In today’s mobility landscape, many companies find themselves with what might be considered “small” relocation programs. Some have grown from 3 to 10 moves a year and are facing new complexity. Others once had 75 annual relocations and now manage just 17. But here’s the truth: whether your program is growing or contracting, a thoughtful vendor selection process—yes, even an RFP—is not optional.

Relocation is a major life event—often filled with excitement, anticipation, and, let’s face it, more than a fair share of stress. While large relocation service providers have certainly streamlined aspects of moving—like transporting household goods, managing paperwork, and finding housing—the sheer scale at which they operate can make their offerings feel impersonal.

For many HR leaders, getting buy-in for relocation as a strategic function is an uphill battle. Executives often view relocation as a transactional process—an expensive, necessary evil rather than a business advantage. But relocation is far more than a logistics exercise; it’s a direct driver of talent retention, acquisition, and business growth.