Job first or move first? How to decide
This is the first question most people get stuck on, and the answer depends on your financial runway and the type of work you do.
Move first if:
- You can cover 3–6 months of expenses without income
- Your field requires in-person presence and local network (real estate, local government, trades, hospitality)
- You have a partner already employed in the new location
- Local hiring preference is strong in your target industry
Job first if:
- You're in a field where remote or hybrid work is common (tech, finance, marketing, consulting, design)
- Your runway is short and losing income would create financial stress
- You can do a long-distance interview and negotiate a start date 4–6 weeks out
- Relocation assistance is something you'd want to negotiate as part of an offer
The hybrid approach: apply heavily to remote-eligible roles in your target city while you're still in your current state. If you get an offer, negotiate a start date that gives you time to move. Many employers are used to this — it's not unusual.
The honest reality: waiting until you've moved to start your search means losing income for months. Starting your search early — even 3–6 months before a planned move — gives you pipeline to work with and removes the financial pressure that leads to accepting the wrong offer.
How to handle your out-of-state address
Your address is the first filter many employers apply — and an out-of-state address triggers hesitation even from companies that would otherwise consider you. Here's how to handle it.
Option 1: Use a local address
If you have a friend, family member, or Airbnb booked in the target city, you can list that address. This removes the filter but means you need to be ready to explain your situation in the interview.
Option 2: List your current address and address it directly
Include a brief note in your cover letter: "I am relocating to [City] in [Month] and am available to start immediately upon move." This is honest and removes ambiguity.
Option 3: List "Relocating to [City]" instead of an address
Many job seekers put "Relocating to Chicago, IL — Available [Month]" in the header of their resume where the address would normally go. This is increasingly accepted and avoids the filter while being transparent.
Option 4: Target remote roles
If your field allows it, applying to remote-eligible positions removes the address problem entirely. You can be transparent about your location without it hurting your chances.
What not to do: don't list a fake local address if you don't have any local connection — it creates problems when logistics come up (background checks, I-9 verification, first-day logistics). Be honest about your timeline.
In the cover letter: one sentence is enough. "I am in the process of relocating to [City] and am fully committed to being on-site by [date]." Don't over-explain or apologise — treat it as a logistical detail, not a weakness.
Finding companies that hire out-of-state candidates
Not all employers are equally open to out-of-state candidates. Targeting the right ones saves weeks of wasted applications.
Companies most likely to hire out of state:
- Large companies with formal relocation programmes — they've done it hundreds of times and have a process
- Remote-first or hybrid companies — location is already less important
- Fast-growing startups competing for talent they can't find locally
- Companies that have recently posted the same role multiple times — a sign they're struggling to fill it locally and are broadening the search
- National or multinational firms with offices in multiple cities — they often move people between locations
How to find them:
- Filter LinkedIn Jobs by your target city; look for listings that say "Remote" or "Hybrid" in the work type
- Read the job descriptions carefully — many now say "local candidates preferred" or "relocation assistance available." The latter signals they're open to it.
- Search "[company name] relocation package" or "[company name] remote work policy" to understand their stance before applying
- Use Glassdoor to check if employees mention relocation or remote work in reviews
The volume strategy: when you're job searching across state lines, you're dealing with an additional filter that reduces your response rate. This means you need more applications, not fewer. LoopCV's automated search lets you apply to matching roles in your target city at scale — running applications every day without requiring you to manually submit each one.
How to interview for jobs in another state
Logistics are the main added challenge of out-of-state job searching. Most of it is manageable with some planning.
First and second rounds: these are almost always done via video now, which removes the travel cost entirely. Treat video interviews with the same preparation you'd give an in-person meeting — camera height, background, lighting, and minimal distractions all matter.
Final round / on-site: this is where it gets expensive. A few options:
- Ask if the final round can be conducted remotely. Many employers, especially for senior roles or remote-eligible positions, will accommodate this.
- If travel is required, ask whether the company covers travel expenses. Large companies usually do for final-round candidates. For smaller companies, it's reasonable to ask — the worst they can say is no.
- If you have any reason to visit the target city (family, prior commitment), try to schedule the on-site interview around that trip.
What to say when they ask about relocation:
"I'm in the process of relocating to [City] and have a target date of [month]. I'm fully prepared to be on-site from day one and handle the move logistics myself."
Relocation assistance: worth asking about, especially for salaried roles. A typical corporate relocation package covers moving costs, temporary housing, and sometimes a lump sum. Negotiate it as part of the offer alongside salary — not as a separate conversation.
Timeline: be realistic. If you need 4–6 weeks to handle the move after an offer, say so upfront. Most employers can accommodate this. Getting into trouble by committing to a start date you can't meet is worse than asking for the time you need.
How to run an out-of-state job search at volume
The biggest structural disadvantage of an out-of-state search is that your response rate will be lower than a local search, even for equivalent applications. The address filter, the logistics overhead, the preference for "available immediately" candidates — all of these reduce your conversion rate at each stage.
The implication is clear: you need more applications, not fewer.
What that means practically:
- Apply to more companies than you would in a local search — if a local search might target 30–50 companies, an out-of-state search should target 80–120
- Start earlier than you think you need to — 3–6 months before your target move date gives you time to build pipeline without financial pressure
- Don't only apply to your dream companies — cast wider, including companies you're less excited about, to generate interview practice and option value
- Focus on remote-eligible roles first — they have no location filter and you can apply from anywhere
Where LoopCV fits: automated job searching is particularly valuable for out-of-state searches because the volume requirement is higher and the manual effort per application (often involving address questions, cover letter customisation, relocation disclosures) is more time-consuming. Setting up an automated search targeting your destination city means applications go out every day regardless of where you are physically — removing the logistics bottleneck from your search.
The timeline that works: apply at volume starting 3–4 months out. You'll get some rejections on address alone — that's expected. You'll get interviews with companies that are serious about finding the right candidate. Offers typically come with enough lead time to plan a move. By the time you arrive in the new city, you're starting a job, not starting a search.