It is harder out there than the last time you ran this
Which is why six weeks of coaching calls does not move the number that matters.
The whole thing, explained properly
What outplacement usually buys you, what it doesn’t, and what changes when somebody actually does the applying. Worth watching before you take this to your board — or send them the link instead.
Sound on. Nothing plays until you press it.
There are three things you can buy
Only one of them changes what actually happens after your people walk out of the building.
Coaches them to apply
They still do all the applying themselves, at 11pm, while demoralised. Take-up collapses after week two and nobody reports it to you.
Fires off applications
Wrong roles, wrong level, sometimes the wrong country. Employers can tell, and it is your leaver’s name on every one of them.
Actually does the applying
450 applications each, genuinely submitted, written against their real experience and checked before they go. Interviews you can see on a dashboard.
By the industry’s own definition, outplacement providers coach people to apply — they do not apply on anyone’s behalf. We do. That is the whole difference, and it is why we can be funded for a cohort rather than bought as a workshop.
Six months of their search, handled
- First applications usually out within a couple of working days — we start the moment they’re onboarded
- Roles chosen by a person, matched to what they can genuinely win
- CV and LinkedIn rebuilt for the roles they’re actually going for
- Written against their real experience and checked by a person before submission
- A coach-grade interview playbook every time an interview lands
- A named human, not a shared inbox
- Their own dashboard, refreshed every working day
- Six months, not six weeks. We cover the real timeline
The bit no other provider gives you
- A cohort dashboard — enrolled, take-up, applications, responses, interviews, offers, median days to first interview
- A monthly report you can take to your board
- Honest take-up data, including when it’s low
- A named account contact who knows your cohort
- PO invoicing, DPAs and the security documentation procurement will ask for
- A service charter setting out exactly what we’ve committed to
You see how the cohort is doing. You never see an individual’s applications, which roles they went for, or who turned them down. We tell every participant that at the start, and it is precisely why they engage with it. A programme people believe is being reported back to their employer is a programme nobody uses.
Nobody’s allocation goes to waste
Most providers give each person a fixed allowance that expires. If someone is hired in week six, whatever they didn’t use is simply gone. We don’t do that.
“What happens to the balance if someone gets a job in month two?” Per-head allocation answers that badly — the money is spent and the applications vanish. Pooling answers it properly: that capacity goes to a colleague who is still looking. Better outcomes for your cohort, better value for you, and no other provider offers it.
Published, because you shouldn’t have to ask
Six months per person · 450 applications each · pooled across your cohort.
| How many people | Per person | Per person / month | Cohort management |
|---|---|---|---|
| 1–4 | £1,500 first, £1,200 after | £200–250 | included |
| 5–9 | £1,100 | £219 | £1,500 |
| 10–24 | £1,000 | £183 | £1,500 |
| 25–49 | £950 | £172 | £2,500 |
| 50–99 | £900 | £157 | £2,500 |
| 100+ | £850 | £148 | £4,000 |
The cohort management fee is per engagement, not per person — it covers your dashboard, monthly reporting, take-up data and a named account contact.
One person is a real engagement and we’ll treat it like one. If you’re supporting a single senior exit under a settlement agreement, that is often where we do our best work — same six months, same 450 applications.
From ten people upward you pay less per person per month than an individual pays for our self-serve service — £183 against £199, falling as the group grows. UK outplacement runs £200–£5,000 a head; we sit mid-range and we’re the ones actually submitting.
Our first engagements are discounted in exchange for a named case study. That discount ends after our first three cohorts or our first published case study, whichever comes first — a stated trigger, not an indefinite sale. Ask what it is when we speak.
When speed matters more than anything
Some people can’t wait. A senior hire burning through savings, someone whose visa clock is running, a director who needs to be back in the market before the news gets around.
Priority · £1,800 per person
- Two specialists on their search instead of one
- First applications within 24 hours, not 48
- The full programme front-loaded into the first six weeks
- Senior positioning and direct approaches to hiring managers
- Priority review on everything that goes out
Why we can do this and they can’t
We add people to a search. Coaching-led providers are limited by how many hours one coach has in a week, and they cannot add coaches quickly.
Mix and match. Most engagements put a handful of senior people on Priority and everyone else on Standard. Tell us the levels and we’ll suggest the split.
There is also an outcome-linked option — a lower fee up front, the balance payable on placement. We’ll walk you through it once we’ve agreed what counts as a placement.
Three reasons beyond doing right by people
A leaver who’s hired doesn’t sue you
From 6 April 2026 the maximum protective award doubled to 180 days’ pay per employee. Anything that shortens the gap between leaving and landing is the cheapest risk reduction available to you.
Worth knowing: collective consultation, HR1 filing and the protective award apply at 20+ redundancies at one establishment within 90 days. Below that threshold this argument doesn’t apply — and we’d rather tell you that than let you take a weak case to your finance director.
The people who stay are watching
How you treat leavers is the clearest signal your remaining team gets about what this place is. Replacing a good person who quietly starts looking costs far more than supporting the one who left.
Every one of them has a LinkedIn account
Support that visibly works generates the opposite of bad press. People post about being looked after. They also post about not being.
Outplacement is routinely written into settlement agreements as a non-cash sweetener, usually suggested by the employment solicitor, and those clauses commonly state the employer will not pay cash in lieu. So the “why not just give them the money” objection tends not to arise. If you’re drafting one, we can give you wording.
The questions procurement will ask
Is applying on someone's behalf entirely above board?
Is this AI, or is it a person?
What happens to their personal data?
What if someone doesn't engage?
What if they're not placed in six months?
We're only making three people redundant. Is that too small?
Why does this cost more per application than your consumer product?
Can you handle senior people?
How quickly can you start?
Can we run you alongside our existing provider?
What do you need from us?
Who else have you done this for?
Fifteen minutes
Tell us how many people, what levels, and what your timeline is. We’ll tell you honestly whether we’re the right fit — and if we’re not, we’ll say so.