For employers
Outplacement that leaves people with something they keep
Most outplacement gives someone a rewritten résumé and a login that stops working in ninety days. This teaches a method they keep using, and the evidence record they build stays theirs permanently, on a free plan, after your program ends.
The problem with a rewritten résumé
Someone leaving your organisation is carrying years of work they cannot currently describe. The numbers are in dashboards they have lost access to and emails they no longer have. A writer produces one good document from what they can remember on the day, and six months later, in a different search, they are back to remembering.
The useful thing to do in the weeks after a separation is not to polish one document. It is to recover the evidence while it is still reachable, and to leave with a record that answers the next posting as well as this one.
What a program includes
A taught workshop
Four hours, live, delivered by the person who wrote the method. Reading a posting as requirements, recovering evidence from their own history, and writing only what survives a second question.
A printed workbook each
The method works entirely on paper. Participants write in it during the session and keep working from it afterwards.
Ninety days of full access
Individual accounts, claimed with a code. No card, and nothing for the participant to pay. People who leave on different dates each get their own ninety days from the day they start.
A record they keep
When the window closes the account continues on the free plan with everything in it. Nothing is deleted because your program ended.
Aggregate reporting
How many claimed a seat, how many built a working evidence base, how many were still maintaining it at thirty, sixty and ninety days — plus the count of evidence people recovered that they had never written down.
What you will not receive, and why that is the point
You receive counts. You do not receive participants’ records, their documents, their readiness views, or their names against any of it. If you ask us which individuals have engaged, we will decline and offer to send a reminder to everyone on your behalf instead.
This is not us being difficult with a paying customer. Your former employees are being asked to write down, candidly, what they did and what they cannot yet prove. They will not do that if they think it is being read by the organisation that just let them go, and a program they do not engage with honestly is one you paid for and did not get.
Participants are told this in the product itself, at the moment they enter your code, rather than being left to wonder.
Being straight about what this is
We have not run an employer outplacement program before. The method, the platform and the reporting are built and in use; this particular packaging of them is new, and you would be among the first. If that is a problem, it should be, and we would rather you knew now.
We do not promise placements. We will not tell you a percentage of your people will land in ninety days, because we could not support it. What we will tell you is exactly what participants did with the program, in numbers you can check.
There is no job board and never will be. We are not a placement service. We make people able to describe and prove their work; where they take that is theirs.
Tell us the situation
How many people, over what period, and whether senior departures need something more individual. Priced per participant, with the number lower at volume. A real person answers.
Book a conversationPrefer email? hello@standingproof.com
For a senior departure, the Career Engineering Engagement is the individual version, and an employer can buy it directly.
Supporting people you are keeping rather than losing? The same method runs for internal cohorts.