At Charles Levick we’ve spent years helping energy trading firms identify and secure some of the most in-demand talent across global markets, and right now, competition for skilled professionals in this area has never been more intense.
In a space where compensation packages are already aggressive and career opportunities span multiple hubs, offering a standout relocation package can be the critical difference between securing the stand-out candidate or losing them to a competitor.
We know because we’ve recently helped firms in Switzerland, Denmark, Germany, Netherlands, London, Singapore, Dubai and Houston relocate elite candidates across borders and we’ve seen firsthand what works (and what doesn’t).
Below, we break down the most important elements of a competitive relocation package, with practical insights that will help you build the best package.
1. Moving Expenses
Relocation starts with logistics. Traders don’t want the hassle of coordinating moving vans, freight insurance or storage on top of a job change.
What to offer: Full-service packing and shipping, vehicle transport and short-term storage. Avoid lump sums here, direct billing with premium service providers removes stress and shows you’re serious.
2. Real Estate Assistance
Top talent often needs to hit the ground running before they’ve found permanent housing, especially when relocating families.
What to offer: Paid temporary accommodation for 30 to 90 days that’s as convenient located as possible for the office. Include options suitable for families and pets.
In volatile real estate markets, helping candidates buy or sell homes is a game-changer, especially for mid to senior-level traders.
What to offer: Professional home search services, legal support for contracts and cost coverage for lease breaks or closing fees. Consider home-sale protection or a guaranteed buyout for exceptional candidates.
3. Travel Costs
Relocation is rarely one trip. Pre-move visits to explore neighborhoods or finalise schools are common.
What to offer: Flights, hotels and transport for initial scouting trips and final relocation. Extend support to spouses or dependents where needed.
4. Tax Support
Many relocation benefits are taxable, something candidates may not expect until it’s too late.
What to offer: A tax gross-up to offset this liability is essential. It keeps the financial offer transparent and fair.
5. Family Support
Relocation is often a family decision. A package that only focuses on the individual misses the mark and also the opportunity to let the candidate know you appreciate their circumstances and understand that relocation impacts everyone in their family.
What to offer: Spousal career support, local school search, orientation services and language classes for international moves. These touches show you’re invested in the whole person, not just their output.
6. Relocation Bonus or Lump Sum
Flexibility is valued especially by traders accustomed to managing risk and reward. What to offer: A supplementary lump sum (not a replacement for structured benefits) that covers incidental or personal move-related costs. Pair it with optional budget coaching or planning tools.
7. Destination Services
Cultural friction, utility setup or confusion about local laws can derail even the smoothest transitions. What to offer: Access to a relocation concierge or destination expert. Help with setting up bank accounts, utilities, mobile phones or healthcare can make a big impact.
How to make your package stand out
Even if you cover all the basics, senior candidates expect more than standard HR checklists. Here’s how to raise the bar:
- Personalise every offer based on whether the candidate is a homeowner, relocating with family or moving internationally.
- Give flexible options for how benefits are delivered, some prefer direct billing, others prefer reimbursement.
- Use a specialist relocation firm to manage the details so HR can focus on onboarding
- Communicate clearly – early ambiguity leads to hesitancy.
- Benchmark regularly against other leading energy firms and trading houses.
Relocating a new employee is about building trust and removing barriers so they can perform at their best from day one. A weak or unclear relocation package can derail negotiations, delay start dates or lose you the hire entirely.
At Charles Levick, we help our clients stay ahead in the global talent race by advising on not just who to hire, but how to hire well. A well-structured relocation package signals that your firm is professional, thoughtful and competitive on a global stage. If you’d like to audit your current relocation offering or benchmark it against what we’re seeing in today’s market, we’re ready to help.
