Relocation companies · Logistics
Be on the HR head's panel before the next senior transfer lands on their desk.
A global mobility manager at an engineering firm in Pune has a director moving to Singapore in eight weeks and a new graduate batch posted to Chennai. Search is the last resort: the manager asks a peer, checks the existing vendor panel, and goes outside only when the panel has failed. The relocation company on that list is already known.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A relocation company manages a person's move for an employer, from home search and school search to visas, household shipment and settling in, within India or across borders. Marketing builds trust with HR heads and global mobility teams. Sales moves from one pilot transferee to a panel place and a standing relocation policy.
The employee and the HR team are different customers. HR buys on service quality, compliance and cost control, while the transferee judges on whether the flat, school and movers were sorted. A relocation company that speaks to both, in the voice of someone who has actually done a Singapore posting, gets shortlisted.
Last updated 18 Oct 2026.
How buyers decide
How relocation companies are chosen.
Panels are decided by HR, global mobility or the CHRO's office, with finance and procurement alongside. They ask about coverage by city and country, partner network, duty of care, data protection, billing structure and escalation. Large employers run RFPs. Mid-sized firms and Indian companies with only a few transfers a year choose on recommendations.
For an international move the destination end is handled by a partner abroad in many cases, so HR asks who that is. Immigration, tax and visa matters depend on the country and the employee's case, so firms make clear who advises and who coordinates. Buyers also check how the company treats the employee under stress.
The problem
What usually goes wrong for relocation companies.
What owners tell us on the first call, in their words.
“We are known by two HR managers”
Most of our work comes from a handful of long-standing clients, and a change of HR head puts a panel place at risk.
“Buyers confuse relocation with packers and movers”
They see the move and not the service around it: housing, schools, settling in and paperwork.
“We cannot name our clients”
Employers will not allow their name on a case study, so proof stays thin.
“Panel RFPs ask the same questions each time”
Each response is written afresh and answers vary from one bid to the next.
“Transferees judge us on one bad day”
A delayed shipment or a wrong flat ruins our rating inside the company.
“Domestic and international teams do not share leads”
A client talking to one team about Pune does not hear about our London service.
What we do
What we do for relocation companies.
Everything included for relocation companies.
An HR-facing service page
A page that lists what you coordinate, what partners deliver and what the employee or the employer must arrange themselves, in plain terms.
City and country pages
Pages for the cities and countries you handle, covering housing areas, school options and practical points such as rental practice.
A panel application kit
A ready set of company details, insurance, data protection practice, references and a sample of what an employer receives about a transferee's move.
Masked case stories
Write-ups of the situation, the plan and what the employee and HR experienced, with names and figures removed or approved.
A relocation guide for employees
A downloadable guide for transferees on the steps of a move, with your contact for questions.
How the result is measured
- Named employers that took a meeting with your senior person
- Panel applications submitted and results
- Pilot transferees handled
- Pilots that became standing arrangements
- Referral introductions received
- Enquiries from individuals paying themselves
Recorded as a baseline before work starts, so every later report has an honest comparison.
Every service, written for relocation companies
Each has its own page: what it involves for relocation companies, what you get, and what it is measured on.
- Lead generationFind the employers who post people every year and reach the person who owns the policy.
- SEOBe the page an HR manager finds when the panel vendor has failed and a search begins.
- Social media marketingShow HR heads you have done the posting before, on the platform where they already read.
- Content marketingWrite the guides an HR manager forwards to a colleague before the next transfer.
- Buyer personaWrite for the HR head, the mobility manager and the transferee as three different buyers.
- CRMKeep every employer, contact and pilot in one record that outlasts an HR head.
- Follow-up systemsFollow up on the schedule of the employer's transfers, not your own diary.
- WhatsApp marketingUse WhatsApp for the moves in progress and keep it separate from HR sales messages.
- Digital marketingPlan your digital work around a handful of employers and a handful of moves.
- WebsiteBuild a site that answers the HR manager's panel questions before they pick up the phone.
Worth a page and a campaign of their own
Domestic relocation for transferred employees · International assignment relocation support · Home search, lease and settling-in services · School search and admissions guidance · Household goods shipment coordination · Destination and departure services through partners · Policy design and cost tracking for HR · Temporary housing and cultural orientation
Priority campaigns
Campaigns for what relocation companies most want to sell.
Each one planned around when your buyers decide, and measured against the baseline.
Named-account outreach to HR and mobility heads
A list of employers with regular transfers, with the right contact in each, and messages written around the posting season and policy review.
Policy review conversations
Short conversations with HR teams about how they set relocation allowances and what they track, led by your senior person.
Referral from movers, immigration advisers and housing partners
A structured introduction programme with the providers your clients already deal with.
Campus and graduate-batch posting campaign
A campaign aimed at companies posting graduate batches to new cities, built around one simple group package: shared housing search, a joining-day checklist and one point of contact.
Beyond search
Where we reach buyers of relocation companies, beyond Google.
Search matters, but it is rarely the only way this industry's buyers find a supplier.
HR heads and global mobility managers
Employers that post people every year are listed, and the message goes to whoever owns the relocation policy, not to a general HR inbox.
Procurement and admin teams
Procurement checks the GST registration, insurance cover, data-protection terms and invoice format before a vendor is added, so the kit has to answer those in order.
Immigration and tax advisers
A transferee speaks to a visa consultant or tax adviser alongside the relocation company, and that adviser can say where the two roles meet.
HR forums and associations
City HR forums and professional bodies, where a short talk on duty of care for a transferee's family suits the audience better than a sales pitch.
Who it is for
This is written for these relocation companies.
- IT services and global capability centres posting staff across India and abroad
- Manufacturing and engineering firms moving plant managers
- Banks, insurers and consulting firms with regular transfers
- Multinational subsidiaries in India with inbound expatriates
- Universities and research bodies bringing in visiting staff
- Startups making their first senior hire in another city
- Government and public sector undertakings with posting rules
- Individuals paying for their own overseas move
Not for
It is not the right fit if.
- You want a guaranteed Google ranking or a guaranteed number of leads. Nobody honest can promise either.
- You need enquiries by next week and have nobody to answer them.
- You want posts and reach reported, not enquiries and orders.
How it works
How the work runs for relocation companies
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 1
Separate what you do from what partners do
Your coordinators and sales people explain what you actually do for an employee and what you buy in from partners.
- 2
Choose the employers
The industries and company sizes you serve best are agreed with you, and the named accounts to pursue are listed.
- 3
Write the proof
Service, city and country pages, masked cases and the panel kit are drafted, and your operations team approves the facts.
- 4
Begin conversations
Outreach and partner introductions begin, with each account's stage recorded.
- 5
Check the panel pipeline
Your sales head reviews which accounts are close to a panel place and which have gone quiet, and the next move on each is agreed.
Where this fits
Three pieces of sales work, in this order.
GullySales builds every engagement from three pieces of sales work. This page is not one of them, but the same three steps apply to the business behind it.
Step 1
Sales audit
Find where deals are being lost and what to fix first.
Start here if you cannot say where orders are lost.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
Step 3
Sales management
A target, a review routine and someone who owns the number.
Start here if the team has targets and no routine.
FAQ
Questions relocation companies ask before they call.
Not here? More answers, or ask on WhatsApp.
How do we differ from packers and movers online?
Can we talk about visas and tax on our site?
How do we show proof without naming clients?
Do we need a separate site for individual customers?
Can you win us a panel place?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
Part of Logistics. See the other industries in the sector.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.