Month: May 2022

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Management

Best Solution to H-1B Visa Denial?: Global Parking

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Global Parking Might Be Best Option if Denied H-1B Case

After implementing some updated guidelines last spring, the U.S. Citizenship and Immigration Services (USCIS) started to release the H-1B visa lottery results for 2022 and 2023. One of the new guidelines capped registration at an annual quota of 85,000. From that number, about 20,000 registrants were candidates who earned a degree from a U.S. college or university, while the remaining registrations were left for other qualified candidates. 

Those applicants who were chosen in the lottery were probably relieved, but what about those who registered and were not selected? When it comes to visa and immigration issues, it is important to be extremely diligent when it comes to matters like these. Those who are in the U.S. on a work assignment have a few options if they are denied an H-1B visa. Looking into global relocation options might be the best way to go. Global parking is one of the most common workarounds for being denied in a visa lottery.

What Is Global Parking?

If an employee is not selected for an H-1B visa, the employer may want to look into relocating the employee to an affiliate outside of the U.S. for a short-term assignment. This is a common strategy to “park” an employee aboard for a small length of time to prepare for the next steps. Many companies choose to utilize this method because H-1B applicants are highly skilled employees in most cases. In simpler terms, companies don’t want to lose the specialized employees, so they will justify covering the relocation costs while the employee is on this assignment. From there, the company can then assist the employee in taking another shot at the H-1B the following year. 

The biggest advantage of global parking is that business operations can continue to run smoothly, because the company is not spending time, money, or training efforts on a new employee. While the obvious downside (for the short-term) is that the employee has to relocate. Talent mobility options are the best way for companies to retain top employees.

What If the Plan is for the Employee to Work in the U.S Long-term?

Global parking can open doors that lead to alternative visa and immigration options. When a company parks talent outside the U.S. for a short-term global assignment, it can make the employee eligible to return under what is known as the Intra-Company Transfer (ICT) category. To sum this up, if a company relocates an employee aboard for a set number of days, they then have options to transfer them back. 

Another option employees have if they are sent on an assignment outside the U.S., is they can now become eligible to apply for the L-1B and L-1A visas. These visas are not subject to a lottery and could be a great option to get the employee back stateside quickly.

Some examples of Global Parking:

listed examples of global parking

Are There Rules and Regulations for Global Parking?

In most instances, in order to go the route of global parking, companies must have an affiliate branch or entity in the destination country of choice. If not, one solution is to utilize a Professional Employer Organization (PEO) that can act as a co-employer by placing the employee on a local-level contract and payroll. 

GMS Wants to Help Companies Retain Top Talent

Global Mobility Solutions (GMS) has been helping companies with their global relocation assignments since 1987. Our team can also help with relocation policies, visas, and immigration needs. We understand firsthand how hard it is to retain top-level employees. Relocation options open up countless opportunities to keep good talent within a company. Reach out to us today to learn more about global parking or any relocation services questions. Feel free to check out our Knowledge Base which is updated weekly with in-depth relocation, job market, and real estate topics.

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Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Career Services Employee Development Job Market Job Seekers Labor Force Relocation Challenges

The Relationship Between Frictional Unemployment and Relocation

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Young pensive businesswoman typing, brainstorming, sitting in modern office. Portrait of woman freelancer using laptop computer working at home

What Is Frictional Unemployment?

Frictional unemployment is the technical term for someone who is “in-between jobs” because they plan to move to a new position. Economists use this term for employees who leave their jobs voluntarily or involuntarily. There are other types of unemployment, but frictional is unique because it is seen as a natural part of labor turnover rates.

The majority of frictional unemployment is when an employee leaves their job for a new one. Career changes also fit into this category. Students who recently graduated and trying to obtain full-time positions are also considered under frictional unemployment.

Because frictional unemployment is natural in a healthy economy, it doesn’t always compel a negative impact. In most cases, this type of unemployment can be beneficial. If a higher-qualified employee chooses to explore new opportunities, companies receive applications from candidates. And in many cases, a set relocation strategy offers a significant offset to minimize time and costs for an employee moving to a new destination.

Examples of Frictional Unemployment

There are different situations that would constitute frictional unemployment. Again, because frictional unemployment numbers are high in a healthy economy, it can be suitable for companies and employees alike. The only obvious downfall on the employees’ end is that any type of unemployment can be scary and stressful. The longer the unemployment stent lasts, the harder it is on the employee and their family. Here are some everyday situations that reflect frictional unemployment:

Personal Transition

Maybe the most common example of frictional unemployment. A personal transition can include taking time off to care for kids or an ill relative to a complete career change. As always seen as voluntary unemployment, personal transitions can last just a few days to a long extended time. Career changes usually involve new training or going back to school, so they can take years in some instances. 

Another prime example of personal transition unemployment is an employee who leaves their job to start their own business. As people can save and set a foundation for their business, they do their best to time an exit from their current position to take a shot at their dream business.

Geographic Move

There are numerous situations that would fit in this category. The most seen is someone who accepts a new position in a new state or country. No one can just move overnight and be ready to work the next day. The relocation process takes some time in which usually the employee is not working, so there is a small gap in employment before the new job starts. However, if an employee accepts a promotion or corporate relocation assignment from their company, there could still be a minimal employment gap. 

Geographic move unemployment matters also occur when an employee’s spouse or partner accepts a job in another location. The employee then gives resignation notice due to the move and then searches for a new job. 

Another callout for this type of frictional unemployment might be if an employee wants a fresh start in a new home, but the company won’t allow a transfer and doesn’t offer remote work options. Obviously, this also fits into voluntary unemployment. In most cases like this, it is recommended from a professional point of view that the employee already have a position lined up in their new destination before relocating.

Skill Matching

Skill matching refers to an employee leaving their job for a position where the skills, responsibilities, and requirements are on the same level. This situation usually occurs when an employee feels underappreciated or underpaid at their current company. Sometimes, the employee will apply to open similar positions to get the pay raise they hope to reach. Or if the employee feels the new company can offer better career growth opportunities. 

Skill matching frictional unemployment happens in a thriving economy when employees have more power in salary negotiation.

Up-Skilling

Up-skilling frictional unemployment is highly similar to skill matching. The big difference is that the employee is taking a new position because they cannot advance at their current company. The most straightforward call out here is an employee who holds an entry-level job moves to a new organization to go into a manager-level role. Or a manager-level employee wants to be promoted to a director or president-level role. This switch usually happens when an employee is topped out and looking for a higher salary and more responsibilities. 

Again, up-skilling is easier done in an employee-favored economy during hiring frenzies. But, just like skill matching, the number of days unemployed is minimal and on the employee’s terms.

Entering the Workforce

Recently graduated college students who have yet to find a full-time job count in frictional unemployment rates. Younger job seekers who are applying and interviewing for positions usually make up the highest rate of this example. This situation for frictional unemployment is the most dependent upon the health of the economy. In a healthy economy where job openings are plentiful, graduates have more options and a better chance of limiting their unemployment days. 

It is not uncommon for someone who may have been a stay-at-home parent looking for their first career job since caring for children. And military members whose service time has concluded, now on the job search fit into this category also. 

How a Relocation Strategy Can Reduce Frictional Unemployment

Setting up corporate relocation policies can help companies cut down on frictional unemployment. These set policies help quicken the timeline it takes for an employee and their family to move. If the company develops its strategies with a relocation management company (RMC), processing time and costs can be managed better. Companies tend to work with relocation specialists who can provide coaching for the process and a prepared list of vendors who work in the services needed, such as movers and real estate agents. 

Frictional Unemployment can hinder companies that relocate new, existing, or promoted employees if they do not have a strategy in place. The company suffers because the moving process drags out; there are numerous days when the position is not filled. On the flip side, the employee suffers because this is time they are not getting paid. But being prepared with relocation packages to offer employees gets them from point A to point B within a reasonable timeline.

GMS Has Taken It to the Next Level

Global Mobility Solutions has been assisting companies with their relocation strategies since 1987. Our team of relocation experts knows how to help companies prioritize their global mobility needs. In addition, we have set in a new Employee Choice Program allowing employees to relocate without their company providing financial sponsorship. 

This program is meant for companies to retain top talent for positions allowed to work remotely. In addition, companies can enable employees to relocate while not having to pay for the process. GMS offers this program to companies so that their employees can utilize our list of relocation vendors at great prices. Please fill out this form to get more information on this new program put together by GMS. Then one of our relocation experts will reach out to let you know how your employees can take advantage of the Employee Choice Program. 

GMS is here to help with any relocation needs, and our Knowledge Base is full of hard-hitting blog topics that can answer many levels of questions. 

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Choosing a Relocation Company Relocation Management Relocation Policy Review Relocation Programs Relocation Technology

Performing a Security Assessment on Your Relocation Management Company

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There are a lot of moving parts when it comes to the relocation process. Many vendors and suppliers are involved in getting the transferee from point A to point B. With that being said, there is a great deal of information and personal info that has to be shared across all parties. But what are relocation management companies (RMC) doing to keep transferee’s info safe? 

Most companies understand the importance of performing a security assessment on their data and operational systems. In many industries, specific standards require a security assessment on a regular basis to maintain compliance. Often these standards require the company perform a security assessment on any supplier that may receive company data. Specific control areas in a security assessment may include:

  • Information Security Management
  • Physical Security
  • Network Security Management
  • Platform Security
  • Remote and Mobile Access
  • Change Control
  • Identity and Access Management
  • Application Security

A security assessment will often include a request to receive a copy of the company’s Business Continuity Plan (BCP). A company’s BCP should cover several elements related to security issues surrounding a company’s data and operational systems. In the event of an unplanned disruption or other emergency situation, the BCP will indicate how the company’s operations will recover and proceed.

Different Types of Regulations and Requirements

Sarbanes-Oxley Act

The Sarbanes-Oxley Act came into effect in 2002. Sarbanes-Oxley is a United States federal law. This law set new or expanded requirements for all U.S. public company boards, management, and public accounting firms. As a result, the law requires that a company’s top management must individually certify the accuracy of financial information. Much of a company’s financial information is heavily dependent on technology and associated data security controls that must be part of a compliance review as noted in Section 404 of the Act. The law provides for harsher penalties for fraudulent financial activity. Also, Sarbanes-Oxley requires a stronger oversight role for boards of directors, and greater independence of outside financial statement auditors.

International Organization for Standardization

The International Organization for Standardization (ISO) creates and publishes International Standards that provide guidance and clear specifications to ensure a company’s products, materials, processes, and services are appropriate for their purposes. ISO publications include standards for Quality Management, Environmental Sustainability and Protection, and Management Performance.

General Data Protection Regulation

The European Union’s General Data Protection Regulation governs the processing of an EU resident’s personal data by an individual, a company, or an organization of personal data. This pertains to entities that do business within the region, or that provide services to individuals in the region. The rule provides people with more control over their personal data. For example, websites that collect data on visitors must let visitors know this. These websites must give visitors the option to opt out of such collection. Many additional laws have been passed in response to this new regulation, to provide local guidance on compliance. For example, in the United Kingdom, the Data Protection Act 2018 is a national law that complements the European Union’s General Data Protection Regulation.

TRUSTe Privacy Certification Standards

TRUSTe Privacy Certification Standards assist companies in establishing and maintaining strong privacy management practices. Compliance with TRUSTe demonstrates a company’s commitment to privacy protection in their online properties, customer and employee data management practices, and/or applicable regulatory frameworks.

For these and many other national, international, and industry regulations or requirements, a security assessment is necessary to ensure compliance. Companies that work with a Relocation Management Company (RMC) need to perform a security assessment of the RMC’s data and operational systems. Global Mobility Solutions’ team of global relocation experts believe the following 5 tips are essential to ensure an RMC’s compliance to a company’s security assessment.

5 Helpful Tips for Performing a Security Assessment on your RMC

1. Be Sure to Review the RMC’s Risk Rating and Access to Data During the Security Assessment

Your RMC should have a risk rating. The rating depends upon the likelihood of an event occurring. It also depends on the impact severity that might arise if the event does occur. You should determine whether the RMC has limited or full access to data. Important data fields to review for risk during a security assessment include:

  • Employee Name and Home Address
  • Employee Phone Numbers and Email Address
  • Family Member Contact Information
  • Social Security Numbers
  • Bank Name and Account Numbers
  • Logistic Information Related to Relocations
  • Travel Information Including Dates and Locations

2. Questionnaire Submission to RMC

Your company should have a document with several questions that will indicate the RMC’s compliance to important points in a security assessment. Provide sufficient time for the RMC to complete the questionnaire. The RMC will need to work with their Information Technology department to provide answers to many of these questions. Provide a contact from your company that can answer any questions the RMC may have related to the document’s specific points.

3. Share Results of the Initial Security Assessment

Once the initial security assessment is complete, share the results with your RMC. Offer to work with the RMC to remediate any areas that require attention to ensure compliance. Partnering with the RMC helps ensure the solution fully addresses your company’s requirements. Note the specific regulatory requirements that your company must meet to help the RMC understand how they might reach compliance.

4. Share Results of the Final Security Assessment

Be sure to indicate all control gaps. Note all categories that require submission of a formal remediation plan. Include specific dates and timelines critical for maintaining your company’s compliance to specific regulations. Provide guidance to the RMC on how to create and submit a remediation plan that will meet your company’s requirements.

5. Set Periodic Reviews for the Security Assessment

Working with the RMC, set a timeline for periodic reviews. Depending on your company’s specific regulatory compliance requirements, a security assessment may need to occur by date or by change in activity level. For example, if your company requests the RMC perform an additional service that requires sharing additional employee data, a review should be set to confirm the most recent security assessment is still valid.

GMS is the Industry Leader for Relocation Technology and Security

Global Mobility Solutions’ (GMS) team of global relocation experts has helped thousands of our clients understand how to conduct an effective security assessment on an RMC. We can help your company create and implement a security assessment to ensure compliance to all of your organization’s regulatory requirements.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Relocation Best Practices

Best Education Options for Expat Families

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Rear view of a friendly female kindergarten student on his first day of school.

Taking a look at schooling options for international transplants

When an employee accepts an international assignment or position, they have to think about how their family will adapt to the new destination. One of the most stressful situations for a family moving overseas is the thought of school for the kids. Moving is hard enough on children, then add on learning a foreign language, and they are probably scared about making friends, fitting in, etc. 

First and foremost, relocating families should do everything to get their children proper language training classes. It would be worth checking the relocation package as language classes can often be included. While looking into the relocation benefits, it is common for companies to provide family and spousal support programs. There could be good programs in the program to help family members adjust. After the move, the kids can start school. 

Expat families heading to a foreign country will have plenty of questions regarding everyday life. However, one of the main questions that should be brought into the conversation should be, “what are the best education options for my children in our new country?” 

Every family has different expectations and opinions on their children’s education needs. But it should be noted that there are a few options for education overseas. Of course, each option will have pros and cons, but doing what is best for each child is essential. 

Option 1: Online Schooling from Home Country

Today’s technology offers numerous options for students to complete and submit assignments from anywhere. Since the Covid-19 pandemic, many families have turned to virtual learning as their primary education situation. However, there are pros to allowing children to do online school while living aboard. 

First off, kids won’t have to be pushed into the deep end when learning a new language. If they are doing online school from their native country, they can do their assignments in their language while learning their new language at their own pace. This may help children feel more comfortable. It’s also possible that kids can keep in touch with classmates and teachers they like, helping ease the stress of a long-distance move. 

The major con with this option is that it might take longer for kids to make friends and find activities to do in the new destination. In addition, online classes will require kids to be on the computer for most of the day, which means they might not have as much interaction with children their age. An excellent alternative to the cons of this option could be to enroll kids in local sports programs and other after-school activities. 

It’s worth mentioning that homeschooling is always an option. The pros and cons are similar to online school, but with more added pressure and work for the parent(s) in charge of the kids’ schooling. 

Option 2: Public School

If the children of the expat family already have a foundation in the new language, then the public school could be a great choice. In theory, attending a local school would make it easier for the kids to meet new friends and learn about fun, local activities. In addition, it would be a reasonable assumption that most local schools also have their language training classes to help the expat children understand more of the new language. 

The apparent con with this option comes up if the relocating children minimally speak the local language. This can make it difficult for the new students to keep up in class and make friends. Not to mention adds an enormous amount of stress and public anxiety being in a school where it’s hard to understand teachers and other students.

Option 3: Enroll in a Private International School

It’s safe to say that the online school route is probably the most used by expat families for education options. But before the Covid-19 pandemic made online classes a new commonality, many international relocators used private schools for their children. In many cases, expat families would seek out private schools that offer classes in their native language. 

This option provides relocating students with familiarity as they can still interact in their own language. The good thing about this option is that in many of these schools, they do teach the curriculum in the destination’s language so that children still learn their new language at a great pace. It’s an obvious point out, but this option is probably going to be the most expensive.

How GMS Can Help Expat Families with Children

Global Mobility Solutions (GMS) is the industry leader in relocation services. Our experienced team has been helping expat families with international relocation since 1987. Some of the pre-decision services we provide include Virtual Destination Spotlights. These spotlights are customized packets about the new location including general information, expatriate housing, schooling, and education info, cultural awareness, visa and immigration information, and more.

GMS offers another destination service in the coaching stage: detailed school reports. These reports show detailed information on educational options at the transferee’s new destination, including a “report card” on the school’s rating/performance. Here at GMS, we understand that an international move can be a trying task for the whole family which is why we do our best to make the relocation process as seamless as possible. 

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Categories
Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Relocation Programs

Advantages of Using an RMC for International Relocation

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Couple talking about the decoration of the new home sitting on a staircase.

Learn the Advantages of working with an international relocation management company

Interviewing and hiring international job candidates can be the best way to open up your company’s talent pool. When jobs are only offered to local or domestic candidates, it can be hard to assure that the most qualified employee is filling the seat. But when your company can field applications from all over the world, it can give countless more options for getting the person with the best skill set for the position. 

There is also the case of global assignments; companies with multiple international entities, multinational projects, or in expansion mode often need to fill specialized roles with knowledge and skills that may not be readily available locally. So, the company may need to send them to another location for a set period. Additionally, foreign assignments provide employee development and career pathing.

So, what’s the best route of action to take for international relocation services? The first recommendation would be to work with a relocation management company (RMC) to hash out the global relocation benefits that your company is willing to offer new employees. Working with a qualified and experienced RMC covers your bases for bringing on a new employee from another country. It’s not just a domestic move where the company can pay movers on the employee’s behalf. There are tax rules, immigration compliances, and other factors to be covered. 

When conducting global mobility practices, teaming up with an RMC is the best way to go. Here are some vital relocation services that an RMC can provide:

1) International Relocation Policies

Each international relocation assignment is different. Each employee will have other wants and needs. So, there is no one-fits-all relocation package. That does not mean making up a process as you go for each new hire. It’s essential to have policies set in place to ensure some order when the new employee signs.


The process starts with an unbiased needs assessment where the RMC conducts the initial call to determine the employee’s and family’s needs. From there,  a policy review is conducted, and proper expectations for the assignment are set for international transfer. Suppose there is no assignment or transfer policy in place. In that case, it is highly recommended to work with an RMC to develop an international assignment letter, which serves as a written agreement on salary and benefits for the transfer process.

A qualified RMC will be able to assist in setting up some common relocation policies to include benefits and services aligned with your policy objectives and budgetary and compliance requirements. For example, key services within a typical assignment or transfer policy may consist of:

  • Corporate housing options
  • Home-sale/home-buying assistance programs 
  • A vetted list of moving companies
  • Spousal and family support initiatives 
  • Visa and immigration
  • Travel coordination booking
  • International expense and compensation
  • Language and cultural training

2) International Relocation Costs

One of the most significant advantages of working with an RMC is cost control. It’s no secret that getting an employee from point A to point B can be expensive, even more so for an international move. When you work with an RMC, they can help keep costs in line because they provide a list of experienced vendors. Any great relocation service provider will have this list of vendors vetted and verified for top service. But the best way to save on relocation costs is to work with an RMC that accepts multiple bids in the pre-decision stage. If an RMC gets multiple bids from vendors on moving services, they can help assure that your company can provide relocation benefits without breaking the bank.

3) Immigration Compliance

A critical service for any international assignment or transfer is Visa and Immigration. Effectively managing and maneuvering through compliance laws can save your company time and money. Most RMCs will have a team that can handle all of the immigration services needed for your new employee and their family. 

Working with a top-ranked RMC can help you make sure you’re covered when it comes to: 

  • Passport application assistance
  • Document procurement and conditioning services
  • Post-arrival filing services
  • Work permit applications
  • Business visa applications
  • Entry clearances
  • Derivative family permits
  • Extensions of any of the documents mentioned above

4) Tax Compliance

Effective tax planning requires an understanding of international tax laws and how these laws apply to the employee’s new destination. This is why working with an RMC for global tax compliance needs gives your company the advantage of having experienced experts on hand. In addition, relocation tax professionals dedicated exclusively to the tax issues impacted by global mobility will know precisely how to handle the new employee’s tax needs. 

5) Household Goods Shipping

Moving an employee’s household goods to another country is not an easy task. When it comes to household goods shipping, teaming up with an RMC can make everyone’s life easier. There is a lot to handle when it comes to moving personal belongings. But an RMC can assist in handling all the details from start to finish. Including, as mentioned before, gathering multiple quotes to find the most cost-efficient company to hire for moving services. Most RMCs will also have relocation technology that may even help track where the employee’s household goods are in the process.

GMS Specializes in International Relocation Services

Global Mobility Solutions (GMS) is happy to assist your company with its global mobility policies. There are numerous advantages to partnering with GMS as your RMC. For over thirty years, we have been helping companies build successful employee mobility programs. We are here to provide international relocation services that meet the challenges of today with solutions for tomorrow. 

As the global mobility industry leader, GMS takes the time to understand your business’s needs, then customize comprehensive relocation packages based on your business needs. From pre-decision to destination arrival and beyond, GMS is here to address your needs with world-class services and industry-leading technology. Reach out to us today to schedule a free consultation with one of our relocation experts, or check out our cost savings calculators to see how GMS can save money while adding significant quality.

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Contact Us

About Us

GMS Client Login

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Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

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