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Relocation companies · Social media

Show HR heads you have done the posting before, on the platform where they already read.

Social media marketing for a relocation company means sharing practical knowledge of moves with HR heads, mobility managers and transferees on the platforms they use. GullySales works on LinkedIn for the employer side and on short, useful posts for transferees.

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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 social media means

Social media is the ongoing posting your business does on platforms such as Instagram, Facebook and LinkedIn to stay visible to customers and prospects between purchases. GullySales plans a posting calendar, writes captions and designs the images so the page looks active and answers what a visitor would ask.

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.

  • “LinkedIn is where the buyer reads”

    HR heads and global mobility managers follow peers and industry voices there. A post on settling a family into a new city, written by a coordinator who did it, is read. A stock image of a globe is scrolled past.

  • “The coordinator is the best author”

    Your coordinators know which landlords ask for what, which schools have waiting lists and what goes wrong at customs. Posts in their words carry a credibility the sales team's posts cannot, as long as no client or transferee is identifiable.

  • “Clients cannot be named”

    Employers do not allow their name on a post and transferees have not agreed to be a story. Posts therefore teach a situation and a lesson, with details changed, and never show a family or a flat belonging to a real client.

  • “Transferees go to groups and forums”

    A person moving to a new country joins city groups and asks questions there. Answering those questions with accurate, plain information builds a name, provided you check the platform's current rules on promotion before posting.

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 LinkedIn profile for the company and the founders

    Profiles that say what you coordinate and for which kind of employer, with the senior person's experience written plainly.

    Result: An HR head who clicks through reads a clear description.

  2. A bank of post ideas from coordinators

    Situations your coordinators have handled, turned into short posts with all identifying details removed or approved.

    Result: Each post can be traced to a real situation your team handled.

  3. Posts for the posting season

    Content written to appear as graduate batches are posted and as policy reviews begin.

    Result: Posts line up with the moments employers think about moves.

  4. Transferee-facing posts

    Short, practical posts on housing areas, school search and settling in, for people moving to a city you handle.

    Result: A transferee finds a useful answer on your page.

  5. A comment and message routine

    A simple way for your team to reply to comments and respond to messages from HR contacts, recorded against the account.

    Result: No message from an HR contact sits unanswered.

How the result is measured

  • Posts published
  • Engagement rate
  • Enquiries from social profiles

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

Read the full social media marketing page

Posts and pieces to plan

Plan posts around moves your coordinators have handled, with names removed.

A masked move told from the coordinator's desk
A LinkedIn text post on one hard step, such as a school seat found in a month with no vacancies, with the employer left unnamed and the transferee unidentified.
What a mobility manager should ask a vendor
A short carousel of questions a panel reviewer can use, which HR readers save and forward to a colleague.
A city moving note
A post on one destination's rental practice or school admission pattern, written by someone who has been there and checked against current local rules.
Founder note on the posting season
A plain post from the founder explaining when graduate batches move and what the company prepares before them, with no client named.
A reply to a transferee question
A public answer in a forum or group about the first week after arrival, short and free of a sales line.

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.

  • No coordinator is willing to write or review posts, so the page would carry only generic relocation advice any competitor could copy.
  • Your clients forbid any mention of them and you have no masked story to tell, so posts would have no proof behind them yet.

How it works

How the social media 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

    Confirm audience, platforms and access

    We note which platforms your buyers use and check that the pages sit under your own business accounts, with you as owner and us as added roles.

  2. 2

    Review the current presence

    We read the existing pages, the posts that drew replies and the gaps in posting.

  3. 3

    Build the calendar

    Themes, formats and dates are set out for your approval, with space for offers and news.

  4. 4

    Create, approve and publish

    Posts are made, approved by you and scheduled. Replies to the public are handled in your voice.

  5. 5

    Record enquiries and adjust

    Enquiries are logged against the post or platform where they began, and the mix changes to follow what brings them.

Where this fits

Three pieces of sales work, in this order.

This work sits inside sales process design, at stage 0, foundation. 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 post on every platform?
No. Choose LinkedIn for employers and one platform where transferees look, and keep both active. A neglected profile on every platform looks worse than two well kept ones.
Can we share a transferee's thank-you message?
Only with the transferee's written consent and the employer's approval, since the employer may not wish to be identified. When approval is missing, describe the situation without names or photographs.
Should the founder post personally?
Yes, where the founder is comfortable. HR buyers want to know who runs the company that will handle their staff's families, and a personal voice answers that better than a company page.
Can a transferee's photo or name appear in a post?
Not without their clear written consent for that post, and the employer's permission as well. Their move is tied to a job, so even a first name can identify the company. Mask the story and show the work, not the person.
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: content and social

Also for relocation companies

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

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