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Relocation companies · Lead generation

Find the employers who post people every year and reach the person who owns the policy.

Lead generation for a relocation company means building a list of employers with regular transfers and reaching the global mobility manager or HR head who decides the vendor panel. GullySales works on that list, the first message to each contact and the record of where every account stands.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

Realistic editorial illustration of freight and transport companies at work in India

What lead generation means

Lead generation is the combined work of every channel that brings in a new enquiry, whether from search, adverts, referrals or a stall at an exhibition. GullySales runs these channels together and reports the number of enquiries each one produced, not the activity behind it.

Also for relocation companies

Sales and marketing for relocation companies, the overview.

Last updated 18 Oct 2026.

For relocation companies

Where it usually goes wrong, and what we would do.

  • “The buyer is a named person, not a search”

    A mobility manager with a director moving abroad does not type a query into a search box. They ask a peer or open the vendor panel. Lead generation here is a researched list of employers and the right contact in each, not an advertisement waiting to be found.

  • “Transfer season creates the opening”

    Graduate batches are posted to new cities, senior moves follow a policy review, and a new HR head reviews vendors in the first months. A message that arrives as one of these happens is read. The same message in a quiet period sits unopened.

  • “A pilot move is the real first lead”

    Few employers hand over a full panel place on a first conversation. They try one transferee. The lead is only half won at that point, so the work is planned to carry a pilot into a standing arrangement instead of closing the file when the move ends.

  • “The individual customer is a separate lead”

    A person paying for their own overseas move searches in a different way from an HR buyer and wants different reassurance. Mixing both into one enquiry form loses the individual and annoys the HR manager.

What we do

What we deliver for relocation companies.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. A named-account list

    Employers sorted by how often they post people, with the owner of the relocation policy identified in each and the source of that name noted.

    Result: You can see every target employer and who to write to.

  2. A first message per account

    A short note for each contact, written around that employer's posting pattern and the service you would offer, not a general introduction.

    Result: Each contact receives something specific to their own transfers.

  3. A pilot offer written down

    A plain description of what a single trial transferee receives, what the employer sees afterwards and how a pilot becomes a standing arrangement.

    Result: An HR manager can say yes to one move without a procurement process.

  4. A separate route for individuals

    A page and form built for a person paying for their own move, kept apart from the employer pages.

    Result: Individual enquiries reach a different person from HR enquiries.

  5. An account stage record

    Each account marked as listed, contacted, met, in pilot or on panel, with the next step beside it.

    Result: The sales head sees which accounts have gone quiet.

How the result is measured

  • Enquiries generated
  • Cost per enquiry
  • Enquiries by source

Recorded as a baseline before work starts, so every later report has an honest comparison.

Read the full demand and lead generation page

What to capture

Record these about each employer before the first message goes out.

Owner of the relocation policy
The mobility manager or HR head who signs the vendor panel, with where the name came from, so the first note goes to a person who can say yes.
Where the employer posts people
The cities and countries staff are sent to, so the opening line talks about Singapore or Chennai instead of relocation in general.
Current panel vendors, if known
Who already holds the place, which tells you whether you are offering a second option or replacing a vendor that has failed.
Season of graduate postings
The point in the year a batch is moved, so a note about a pilot reaches the manager while the batch list is being drawn up.
Pilot offered, accepted or declined
Whether one trial transferee was proposed and what came back, so a declined pilot is not offered again in the same words.

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 cannot yet describe what a single trial transferee receives, so an HR manager has nothing small enough to say yes to.
  • Your domestic and international teams are not talking, so a lead from one team would be handed to the other with no context.

How it works

How the lead generation work runs

The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.

  1. 1

    Understand your capacity

    We ask how many enquiries your team can answer well, who answers after hours, and what a good enquiry looks like. Without this, the system fills a funnel nobody is watching.

  2. 2

    Audit current sources

    We read your call log, WhatsApp chats, enquiry sheet and platform dashboards. The baseline is recorded: enquiries by source, reply time, conversion and cost per order.

  3. 3

    Strategise the channel mix

    Search and maps are chosen for people ready to buy, ads for people who are not yet looking, and content and referrals for trust.

  4. 4

    Implement capture and follow-up

    Pages, forms, tags, the lead record and the first-reply message are built and tested end to end. We submit test enquiries ourselves before any media money is spent.

  5. 5

    Measure and optimise

    Enquiries are traced to source and judged by what became orders, not by volume alone. Channels that fill the sheet with poor enquiries are cut back. How often you are reported to is agreed in writing.

Where this fits

Three pieces of sales work, in this order.

This work sits inside sales process design, at stage 1, prospecting and lead generation. The audit comes before it, and sales management keeps it running.

  1. 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.

  2. Step 2 · you are here

    Sales process design

    One written way to sell, from first enquiry to repeat order.

    Start here if every salesperson sells differently.

  3. 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.

Tell us what you need Your brief is read before we call. Scope, fee and term in writing.

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Should we buy leads from a database?
A purchased list gives names, not the owner of the relocation policy. Use it only as a starting point, then check each contact before writing. Wrong contacts in HR teams mean messages that never reach a decision maker.
How do we know which employers post people regularly?
Look at the companies with several offices, plants or capability centres, read their job postings across cities, and ask your existing clients who else they know. The list is built from evidence, then confirmed in the first call.
Can you promise a number of panel places?
No. The employer decides, and we do not promise leads or places. We prepare the list, the messages and the follow-up record so that no conversation is lost.
Do we start with international or domestic employers?
Start with the employers whose posting pattern you already understand from past moves. A firm that sends people to a city you have handled many times gets a specific note, while a firm you know nothing about gets a generic one that HR managers set aside.
How much does it cost?
There is no price list, because the work differs by business. The fee is scoped after we have read your brief and spoken to you, and put in writing before anything starts, split into our time, your media spend and production.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
How soon will we see results?
It depends on the trade, the channel and what is already in place. After we have read your brief and spoken to you, we say what we would expect to move first and how it will be measured against the baseline. Nothing here is guaranteed.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever this work touches, such as your website, your accounts or your enquiry record, and time with the people who handle your enquiries.
What if we are not happy with the work?
Tell us and the plan changes. Everything is reported against the baseline, so a number that is not moving is visible to both sides. The term is in your written scope, and the refund and cancellation policy sets out the rest.

More for relocation companies

Everything else we would do for you.

Closest to this: leads and follow-up

Also for relocation companies

Or start from the overview: sales and marketing for relocation companies.

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