10 Questions Your Executive Candidates Are Asking About Your Relocation Package

You've found the perfect candidate for your C-suite opening. They have the experience, the vision, and the leadership qualities your organization needs. There's just one problem: they need to relocate. What happens next will determine whether you successfully bring this talent into your organization or watch them accept an offer from a competitor.

The reality is that top executives are sophisticated evaluators. Before they uproot their lives and families, they will ask probing questions about your relocation package. Their questions reveal what they value, what concerns them, and ultimately, whether your offer is competitive. Understanding these questions—and having strong answers ready—is essential for any organization serious about winning executive talent.

This guide outlines the ten most critical questions your candidates are asking, either explicitly in negotiations or silently as they evaluate your offer. More importantly, it shows you how to structure your relocation program to provide the right answers.

Question 1: "What Are the Complete Financial Details of the Relocation Package?"

Top candidates will not accept vague promises or rough estimates. They expect—and deserve—a detailed, transparent breakdown of every financial component. This is their first test of your organization's professionalism and commitment.

Your offer should specify whether you provide a Guaranteed Buyout Option (GBO), which allows the executive to sell their home immediately to your relocation partner at appraised value. This is often the most valuable component of an executive package, providing immediate equity and removing the uncertainty of selling in a potentially challenging market.

You should also detail your tax assistance policy, including whether you provide a "gross-up" to cover the tax liability on relocation benefits. Relocation benefits are typically taxable income, and without gross-up assistance, your executive loses a significant portion of the package value. Additionally, specify what closing costs, agent fees, and home purchase expenses you cover, and provide a clear miscellaneous expense allowance, typically equivalent to one to two months' salary for unexpected costs.

Why this matters to your organization: Transparency builds trust. Candidates who receive detailed, comprehensive financial information are more likely to accept your offer and less likely to experience buyer's remorse after starting. A lump-sum approach adds stress and signals that the executive isn't truly valued by your organization.

Question 2: "How Will My Family Be Supported During This Transition?"

This is not just a question—it's often the deciding factor. Family-related concerns are the number one reason employees decline relocation offers, cited by 35% of companies as a key barrier. An executive whose family is unhappy will not stay long, regardless of how attractive the role is.

Leading companies provide comprehensive spousal and partner career support, including professional career coaching, networking introductions in the new location, and even financial assistance for retraining or entrepreneurship. Fifteen percent of relocation declines are specifically attributed to concerns about a spouse or partner's employment, making this a critical component of any competitive package.

You should offer professional school search and enrollment services, particularly important for families with children who have special needs or are in critical academic years. Parents need confidence that their children's education will not suffer due to the move. Community integration programs that help the entire family build social connections and feel at home in the new location are also essential.

Why this matters to your organization: Supporting the family is supporting your investment. An executive whose spouse finds fulfilling work and whose children thrive in their new schools is an executive who will stay with your organization for the long term.

Question 3: "What Is the Long-Term Vision for This Role?"

Sophisticated candidates understand that relocation is a multi-year commitment. They want to know that your organization has a clear strategic vision for the role and that this move represents a genuine opportunity for growth, not just a lateral transfer.

Be prepared to articulate the key objectives for the role in the first 12 to 24 months and how success will be measured. Discuss the potential for advancement or expanded responsibility beyond the initial role. Explain how this position contributes to the company's overall strategic goals and growth trajectory.

Why this matters to your organization: Executives who understand and buy into the strategic vision are more engaged from day one. This clarity also helps them make the case to their families about why the move is worthwhile.

Question 4: "Can You Describe the Culture of the Office and Community?"

Cultural fit is a two-way street. Just as you're evaluating whether the candidate fits your organization, they're evaluating whether your organization and the local community fit their lifestyle and values. A mismatch here is a recipe for early turnover.

Provide honest, detailed information about your leadership style, decision-making processes, and workplace culture. Discuss how your organization supports work-life balance for executives, including expectations around travel, after-hours availability, and flexibility. Offer resources or connections that help the candidate and their family understand the social, cultural, and lifestyle aspects of the new location.

Why this matters to your organization: Setting accurate expectations prevents costly mismatches. An executive who knows what they're getting into is far more likely to succeed and stay.

Question 5: "What Are the Real Estate and Cost-of-Living Realities?"

A higher salary means nothing if it doesn't translate to higher purchasing power. Savvy executives will research the local market, and they expect you to address cost-of-living differences proactively.

Provide current data on the local housing market, including average home prices, inventory levels, and competitiveness for buyers. Offer a comprehensive cost-of-living comparison between their current location and the new one, covering housing, taxes, transportation, and general expenses. If the new location is more expensive, include a Cost of Living Adjustment (COLA) in the compensation package to maintain their purchasing power.

Why this matters to your organization: Failing to address cost-of-living differences can lead to resentment and early departure. Proactively addressing this issue demonstrates that you value fairness and transparency.

Question 6: "How Will My Performance Be Measured During the Transition?"

The first six months in a new role are challenging under any circumstances. Add a relocation, and the complexity multiplies. Candidates want to know that you have realistic expectations and a supportive onboarding process.

Establish clear, achievable objectives for the first 90 days and six months that account for the transition period. Provide a formal executive onboarding program that includes introductions to key stakeholders, immersion in company culture, and strategic context. Assign an internal mentor or peer to help the new executive navigate the organization and build relationships quickly.

Why this matters to your organization: A well-supported executive reaches full productivity faster. Clear expectations and structured onboarding reduce the risk of early-stage performance issues.

Question 7: "What Level of Logistical and Administrative Support Is Provided?"

Executive time is your organization's most valuable resource. A relocation package that requires the executive to manage administrative details is a poor use of that resource and sends the wrong message about their value.

Offer dedicated concierge services to handle tasks like setting up utilities, finding healthcare providers, registering vehicles, and managing travel logistics. Provide extended, high-quality temporary housing—typically 60 to 90 days—in furnished accommodations suitable for the executive's family. Include full, door-to-door moving services with professional packing, specialized handling for valuable items like art and antiques, vehicle transportation, and complete unpacking.

Why this matters to your organization: Removing logistical burdens allows your new executive to focus on strategic priorities from day one. This accelerates their impact and demonstrates your commitment to their success.

Question 8: "Is There Flexibility in the Timeline for the Move?"

Personal and professional obligations can make rigid timelines problematic. Flexibility is a sign of an organization that values work-life balance and understands the realities of executive life.

Be willing to negotiate start dates that align with school schedules, family commitments, or the candidate's need to wrap up current responsibilities professionally. Consider allowing the executive to begin working remotely for a period before the physical move, which can ease the transition for everyone.

Why this matters to your organization: Flexibility increases acceptance rates and reduces stress. An executive who can manage the transition on a reasonable timeline is more likely to start their tenure positively.

Question 9: "What Happens If the Relocation Doesn't Work Out?"

While no one plans for failure, sophisticated candidates will want to understand the terms if the arrangement doesn't work out. This is a standard business practice, not a red flag.

Be transparent about any repayment clauses in the relocation agreement, including the time frame and circumstances under which repayment would be required. Clarify whether the company would cover the cost of a return move under certain circumstances, such as a mutual separation within the first year.

Why this matters to your organization: Clear terms protect both parties and demonstrate that you're a fair, professional organization. Candidates appreciate knowing where they stand. Nearly half of companies report losing good employees due to relocation policies, so having clear, fair terms can differentiate your offer.

Question 10: "Can I Speak with Another Executive Who Has Recently Relocated?"

This is one of the most powerful questions a candidate can ask, and your answer reveals a great deal about the quality of your relocation program.

If your relocation program is strong, you should enthusiastically connect candidates with executives who have recently gone through the process. Their firsthand, positive testimonials are more convincing than any marketing material. If you're hesitant to make this connection, that's a signal that your program needs improvement.

Why this matters to your organization: Peer validation is incredibly powerful in executive recruitment. A strong recommendation from a current executive can be the factor that tips a candidate toward accepting your offer.

Conclusion: Turn Your Relocation Program Into a Competitive Advantage

Every question an executive asks about your relocation package is an opportunity—an opportunity to demonstrate your organization's professionalism, your commitment to their success, and your understanding of what it takes to attract and retain top talent. Companies that provide clear, comprehensive, and compelling answers to these questions win the talent they need to drive their business forward.

If your organization is struggling to provide strong answers to these questions, it may be time to reevaluate and upgrade your executive relocation program. CityShift Finance specializes in helping companies design and manage relocation programs that answer these questions convincingly and position you as an employer of choice for C-suite talent. For more insights on talent acquisition, executive compensation, and relocation strategy, visit our corporate resources and blog.