In the world of global talent, executive relocations aren't just moves; they're strategic investments. Attracting and retaining top-tier leadership and critical talent often hinges on providing an exceptional, seamless, confidential relocation experience. Yet, beneath the surface of "white-glove service," lie significant complexities and costs that mobility leaders are constantly striving to manage.
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When Yuki Watanabe joined Delivery Hero, the global tech company was in hypergrowth. Volumes were soaring, expectations rising, and her small Global Mobility team was overwhelmed.
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When Carolyn Volovsek, Director of Global Mobility and Immigration at Cox Enterprises, stepped into her role, she inherited a patchwork of policies and processes—15 separate relocation packages across three divisions, each operating in silos. Alongside Morgan Kelly, Global Mobility Manager, the duo embarked on what they now call “an incredible journey” to build a centralized, future-ready mobility program.
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Every Global Mobility program has a budget. But not every program knows when it’s at risk of going over — until it's too late. Even with well-built cost estimates, many companies struggle to answer a basic question: “What have we actually spent so far?” The issue isn’t a lack of effort — it’s a lack of visibility. How exposed is your program? Run our complimentary Cost Tracking Risk Diagnostic to find out.
When the former Comptroller General of the United States joins a Global Mobility show, the conversation goes beyond visas and policies—it becomes a masterclass in governance, economics, and strategy.
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