Horry County, South Carolina

• Income gap: Households earn meaningfully less than the national median, which directly affects retail demand, housing absorption, and tax base.
• Talent gap: Bachelor's-or-higher attainment trails the national average by 8.6 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 49 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Accommodation and Food Services employs 30,947 workers (27.5% of tracked sectors), at an average wage of $29,747.
• Economic scale: Regional GDP of $22.8B (2024).
• Wage stratification: Finance and Insurance averages $89,675 while Arts, Entertainment, and Recreation averages $27,624, a 3.2x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Scenic and Sightseeing Transportation concentrates at 3.85x the national norm, strong concentration that anchors the local economy and supports supply-chain attraction strategy.
• Cluster depth: 10 sub-sectors register LQ ≥ 1.5, suggesting an interconnected industrial base rather than reliance on a single employer or sector.
• Attraction whitespace: 8 sub-sectors register LQ < 0.5, candidates for diversification or recruitment depending on labor-market fit.

• In line with national: Home value to income ratio of 4.3x sits near the ~4.1x national average; affordability is neither a clear advantage nor a recruitment friction.
• High home ownership: 77.3% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 27% vacancy rate. In resort, rural, and seasonal markets much of this is recreational/seasonal (second homes), not available supply; confirm the vacancy-by-reason split before treating it as a redevelopment opportunity.
• Affordable rent tiers: 3 of 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$1,672/mo).

• Succession risk is real: 28.2% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Low participation: 54.8% labor force participation suggests untapped capacity; workforce development programs may unlock supply.
• Talent pipeline: 6 regional institutions feed the workforce; the top three combined produce 20,095 annual credentials.

Horry County shows meaningful potential for scenic and sightseeing transportation attraction, with a 3.85x concentration and 109 jobs in this sub-sector. Near-term succession risk is elevated, with 28.2% of the working-age population within 10 years of retirement age.

The interconnected base across scenic and sightseeing transportation, accommodation, and clothing, clothing accessories, shoe, and jewelry retailers creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.