Outplacement that
Keeps People Moving Forward.
Compassionate human-led coaching, hands-on workshops and modern career technology — for employees, professionals and executives.
Career Pilot combines dedicated career coaches, structured career workshops, individualized job-search strategy and a supporting technology layer into one coordinated transition experience for your organization.
Human-Led Career Coaching
Dedicated career professionals guide direction, resumes and interview practice.
Career Workshops & Skill-Building
Structured sessions turn transition into a concrete job-search plan.
Individualized Job-Search Strategy
Target roles, outreach plans and application strategy for each participant.
Modern Career Technology
Resume analysis, skills-gap discovery and application intelligence tools.
Confidential Executive Support
Private advisors and leadership narrative work for senior transitions.
Employer Program Visibility
Aggregate participation and service-delivery reporting scoped to your engagement.
No obligation — every proposal is scoped to your program size and timeline.
The Career Pilot model
More than a resume service. More useful than a portal alone.
A complete outplacement engagement should help the organization manage a difficult transition responsibly while giving each participant a practical plan, expert guidance and consistent momentum.
Human coaching
Dedicated career professionals help participants clarify direction, translate experience, practice interviews, build networking confidence and navigate offers.
Career activation
Structured workshops turn transition into action: target roles, job-search routines, outreach plans, application strategy and accountability checkpoints.
Technology layer
Career Pilot supports resume analysis, skills-gap discovery, job alignment and application intelligence so coaching time can focus on decisions and execution.
Program architecture
One framework. Three levels of support.
Choose a cohort-based experience, higher-touch professional support, or confidential executive transition services. Programs can be combined within the same workforce event.
Group
For broad employee populations, managers and transition cohorts.
What's included
Facilitated onsite or virtual workshops
Resume and LinkedIn guidance
Interview and networking labs
Career Pilot platform access
Follow-up coaching cadence
Scoped to your program
Request a proposalProfessional
For technical talent, senior individual contributors, managers and directors.
What's included
Individual career strategy
Professional positioning package
1:1 coaching and mock interviews
Target-market and skills analysis
Offer and negotiation preparation
Scoped to your program
Request a proposalExecutive
For senior leaders, VPs and C-suite transitions.
What's included
Private executive advisor
Leadership narrative and executive bio
Board / executive search readiness
Network activation strategy
Compensation and offer advisory
Scoped to your program
Request a proposalImplementation
Designed to launch around real workforce timelines.
Six implementation phases take a workforce event from signed scope to a fully supported closeout.
1. Discovery
Define the event: population, locations, timing, levels, languages, delivery mode, eligibility, internal contacts and desired reporting.
2. Configuration
Build the program: assign tiers, coaches, workshops, digital access, communications, facilities and escalation paths.
3. Activation
Onboard participants: invitation, orientation, career intake, scheduling and immediate access to the first meaningful action.
4. Delivery
Coach & measure: run sessions, provide follow-up, manage participant requests and report agreed aggregate program signals.
5. Optimization
Adapt in flight: adjust cohort schedules, add specialized workshops or change coaching focus based on participant needs.
6. Closeout
Complete the engagement: provide final program summary, remaining participant-access rules and lessons learned for future events.
1. Discovery
Define the event: population, locations, timing, levels, languages, delivery mode, eligibility, internal contacts and desired reporting.
2. Configuration
Build the program: assign tiers, coaches, workshops, digital access, communications, facilities and escalation paths.
3. Activation
Onboard participants: invitation, orientation, career intake, scheduling and immediate access to the first meaningful action.
4. Delivery
Coach & measure: run sessions, provide follow-up, manage participant requests and report agreed aggregate program signals.
5. Optimization
Adapt in flight: adjust cohort schedules, add specialized workshops or change coaching focus based on participant needs.
6. Closeout
Complete the engagement: provide final program summary, remaining participant-access rules and lessons learned for future events.
FAQ
Questions HR teams usually ask.
Yes. Programs can be structured as onsite intensives, virtual delivery or a hybrid model. Exact staffing, venues, travel and participant ratios are defined in the engagement scope.
Yes. A company can assign different populations to Group, Professional and Executive programs while maintaining one coordinated implementation plan.
Support can include scheduled or on-demand coaching, job-search check-ins, interview preparation and Career Pilot access. Rather than promise an undefined “unlimited” service, the proposal should spell out duration, channels, response expectations and any fair-use terms.
HR can receive aggregate participation and service-delivery reporting appropriate to the statement of work. Individual coaching content should remain private unless the participant explicitly authorizes otherwise.
Planning a workforce transition?
Tell us the population, locations, timing and leadership levels involved. We'll structure a program around the people affected and the outcomes your organization needs to manage.
No obligation — every proposal is scoped to your program size and timeline.