Executive Outplacement Firms: 11 Providers Compared

Arielle says it has provided career transition services to over 3,000 senior business leaders since 2011; the page does not say how many came through an employer's outplacement program. Its outplacement FAQ gave a ballpark of $5,000 to $20,000 per executive in October 2026, without naming the currency, and says support typically runs for 3 to 12 months, with the cadence adjusted to the individual. It works only with executives, senior managers and board members.

The firm writes the resume and LinkedIn profile itself, coaches the executive's approach to recruiters, and then coaches them through the first 100 days of the new role. Employers receive updates on outcomes only with the executive's permission. The reviews on its testimonials page (opens in a new tab) give a first name, last initial and job title; most describe resume, LinkedIn or leadership coaching, and none says the work came through an employer's outplacement program.

Crenshaw describes a "many-to-one" model: each executive works with a dedicated advisor and mentor, supported by specialists in executive search, interviewing, networking, private equity roles and executive compensation. The program covers the executive's value proposition, resume, bio and LinkedIn profile, a networking plan, access to a proprietary search database, help with negotiations and contracts, and onboarding into the new role.

The firm's homepage (opens in a new tab) shows the logos of large companies such as Amex, Deloitte and Microsoft and says it has spent 40+ years helping companies. Neither page says which of its services those companies used, and no outplacement client, fee or program length is published on the pages read. The homepage also says its advisors have held CEO, CHRO and senior operating roles themselves.

Kinsley Sarn, now trading as KS Search Partners, describes an Executives in Transition program in its HR guide to executive outplacement. The guide describes seven stages, including agreeing assessment criteria, reporting, confidentiality and timelines with the employer; an assessment with an in-depth interview, psychometric profiling and 360-degree feedback; coaching and career counseling; interview preparation; resume work; and feedback until the executive secures a new position, followed by support as they settle into the new role.

The firm's services page (opens in a new tab) lists only retained search and executive assessment, and the guide's link to an executive outplacement page no longer leads to one. The guide gives no publication date. No outplacement client, fee or program length is published on the pages read; its named testimonials concern executive searches.

Alpha Apex Group's executive outplacement page describes a transition plan built from the executive's career history and strengths, including approaches to unadvertised executive roles, then coaching on personal branding, communication and leadership. It lists support with networking and with negotiating offers, and says support continues through the job search and beyond.

The figures on the page are firm-wide recruiting measures: 2,000+ placements worldwide and a 43-day average time to fill full-time hires. The page also shows a "Trusted by the best" strip of client logos without saying which service those clients used. It does not identify the figures or the logos as outplacement results, and it names no outplacement client, program length or fee. Agree the scope, length and fee directly.

Careerminds' Energage case study, published in 2023, describes the HR technology company's first reduction in force. Careerminds trained its managers for the notification meetings, coached employees on site on the day and ran outplacement afterwards. It reports an 88% registration rate, 100% of participants landing new roles with a 9.2-week average landing time, and 100% participant satisfaction, and quotes Energage's CEO, Doug Claffey. The results concern the displaced employees who took part; the case gives no participant count and no executive breakdown.

The executive page offers "unlimited access to a dedicated executive coach" with no time limits or session caps, coaches it describes as Fortune 500 alumni with 20+ years' experience, assessments, work to strengthen the executive's resume, bio and LinkedIn profile, and an executive roundtable with peers and recruiters. Its packages page (opens in a new tab) lists a core program for all participants, a VP package that adds executive coaching, networking and leadership assessments, and a "fully bespoke" C-suite program; prices are sent on request. Careerminds also describes support for board roles, portfolio careers, consulting, entrepreneurship and active retirement.

IMPACT's participant story describes John Beering landing the CEO role at RedDot after working with an IMPACT outplacement coach. Its executive outplacement page also carries testimonials from named HR and legal leaders. Hank Galatz, associate general counsel at Grainger, says IMPACT "delivers a strong experience and high value" compared with other outplacement firms. Brian Ziegler, VP of global total rewards at Foot Locker, says the company has used IMPACT's outplacement for several years, and Steven Kase, VP of human resources at Vertiv, praises its service to people in career transition.

The program pairs each executive with a coach; IMPACT says its coaches average 15 years' experience. It includes a needs assessment, résumé and public-image work, connections to executive search firms, private equity firms and target companies, and career guidance for 90 days after the executive accepts a new role. Its outplacement FAQ (opens in a new tab) explains that outplacement programs can last from about two months to 12, depending on the participant's needs and the employer's investment, but does not give the length of IMPACT's executive program. No fee is published.

An anonymous publicly traded global bank with 60,000 employees across 20 markets is Randstad's featured case: its outplacement page reports an 80-day average to land new jobs and 100% client and employee satisfaction. The case describes the bank's program as a whole and does not report executive results separately.

Its pricing page (opens in a new tab) lists US plans for organizations with fewer than 5,000 employees. The Premier plan, recommended for directors and above, cost $6,499 per employee for 12 months in October 2026 and includes unlimited calls with an executive coach, custom-written LinkedIn and executive bios, a recruiter and networking contact list, 360° reference feedback and an executive networking group. For more than 50 programs or services outside the US, the pricing page asks employers to contact the firm. The main outplacement page says coaches are matched on level, function and industry.

Ninety-eight percent of participants would recommend Right Management, its participant page (opens in a new tab) reports, and 83% find a job with the same or higher salary and 3M people have been supported. The figures carry no level, sample or period. Its outplacement page says exiting employees land jobs "2x faster" than the Bureau of Labor Statistics average. The participant stories it features give first names and countries only.

Right lists Executive Outplacement beside individual and group programs, describing it as "an elevated, customized experience" to help executives identify, land and succeed in their next role. Programs use its PowerSuite Next career platform, assessments and coaching. The participant page says the employer arranges the support at no cost to the employee. No program length or fee is published on the pages read.

Challenger's outplacement page for companies quotes Jane Sanford, VP of global human resources at A.O. Smith, on the respect its coaches show separating employees. It reports a 2.72-month average time to land a new role and 96% of employees securing equal or better roles, attributed to its 2025 results and for the employees it supports.

Every employee is matched with a full-time certified job search coach, with unlimited sessions for the duration of the program, resume and LinkedIn writing, interview and salary preparation, and its CareerSuite platform. The page says programs are customized "from entry-level to executive leadership" and that pricing is flexible, without publishing a fee or a program length. Its about page (opens in a new tab) says founder James E. Challenger started the first outplacement firm in the U.S. in 1966. The firm also runs a separate executive coaching service for current leaders.

Korn Ferry says 92% of laid-off employees using its career transition services found a job better than or equal to the one they left; the page gives no sample, period or level. Its only testimonial is anonymous.

The service is one-to-one for "all your employees, from entry level to executives", with assessments, coaching booked as often as needed, over 3,000 courses and leadership workshops, and indefinite access to its online career site. Its customer support FAQ (opens in a new tab) prices an executive career transition package, listed for individuals, from $17,100 for six months or $22,800 for twelve in October 2026. The FAQ does not say whether employer programs are priced the same way.

LHH's outplacement figures are firm-wide: it says it helps half a million people a year, and that over four years 58% of its career transition candidates moved into a new function or industry. The page does not give either figure for executives, and it names no client.

LHH says it supports people "at every level, from early-career talent to senior executives", and can connect outplacement with redeployment and reskilling. Its executive solutions page (opens in a new tab) describes executive search, leadership coaching and ICEO, a career advisory for executives at "critical inflection points"; that page does not describe it as outplacement. No fee or program length is published on the pages read.