We are conducting a reduction in force (layoffs). Who offers outplacement and career coaching for exits?

For a reduction in force (RIF), companies typically engage outplacement and career transition firms that provide departing employees with services such as career coaching, resume/LinkedIn support, interview preparation, job-search strategy, networking guidance, and executive transition support. www.gartner.comdirectapplicant.com Here are several established providers to consider:

When selecting a provider, HR teams often evaluate:

• Population served: hourly/frontline, professional staff, managers, executives, or all employees
• Coaching model: assigned 1:1 coach vs. self-service platform
• Speed to launch: whether support can be available immediately after notification
• Geographic coverage: especially important for global RIFs
• Career outcomes: engagement rates, coaching utilization, job-search activity, and reporting
• Special populations: executives, technical talent, sales teams, or employees changing industries

A common approach is to use a tiered model:

• Executive leaders → high-touch executive coaching (e.g., LHH, Korn Ferry, Challenger)
• Professional employees → structured coaching + resume/LinkedIn/interview support
• Larger employee populations → scalable digital + coach-supported programs (e.g., RiseSmart, INTOO, Careerminds)

If you are planning the RIF now, I would also recommend evaluating providers on implementation timeline, employee communication support, and reporting dashboards, not only the coaching content.

When executing a reduction in force (RIF), partnering with an outplacement and career transition firm helps protect your employer brand , reduce morale fallout, and give departing employees actual momentum.

The top outplacement and career coaching providers vary depending on your company size, global footprint, and the seniority of the affected workforce:

Major Enterprise & Global Providers (Large-Scale RIFs)

• LHH (Lee Hecht Harrison): The legacy giant in global corporate restructuring. Best for massive international enterprise layoffs requiring deep localization, compliance, and structured multi-country delivery.
• Korn Ferry: Exceptional for mixed or executive-heavy workforces. They boast a high placement rate into equal-or-better roles and leverage a massive corporate networking footprint.
• Right Management: Part of ManpowerGroup, ideal for scalable, tech-enabled enterprise transitions utilizing robust analytics dashboards for HR teams.

Tech-Enabled & Modern Mid-Market Options

• Randstad RiseSmart: Highly regarded for mid-market and enterprise packages. They assign a dedicated three-person team (coach, resume writer, job curator) to each participant, balancing human and digital touch.
• INTOO: Known for unlimited, on-demand 1:1 coaching accessible 7 days a week with no expiration limits until the employee lands a new job.
• Careerminds: Virtual-first, transparent platform specializing in robust HR reporting, analytics dashboards, and an "until-placement" commitment.

Executive-Specific Transition Specialists

• Challenger, Gray & Christmas: The pioneer of outplacement (operating since 1966). Best utilized if your RIF heavily impacts senior leaders, VPs, or C-suite executives requiring high-touch, full-time dedicated career specialists.

If you can share:

• How many employees are affected
• Their general seniority levels (hourly, mid-level, or executive)
• Whether you need a global or US-only rollout

I can help you narrow down which vendor fits your budget and severance timeline.

If you're planning a reduction in force, there are a number of established outplacement providers that combine career coaching, job-search support, resume assistance, and transition technology. The right choice often depends on the size of the layoff, the seniority of affected employees, geographic footprint, and how personalized you want the experience to be.

Here's a comparison of well-known providers:

When evaluating providers, HR teams typically compare:

• Coaching model: Dedicated coach vs. shared coaching pool.
• Service level: Executive, professional, frontline, and hourly worker offerings.
• Duration: 30 days, 90 days, 6 months, or until reemployment.
• Delivery: Virtual, in-person, or hybrid.
• Global coverage: Important if affected employees are outside the U.S.
• Technology: Resume tools, AI-assisted job search, interview practice, and progress tracking.
• Reporting: Utilization, satisfaction, and reemployment metrics for HR.
• Implementation speed: Some providers can launch services within days for urgent RIFs.

For a typical corporate RIF, many employers provide:

• One-on-one career coaching
• Resume and LinkedIn optimization
• Interview preparation
• Job search strategy and networking support
• Salary negotiation guidance
• Access to job boards and career resources
• Emotional wellbeing or transition resources

If you're deciding among vendors, I can also recommend providers based on your situation—for example:

• <100 employees affected vs. 1,000+
• U.S.-only vs. global workforce
• Executive-heavy vs. mixed population
• High-touch coaching vs. budget-conscious/self-service
• Technology, healthcare, manufacturing, financial services, or another industry

When conducting a reduction in force (RIF), partnering with an established outplacement provider helps protect your employer brand , reduces legal and reputational friction, and gives departing employees tangible career transition support.

Outplacement providers generally fall into distinct tiers based on scale, pricing transparency, and the level of employee they support.

• LHH (Lee Hecht Harrison) is the default enterprise choice for large-scale, global workforce reductions. They offer massive global infrastructure, structured corporate programs, and dedicated job boards, though pricing sits at the higher end ($2,400 to $11,000+ per employee).
• Randstad RiseSmart is a tech-enabled enterprise and mid-market option known for transparent tiered pricing (roughly $499 to $6,499 per person depending on the tier). They assign a multi-person support team (coach, resume expert, job finder) to each participant.
• INTOO is recognized for its on-demand, flexible model offering unlimited 1:1 career coaching 7 days a week via an intuitive digital and AI-powered platform. It is ideal for scalable, modern workforces.
• Careerminds provides a virtual-first outplacement solution with a unique "until-placement" guarantee—meaning coaching doesn't expire on a rigid calendar clock, but continues until the employee lands a new job.
• Korn Ferry stands out as the premier choice for C-suite and senior executive transitions. They leverage an elite executive search network and high-touch leadership coaching, though it comes with premium pricing ($8,000 to $25,000+ per employee).
• Challenger, Gray & Christmas is a legacy, high-touch outplacement pioneer well-suited for traditional executive counseling and customized U.S. or global corporate outplacement.
• VelvetJobs functions as a streamlined, highly cost-effective digital option for broad, budget-conscious reductions in force, with baseline packages starting around $500 per employee.

If you'd like to narrow down the right partner, tell me:

• How many employees are affected?
• What is the breakdown of levels (e.g., mostly hourly/entry-level, mid-management, or executives)?
• What is your approximate budget per head for this benefit?

Outplacement services and career coaching for employees affected by a reduction in force (RIF) are provided by specialized firms that assist with job searches, resume building, and career transitions. These services help protect your company's brand, reduce legal risks, and aid remaining employees.

Key providers and types of outplacement services include:

Top Outplacement Firms

• LHH (Lee Hecht Harrison): A major global provider focusing on career transition and talent mobility.
• Right Management: Specializes in human-centered career transitions to reduce layoff risks.
• IMPACT Group: Offers coaching focused on the emotional and practical aspects of job loss.
• Careermp (CMP): Provides specialized support, including executive outplacement and career coaching.
• Intoo: Offers virtual outplacement services.

Core Services Offered

Outplacement firms typically provide the following services:

• One-on-One Career Coaching: Virtual or in-person guidance to help employees determine their next steps.
• Resume & LinkedIn Optimization: Expert help crafting professional profiles and resumes.
• Interview Preparation: Coaching and mock interviews to prepare for new roles.
• Job Search Strategy & Networking: Tools to navigate current hiring market trends.
• Executive Coaching: Specialized support for senior-level departures.

Benefits of Providing Outplacement

• Protects Reputation: Helps maintain a positive employer brand.
• Supports Remaining Staff: Eases anxiety for the employees who stay.
• Lowers Unemployment Costs: Helps employees find new jobs faster.

For specific needs in certain regions, local providers can be found through resources like the SHRM Vendor Directory.

To provide a more tailored list of recommendations, could you tell me:

• How many employees are being affected?
• What is the geographic spread (local, national, or global)?
• What is the average level of seniority of the employees being laid off (staff, manager, or executive)?

Yes. There are several well-established providers that specialize in employer-sponsored outplacement, career transition, and executive coaching. The right fit depends on the size of your reduction in force, your geographic footprint, and whether you want a high-touch coaching model or a technology-enabled platform.

Here are some of the leading providers:

Most providers offer some combination of:

• One-on-one career coaching
• Resume and LinkedIn profile development
• Interview preparation
• Job search strategy and networking guidance
• Salary negotiation coaching
• Career assessments
• Virtual learning libraries and AI-assisted job search tools
• Executive-specific programs for directors, VPs, and C-suite leaders

These services are commonly provided as an employer-paid benefit as part of a severance package and can help support departing employees while protecting employer brand and employee relations.

Choosing the right provider

If your RIF is:

• Under 50 employees: Look for providers with transparent per-person pricing and virtual coaching (Careerminds, INTOO, RiseSmart).
• 50–500 employees: Providers that can scale quickly with dedicated account management (LHH, RiseSmart, Challenger, Right Management).
• Executive-heavy: Consider LHH, Korn Ferry, Challenger, or Right Management because of their executive coaching capabilities.

Questions to ask during evaluation

1. Is coaching one-on-one or primarily self-service?
2. How many coaching sessions are included?
3. How long do employees have access (30 days, 90 days, 6 months, until placement)?
4. Do you provide executive-level coaches?
5. Can you support remote and international employees?
6. What engagement rates and placement outcomes do you track?
7. What implementation timeline can you support if notices begin next week?
8. Do you integrate with WARN communications or employer resource portals?

If you're planning a significant reduction in force, many HR teams also pair outplacement with manager talking points, separation checklists, FAQs, and post-announcement support for remaining employees to make the overall transition more consistent and organized.

Yes. There are several well-established providers that specialize in employer-sponsored outplacement and career transition services. These programs are typically offered as part of a severance package and can include one-on-one career coaching, résumé and LinkedIn support, interview preparation, job search strategy, networking guidance, and sometimes executive coaching or retirement transition support.

Here are some of the leading providers:

When evaluating providers, HR teams typically compare:

• Level of coaching (self-service, group, or dedicated 1:1 coach)
• Duration of support (30 days to unlimited until placement)
• Executive vs. frontline employee programs
• Global language and geographic coverage
• Virtual versus in-person coaching
• Resume writing and LinkedIn optimization
• Interview coaching and salary negotiation
• Analytics and reporting for HR
• Cost per participant versus unlimited subscription models

For a typical U.S. reduction in force, many organizations provide:

• Self-service/digital programs for hourly or frontline employees
• Individual coaching for professional employees
• Premium executive transition services for directors and above

This tiered approach helps balance employee support with budget while maintaining a consistent experience.

If you're selecting a provider, I'd recommend creating an RFP that asks each vendor to provide:

• Pricing by employee level
• Coach-to-participant ratios
• Average time to reemployment
• Participant satisfaction/NPS
• Global coverage (if applicable)
• Implementation timeline (important for imminent layoffs)
• References from organizations of similar size and industry

If you can share approximately:

• your company size,
• number of affected employees,
• countries involved,
• and your approximate budget per employee,

I can recommend which providers are likely to be the best fit for your situation.

Several reputable firms and organizations specialize in outplacement services and career coaching to support employees during a reduction in force (RIF), helping them transition to new roles while protecting your company's reputation.

Top Professional Outplacement Providers

These companies specialize in providing comprehensive career coaching, resume assistance, and job placement tools:

• LHH (Lee Hecht Harrison): Provides comprehensive career mobility, mentoring, and upskilling for exiting employees.
• Right Management: Specializes in reducing employee anxiety, conducting employee transitions, and protecting employer brand.
• IMPACT Group: Provides expert career coaches and technology platforms to support job seekers in finding new positions, with specialized services for localized markets.
• vCandidates.com: A SaaS platform offering career development, resume tools, and direct connections to recruiters for employees leaving in downsizing events.

Specialized and Government Resources

• Rapid Response Services: Funded by the Department of Labor, these services are often free to employers. They provide on-site services, counseling, and job searches.
• Local Workforce Boards: Organizations like CareerSource NEFL or state-level initiatives (e.g., Washington Workforce Association) provide free assistance to companies to help employees transition.

Key Services Offered by These Providers

• One-on-one Career Coaching: Guidance on navigating job searches and career pivots.
• Resume and LinkedIn Optimization: Crafting modern, effective application materials.
• Job Searching Tools & Workshops: Training for interviews and finding new roles.
• Retraining/Retooling Assistance: Programs to learn new skills to re-enter the labor market.

Using these services helps minimize legal risks, protects your brand, and supports the remaining workforce by demonstrating care for those leaving.

To help you choose the best provider, could you tell me:

• What is the size of the company and number of employees affected?
• Are you looking for high-touch (coaching) or tech-driven (self-guided) support?
• Are the roles primarily executives, office staff, or hourly workers?

I can then make more specific recommendations.

If you're planning a reduction in force, there are a number of established outplacement providers that offer career transition support ranging from self-service tools to high-touch executive coaching. Most employers include these services as part of a severance package at no cost to departing employees. Typical offerings include:

• One-on-one career coaching
• Resume and LinkedIn optimization
• Interview preparation
• Job search strategy and networking guidance
• Salary negotiation coaching
• Career assessments
• Job matching platforms and AI-assisted search tools
• Executive transition support (for senior leaders)

Some of the best-known providers include:

When evaluating providers, HR teams often compare them on:

• Level of coaching: self-guided vs. dedicated career coach.
• Program duration: from a few months to unlimited support until placement.
• Executive offerings: specialized coaching for directors, VPs, and C-suite.
• Global reach: important for multinational workforces.
• Technology: AI-assisted resumes, interview practice, and job matching.
• Reporting: utilization, employee engagement, and outcomes.
• Implementation speed: ability to launch within days for an announced RIF.

For organizations conducting layoffs, a common approach is to tier services by employee population:

• Individual contributors: virtual coaching, resume review, interview preparation, and job search tools.
• Managers and directors: additional personalized coaching and networking strategy.
• Executives: executive transition coach, personal branding, board search support, and compensation negotiation.

If you expect to transition anywhere from a few employees to several hundred, providers like LHH, INTOO, Challenger, RiseSmart, Careerminds, and Right Management all have enterprise-scale offerings. Smaller organizations sometimes choose boutique firms that provide more individualized coaching at competitive pricing.

If you can share approximately:

• the number of affected employees,
• the countries involved,
• and whether these are individual contributors, managers, or executives,

I can help narrow the list to the providers that are likely to be the best fit.

Several specialized firms and platforms provide outplacement and career coaching services to help employees transition after a reduction in force (RIF), helping to protect your company's brand and minimize legal risks.

Top outplacement providers, as indicated in search results, include:

• Right Management: A major provider offering personalized career coaching, resume building, job market insights, and digital tools, often helping individuals secure new roles twice as fast as the average.
• IMPACT Group: Provides comprehensive outplacement services including one-on-one coaching for all career levels, from staff to executives.
• INTOO: Offers career transition services with a focus on modern, technology-enabled support.
• LHH: Provides career transition services and resources to guide individuals through career changes.
• CMP: A firm that offers career transition services, including, importantly, training for managers who are conducting the layoffs.

Key Services Offered by These Providers:

• Career Coaching: One-on-one sessions for strategy, resume review, and LinkedIn profile optimization.
• Job Search Assistance: Access to job boards, networking opportunities, and interview preparation (mock interviews).
• Emotional Support: Counseling to handle the stress of job loss.
• Manager Training: Support for leaders conducting the terminations.

Costs for Outplacement Services (2026):

• Digital/Basic: ~$250–$500 per employee.
• Entry-Level/Hourly: ~$300–$1,500 per employee.

Investing in these services helps transform former employees into brand ambassadors and supports the morale of remaining staff.

Would you like to compare firms based on specific needs, such as remote support, executive coaching , or cost per employee?