Willingness to Relocate for Long-Term Opportunities: What the Data Reveals

In today’s rapidly evolving job market, the concept of “workplace” has become increasingly flexible. Remote work, global opportunities, and job-hopping are all reshaping traditional employment norms. One such area under transformation is the willingness to relocate for the right long-term job opportunity. So, how many people are open to such a drastic move? Recent survey data offers some insights.

Breaking Down the Numbers

When we asked t CmySkills.com Instagram community of over 225,000 followers, “Would you be willing to move for the right long-term opportunity?”, the survey respondents indicated:

Definitely: 53%

– Maybe: 35%

– Not moving: 12%

Let’s analyze what these numbers tell us.

The Optimists: Majority Willing to Move

A promising 53% of respondents said they would “definitely” be willing to relocate for the right opportunity. This group likely consists of individuals who place a high value on career growth and are open to change. Their willingness to move demonstrates adaptability and a proactive approach towards personal and professional development.

The Fence-Sitters: A Third are Undecided

A significant 35% marked themselves as “maybe,” indicating that they are not completely closed off to the idea but would weigh multiple factors before making such a decision. This could include family commitments, the nature of the opportunity, and quality of life in the new location.

The Stalwarts: A Small but Firm Minority

Lastly, 12% firmly stated that they are not willing to move. Reasons could range from strong local ties to family responsibilities, or even a satisfying work-life situation that they don’t wish to disrupt.

Implications for Employers

This data has several implications for companies looking to attract top talent:

1. Broaden the Search: Employers shouldn’t limit their talent search to local candidates, given that a majority are willing to relocate.

2. Be Flexible: For the 35% who are on the fence, offering options like initial remote working periods or relocation assistance could tip the balance in your favor.

3. Retention Strategies: For the 12% unwilling to move, companies should consider how to retain and develop this talent locally.


The data paints an optimistic picture of a mobile, adaptable workforce willing to make significant life changes for the right long-term opportunities. Employers should leverage this willingness by broadening their search horizons and offering flexible work arrangements. Meanwhile, professionals looking to maximize their career potential should consider the wealth of opportunities that come with a willingness to relocate.

So, where do you stand? Whether you’re part of the 53%, the 35%, or the 12%, knowing where you fit can help you tailor your career strategies accordingly. As the saying goes, “opportunity favors the prepared,” so whichever category you fall into, being clear about your own boundaries and possibilities can only serve you well in the long run.


For more insights and information related to the automotive repair industry, particularly how technicians feel about key issues and opportunities – stay tuned to our blog at CmySkills.com, join the conversation on our Facebook Auto Technician forum and follow us on our rapidly growing groups on Instagram, TikTok and LinkedIn

If you found this blog post insightful, don’t forget to share it with your network. 

*This post is part of our ongoing series exploring trends and issues in the automotive industry. Stay tuned for more!*

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