The Return Home: Why Returning Irish Emigrants Are a Hidden Talent Advantage for Employers 

As the demand for skilled professionals intensifies across Ireland, especially in engineering, construction, and finance, one often underutilised talent pool stands out: Irish professionals returning home. 

Driven by family ties, improved career opportunities in Ireland, and the rising cost of living in other countries, thousands of Irish professionals are coming back with international experience, mature skill sets, and a strong desire to settle and grow their careers here.  

For employers competing in tight talent markets, this group represents a smart, culturally aligned talent pool. 

Top Stats You Should Know 

The Returners 

 – Over 30,000 Irish nationals returned home in the year to April 2024 – a 17% year-on-year increase (CSO Ireland). 

 – Returnees are typically in their 30s, bringing 10+ years of international experience across sectors like construction, engineering, tech, and finance.  

 – Economist John FitzGerald, Irish Times, notes a common pattern: “Many young Irish people emigrate in their twenties and return in their thirties. Returnees often bring with them valuable international experience, enhanced skill sets, and a strong desire to settle and progress their careers in Ireland” (Irish Times). 

 – Returnees typically earn 10% more than stay-at-homes, indicating high-skilled and high-value talent returning home.

The Market 

 – Ireland is near full employment (CSO). Unemployment stands at just 4.0%, well below the EU average of 6.1%.  

 – The skills gap remains acute. The most recent Labour Market Monitor report Q2, 2025, from ERI/IPSOS B&A, identifies shortages in Construction, Nursing, Engineering, Accounting, and Software Development. 

 – This report also notes a growing sense of risk aversion to move among candidates already in jobs, leading to longer tenures in roles compared to even as recent as 2022, making it harder for employers to attract good talent. 

 – 13% of Irish job seeker interest came from abroad in 2024(Indeed). This is a record high. Applications for work permits also hit a record high last year, with 39,390 permits issued (+27% yoy).  6,500 of these permits were in the IT and Comms tech area.  

SPOTLIGHT ON:  

Finance & Accounting: Returning with International Edge 

In forecasting trends for 2025, the IFSC.ie expects a sustained influx of expats returning to Ireland. In finance, returners offer a competitive edge through: 

 – Exposure to global regulatory environments (especially from London and North America). 

 – Strong experience in financial planning, audit, risk, compliance, and reporting. 

 – Ambition to join growing Irish firms and contribute long-term. 

With talent shortages in mid to senior finance roles, returning professionals can often step in quickly, minimising training time and adding value from day one. 

Conor Hackett, Principal Consultant – Accounting & Finance:
“We are seeing an increase in Irish professionals returning, mainly from London, Australia, and Canada. Family is the main driver, often starting families or wanting to be closer to home. However, opportunities and pay in Ireland don’t always compare to London, so some professionals are splitting time – commuting weekly from Dublin to London. Employers could do more by widening their advertising and social media focus, strengthening employer branding, and offering greater flexibility in the hiring process.” 

Construction: Skills Gaps Meet Global Experience 

Ireland’s construction sector is facing a well-documented labour shortage. From housing to data centres and infrastructure, projects are ramping up, but skilled professionals are in very short supply. For employers, this means that competition for returners with construction expertise will only intensify as project pipelines grow. 

We’re seeing strong interest from: 

 – Engineers and Quantity Surveyors returning from the UK, Australia, Canada, and the Middle East. 

 – Site Managers and Safety Officers with experience on large-scale international projects. 

 – Civil and Structural Engineers motivated to return for family and quality-of-life reasons. 

Mark Kelly, Senior Consultant – Construction & Engineering:
“We’ve seen a noticeable increase in construction professionals returning, though numbers are still limited due to housing availability and rising living costs. Candidates are drawn by Ireland’s strong project pipeline and long-term stability. Family and career progression remain key motivators. 

 – Returnees bring international experience delivering complex builds, exposure to high safety standards, and adaptability to diverse teams – allowing them to contribute quickly on-site. Employers can attract and retain this talent by highlighting project pipelines, structured onboarding, competitive packages, and short-term relocation or accommodation support. 

 – For employers looking to hire in the next 6–12 months, plan ahead: showcase long-term growth, move quickly in the hiring process, and provide reassurance on career stability and practical support, such as accommodation assistance, to secure these highly skilled candidates.” 

Paula Coffey, Principal Consultant – Sales & Marketing:

“The number returning is still small, but the UK and Australia are the most common locations. Again, family is the consistent theme. For employers, flexibility is key – many returners come from places like Australia with excellent work-life balance. Offering flexible schedules or hybrid arrangements can make Ireland more attractive.” 

Anca Antonica, Principal Consultant – Information Technology:

“I’ve noticed a steady increase in Irish professionals returning, mainly from the UK, the Middle East, and the US. Family ties and quality of life are the strongest motivators, with the added benefit that remote and hybrid work makes the move home more feasible. These candidates bring not only international experience but also diverse perspectives, adaptability, and often valuable language and cultural skills. 

While some employers are starting to adapt, more could highlight flexible arrangements – for example, hybrid models with limited office days, relocation support, and clear career progression – to truly appeal to returnees. From my conversations, flexibility is the real differentiator. Clients who offer competitive packages alongside strong career development pathways will stand out against global opportunities and be best positioned to secure this talent.” 

Poll Results: Why Are Irish Professionals Coming Home? 

We asked our LinkedIn community: What is the main reason you (or others you know) are choosing to return home to Ireland for work? 

👨‍👩‍👧 Family & friends, including schooling for children – 41% 

💼 Career opportunities – 26% 

🌍 Quality of life – 20% 

💻 Remote/hybrid – 13% 

This aligns with what our consultants hear daily: family first, but opportunity and lifestyle matter too. This mirrors broader research, reinforcing that while family is the emotional driver, career progression and workplace flexibility are often the deciding factors. 

To Recap:  

Why Are They Coming Back? 

As mentioned by our Principal Consultants, our conversations with returning candidates, backed by market data, show four consistent motivators: 

 1. Family & Lifestyle: Raising children closer to extended family, schooling considerations, and enjoying a better work-life balance in Ireland. 

 2. Rising Costs Abroad: Higher living costs abroad make Ireland more attractive again. Housing and childcare costs in London, Sydney, and San Francisco are considerations encouraging Irish professionals to reassess long-term career plans. 

 3. Improved Local Opportunities: Ireland’s economy is strong with growth across construction, finance, engineering, and tech. 

4. Remote & Hybrid Work: Flexibility makes the move easier to plan and sustain.

What Employers Can Do 

To tap into this growing group of skilled returners: 

 – Use returner-friendly messaging: e.g., “We welcome applications from Irish professionals currently abroad.” 

 – Streamline your hiring process: Offer remote interviews, flexible scheduling across time zones, and clear, timely feedback to keep returning candidates engaged. Many are still employed abroad and planning logistics around family moves – so a smooth process can set your role apart from the others. 

  – Highlight flexible onboarding options: From relocation support to phased or flexible start dates, helping candidates manage the logistics of an international move. 

 – Speak to recruiters connected to the Irish abroad: Many of our candidates come to us in the early stages of planning a move back. E-Frontiers is in regular contact with returners actively planning moves in Q3-25 and Q4-25 through our international offices in London, Madrid, and New York. 

 – Consider offering ‘soft landing’ roles: Contract or project-based roles can be a useful bridge for returners to transition smoothly back into the Irish market. 

Final Thought 

As the Irish economy remains strong and demand for talent continues to grow, returning Irish professionals offer a rare combination of international experience, cultural alignment, and long-term commitment. They’re looking for meaningful work, long-term careers, and a chance to re-establish roots in Ireland – and the right employers will benefit from their skills, commitment, and perspective.  

Whether you’re building construction teams or hiring across finance, engineering, software development, and tech, this is a talent pool worth targeting now. 

Need help finding skilled returners for your business?
E-Frontiers is actively working with Irish candidates planning their move back home and has recruiters on the ground across the UK, EU, and the USA.
 

Get in touch to access this talent before your competitors do. 

Nigel Bolger – Commercial Manager – nigel.bolger@e-frontiers.ie

Are you a candidate returning to the Irish job market?

Please get in touch for advice  – Alexandra Pop – Recruitment Operations Manager – alexandra.pop@e-frontiers.ie