One-way moves used to be just for permanent transfers, but global mobility is finding creative ways to apply this policy approach to save costs, support remote work, and give employees the flexibility they want. The third in this series is here!

One-way moves used to be just for permanent transfers, but global mobility is finding creative ways to apply this policy approach to save costs, support remote work, and give employees the flexibility they want

In the past several years, global mobility has evolved tremendously.

According to AIRINC's recent U.S. Domestic Relocation benchmark, 29% of companies provide a cost of living allowance (COLA) for moves within the United States.

Even with mortgage rate hikes, the U.S. housing market surge continues.

Mobility programs are seeking to partner with talent acquisition/recruiting to help deliver on talent needs.

Domestic relocation has long been in place to drive business operations, but companies are also recognizing that employees have different preferences for what type of support they want to receive and how involved they want to be in the relocation process.

Relocating talent in the U.S. can create affordability challenges for your employees, especially when deploying talent to high-cost locations.

Next up in the AIRINC remote working series is the US. When considering a remote location it doesn’t always have to involve an international move.

You’ve heard it before…you can’t manage what you don’t measure. Well, that is certainly true as it relates to domestic relocation costs.