Introduction
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.
More and more companies are realizing that volume doesn’t determine the need for due diligence. Even if you relocate fewer than 30 employees per year, you deserve a provider that fits your culture, your policies, and your people. And for companies with 15 moves or fewer, a streamlined or “light” RFP may be just what’s needed.
Why Small Volume Doesn’t Mean Small Stakes
It’s easy to assume that if your relocation program is small, the risks are too. But a single mishandled relocation can cost your company real money, real goodwill, and—at worst—a high-value employee. Talent mobility, especially in high-skill or hard-to-fill roles, can be the difference between a project delivered and a project delayed.
Unfortunately, too many small programs skip formal selection. They default to a known name, a vendor used by another department, or worse—a search engine result. That’s how mismatches happen.
The Rise of the “Light RFP”
At All Points, we’re seeing a growing trend: companies issuing light RFPs even with 10–15 relocations per year. These are not complex, months-long processes. A light RFP might include:
- A brief outline of your mobility needs and policies
- 4–6 targeted questions on service delivery, flexibility, and billing
- Introductory calls with 2–3 qualified providers
- A short internal review process, driven by both HR and Procurement
This ensures you don’t accidentally select a provider based solely on brand visibility or price—but instead find one who understands your volume, your goals, and your employees’ experience.
What About Companies That Have Shrunk?
Companies that used to run full-scale RFPs—because they had the volume—sometimes feel unsure about whether it’s worth it now. The answer is: yes, but with adjustment.
If your program has dropped to between 15 and 30 moves a year, it may no longer warrant a full enterprise RFP with 40 questions and multiple pricing models. But it absolutely justifies a disciplined, mid-weight process, where at least a handful of vendors respond to key criteria and submit to structured comparison. You still need to assess:
- Cultural fit
- Service customization for lower volumes
- Reporting and billing transparency
- Global capabilities (if needed)
- Technology that doesn’t overpromise and underdeliver
The Cost of Not Doing It
Skipping a formal selection process, especially in a downsized program, can backfire:
- Large RMCs may deprioritize you
- Smaller vendors may oversell capabilities
- Costs may creep through soft fees, poor controls, or lack of oversight
- The transferee experience may suffer
Relocation is one of the most emotionally loaded services your employees will ever interact with. When they have a bad experience, it reflects on your brand—not the vendor’s.
Questions You Should Ask—Even in a Small Program
When issuing even a light RFP, ask vendors:
- How do you deliver high-touch service at low volume?
- What technology do you use to track and report progress—and can we customize it?
- Who exactly handles our transferees? Are they subcontractors?
- What pricing models are most efficient for small programs?
- How do you measure and guarantee transferee satisfaction?
Even small programs deserve big questions.
Conclusion
The days of skipping due diligence because “we only move 12 people a year” are over. Whether your program is expanding into low volume or contracting into it, the risk-to-value ratio has never been higher. And the number of companies implementing RFPs—even lightweight ones—is growing.
Kruger taught us something important: size doesn’t determine process. Intent does.
Make your relocation provider earn your business—no matter your volume. When you do, you won’t just avoid mistakes. You’ll build a partnership that lasts.
Postscript: What About Destination Services?
Relocation isn’t just about the move—it’s about what happens when your employee arrives. Destination Services are often left out of RFPs entirely, or handed to whoever the moving company recommends. That’s a mistake. In our next article, we’ll look at why Destination Services deserve their own thoughtful selection process—and how a focused RFP can make all the difference for your relocating talent.
