For Organizations
Pricing Career Development Platform for Workforce Transitions
Support departing employees with premium career identity development at a fraction of traditional outplacement costs.
The Workforce Transition Reality
When your organization releases employees, you face impossible trade-offs:
Support ALL transitioning employees with premium outplacement? → Traditional firms charge $3,000-10,000 per employee. For 100+ employees, costs become prohibitive.
Offer support only to executives? → Creates inequity. Damages morale among remaining employees. Hurts employer brand with affected individuals.
Provide basic resume services? → Feels transactional rather than supportive. Doesn’t genuinely help employees land comparable roles. Minimal employer brand protection.
Do nothing? → Legal exposure increases. Negative publicity damages reputation. Alumni become detractors rather than advocates.
There has to be a better way.
The XylaWorks Solution
Platform-Driven Career Development That Scales
Premium support for every transitioning employee—without the premium cost.
XylaWorks combines advanced GenAI efficiency with expert human validation to deliver comprehensive career identity development at unprecedented scale and affordability.
The result?
- Organizations demonstrate genuine care during difficult transitions
- Employees receive strategic career support (not just resume templates)
- Costs remain manageable even for large workforce reductions
- Employer brand is protected or even enhanced
- Measurable outcomes validate the investment
Three Ways Organizations Use XylaWorks
1. Outplacement: Workforce Restructuring Support
The Scenario: Your organization is restructuring due to merger, strategic pivot, market conditions, or operational efficiency. You need to release 20, 50, 100, or more employees.
The Challenge: Traditional outplacement firms are cost-prohibitive for all but executive-level employees. Resume services feel inadequate. You want to support departing employees genuinely—but budget realities create constraints.
The XylaWorks Approach
For the Organization:
- Scalable Solution: Platform handles 20 or 2,000 employees without quality degradation
- Tiered Support Options: Choose appropriate level for different employee populations
- Budget Management: Predictable per-employee costs enable comprehensive planning
- Employer Brand Protection: Premium support demonstrates corporate values during difficult transitions
- Risk Mitigation: Professional transitions reduce legal exposure and negative publicity
- Outcome Tracking: Real-time dashboards show engagement, progress, and placement results
For Departing Employees:
- Complete Career Identity Development: Not just resume updates—comprehensive professional assessment
- 3-Dimensional Leader Framework: Understanding their authentic professional value
- Strategic Career Roadmap: Clear direction for their next opportunity
- Interview Preparation: Confidence and skills for landing comparable roles
- Soft Landing: Dignity and support during vulnerable transition period
Typical Implementation:
Week 1: Planning & Configuration
- Consultation with your HR leadership
- Platform customization with your branding
- Communication materials development
- Success metrics establishment
Week 2: Launch & Onboarding
- Coordinated announcement to affected employees
- Individual account creation with unique access codes
- Platform orientation and initial assessments
- Technical support and HR training
Weeks 3-12: Ongoing Support
- Employees work through career development at their pace
- Real-time engagement tracking for HR visibility
- Progress monitoring and intervention for low engagement
- Outcomes reporting and success measurement
Results:
- 80%+ engagement rates (vs. 40-60% for traditional outplacement)
- Average placement within 3-6 months
- Positive employer brand impact measurable through Glassdoor scores
- Cost savings of 70-95% vs. traditional outplacement
2. Workforce Development: Internal Career Advancement
The Scenario: You want to develop your existing workforce, support internal mobility, and retain top talent by providing career growth resources.
The Challenge: Traditional professional development is expensive and doesn’t focus on practical career advancement. Employees feel stuck or unclear about growth pathways. Internal promotion processes are opaque.
The XylaWorks Approach
For the Organization:
- Retention Tool: Demonstrate investment in employee growth and development
- Internal Mobility: Help employees articulate transferable skills for lateral or upward moves
- Succession Planning: Identify and develop high-potential employees for leadership roles
- Talent Development ROI: Measurable outcomes in promotion rates and retention
- Culture Building: Signal that career growth is valued and supported
For Employees:
- Career Clarity: Understanding their professional identity and advancement options
- Skills Development: Identifying gaps and creating targeted learning plans
- Internal Positioning: Articulating value for promotion or lateral opportunities
- Leadership Readiness: Preparing for increased responsibility
- Proactive Career Management: Taking ownership of professional growth
Implementation Models:
Model 1: Universal Access
- Provide Basic or Full Platform access to all employees
- Position as professional development benefit
- Encourage proactive career planning
- Track engagement and satisfaction
Model 2: High-Potential Development
- Premium tier access for identified future leaders
- Integrated with formal leadership development programs
- Personalized career trajectory planning
- Strategic consultation with senior coaches
Model 3: Department-Specific Development
- Targeted access for specific functions or departments
- Support departmental growth initiatives
- Develop internal talent pipeline
- Reduce external hiring costs
Results::
- 15-25% reduction in voluntary turnover
- 30% faster internal promotion filling
- Increased employee satisfaction and engagement scores
- Reduced external recruitment costs
3. Transition Support: Acquisition, Divestiture, or Retirement
The Scenario: Your organization is acquiring or being acquired. You’re divesting a business unit. Senior leaders are retiring. Employees face voluntary or involuntary transitions.
The Challenge: Transitions create uncertainty and anxiety. Employees need clarity about their futures. Organizations want to maintain productivity during change while supporting those transitioning out.
The XylaWorks Approach
For Acquisitions/Mergers:
- Redundancy Support: Employees not retained in new org receive career development
- Redundancy Support: Employees not retained in new org receive career development
- Retention of Key Talent: Demonstrate support to valuable employees considering exits
- Change Management: Career planning reduces anxiety during uncertainty
For Divestitures:
- Continuity Planning: Employees moving to new owner get career clarity
- Alumni Network: Those not continuing receive premium support
- Knowledge Transfer: Smooth transition with engaged, supported employees
- Brand Protection: Positive closure of business unit relationships
For Retirement/Leadership Transitions:
- Succession Planning: Next-generation leaders prepared for advancement
- Knowledge Capture:
