How to plan and structure a corporate relocation package

Relocating new hires has always been a unique logistical and cultural challenge for companies with an on-site, in-person work environment.

Those in populated metro areas are usually able to find their winning hire and move them closer to headquarters because of the larger candidate pool and more attractive relocation market, but companies in unique or rural locations have to work harder for the best hires.

Our advice to clients relocating candidates has always been the same: The stricter you are, the smaller your candidate pool will be. However, there are also plenty of strategies you can employ to help ease the transition and give candidates a comprehensive relocation support package.

In this article, we discuss why relocation remains popular, tactics for creating a competitive relocation package and other tips and tricks to help attract A-Players to your area—no matter where you are.

Is relocation really back on the table?

According to 2025 Current Population Survey Annual Social and Economic Supplement data, about 9.7% of movers relocated primarily for a new job or job transfer in the United States, which is roughly 3.9 million people based on the national mover population.

In our own conversations with hiring authorities across the United States, hybrid work schedules remain the most popular option to give employees some flexibility with clear standards for in-person activities. Purely remote work has grown less popular.

This means more executives are moving for new jobs. The unfortunate reality is that a New York City firm likely has no trouble mandating relocation for an exciting new role, while a company operating in a less popular or rural market will have to work harder.

Luckily, there are strategies to make your relocation package competitive even against the most attractive markets, and most of it boils down to being attentive, flexible and thoughtful in how you assist new hires with their move.

The best relocation packages offer comprehensive financial assistance

It’s important to remember that relocation for candidates can also mean selling their house and starting the homebuying process from scratch.

That’s why the best relocation packages do more than reimburse moving expenses. We’ve seen the most effective relocations occur when clients provide thoughtful oversight from the initial packing process to a candidate actually signing for their new home.

If your organization’s role requires the winning candidate to relocate, consider offering additional funds toward their new home to help “buy down” interest rates.

This buydown could be permanent, meaning it applies through the entirety of the mortgage, or you could offer funds toward a temporary rate buydown, which would lower interest rates for the first few years of the candidate’s new mortgage.

Some candidates might be reluctant to buy a new home at all, or in some cases, must wait to relocate their families either due to a spouse’s career, a child’s education or any other variety of factors.

Offering a rental stipend designed to fund a candidate’s temporary residence in an apartment or AirBNB is common practice during relocations, but organizations should consider extending this stipend period to accommodate for high interest rates.

For organizations that want to provide a comprehensive relocation package, the best option is generally to hire a relocation service that handles the planning, logistics and strategy behind a candidate’s move.

There are a vast array of organizations offering such services, and their scope can range from general packing, storage and house-hunting advisory to actually coordinating the sale of a candidate’s current home and the purchase of their new one.

However, even the strongest financial package will only solve part of the problem.

Relocation beyond financials

Family ties are the number one roadblock to most candidates’ relocation, regardless of whether they’re considering a role in a small or large city. Organizations can get ahead of this issue by creating a holistic, family-friendly relocation playbook.

This can mean getting to know your candidate’s family before their official start date and connecting them to resources like employers, schools, extracurricular activities or sports programs.

Hiring a realtor or knowledgeable community member to provide your candidate with a comprehensive tour is a good way to expose them to all aspects of a community and help them evaluate whether they can truly see themselves fitting in.

Showcasing popular businesses, restaurants, recreational activities and neighborhoods is a must. Sometimes, this requires candidates to stay for an extra day after an on-site interview, but the dollars you invest in giving them a meaningful tour will show how dedicated you are to making sure their new career is truly a good fit.

It’s also easier for a company to sell a location if its team plays a direct role in making it special. This is why we recommend every organization strive to become involved in local happenings, whether that be joining the Chamber of Commerce, sponsoring local events or providing useful resources for community members.

The value of flexibility

In some cases, the perfect candidate is unable to relocate full-time but has some availability to be on location in a part-time capacity.

With the advent of remote work, many roles previously requiring in-person schedules can be performed online, which allows more flexibility for candidates to work from different locations or to split their time in more than one area.

These situations aren’t always possible, but being flexible in your on-site work requirements will open the aperture for a more diverse array of top talent.

That flexibility could mean allowing the candidate to commute for the first several months, relocating in phases, working a hybrid schedule or spending a set number of days each month near headquarters.

The right structure will depend on the role, the company and the candidate’s personal circumstances, but the willingness to have that conversation can be the difference between securing an A-Player and losing them to a more accommodating opportunity.

Building a relocation package that actually helps candidates move

The best relocation packages are not one-size-fits-all. They account for the financial burden of moving, the emotional weight of uprooting a family and the practical challenges of building a new life in a new community.

For companies in highly desirable markets, relocation might be easier to mandate. For everyone else, it has to be earned through thoughtful planning, meaningful support and a clear understanding of what the candidate is being asked to change.

Organizations that treat relocation as a candidate experience issue, rather than just an expense line, will have a much better chance of winning top talent.