Corporate Relocation Partnerships for HR and Mobility Teams
How the work runs day to day, from the first name you send to the final invoice
Once your company decides to use a local brokerage for relocating employees, the questions become practical. What happens when you send a name? How do you know the work is being done properly, and who answers when it is not? This page describes the partnership day to day, from intake to invoicing, so an HR or mobility team knows what to expect from BreakThru Realty before the first referral.
Intake: What Happens When You Send a Name
A relocation begins when your team sends an authorization or a simple introduction: the employee’s name and contact details, the work location, the start date, the policy type and any limits the agent should know about. BreakThru confirms receipt to you, assigns a named agent, and opens the file so the broker of record can see it. The agent calls the employee within one business day of the authorization, introduces themselves, explains how they will work together under the company’s policy, and books the first proper conversation. You receive confirmation that contact was made. Intake can arrive by email, through a web form, or through your HR or relocation platform if you prefer to keep everything in one place.
Needs Assessment
Before any touring, the agent completes a needs assessment with the employee: household size and schooling, pets, the commute to the work location, whether they will rent or buy, budget and timing, and any special requirements such as accessibility or a home office. The assessment is shared with HR at the level of detail your policy calls for, typically a summary of the plan and the dates rather than the employee’s finances. It gives everyone a common starting point and makes it easier to spot early when the employee’s expectations and the policy do not match, which is far easier to resolve at the beginning than halfway through a purchase.
Service Level Commitments
BreakThru commits to response standards it can meet on every file, and puts them in writing for partners who want them. The core standards: the employee hears from their agent within one business day of an authorization, any HR or mobility inquiry gets a response within one business day, every employee has a named agent with a backup for when that agent is unavailable, and reports arrive on the agreed cadence. If a standard is missed, you hear about it from us first, with the reason and the fix. Where your company or its relocation management company sets its own service levels, BreakThru works to those instead, and says at the start if any of them cannot be met.
Status Reporting Cadence
Reporting is agreed with you before the first file opens, and then it arrives without being chased. A typical arrangement is a short update at set milestones, such as first contact, the house-hunting trip, an accepted offer or signed lease, and closing or move-in, plus a regular summary of every open file on the schedule you choose. Each update covers status, the next step, expected dates and anything that could delay the employee’s start. The format is yours: email, a shared tracker, or entries in your HR or relocation platform. The aim is that your team can answer a leader’s question about any move without having to call anyone to find out.
Cost Control Without Pressure to Overbuy
An employee spending company money deserves an agent who helps them spend it well. BreakThru agents search within the employee’s real budget rather than the ceiling of the allowance, and do not steer anyone toward a larger purchase or a higher rent than they need. Where the policy covers closing costs or rental fees, the agent keeps those costs in view, compares title and service quotes where the employee has a choice, and flags avoidable expenses such as extended temporary housing caused by a slow search. Renting first is suggested when it suits the employee, even though it delays a purchase. The employer gets a move that costs what it should, and the employee gets a home they can still afford once the benefits end.
Following Your Company’s Policy
Your relocation policy is the rulebook, and the agent works inside it. Before the first file, BreakThru reviews the policy or a summary of it with you, so the agents know what is covered, what needs approval and what falls outside it. Employees often ask agents what their package allows; the agent sends those questions back to HR or the relocation consultant rather than interpreting the policy, and never promises a benefit the company has not approved. If an employee’s plan looks likely to need an exception, the agent tells HR early. When the policy changes, send the new version and the agents working your files are briefed on it before their next conversation with an employee.
Data Privacy
Relocation files carry personal information: names, contact details, family members, finances and sometimes immigration or medical details. BreakThru collects only what it needs to help the employee move, limits access to the agent and the broker of record, and does not use employee information for marketing or pass it to vendors without the employee’s consent. Reports to HR contain what the policy requires and nothing more. If your company requires a data processing agreement, a vendor security questionnaire or particular handling for files, the broker of record completes it before work starts. When a move is finished, records are retained as Florida brokerage record-keeping rules and your agreement require.
Escalation to the Broker of Record
Every relocation file is supervised by BreakThru Realty’s broker of record, Tyson E. Sam, who is the named escalation point for your team. If an employee is unhappy, a deadline is at risk, an agent is not responding as agreed, or anything about a transaction concerns you, you can go straight to the broker rather than through layers of management. The broker reviews contracts, handles disputes, and decides if an agent needs to be replaced on a file. You receive the broker’s direct contact details when the partnership begins, and you can use them at any time, for a single urgent file or a question about the relationship as a whole.
Invoicing and Referral Fees Where an RMC Is Involved
How money moves depends on the program. Where your company works with BreakThru directly, any charges for services are set out in a written agreement before the first file opens, and the agent’s compensation on a purchase or lease is handled within the transaction in the ordinary way. Where a relocation management company manages the move, BreakThru pays the referral fee set in a written broker-to-broker agreement to the relocation company’s licensed brokerage, as Florida law requires referral fees to be paid between brokers. BreakThru does not publish fee figures, because each agreement sets its own. Your finance team receives whatever invoices, cost reports or supporting documents it needs.
Set Up a Partnership
Who is moving, how many, to where and when. The broker of record replies within one business day with how BreakThru Realty would support your people and report back to you.
Call or email the brokerage directly: (786) 914-1017 · sales@breakthrurealty.com
Questions People Ask Before Moving
- How quickly does BreakThru contact a relocating employee?
- Within one business day of receiving the authorization or introduction. The assigned agent calls the employee, explains how they will work together under your policy, and books the first full conversation, and your team receives confirmation that contact has been made.
- What reports will our HR team receive?
- Whatever you agree at the start. A common arrangement is an update at each milestone, from first contact to closing or move-in, plus a regular summary of open files. Reports come by email, in a shared tracker or in your HR or relocation platform, and leave out the employee’s personal finances.
- Will an agent push our employees to spend the full allowance?
- No. Agents search within the employee’s real budget, not the ceiling of the benefit, suggest renting first when it suits the employee, and flag avoidable costs such as extended temporary housing. The goal is a home the employee can still afford after the relocation benefits have ended.
- How is our employees’ personal data protected?
- Only the information needed for the move is collected, access is limited to the agent and the broker of record, and nothing is used for marketing or shared with vendors without consent. Data processing agreements and vendor security questionnaires are completed by the broker of record before work begins.
- Who do we contact if something goes wrong on a move?
- The broker of record, Tyson E. Sam, who supervises every relocation file and is the named escalation point. You receive direct contact details when the partnership starts and can use them at any time, whether for one urgent file or a concern about how the partnership is running.
- How are referral fees handled when a relocation company manages the move?
- BreakThru pays the relocation company’s licensed brokerage the referral fee set in a written broker-to-broker agreement, as Florida law requires. No fee figures are published, because each agreement sets its own terms, and the arrangement is agreed before the employee is contacted.