Restructuring or site consolidation
A number of roles are being made redundant at once. You need a program that can be offered consistently, communicated clearly and delivered in German and English.
03Workforce Transitions
Outplacement that honors the people who leave and the reputation that stays
Restructurings, site closures, post-merger integration, the end of a leadership tenure: how an organization conducts its departures is remembered far longer than the announcement itself. Our outplacement service is led by Rebeca Valença, founder of Talent Factory Coaching, and draws on our recruitment partners’ knowledge of the technology talent market. Participants leave with a realistic plan for their next move, and departures are handled with care.
Services · Outplacement
When outplacement is the right answer
Technology-driven role changes
Automation and AI are reshaping job families. Some people can be reskilled and redeployed internally; for others, an external transition is the right path, and it needs to be done well.
Executive separation
A senior leader is leaving. Discretion, individual coaching and a credible market positioning matter more than a standard program.
Protecting the employer brand
You will hire again in the same market next year. How departing colleagues speak about you determines who applies then.
How a program works
Our view: outplacement is judged by the people who stay, not only by the people who leave. A program that is visibly competent and generous is the strongest retention signal a company can send in a difficult quarter. A program that is thin and impersonal is remembered for years. We design for the first outcome.
Design with HR and leadership
We agree scope, cohorts, duration and communication with your HR team before anything is announced, so managers can speak with confidence on the day.
Individual assessment and positioning
Each participant works with a coach on strengths, market options, CV and profile, and a realistic search strategy, including the technology skills that are in demand right now.
Market insight
Coaching draws on our recruitment partners’ view of which technology and leadership skills are in demand. We prepare participants for interviews and negotiation, and support their search.
Follow-through and reporting
Participants are supported until they land; you receive anonymized progress reporting so you know the program is delivering.
What you receive
For the organization: a program you can announce with confidence. For each participant: a path to the next role.
Program design & communication kit
Cohorts, duration, formats and a communication line for HR and managers, ready before announcement day.
Manager preparation
Short, practical preparation for the people who will conduct the separation conversations: what to say, what not to, and how to refer to the program.
Individual coaching & positioning
For every participant: assessment, market positioning, CV and profile, interview preparation and a search strategy tied to skills in demand.
Progress reporting
Anonymized, regular reporting to HR on participation, activity and outcomes, so you know the program is working.
The participant journey
Four phases, one coach throughout, informed by our recruitment partners’ view of the technology talent market.
1 · Orientation
A first conversation soon after notification: situation, emotions, finances, time horizon. Clarity about what happens next.
2 · Positioning
Strengths, achievements and market options; a CV and profile that speak the language of the roles in demand today.
3 · Active search
Target companies, approach strategy, interview rehearsal and offer negotiation, with direct feedback after each round.
4 · Landing & follow-through
Support through the start of the new role and a check-in in the first months. For executives, onboarding coaching where useful.
Legal framework we work within
- Switzerland: consultation duties for collective redundancies (Art. 335d–335g CO) and the social-plan obligation for larger employers (Art. 335h–335k CO)
- Germany: mass-dismissal notification (§ 17 KSchG), social plans (§ 112 BetrVG) and transfer companies (§ 111 SGB III)
- Austria: early-warning notification (§ 45a AMFG) and social-plan practice under the ArbVG
- We design programs that fit these frameworks and work alongside your legal counsel. We do not replace it.
Programs
In scope
- Individual executive outplacement (C-level, senior leaders)
- Specialist programs for engineers, data and IT professionals
- Group programs for restructurings and site closures
- Reskilling and internal redeployment advice ahead of separation
- Manager preparation for separation conversations
Not our focus
- Legal advice on employment law (we work alongside your counsel)
- Pure online self-service portals without personal coaching
Regions
Delivered across Switzerland, Germany and Austria in German and English, with international support for participants seeking roles elsewhere in Europe, the UK or North America.
Frequently asked questions
What does outplacement include?
Typically: individual assessment, career coaching, CV and profile work, interview preparation, search strategy and support for an agreed period. Scope and duration are agreed with the employer.
How long does a typical program run?
Duration depends on seniority, the market and what the employer wants to offer. It is agreed in advance, and can run until a new role is secured where that is part of the agreement.
Is outplacement mandatory in Switzerland?
There is no general legal obligation, but it is common practice in social plans and collective redundancies, and it is widely regarded as good governance. We work alongside your legal counsel on the framework.
What does a technology focus add?
Coaching is informed by our recruitment partners’ understanding of the technology talent market: which skills are in demand and how to position experience with older platforms. It is support for the search, not a promise of a role.
How are programs priced?
Per participant or per cohort, agreed individually after a scoping conversation. We do not publish standard prices because program depth and duration differ.
Plan a transition your people will respect.
Share the outline (number of participants, timing, locations) and we will propose a program structure, in confidence.
The short route: describe your need in a few sentences via the contact form. The detailed form is optional and can be added later.