{"id":16847,"date":"2025-12-02T11:44:42","date_gmt":"2025-12-02T11:44:42","guid":{"rendered":"https:\/\/tst.wordpress.realogydev.com\/cartus\/uncategorized\/mobility-matters-s3-e1-global-talent-mobility-survey-2024-2\/"},"modified":"2025-12-02T13:29:20","modified_gmt":"2025-12-02T13:29:20","slug":"mobility-matters-s3-e1-global-talent-mobility-survey-2024-2","status":"publish","type":"post","link":"https:\/\/tst.wordpress.realogydev.com\/cartus\/insights\/blog\/mobility-matters-s3-e1-global-talent-mobility-survey-2024-2\/","title":{"rendered":"Cartus|PodcastBlog|S3 Ep1: global talent mobility survey 2024 – the great balancing act"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":26,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wds_primary_category":0,"footnotes":""},"categories":[23],"tags":[163,162],"class_list":["post-16847","post","type-post","status-publish","format-standard","hentry","category-blog","tag-mobility-matters","tag-podcast"],"acf":{"blog_type":"Short Blog","category_type":"PODCAST","dont_display_published_date_in_blog_landing_tile":false,"hero_image":"","story_section_topic":"","story_section_description":"","rich_text_content1":"I am super excited to officially launch Season 3 of Mobility Matters. As your new host for the season, I'm looking forward to exploring the ups, downs, and sideways of global mobility. Not only discussing the topics of today, but the ones of tomorrow. I'm delighted to be kicking off the season with a look at our brand-new Cartus Global Talent Mobility Survey 2024.\r\n\r\nFrom key mobility priorities and challenges to DEI and sustainability, listen now and join the conversation with special Cartus guests, Terri Bonfiglio, Director, Global Consulting Solutions, and Lisa Johnson, Director, Global DEI Solutions.\r\n

mobility matters exclusive!<\/h2>\r\nWe know how busy our listeners are in their daily mobility roles, so check out our Global Talent Mobility Survey 2024 infographic<\/strong><\/a> report, exclusive to our podcast listeners. It provides a snapshot of the high-level findings from our Cartus research.\r\n\r\nIf you enjoyed this episode of Mobility Matters, be sure to learn more at cartus.com\/podcast<\/a> or subscribe through your favorite podcast streaming platform.\r\n\r\nBe sure to learn more at cartus.com\/podcast<\/a>.\r\n

podcast transcript<\/h2>\r\nandy: <\/strong>Hello, and welcome to the grand premiere of season three of mobility matters, the one and only official Carter\u2019s podcast. I am your new host for this season. Andy conduit Turner, a director of growth enablement over at Cartus. And I\u2019m here with two very special guests today. First, a returning guest those of you who listened to our previous seasons will have met her before, and I\u2019m sure we\u2019ll be very glad to see her again. It\u2019s Lisa Johnson. Hello, Lisa.\r\n\r\nlisa:<\/strong> Hi, Andy. Great to be back.\r\n\r\nandy: <\/strong>Nice to see you, again. Lots of exciting topics. But before we get onto those, we have someone that you and I are very familiar with Lisa, but a first-time guest on the Cartus Mobility Matters podcast. We have one of our Directors of Global Consulting Solutions. We have Terri Bonfiglio. Hello, Terri.\r\n\r\nterri:<\/strong> Hi, Andy. Thanks. So, I\u2019m actually super excited to be part of the conversation. A little nervous, but I\u2019m excited.\r\n\r\nandy:<\/strong> Now we\u2019ll take good care of you, Terri, and you\u2019re here for a reason. No one knows this stuff better than you. So, let\u2019s dive into it. Here, we\u2019re beginning a new season by talking about our Global Talent Mobility Survey, which was conducted at the very end of 2023, the dying embers of 2023. And everyone here was part of the team that put it together. Overall, we garnered 138 respondents. It\u2019s a brand-new survey for 2024 and we\u2019ve titled it, for reasons which we will explain shortly, \u201cThe great balancing act: Optimizing the employee experience while controlling costs.\u201d\r\n\r\nSo, as we mentioned, you\u2019re both part of the team that put together the survey. Before we get into the results...\r\n\r\nTalk to me a little bit about how we put it together, how did you get the answers that we were hoping to get and the insights we\u2019re hoping to share with the community here?\r\nTerri, we\u2019ll start with you.\r\n\r\nterri: <\/strong>Sure. So, I think that this was actually the first survey of this type that I\u2019ve participated in and it was great working with the team. And I think from my lens, historically, the survey focused on policy and practices, and while that remains really important, we also knew the pandemic and post-pandemic world had really changed us all.\r\n\r\nSo really, metaphorically, our four walls were no longer standing, and employees began imagining a new way of thinking about work and being productive. So, I think that we know that cost is always a critical component, but what we started to hear is that talent had truly become top of mind in the mobility conversations we were having, we want to embrace the importance behind that shift. We recognize this as an opportunity to step back, really forget about those old assumptions, and truly understand the changing priorities that our mobility partners are expected to manage on top of everything else they already manage. So, we thought the survey name really said it all.\r\n\r\nandy: <\/strong>Brilliant. Thank you. Lisa, how about you? You obviously have some really specialist knowledge that you bring to the table from your DEI experience. What were you thinking when we\u2019re putting together the survey and the people that you wanted to reach to get our responses from?\r\n\r\nlisa: <\/strong>Absolutely. So, you know, a lot of what Terri was just talking about really rings true and wanting to get people to think about new ways of working, but also, you know, recognizing that some of our standards are great, and, you know, \u201cthe greatest hits\u201d that we have in global mobility still exists. So, looking at, well, what stayed the same and what has changed, and really, what came out in a lot of the questions around talent was looking at what are those emerging employee needs.\r\n\r\nAnd I love the title of the, \u201cThe great balancing act,\u201d because I feel like that is sort of classic tension that global mobility has had for a long time, which is, you know, finding that balance between recruiting and retaining talent, enhancing the employee experience, on the one hand, and then being focused on rising costs, which we\u2019ve all been living for the past few years ourselves, even in our daily living, right, and the macroeconomic challenges, managing exceptions. So, you know, we talk about it being a \u201cbalancing act,\u201d because for every company, I think both angles will hold true, you got to do a little of both, but depending on your company\u2019s strategy, and even depending on the global mobility manager or the global mobility teams\u2019 comfort zones, you\u2019re gonna lean more towards one than the other. So, you really can\u2019t ignore one without the other. And so, I really love that we\u2019ve pulled those two areas together.\r\n\r\nandy: <\/strong>Wonderful. Thank you both. Now, as much as you\u2019ve all got wonderful speaking voices and reading voices, we\u2019re not here to read the report cover to cover to everyone today, it is going to be available online. The link will be in the show notes and on all of our other materials that people can read the responses in full and some of our insights into the data that we gathered. But I know it\u2019s very hard to get anyone to choose a favorite statistic, of course, all of them are our favorites.\r\n\r\nTo begin with, if I could, if I could press you\u2026 What was your favorite or the most outstanding statistic that really jumped out to both of you? To give you a little time to think about that, I\u2019m not going to ask a question I\u2019m not prepared to answer myself. So, one of the major stats for me that I was really intrigued by was, especially with our relationship with technology today, all of the interest in technology, all of the efficiencies that can bring you cannot spend two minutes on the internet without tripping over an article about generative AI these days. It was really interesting for me to read the stats and just the sheer volume of responses.\r\n\r\n90+% that suggests that while there is an interest in technology, so many of our respondents didn\u2019t feel that at this time a soul technology solution was the direction that they wanted their mobility program to go, to deliver the experience that their people needed. And the experience they wanted to deliver to people as they look to attract, retain, make their talent effective in their roles, make sure they can move effectively and do their jobs. So, yeah, that was one of my standouts. Lisa, let\u2019s come back to you\u2026 Any favorites that really stuck out to you?\r\n\r\nlisa: <\/strong>Well, I can\u2019t not just come in on what you just said. I agree that was really cool. And I do know, that probably 10 years, a decade ago, we had disruption in our industry where there was a company that came in and said it\u2019s technology only, and it just got a lot, it drove a lot of us in our industry to move towards technology investments and to really look at what that meant. But the recognition was that that just technology by itself, in the world that we live in that is so about empathy about, you know, supporting people in different moments of a move. Tech doesn\u2019t, we can\u2019t predict exactly which moments they are because it will be different for different people that it still requires, having the human touch there. And so, I agree that stood out that 90% of companies are not looking for technology.\r\n\r\nBut let me give my favorite stat because I definitely have one and it\u2019s a little different. But yours is really good. I, you know, a lot of topics came together in the findings. And one of them was the number of companies that identified of their top four drivers for adding flexibility to mobility and attracting talent, changing employee needs and changing employee expectations were three of the four drivers for adding flexibility to a program. And as somebody who works directly with our clients on making sure that their policies and their programs are more inclusive, to meet those changing needs. It represents a really exciting moment. So, I want to just give one example, that comes out of that we\u2019ve been working with a number of companies, and many of you are listening today are making your policies more inclusive. And really, that means making sure that those flexible benefits, or our newly emerging benefits need to meet the needs of most of your employees. So, a little more than a year ago, we started talking about the single parent and single employee support in the form of something really, really simple. And that was a flex opportunity to bring a friend or family member with the employee on the final move trip. It\u2019s one round trip ticket to help the employee get settled to help the children move into their rooms to help them get to their new schools, because we know that that employee of yours is going to be focused on their new job. It\u2019s just an exciting moment career wise, and into a new visible role. So, it sounds so silly if you haven\u2019t done it. But I have had a few different roles for international assignments and one has been the accompanying partner and with a child coming along, and I know that it would be so hard to do that and juggle being the employee as well. So, I was really thrilled to see this, this year in the survey.\r\n\r\nAnd when we asked for examples of emerging flex benefits that had to do with inclusion, that had to do with changing employee needs, that one of the top three most popular examples was that single parents support in the form of a round trip ticket for a friend or family member. And we see that same benefit being applied to many of our clients in employees who have disabilities for example, now an employee in a wheelchair, might be moving to London, might bring their mom with them from China to help them get settled in, and then go back home. So, it\u2019s a round trip ticket. And it was exciting to see that emerge as one of the top flex benefits that\u2019s coming out.\r\n\r\nandy: <\/strong>Brilliant. Thank you, Lisa. And, you know, now I need to now comment on yours. A little bit of sizzle for people who have tuned in for the rest of the season. If flexible mobility is really your thing, it\u2019s an area you\u2019re particularly interested in. You can join Lisa and myself as part of this season coming up. We will be meeting with Alex von Springer, who is the US Policy Advisor over at Shell, about Shell\u2019s journey with flexible mobility. The way they\u2019ve designed it with Lisa and the team\u2019s help and how they approached it, what the outcomes have been. A full episode dedicated to that discussion alongside Alex. So, coming up in your podcast feeds anytime soon. So, yeah, you gotta come back. It\u2019s gonna be a lot of fun.\r\nBut before we get too excited about that, Terri, I don\u2019t want to neglect you, what\u2019s your favorite step that you\u2019ve seen this year?\r\n\r\nterri: <\/strong>Yeah, I so enjoyed listening to what yours were we didn\u2019t share these all of you, we just kind of went on our own. But I think for me, and it kind of ties a little bit into what Lisa was talking about as well. But the employee requested moves, I actually wrote, \u201cWow!\u201d when I was looking at the feedback around those. There was a high percentage of clients that noted and really tying to the flexible approach, right, and making sure that they\u2019re listening and understanding their employees\u2019 expectations and the needs of their employees. But what is an employee requested move from client to client, that could be a little bit different today? We\u2019re starting to have conversations that are shifting what those used to be.\r\n\r\nSo, I think that in the conversations we\u2019re having, and the ones that my team members are having, they\u2019re really focusing on three specific areas: Of course, cost, right, but it\u2019s not just, \u201cWhat am I spending?\u201d but the value of spend, and \u201cAm I using my money smartly, to really do what I need to do to both capture talent and retain talent?\u201d Flexible mobility, of course, I mentioned that, but the employee choice and the program administration, and the mobility, efficiency, the management of the programs, all of those things are around being flexible, both with how the administrators manage as well as what the employees are able to have access to. And top of mind really, again, is the employee experience, we\u2019re hearing that over and over again. And there really is, we\u2019ve gotten fluid with talent, right? It\u2019s, you know, you don\u2019t work for one industry anymore, depending on what your skill set is. So, there really is a war on talent, there\u2019s a rigor around grooming, like the best of the best. And really the need to better understand the voice of the employee. Because over these few years, as we\u2019ve gone through this transitional period, I think that these are really challenges that are very valid for mobility managers, things that they\u2019re dealing with every day.\r\n\r\nSo, one of the things I thought about is it\u2019s critical that HR and talent managers have access to programs that are actually going to support the individual needs of their relocating employees and their families, which ties into Lisa\u2019s sentiment around really making sure that there\u2019s an inclusive feeling that people feel truly supported. And really, what does that mean? And how do you know you\u2019re choosing the right types of support? And I think that we don\u2019t know, but your employees know. So, I think that one of the areas that intrigued me was that that whole core\/flex flexible ability designing what that means today, and an understanding where the choice can play a role in making our managers that are managing these mobilities, lives easier, as well as in really embracing what their employees need.\r\n\r\nAnd I think that, although we\u2019re always going to have some level of traditional mobility, we\u2019re definitely seeing a lot more interest in this area. And one of the things that I think is a payback for us is if you run the right program and you do it well, you\u2019re actually extending that and creating a new sense of value in your employees\u2019 eyes. I think that you\u2019re contributing to increase loyalty, talent retention, and I think that\u2019s really amazing. At the end of the day, are we really contributing to our company\u2019s return on investment? I think that we are. I think it\u2019s really important for us to think the full circle here and not just focus on one piece or another piece, but try to make it you know, holistic for the company and blend it with what the employee\u2019s needs are.\r\n\r\nandy: <\/strong>That\u2019s great. Thank you, Terri, and one of the points you made at the very start of your favorites\u2026 that you were talking about, how you were struck by the volume of respondents that mentioned, specifically supporting, personally requested moves by those employees. And tied into that experience piece, which is a really interesting piece that really struck, I think all of us on the call and the rest of our wider team as well that, obviously an employee requested move, something that would traditionally garner less support from the business because it\u2019s not necessarily a business-critical move where they are really encouraging someone to go, it\u2019s someone who wants to be in a different working location. But of course, potentially a microcosm of events, you know, the ways that people\u2019s priorities have shifted following pandemic restrictions, the way people are reevaluating their relationship with their employment and their willingness to work. And of course, the increased flexibility that technologies have allowed that allow people to work in more locations as well. I\u2019m really interested in observing what happens over the rest of the year, with the support of these personally requested moves, because based on those responses were more and more of the people who responded feel like it\u2019s going to be a factor in their mobility program.\r\n\r\nAnd it\u2019s really interesting that people are recognizing the value of supporting and retaining their talent, do we feel that maybe the level of support may change, you know, things that will help those people who are moving voluntarily be effective in their new roles, or where they\u2019re moving more quickly, or to make sure they stay satisfied, even though they\u2019re away from maybe the hub of their business? They stay engaged with the community and they stay engaged with their employer, I think it\u2019s going to be a fascinating development, especially when you combine it with some of our top reasons for why those companies are expecting growth in the mobility program in the coming years. Top three, number three, in fact, expansion into different markets. We know that in global economies, the areas the hubs that different businesses and different industries are focusing on, of course, driven by where they could grow where their customers will be next, where their talent is going to be next. So, those emerging markets as well, incredibly exciting for all of us, I\u2019m sure. So, Terri,\r\nyou go, please.\r\n\r\nterri: <\/strong>I was just going to add, so you\u2019re always sparking a thought for me! So, I was going to add that part of the dialogue that we\u2019re having really is around understanding what\u2019s new and different around an employee-requested move, there are different ways to tie that to the business. And employees could in some companies look at it as the employee has stepped forward for a position that actually exists. And they\u2019re applying for that position versus the business tapping them on the shoulder for that opportunity. Some clients think that\u2019s an employee-initiated move. Other employers may say that the employee has stepped forward to say, I would like for a family reason or other personal reasons to live and work from a different remote location, that might be an employee-initiated move. So, there are different reasons why these are coming about.\r\n\r\nBut I think tying it back to talent and what you\u2019re doing to listen to and respond to the needs of your talent. And the way you can connect with your employee base, to create that longevity in the relationship and really get that return from them is where it creates an opportunity for companies to think differently. So, one of the things that the team is going to be working on as a blog in the near future on this very topic. So, be on the lookout for that. And then the area of cost. We\u2019re going to be doing another session in this in this third season, really talking about cost effectiveness and ways that employers can look at redistributing the funds that they\u2019re using for relocation.\r\n\r\nandy: <\/strong>Wonderful. And obviously, with that globalization and that market expansion that leads into Lisa, some of your areas of expertise as well in the DEI space, we know that we had over 60% of the respondents there, they talked about focus on all areas of diversity, but just under a fifth within that said they were particularly looking at cultural diversity. So, how do you feel that might play into people moving into new markets as well? There must be a link that must be incredibly important as you\u2019re going to be exposing the people to new cultures that they\u2019re moving into as well. Right?\r\n\r\nlisa: <\/strong>That\u2019s absolutely, I mean, it\u2019s an exciting. I mean, the reality is that the reason the number one reason for people to move is that there isn\u2019t local talent available, right. But we also have seen some of our clients talking about the importance of underrepresented geographic locations as one reason for moving people that we want to, you know, increase the number of leaders from underrepresented geographic locations and cultural diversity in global organizations has been a priority for a long time. I mean, you know, cross cultural training has been part of the basics of an international assignment policy for a long time as well as language training. And those are still, you know, real high priorities for companies moving their employees around the world to recognize it\u2019s not just your technical skills, it\u2019s actually doing a great job when you get there feeling like you belong, being included in the new community.\r\n\r\nAnd so expanding cultural diversity and recognizing the importance of those priorities and those perspectives in developing new solutions in innovation in bringing people together. I mean, even within big markets, like the US, the UK, most countries, have cultural diversity is just expanding and being recognized as a reality. Right? So, that was a great stat that came out of this survey, as well as what is your main area of focus for better understanding and having more DEI confidence. And diversity of all kinds was the top finding, right, we were interested in knowing more about everything we want. We want to be more competent in our inclusive approach to things and understanding what different employee\u2019s needs are. But the cultural diversity was the second highest there, for sure.\r\n\r\nandy:<\/strong> Wonderful, and, of course, what people are doing in terms of culture or the \u201cS\u201d pillar of ESG overall, of course, fits into this renewed focus. And we see massive growth in events, we were all over the last 12 months, talking about how mobility programs are more heavily engaging with corporate ESG priorities as well. So, of course, you\u2019ll see us all\u2026. I feel like we\u2019re doing a lovely preview for the season! What\u2019s the next preview we have? We obviously are going to be doing lots of DEI focus sessions. But we will also be doing some very, very specific sustainability sessions as well, for the environmental portion of the ESG sides of things that corporates are looking at increasingly and filtering down into their mobility programs.\r\n\r\nSo again, look forward to future sessions, where we\u2019ll be talking about the environmental considerations, upcoming service innovations and ways that mobility programs as a part of a business can really be looking to contribute to what overall businesses are targeting in terms of not only their overall admissions calculations, but looking at what mobility\u2019s impact can be to the positives they can bring to this as well and how we can continue to move people in more sustainable ways. More of that to come, keep a pin in it right now.\r\n\r\nTo close us out for today, before we run out of time, I think obviously, for all of us, the big messages, the output from the survey is available now. It will be available in your show notes, it will be linked in anything where we share this podcast as well. Easily found on the Cartus thought leadership (Cartus Insights<\/a>) website. Please do go and take a read of it, there is an Executive Summary<\/a> if you want to have a quick view, there will be a Full Report<\/a> out if you have time for a more extensive read. The team have worked incredibly hard to make sure it is representative of our community and not just a single aspect of it. So, really, really excited for the insights that you will have.\r\n\r\nAs we leave, I\u2019m going to set you both the challenge for a final question. What do you feel you\u2019ll be most excited to be talking about in the coming year with clients, with new clients, existing clients, the rest of our community events? Where do you think some of the most exciting conversations are going to be coming from? Let\u2019s pick on Lisa first, you made eye contact, Lisa.\r\n\r\nlisa: <\/strong>One of them really ties into what you\u2019ve just been talking about Andy, which is just a strong recognition that aligning global mobility programs to corporate priorities, to the things that are exciting about being part of an organization and that is a lot of the ESG that is a lot of the sustainability initiatives and you know, making our world a better place and part of inclusion and making people feel like, \u201cYou knew I was coming, I feel like I belong here.\u201d\r\n\r\nWe know that we can\u2019t have global mobility policies and programs that exist in a vacuum that sound different from everything else in the company I\u2019m working in, and they really have to be aligned. So, I think that we are increasingly seeing companies making that connection and making their policies and programs feel more like the companies that they represent. And I just love seeing the ways that that\u2019s happening and how it\u2019s manifesting itself with some of our most creative and innovative companies that we\u2019re working with and out there in our industry. So that is going to be really exciting this year to see how it becomes more mature. In itself, just with DEI, we see that companies are less about just getting started and more about making progress. And so, you know, I just love seeing the progress and the way that our industry is embracing change and that\u2019ll be exciting to watch this year and be a part of.\r\n\r\nandy: <\/strong>Exciting times ahead. Right, as they master this great balancing act that we\u2019re talking about. And how about you, Terri, are you and your team looking forward to rolling up your sleeves and engineering all kinds of flexible programs? Or is there something else that you\u2019re gearing up for?\r\n\r\nterri: <\/strong>Absolutely! I am really excited about the conversations that we\u2019re having with clients. And I agree with Lisa 100%, that the connection that our mobility managers and our mobility teams are having with their organizations, and understanding how to connect to the culture and drive programs that are going to support their employees, their talent differently, of wanting to make sure that they\u2019re educating their employees around what they have to offer and supporting them, I know that we\u2019ve\r\nhad an increased interest in not only reviewing policies, but looking at ways to demonstrate that they\u2019re being\r\nthought about.\r\n\r\nSo, whether we\u2019re creating a destination website for an organization. One area that\u2019s gotten some piqued interest is intern populations, companies are starting to realize that it\u2019s not just getting the intern somewhere, giving them the opportunity to work with the organization, but understanding that demographic. It is not what they necessarily thought it was going to be. That those individuals may not have lived independently, up to this point in time. And that the way that they need to support them is different than just giving them a few benefits or a stipend to live someplace or connecting them with a few colleagues, but actually creating an environment where they\u2019re supporting their learning, and thus their connection with that organization. So, I\u2019m really excited to see the things that the conversation is shifting, you know, and I am excited about technology and the way that it supports humans, right, because we\u2019re in the human business. But ways that we can make our lives easier, our clients can make their lives easier, and connect us all a little bit further. So, great comments from everybody. But I\u2019ve really enjoyed participating in this conversation today.\r\n\r\nandy: <\/strong>Thank you, Terri. And you\u2019ve inspired a reminder of our entire season three theme here. Our theme for this season of the podcast is, \u201cManaging the process, moving the person,\u201d which I don\u2019t know, for me, it really hits on a lot of things you\u2019ve been talking about. We\u2019ve been talking about the hard metrics, the costs, the efficiencies, that technology we can bring to moves and how we really manage those processes. But at the heart of what I\u2019ve heard, both of you say is that people still remain the heart of the industry. They\u2019re the heart of the people that are moving and the corporates that we support. They\u2019re moving people, not boxes necessarily. And it\u2019s really good to always remember that human element as well. I think we\u2019re going to be talking about it a lot this season.\r\n\r\nDoesn't time fly! That\u2019s all the time we have today. Obviously, so much more we can cover in this survey, again, can't say too many times, I'd encourage anyone who even is remotely interested to go and read at least the Executive Summary, if not the entire thing. And if you really are time poor at the moment, then why not spend a few minutes taking a look at our infographic report<\/a>, exclusive to our listeners, which can be found on cartus.com\/podcast and provides a really nice snapshot of some of the high-level findings from our Cartus research.\r\n\r\nOnce you've taken a look, if there are questions that we haven't tackled, if there are insights that you have further interest in, get in touch. Get in touch with us, (including) the Cartus Consulting Solutions group, which Terri and Lisa are both a part of as well. You can get in touch with those guys directly if your corporate team has a project that you'd like to work on. Or if you just have a topic that you'd like us to discuss on a future podcast episode. You can contact us directly on that one at cartussolutions@cartus.com<\/a> or connect with any of us over on LinkedIn (Andy<\/a>, <\/strong>Lisa<\/a>, <\/strong>Terri<\/a>). We all have pages there. Until next time, though, thank you so much, Lisa, thank you so much, Terri. Been a pleasure talking to you. I'm sure I'll speak to you both again before the season is out. Thank you to everyone who's listening. And we will see you all next time.\r\n\r\nVisit cartus.com\/podcast<\/a> for more episodes of Mobility Matters.\r\n\r\n(END OF TRANSCRIPT)","rich_text_content2":"","title":"","sub_title":"","sub_text":"","display_primary_cta":true,"label_for_primary_cta":"","download_pdf_or_link":false,"download_pdf":"","download_link":"","primary_video_or_image":false,"primary_image":"","primary_video":{"video_title":"","video_type":"youtube","video_id":""},"rich_text_content3":"","secondary_video_or_image":false,"secondary_image":"","secondary_video":{"video_title":"","video_type":"youtube","video_id":""},"rich_text_content4":"","rich_text_header_with_bullet_points":"","left_section_content":"","left_section_video_or_image":false,"left_section_video":{"video_title":"","video_type":"youtube","video_id":""},"left_section_image":"","right_section_content":"","right_section_video_or_image":false,"right_section_video":{"video_title":"","video_type":"youtube","video_id":""},"right_section_image":"","category_title":"CATEGORY","tags_title":"TAGS","category_name":"","entry_title":"Cartus|PodcastBlog|mobility-matters-s3-e1-global-talent-mobility-survey-2024-the-great-balancing-act","publishing_date_blog":"2024-05-02 11:00:00","description":"Season 3 of Mobility Matters has officially launched. 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