Author: Olga Makhrova, HR Director at Tribe
Impulsive relocation driven by dreams, new experiences, or a search for safety is giving way to carefully weighed relocation decisions backed by precise calculations. Today’s candidates approach relocation not with an adventurous sparkle in their eyes, but with a calculator in hand – meticulously assessing risks and benefits against the backdrop of a volatile job market and global uncertainty.
In the past, relocation almost always guaranteed an increase in income. However, with the development of remote work, salary differences have largely evened out, reducing the motivation to move abroad.
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The desire to change countries for career growth has not disappeared, but its nature has changed dramatically. A few years ago, a job offer abroad was seen as a unique professional opportunity that no one wanted to miss. Today, however, candidates have become far more cautious. This shift is influenced both by individual career goals and ambitions, as well as by labor market dynamics and the geopolitical environment. Of course, the possibility of working remotely without being tied to a specific location also has a significant impact in this regard. Some candidates prefer this more flexible format, as it allows them either to keep their permanent place of residence or, conversely, to travel actively around the world while working for the company that interests them most.
As a result, when receiving and considering relocation offers today, candidates primarily focus on thoroughly assessing the cost of living in another country to ensure that the proposed compensation will support their usual standard of living. They pay close attention to housing rental prices, food costs, taxes, and everyday expenses. Cyprus, by the way, is a vivid example of this pragmatic approach. On the one hand, the island is appealing for its seaside lifestyle, while for candidates from non-EU countries, it also offers the promise of an EU passport in the foreseeable future. On the other hand, many candidates are discouraged by the high cost of living and the limited strength of the local residence permit, as Cyprus is not part of the Schengen Area. Those accustomed to the pace of a metropolitan city often fear the steady and predictable rhythm of island life. For some, the climate – with its hot summers and windy winters – is not a good fit. More recently, security concerns in the Middle East region have also been added to this list of considerations.
With regard to relocation packages, now it has become increasingly difficult to impress candidates with the benefits they include, as most of them are now perceived as a given.
Comprehensive health insurance, full visa support, assistance with relocation for the entire family, and help with placing children in kindergarten or school are no longer viewed as attractive extras, but rather as a baseline requirement. For example, in Cyprus, the majority of large employers offer similar relocation packages and benefit sets. In this environment, we recommend that companies and teams we work with focus on developing a distinctive EVP (Employee Value Proposition) that goes beyond the standard offering and addresses the more selective expectations of today’s candidates. As a result, candidates may hear from us about benefits such as exclusive discounts on goods and services through a corporate privilege program, financial support for renting or purchasing housing and cars, assistance with family social integration in Cyprus, a corporate cinema, and more.
However, despite a more pragmatic outlook, candidates remain generally open to discussing relocation opportunities. Moreover, their willingness to engage in dialogue does not depend on the seniority level or professional field. The more critical factor is whether the employer is ready – or not ready – to relocate certain categories of specialists.
In practice, we observe that companies are most interested in relocating highly skilled IT professionals. Candidates at the Middle+ and Senior levels are generally open to relocation, but given their scarcity on the market, they often set their own terms. Employers, in turn, seek to retain them by any means possible, with salary increases usually proving to be the most effective tool. As a result, the expectations of some candidates rise so quickly that the financial advantages of staying in their current role outweigh any benefits of relocation. Junior specialists, by contrast, tend to be more flexible, but in places such as Cyprus, not all companies are prepared to bear the high costs of relocating them.
In summary, relocation is no longer romanticized or seen as a goal in itself. The market has been changing significantly. Candidates now weigh geography against economics, comfort against ambition, and security against long-term prospects. As a result, employers are compelled to offer more competitive conditions. In this context, our role as an HR agency goes beyond that of a traditional intermediary: we act as consultants who can strike the right balance between the expectations of both sides, recognizing that the cornerstone of a successful relocation proposal is not the promise of a “new and beautiful life,” but a clear financial and practical plan.
The article was published as part of the Big Games Survey 2025
