For Executive Relocation Services
If you run an executive relocation company with 3 to 20 staff managing corporate moves, family transitions, and vendor coordination across the US, this page is written for you.
48 hrs
window to follow up on a corporate relocation brief before HR engages another vendor
$18,500
average value of a full executive relocation engagement for a mid-level corporate move
$5,400
per month cost of a relocation coordinator — before benefits and management overhead
Every executive relocation company loses revenue and reputation the same three ways. They are not coordination failures. They are what happens when a small team manages high-complexity corporate moves without a structured operations layer.
A Fortune 500 HR director sent a relocation brief for a VP moving from Boston to Dallas — housing search, school enrollment, full concierge package. You responded with a detailed proposal within 24 hours. Five days later, no reply. When you followed up, the HR director mentioned they had already engaged a local agent who had called them directly on day 2.
A cross-country executive move had a 48-hour booking window with the preferred moving company — the only carrier available on the target move-in date. Your coordinator missed the confirmation email. The slot was released. The next available date was 11 days later. The executive arrived at their new home in Phoenix with no furniture, one suitcase, and a two-week-old relocation letter.
After a completed executive relocation, the HR team needed a full reimbursement package: interim housing receipts, moving invoices, school registration fees, utility setup costs, and mileage logs. Collecting documents from the executive, matching them to the corporate relocation policy, and formatting the submission took your team 22 days. The CFO rejected two line items that were not policy-aligned.
Most relocation companies underestimate the full cost of a coordinator role. Here is what the math actually looks like.
48 hrs
Brief follow-up window
Corporate HR teams evaluating relocation vendors typically reach out to 3 to 5 providers simultaneously. The vendor who follows up with a personalized note and a question about the executive profile within 48 hours wins the engagement more than 65 percent of the time.
11 days
Average delay when a booking window is missed
Premium moving carriers, corporate housing providers, and school enrollment windows all operate on tight confirmation timelines. One missed 48-hour booking window for a preferred carrier cascades into an 11-day average delay — with the executive already on-site and waiting.
$5,400
Monthly coordinator cost
A mid-level relocation coordinator earns $4,800 to $5,500 per month in base salary. Add benefits, PTO, and management overhead and the real cost exceeds $7,000. TIM is Digital Labor — a business operating system for US service businesses with 5 to 15 employees — priced against that number, not against software.
TIM handles brief follow-up, vendor milestone tracking, reimbursement documentation, and post-move reviews — the operational layer that keeps your coordinators focused on the next move instead of chasing open items.
Follows up on every open relocation brief in your voice — day 2 and day 5 — so no corporate client goes cold while their HR team is comparing vendors or waiting on internal approval
Tracks every vendor booking window and move milestone — moving company confirmation, temp housing check-in, car shipping pickup, school enrollment deadline — with pre-alerts before each one closes
Assembles and sends the reimbursement documentation package to the corporate HR contact within 48 hours of move completion, categorized against policy before it leaves your hands
Requests a post-move review from the HR contact and the executive 10 days after move-in, when the relief of a smooth relocation is still fresh enough to become a detailed testimonial
TIM is priced against the $5,400 per month salary of the coordinator it replaces, not against $20 per month software. Here is how all three options compare for an executive relocation operation.
| Task | Without TIM | With TIM | Full-Time Person |
|---|---|---|---|
| Brief and RFP follow-up | Hoping the HR director calls back before they engage another vendor | Automatic day-2 and day-5 follow-up in your voice | Coordinator manually tracking every open corporate engagement |
| Vendor milestone tracking | Calendar alerts scattered across 3 coordinators and 2 email accounts | Centralized deadline board with pre-alerts for every booking window | Admin managing a master move timeline across a shared spreadsheet |
| Reimbursement documentation | Manual collection, 3-week assembly, rejected line items | Package compiled and sent to HR within 48 hours of move completion | Coordinator collecting receipts and formatting submissions by hand |
| Post-move review request | Never sent — lost in the debrief and next engagement | Automatic request sent 10 days after confirmed move-in | Hoping someone on the team remembers to follow up |
Yes. TIM tracks every component of a full family relocation — housing search, school enrollment deadlines, temporary housing, car shipping, and spouse onboarding milestones — as parallel workflows with individual deadline alerts.
TIM handles the communication layer — follow-ups, status updates, reimbursement packages, and review requests — directed to whoever you designate: the HR contact, the relocating executive, or both.
No. TIM works alongside your existing platform. It handles the follow-up, milestone tracking, and documentation layer that falls through the cracks when your coordinator is managing 12 simultaneous corporate moves.
When a move date changes, TIM recalculates every dependent milestone and resends alerts against the new timeline so nothing is missed during the transition.
A mid-level relocation coordinator earns $4,800 to $5,500 per month before benefits and management overhead. TIM is Digital Labor — a business operating system for US service businesses — priced against that number, not against software.
TIM handles brief follow-up sequences, vendor deadline tracking, reimbursement documentation, and post-move reviews so your coordinators can stay focused on the next engagement. Every TIM engagement starts with a partner selection — we are selective because we are accountable for outcomes: briefs converted, moves completed, reviews generated.
See TIM pricing