Outplacement Consulting

A professional exit protects both the company and the executive

When strategic changes make a position redundant, companies often face severance obligations, and the affected executive is left with an uncertain professional situation. Professionally guided outplacement support reduces the financial burden of the separation and gives the executive a structured path into a new role. Clients are typically shareholders, supervisory boards, private equity firms, or banks who share responsibility for the decision.

Outplacement Support for Executives

We support departing executives from the initial assessment through to the signed contract for their new role.

■Comprehensive assessment: Personal situation, goals, skills, and career history of the executive.

■Access to hidden vacancies: Search within the exclusive Digilents network of companies and partners.

■End-to-end support: Guidance through every phase, from application documents to interviews and contract negotiation.

Positions covered: Chief Executive Officer, Chief Financial Officer, Chief Sales Officer, Chief Restructuring Officer, Chief Marketing Officer, Chief Digital Officer, Chief Human Resources Officer, as well as Director and (Senior) VP level.

How the process works

From separation to new position, every mandate runs through six phases with regular updates to both the client and the executive.

From candidate profile to target position+

We start by bringing together two profiles:

CANDIDATE PROFILE

■Experience, knowledge, skills, and soft skills of the executive.

■Demeanor, role preferences, motivation, and personal working style.

TARGET POSITION

■Tasks, objectives, and required hard and soft skills of the target role.

■Values and culture of the prospective employer.

From this, we derive the profile we use to identify suitable roles, including vacancies that are never publicly advertised.

The six phases to a new position+

■Separation management: Alignment on the current status and next steps of the separation, agreement on communication with the executive, and setup of the project team.

■Assessment and goals: Introductory meeting between Digilents and the executive, review of their personal situation, alignment on personal goals, and mapping of education, skills, and career history.

■Positioning: Personality profile diagnostics, development of a comprehensive candidate profile, review and refinement of application documents, and assessment of the chances for the target role and target salary.

■Search and evaluation of vacancies: Activation of the Digilents partner network, creation of target company lists, outreach through the Digilents network and additional channels, and regular reporting.

■Active process support: Initiating applications for selected vacancies, interview preparation, mediation during the application process, and support through contract negotiations.

■Project completion: Results presentation with key learnings and support through onboarding in the new role.

When the separation is part of a larger change

If the separation is part of a restructuring or workforce reduction, a Talent Capability Evaluation can help clarify which roles and skills your remaining team will need going forward.