Corporate Relocation in Atlanta, GA

It means that for every relocation, a single named coordinator at Ashford owns the entire move from kickoff to settling-in — and that person is the point of contact for both your employee and your HR team the whole way. Instead of your transferee being handed between a moving company, a housing vendor, a home-finding agent, and an expense processor, one person who knows their case coordinates all of it and answers every question, usually the same day. This single-point-of-contact model is consistently the biggest driver of relocation satisfaction in employee surveys, and it dramatically reduces the escalations and exceptions that land back on your HR team. Your people always know exactly who to call, and that person always knows their situation.

Yes — we flex to your policy rather than forcing you into ours. Whether you run full-service executive relocations, a core-flex program with a menu of benefits, lump-sum support, or a tiered policy that varies by employee level, we administer your program as written and manage the services your policy covers. We can also help you benchmark and refine your policy if you'd like, but we never require you to adopt a one-size-fits-all package. During onboarding we map your policy tiers, approval workflows, and reporting needs so that every move we manage is on-policy by design, exceptions are minimized, and your finance and HR teams get exactly the visibility and controls they expect.

Yes — global mobility is a core part of what we do, and we manage international assignments end to end. That includes visa and immigration coordination with specialist partners, international household goods shipping and customs clearance, temporary and permanent housing in the destination country, and destination services like area orientation, school search, and settling-in support. We coordinate across time zones and cultures so your employee and their family have one point of contact managing a genuinely complex move, and so your company stays compliant with the immigration and tax considerations that international moves involve. We support relocations to and from more than forty countries, and we bring the same single-coordinator, transparent-expense model to global moves that we bring to domestic ones.

Through transparent expense management and disciplined policy administration. Every expense is processed against your policy, tracked, and reported clearly, so you always know where a relocation stands against budget and you're never surprised by costs after the fact. Because one coordinator manages all the services, there's no duplication or vendor markup stacking, and our reporting gives you program-level insight into where your relocation spend actually goes — useful when it's time to review your policy. We also right-size each move to the employee's actual needs and your policy tier rather than over-delivering services that aren't warranted. The result is relocations that stay on budget and a finance team that gets clean, auditable reporting instead of a shoebox of receipts.

Yes. The physical household goods move — the part where your employee's belongings are packed, transported, and delivered — is handled under full USDOT and MC authority with liability and valuation coverage, whether it's a local, long-distance, or international shipment. For every other service in the relocation, from temporary housing to immigration, we work with vetted, insured specialist partners that we manage on your behalf, so the entire program is compliant and your employee is protected at every step. When we design your program we're happy to walk your procurement and risk teams through our credentials, coverage, and partner vetting so you have full confidence in who is handling your people and their belongings.

Call (404) 555-0176 or send the form and an Ashford relocation advisor will set up a consultation to understand your relocation volumes, policy, and goals. From there we design a program that fits how your company moves people, agree on service levels and reporting, and put the single-coordinator model in place. Whether you're relocating one executive or forty employees a year, or moving from a patchwork of vendors to a managed program, we can start with a single move or a full program rollout. Most companies notice the difference immediately — happier transferees, lower HR workload, and clean, on-policy reporting — and it starts with one conversation about what your people and your program actually need.