The Human Side of Relocation: How Recruiters Can Help Candidates Thrive in a New City

Relocating for a job is no small feat. As recruiters, we often celebrate the moment when a candidate accepts an offer, but what happens next is equally important and rarely talked about. Recently, I helped a professional relocate from Florida to Phoenix, Arizona. He didn’t know a soul in town—other than me, of course. Despite the excitement of his new role, the reality of starting over in a brand-new city quickly settled in. I took him to a boxing event to help ease the transition, but one outing doesn’t make up for a lifetime of connections left behind. As the weeks went by, he started to feel the isolation.

This situation made me think about the bigger picture and inevitably writing this article: as recruiters, our job doesn’t end when the paperwork is signed. Especially in relocation cases, our responsibility is to help ensure a smooth transition—not just into a new job, but into a new life.

The Emotional Toll of Relocation

Moving to a new city is more than just packing boxes and finding a place to live. It often means leaving behind family, friends, and a support system that has been years in the making. For candidates who relocate without a local network, loneliness can creep in fast, and this emotional toll can be compounded by the challenges of adjusting to a new work environment.

Take Phoenix in the summer, for example—where temperatures can soar above 110 degrees. It’s not exactly the type of climate that invites you to explore your new surroundings. In contrast, relocating to Seattle during the rainy months or to northern states during the icy winters can leave candidates feeling confined and isolated indoors. Add on the stress of work, and it’s no surprise that relocation can sometimes lead to a dip in morale or even depression.

The challenge is real, and it's something recruiters need to keep in mind. We’re not just moving someone from Point A to Point B; we’re uprooting their entire life. And while a great job is certainly important, happiness and fulfillment extend far beyond the workplace.

The Recruiter’s Role in Supporting Transitions

So, how can we as recruiters help ease this transition for our candidates? Here are a few strategies I’ve found effective:

1. Pre-Relocation Preparation

When relocating candidates, it’s easy to get caught up in the logistics—organizing moving services, helping them find a place to live, etc. But we should be thinking bigger. What does their social life look like? How can we help them begin to build a support system before they even land in the new city?

One approach is to introduce them to others in the area—either through professional connections or even social media groups. For my candidate in Phoenix, I’ve started recommending local networking events for attorneys, and I plan to connect him with other professionals in the area, even if they aren’t in his direct line of work. The goal is to plant seeds for friendships because let’s be honest: after work, it’s not just about colleagues—it’s about finding a community.

2. Connecting Them with a Realtor and Neighborhood Suggestions

Finding a place to live in a new city is one of the most stressful parts of relocating. You’re not just looking for a house—you’re looking for a neighborhood that fits your lifestyle, commute, and interests. As recruiters, we can take an active role in this by connecting our candidates with trusted realtors who have a strong understanding of the city and its neighborhoods.

Depending on the candidate’s needs, I might suggest neighborhoods that align with their lifestyle. In Phoenix, for instance, if they want a more urban feel with easy access to nightlife and dining, I might recommend downtown or Arcadia. If they prefer something quieter with good schools and a suburban vibe, areas like Chandler or Scottsdale could be a better fit. Partnering with a good realtor can ensure they’re not just finding a home but are moving to a place where they feel comfortable and can settle in more easily.

3. Facilitating Social Integration

When someone relocates without a family, they’re essentially rebuilding their social network from scratch. This can feel overwhelming, especially for introverts or those used to having a close-knit circle nearby. As recruiters, we should help bridge that gap.

Consider setting up meet-and-greets with colleagues or other professionals in the city. Sometimes, just having one or two initial connections can make all the difference. I’ve found that introducing candidates to community events, whether it’s a local boxing match (as I did in this case) or a hiking group, can help them feel more engaged and less isolated in a new environment. People connect over shared interests, and giving them the tools to find those opportunities is a step toward building their new social circle.

4. Helping Them Adjust to the Local Culture

Different cities have different vibes. Moving from a laid-back, beach-centric life in Florida to the fast-paced, desert environment of Phoenix is a significant change. Even beyond the climate, there are subtle cultural differences that can take time to adjust to. Help your candidate understand what to expect from the new city. What do people do on the weekends? What are the hidden gems for networking, dining, or simply unwinding after a long day?

The more prepared they feel about their new environment, the easier it will be for them to embrace it.

5. Check In—Frequently

One of the simplest yet most effective things we can do is check-in. And I don’t just mean the “How’s work going?” check-in. I mean, genuinely ask how they’re adjusting outside of work. Are they settling in? Have they found a few local spots they enjoy? How are they feeling about the move now that they’ve had time to reflect?

By maintaining an open line of communication, you’re reminding them that they aren’t alone in this transition. Sometimes, just knowing someone is checking in can be the boost they need during the tougher moments of relocation.

Managing Seasonal Affective Disorder

Extreme weather can exacerbate the feelings of loneliness. Imagine relocating to Phoenix during the summer—where stepping outside feels like walking into an oven—or to Seattle during the dreary, rainy season. The candidate might feel physically restricted from getting out and about, making it harder to explore and meet new people.

When working with candidates moving to climates known for extreme conditions, it’s important to acknowledge this factor up front. Suggest indoor activities or events that take place in climate-controlled environments. Local coffee shops, libraries, or museums can be great spots for solo outings that feel less isolating. Highlight ways to beat the weather-related challenges while still forming new connections.

In the end, our role as recruiters is far more than just filling positions. We’re helping people build new lives, often in unfamiliar territory. The best recruiters understand that the job offer is just the beginning—our real work involves ensuring that the transition is as smooth and fulfilling as possible, both professionally and personally. Whether it’s making a candidate feel welcome with social introductions, helping them find activities that match their interests, or simply checking in to see how they’re adjusting, we play a key role in their overall happiness and success.

When we prioritize the whole person—not just the professional—we ensure that our candidates are not only thriving in their new roles but also in their new lives.