Strategic Talent Acquisition: Local vs. Global Hiring in the Remote Work Era

Remote work has presented a paradigm shift in talent acquisition, challenging traditional notions of geographical limitations in hiring. For Corporate Recruiters, HR, and Global Mobility professionals, this evolving landscape necessitates a strategic approach to the fundamental question:

̶̶  Should we hire locally or expand our search beyond: regionally, nationally, or globally?

This article provides a framework for navigating this crucial choice by outlining criteria for both local and broader searches, and offers insight into determining the optimal scope for your talent acquisition strategy.

The Upside of Expanding Your Search & Relocation Assistance

Hiring or identifying a candidate or employee willing to relocate can be a powerful signal as serious individuals often will exhibit:

• High motivation and adaptability
• Long-term commitment
• Strategic alignment with company goals

Relocation assistance can often be the best investment since hiring and relocating the top talent available allows companies to access the best fit for skills and experience, rather than settling for what's only available locally.

"When the right person is willing to move for the role, it’s not just a new hire—it’s a strategic investment in excellence and the company’s success," states Michelle Moore, President/CEO, NEI Global Relocation

Below are some proven scenarios where expanding the talent search beyond the local market has delivered real value:

• Hard-to-Fill Roles: Companies are more focused today on hiring people for their skills rather than their industry experience, and the most talented individuals with the most sought-after skills will be able to continue to explore options to find the best fit. Roles with specific skills. industry certifications or experience are not always available nearby [1].
• Talent Search: Candidates who bring transformational experience or global acumen may not reside in your city—or even your country. It’s not just about where people work; it’s also about flexible schedules and personalized employee benefits. Korn Ferry’s latest Workforce Survey shows that flexibility is a top priority, and a big reason people stick around—or leave if they don’t have enough of it [2].
• Diversity & Innovation: Hiring across regions and cultures introduces new thinking. For product teams, marketing strategists, and customer success leaders, this breadth drives insight and empathy across markets. Blending different perspectives—boosts innovation by approximately 20% and reduces risk by about 30% [3].
• For Certain Industries: Talent in many industries are often clustered in specific cities, states or countries and must be relocated when needed.

The benefits of such broader searches include expanding potential candidate quantity and quality and building innovation and future-ready teams for scale and change.

Defining the Right Geographic Scope

Despite the advantages of broader talent searches, local hiring can still be a strong option—depending on the market and the role. If the right local candidate is found, secured, and retained, companies can avoid relocation costs, benefit from potentially faster onboarding, and even see stronger engagement from someone already connected to the area. However, if a qualified local candidate can’t be found, there are three main categories to consider:

1. Remote
2. Regional/National
3. International

1 - Remote Talent:  Global Reach, Maximum Flexibility

Ideal for independent, outcome-focused roles (e.g., software development, digital marketing, data analytics).

Hiring remote talent may be best for:

• Accessing top talent regardless of location
• Attracting candidates who, regardless of location, are expected to carry out their work with a high degree of independence
• Reducing one’s commercial real estate footprint and overhead
• Creating innovative, agile, adaptable teams [4]

Considerations:

• Time zone differences can affect team flow [5}
• Collaboration tools and digital onboarding must be robust
• Data security and labor compliance risks increase across borders

2 – Regional/National Talent:  Relocating and Bridging Gaps Within Borders

Ideal for roles needing periodic travel, cross-market knowledge, or consistent time zones.

Hiring regional/national talent opens up the market wider and is best for:

• Companies seeking specialized experience, niche skills, or leadership that’s unavailable locally but doesn’t require international sourcing.

Benefits:

• Access to high-quality, culturally aligned candidates who bring regional market knowledge or specialized expertise.
• Faster hiring than global searches while still tapping into a broader talent pool than local-only recruitment.
• Stronger cohesion and engagement once relocated, especially for in-office or hybrid roles.

Considerations:

• Relocation costs and potential delays in start dates due to personal or logistical challenges.
• Candidate attrition risk if family integration or lifestyle mismatch occurs post-move.
• Missed opportunities to develop internal or local talent if overused.

3 - International Talent:  Strategic Global Access

When the right talent isn’t available locally, looking beyond borders unlocks access to the specialized skills and leadership needed to drive growth and innovation.

Hiring globally for candidates may be best for:

• Experts in niche fields
• Global team leaders
• Specialists for international markets or those with specific language skills

Considerations:

• Immigration and visa hurdles
• Longer time to hire
• Relocation, compensation and benefits complexities
• Cultural integration challenges [6]

Matching Recruiting Scope to Strategic Need

There’s no one-size-fits-all approach to hiring, and not every candidate is suited for relocation. The best hires tend to be those who bring the right mix of skills, role fit, and career motivation—and who are open to aligning with the opportunity.

Ultimately, what matters most is aligning your talent strategy with your business model, the available talent pool, and the specific needs of the role.

“Hire from where it makes strategic sense, not just from where it’s easiest” may resonate with many hiring managers in need of expertise today. Yet, when people are a company’s greatest driver of performance and growth, compromising on your talent needs can lead to costly consequences, especially when relying solely on the experience or quality of local hires.

Here To Help

NEI would be pleased to answer questions or discuss the topic or others in greater detail at your convenience.

Please contact your NEI Client Relations Manager or NEI Global Client Development contact at 800.533.7353 at any time.

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This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.

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Sources

1. McKinsey & Company – The Great Attrition is Making Hiring Harder
2. Korn Ferry – Talent Acquisition Trends 2025
3. Deloitte – The diversity and inclusion revolution: Eight powerful truths
4. Forbes – Eight Benefits Of Filling New Roles With Global, Remote Talent
5. Psico-smart Editorial Team – How do different time zones impact performance management for global remote teams?
6. Workfully – Global Recruitment: Benefits, Challenges, and Trends