For employers
Corporate relocation
Corporate relocation is the employer-facing version of everything else on this site: assessing whether a permission is realistic before you recruit, then supporting the candidate through a move that would otherwise consume your HR function.
What is included
- Permission assessment before the role is advertised, with a view on whether a licence is realistic
- Support with the licence application, including the local recruitment evidence
- Candidate and family support through the whole move, so it does not land on a line manager
- Housing search in the market the candidate's status actually opens
- A realistic relocation budget, including the housing line most employers underestimate
- Policy work for employers relocating more than one person a year
Test the permission before the role exists
Licensed employee permissions are constrained because the States constrain population growth. They are scarce by design, and that is a policy position rather than an administrative backlog to be worked around.
The expensive version of this is finding out after a candidate has been offered, accepted and resigned. The cheap version is a conversation before the role is advertised about whether a licence is realistic for this business, this role and this salary — and what the fallback looks like if it is not.
The family is the move
A hire arriving alone is an administrative exercise. A hire arriving with a partner and school-age children is a different job, and it is the one that fails.
The partner's ability to work is set by the status the household holds, not by their qualifications. School availability varies enormously by year group and a family with three children is rarely accommodated in one school. Neither of these is the line manager's problem to solve, and both land on them by default.
The budget line employers underestimate
Housing. Jersey rents are high, supply is tight, and the market a candidate can access is decided by the status their licence carries rather than by what they can afford.
A relocation package priced against a mainland benchmark tends to be short by the time the candidate has viewed anything. Getting that number right before an offer is made is cheaper than renegotiating it after.
A team is not five of the same move
Permissions are granted case by case, so five hires are five applications and the answer can differ between them. Housing is the harder constraint: five households looking in the same market at the same time compete with each other as well as with everyone else.
Stagger the arrivals. An employer who moves a team over two quarters gets better housing outcomes than one who moves them in a month, and it costs nothing to plan.
What stays with you
The offer, the salary, the package and the decision to recruit. We will tell you what a relocation realistically costs so the package is right, and we will not tell you who to hire.
How we are paid
Per relocation, on a fixed fee agreed with the employer before work starts. For employers moving more than one person a year, an annual arrangement covering policy, permission assessment and a defined number of moves usually costs less and works better.
We take no fee from recruiters, agents, landlords or relocation suppliers, and we do not source candidates.
What this does not cover
Recruitment. We do not source candidates and we take no fee from anyone who does.
Our regulatory positionsets out in full what we do and what we are not permitted to do.
Before you ring
- Can you tell us whether a licence will be granted before we advertise?
- We can tell you whether it is realistic and what the application would have to show, which is the useful version of the question. We cannot tell you it will be granted, because permissions are decided case by case and are constrained by policy rather than by process.
- Do you charge per employee or as a retainer?
- Either. Per relocation on a fixed fee is the usual arrangement. Employers moving more than one person a year generally find an annual arrangement covering policy, permission assessment and a set number of moves costs less.
- Do you help with recruitment?
- No. We do not source candidates and we take no fee from anyone who does. We start once you know who you want to move.
Test the permission before you advertise
Send us the role and the business. We will tell you whether a licence is realistic, what the application has to show, and what the fallback looks like.