Most RMCs: their suppliers, their process, their way. We're different. - Transferees compare + choose on price - You see every quote - Your vendors or ours - Tech ready Day 1 Your success is our success. https://t.co/c6lY59tx63 #globalmobility

Housing isn’t just a cost to manage. It’s part of the experience you’re designing. #EarlyCareers

If intern programs are being evaluated on conversion and retention, experience matters more than we like to admit.

When housing is chaotic or treated as an afterthought, it shows up in stress, distraction, and weaker engagement.

It shapes how supported they feel, how focused they are, and how seriously they take the program — long before performance reviews or conversion conversations.

Intern housing is often treated like logistics. For interns, it’s a signal.

Balance automation with personal service. That’s where AI actually works in mobility. #GlobalMobility

The real value of AI isn’t replacing the relationship. It’s freeing up time so teams can be more present for it. ⬇️

Moving to another country isn’t a workflow. Every situation carries context, emotion, and risk that doesn’t fit a pattern. ⬇️

Legal interpretation. Risk assessment. Sensitive timing decisions. Client counseling. Escalations. ⬇️

AI can help in global mobility — but there are clear moments where human judgment has to lead. ⬇️

Retention isn’t about perks. It’s about visible momentum — especially when people relocate. #GlobalMobility#EarlyCareers

This is where disengagement actually starts. Not with complaints. With fewer questions, less curiosity, and quieter ambition.

We see this with early career employees in London, Toronto, and Austin especially. Once the novelty fades, stagnation hits harder than disappointment.

After reviews and relocations wrap up, the work looks the same. Same desk. Same projects. Same pace. The calendar flips, but progress doesn’t.

January is when early career momentum stalls — not because people are unhappy, but because nothing is changing.

The exceptions that earned their place need to graduate: define the criteria, document the boundaries, build it into the framework. We're seeing mobility teams in London, Singapore, and Toronto use Q1 to clean this up before volume picks back up. We're Mobility Empowered—we help

The exception that keeps getting approved isn't an exception anymore. It's an unwritten policy. And unwritten policies create problems—inconsistent decisions, no documentation, teams guessing at the right call.

The companies with smooth intern programs aren't lucky. They're 8-10 weeks earlier than everyone else. Right now that means: confirming headcount, identifying tight markets, locking in housing partnerships. January feels early. It's not. We're Mobility Empowered—we help companies

Summer 2026 intern housing is already a problem for companies that don't know it yet. By March, the best corporate housing in New York, San Francisco, London, and Austin is gone. What's left: more expensive, lower quality, less convenient.

Her focus wasn't automation metrics. It was the human side. Relocation is a deeply personal journey. AI handles repetitive work so the team can be present for the moments that matter. Enhancement, not replacement. Full conversation on our LinkedIn—first in a