Introduction
Relocation isn’t just about boxes, contracts, or policy interpretation. It’s about people adjusting to a new city, a new culture, and a new life. That’s where Destination Services come in—and yet, they are frequently excluded from the formal selection process when choosing relocation providers.
Many companies simply accept whatever Destination Consultant is paired with their RMC or moving company. But here’s the problem: Destination Services are one of the most human, high-touch elements of the entire relocation experience. And they vary wildly in quality.
Just like you’d never hand out a home inspection contract without comparing vendors, you shouldn’t hand your employees’ arrival experience to the first provider who picks up the phone.
Why They’ve Been Overlooked
There are a few reasons Destination Services haven’t historically gone to RFP:
- Bundling: They’re often lumped in with move management or global relocation.
- Low Visibility: HR may never hear what happens after the plane lands—until something goes wrong.
- Assumed Simplicity: “Find them a house, register them with the government—how hard can it be?”
But the reality is: these services are complex, sensitive, and deeply personal. And they need to reflect your company’s culture and standards.
What Makes One DSP Better Than Another?
Destination Services Providers (DSPs) differ on:
- Use of employees vs. subcontractors (All Points, for instance, uses only its own staff)
- Caseload size per consultant (affecting quality and availability)
- Local knowledge and language skills
- Experience with specialized needs (schooling, cross-border transitions, trailing spouse employment)
- Tech systems for reporting and compliance
- Training and government compliance knowledge
These differences don’t show up on a website—but they come out in an RFP.
Questions to Ask in a Destination Services RFP
Even for a smaller program, consider issuing an RFP (or light RFP) to vet your DSP options. Ask:
- Do you use your own employees or subcontractors?
- How many cases does each consultant manage at once?
- How do you train your consultants on local markets and regulations?
- What’s your process for tracking client satisfaction?
- How do you handle unique needs (education, immigration compliance, cross-cultural challenges)?
- Can your reporting be customized for HR and Procurement?
- HOW DO YOU HANDLE OUR EMPLOYEE’S SENSITIVE DATA?
The Risk of Doing Nothing
- Poor Destination Services = first-week regret from your new hire.
- Misinformation about schools, neighborhoods, or government processes = HR scrambling to pick up the pieces.
- Limited support = negative perception of your employer brand, especially if the transferee has a family in tow.
- Security concerns
And unlike home sale or move management errors, you rarely get a second chance to make this right. The transferee’s first few weeks set the tone for their performance, retention, and referral of future hires.
The Opportunity
Destination Services—when done well—are a secret weapon for talent integration. They reduce anxiety, boost employee confidence, and build loyalty. But only if you choose the right provider.
So even if you relocate 10 or 20 employees per year, consider this your moment: run a Destination Services RFP. You might find a partner whose approach to care, training, and transparency mirrors your own company’s values.
Conclusion
It’s time to treat Destination Services like the critical component they are—not an afterthought.
The right DSP doesn’t just help someone move. They help them belong.
And that’s something worth selecting carefully.
