Seven years after Tulsa Remote began paying workers $10,000 to move to their Oklahoma city, the experiment has become a case study in how relocation incentives can bolster a local economy and widen the workforce employers can tap. More than 4,000 workers relocated, contributing some $878 million in economic impact.
That success paved the way for Tulsa’s next act: helping employers tap global talent. Since launching in 2022, the Tulsa Visa Network has helped nearly 100 people from 34 countries secure visas, offering a practical model at a moment when costly H-1B visa fees and a more complicated immigration environment are forcing many employers to rethink how they recruit internationally.
Stan Khrapak, who leads the Tulsa Visa Network, says his program has seen steady demand this year from both individuals seeking visa support and small to midsize companies trying to navigate an increasingly complex system. Roughly half of those the program has helped are in STEM, he says, though the network is also supporting hiring in fields like finance and accounting.
Justin Harlan, managing director of parent program Experience Tulsa, says Tulsa Remote has attracted professionals whose remote jobs strengthen the community without displacing local workers—and that the Visa Network is built on the same premise.
“It’s highly skilled folks coming in [for roles] that companies often have a hard time filling at a local level, and it makes it very hard to argue whether this is adding something to the community.”
The bigger lesson for HR leaders is that Tulsa’s strategy is not really about cash incentives alone. It is about designing an employee experience that makes people want to live somewhere, stay, and build a life there, Harlan adds.
The Experience Tulsa program has expanded its offerings well beyond the original $10,000 and visa assistance. Participants now receive a $200 monthly health and wellness stipend, access to a free coworking space, and a remote-work certification course developed in partnership with NYU.
The organization also hosts community building events such as movie nights and dance lessons. That, Harlan says, is where many employers still fall short. Companies, especially those with hybrid or remote workforces or those trying to attract global talent, need to think intentionally about how employees experience life outside the office.
“Oftentimes, HR departments will give that lip service or do the quick and easy things that we’re accustomed to,” Harlan says. “But when companies do go out of their way to go above and beyond, I think it’s noticed and can make a big impact in terms of the quality of life that somebody has.”
Kristin Stoller
Editorial Director, Fortune Live Media
kristin.stoller@fortune.com
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