Outplacement RFP template & vendor evaluation scorecard
Free, vendor-neutral, and genuinely usable — run this against any provider you're evaluating, including us. It won't name a single vendor anywhere in it.
The eight questions
Ask every finalist the same eight questions, in writing, and compare the answers side by side.
1. What written deliverable does the participant retain after the contract ends?
Some programs leave the participant with nothing but a lapsed login once the contract term ends. Ask for the specific artifact — resume, references, assessment results — and whether the participant keeps access to it independent of the employer relationship.
2. What is your reporting latency — real time, monthly, or quarterly?
Reporting cadence determines whether HR and finance can act on utilization data during the program or only after it. A quarterly PDF means three months can pass before anyone notices a cohort isn't engaging.
3. Can we see utilization the day a cohort is enrolled?
A related but distinct question from latency — some vendors report periodically but still can't show day-one enrollment status on demand. Ask to see the actual reporting view, not a description of it.
4. What percentage of participants complete a structured reference process?
References are one of the most concretely useful things a program can produce for a participant's next search. Ask for a completion rate, not just whether the capability exists.
5. What documentation do you provide proving the severance obligation was met?
Legal and HR need to be able to demonstrate, per employee, that the outplacement benefit specified in a severance agreement was actually delivered. Ask to see a sample compliance document before signing.
6. What is the participant-to-coach ratio at each tier?
Caseload size is the single biggest driver of how much individual attention a participant actually gets. Ask for the ratio at every tier you're considering, not just the top one.
7. What happens to the participant's data and access at contract end?
This determines whether the program is a service the employer rents for a term or something durable the participant keeps. Ask specifically what is deleted, what is retained, and who controls that decision.
8. Can you provide time-to-placement benchmarks by function and level?
Ask every vendor for this, including us. Be skeptical of any placement-speed or success-rate number that isn't accompanied by a clear, disclosed methodology — sample size, definition of "placed," and how outcomes were measured. A vendor that can't show its methodology can't substantiate the number.
Vendor evaluation scorecard
Score each finalist 1–5 on every criterion below, then compare totals. The PDF includes a printable version with room for three vendors.
| Criterion | Score (1–5) |
|---|---|
Deliverable retention What the participant keeps, and for how long. | ___ |
Reporting latency Real time, monthly, or quarterly. | ___ |
Day-one utilization visibility Can you see enrollment activity the day it happens. | ___ |
Reference completion rate Percentage completing a structured reference process. | ___ |
Compliance documentation Proof the severance obligation was met, per employee. | ___ |
Participant-to-coach ratio By tier, not just the top one. | ___ |
Data and access at contract end What's deleted, what's retained, who decides. | ___ |
Placement benchmarks and methodology Whether any claim is disclosed with a real methodology. | ___ |