Outplacement Services

CMP’s outplacement programs combine dedicated one-on-one career coaching with resume and LinkedIn optimization, job search strategy, interview preparation, offer and negotiation support, webinars, group coaching, and access to the CMP proprietary Career Victory Portal.

The Career Victory Portal supports every stage of career transition with embedded AI tools, career resources, forums, and on-demand training in 50+ languages. Support is individualized around each candidate's experience, career goals, and market, with additional pathways available for consulting, entrepreneurship, financial planning, wellness, and retirement.

Employees are enrolled within one business day of eligibility and matched with a CMP career coach based on industry, career level, and communication style. Coaching begins immediately, supported by one of the lowest coach-to-candidate ratios in the industry to ensure responsive, personalized guidance.

Candidates also receive unlimited access to the CMP Career Victory Portal, which includes AI-enabled tools, assessments, job search resources, interview preparation, career forums, and on-demand training in more than 50 languages.

Severance is a financial payment made to a departing employee. Outplacement is a service — coaching, tools, and support to help that employee find a new role. They are complementary, not interchangeable. Many organizations provide both. 

CMP outplacement programs are designed to improve career transition outcomes while giving organizations clear visibility into engagement and results.

Among engaged candidates, 88–90% secure new employment within six months. CMP also reports participant satisfaction and coach recommendation rates above 98%, along with a 97.6% success rate on initial coach matching.

Organizations receive ongoing reporting on program utilization, candidate engagement, and career transition outcomes.

CMP matches participants with career coaches based on factors including industry, functional expertise, career level, communication style, geography, and individual needs. CMP achieves a 97.6% success rate on initial coach matching.

Coach fit matters because an effective outplacement relationship requires more than general job search knowledge. A participant may need a coach who understands a particular employment market, leadership level, functional discipline, industry, or career challenge.

CMP maintains low coach-to-participant staffing ratios to support accessibility and individualized attention throughout the candidate's program. Coaching is designed to meet the participant where they are in the career transition and provide both immediate direction and ongoing accountability.

Organizations can begin by identifying the employee populations requiring support, the expected timing of the workforce event, locations involved, and the level of outplacement support needed. CMP can then structure professional, management, and executive program options around the organization's workforce transition requirements.

For organizations preparing for a broader reduction in force, outplacement can also be coordinated with workforce planning, employee communication, manager preparation, and related transition support.

Employers can measure outplacement through candidate engagement, program activity, satisfaction, career outcomes, and other transition metrics. CMP provides real-time access to activity and outcome reporting so organizations can evaluate participation and understand the impact of their outplacement investment.

Reporting also helps employers identify whether eligible participants are activating their programs and engaging with available support.

For organizations managing larger workforce reductions, consistent reporting provides HR and business leaders with greater visibility across employee populations, locations, and program levels.