You found the perfect candidate. Great skills, great interview, great references. There is just one problem: they live in another state. 😬 For many IT roles, especially in Perth, Adelaide, Brisbane, Darwin and Canberra, the right person is often somewhere else. A well-designed relocation package is what turns “I will think about it” into “when do I start?”
This guide explains what interstate IT candidates actually value, how to structure a fair package, how to protect your investment and how to stop people backing out before day one.
Why relocation matters more than ever
Rental markets are extremely tight. Domain’s September quarter 2026 report shows vacancy at 0.3% in Hobart and Darwin, 0.4% in Perth and Adelaide and 0.7% in Brisbane. Moving interstate now often means weeks of searching, competing with dozens of applicants at every inspection and paying for temporary accommodation in between. Candidates know this, and they factor it into their decision.
The cost of a move is also significant: removalists, bond and rent in advance, flights, car registration transfers and time off work. Without help, a move can cost a candidate thousands of dollars before their first pay.
What candidates actually value
| Support | Why it matters |
|---|---|
| Temporary accommodation (2 to 6 weeks) | Gives time to find a rental without panic |
| Removalist and travel costs | Removes a big upfront expense |
| Flexible start date | Respects notice periods, school terms and lease end dates |
| Help with the rental search | An introduction to a property manager or relocation service can save weeks |
| Partner support | Job search help for a partner often decides whether the move happens |
| A trip to look around | Seeing the city and suburbs reduces uncertainty |
Not every package needs every item. Ask the candidate what would make the biggest difference to them. The answer is often more specific and cheaper than you expect.
Structuring the package
- Pay costs directly where possible. Booking the removalist or accommodation yourself avoids the candidate waiting months for reimbursement.
- Set a clear cap or itemised list. This avoids awkward conversations later.
- Put it in writing in the offer letter, including what is covered and when.
- Check tax treatment. Some relocation benefits have fringe benefits tax implications, so talk to your accountant or payroll team.
Protecting your investment, fairly
A clawback clause, where the employee repays some or all of the relocation cost if they leave within 12 months, is common. Make it pro-rata (for example, repayment reduces each month) and reasonable. A harsh clawback reads as a trap and can put good candidates off.
Reducing late backouts
Interstate candidates are more likely to have second thoughts between accepting and starting. Family pressure, a counter offer or a difficult rental search can all derail a move. To keep them on track:
- Call weekly between offer and start date
- Introduce them to their manager and team early
- Share practical local information: suburbs, schools, transport
- Offer help if the rental search is struggling
- Send their equipment and onboarding pack early
Our article on why candidates back out at the last minute covers more prevention tactics.
A quick cost comparison
A relocation package of several thousand dollars can feel expensive. Compare it with the cost of a key role sitting empty for another three months: delayed projects, overtime for the existing team, contractor fees and the risk of losing other staff to burnout. In most cases, the package is the cheaper option.
Relocation checklist for employers
- Decide in advance whether the role is open to interstate candidates
- Set a relocation budget before interviewing
- Ask candidates what support they need
- Put the package in the offer letter
- Book accommodation and removalists early
- Assign a buddy for the first month
- Check in at 30, 60 and 90 days
A real-world example
A Brisbane government contractor needed an experienced ServiceNow developer and found the ideal candidate in Melbourne. The candidate was keen, but worried about finding a rental in a market with 0.7% vacancy while holding down a new job. The employer offered four weeks of serviced accommodation, paid the removalist directly, and introduced the candidate to a local relocation agent. They also agreed a start date that matched the end of the candidate’s Melbourne lease. The total cost was modest compared with the value of the role, and the candidate started on time and stayed.
What not to do
- Offer relocation only after the candidate raises it, which feels grudging
- Reimburse costs months later, leaving the candidate out of pocket
- Hide the clawback clause in fine print
- Forget the partner and family side of the move
- Assume relocation is only for senior roles. Mid-level specialists move too
Frequently asked questions
What should an IT relocation package include?
Commonly temporary accommodation, removalist and travel costs, a flexible start date and help with the rental search. Partner support can also make a big difference.
Is a clawback clause fair?
Yes, if it is reasonable and pro-rata over the first 12 months. Overly harsh clauses can discourage good candidates.
How can we stop relocating candidates from backing out?
Keep in regular contact, introduce them to the team early, help with practical issues like housing, and make the move as easy as possible.
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