Coming Home Shouldn’t Be This Hard: ‘Local Experience’ Barriers For Returning Expat Professionals

Professional woman in suit sits in airport with tablet and suitcase

As an Executive Recruiter with 17 years of experience, I’ve seen countless candidates struggle with the ‘local experience’ hurdle. It’s a frustrating and outdated mindset that unfairly discounts the immense value of global experience. I know this firsthand – not just from the professionals I work with, but from my own journey moving to Australia and confronting the same barriers.

Expats return home with world-class expertise, diverse networks, and fresh perspectives, yet too often, they’re met with reluctance rather than recognition. Employers hesitate, questioning whether their overseas experience translates to the local market. This bias is costing Australia access to exceptional talent and limiting its own competitive edge in a global economy.

The Harsh Reality for Returning Expats

New research confirms what many of us already know: coming home isn’t easy. The Advance Global Australians Report 2025 reveals that while 95% of Australian expats would like to return, only 15% have concrete plans to do so. The barriers are significant – cost of living, social reintegration, and, most notably, career setbacks.

A staggering 68% of surveyed expats cite the challenge of rebuilding their professional networks as a major deterrent. The reality is that many returning professionals struggle to find roles that match their skill level and experience. Instead of being embraced for their global insights, they often find themselves being questioned – why did you leave? Do you really understand the Australian market anymore? Can you adapt back?

‘Missing Years’ or Valuable Experience?

This attitude is something Cassandra Kelly, a highly accomplished global business leader, has encountered firsthand. After building an extraordinary career overseas, she returned to Sydney for family reasons, only to find that her international achievements were not fully appreciated. “Employers don’t necessarily embrace the life and work experience gained while overseas,” she says. “At worst, international experience can be seen as a negative – like missing years, the lost years.”

I see this pattern repeatedly in my work. Expats with incredible track records – who have led businesses, managed international teams, and driven major projects – are overlooked in favour of candidates who have never left the country. This is not a talent issue; it’s a mindset issue.

Time to Change the Narrative

Kate McQuestin, CEO of Advance Global Australians, agrees that returning professionals should be recognised as assets. “They are critical for ensuring Australia’s competitiveness, innovation, and influence in a globalising world,” she says. The report calls for clear pathways to reintegration, dismantling misconceptions, and leveraging the immense value these individuals bring home.

This sentiment is echoed by expat entrepreneur Paul Harris, who left Wagga Wagga for London 23 years ago with little more than a borrowed few thousand dollars in his pocket. Now, he runs Vibe Teacher Recruitment, a firm that employs over 100 people and places 2,000 teachers per day in British schools. His business has won prestigious awards, yet despite his success, the idea of returning home presents challenges. Like many others, he’s weighed up the reality and concluded he’s better off staying abroad.

What Needs to Change?

So, how do we fix this? It starts with employers shifting their perspectives.

  1. See global experience as an asset, not a liability. International exposure fosters adaptability, leadership, and innovative thinking—qualities any organisation should value.
  2. Stop prioritising ‘local experience’ over global expertise. The world is interconnected, and business is increasingly borderless. Employers who fail to leverage global talent risk falling behind.
  3. Create structured pathways for returning professionals. Industries should take active steps to welcome expats back into the workforce, whether through targeted hiring initiatives or networking programs.
  4. Recognise and celebrate achievements abroad. Australia needs to take pride in its offshore talent, rather than making them feel like outsiders upon their return.

Let’s Welcome Expats Home

Australia has an opportunity to redefine its approach to returning talent. Expats are not outsiders; they are Australians who have broadened their horizons and gained invaluable experience. It’s time we stop making it so hard for them to come home.

Employers, let’s start recognising the immense value of global experience and welcome these professionals with open arms – not closed doors.

Eva Grabner
Managing Director

Elite Executive Pty Ltd

www.eliteexecutive.com.au

Cairns | Brisbane

Eva has been working in the executive and professional recruitment industry for over 17 years and is the sole owner of Elite Executive, a successful QLD based executive recruitment firm. She is a highly professional and driven Managing Director and Principal Recruiter with a wealth of recruitment experience across a multitude of industries. Her previous experience includes executive leadership and senior management-level operational roles throughout the world.

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