What Are The Best Outplacement Services? (Your Buying Guide)
Let's be honest, finding the best outplacement services can feel a bit overwhelming. There are so many providers out there and what works for one company might not be the best fit for another.
This article will guide you through the outplacement landscape, including what it is, why it matters, and how to choose the right provider for your specific needs.
We'll dig into trends like Virtual and Group Outplacement and I'll share insights from my experience. You'll also find a curated list of at least 20 top agencies to get you started.
What Is Outplacement?
Let me start by getting us all on the same page. Outplacement services - sometimes called career transition services - are programs offered by companies to help departing employees land on their feet professionally after a layoff, restructuring, or other employment transition.
You might already know that, but I feel it’s worth reiterating because, as an HR leader or employer, you want to be absolutely clear on why this is a big deal.
To me, outplacement is like a bridge that helps employees cross from one phase of their career to the next. It typically includes a mix of the following:
Career coaching: Solo or group sessions to help individuals define career goals and move forward.
Resume building and LinkedIn optimization: Ensuring the departing employee has a polished, modern resume and online presence.
Interview preparation: Providing interview assistance, feedback, and skill-building exercises.
Job search assistance: Some outplacement firms offer career opportunities through their network of connections.
Why It Matters for Employers and HR Professionals
You might be wondering: “Okay, but how exactly does this translate into tangible benefits for my organization?” Let me break down a few reasons why outplacement has become such a crucial component for businesses today:
Employer Brand Protection: In today’s world, word-of-mouth and social media are incredibly powerful. If you handle layoffs poorly, you risk harming your brand’s reputation among current and future talent. Outplacement shows you care about employees’ futures - even after they’ve left.
Alumni Goodwill: Former employees often become brand ambassadors or business partners down the line (yes, it happens more often than you think). With outplacement, you’re investing in positive long-term relationships.
Legal Risk Mitigation: Offering career transition support helps reduce the likelihood of litigation. Employees who feel supported are generally less inclined to pursue legal actions as well.
Enhanced Morale for Remaining Employees: Layoffs can take a huge toll on the morale of the remaining workforce. When your people see that you’re providing support to departing colleagues, they feel more secure and positive about their roles.
Social Responsibility: Beyond business metrics, we’re all people. Helping someone land on their feet isn’t just a strategic move; it’s the right thing to do. That sense of ethical responsibility resonates with customers, communities, and potential hires.
I can personally vouch for the difference outplacement makes: it can turn a potentially destructive event (like a layoff) into a controlled, empathetic transition.
As an HR professional or business leader, it’s part of your duty to ensure employees (past, present, and future) are treated with respect.
Key Factors in Choosing an Outplacement Provider
Choosing an outplacement firm is never one-size-fits-all. Believe me, I’ve seen firsthand how organizations need different solutions depending on their size, the complexity of the transition, and the nature of the workforce being laid off. Below are some critical factors that you should consider when evaluating outplacement providers.
Customizable Programs
Every employee’s situation is different and so is every industry. Some providers might specialize in entry level transitions, while others focus on tech, finance, or executive.
Make sure the provider you choose has experience within your specific industry or at least a proven track record working with similar employee levels (e.g., entry-level or C-suite).
This ensures they understand the nuances and skill sets required for your departing employees’ next steps. Whether they need just a resume makeover or a full-scale industry pivot, the provider should be flexible enough to tailor services to meet those needs.
Coaching Credentials and Experience
High-quality career coaching is often at the heart of any outplacement program. It’s important to dig into details:
Industry-Specific Knowledge: Do they have experience placing or coaching people in roles similar to what your employees are leaving or aiming for?
Success Working with Your Workforce Level: A coach specializing in executive transitions may not be the best fit for entry-level employees (and vice versa).
AI Technology: If there isn’t a career coaching aspect to the services, do they have the proper technology to help these transitioning employees move forward (like with PruE.ai).
Technology Tools and AI Assistance
I’ve noticed that cutting-edge technology can give employees a real advantage in today’s competitive job market. Ask about the provider’s digital capabilities - like AI-driven career coaching or personalized job matching.
For instance, at ShiftAgain, we use PruE.ai, our proprietary AI Career Coach, to give employees on-demand career advice, resume feedback, and tailored job recommendations.
Tools like these can streamline the transition process and offer 24/7 support, which is especially valuable if your workforce is geographically dispersed or juggling various time zones.
Digital Platform & Virtual Support
In a world where remote work is common, a robust digital platform is crucial. Does the provider offer:
Self-Guided Learning Modules: So employees can learn resume writing or LinkedIn optimization at their own pace.
Virtual Coaching Sessions: Accessible via video conferencing or phone, making it easy for employees to fit coaching into their schedules.
Global Reach
If your organization operates in multiple regions or countries, you need an outplacement service with international experience. The provider should be familiar with local labor laws, cultural nuances, and job market conditions.
Global reach ensures a more seamless transition for employees who may be relocating or seeking opportunities abroad.
Duration of Services
Different employees need different lengths of support. Some only require a month or two to find a new role, while others (especially in senior positions) may need six months to a year.
Confirm whether the provider offers flexible timelines or extended services until participants land a new job. You don’t want employees to feel abandoned mid-search.
Cost and ROI
Like most HR decisions, budget matters. But keep in mind that outplacement isn’t just an expense - it’s an investment in brand reputation, smoother transitions, and reduced legal risks.
Compare the depth and breadth of services (including technology, coaching hours, and global support) to the overall cost.
Sometimes a slightly higher upfront cost can yield a greater return in employee satisfaction and brand goodwill.
Cultural Fit
Finally, make sure the outplacement provider’s ethos aligns with your company culture. If your organization prizes empathy and innovation, for example, the provider should demonstrate those qualities in how they coach, communicate, and support transitioning employees.
A good cultural match often translates to higher engagement and better outcomes for everyone involved.
By focusing on these factors - especially the customizability within your industry, cutting-edge technology offerings like AI career coaching, and a robust digital platform - you’ll be well on your way to finding an outplacement partner that truly meets your organization’s needs.
Top 20 Outplacement Agencies: The Definitive List
1. Right Management
Right Management stands out as a pioneer in the outplacement field, offering both technology-driven and face-to-face services for large enterprises. They have an extensive global reach, making them particularly appealing to multinational organizations with complex workforce transitions.
Their history and experience give them a solid foundation for supporting a wide range of industries and employee levels.
2. Lee Hecht Harrison (LHH)
Lee Hecht Harrison (LHH) is best known for its strong coaching methodology and impressive portfolio of corporate partnerships. Their programs blend technology platforms with in-person workshops, ensuring participants have access to both online resources and live expert guidance.
Thanks to its global footprint, LHH is often a go-to choice for companies undergoing major restructuring across multiple regions.
3. TurboTransitions
TurboTransitions specializes in virtual outplacement solutions, relying on an intuitive digital platform and advanced job search tools to guide employees through career transitions.
It’s a fantastic option for organizations with remote or geographically dispersed workforces, as participants can access coaching sessions via video, phone, or AI-driven matching.
Having been personally involved, I’ve seen how effectively TurboTransitions caters to modern employees who value flexibility and convenience in their outplacement journey.
4. Korn Ferry
Korn Ferry brings end-to-end career transition support, complemented by its well-known executive search capabilities. With a presence across multiple industries and global regions, they excel in delivering comprehensive services from mid-level managers to C-suite executives.
By leveraging their deep market insights and leadership development expertise, Korn Ferry provides a turnkey solution for organizations seeking both quality and breadth of services.
5. Randstad RiseSmart
Randstad RiseSmart is celebrated for its innovative technology platform and personalized approach, offering quick turnaround on resume reviews and targeted job matching. They pair participants with dedicated career coaches who help craft individualized transition plans, while the robust digital system streamlines the entire job search process.
Whether you’re dealing with a small-scale layoff or a massive downsizing event, Randstad RiseSmart has a scalable program to fit your needs.
6. Careerminds
Careerminds champions a flexible, virtual-first approach suitable for organizations of varying sizes. They combine modern job-search technology with one-on-one coaching to guide participants through career transitions.
This platform is especially helpful for geographically scattered teams, and the company’s customization options make Careerminds a good fit for both entry-level staff and senior professionals.
7. Challenger, Gray & Christmas
As one of the oldest outplacement firms in the industry, Challenger, Gray & Christmas is particularly renowned for its expertise in high-level executive transitions. Their proprietary methodologies and extensive network are designed to help senior managers and executives land new roles efficiently.
Companies in need of specialized leadership coaching and quick results often turn to Challenger, Gray & Christmas for their proven success with top-tier professionals.
8. CareerArc
CareerArc takes a modern approach to outplacement, concentrating on social media optimization and branding techniques that give job seekers an edge in a competitive market.
Their tools and analytics help participants harness platforms like LinkedIn and Twitter to boost visibility among potential employers. If you have a tech-savvy workforce who wants digital-forward job search strategies, CareerArc provides exactly that.
9. ShiftAgain
ShiftAgain is a redefining outplacement service that’s dedicated to supporting hourly or entry-level employees.
We combine personal coaching with easy-to-use tech resources and feature PruE.ai, an AI Career Coach offering 24/7 career advice and tailored job recommendations.
ShiftAgain can scale its services for large downsizing events and prides itself on providing empathetic, high-touch support to every participant. We might be a bit biased, but we believe we are the best option out there for hourly and entry level employees!
10. The Ayers Group
The Ayers Group offers specialized programs that span a broad range of career levels, from recent graduates to executive positions. Known for its personalized, coach-driven methodologies, The Ayers Group aims to deliver robust support that addresses the specific needs of each participant.
Mid-market organizations often find a balance of high-touch and technology solutions here, making it a reliable choice for diverse workforces.
11. GetFive (formerly The Five O’Clock Club)
GetFive pioneered the small-group coaching model, providing structured career transition frameworks where participants can learn from and support each other. This peer-based approach can foster a sense of community, which is especially beneficial during uncertain times.
Organizations of all sizes, particularly those looking for a more intimate, team-oriented outplacement experience, may find GetFive an excellent fit.
12. Career Partners International
Career Partners International is a global network of outplacement specialists that excels at assisting multinational firms. By leveraging local market knowledge and experts, they ensure employees receive support tailored to cultural and regional nuances. This makes Career Partners International a strong candidate for businesses with widespread, diverse operations.
13. VelvetJobs
VelvetJobs incorporates AI-driven matching and robust resume-building tools into its outplacement offerings, which makes it a go-to for companies seeking a modern solution.
Their integrated job board offers participants a seamless way to discover opportunities, while tailored resume templates help candidates stand out. If self-service options and smart algorithms appeal to your departing employees, VelvetJobs fits the bill nicely.
14. Keystone Partners
Keystone Partners focuses on high-touch, personalized support, particularly within the New England region of the United States. They’re known for in-person workshops and thorough coaching, following up with participants even after they’ve completed their programs.
This local approach can be invaluable for companies prioritizing a close-knit transition experience.
15. Alight Solutions
Alight Solutions, formerly part of Aon, brings deep HR consulting experience to its outplacement services. It’s a strong match for organizations that want to consolidate various HR processes under one provider.
Whether you need benefits administration alongside outplacement, or an integrated platform for both, Alight Solutions could streamline your HR tasks while delivering robust career transition support.
16. Optimum Talent
Optimum Talent has a strong presence in Canada, with services emphasizing leadership development and executive outplacement. If you’re based in Canada or have a significant Canadian operation, they offer in-depth market knowledge and specialized programs for management or executive roles.
Optimum Talent covers a broad spectrum, but really shines when working with senior-level positions.
17. Penna
Penna is a UK-based outplacement specialist that delivers group workshops, digital platforms, and one-on-one coaching. With extensive experience throughout Europe, they understand the complexities of different labor markets and cultural expectations.
If your workforce spans multiple European locations, Penna provides both in-person sessions and online support to ensure consistency in your outplacement strategy.
18. Morgan Samuels
Morgan Samuels is best known for executive search, but they extend those capabilities to outplacement, providing valuable connections in the hidden job market. Their tailored services appeal to senior managers and executives looking for strategic networking and one-on-one coaching.
If you’re aiming to help high-level employees transition quickly into comparable roles, Morgan Samuels has the expertise and industry contacts to get them there.
19. Intoo
Intoo.com delivers rapid, technology-forward career transition solutions, making it an excellent choice for mid-level professionals. Their digital platform emphasizes speed and agility, offering users a flexible array of coaching services, resume reviews, and LinkedIn optimization.
If you’re looking for an outplacement partner that prioritizes quick turnarounds and an intuitive user experience, Intoo.com may be a perfect match.
20. Odgers Berndtson
Odgers Berndtson carries a heavyweight reputation in the executive search realm, branching out into executive outplacement with a global reach. Senior leaders benefit from their network and deep industry knowledge, particularly when seeking specialized or international roles.
Companies that need top-tier coaching for C-level transitions often find Odgers Berndtson’s resources invaluable.
These are the 20 agencies that stand out to me, each offering something unique. In the next section, you’ll see how they stack up in specific categories like individual, virtual, group, and executive outplacement solutions.
Category Breakdown: Our Top Three Picks for Different Needs
Let’s face it: not every outplacement provider is perfect for every scenario. As an employer or HR professional, you’ve got to pick the right tool for the job - because an individual’s needs differ significantly from group or executive transitions. Below are my top recommendations for various outplacement categories:
Best Individual Outplacement Providers
Sometimes you only need outplacement for a single employee or a small group. In these cases, it’s crucial to find a provider with a proven track record of personalized coaching and robust support.
Careerminds
I’ve ranked Careerminds at number one for individual outplacement largely because of their exceptionally user-friendly virtual platform and strong one-on-one coaching model.
Participants can schedule coaching sessions and access career development resources at their own pace, making it a flexible solution for individuals who might need more intimate guidance.
Pros: Scalable for both small and larger deployments; positive reviews on personalized resume and LinkedIn optimization.
Cons: May not have as extensive a global reach as some of the bigger players.
Randstad RiseSmart
Randstad RiseSmart is well-known for highly individualized attention, especially in resume-building and interview preparation. Their platform is intuitive, and they have specialized coaches for different industries, ensuring that employees receive targeted advice relevant to their career paths.
Pros: Comprehensive tech suite; fast turnaround times on resume reviews.
Cons: Cost can be higher, which might be challenging for very small businesses
Korn Ferry
While Korn Ferry is recognized for its executive search and leadership development, the company also excels in one-on-one outplacement services. Their seasoned coaches often possess decades of experience, offering participants unparalleled insights and support.
Pros: Strong brand reputation and a global network; highly personalized approach.
Cons: Tends to be more expensive and might be overkill if you only need short-term support.
Best Virtual Outplacement Providers
In our increasingly remote world, a robust virtual outplacement solution can make all the difference. These picks excel at offering online-focused services that cater to dispersed teams or employees who prefer digital interactions.
TurboTransitions
Full disclosure: We’re involved with TurboTransitions, but it’s easy to see why it’s my top choice for purely virtual outplacement. The platform’s user interface is extremely clean, making it simple for participants to navigate.
Moreover, TurboTransitions has AI-driven capabilities that go beyond just job matching - think of it as a digital career coach that provides targeted recommendations, interview practice, and even resume insights 24/7.
The coaching staff is available for video chats or phone calls, and participants appreciate the flexible scheduling that fits even the busiest lifestyles.
Pros: Highly convenient for remote workers; cost-effective; features advanced AI for job searching and coaching.
Cons: Lacks in-person networking events, which can be a downside if face-to-face connections are a priority.
VelvetJobs
VelvetJobs brings a solid virtual platform to the table, complete with a specialized job board integration. The system automatically suggests relevant openings, saving participants time in their searches.
If your workforce prefers a streamlined, tech-centric approach, VelvetJobs might be an excellent fit.
Pros: Robust resume-building tools; quick, automated job-matching features.
Cons: Coaching options are somewhat limited compared to providers that emphasize human interaction.
CareerArc
CareerArc’s standout feature is its focus on social media optimization and personal branding. The dashboard is user-friendly, enabling participants to manage their job search, apply for roles, and track progress effortlessly. It’s perfect for companies seeking a quick, cost-effective solution.
Pros: Ideal for organizations aiming to boost digital branding for job seekers.
Cons: Some participants may crave more extensive one-on-one coaching or specialized industry guidance.
Best Group Outplacement Providers
When you’re downsizing a large team or an entire department, you need a provider capable of managing group sessions, workshops, and broader-scale digital deployments.
ShiftAgain
Yes, this is our baby, but there’s a reason ShiftAgain takes the top spot for group outplacement. We designed our offerings specifically to address the complexities of large-scale transitions.
Our career coaches, resources, and user-friendly tech are invaluable for companies that need to transition multiple employees at once - particularly hourly or entry-level staff.
We also feature PruE.ai, our AI Career Coach, which provides on-demand career advice and job recommendations, adding a tech-savvy layer to our empathetic, high-touch approach.
Pros: Extremely scalable, lower pricing, and a strong focus on AI tech to move your transitioning employees forward, faster.
Cons: Not yet as globally recognized as older, established firms.
Lee Hecht Harrison (LHH)
LHH is a heavyweight in the group outplacement space, well-regarded for its ability to handle large-scale layoffs through both on-site workshops and digital platforms. Their staff is highly experienced, and the brand is recognized worldwide.
Pros: Extensive global footprint and seasoned coaching team.
Cons: Often on the pricier side; the large organization size may mean less individualized attention at times.
Penna
Penna is particularly strong in the UK and parts of Europe, providing robust workshops and digital platforms designed to accommodate high-volume layoffs.
Their local knowledge is a big draw for European companies, though they’re somewhat more regionally focused.
Pros: Excellent European market expertise; highly effective in-person workshops.
Cons: If you’re outside Europe, you may want a more globally oriented provider.
Best Executive Outplacement Providers
Senior leaders require a distinct approach that involves specialized coaching, sophisticated networking tactics, and often a deeper knowledge of the hidden job market.
Challenger, Gray & Christmas
Challenger, Gray & Christmas is nearly synonymous with executive outplacement, offering strong corporate relationships and well-honed methods for guiding top-tier professionals. Their coaching is highly specialized, and they have an extensive network of Fortune 500 contacts.
Pros: Exceptionally skilled in coaching C-level executives; vast professional network.
Cons: One of the more expensive options available.
Morgan Samuels
Morgan Samuels capitalizes on its executive search background to deliver top-notch outplacement. Their consultative approach pairs executives with specialized coaches who offer in-depth market insights, personalized job search strategies, and high-level networking opportunities.
Pros: Ideal for senior managers; personalized guidance rooted in executive recruiting expertise.
Cons: Like Challenger, Gray & Christmas, it can be cost-prohibitive for smaller firms.
Intoo
Intoo rounds out the top three for executive outplacement, bringing a technology-forward perspective to the C-suite. While they’re known for agility and rapid response times, they also offer in-depth coaching and resources specifically tailored for senior-level professionals.
Executives benefit from an intuitive online platform and expert advisors who understand the nuances of upper-management transitions.
Pros: Fast, tech-oriented approach suited for busy executives; robust coaching paired with digital tools.
Cons: May not have the same extensive, traditional network as older, established executive-focused firms, though they continue to grow their global reach.
Whether you’re supporting one individual at a mid-career crossroads or navigating a large-scale corporate restructuring, these outplacement providers offer a range of solutions tailored to your specific needs.
Consider the category that best aligns with your situation, and weigh the pros and cons of each to find the perfect partner for your organization’s transition plan.
Average Duration of Unemployment in the U.S.
How to Implement Outplacement Services Effectively
Selecting an outplacement provider is only half the battle. The real challenge lies in rolling out the program in a way that genuinely supports your departing employees.
Over the years, I’ve seen plenty of organizations pick a great provider but falter in the implementation, which can undermine the benefits you’re aiming to provide. Below are some tips on making the most of your chosen service.
1. Communicate Early and Clearly
The moment you know layoffs or transitions are on the horizon, involve the outplacement partner. Giving them as much lead time as possible allows the provider to tailor their services to your specific circumstances - whether that involves one-on-one coaching, AI-driven career support, or a robust digital platform.
Employees who receive transparent, timely communication are more likely to engage with the services and feel supported throughout the transition.
2. Involve Management Teams
Managers and team leads play a critical role in shaping employees’ perceptions of outplacement. When managers understand what the provider offers and how to access these resources, they can guide and encourage employees to use them.
Emphasize to your management team that this is part of their role - helping smooth the transition for departing staff and ensuring they feel valued despite the difficult circumstances.
3. Test or Demo the Platform Before Rollout
If your outplacement program includes any sort of digital platform or AI tool (like TurboTransitions’ or ShiftAgain’s AI-driven features), I highly recommend arranging a demo. Let your HR team and key managers “test-drive” the technology in advance.
This not only helps you iron out any technical kinks but also ensures your internal team can effectively explain the platform’s benefits and assist employees in getting started. When the formal rollout happens, everyone involved feels more confident and prepared.
4. Keep It Confidential and Supportive
Departing employees often feel vulnerable, and they’ll be more receptive to outplacement if they trust the process. Reinforce that any conversations with career coaches or usage of digital tools remain confidential.
This assurance helps participants open up about their true career goals and concerns, enabling more effective, targeted guidance.
A supportive environment also reflects positively on your organization’s culture, showing that empathy extends beyond an employee’s tenure with the company.
Recap/Final Thoughts on the Best Outplacement Services
If you’ve made it this far - thank you for sticking with me! I hope this deep dive into the best outplacement services has given you clarity on what these programs can offer and which providers might be your best fit.
If you’re an HR professional or employer, you already know the impact a well-executed outplacement strategy can have on morale, brand reputation, and even bottom-line metrics. To recap what we discussed:
Outplacement Defined: It’s all about career support for transitioning employees.
Why It Matters: Protect your brand, maintain goodwill, reduce legal risks, and do right by your people.
Key Factors: Look for customization, coaching quality, digital platforms, global reach, service duration, and cultural fit.
Top 20 Providers: We’ve covered household names and emerging stars.
Best in Categories:
Individual Outplacement: Careerminds, Randstad RiseSmart, Korn Ferry.
Virtual Outplacement: TurboTransitions, VelvetJobs, CareerArc.
Group Outplacement: ShiftAgain, Lee Hecht Harrison, Penna.
Executive Outplacement: Challenger, Gray & Christmas, Morgan Samuels, Intoo.
As someone who’s been in your shoes, I can’t emphasize enough the ripple effects of a solid outplacement program - how it can turn an otherwise challenging time into a manageable and even positive transition for everyone.
Whether you go with ShiftAgain for your group outplacement needs or TurboTransitions for a virtual approach or choose one of the other reputable firms - what matters is providing real support.
Your employees are people, and people deserve the best chances to succeed, even when facing a career transition.
Thanks for reading and I hope this guide serves you well on your journey to select the best outplacement services for your organization.
If you have any follow-up questions or want to share your own experiences, I’d love to hear from you. Here’s to a smooth, supportive transition for all!
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Tags: what are the best outplacement services, best career transition services, best outplacement services for hourly workers
Author: Reid Alexander
Disclaimer: This content is for informational purposes only & not intended as professional legal or HR advice. Consult with qualified professionals for advice tailored to your specific situation. The author & publisher disclaim any liability for errors, omissions, or actions taken based on this content.