Corporate Relocation in Downtown DC, DC
In and Out Movers and Movers USA are FMCSA-registered corporate relocation providers serving Downtown DC, DC. Corporate relocation covers employee household goods moves, office transfers, government-funded relocations, and volume accounts with dedicated management and standardized billing. 24 additional surveyed movers in the area handle corporate accounts.
2 verified · 24 surveyed with corporate services · 2026-06-07
29 movers in Downtown DC
~$1,365 2BR local
~$1,918 2BR local
~$1,001 2BR local
~$1,052 2BR local
~$1,777 2BR local
~$6,400 2BR local
~$1,365 2BR local
~$1,918 2BR local
~$1,001 2BR local
~$1,052 2BR local
~$1,777 2BR local
~$6,400 2BR local
What Corporate Relocation Includes
Corporate relocation is not just a truck and a crew. It's a managed process that reduces disruption for the employee and liability for the company.
Employee Household Goods
Full-service packing, loading, transport, and unloading of the employee's home | local or long distance. Includes furniture disassembly/reassembly, specialty item handling, and inventory tracking.
Dedicated Account Management
A single point of contact for HR and the employee. No call centers. The account manager coordinates scheduling, handles exceptions, and provides status updates throughout the move.
Corporate Billing & Reporting
Invoicing that integrates with AP systems | PO numbers, cost center codes, per-employee cost breakdowns. Monthly or quarterly reporting for relocation program analysis.
Temporary Storage
Climate-controlled storage for gap periods between old and new housing. Common when employees sell a home before finding a new one, or during home renovations.
Office & Commercial Moves
Relocating entire offices | desks, servers, files, equipment. Includes weekend/after-hours moves to minimize business disruption, IT disconnection/reconnection coordination, and furniture installation.
Government & Military (GSA/PCS)
GSA-certified vendors handle federal employee transfers and military PCS moves. Requires additional documentation, security protocols, and compliance with government move management standards.
Beyond the Move | Full Relocation Services
Larger relocation providers offer services beyond moving boxes. If you're building or expanding a relocation program, these are the services worth evaluating.
Temporary housing coordination
Furnished apartments or extended-stay hotels for employees between homes. Typically 30–90 days. The mover or relocation company handles sourcing, lease signing, and utility setup.
Destination services
Area orientation, school research, neighborhood tours, and community introductions for relocating employees and their families. Reduces time-to-productivity by helping the employee settle faster.
Spouse/partner career assistance
Resume review, job search support, and networking introductions for the relocating employee's spouse or partner. A top reason employees decline relocations is partner career disruption.
Home sale/lease break assistance
Buyer Value Option (BVO) programs where the company purchases the employee's home to facilitate the move. Or lease break negotiation and penalty reimbursement for renters.
Immigration & visa coordination
For international relocations | work permits, visa applications, customs clearance for household goods, and country-specific compliance requirements.
Expense management
Centralized expense tracking for all relocation costs | moving, temporary housing, travel, miscellaneous. Ensures policy compliance and simplifies tax reporting (moving expenses are generally no longer tax-deductible for employees post-2018, but may be for the company).
Types of Corporate Relocation Policies
How you structure the policy affects cost, employee satisfaction, and administrative burden. Most companies use one of three models.
Full-Service Managed
The company manages everything through a relocation provider. The employee makes minimal decisions | the provider handles packing, moving, storage, temporary housing, and destination services.
Best for: Senior executives, international relocations, companies with 20+ relocations/year. Cost: $15,000–$100,000+ per relocation depending on distance and services. Downside: Expensive. Requires a formal vendor relationship.
Managed Cap / Budget
The company sets a dollar amount (e.g., $8,000) and the employee chooses services within that budget. The company may pre-approve vendors or let the employee choose freely. Unused budget may or may not be kept by the employee.
Best for: Mid-level employees, domestic relocations, companies wanting cost control with employee flexibility. Cost: $5,000–$15,000 per relocation. Downside: Employee may prioritize savings over quality (choosing the cheapest mover).
Lump Sum
The company gives the employee a flat cash amount to manage their own relocation. Simple to administer | one payment, no vendor management. The employee handles everything.
Best for: Startups, small companies, entry-level relocations, short-distance moves. Cost: $2,000–$10,000 depending on level and distance. Downside: No quality control. Employee may pocket the money and do a DIY move, then complain about the experience. Company has no visibility into the process.
Corporate Relocation Providers in Downtown DC
| Company | FMCSA | Years | Fleet | Gov/GSA | |
|---|---|---|---|---|---|
| In and Out MoversVerified | Active | - | - | - | - |
| Movers USAVerified | Active | - | - | - | - |
| Ally Moving LLC | None | 4.9/5 (598) | 6 | , | - |
| American Twin Movers, Inc. | Active | 3.1/5 (13) | 11 | 1 | - |
| BB&D Moving Services | None | , | 16 | , | - |
| BoxStar Movers | Active | 5/5 (1116) | 5 | 7 | - |
| Dan's Van Lines | None | 4.9/5 (357) | 16 | , | - |
| Guardian Moving & Storage Co. | None | 1.9/5 (48) | 75 | , | Yes |
| Eagle Van Lines Inc | Active | 4.1/5 (73) | 42 | 72 | Yes |
| Elite Movers LLC | Active | 4.8/5 (93) | 4 | 2 | Yes |
| Great Scott Moving | None | 4.6/5 (49) | 35 | , | - |
| Jake's Moving and Storage | Active | 4.5/5 (216) | 17 | 2 | - |
| JK Moving Services | Active | 4.5/5 (2090) | , | 173 | - |
| Mighty Movers, LLC | Active | 4.5/5 (19) | 20 | 3 | - |
| Name Your Price Movers | Active | 4.8/5 (178) | 5 | 3 | - |
| NewRay Moving LLC | Active | 4.6/5 (258) | 7 | 4 | - |
| Noah's Relocation Services LLC | Active | 4.9/5 (93) | 2 | 2 | - |
| Old Town Moving | Active | 5/5 (51) | 6 | 2 | Yes |
| ProAce International Moving & Storage LLC | Active | , | 24 | 2 | - |
| Potomac Moving Company LLC | Active | 4.9/5 (365) | 9 | 5 | - |
| Royal Movers LLC | Active | 4.9/5 (333) | 8 | 4 | - |
| Star Moving Solutions | None | 5/5 (79) | 26 | , | Yes |
| Town & Country Movers Inc. | Active | 4.7/5 (470) | 49 | 64 | - |
| Victory Van Corporation | Active | 4.2/5 (126) | 43 | 21 | - |
| B. Von Paris & Sons, Inc. | Active | 4.8/5 (479) | 124 | 31 | - |
| Zip Moving and Storage | Active | 4.7/5 (783) | 10 | 3 | - |
What to Look For in a Corporate Relocation Provider
Evaluating a relocation provider is different from hiring a mover for a personal move. Here's what matters for corporate accounts.
Dedicated account manager | not a call center
Your HR team needs a single point of contact who knows your company's policy, has authority to make decisions, and is reachable by phone. If the provider routes you through a 1-800 number with hold times, they're not set up for corporate accounts.
Standardized pricing across all moves
Corporate accounts should have a negotiated rate card | not per-move quoting. This gives predictable budgeting and eliminates the risk of a rogue estimate. Ask for a rate card with pricing by move size, distance tier, and service level.
Reporting and invoicing
Can they invoice with PO numbers and cost center codes? Do they provide monthly/quarterly reporting with per-employee breakdowns, average cost per move, and trend data? If your AP team can't process their invoices, the relationship won't work.
Employee satisfaction tracking
Good providers survey relocated employees after every move and share the results with HR. If they don't measure satisfaction, they can't improve | and you have no data to evaluate the vendor.
Scale and geographic coverage
If you relocate employees to multiple cities, can the provider handle all of them | or will you need different vendors in each market? A single vendor relationship is simpler but only works if they have national coverage or a strong agent network.
Insurance and liability
Corporate moves involve higher-value items and higher-stakes outcomes. Verify FMCSA registration, insurance filings, and Full Value Protection availability. An uninsured mover damaging an executive's belongings creates both a financial and HR problem.
Corporate Relocation Cost Benchmarks
Costs vary widely based on distance, policy type, and service level. These are typical ranges for the Downtown DC market.
| Relocation Type | Typical Cost | Includes |
|---|---|---|
| Local employee move (within metro) | $2,000–$5,000 | HHG move, packing, 1-day |
| Domestic long distance | $5,000–$20,000 | HHG move, packing, storage, delivery |
| Full-service managed (domestic) | $15,000–$50,000 | HHG, temp housing, destination services |
| International relocation | $30,000–$100,000+ | HHG, customs, visa, temp housing, destination |
| Office move (per employee) | $150–$500 | Desk, chair, equipment, files |
| Lump sum payment | $2,000–$10,000 | Cash to employee (taxable) |
Tax note: As of 2018 (Tax Cuts and Jobs Act), moving expense reimbursements are taxable income to the employee unless they are active-duty military. Companies can still deduct relocation expenses as a business expense. Gross-up provisions (company pays the extra tax) are common in managed relocation programs.
Common Corporate Relocation Mistakes
No formal relocation policy
Without a written policy, every relocation becomes a negotiation. Employees compare notes, discover inconsistencies, and resentment builds. Document what's covered, what's not, and make it consistent by level/tier.
Choosing a mover based on price alone
The $3,000 mover that damages a VP's belongings and creates a terrible first impression in a new city costs far more than the $5,000 mover who does it right. For corporate accounts, reliability and employee satisfaction matter more than per-move cost.
Forgetting the tax implications
Moving reimbursements are taxable to the employee (except military). If you reimburse $10,000 and the employee is in a 30% bracket, they owe $3,000 in taxes on the benefit. Many companies offer a tax gross-up to cover this | budget for it.
Not measuring employee satisfaction
If you don't survey relocated employees, you don't know if the program is working. A bad relocation experience is a top reason new hires leave within the first year. Measure it, review it quarterly, and hold the vendor accountable.
One-size-fits-all policy
An entry-level analyst relocating 50 miles doesn't need the same package as a senior director relocating cross-country with a family. Tier your policy by level and distance to control costs while providing appropriate support.