How Can Employers Create a Co-Branded Relocation Resource for New Hires?

The call to action should be direct: the recruiter shares the HomeBase resource with accepted new hires, and the employee can begin using HomeBase immediately. Avoid a complicated signup explanation or long checklist. The new hire should understand that a knowledgeable local apartment-relocation resource is available at no charge to them and know how to start the conversation. Grant’s goal is to reduce hesitation and make the first step almost effortless. Once the employee responds, HomeBase can collect the detailed housing information and build the personalized plan.

Yes. The same basic HomeBase resource should work for an entire accepted class and for an individual employee who joins later. Grant wants recruiters to have one simple, reusable relocation asset instead of creating a custom communication every time someone relocates. The employer can send the one-pager, provide a short endorsement, and let HomeBase take over the personalized search. That makes the process easy to repeat across hiring cycles while still giving each employee an individualized apartment and neighborhood plan once they engage.

Yes. Grant wants the HomeBase one-pager to work both for a full incoming class and for individual new hires. The recruiter can distribute one clear resource when the class is ready for relocation help, and employees can then contact HomeBase directly. This makes the program scalable without turning the recruiter into an apartment advisor. The message should remain simple and employer-appropriate: HomeBase can help make the move easier, knows the local market, is easy to work with, and is free to the employee. HomeBase handles the individualized housing conversation after the introduction.