For HR managers and directors
Consider us your genuine HR partner.
Retrenchment and restructure increase uncertainty. Remaining staff watch how the exit is handled. An effective outplacement program is a recognised way to protect morale, reduce anxiety, and look after the people leaving — and the employer brand.
This service is calibrated around mid-to-senior executives navigating a senior executive exit. That is especially true in corporate restructure, including the exits running now through Christmas. We are particularly skilled at getting senior executives back into the market in meaningful employment, in a modest period of time.
Why organisations engage us
Protect remaining staff. Protect the employer brand.
When a senior person leaves without considered support, the market hears it. Remaining staff notice. Candidates notice. The standard program does not always meet a senior executive where they are — thin materials, limited introductions, little proactiveness about getting them engaged in the market.
A genuine HR partner does the opposite. We work with the individual until conclusion. Materials are done properly. Connections are activated. They get back into meaningful senior employment — ideally inside six months, not years — so remaining staff see that the organisation looks after its people.
A volume program can be appropriate for a large cohort. If that is what you need, we will say so. This service is built for mid-to-senior executive transitions.
What generic providers miss
Connections. The unadvertised market. Private introductions.
What senior executives really need — and what a lot of outplacement providers miss — is access. A methodology with several things on the go, so they end up with a meaningful job offer. This cannot take years. You cannot afford to lose momentum.
- Access to the unadvertised job market
- Private introductions to chairs, non-executive directors and C-suite executives
- Introductions to the top executive search firms
- Résumé, cover letter and LinkedIn that take AI screening into account
- Work with the individual until conclusion — not until a package expires
- Back into meaningful senior employment in a modest period, ideally inside six months
How it starts
From notification to a clear plan
Most engagements begin in the week you notify the executive. They leave with a plan, not a login to a generic program. We work with them until conclusion.
Brief
You brief us on the role, the timing, and what has already been said. Confidential from the first call.
Same day
We speak with the executive the day they are told, or the next morning — at their level, one-to-one.
A plan
Materials, search-firm introductions, and a methodology with several things on the go. Momentum from week one.
Until conclusion
You receive a short, confidential note: started, next check-in. The work continues until they are re-engaged.
Who this is for
Mid-to-senior executives. Especially in restructure.
HR managers, HR directors, CHROs and People & Culture leads who are managing one senior executive exit or a small group — mid-to-senior executives, executive directors, C-suite.
Corporate restructure through Christmas is a live example. The people leaving need specialist support. The people staying need to see that the organisation handled it properly.
If the person leaving is not at this level, we will tell you. We would rather decline a poor fit than dilute the work.
From Kylie
What this service is, and how it works.
Kylie explains why she built a genuine HR partnership for mid-to-senior executives going through corporate restructure.
Talk it through
If you are planning a senior executive exit, start with a confidential conversation.
We will tell you whether this program is the right support for the people leaving.
Or telephone 1300 669 139