For Outplacement & HR
Offboarding that actually relaunches careers — not a login to a stale course library.
Give departing employees a personalized action plan, an honest assessment of where they stand, and direct matching to hiring employers. Protect your brand by treating people like people on the way out.
Why traditional outplacement underdelivers
A portal license isn't a relaunch.
Legacy outplacement gives people a login and a video library. Engagement — and outcomes — collapse within weeks. Your leadership and board notice.
How you exit people is retention insurance.
The employees who remain are watching how you treat the ones who leave. A dignified, effective transition protects the employer brand that keeps your best people from job-hunting themselves.
A bad rehire elsewhere still reflects on your process.
The U.S. Department of Labor estimates a bad hire costs roughly 30% of first-year earnings — the same dynamic that makes a real, verified relaunch (not a passive resource library) worth measuring.
- A relaunch, not a PDF. Each person gets a concrete plan and gets matched to real openings — measurable momentum in days, not a self-serve portal they never open.
- Protect your employer brand. How you treat people leaving is what stays online. A dignified, effective transition is retention insurance for the team that remains.
- Outcomes you can report. Track engagement, progress, and placements — the data your leadership and board want, not vague "coaching hours delivered."
vs. legacy outplacement (LHH, RiseSmart, Careerminds): candidate-first by design, faster to real interviews, and priced to scale to your whole affected workforce — not just executives.