Searching for a job in a city you do not yet live in adds a layer of complexity that most candidates underestimate. Employers often prefer local candidates because it removes relocation uncertainty. Here is how to position yourself as a serious contender even when you are not yet there.
State Your Relocation Plans Clearly in Your Resume and Cover Letter
Ambiguity about your location is a red flag for hiring managers. Address it directly in your cover letter: “I am relocating to Chicago in April and am actively searching for roles that will coincide with my move.” This removes the concern that you might back out or require expensive relocation assistance.
Use a Local Address If You Have One
If you are moving in with family, subletting, or have any foothold in the new city, use that address on your resume. A local address immediately removes the friction of an out-of-state application. If you do not have a local address, the cover letter disclosure is your best alternative. For more on this, see our guide on find a job in a new city before you move.
Offer to Interview on Your Own Dime
For early-stage interviews, offer to come to the city at your own expense. This signals seriousness and removes the cost concern employers sometimes have with out-of-town candidates. “I will be in Chicago the week of April 15 and am happy to come in for a conversation” turns a potential objection into a non-issue.
Build Your Local Network Before You Arrive
LinkedIn is useful here. Search for people in your industry in the target city and start making connections now. Attend any virtual events or webinars run by local professional organizations. Starting to build a local network before you arrive means you have warm contacts to tap when you get there.
Target Companies With Strong Relocation History
Some companies routinely hire from out of state and have established relocation support. Research which companies in your target field and city have a history of relocating talent. Larger companies with national recruitment are more accustomed to this and less likely to pass on strong out-of-state candidates. For more on this, see our guide on balance a job search with a full-time job.
Read next
- How to Use LinkedIn for Your Job Search Effectively
- How to Job Search While Still Employed
- How to Deal With Job Search Burnout
Frequently Asked Questions
How long does a recruiter spend looking at a resume?
Recruiters typically spend 6-10 seconds on an initial scan. They look for job title relevance, company names, and whether the most recent role is at the right level for the position.
What do recruiters look for first on a resume?
Most recruiters look first at your most recent job title and company, then check dates for gaps or progression, then assess whether the experience level matches what they need.
Should I include a summary at the top of my resume?
Yes, for experienced candidates. A 2-3 sentence summary that speaks directly to your target role helps recruiters understand your value instantly.
How many bullet points should each job have?
3-5 bullets for recent roles, 1-2 for older ones. Each bullet should describe an accomplishment or outcome, not just a task or responsibility.
The visible job market, meaning the postings on LinkedIn and Indeed that everyone can see, represents only about a third of available opportunities at any given time. The other two-thirds exist in conversations that happen before a role is posted, often because a manager told their network they are planning to hire, or because a company is considering creating a new position. Getting access to that hidden market requires a proactive outreach strategy, not just application tracking.
A common mistake I see job seekers make is treating their search like a numbers game. Sending 50 generic applications a week feels productive, but the conversion rate is often less than one percent. Sending ten targeted, customized applications to roles where you have a genuine connection, a referral, or a specific point of differentiation will almost always generate more interviews and better outcomes.
Tracking your applications in a spreadsheet is not optional, it is essential. Document the company, role, date applied, and contact name for every application. Follow up on every application where you have a specific contact. Set a calendar reminder to check in seven to ten days after applying. Candidates who follow up thoughtfully get callbacks at a significantly higher rate than those who apply and wait. For more on this, see our guide on stay motivated during a long job search.
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