Outplacement in the Age of AI
When people leave, ReadyToBloom keeps what they knew and gets them hired faster.
You already budget for outplacement. Spend it on keeping the work moving instead.
About 23%
AI was cited for 101,743 of 443,604 announced US job cuts, January to June 2026.
Notice
A role changes. Enrollment starts.
Knowledge transfer
What they know stays with the team.
Upskill
AI certifications picked for their field.
Prep & interview
Coaching for each interviewer. Hired sooner.
The team that stays
Work keeps moving. Morale holds.
Soft landing
Into their next role.
What does a RIF actually cost?
A RIF costs more than severance. The work slows down, half-finished projects stall, and the person who knew why the billing job runs on Fridays is gone. Outplacement doesn't touch any of that. It's the line item that looks good at the all-hands and does nothing for the business.
92%
of organizations don't consistently capture knowledge from employees on their way out.
Keep the work moving through transitions, and develop every departing colleague into their next role.
Keep the work moving.
Before someone leaves, we capture how they actually do the job, so the work doesn't stall the week after they're gone.
- The systems only they understand
- The relationships that keep work moving
- The rituals nobody wrote down
- The open loops that will bite in a month
Runs inside the notice window, with the employee's consent.
Get them hired faster.
Everyone who leaves gets the interview coaching that used to be reserved for executives. Interview EQ by ReadyToBloom reads each interviewer's communication style (DISC and OCEAN) and tells your former people what to lead with, how much detail to give, and how to close.
Included for every departing employee, director level and below. Not a premium tier.
Show the business what happened.
You'll know what you kept and how fast your former people landed, without seeing anything they didn't agree to share. People and CFO dashboards show the work that was handed off, how many people are in coaching, and placement signals from people who opted in.
Outplacement ends with an invoice. We end with a report.
How it works
One loop, from the day someone gets notice to the report you read. Consent gates every step after enrollment.
- 1
Notice
A role is cut or someone resigns, and you enroll them.
- 2 Consent-gated
Enroll
They see what they get and what you will and won't see, then opt in.
- 3 Consent-gated
Hand off the work
We capture systems, relationships, rituals and open loops while they're still there.
- 4 Consent-gated
Coach
Interview EQ preps them for each interview, starting the day they enroll.
- 5 Consent-gated
Land
With their consent, placement signals come back when they start the next role.
- 6 Consent-gated
Report
People and CFO dashboards show what was kept and how fast people landed, in aggregate.
Who sees what?
Consent is the floor everything stands on. The employee decides what their former employer sees, per company, and can take it back. That's what makes ReadyToBloom safe to buy, and safe to say yes to.
What you see
- Aggregate activity
- How much work was handed off
- How many people are in coaching
- Placement signals from people who opted in
What stays with them
- Their interview playbooks
- The companies they're targeting
- Anything they haven't agreed to share
Outplacement, compared
| Area | A typical outplacement package | ReadyToBloom |
|---|---|---|
| Director level and below | A typical outplacement packageA resume rewrite and a job list | ReadyToBloomInterview coaching for every interview, read to the interviewer |
| Interview coaching | A typical outplacement packageReserved for executive packages | ReadyToBloomIncluded for everyone who leaves |
| The work they leave behind | A typical outplacement packageNot covered | ReadyToBloomHanded off before the last day |
| What the business gets | A typical outplacement packageAn invoice | ReadyToBloomA report, in aggregate |
Per-employee pricing, well under today's outplacement packages.
Built for
People leaders
You budget for outplacement. Spend it on keeping the work moving instead.
CFOs
Unemployment claims from a RIF raise your UI tax rate for years. Every departing employee gets real interview coaching from day one, and the work doesn't stall while they're gone.
Fractional HR leaders
The departure service your clients will actually thank you for. (Ask about our partner program.)
What your departing employees hear
Your company is paying for interview coaching for your next role. You decide what your former employer sees.
Questions
Early access is by application
We work closely with a small group of early partners, so we review every application. Tell us about your next restructuring and we'll show you what we'd keep.