It is funny how uneventful moments of your life seem to flash as inspirations later on in life. For example, when I played basketball in high school, there was a sign above the locker room door and all it said was KISS. KISS was an acronym for Keep It Simple (Stupid, if you want to add it, but I’m trying to teach my children not to use this word). This sign, that I didn’t think much of at the time, has become a guiding principle in almost every conversation I have, and more importantly, has become a theme for our ongoing development efforts.

Relocation expense management is one of the most complex and high-risk areas within a mobility program. Manual reviews, inconsistent policy interpretation, and delayed reimbursements can create both financial inefficiencies and employee frustration. That’s why Odyssey built our Expense Intelligence and Anomaly Detection Agent, which introduces a more structured, AI-powered approach.

When companies look at their operations through a sustainability lens, relocation rarely comes up first. Facilities get scrutinized. Supply chains get mapped. Travel policies get reviewed. Mobility programs tend to sit further down the list.

But over the past several years that focus has started to shift, and it is something we have been paying close attention to at Odyssey.

Relocations often involve extensive communication across a long period of time and multiple stakeholders, making it difficult to quickly understand the full context of a move. To solve this issue, Odyssey has leveraged AI to build our Case Summarizer Agent. The Case Summarizer Agent streamlines relocation case management by automatically generating structured summaries of key interactions and updates.

Accurate relocation cost estimation is critical for effective program management, yet many organizations still rely on static models that fail to reflect real-time conditions. Odyssey thought that AI could make this experience better. Our Cost Estimator and Scenario Planner Agent brings a more dynamic approach to relocation cost estimation for any type of move, including cross-border, short and long-term assignments, or any intra-country move.

When I started in the relocation industry over 20 years ago, smartphones didn’t exist, most people were not using the internet on a daily basis, and our Relocation Consultants still kept physical files that they locked up each day for security. Just 4 years ago, I had a speech to about 500 at one of our industry’s largest conferences, BAMM. I had ChatGPT write that speech. It wasn’t a great speech and didn’t really sound much like how I talked or had given other speeches. After I told the audience I had ChatGPT write my speech, I surveyed the audience on how many people had heard of ChatGPT. About 10-15 people in a room of 500 had.

Selecting the right suppliers is essential to delivering a successful relocation experience. Traditional approaches often rely on availability, past relationships, or pure lowest costs, rather than data-driven insights. That’s why we have focused on AI to help us make faster and more objective analyses of our supplier data.

Our Vendor Selection Optimizer AI tool enhances relocation vendor management by analyzing performance, cost, service quality, and timing on a constant basis. Based on these factors, the system recommends vendors that are best aligned with the specific needs of each move and client preference

Maintaining relocation policy compliance across a global program is both critical and challenging. Variations in policy application, human error, and inconsistent documentation can lead to risk, cost overruns, duty of care issues, and employee dissatisfaction.

Odyssey felt that AI could help our clients manage their global compliance around the world with oversight from our Compliance Agent.

There is nothing more frustrating for mobility professionals than wanting to understand all the details of a move but finding a lack of detail, easy-to-understand summaries, or comprehensible information. Consistent documentation is critical in relocation, yet it is often one of the most inconsistent aspects of case management. That’s why we are leveraging AI to make case notes and summaries easier

Document handling is a time-intensive aspect of relocation, often involving multiple stakeholders, version control, and approval processes.

Odyssey, thought there must be an easier way to manage this at an enterprise level and for each of our clients, and their transferring employees. AI, is amazing at understanding repetitive processes and tying those processes to workflows.  So, leveraging that power, the Smart Document Agent simplifies relocation document management through automation and intelligent processing.

Many relocation companies have been challenged by providing local destination information to their relocating employees. For years, there have been 3rd party services designed to provide some of this local information. But there have always been issues around how often information is updated with quickly changing local conditions, providing information for less popular locations,  and not acquiring information from multiple sources. Relocating employees need more than logistics. They need relevant, timely information to make confident decisions about their new location.

When autumn arrives, most people picture crisp air, turning leaves, and cable-knit sweaters worthy of a Gilmore Girls cameo. In global mobility and payroll, however, fall signals something far less cinematic: the start of year-end tax and payroll reconciliation. While it may never rival a Hallmark movie plot, a disciplined, early approach can turn what is often a scramble into a smooth, well-managed close — complete with a celebratory New Year's toast (party popper optional). 

Environmental, Social, and Governance (ESG) goals aren’t just about big policy changes, they’re about the everyday decisions that, together, make a meaningful impact. Whether it’s choosing a hybrid car or reducing waste during a temporary stay, there are numerous opportunities to align relocation benefits with sustainability best practices. This checklist outlines simple, actionable steps across key benefit areas to help your employees contribute to a more responsible and forward-thinking mobility program.

Download the checklist here.

When I was a kid, I got my first pocket knife. I’d use it to cut up apples from the backyard trees, and eventually started whittling. That hobby turned into self-expression—culminating in a small wooden heart necklace I gave to my girlfriend (now wife). Over time, my simple knife evolved into power tools that helped remodel homes and build playsets—tools that created the backdrop for countless memories with my family.

Professionally, I’ve worked with a different set of tools. From calculators and Excel in school to the complex tech stacks we use in relocation today—logistics platforms, APIs, expense processing systems—tools have always promised speed, precision, and scalability.

FOR IMMEDIATE RELEASE

Mission Viejo, CA – April 8, 2025

Odyssey Relocation is excited to announce the official rebranding of its comprehensive suite of relocation technologies, designed to streamline and enhance the relocation experience for clients and transferees alike. This refreshed identity reflects our commitment to innovation, efficiency, and user-centric solutions in the relocation industry.

“Our technology rebrand represents more than a fresh coat of paint. We’ve enhanced functionality and streamlined features to ensure our tools are as intuitive and impactful as possible,” said Jonathan Frick, VP of Technology & Reporting.

The global mobility industry in 2025 faces a landscape of accelerating complexity, driven by geopolitical instability, evolving regulations, and the ongoing integration of flexing hybrid work models. As I look ahead at 2025, we see four primary areas of focus that we will be monitoring as the year progresses.

The RMC business is being affected by several trade winds that could have both economic and organizational impact.

I’ve been working in Mobility for over 20 years mostly in the Western half of the US with much of my focus in the Bay Area/Silicon Valley, which includes serving as President of the BAMM (Bay Area Mobility Managers) Board. My regular interaction with some of the most innovative technology companies in the world has made me a regular follower of the latest trends in technology. I love to tinker with new technology and be on the bleeding edge when new hardware or software comes out. Some might even call me a technology nerd. This has given me a unique perspective on what may be the most transformational technology to come out in 20 years, “Artificial Intelligence or AI”.

What do you need to know today?

The shift to remote and hybrid work models has transformed how we think about where and how we work. With the flexibility to work from virtually anywhere, many employees are taking the initiative to relocate—sometimes across the country and, in other cases, across the globe. While this trend presents exciting opportunities for employees, it also introduces new challenges for organizations, particularly for the mobility teams tasked with managing these moves. The impact has been broadly affecting most organizations and forcing them to take action to develop clear policies for self-initiated relocations that address common challenges like compliance, compensation, and performance management. We will address how you can manage aligning employee expectations and business needs and ensuring your employees have a good relocation experience.

Get ready for some relocation wisdom! We went straight to our experts and asked them: “What’s the one piece of advice you’d give to someone about to relocate?” Their responses are packed with years of experience. From mastering logistics to keeping that positive mindset, we’ve gathered three essential tips for an efficient relocation journey. One of our tenured consultants had to say:

“Comfortability takes time. For anyone who is relocating, please know that even when things go extremely well, relocation is a very stressful process. Allow your employees the time to settle into their new life, career, and the new area. It takes time to feel like any new place is “home,” so please be patient and allow them to adjust and feel settled.”

At Odyssey Relocation, we understand the critical role that planning plays in ensuring a seamless and positive relocation experience for employees. We sat down with Candice Elnashar, our Senior Manager, Client Solutions to explore the importance of a well-designed relocation policy and how it can drive successful relocations while creating a positive employee experience.

Interviewer: “What are some key elements of a well-designed relocation policy that contribute to a positive employee experience?”

As the temperature rises and summer approaches, the relocation industry gears up for one of its busiest times: Summer Relocations. At Odyssey, we thrive on the energy and excitement that comes with helping individuals and families embark on new journeys.

We asked our tenured team of dedicated relocation professionals buzzing with activity what are our 6 key focuses when it comes to having a successful summer full of relocations?

The global situations that made headlines just a few months ago, while may have lessened in media coverage, they are still very real and causing issues in the mobility industry. The war in the Ukraine is still going on and recent talks with Russia and China have caught the attention of the world.  Issues including shipping challenges, continue to put a strain on ocean and air freight, as well as the increased number of severe weather events have also had an impact.

As of March 27, 2023 the Canadian government announced the following amendment to the Prohibition on the Purchase of Residential Property by Non-Canadians Act (the Act for short). Odyssey has been following this act closely as well as working with Canadian contacts to keep an eye on the ongoing changes, as it impacts the global mobility industry. RMCs and Corporates alike have been advocating for change since the Act went into effect on January 1st of this year.

With 2022 officially in the rear-view mirror, we hate to say it but before you know it, it will be the summer of 2023 and the influx of intern season.  Hopefully this year transports the relocation industry back to what everyone was used to pre-pandemic where everything was flowing together, no shipping delays, no difficulty in booking temporary housing, no rush or difficult moves.  But is that a real expectation?

As the holiday season approaches, and 2022 comes to a close, the relocation industry is still experiencing an influx of volume that is typically seen in the springtime. The real estate market continues to change- mortgage interest rates increase, and home prices are starting to fall. This enables buyers to be more thorough in their search and not feel like they need to buy sight unseen or wave inspections.

You know that you want to update your policy, and you’re trying to figure out where to start! A well-balanced relocation policy design is something that takes time and focus to properly identify. We have determined four critical areas that you should look into in order to find your perfect balance.

Is your goal to create an organization which embraces the full spectrum and power of diversity? Seeking out and valuing diversity in all its forms will ensure that all talents are fully utilized and aligned with the organization’s talent, culture, brand and business development goals. In order to ensure your employee mobility program is seeking out and valuing diversity in all its forms, there are four steps we recommend getting started.

It appears that things are slowing down a bit in the industry – at least that’s the buzz from our network partners. Rising interest rates are reducing the demand for home purchases. The people that sold their homes at a premium, still find themselves in alternative living situations because they can no longer purchase the home that they were hoping to get into. Refinancing has all but ceased to occur, which has freed up the appraisal and inspection availability.

This week we cover how the importance of your employee finishing their assignment can impact your mobility program, in what is called the Retention Assignment/Relocation.

A majority of companies fail at retaining their employees’ long term after an assignment, which doesn’t lend well to a successful business model. What data can companies look at to help increase their assignment completion rate?

Your employee is considering moving on after their assignment, let’s look into a few reasons why that may be the case. 

In instances where the completion of an assignment was considered to have failed, there is a possibility that there was lack of communication or a misunderstanding about the perceived benefits of the assignment.

Have you thought about how metrics within your relocation program can make you think about your program differently? What data are you tracking? How are you using that data to make decisions to improve your program? And how are you tracking the net result of the metrics you track?  We looked at three metrics that can help identify success for your company.

1. Employee Attraction due to Relocation Benefits
2. Assignment Completion Rate
3. Retention Post Assignment/Relocation

This week we will talk about the first touchpoint in the employee journey with your company – Employee Attraction due to Relocation Benefits.

Today we celebrate ONE YEAR in London as we opened a second office as part of the wider plan to service client’s global relocation needs.

The EMEA branch of the business has been up and running since July 2021, and during this time as various countries and companies emerge from a pandemic. We understand just how important talent management has become for our clients, and the goal was and continues to be to put together the best global team to help support our client’s global relocation needs. In addition to opening up an office, we have made several key hires in recent months that expanded the company’s global leadership and operations. Hiring a team that has a vast understanding of international relocation and partner management was important to continue providing the high-touch, high-quality, customized programs that our clients are accustomed to.

The Port of Felixstowe is the largest container port in the United Kingdom, and accounts for and estimated 48% of all containers processed within the U.K. is facing a labor strike that will undoubtedly cause delays within the global supply chain.  Similarly, the Port of Liverpool has been notified of a planned strike, which is sure to worsen port conditions and delays. So what does this mean for the mobility industry?

While there is no magic wand to wave to make sure your transferring employees household goods, or temporary living situations are void from the effects of this strike, being prepared to answer some common questions can help prepare you and your employee for what is happening.

We sat down with our Director, Global Supply Chain Management, Oliver Dubester to help better understand how this labor strike influences the global mobility industry.

Utilizing your mobility program to attract and retain better talent isn’t always as easy as it looks. However, understanding how to make our program work for your company, can pave the path for a new stream of talent to start looking your direction. So how do you get your program to work for you? Let’s start by being able to understand the impact mobility has on Talent Aquisition and Talent Management.

Being able to answer questions such as, “Has your job acceptance rate increased, remained the same or decreased when offering pre-decision services?” “How many offers are declined because of the lack of, or insufficient relocation benefits?” and “What is the job acceptance rate when a relocation package is included versus excluded?”  When you are in a candidate market, like we currently are, relocation benefits can play a huge role in getting the people you are targeting to apply.

This week we cover the Assignment Completion Rate, in which we look at how important it is to track your employee through the process of their assignment and analyze if assignments are being completed.

While not ideal for any company, employees can determine at any point in their assignment that the job isn’t right for them. The factors that lead into that decision can be a wide variety of reasons – personally or professionally.

Causes of Low Completion Rate

With the new normal in the workforce of being able to work “from wherever in the world” you are, the approach of short-term mor long-term assignments have been put in the spotlight. The need to develop organizational and managerial knowledge, is not a skill that companies value, especially within their leadership positions.

Whether you want to use your existing supplier partnerships you’ve had for years, or you need to tap into a relocation management company’s supply chain for some flexibility, determining the right mix of suppliers is key for any company.

Odyssey is committed to developing mutually beneficial relationships with suppliers, especially those that run their business philosophically similar to ours. This includes suppliers of small, minority and women-owned, disadvantaged/disabled, veteran-owned, and LGBTQA business enterprises. We help you create a high-performing supply chain that focuses on both cost and quality. These carefully curated relationships with hundreds of companies globally are what help us make the relocation process a seamless one for the transferees we serve.

With the summer of 2022 slated to be one of the busiest summers the relocation industry has ever seen, it will be critical to set the appropriate expectations with leadership & transferees. The moving industry is still crippled with driver and crew shortages, and now with the rising costs of fuel, and booking volumes that are already 10- to 12% where they were last year, it just complicates things.

If your employee is selling their home right now, or thinking about doing it soon, they should know that today’s housing market is unlike anything we’ve seen or experienced lately, maybe ever. Making sure that you are equipped with the tools to sell your employee’s house is crucial as we experience a down market.

Choosing the right listing agent is another tool that can have an impact on how efficiently and effectively you can sell a house. Data shows that the top 5% of agents across the U.S. sell homes for as much as 10% more than the average real estate agent.

So far this year, we have seen unprecedented volume and continued challenges within the supply chain realm. Port challenges aren’t going away any time soon, and increased pricing on the “moving” (i.e. Household Goods, Vehicle shipments, etc.) parts of the relocation industry are holding steady.   While things don’t seem to be easing up any time soon, these are fluid situations, and they can change daily.

As COVID continues to wreak havoc with highly contagious variants, countries around the world are taking necessary actions which means borders are shutting down, we are seeing restrictions on entry, etc. that continue to cause a domino effect of challenges.

Our Home Marketing Assistance Program is available to every home owning employee, regardless of company sponsored benefits. Your employee can forget about the stressful real estate stuff and thrive in their new role, as our consultants create a customized marketing plan to sell their home. Want to learn more about how our Home Marketing Assistance Program can help you sell your home? Click the image below to watch a short explainer video.