Resources

In the world of college athletics, the "coaching carousel" tends to grab all the headlines. While coaches have been frequent clients of D1.relocation, the reality of the industry is that the pressure of a move isn't reserved for the sidelines. Athletic administrators, executives, and support staff are the operational engine of every department, and when you take a new role, you deserve the same level of support as the person holding the whistle. Whether you are stepping into a new leadership position, shifting to a new campus, or transitioning into your next chapter after a storied career, the "next move" is often the most grueling part of the journey. Many staff members find themselves expected to "DIY" their life reset because "that’s how it’s always been done." At D1.relocation, we know there’s a better way. We act as your personal Director of Relocation Operations (DORO) . Our goal is to handle the logistics that traditionally sabotage your schedule, ensuring you and your family arrive at your next destination settled, supported, and ready for what’s ahead. The Executive Transition Suite We’ve designed a white-glove experience to protect your time and your family’s peace of mind: Real Estate Rewards : Buy or sell your next home through our expert network and receive a 0.4% non-taxable cash rebate at closing. It’s a straightforward way to put significant capital back in your pocket during a transition. The "Vetted Network" Advantage : Skip the DIY search for movers. We provide 2–3 competitive estimates from our strictly vetted network of top-tier carriers, ensuring you get priority capacity and professional handling. Proactive Discard & Donate : Before the trucks arrive, our specialists provide "hands-on" assistance to help you sort, purge, and de-clutter. We manage the logistics to have those items donated or discarded for you, which simplifies your move and improves your home’s appearance for sale. White-Glove "Settle In" Service : Avoid the "sea of boxes." Professional organizers will unpack a portion of your shipment, organize the contents, and put items away in high-priority rooms. This allows you to sleep in your own bed the first night and have breakfast as a family the next morning before heading to work. Utility & Home Services Concierge : One call, one concierge, zero hassle. We serve as your single point of contact to compare providers and coordinate the setup of electricity, gas, internet, and home security at no cost to you. In an industry that demands so much of your time, your relocation shouldn't be another "unpaid project" for you or your spouse. Whether you are a senior associate AD or an entry-level coordinator, you deserve a first-class transition. D1.relocation is here to provide the professional infrastructure that has been missing for administrators for decades. Ready to simplify your next transition? CLICK HERE to schedule a confidential, no-obligation strategy call. The earlier the plan, the easier the landing

Collecting three competitive bids for purchases is a logical, sensible way to find the best price for goods and services. Today, many organizations regularly employ a three-bid procurement strategy for a variety of purchases in order to find the best value for their dollar. Like all good frameworks and strategies, three-bid procurement works well in specific contexts like the buying of computers, machinery, and other capital equipment. Likewise, three-bid procurement can prove counterproductive when employed in ill-fitting contexts such as repurchased goods and certain services such as moving and other relocation-related purchases. For those companies that utilize a three-bid procurement strategy for employee relocations, they may not be considering how this approach may be overtaxing their financial and human resources while also creating conditions for less than stellar relocation experiences for their employees. Why Three-Bid Procurement Strategies Don't Work for Relocation Services Performing a three-bid procurement strategy per each employee relocation means that the company is likely working with different moving providers for each move. Doing this prevents companies from building relationships with a trusted, high-performing provider who knows the company’s preferences, processes, and specific relocation policies. Not only does this mean that each employee may be receiving various levels of service quality, but it also sets the stage for a loss in efficiency for the company who must spell out their specifications and policies anew each time, with no way of knowing how well they will be adhered to until after the fact. In fact, according to our past studies and surveys: Three-bid procurement strategies for relocation services cost an average of 8-15 hours of additional work spread across the relocating employee, HR, procurement, and AP teams for a single relocation. By comparison, companies who were contracted with a professional relocation provider, on average spent less than one hour working on a new hires relocation. There are many hidden soft costs that factor into the true total cost of a move that a three-bid approach overlooks, such as: Administrative time required to collect and review estimates for the corporate buyer and shipper Replacement-Value Protection is not an included item for consumer moves, rather an additional and separate charge Additional setup costs associated with adding new vendors to accounts payable who maty only be used for one move The difference between the cost estimate and what’s involved Surcharges that must be paid for peak season moves and their associated capacity restrictions for which corporate relocation clients receive preference over consumer moves It is also important to note that the three-bid procurement process for employee relocation exacerbates the top challenges that most professionals charged with moving talent face. According to the SIRVA 2018 Annual Mobility Report in which 250 mobility and HR professionals were surveyed, the top challenges they encountered with their relocation programs were cost management, process efficiency, and speed to deploy. By increasing administrative time and cost, forgoing the benefits and cost savings associated with contracting with a provider, and the loss of efficiencies that can be gleaned over time from a long-term working relationship with a sole provider, three-bid procurement only worsens these issues. Taking a truly holistic view, we also must consider the employee’s experience as well. To do this thoroughly, we would be remiss to not touch on the fact that three-bid procurement strategies in relocation go hand-in-hand with either a lump sum or reimbursement relocation program. Taking Employee Experience into Consideration Beyond being viewed as consumers, these employees feel like consumers. Meaning that while this is a work-related move, employees are forced to carry out the planning, commissioning, and other peripheral work required. For employees that are homeowners, this workload is further complicated by needing to sell one’s home and contending with the time and financial realities of that additional, in-depth process operating in tandem with the planning of a life changing move. Often, employees are expected to also continue with their present job duties and prepare for their new role in their new city while also potentially having family members for whom the move means significant life changes, like finding new schools and places of employment. In the case of a reimbursement program, the employee must also finance their move, only recouping their costs at the completion of their relocation. In short, there is a cost to these programs that extends well beyond what you see on invoices that must be examined to ensure alignment with company culture and remain competitive in today’s talent market. Evaluating the Best Purchasing & Relocation Strategy for Your Organization In evaluating the best purchasing and relocation strategy for your company, it is important to taker a multi-factorial view in your analysis. While three-bid procurement strategies work well for certain things, when applied to employee relocation they are counterproductive and costly. Companies should take a closer look at working with a relocation provider. Full-service relocation programs help to diminish the top challenges experienced by relocation and HR professionals such as cost management, process efficiency, and speed to deploy. Unlike a three-bid lump sum or reimbursement approach, these programs ensure cost savings through a reduction in administrative costs, the inclusion of benefits such as Replacement-Value Protection, and guaranteed pricing that is insulated from excessive seasonal increases. Working with corporate relocation providers also results in time savings for companies that employ these full-service programs, upwards of 14 hours per move across the relevant internal stakeholders. Other benefits like preferential access to trucking capacity, long-term relationship building (and its positive correlation with increased efficiency), and less burdened employees who are receiving the utmost in service make full-service, provider-based programs the best choice for today’s cost and culture-conscious firms looking to drive efficiencies. A Note from D1.relocation on Lump Sum and Reimbursement Programs Employees moving without a full-service managed relocation benefit are viewed as consumers by moving providers; they are subject to fluctuating and seasonal pricing shifts and are not given priority to the limited trucking capacity available. On top of that, such new hires must personally handle, typically without any professional guidance: Collecting bids and securing a mover or moving solution Coordinating home sale and home purchase, as well as procuring a mortgage Move-related activities like setting up utilities, registering children for school, and possibly finding employment for their spouse or partner. All while typing up loose ends in their existing position and preparing for their new one. This makes a typically stressful situation even more arduous for the relocating employee. Want to learn more about why a full-service relocation program could be the answer for your institution? CLICK HERE to schedule a no-obligation strategy call.

The carousel is a reality of this business. The emotional toll it takes on your spouse and children doesn't have to be.

The search is over. The plane has landed. The ink is dry on the contract, and you’ve just secured a phenomenal new hire. Whether it’s a high-profile Head Coach or a mission-critical administrator, they are energized, ready to hit campus, and eager to prove their worth. And then, the momentum stalls. Why? Because most departments, even the ones with national championships in the lobby, fail the new hire’s first true test: The Transition. A veteran Athletic Director recently remarked with a mix of frustration and resignation: “Let's be honest... we all suck at onboarding.” This isn't a critique of effort; it’s a failure of process. In college athletics, unmanaged relocation is a massive, self-inflicted wound that drains the energy of your people. The Friction Point: Why "DIY" Relocation Kills Momentum The problem isn't the job; it’s the logistical friction. When a department hands a new hire a relocation stipend and a "good luck" handshake, they are essentially asking their new leader to moon-light as a project manager. Unmanaged onboarding hurts the department in three specific ways: It Erodes the First Impression : After a "red carpet" recruitment, the very next experience is a complex, lonely moving process. This sends a subtle message about a lack of administrative support. It Threatens Retention : An unsuccessful move—specifically if the spouse and family struggle to settle—is the leading cause of "failed" hires in nomadic industries like ours. It Wastes High-Value Time : Every hour a Head Coach spends fielding calls about moving quotes or utility transfers is an hour they aren't spent recruiting, fundraising, or game-planning. The Solution: Your External "Director of Relocation Operations" (DORO) Onboarding shouldn't be a pain point; it should be a competitive advantage. D1.relocation was founded to solve this industry-wide issue by acting as your external Director of Relocation Operations (DORO). We manage the specialized logistics so your new staff member arrives settled, supported, and ready to contribute on Day One. How D1.relocation Fixes the Process: Guaranteed Day-One Readiness : We manage the entire transition—from pre-decision consulting to utility setup—eliminating logistical distractions. Spousal Empowerment : We recognize that the spouse is the true "Project Manager" at home. We act as their dedicated advocate, vetting schools and neighborhoods to minimize family disruption. Strategic Real Estate Management : We coordinate elite agents, manage lending, and offer our Real Estate Rewards Rebate to deliver immediate financial value to the employee. Budgetary Control : We provide transparent oversight, ensuring compliance and eliminating administrative risk for your business office. The Bottom Line: A World-Class Experience at Zero Cost The most strategic aspect of this partnership? The financial structure. D1.relocation’s core management and advocacy services are provided to your institution at absolutely no cost. No Department Fees : You do not pay a subscription or management fee for our coordination. Found Money : We save your department money by vetting quotes and eliminating unnecessary third-party fees. Revenue for the Employee : Our Real Estate Rewards Rebate puts cash back into the hands of your new hire, improving the financial health of their transition. Stop "Sucking at Onboarding" It’s time to create a consistent, world-class experience that aligns with the excellence of your athletic brand—without adding a single line item to your operational budget. Ready to master the transition? CLICK HERE to schedule a no-obligation call with D1.relocation today!

In the high-stakes world of college athletics, your roster isn't the only thing that’s fluid—your staff is, too. A well-designed relocation policy is more than just an HR document; it’s a strategic tool for talent acquisition and retention.

If you’ve spent your career in college athletics, the level of support in the private sector might surprise you. Here is a breakdown of what a "typical" tiered relocation package looks like in 2026.

A RMC functions as a strategic partner for athletic departments, transforming the chaotic moving process into a streamlined professional transition.

For athletic departments that view talent acquisition as essential to their growth, relying on a stable partner isn't just a preference, it is a necessity. Done are the days that relocating employees must organize their entire move independently.

In the world of college athletics, coaches and administrators move frequently. One year you're celebrating a championship, the next you're packing boxes, navigating new cities, and trying to set up a new life – often with little to no institutional support. Meanwhile, just across town, corporate executives making a similar career move are often treated to a seamless, stress-free experience. They arrive, unpack, and are ready to contribute from day one, while their athletic counterparts are still wrangling with movers and searching for temporary housing. At D1.relocation, we believe it's time for college athletics to catch up. Let's look at what's considered "standard" in Corporate America, and why athletic departments and individual staff deserve the same level of care. The "Corporate Standard": A Package, Not Just a Paycheck In the Fortune 500 world, a job offer for a mid-to-senior level position almost always comes with a comprehensive relocation package. This isn't just a bonus; it's a strategic investment in talent. What Corporate Employees Expect (and Get!): Professional Moving Services : Imagine not having to pack a single box. Corporate packages typically include full-service packing, loading, shipping, and even unpacking of household goods. This often covers cars, pets, and temporary storage too. Travel & Temporary Housing : New job, new city? No problem. Companies cover flights for the employee and family, often providing 30-60 days in a corporate apartment or hotel. This gives ample time to find a permanent home without the pressure of immediate commitment. House Hunting Trips : Before the move, employees get paid trips (flights, hotel, meals) to scout new neighborhoods, tour schools, and explore potential homes. This isn't a vacation; it's a crucial part of integrating into a new community. Real Estate Support (Especially for Homeowners) : This is where it gets truly sophisticated. Guaranteed Home Buyout (GBO) : If their old home doesn't sell quickly, the company, through a relocation firm, might buy it directly. This removes enormous financial stress and allows the employee to focus on the new role. Closing Cost Assistance : Help with the thousands of dollars in fees associated with selling an old home and buying a new one. Real Estate Agent Matching : Access to vetted, top-performing agents in both locations. Spousal & Family Support : Companies recognize that a happy family equals a productive employee. They offer career counseling for spouses, help with school searches for children, and general "settling-in" services to navigate a new city. Tax Protection : Relocation benefits are taxable. Many corporate packages include a "tax gross-up," meaning the company pays the taxes on those benefits, ensuring the employee receives the full intended value. Dedicated Relocation Consultant : This is the game-changer. A single point of contact to manage all logistics, answer questions, and act as an advocate throughout the entire process. The Difference: "Talent Mobility" vs. "Good Luck!" The stark contrast lies in philosophy. Corporate America views relocation as "talent mobility" – a strategic tool to attract and retain top performers, ensuring they are productive and engaged quickly. They invest in it because they know it pays dividends. In college athletics, the prevailing approach often feels like "Here's your offer, good luck with the move!" This leaves coaches and administrators scrambling, stressed, and often financially strained, delaying their ability to fully commit to their new roles. Why Athletic Departments Need to Level Up Failing to offer comprehensive relocation support creates a significant disadvantage: Recruitment Handicap : Top coaching talent and skilled administrators will naturally gravitate towards institutions that value their well-being and make career transitions smoother. Delayed Productivity : A stressed employee focused on logistics isn't focused on strategy, recruiting, or student-athlete development. Retention Risk : If the initial move is traumatic, employees are more likely to seek another opportunity sooner. Reputation Impact : How an institution treats its staff reflects on its overall brand. D1.relocation: Bringing Corporate Excellence to College Athletics At D1.relocation, we understand the unique demands of the college athletics world, and we're bringing the best practices of corporate relocation to your sidelines. We help: Athletic Departments design competitive, compliant, and cost-effective relocation policies to attract and retain elite staff. Individual Coaches and Administrators navigate their moves with professional support, allowing them to focus on what they do best: leading student-athletes and building championship programs. It's time to retire the moving truck selfie and embrace a new era of talent mobility in college athletics. Your staff deserves the same support and seamless transition that corporate America provides. Ready to transform your athletic department's relocation strategy? Contact D1.relocation Today to Review Your Policies!