Maya Enterprise for Outplacement
Turn outplacement from reactive support into workforce transition intelligence.
Maya Enterprise helps outplacement organisations support employees through redundancy, redeployment, and AI-driven workforce change with identity-aware coaching, structured transition plans, and auditable outcome reporting.
For every affected employee, Maya builds a transition profile, guides next steps, tracks readiness, and surfaces risk signals. For every employer client, your agency can provide clearer evidence of progress, stronger continuity between coaching sessions, and a board-ready view of workforce transition outcomes.
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Outplacement has moved beyond post-redundancy support.
Organisations are still expected to help people stabilise, rebuild confidence, clarify direction, and move toward their next role. But employers now need more than reassurance that support is available. They need clearer evidence that workforce transition is being managed with structure, dignity, and measurable progress.
Organisations are being asked to support:
• employees processing redundancy or role change
• managers navigating sensitive transition conversations
• HR teams under pressure to evidence responsible workforce decisions
• employers considering redeployment before redundancy is final
• cohorts moving through change at different speedsAt the same time:
• readiness varies widely across each employee group
• coaching time is limited
• confidence often drops between sessions
• redeployment fit is difficult to judge from skills data alone
• employer clients increasingly expect progress reportingMaya Enterprise gives outplacement organisations the intelligence layer to meet that moment. It helps them understand who is ready to move, who needs intervention, where confidence is dropping, and what progress can be shown across a transition cohort.
The result is a more modern outplacement model: human support strengthened by identity-aware data, AI-guided continuity, and clearer employer reporting.
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Traditional outplacement often sees the transition through scheduled sessions, coach notes, and eventual placement outcomes.
That leaves important signals hidden until late in the process.
Common patterns include:
• Employees who appear engaged in sessions but stall between them.
• Candidates who begin applying before they have clarified direction or positioning.
• People who have transferable skills but poor fit with the redeployment pathway being considered.
• Confidence dips that are not visible until momentum has already dropped.
• Managers and HR teams who need evidence but only have anecdotal updates.
• Employer clients who cannot see which employees are moving, stuck, or at risk.These are not failures of care. They are failures of visibility.
Maya Enterprise helps organisations make the transition journey more measurable. Each employee can be supported through an identity-aware profile, structured transition plan, and Maya-guided coaching. Each cohort can be understood through readiness, engagement, risk, and progress signals.
That creates a stronger service for employees and a more strategic reporting layer for employer clients.
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People navigating redundancy, redeployment, or role change need more than job-search advice. They need structure, confidence, and a clear path through uncertainty.
Modern outplacement support needs five connected capabilities.
Identity-aware assessment
Maya begins by helping each employee understand their strengths, values, working style, constraints, confidence, and transition readiness. This gives coaches and agencies a clearer starting point than a standard intake form.Personalised transition guidance
Maya supports employees between coaching sessions, helping them reason through options, prepare for applications and interviews, explore redeployment pathways, and turn uncertainty into practical next steps.30/60/90-day transition planning
Each employee needs a structured plan that moves them from reflection to action. Maya helps translate insight into milestones, routines, and next steps that can support external job search, redeployment, or career repositioning.Coach and agency intelligence
Human coaches remain central. Maya strengthens their work by giving them better context before each session, clearer signals on where the employee is stuck, and a more consistent framework for supporting progress across the programme.Employer-ready reporting
Outplacement agencies increasingly need to show more than activity. Maya Enterprise helps agencies evidence readiness, engagement, risk, redeployment suitability, and transition progress across the cohort.This is the shift Maya Enterprise enables: from standalone career support to a structured workforce transition system that supports employees, equips coaches, and gives employer clients clearer evidence of responsible change.
EMPLOYMEE SOFT LANDING
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REDUCED REPUTATIONAL RISK
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EMPLOYMEE SOFT LANDING • REDUCED REPUTATIONAL RISK •
ALMUNI SUPPORT
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KNOWLEDGE TRANSFER NETWORK
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ALMUNI SUPPORT • KNOWLEDGE TRANSFER NETWORK •
CONTINUOUS HUMAN CAPITAL REFERRAL
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BETTER CLIENT EXPERIENCES
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CONTINUOUS HUMAN CAPITAL REFERRAL • BETTER CLIENT EXPERIENCES •
What employees in outplacement programmes get
Maya connects individual transformation plans, employee readiness, manager action and support, and AI agent context for outplacement and career growth.
■ Deep research methodologyWorkforce Reinvention Assessment
A structured assessment that captures each employee’s values, strengths, working style, constraints, confidence, emotional load, and transition readiness.
■ COhort of Influence IntelligenceIdentity and Predisposition Profile
Maya translates assessment data into a practical employee transition profile. This helps identify where the person is likely to thrive, where friction may appear, and what kind of support will help them move forward.
■ Integrated Career Operating System30/60/90-Day Transition Plan
Each employee receives a structured plan that turns insight into action. The plan can support redeployment, external job search, reskilling, or re-orientation after redundancy.
■ TRANSITION READINESS INTELLIGENCEEmployer Reporting
Maya Enterprise enables agency-ready reporting across cohorts, helping employer clients understand readiness, engagement, risk, and transition outcomes.
■ Career guidance from CAreer Coach and AI ADvisorMaya AI Workforce Transition Agent
Maya guides employees through transition using their personal profile and the programme context. She supports decision-making, action planning, application preparation, interview readiness, and confidence recovery.
■ Emotional Intelligence Feedback LoopCoach and Agency Intelligence
Coaches and agency teams gain a clearer view of employee needs, progress, and risk signals, helping them intervene earlier and use human coaching time more effectively.
Getting started is simple
WORK-SELF integrates into your outplacement programmes as a structured clarity and execution layer, supporting clients throughout transition without increasing coach workload.
Step 1: Activate your outplacement licence
Your organisation receives a pool of WORK-SELF licences that can be assigned to clients as they enter outplacement. This ensures consistent support across cohorts and programmes.
Step 2: Clients complete career assessment
Clients begin with the Career Assessment (about 30 minutes). This helps them clarify strengths, direction, and positioning early, reducing emotional overwhelm and improving focus.
Step 3: Ongoing support between coaching sessions
Clients gain access to Maya, the AI career advisor, Rituals, to manage stress and confidence dips, and My Loops, to translate guidance into daily action. This maintains momentum between sessions.
Step 4: Structured clarity during active transition
For clients needing additional structure, agencies can enrol them in the 30-Day Job Clarity Sprint. This supports faster re-orientation, clearer decisions, and stronger follow-through.
Run the Workforce Reinvention Assessment before the announcement
Every organisation in an AI transformation has the same problem. They know what the new workflow looks like. They do not know which employees will land on the right side of it.
Maya Enterprise deploys across your affected cohort in 28 days. Before the programme is announced, you have a complete readiness map: who will adapt, who needs support, and who is already at risk of quiet exit.
The boardroom conversation shifts from "how do we communicate the change?" to "which employees need intervention before we make it?"
Explore a partnership
If you’re interested in enhancing your outplacement programmes, supporting clients more consistently, and improving transition outcomes, we’re happy to explore what a partnership could look like.