THE TRANSITION WE MANAGE
From separation to placement - without the stall.
Separation
Placement
Who we serve
50-500+ cohorts
What we do
Execute, not advise
What you get
Board-ready reporting
Built for organizations that expect outplacement to lower exposure.
PE-Backed Portfolio Companies · Post-IPO Tech Companies
Mid-Market Enterprises · Fortune 500 Corporations · M&A Integration Teams
THE PROBLEM
You're spending on outplacement.
Your people still aren't landing.
Separation shock
Even senior professionals freeze after a RIF. They lose momentum during the most critical placement window — the first 30 days.
Inconsistent effort at scale
With 200+ people transitioning, individual motivation varies wildly. Without managed execution, most searches stall by week three.
When PE restructures, M&A integrations, or post-IPO right-sizings trigger a RIF, most outplacement vendors hand your people a portal, a coach, and a webinar schedule. Then they wait. The result? Longer unemployment, higher UI claims, extended severance, and Glassdoor risk you can't control.
Portals don't place people
Information access ≠ outcomes. Your vendor reports logins and webinar attendance. You need placement velocity and interview rates.
No defensible reporting
When your CFO or General Counsel asks what the outplacement spend accomplished, 'people used the portal' isn't an answer.
The hidden cost of passive outplacement
Every extra week without interviews extends severance obligations, increases unemployment insurance claims, and erodes the employer brand you're trying to protect. The gap isn't knowledge — it's execution.
HOW IT WORKS
What changes when execution replaces advice
Your departing employees land faster. Your severance costs shrink. Your UI exposure drops. And your leadership team can point to real outcomes — not portal utilization rates.
01
Lower unemployment insurance costs
Every claim hits your experience rating. Faster placements mean fewer claims filed and shorter claim durations — directly reducing your UI tax rate.
02
Shorter severance windows
When people land jobs faster, extended severance costs shrink. Every week of placement acceleration is money back to the business.
03
Employer protection and survivor confidence
Departing employees who feel supported don't write Glassdoor reviews or post on LinkedIn about being abandoned after a restructuring. Remaining employees watch how you treat people during a RIF.
04
WARN Act &
RIF compliance support
A documented, structured transition program demonstrates good faith — the kind of evidence your General Counsel wants during any workforce reduction.
WHAT YOU CAN TELL THE BOARD
The program pays for itself.
Traditional outplacement gives you utilization rates — how many people logged in. We give you placement velocity, lower UI claims, and shorter severance windows. When the CFO asks what the restructuring's outplacement spend accomplished, you'll have a clear answer: it cost less than doing nothing.
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Reduced UI tax exposure
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Time-to-placement acceleration
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Severance cost reduction
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Interview & offer conversion rates
STRATEGY + EXECUTION
We run the job search, not just advise on it.
Your transitioning employees get a dedicated team managing their placement week-over-week: targeting roles, submitting applications, coordinating outreach, and building interview pipeline. You get reporting that proves it's working: to the board, the CFO, and General Counsel.
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Weekly execution cadence with clear deliverables
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Role targeting matched to each person's experience and level
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Real-time strategy adjustments based on participant data and market conditions
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Applications, outreach, and networking: done for them
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Interview pipeline tracking from first contact to offer
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Leadership-ready reporting on placement velocity and cost impact
WHO WE SERVE
Built for the leadership team managing the transition
Different stakeholders, different concerns: one program that gives each of them what they need to move forward with confidence.
Chief People Officer / CHRO
Challenge: You're executing a RIF and need to protect employer brand, maintain survivor morale, and demonstrate duty of care with reporting that satisfies the board.
What we deliver: A managed, outcome-driven transition program with weekly reporting on placement velocity, interview rates, and participant engagement.
General Counsel
Challenge: Mass layoffs carry WARN Act obligations, wrongful termination exposure, and reputational litigation risk. Inadequate transition support increases all three.
What we deliver: A documented, structured program that demonstrates good faith and reduces legal exposure during workforce reductions.
CFO
Challenge: Outplacement is a line item with unclear ROI. Extended severance and rising UI claims are eating into and will continue to eat into the savings the restructuring was supposed to deliver for the next three years.
What we deliver: Faster placements = shorter severance windows + fewer UI claims. Clear cost-reduction metrics tied directly to business impact.
CEO
Challenge: How you treat departing employees during a restructuring defines your culture publicly — to remaining employees, future candidates, and the market.
What we deliver: A premium, modern transition experience that reflects company values and protects the brand through a difficult moment.
ALIGNED TO THE SAVINGS WE CREATE
We can be paid from the money we save you.
Where a severance package carries an offset clause, every week we shave off placement is severance you no longer pay. On those engagements we can structure part of our fee as a share of the savings we generate — so we're paid for outcomes, not effort. Available where an offset provision applies; scoped in your proposal.
HOW THE SAVINGS SHARE WORKS
Severance with offset clause
e.g. 26 weeks
We place early
weeks returned
You keep the majority
we share the rest
PROGRAMS
Three levels of execution. One custom proposal.
Whichever level fits your reduction, the foundation is the same - and it's the part traditional outplacement skips. Traditional outplacement hands your people login credentials, a coach, and a webinar schedule, then hopes they follow through. We don't. A real specialist works with each individual, one-on-one, and does the job search with them.
In every program, we meet one-on-one with each person, craft a personal strategy, and apply on their behalf.
Pure Execution
High-volume reductions where speed and consistency across hundreds of participants matter most.
SCOPED TO YOUR ENGAGEMENT
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Strategy session
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Resume variants
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LinkedIn optimization
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Cover letters
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Application strategy creation
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Human-operated applications (6 months)
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Role-specific document adaptation
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Interview pipeline generation
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2 interview coaching sessions
Managed Reverse Recruiting
The core offering for enterprise restructurings: managed execution with human oversight and full reporting.
SCOPED TO YOUR ENGAGEMENT
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Everything in Pure Execution
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Higher-volume human-operated applications
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Recruiter outreach
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Networking strategy and support
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Interview pipeline generation
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Interview training
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8 interview coaching sessions
Executive Transition
VPs, SVPs, and C-suite leaders who need strategic repositioning and negotiation support during restructurings.
SCOPED TO YOUR ENGAGEMENT
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Executive narrative architecture
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Board-ready resume + bio
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Recruiter coordination
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Strategic networking
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Curated introductions
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Fractional CXO set up support
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Ultra personalized applications
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Weekly coaching sessions
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Interview preparation
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Offer negotiation coaching
Pricing is scoped per engagement - by headcount, seniority mix, and timeline. Tell us about your reduction and we'll send a tailored proposal.
REPORTING
The numbers your CFO will ask for — ready before they ask.
Time-to-placement
The metric that matters most. Shorter placement = lower severance, fewer UI claims, and less brand risk. This is how you prove the program works.
Even senior professionals freeze after a RIF. They lose momentum during the most critical placement window — the first 30 days.
Interview rate
Are your people getting in front of hiring managers? This tells you if execution is working — not just activity.
You shouldn't have to defend outplacement spend with “people logged into the portal.” We give you placement data, cost-reduction metrics, and participant progress — so when the board, the CFO, or General Counsel wants answers about the restructuring, you have them.
UI claim reduction
Faster placements mean fewer unemployment claims filed and shorter claim durations — directly protecting your experience rating and reducing UI tax exposure.
Severance cost reduction
Every week of placement acceleration is a week of severance you didn't have to extend. We help you quantify the savings for the CFO.
Built for enterprise stakeholders
Weekly rollups for your People team. Leadership summaries for the board. Participant-level dashboards so you always know where every person in the RIF stands — without chasing anyone.
Offer conversion
Interviews are good. Offers are better. Track how efficiently your people move from pipeline to placement across the entire RIF.
Proactive intervention
When a participant stalls, we catch it and act — adjusting strategy, increasing outreach, or escalating support. You'll see it in the report, not in a request for help.
FAQ
Questions, answered.
How is pricing structured? Every engagement is scoped to your cohort — headcount, seniority mix, and timeline all shape the program and the price. Tell us about your reduction and we'll send a tailored proposal with a recommended program and the metrics you'll be able to report to leadership.
Is this a portal or a coaching program? Neither. We provide managed career-transition execution — we run the operating cadence of the job search: strategy, targeting, applications, outreach, pipeline tracking, and reporting. Your people get placed; you get the data.
Will this look like mass-application spam? No — and we treat that as high priority. We are humans and we apply only to genuinely matched roles, with strategic targeting, personalization, and human-led applications, so execution stays intentional and credible, never reckless.
How does this help with WARN Act and RIF compliance? A documented, structured transition program demonstrates good faith during a workforce reduction. We provide reporting on engagement, placement timelines, and outcomes — the kind of documentation your General Counsel wants on file.
How is this different from LHH, Right Management, or RiseSmart? Traditional outplacement gives people access to resources and hopes they use them. We operationalize and execute the search — applications, outreach, and pipeline management on a weekly cadence with full reporting. Same enterprise rigor, a modern execution model.
Can you handle a reduction of 500+ people? Yes. We match capacity to your headcount, program mix, and timeline, with consistent execution quality and reporting at every level.
Do you offer a pilot? Yes. A pilot is a clean way to validate outcomes, refine scope, and establish baseline metrics before rolling out across a full reduction. Mention it in your request below.
GET STARTED
Request a proposal
Tell us about your reduction. We'll reply with a recommended program, scope, and the metrics you'll be able to report to leadership.
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A recommended program and scope for your RIF
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Timeline and implementation steps
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The reporting metrics you'll receive
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A calm, brand-protective participant experience