In the complex world of global mobility, relocating for work has long been a source of stress, paperwork, and logistical nightmares. Imagine a world where moving across borders is as seamless as ordering a coffee – this is the vision driving Paul Bennett and his innovative startup, PerchPeek.  

Our latest episode of The Working World takes you behind the scenes with an entrepreneur who transformed personal frustration into a groundbreaking solution. Paul's journey from banking and Amazon to founding a mobility technology company is more than just a startup story – it's a testament to solving real-world challenges that impact professionals worldwide. 

What happens when someone decides to reimagine the entire relocation experience? How can technology and human-centered design make international moves less overwhelming and more empowering? Paul Bennett has answers, and his insights are about to challenge everything you thought you knew about global mobility.  

Join us as we dive deep into the world of innovative relocation solutions, exploring how one company is breaking down barriers, reducing complexity, and putting the human experience at the centre of global workforce movement. Get ready for a conversation that will change how you think about moving for work – this is relocation redefined. 

Insights into this episode include:    

• Talent mobility value: Talent mobility programs are essential for attracting, retaining, and maximising the productivity of top talent, helping businesses remain competitive in today’s workforce landscape. 
• Strategy alignment: To be effective, talent mobility initiatives must be aligned with the organisation’s overall business strategy and long-term goals, ensuring mobility efforts support broader organisational outcomes. 
• Leadership support: Executive sponsorship and a culture that values talent development are key drivers for the successful implementation and adoption of mobility programs across the organisation. 
• Generational shifts: Millennials and Gen Z are reshaping expectations, demanding greater workplace flexibility, meaningful career experiences, and more internal mobility opportunities. 
• Economic preparedness: Organisations that prioritise talent mobility are better positioned to adapt during economic fluctuations, maintaining a skilled and engaged workforce through cycles of change. 
• Customised solutions: Mobility programs should be tailored to each organisation’s unique needs, avoiding generic, one-size-fits-all models in favour of personalised, targeted approaches that deliver better results.