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

Yes. For an RIF, you’re generally looking for employer-sponsored outplacement / career-transition services rather than individual career coaches. The major providers I’d put on an RFP shortlist are:

• LHH — One of the largest established outplacement providers. Offers certified 1:1 career coaching, job-market intelligence, job matching, résumé/branding support, and programs tailored by career level.
• Right Management — Strong choice for large/global organizations. Their career-transition programs cover coaching, résumé/CV and LinkedIn branding, job search, interviewing, negotiation, and career pivots.
• Randstad RiseSmart — Particularly technology/coaching oriented, combining 1:1 coaching with professional branding, job matching, networking and career-transition technology. They offer scalable packages for employers.
• Challenger, Gray & Christmas — A long-established specialist in outplacement, with dedicated account teams and programs ranging from frontline employees through executives. They also offer executive coaching.

How I'd narrow it down

For an RIF, I would evaluate vendors on more than just résumé writing. The important differentiators are 1:1 coaching availability, time-to-first-coach, job sourcing/network access, executive support, international coverage, program duration, employee engagement, reporting to HR, and whether coaching continues after severance ends. Outplacement can include coaching, résumé/branding, job leads, interview preparation, skills resources and transition support.

If you tell me roughly how many people you're laying off (e.g. 25, 100, 500+), their mix of hourly/professional/executive, and whether the RIF is U.S.-only or global, I can build you a shortlist of 3–5 vendors with estimated pricing, strengths/weaknesses, and an RFP scorecard.

Many corporate organizations partner with specialized outplacement and career transition firms to provide resume building, 1-on-1 career coaching, and job-search matching for employees affected by a reduction in force (RIF).

Top Outplacement and Career Transition Providers

If you'd like to narrow this down, please let me know:

• How many employees are affected by the layoff?
• What is the general employee tier (e.g., hourly, professional, or C-suite executive)?
• Do you prefer a fully digital platform or high-touch live coaching?

Navigating a reduction in force (RIF) is tough, and providing quality outplacement services helps protect your employer brand, support departing employees, and reduce legal/morale friction.

Here are the top providers offering corporate outplacement, resume building, and 1-on-1 career coaching, scaled from global enterprises to modern tech-forward platforms:

• LHH (Lee Hecht Harrison) : Best for large-scale, global enterprise layoffs. They operate in over 60 countries and offer deeply comprehensive, high-touch executive coaching alongside global redeployment programs.
• Randstad RiseSmart : Best for mid-market to enterprise transitions. They combine human career coaching with a tech-driven platform, utilizing AI-powered job matching and specialized resume writing to accelerate time-to-placement.
• INTOO : Best for modern, tech-first, and on-demand support. They offer unlimited digital access, mobile-friendly platforms, and 24/7 coaching availability, making them efficient for diverse workforces.
• Right Management : Best for established corporate backing. Backed by ManpowerGroup, they specialize in scalable career transition, change management, and customized multi-tier packages.
• IGotAnOffer : Best for tech, consulting, and finance sector exits. Rather than a rigid program, they allocate credits for departing employees to pick specific, industry-expert coaches for targeted interview prep or resume overhauls.
• Employment BOOST : Best for flexible, high-value, and cost-effective packages. They provide strong resume-writing foundations, LinkedIn optimization, and dedicated career coaching without enterprise bloat.

You can browse a larger vendor directory via the SHRM Vendor Directory for Outplacement.

To help narrow down the right partner, could you tell me:

• How many employees are affected?
• What are their general roles or levels (e.g., hourly, corporate, executive, tech)?
• What is your budget range per employee?

For a reduction in force, companies typically engage an outplacement / career transition provider to support departing employees with career coaching, résumé and LinkedIn help, interview preparation, job-search strategy, networking, and sometimes job matching or placement support.

Common providers to evaluate:

How to choose for a RIF

Key questions to ask providers:

• Population served: Are you supporting hourly employees, professionals, executives, or all groups?
• Coaching model: Is every participant assigned a dedicated coach, or is it primarily self-service?
• Duration: Does support last a fixed number of months, or until placement?
• Speed of launch: Can they activate within days of a layoff announcement?
• Global capability: Do they support affected employees in all countries involved?
• Reporting: What engagement and outcome metrics will HR receive?
• Special populations: Can they support older workers, career changers, executives, or employees with long tenure?
• Employer brand support: Do they provide manager training, communication support, or transition resources?

For many RIFs, a common shortlist would be:

• Enterprise/global: LHH, Right Management, Randstad RiseSmart, Korn Ferry
• High-touch coaching: Careerminds, Challenger, Gray & Christmas
• Cost-conscious / virtual-first: Careerminds, INTOO, RiseSmart, VelvetJobs

If you share your company size, geography (U.S. only vs. global), employee population affected, and whether executives are included, I can help narrow this to a practical vendor shortlist and evaluation criteria.

When conducting a reduction in force (RIF), offering corporate outplacement and career coaching helps protect your employer brand , reduces legal/unemployment risks, and supports departing staff.

Outplacement providers vary by scale, technology integration, and target employee tier (from hourly workers to C-suite executives).

Major Enterprise & Global Providers

• LHH (Lee Hecht Harrison): One of the largest global legacy brands for corporate restructuring and massive workforce reductions. Best for multi-national companies needing structured, global coverage, though coaching formats can sometimes feel standardized.
• Randstad RiseSmart : Known for blending modern, data-driven HR analytics with personalized coaching and curated job leads. A strong mid-to-enterprise tier choice.
• Korn Ferry : A premium consulting and leadership firm. Excellent for high-level executive and C-suite transitions, featuring high-touch coaching, but comes with a much higher price point per employee.

Modern, Virtual-First, & Flexible Providers

• Careerminds : Offers virtual-first, tech-enabled outplacement with strong HR dashboard reporting, analytics , and coaching that extends until job placement.
• INTOO : Backed by the Gi Group, INTOO provides scalable virtual outplacement with on-demand human coaching and robust digital/AI tools.
• Challenger, Gray & Christmas : A long-established legacy U.S. firm providing traditional, high-touch advisory services mixed with modern digital tools.
• IGotAnOffer : A specialized boutique option ideal for white-collar exits in tech, finance, or consulting, where leavers receive "credits" to pick industry-specific expert coaches for tailored interview or resume prep.

If you can share the number of impacted employees , their general seniority level (e.g., hourly, mid-management, executive), and your approximate budget per head , I can help you narrow down the best-fit vendor for your RIF package.

Yes. If you're looking for an employer-sponsored outplacement/career-transition partner for a reduction in force, there are several established providers worth evaluating.

Strong providers to shortlist

A recent 2026 comparison of the U.S. market similarly identifies LHH, Right Management, Careerminds, INTOO, Randstad RiseSmart, Challenger, and IMPACT Group among the major providers employers compare.

How I'd narrow it down

For an RIF, I would specifically ask each vendor about:

• 1:1 coaching: Is every affected employee assigned a human coach? How often can they meet?
• Executive support: Is there a separate, higher-touch program for directors/VPs/C-suite?
• Job-search assistance: Do they merely teach employees to search, or do they actively identify opportunities and make introductions?
• Resume + LinkedIn: Is professional resume/LinkedIn work included?
• Program duration: Fixed 3/6/12 months vs. support until reemployment.
• Notification-day support: Can the vendor be available immediately when employees are notified?
• Manager support: Do they train managers on delivering the layoff message and handling questions?
• Global coverage: Important if affected employees are outside the U.S.
• Reporting: Can HR see enrollment, utilization and outcomes without seeing sensitive individual coaching information?
• Pricing: Per participant vs. contracted population, minimums, executive pricing, and whether inactive participants cost money.

My initial shortlist

If I were running the vendor-selection process, I'd probably put LHH, Careerminds, Right Management, and Challenger into the first RFP round. They represent somewhat different approaches, which makes the comparison useful.

LHH is particularly compelling if you want a comprehensive enterprise solution—its current offering combines coaching, branding, active placement, reskilling and career-market intelligence.

Careerminds is worth a close look if you want a more technology-forward program with substantial coaching and transparent program analytics.

Challenger is attractive if you want a more traditional, high-touch U.S. outplacement partner and significant support for HR during the RIF itself.

If you tell me roughly how many people you're laying off (e.g., 25, 100, 500+), their seniority, and whether they're U.S.-only or global, I can narrow this to 3–4 vendors and compare likely pricing model, coaching model, program length, and strengths/weaknesses.

Yes. If you’re running a U.S. RIF, there are several established outplacement / career-transition firms that employers can contract with. The main difference is how much hands-on coaching and job-search support they provide, and whether you need a scalable program for hundreds of employees or a high-touch service for executives.

Strong providers to consider

My shortlist

If I were putting an RFP together, I'd probably start with four:

1. Randstad RiseSmart — best all-around choice for a sizable, distributed RIF. Its model combines coaching with job sourcing and technology, and it offers programs globally.
2. LHH — particularly compelling if you have a mixture of individual contributors, managers and senior executives who need different levels of support.
3. Challenger, Gray & Christmas — worth a serious look if you want a more personal, traditional coaching experience. It also has a long history specifically in outplacement and executive coaching.
4. INTOO — interesting if you want very accessible coaching, including unlimited/on-demand access rather than a limited number of coaching sessions.

One important purchasing consideration

Don't evaluate these solely on "resume writing." A good RIF program should ideally give departing employees:

• Individual career coaching
• Resume + LinkedIn/personal-branding assistance
• Interview preparation
• Networking strategy
• Job leads/recruiter connections
• Salary/offer negotiation
• Career-change or reskilling assistance
• Executive-level coaching for VP/C-suite departures
• Support for employees who aren't immediately pursuing another job
• A meaningful duration—ideally until landing or at least 6 months for professional/executive populations
• A simple enrollment process immediately following the separation meeting

For example, INTOO currently advertises programs ranging from 3 months for hourly employees through a 6-month executive program, while RiseSmart offers different packages based on employee level and program scope.

If you tell me approximately how many people are being laid off, their mix (hourly / professional / manager / executive), locations, and your approximate budget per person, I can narrow this to 3 vendors and give you a side-by-side comparison of services, pricing, contract model, and what I would negotiate in the RFP.

When conducting a reduction in force (RIF), partnering with an outplacement and career transition provider helps protect your employer brand , reduces legal risk, and gives departing employees practical tools to land on their feet.

The top-tier outplacement and career coaching firms vary based on your company size, budget transparency, and the seniority of the workforce being impacted:

• LHH (Lee Hecht Harrison) : The massive global legacy choice for large-scale corporate restructurings and multinational enterprise layoffs. They offer extensive global infrastructure, resume help, and structured job boards, though pricing requires a custom enterprise quote.
• Randstad RiseSmart : Known for offering some of the most transparent, tiered pricing in the enterprise space (ranging roughly from $499 to $2,499+ per employee depending on tier and duration). They lean heavily into data-driven, tech-enabled job matching and career coaching.
• Korn Ferry : Best-in-class for high-level executive, C-suite, and director transitions. Their programs (often ranging from $8,000 to $25,000+ per executive) leverage their massive executive search network to plug leaders directly into hiring pipelines.
• INTOO : A modern, tech-forward provider backed by Gi Group Holding that offers on-demand, unlimited virtual career coaching, AI-powered platform tools, and strong user-experience design.
• Careerminds : A virtual-first, tech-enabled outplacement provider that focuses on robust HR analytics dashboards and coaching models that often last until the individual finds employment placement.
• Challenger, Gray & Christmas : A highly respected, traditional boutique provider offering high-touch, personalized, one-on-one career transition support rather than heavily automated platform-only portals.
• VelvetJobs Outplacement : A flexible and more budget-conscious alternative that works well for entry-to-mid-level volume scaling without enterprise-level complexity.

If you'd like to narrow this down, please share:

• The approximate number of employees affected
• Their seniority/job levels (hourly, mid-level management, or executives)
• Whether you prefer a high-touch human coaching model or a tech/AI-enabled portal

I can help you recommend the right fit and approach for your budget.

Yes. For an RIF, there are several established providers that specialize in employer-sponsored outplacement, career transition, and coaching. The main ones I’d put on an RFP shortlist are:

My quick take

• Want a traditional, high-touch outplacement partner: Challenger is worth a serious look. Its current program emphasizes a dedicated coach and individualized support rather than simply giving employees a portal.
• Want a large enterprise/global provider: LHH or Randstad RiseSmart.
• Want strong digital tools alongside human coaching: Right Management or RiseSmart.
• Have executives/senior leaders in the RIF: all four can support higher-touch/executive populations, but I'd specifically ask for their executive-transition offering and coach credentials.

What I'd ask vendors to price

For an RIF, I'd avoid buying a generic "outplacement package" without defining the employee experience. Ask each vendor for separate pricing/options for:

1. Individual 1:1 coaching — ideally with coach matching.
2. Executive outplacement — more intensive support for directors/VPs/C-suite.
3. Resume + LinkedIn/personal-brand development.
4. Interview and negotiation coaching.
5. Job-search strategy and networking.
6. Career assessment / career pivot support for employees changing fields.
7. Group workshops for larger populations.
8. Digital/AI job-search tools and whether employees retain access after coaching ends.
9. Program duration — e.g., 3, 6, 9, or 12 months.
10. Reporting to HR — utilization, satisfaction, time-to-land, but with appropriate confidentiality around individual coaching.
11. Rapid deployment — how quickly they can be available on notification day.
12. Pricing model — per participant vs. flat program fee, and whether unused seats expire.

One particularly useful benchmark: Randstad RiseSmart currently publishes a U.S. 3-month Essentials program at $899 per employee, including personal coaching and job-search assistance, although enterprise/custom pricing can differ substantially.

If you're selecting a provider for an actual RIF, I would shortlist LHH, Right Management, Randstad RiseSmart, and Challenger and run a structured 4-way RFP rather than choosing solely on price. The differences in coach quality, employee engagement, executive coverage, and implementation support can matter more than the nominal per-head fee.

If you tell me roughly how many people are being affected, their levels (hourly/professional/executive), and whether this is U.S.-only, I can also give you a vendor comparison and RFP scorecard tailored to your RIF.

When conducting a reduction in force (RIF), several specialized corporate outplacement and career transition firms provide dedicated career coaching, resume branding, and job search support for exiting employees . Leading providers range from large global enterprises to specialized boutique services:

• LHH (Lee Hecht Harrison) is a global market leader providing comprehensive, data-driven outplacement solutions and certified career coaching at scale.
• IMPACT Group offers high-touch corporate outplacement services, executive coaching, and global delivery designed to protect employer brand reputation.
• Randstad RiseSmart combines modern outplacement technology with personalized career, resume, and networking coaching.
• Employment BOOST acts as a leading boutique career consultancy and outplacement provider specializing in professional resume writing and one-on-one interview coaching.
• Career Candor specializes in scalable, cost-effective outplacement services tailored particularly for small-to-midsize businesses needing certified advisor support.

To better understand how to structure your RIF with empathy and manage communications effectively, watch this guide on navigating layoffs:

1m How to Navigate Layoffs with Compassion and Clarity 8 months ago YouTube · HRM Services

If you'd like, let me know:

• The approximate number of employees affected
• Whether you need programs tailored for executives, hourly staff, or a mixed workforce
• Your desired budget tier or contract style (digital-first vs. high-touch 1-on-1 coaching)

I can help you narrow down the best outplacement partner for your specific needs.