How you treat people on their way out is how your remaining people will judge you. We help you plan restructuring carefully, find new roles for people where you can, and support every person who leaves with real, senior-level help.
These are some of the situations clients bring to us. If one sounds familiar, or you're facing something not on this list, let's talk.
Every engagement is scoped to your situation. These are the ways clients most often begin.
Before any announcement: role and impact analysis, options to move people into new roles first, manager preparation, communications and a day-of plan that treats people well and keeps the business running.
Practical, human support for departing employees: career assessment, resume and LinkedIn, interview preparation, job search strategy and AI-era reskilling guidance.
One-to-one coaching for executives and senior leaders, from a coach who has sat on both sides of the table, to land well and land soon.
A candid conversation about what's happening, what's at stake and what good looks like for you.
We look at the facts, talk to the right people and tell you plainly what we see.
We roll up our sleeves alongside your leaders, with clear milestones and no surprises.
We build your team's capability so the change holds long after we step back.
You work directly with our principals, supported by specialists from the CECai Collective when your work calls for it.
Meet the teamTypically a career assessment, resume and LinkedIn support, interview coaching, job search strategy and regular coaching sessions. We tailor packages to the person's level and the support you want to offer.
Rehiring and severance are often more expensive than moving capable people into new roles. Research from LHH found most employers who track the costs say rehiring costs more than moving people into new roles, and doing so protects trust and knowledge.
Yes. Many engagements are for one executive or senior leader, often combined with transition coaching.
By planning carefully, preparing managers, communicating honestly with affected and remaining employees, and giving departing people real support. People remember how they were treated, and so does your community.
Thirty minutes, no pitch. Tell us what's happening in your organization and we'll tell you honestly how we can help, or who can.