Affinity and Purchasing Power: Asia Pacific Case Study

    Jul 20, 2021 @ 09:29 AM / by Eugene Kobiako

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    Jeff Hawk, AIRINC’s Vice President Americas, recently wrote about compensation challenges “How Does Your Job Offer Stack Up?”. My colleagues Adam Silver and Michael Joyce followed up with posts on how to attract talent if affinity between two locations is low.

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    Simplifying Your Domestic Move Support

    Jul 08, 2021 @ 01:56 PM / by Jill Penman

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    Domestic relocation practice is often complex given the wide range of employees and diverse locations. As a result, many of our clients find themselves evaluating extensive questions to define their domestic program and benefits

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    Preparing for the next wave of remote work requests

    Jul 06, 2021 @ 06:00 AM / by Inez Nomidis

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    My colleague, Mike Wincott, recently outlined his predictions for remobilization. Mike believes remote work will continue growing even after business travel and relocations pick up. Globally, business travel is still a fraction of what it was due to ongoing lockdowns and restrictions across many regions.

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    Webinar: Top Challenges in U.S. Domestic Mobility

    Jul 01, 2021 @ 09:01 AM / by Michelle Curran

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    Join us for a discussion on trends and tangible examples of how industry leaders have solved the top challenges in U.S. domestic mobility.

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    Compensation Challenges: International Permanent Transfers

    Jun 22, 2021 @ 04:34 AM / by Brendon Attridge

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    In a follow-up to Jeff Hawk's "How Does Your Job Offer Stack Up?" post, Adam Silver looked at the challenges of "Attracting Talent" to a city that may be a difficult sell to employees. Then, in "Understanding the level of affinity between two locations can determine the success of a move," Michael Joyce examined the obstacles and options companies have when transferring an employee to a higher tax location. In this post I will look at the other side of the coin, attracting talent to a location with lower income tax.

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    Understanding the level of affinity between two locations can determine the success of a move

    May 18, 2021 @ 01:58 PM / by Michael Joyce

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    In a recent series of posts Jeff Hawk discussed compensation challenges of sourcing talent, affinity, and purchasing power in "How Does Your Job Offer Stack Up?" Adam Silver followed with a post where he discussed “Attracting Talent,” which focused on one of the challenges that companies face within the U.S.—attracting talent to what are often perceived as “dying” cities. Now, Michael Joyce delves deeper into affinity and the potential impact when it doesn’t exist between a home and host location

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    Attracting Talent

    Apr 12, 2021 @ 06:00 AM / by Adam Silver

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    One of the challenges that companies face within the U.S. has been attracting talent to what are often perceived as “dying” cities, especially in the Rust Belt. Many people have a perception of these cities that may no longer match the reality on the ground and this can present a challenge for recruiting.

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    How does your job offer stack up?

    Apr 09, 2021 @ 10:51 AM / by Jeff Hawk

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    How does your job offer stack up? Increasingly, sourcing talent no longer means being confined by geography. Finding the right candidate for the job may entail a permanent transfer or cross-border hire, whether it be domestically or internationally. While this greatly expands hiring opportunities, it does present some interesting challenges.

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    Will 2020 be the year to optimize your mobility policies?

    Feb 19, 2020 @ 03:07 AM / by Gerald Abbey

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    AIRINC offers a full suite of mobility consulting services. We listen and partner with you to deliver lasting solutions that ensure you make the best decisions for your organization. Below are two samples of cases studies where we've helped a company like yours solve the problems that were important to them.

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    Part 3 of 5: How can you leverage policy suite segmentation for success?

    Jul 09, 2019 @ 06:45 AM / by Gerald Abbey

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    Policy segmentation can meet many business goals. Over the years, we’ve heard many reasons behind the value of doing this, including adding policies to address new assignment types or populations, reducing overall program costs, offering flexibility to the business, and aligning mobility to overall talent strategy.

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