For HR teams navigating workforce change
Hands-on outplacement
for your departing employees.
Support your organization’s departing employees through reorganization, layoffs, or leadership transitions. Finesse partners with HR leaders to deliver employer-sponsored, one-to-one career support across functions and career levels.
For individual contributors, managers, and executives. Purchased by your organization.
Their experience
still matters.
Recognize their strengths
Tell their career story
Prepare for what’s next
01 / Personal attention
02 / Practical career tools
03 / Clear, defined scope
A practical partner for your HR team
When change is difficult,
make the next step clearer.
You’re planning a workforce transition. Give departing employees practical career support with a defined scope, clear package options, and an efficient process for your HR team.
Human, from the first conversation
A one-to-one approach gives each person room to explain their experience, goals, and concerns. Career materials should sound like the person behind them.
Hands-on help with the work
Resume writing, professional positioning, and job-search guidance turn an uncertain starting point into tangible tools and a practical plan.
A manageable plan for HR
Agree on the participant group, package mix, timing, and budget before launch. Keep administration focused and employee support personal.
Three employer-sponsored service levels
Choose the support
your employees need.
Build an employer-sponsored support package for impacted employees across functions and levels. Select a service level for each participant; your proposal reflects employee count, scope, and timing.
Essentials
Resume-led support for departing employees who need practical career materials and a clear starting point.
Custom quoteEmployer-sponsored support
- One-to-one career intake
- Tailored professional resume
- One consolidated revision round
- Practical job-search action plan
Best suited toIndividual contributors and other resume-led transitions
Request an Essentials proposalProfessional
Expanded career materials and coaching for impacted employees preparing for their next role.
Custom quoteEmployer-sponsored support
- Everything in Essentials
- LinkedIn profile content
- Adaptable cover letter template
- Two 45-minute coaching sessions
- Interview and networking preparation
Best suited toIndividual contributors and managers needing more support
Request a Professional proposalExecutive
Deeper executive positioning and individualized guidance for departing senior leaders.
Custom quoteEmployer-sponsored support
- Everything in Professional
- Executive-level resume positioning
- Leadership value proposition
- Four 45-minute coaching sessions total
- Targeted networking strategy
Best suited toDeparting senior leaders and executives
Request an Executive proposalThese are service levels for employees across departments, not job-function restrictions. A package mix can reflect different employee needs. Services support career readiness; interviews, job offers, and placement timelines are not guaranteed.
A straightforward engagement
Clear for HR.
Personal for every participant.
An engagement model that keeps the scope defined and the person at the center.
Understand the transition
Discuss the number of employees, career levels, timing, and the support your organization wants to provide.
Agree on the plan
Confirm packages, capacity, investment, service windows, communication, and privacy expectations in writing.
Support the individual
Begin one-to-one intake, develop career materials, and deliver the coaching included in the agreed package.
Close with clear next steps
Give participants a practical plan. Agree with HR on any appropriate administrative reporting before the program starts.
The Finesse approach
Career storytelling.
With a human touch.
Led by CEO Katie Britton, Finesse Leadership Services helps professionals and executives translate their experience into resumes, cover letters, and LinkedIn profiles.
Our established resume process centers on a one-to-one interview, collaborative drafts, and a clear narrative of each person’s achievements. Our outplacement offering brings that personal approach to employer-sponsored transitions.
Meet Finesse LeadershipShe took the time to understand my desired achievement before putting pen to paper.
A few practical questions
Let’s make
the details clear.
Have a specific transition in mind?
Talk it through with Katie.
Who buys the service, and who receives support?
HR leaders and employers purchase outplacement support for employees leaving their organization. Participants may be individual contributors, managers, or executives across departments and job functions. Support is tailored to each departing employee’s career level and needs.
How is pricing determined?
Your organization receives a custom proposal based on participant count, package mix, service scope, timing, and available capacity. Rates and delivery windows are confirmed in your written proposal.
How quickly can a program begin?
Share your target dates during the introductory conversation. Start dates, participant onboarding, and delivery timelines need to be confirmed based on the size and scope of the engagement.
What information should HR share initially?
Start with an approximate employee count, broad career levels, desired timing, and support needs. Please do not send employee names, resumes, separation details, or other sensitive information through an initial inquiry. Any participant information-sharing process should be agreed before onboarding.
Are jobs or interviews guaranteed?
No. This is career-transition support, not a recruitment or placement guarantee. The work focuses on stronger career materials, preparation, and practical next steps; hiring outcomes depend on many factors outside the service.
Start with a conversation
Plan the right support
for your departing employees.
Tell us about your organization’s transition, approximate employee count, and the career levels involved. We’ll discuss the package mix and scope for an employer-sponsored proposal.
For an initial conversation, please share only general organizational needs, not employee records.