Layoffs are now a regular part of running a company, and AI is changing what the next job asks for. Legacy outplacement was built for occasional cuts at the top. Thrive was built for the whole workforce: a full year of support for every person, a personal budget they direct, coaches for the human part, and a price you pay when people use it.
Confidential, no commitment, at your pace.
We will only cover what you are ready to discuss.
For decades outplacement worked the same way. An executive got a coach and a long program. Everyone else got a short one, if anything. Support was sold as a fixed package on a fixed clock, and the provider earned the same whether the person landed or not. Good technology has been added since. The model underneath has not changed.
A coaching firm with software added on top.
A software platform built on AI, with expert coaches built in where they matter most.
The best service goes to senior roles. Everyone else depends on the coaching hours left.
The same quality of support for every level of the workforce.
One to three months. One prescribed path.
A full year of access. A personal budget across a marketplace of coaching and services.
Paid per seat, up front, whether or not anyone uses it.
Paid as people use it, at a fraction of a legacy package.
Weeks to stand up. Little visibility into who used what.
Live in 24 hours. You see who activated, who is interviewing, who landed.
01Real job searches rarely start the week the news lands. Every person gets twelve months of access, so support is there when they are ready to use it.
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02An executive and a customer service agent do not need the same things. Each person gets a personal budget to spend across a marketplace of more than a hundred coaching and career services, and chooses what helps.
03AI drafts the resume, matches the roles and tracks the search. Real coaches handle the conversation on a bad week, the judgement about which door to knock on, and the confidence to walk through it. Nobody who has lost a job to a machine should be handed only a machine.
04One view for your team: who activated, who is interviewing, who landed. Evidence for your leadership and your board, not a report card you never receive.
2.3x
People move forward faster than the industry norm.
75
Net Promoter Score, rated well above the industry.
24 hours
From signing to live.
12 months
Of access for every person.
Ask any provider the same questions, and ask how they measured.
The Workforce Transition Cost and Coverage Assessment is a working session with Julien Oudart, Head of US Partnerships at Thrive. Bring the shape of your next reduction and what people receive today. You leave with a one page picture of who is covered, what it costs, and what it would take to cover everyone, whether or not you work with us.
Confidential, no commitment, at your pace.
Most executives I talk to have run at least one reduction. The lesson they describe is the same every time.
We built Thrive from the other end of the industry: a platform first, with coaches inside it where they matter most, rather than a coaching business that added software later. The difference sounds small. In practice it changes who gets helped.
If you are working through a reduction, take the twenty minutes.
The picture is yours to keep either way.
A twenty minute assessment on your numbers.
Confidential, with no commitment, and we will cover only what you are ready to discuss.