More Workers—And Employers—Are Looking Abroad for Jobs They Can’t Find at Home

Why It Matters

The shift signals a strategic need for companies to expand recruiting horizons and invest in language skills, while policymakers may need to ease cross‑border mobility constraints. It reshapes talent pipelines and could alleviate domestic skill shortages.

Key Takeaways

• 82% of surveyed workers open to relocating abroad
• 63% of Gen Z lost jobs, prompting overseas search
• 55% expect better quality of life overseas
• 75% say language learning boosted confidence
• 92% deem local language essential for success abroad

Pulse Analysis

The United States faces a historically tight labor market, with vacancies outpacing qualified domestic talent. Simultaneously, workers confront stagnant wages and limited advancement, prompting many to explore opportunities beyond national borders. Remote‑work technologies have lowered geographic friction, making cross‑border employment a realistic option for both employees and firms. This shift reflects a broader rebalancing of global talent flows, as companies increasingly tap into multilingual pools to fill skill gaps. As a result, firms are redesigning compensation packages to include relocation assistance and remote‑first policies, aiming to attract candidates willing to move.

A recent Preply survey of 1,500 multilingual professionals in the U.S., Canada and the U.K. reveals that 82% are open to relocation, and 81% are more likely to move now than two years ago. Economic pressure, recent job loss—especially among 63% of Gen Z respondents—and the desire for stability drive the interest. Moreover, 75% say language learning boosted confidence, while 92% stress fluency as essential for thriving abroad. Additionally, 55% anticipate improved quality of life and lower living costs abroad, reinforcing the appeal of international moves.

For employers, the data signals a strategic imperative to broaden recruiting horizons and invest in language development programs. Companies that embed multilingual hiring pipelines can access a deeper talent reservoir, reduce time‑to‑fill, and diversify cultural perspectives. Early adopters report higher employee retention and faster innovation cycles, suggesting that cross‑border talent acquisition can become a competitive differentiator. Policymakers may also consider easing visa restrictions and supporting bilateral training initiatives to sustain this emerging talent mobility, which could alleviate domestic skill shortages while fostering global economic integration.