The Realities of Relocation: How Employers Can Support Executive Candidates
By Benjamin Farber, President of Bristol Associates
Every employer wants to feel confident that they are choosing the right person for a critical leadership role. When recruiting for an on-site executive position, it is important to decide whether to limit the talent pool to local candidates or also consider professionals who would need to relocate.
Both strategies come with clear advantages. Hiring locally can reduce costs, speed up the transition into the role, and limit logistical hurdles. Local executives may also bring valuable in-market knowledge that is crucial for the position. On the other hand, expanding the search to include applicants willing to relocate broadens the candidate pool and increases the likelihood of finding exceptional talent that may not exist nearby. This approach can introduce new perspectives, diverse experiences, and a wider range of expertise, providing a competitive edge to the organization.
But what if the strongest candidate isn’t within the organization’s local market? While employers must be strategic to ensure financial success, we often see companies rule out relocation as an option simply because local candidates are viewed as more affordable. However, prioritizing proximity can lead to long, frustrating searches for the right local candidate, or worse, settling on hiring someone locally who ultimately lacks the skills to succeed in the role. It is usually at this point when companies turn to our executive search firm for guidance in exploring candidates beyond their immediate market.
When relocation becomes part of the equation, the way it is handled by the organization can make or break a hire. Here are two contrasting stories, one where an employer made relocation smooth and welcoming for their candidate, and another where a promising finalist fell through due to how it was managed.
When our client from our first story met the candidate we presented, they knew that person was the right fit. They went above and beyond to ensure that the professional felt confident in making the move. Not only did the employer set the candidate up with a trusted real estate contact, but also offered temporary housing in a nice place near the property. Plus, they provided a substantial reimbursement package for moving household goods and other related expenses. The client’s message was clear: we value the candidate’s talent! They were committed to making the move as smooth as possible, and they were prepared to invest accordingly. The organization’s willingness to negotiate the relocation package, while also including additional resources for the executive, ultimately led to the candidate happily accepting the offer.
Unfortunately, not every relocation conversation leads to a successful outcome. In our second story, a different client wanted to extend an offer to a candidate who was originally willing to make the move. However, the process grew increasingly complicated for both parties. The candidate raised understandable, common relocation concerns, including the high cost of living in the area, out-of-state logistics, and personal factors that required clarity. They sought reassurance that relocation expenses would be fully reimbursed, especially given the significant increase in cost of living they would face. The client did not provide a straightforward answer, which only heightened the candidate’s uncertainty. In the end, despite genuine interest on both sides, the lack of transparency and support from the employer made it difficult for the candidate to move forward with accepting the offer. This scenario serves as a reminder that even strong finalists and engaged organizations can encounter challenges when relocation needs and cost-of-living realities become a part of the negotiation process.
If a company is in a remote location that may be harder to sell, the focus should be on showcasing the opportunity, the culture, and the long-term growth potential. Our firm often supports clients with hard-to-fill roles in remote markets, and the first step is getting finalists on-site so they can truly envision themselves living and working there. We once worked with a candidate who was initially hesitant about relocating from a major metropolitan area to a rural setting. After touring the property, meeting the team, and experiencing the community firsthand, they felt much more comfortable with the move. As a result, they accepted the offer and have continued to thrive in the role and community ever since.
Overall, the best advice for employers is to be flexible with relocation packages, while also being empathetic and patient with the finalists they are considering. Hiring an executive, especially for a role that requires moving, is a major decision for both the organization and the candidate. It is normal for candidates who are relocating to ask detailed questions before committing, as moving their entire life is no small feat. While it would be ideal for a candidate to agree with the initial package, providing them with the resources they need to feel secure will increase the likelihood of them accepting the job offer.
Successful executive relocation is more than just logistics. It is about creating confidence, clarity, and connection for the candidate, and security that they will be supported before, during, and after the move. They need assurance that the move not only makes sense for them, but for their families as well. Employers who take the time to understand and address these needs can turn the additional effort required for relocation into an opportunity to secure top talent, setting both the organization and the new hire up for long-term success.
As Published in Gaming & Leisure Spring 2026 Edition
Bristol Associates, Inc. is an executive search firm with over 55 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Facility and Concession; Food and Beverage; Healthcare; Hotel and Resort; Nonprofit; Restaurant; and Travel, Tourism, and Attraction industries.
If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.
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