The end of summer often finds security leaders reevaluating their employment. Just as the start of a new year sparks interest in making a change, so does an end to the often more relaxed days of summer.
More companies are asking their employees to return in person this fall, and, at the same time, workers are seeking less time tethered to the mothership. Employees seeking remote or hybrid work arrangements is a trend that we expect to continue for the near future.
However, a return to the office may not look the same as it has in the past. Organizations have changed or relaxed their expectations as to where someone must reside.
Large corporations with multiple offices now offer people the opportunity to live within a reasonable distance from one of those facilities rather than relocate to a headquarters location. This saves on costs for the company and broadens the available candidate pool to include people from more cities and regions.
However, most senior-level security positions for which we recruit still require successful candidates to move. Many people are open to relocation to advance their careers, but it is not for everyone.
Fully half of all applicants for our positions tick a box that indicates they are open to relocation. However, upon talking to them, they are not. Rather, they prefer to stay in their current location and believe technology enables them to work remotely. They often cite family obligations that prevent their ability to move.
The decision to move is a big one that needs to be taken by the entire family, not just the person who is changing jobs. Any shift is likely to have a profound impact on both immediate family and extended family members whose care you may be involved in.
Long before a job is offered, you should consider the implications of accepting a position that requires relocation. In addition to family challenges, there are very practical considerations, such as costs for housing and services that vary widely from one country to another. An accurate assessment of living costs in your new location can inform you of your salary requirements should you choose to move.
You can also consider the concept of a sign-on bonus as part of your salary negotiations should a move be required. Not all companies fully cover all relocation costs. Added cash up front can offset any unexpected moving-related expenses.
If you cannot move right away, employers may offer the opportunity to commute for a period of time. We saw a lot of this during COVID-19, where new hires worked remotely until a time when the organization could practically require people to move. This is a great option if you have a family member whose schooling would be negatively affected by an immediate move.
Considering a change of employment that requires a move is a complex decision. Of course, it should advance your security career. However, it should also be the right decision for your family. Knowing in advance what your threshold for this substantial change is will ensure you make the right decision.