that might not traditionally be seen as “hot spots.” For these candidates, a simple package covering moving costs like a van rental and gas money might be enough to seal the deal, especially for roles outside the C-suite. 

But if you’re looking to entice top-tier or specialized talent, you’ll want to go beyond the basics. Offering home-buying assistance, job placement support for a spouse, or even childcare solutions demonstrates that you’re investing in their life, not just their job. Realtor.com notes that relocation packages offering these extras are more likely to attract candidates to cities with high quality of life and lower living costs, like Raleigh or Denver, than to pricier hubs like San Francisco. 

The key is flexibility—crafting a package that aligns with the role and the candidate’s unique needs. Whether it’s a practical moving stipend or a full-service relocation solution, the message is clear: you’re ready to go the extra mile for the right person.  

3. Relocation Is About More Than the Job—it’s About the Lifestyle 

When you ask someone to relocate, you are essentially asking them to change their life. A job is one thing, but candidates are often making decisions based on where they’ll be living, how much they’ll be spending, and what their family’s needs are. Cities like Austin, Charlotte, and Ann Arbor may not have the flashy appeal of New York or San Francisco, but they’re increasingly attractive for their lower cost of living and better quality of life. 

SHRM found that cost of living is a major deciding factor for 35% of employees when relocating. Show candidates how the city fits their lifestyle— whether it’s access to nature, a vibrant arts scene, or a lower-cost, family-friendly neighborhood. When you sell them the city, not just the job, relocation becomes more than a move—it becomes an opportunity. 

4. Flexibility: The Secret Sauce to Make Relocation More Attractive 

In 2025, hybrid work is becoming the new normal. Gallup reports that 53% of employees prefer hybrid roles, and 28% are looking for fully remote opportunities. This shift in working patterns has changed the way people view relocation. Why move across the country if your company lets you work from home? 

If your company offers flexible or hybrid work arrangements, make sure to highlight this. It could be a game-changer for candidates with family commitments or a partner who can’t relocate. The option to work remotely—whether full-time or part-time—adds a layer of comfort and security that makes relocating much easier to consider. 

Hybrid opportunities also mean that candidates can consider a slightly longer commute if they aren’t in the office as much. Driving an hour each way twice a week versus 45 minutes daily becomes much more palatable if you’ve found a smaller community with lower housing costs in a town or city 30-50 miles away from the office. 

5. The Emotional Side of Relocation: A Holistic Approach 

Relocating isn’t just about packing up and moving out, it’s about uprooting your life. According to LinkedIn, 52% of employees cite emotional and family concerns as the top factors when deciding whether to relocate. A new job may sound exciting, but it’s the emotional support that helps a candidate feel comfortable enough actually to leap. 

This is where you, as an employer, can make a real difference. Offer emotional support alongside the financial package. Connect candidates with a local “ambassador”, someone who can help them understand the nuances of their new city, answer questions about schools, and share tips on where to live. At Titus Talent Strategies, we help companies approach relocation with a people-first mindset. By doing so, you help candidates feel valued, cared for, and supported even before they accept your offer. 

6. Ongoing Support: Making Sure They Stick Around 

Relocation is a long-term commitment, and your job doesn’t end once you unpack. Forbes reports that employees who feel supported during their relocation process are 60% more likely to stay long-term. You need to provide continued support as they settle in. From helping a spouse find a job to connecting them with professional networks in the area, these small touches can make a huge difference. 

Don’t let them feel like they’ve been left to figure it all out alone. Provide resources, advice, and connections to ensure that they feel integrated into their new life. This ongoing support is what builds long-term retention. 

7. Interview Etiquette for the Relocating Candidate 

When you fly in a candidate who is likely to relocate, the interview experience matters. Ensure the logistics are seamless—cover travel and accommodation costs upfront and provide a clear, well-organized itinerary. SHRM finds that 73% of candidates would be more likely to accept an offer if they had a positive interview experience. 

Beyond the logistics, the candidate needs to feel like they belong. Provide a city tour, introduce them to local amenities, and highlight what makes the location special. Showing them how much you care about the move, not just the job will set you apart from other employers. 

The Bottom Line: Make Relocation Part of Your Talent Strategy 

Relocation is no longer just a last resort tactic. It’s a crucial part of the hiring strategy. According to LinkedIn, 75% of talent professionals agree that expanding your search beyond local candidates is essential to staying competitive. A relocation package that focuses on both the financial and emotional aspects of the move can help you attract and retain the talent your business needs. 

At Titus Talent Strategies, we understand that relocation is more than just a job offer, it’s a life decision. We help you craft relocation strategies that support both the practical and emotional aspects of the move, ensuring long-term success. If you’re ready to rethink how you approach relocation, let’s connect.