12 Aug Cutting Costs Without Cutting Global Talent

As economic uncertainty persists, companies are under pressure to stretch capital further while maintaining access to top talent. One underutilized lever is global mobility. By thoughtfully relocating or hiring across borders, organizations can reduce costs, tap into new labor markets, and safeguard financial resilience—all while keeping compliance risks in check.

Global mobility once referred mainly to relocating senior executives. Today, it encompasses a wider range of movements: short-term assignments, permanent relocations, digital nomads, and distributed remote teams. For employers, the payoff is clear:

• Reduced burn rate. Establishing teams in regions with lower operating costs helps companies redirect resources to growth priorities. 
• Talent access. Global mobility expands the candidate pool, especially for hard-to-staff roles in engineering, healthcare, and emerging tech. 
• Market expansion. Placing employees in new geographies helps companies build customer proximity and local insight. 

In its report, the Boston Consulting Group states that nations themselves are beginning to compete geopolitically for talent, recognizing that highly skilled workers in fields such as AI, green energy, and robotics generate long-term fiscal and innovation benefits. For companies, competing in this same global marketplace requires a structured mobility strategy.

The benefits of mobility come with significant complexity, though. Employers must navigate:

• Labor law differences. Employment contracts, benefits, and working hours vary widely across jurisdictions. 
• Immigration requirements. Securing visas and permits remains one of the most resource-intensive aspects of relocation, especially in the U.S. (USCIS). 
• Tax and payroll systems. Multicountry payroll requires managing withholding rules, currency fluctuations, and reporting standards. 

Without a clear governance framework, these challenges can erode the very savings mobility is meant to deliver. Studies underscore that companies with mature mobility policies are more likely to maintain compliance and retain mobile employees.

Leveraging cost-effective regions

Relocation also allows firms to shift operations into more favorable cost environments. Factors to weigh include:

• Local wage structures and salary expectations 
• Tax incentives for foreign investors 
• Infrastructure (from supply chains to internet connectivity) 
• Access to banking and financial services 

Mobility programs are most effective when they center on employees’ needs as well as financial objectives. Workers are more likely to accept relocation if their families, housing, and well-being are accounted for. Gallup estimates that replacing an individual employee can range from one-half to two times the employee’s annual salary.

Support can include:

• Relocation stipends for housing, meals, and transport 
• Spousal career assistance and schooling for children 
• Clear remote work guidelines and stipends for equipment 
• Mental-health and cultural adjustment resources 

PwC’s Global Workforce Hopes and Fears survey highlights that employees increasingly prioritize flexibility and well-being as much as pay—factors that mobility programs can directly support.

Choosing the right execution model

Companies have two broad choices when implementing global mobility:

• Build in-house. Suitable for larger firms with HR and legal teams capable of managing visas, payroll, and compliance. 
• Outsource. Employer of Record (EOR) and mobility service providers manage logistics, payroll, and legal risk. While Deel, Remote, and Papaya Global are among the best-known, other firms such as Graebel and TRC Global Mobility focus specifically on relocation and expatriate assignments. 

The right option depends on company size, frequency of relocations, and long-term market strategy. Importantly, platforms can simplify execution but do not replace the need for a clear policy framework.

Looking ahead

As the competition for skilled labor intensifies globally, mobility is no longer a perk but a strategic tool. For companies facing pressure to cut costs without sacrificing innovation, a robust global mobility program can deliver both financial efficiency and a stronger employer brand.

By balancing compliance, cost discipline, and employee support, organizations can turn mobility into a driver of resilience—ensuring that in a volatile global economy, their workforce remains both competitive and connected.