A global agricultural company is building a new research and development centre in China to foster food security, improve crop protection solutions and advancing generally agricultural innovation more broadly. However, recruiting talented graduates remains difficult, as many prefer to pursue careers in major cities or established universities, leading to a concentration of talent in urban centres. At the same time, semi-urban regions offer unique opportunities such as lower living costs, targeted government support, and the chance to contribute directly to national agricultural priorities.

The thesis uses both a review of the literature, interviews and surveys with university experts, students, and company staff. It looks at what affects the job choices of early-career researchers in China and finds structural problems that make it hard to hire talented people outside of major cities. The study looks at how attractive a region is, how well a company brands itself, and how it can form strategic partnerships with universities.

The study shows that young researchers in China care about more than just good pay and career growth. They also care about job security and a good work-life balance. The company's location in a semi-urban area is a challenge because many applicants turn down job offers because of family issues and poor transportation links. But government incentives and planned improvements to infrastructure make things look better for the future. Graduates are also more and more interested in smart agriculture, which fits with the company's focus on innovation. There are six main suggestions: Make university branding stronger, offer mentorship and clear career paths, encourage international exchanges, make the benefits of housing and mobility more clear, increase the number of internships, and offer flexible work schedules. These steps help the company become a desirable employer in China's changing R&D landscape and build a talent pipeline that will last.