Phase 1: Build a shortlist
- Choose 3 to 5 candidate cities for your target role.
- Open both city and country routes to spot local premium or discount.
- Remove markets with low confidence and weak listing depth.
Relocation playbook
Evaluate a move with a decision system, not with one salary headline
Good relocation choices combine compensation quality, hiring depth, and execution risk. This playbook gives a practical flow to compare markets before you commit to interviewing, moving, or renegotiating scope.
Phase 2: Compare opportunity quality
- Salary quality: median level and defensibility of the range.
- Demand quality: active listings, velocity, and timing pressure.
- Execution quality: role fit, visa/logistics, and onboarding friction.
Phase 3: Commit or defer
Commit only when salary and demand both clear your threshold. If one side is weak, treat that market as watchlist, not as a primary move target.
90-day execution plan
Weeks 1 to 2
Define target role scope, compensation floor, and shortlist markets with route evidence.
Weeks 3 to 6
Interview in parallel markets to avoid over-committing to one weak funnel.
Weeks 7 to 12
Convert strongest pipeline into package comparison and relocation go/no-go decision.
Frequently asked questions
How many markets should I compare before relocating?
Shortlist 3 to 5 candidate markets so you can compare compensation, hiring demand, and transition risk without overfitting to one route.
Can a higher salary alone justify relocation?
Not by itself. Relocation decisions should align salary quality with demand viability and practical execution constraints.
When should I defer a move?
Defer when either compensation evidence or demand evidence is weak and route confidence does not support a high-commitment decision.