This month, Mobility News has been focusing on non-U.S. mobility trends. We reached out to a member of the WERC Emerging Leaders Taskforce (formerly known as the Young Professionals group), Jorge Flores, GMS-T, business development manager for the U.S. and LATAM at LARM Group, to hear his thoughts.
The Emerging Leaders Taskforce supports and fosters emerging leaders within the talent mobility industry. This is done through opportunities for industry visibility and thought leadership, providing the ability to invest back in the industry through volunteer and philanthropic opportunities, facilitating connections between peers, and fostering ambassadors of WERC and the talent mobility industry. Members contribute insights, enhance visibility, and serve as key role in advancing the association’s mission and objectives. Learn how you can get more involved with WERC.
What international mobility trend are you seeing gain traction in 2025, and how might it impact mobility programs in the coming year?
In today’s world, companies are constantly evolving—expanding their businesses and embracing new opportunities that present positive “challenges” for the global mobility industry. As organizations grow across borders, mobility professionals must stay proactive, not only managing domestic and international moves but also anticipating needs, whether it’s supporting regional managers or adapting to lifestyle demands from digital nomads.
In recent years, companies have faced challenges in many locations, making it critical for our industry to balance technological advancements with the need for highly skilled talent. All of this is happening against a backdrop of economic uncertainty and tighter budgets, which pushes mobility teams to do more with less.
That’s why short-term assignments are gaining significant traction. With remote work becoming a solution for specific roles and projects, companies are exploring new “hybrid mobility” models—like blended mobility, commuter assignments, rotational roles, virtual assignments, and, of course, digital nomads. These approaches offer flexibility while reducing the risks often associated with long-term expatriation, such as cultural adaptation issues that can lead to assignment failure.
As these trends grow, they’re creating ripple effects across mobility services. For example, destination service providers now need to enhance temporary accommodation options and offer flexible solutions like furniture rentals instead of full household goods shipments. In immigration, there’s a greater focus on securing the right permits and understanding the nuances between tourist, business, and work visas. Tax compliance is another key area—staying in a country for just a few extra days could trigger tax residency, even without permanent relocation.
Additionally, talent management is being impacted. Companies must now manage multicultural remote teams, update internal policies, handle travel allowances, and ensure duty of care and risk management—all of which require not only strong mobility teams but also advanced technology to track movements and maintain compliance in fast-paced environments.
Of course, not every role or country fits within this trend. Some jurisdictions don’t allow short-term work arrangements or restrict frequent travel within certain periods. And certain roles—like those in startups—still require long-term commitments. But as business continues to evolve, mobility professionals must stay aligned with these emerging trends to meet current demands, ensure compliance, and support both company goals and employee well-being.