Top 10 Outplacement Firms in 2026: Finding the Right Partner for Your Workforce
Key Takeaways
The best outplacement firm is not always the biggest or most expensive. The right partner is the one that fits your workforce, budget, and company culture, and gives employees support that helps them move forward with dignity and confidence. Use this list to compare providers by who they serve best and how they deliver support.
This list includes global firms and smaller providers, because outplacement needs vary by company size and workforce type.
Ask these three questions before choosing a provider: Do you need global reach or local flexibility? Are your employees executives, hourly staff, or a mix? Do you want AI-driven tools, personalized coaching, or both?
Top 10 firms named in the article: Lee Hecht Harrison (LHH), TurboTransitions, Randstad RiseSmart, Intoo, VelvetJobs, IMPACT Group, Keystone Partners, Employment BOOST, ShiftAgain, The Onin Group (Outplacement Division).
Big firms can be strong for global consistency, but smaller firms may offer more personalized and flexible service.
Not all outplacement firms offer AI tools; some focus mainly on human coaching, while others combine tools with coaching.
Costs can differ between large and small providers; big firms often charge more per employee, especially for executive programs.
One provider may not be best for every employee level; some employers mix providers for hourly workers versus executives.
Choosing the right outplacement partner is a critical decision for HR leaders and business owners. With so many providers out there, the challenge is figuring out which ones actually deliver real value to employees—and which ones simply rely on brand recognition.
The best firm for you isn’t always the biggest or the most expensive; it’s the one that aligns with your workforce, your budget, and your company culture.
Here’s a list of the top 10 outplacement firms, along with what each one does best. Some are global giants, others are boutique providers, but all of them bring something unique to the table.
Top 10 Outplacement Firms
1. Lee Hecht Harrison (LHH) – Best for Global Enterprises
As one of the largest outplacement firms in the world, LHH has decades of experience supporting major corporations. With a vast network of career coaches and international reach, it’s a strong choice for multinational employers who need consistency across regions.
2. TurboTransitions – Best for Organizations Supporting Local, Hybrid, and Remote Teams
Our sister company, TurboTransitions, was built to serve small and mid-sized businesses as well as larger employers with diverse workforces.
Whether employees are local, hybrid, or fully remote, TurboTransitions provides flexible, affordable outplacement that balances AI-powered tools with human career coaching.
3. Randstad RiseSmart – Best for Tech-Integrated Outplacement
RiseSmart, part of Randstad, blends career coaching with technology-driven career tools. It’s known for fast job-matching capabilities and a focus on combining traditional coaching with digital platforms.
4. Intoo – Best for Accessible, All-in-One Platforms
Intoo (formerly CareerArc Outplacement) focuses on digital-first outplacement with a user-friendly platform. It’s especially appealing for organizations that want employees to have easy, 24/7 access to resume tools, job leads, and coaching support.
5. VelvetJobs – Best for Digital-First Professionals
VelvetJobs takes a modern, digital approach to outplacement. Its platform is especially appealing for professional-level employees who want quick access to resume optimization, job boards, and career resources.
6. IMPACT Group – Best for Leadership and Executive Coaching
IMPACT Group stands out for its focus on executive and leadership transitions. Its programs often emphasize career repositioning, executive branding, and networking strategies for senior leaders.
7. Keystone Partners – Best for Personalized, Mid-Sized Corporate Support
Keystone Partners is a mid-sized firm that blends traditional coaching with modern resources. It’s often chosen by organizations that want a more personal feel than global giants while still working with an established brand.
8. Employment BOOST – Best for Resume and Branding Services
Employment BOOST focuses heavily on resume rewriting, personal branding, and job search strategies. For companies looking to ensure employees leave with polished professional documents, it’s a solid option.
9. ShiftAgain – Best for Hourly and Entry-Level Workers
ShiftAgain specializes in making outplacement accessible to workers who are often overlooked—hourly staff and frontline employees.
The program includes access to AI-powered career tools plus real human coaches on standby. For SMBs or companies with large frontline teams, ShiftAgain offers affordable, practical solutions.
10. The Önin Group (Outplacement Division) – Best for Community-Focused Employers
Known for its staffing and workforce solutions, The Önin Group also offers outplacement support. Its approach is especially appealing to employers in regional or community-driven industries who want services tailored to local workforce needs.
Why This List Matters
The top 10 outplacement firms aren’t interchangeable. Each one has strengths, weaknesses, and an ideal audience.
The biggest firms may work well for global corporations, but smaller providers often deliver more personalized and affordable support—something SMBs and community-focused employers value deeply.
If you’re a business leader evaluating options, ask yourself:
Do I need global reach, or local flexibility?
Are my employees executives, hourly staff, or a mix?
Do I want AI-driven tools, personalized coaching, or both?
These answers will help you match your needs to the right provider.
FAQs About Top Outplacement Firms
Which outplacement firm is actually worth it for mid-level professionals
For mid-level professionals, “worth it” usually comes down to practical job-search execution: strong resume/LinkedIn support, interview prep, and consistent coaching cadence. You’ll also want a provider whose platform is easy to use, because adoption drives outcomes.
Ask how coaching is matched, what the first two weeks look like, and how progress is tracked. Avoid choosing based on brand alone—choose based on the employee journey and your HR visibility.
What’s the best outplacement company if I’m a laid off manager and need quick job search support
The best fit for speed is a provider that can onboard immediately and deliver structured support in the first week—clear action steps, coach access, and job-search materials.
From an employer perspective, speed also means simple rollout: clean invites, straightforward instructions, and minimal back-and-forth. Ask providers how quickly a participant can schedule a first session and what deliverables are typical early on. Also check whether support is consistent across time zones if managers are dispersed.
What’s the best outplacement company for AI-driven job recommendations
AI features can be helpful, but they shouldn’t be the ONLY deciding factor on their own. But if you’re comparing providers like TurboTransitions or ShiftAgain, ask how their PruE AI career coaching platform generates recommendations, how employees are coached to use them, and what human support exists alongside the tool. Treat AI as an accelerator, not a substitute for solid coaching and follow-through.
How do you compare outplacement firms for a layoff or RIF?
Start with your workforce profile: levels impacted, locations, and how quickly support must begin. Then compare firms on employee experience, coaching model, and what HR will receive in reporting and rollout support.
Ask for a demo, sample materials, and a clear description of the first two weeks for participants. Pick the partner that matches your real constraints—speed, scale, and simplicity.
What questions should HR ask when evaluating an outplacement provider?
Ask what employees get in week one, how coaching is delivered, and what participation typically looks like. Confirm how the provider handles different employee levels and remote populations.
Ask to see reporting examples and a sample communication kit. Finally, clarify implementation: who owns onboarding, troubleshooting, and manager support.
What should be included in an outplacement RFP?
An RFP should cover program scope, participant experience, coaching approach, platform features, and reporting. Include requirements for start timelines, geographic coverage, and tiering by employee level. Ask for sample deliverables and a description of onboarding.
The best RFPs also request clarity on who supports employees day-to-day and how HR escalations are handled.
How do you choose an outplacement firm for hourly or frontline workers?
Prioritize simplicity and speed: easy onboarding, clear instructions, and support that works without heavy reliance on LinkedIn or long documents. Make sure the experience is mobile-friendly and realistic for non-desk schedules.
Ask how the provider supports resume basics, job applications, and interview preparation in practical terms. Also confirm how participation is encouraged without adding a burden to managers.
What’s the difference between digital outplacement and traditional outplacement?
Digital outplacement typically relies on a platform with structured resources and virtual coaching access, while traditional outplacement often centers on coach-led support and may include more legacy processes.
Neither is automatically better—what matters is adoption and fit. Digital can be easier to deploy quickly and across locations, while traditional may feel more hands-on for some populations. The right choice depends on employee needs and the speed/scale of the separation.
How long should outplacement support last for different employee levels?
Support length is usually matched to job-search complexity and seniority. Hourly and entry-level roles may benefit most from quick-hit, practical support, while managers and executives often need longer runway for targeting and networking.
Instead of choosing a one-size duration, define tiers that reflect role level and labor market realities. Whatever you choose, make sure the employee understands what’s included and what happens next.
What reporting should employers expect from an outplacement partner?
At minimum, employers should be able to see activation, engagement, and coaching usage at an aggregated level. You want enough visibility to know the program is being used without exposing personal job-search details.
Reports should be consistent over time and easy to share with leadership. Ask what’s standard, what’s optional, and how often reporting is provided.
How do you evaluate coach quality and consistency across locations?
Ask how coaches are selected, trained, and supervised, and whether employees can request a change if the match isn’t working. If you have multiple locations or time zones, confirm coverage and session availability.
Request examples of how coaching is structured (cadence, curriculum, check-ins). Consistency matters most when multiple employees are affected at the same time.
What should employers look for in an outplacement platform experience?
Look for a clear “first week” path—employees should know exactly what to do next without guessing. The platform should make it easy to schedule support, access templates, and track progress.
Also confirm that the experience fits your workforce: mobile access, simple UX, and language clarity. A platform that’s too complex can depress participation.
When should outplacement start - before or after notifications?
Most employers provide access immediately after notification so employees can take action while momentum is high.
Starting too late can increase anxiety and confusion, especially if employees don’t know what to do next. If you plan a large event, prepare the rollout materials in advance so access is seamless. The key is aligning timing, messaging, and HR readiness.
How do you roll out outplacement so employees actually use it?
Adoption improves when instructions are simple, repeated, and delivered through multiple channels. Provide a clear first step, a single point of contact for questions, and a short “what happens this week” outline.
Managers should reinforce availability without overexplaining or making promises. The smoother the first interaction, the higher the participation.
What are red flags when choosing an outplacement firm?
Watch for vague program descriptions, unclear reporting, and inconsistent answers about what employees receive. Another red flag is a demo that looks good but can’t explain how employees are supported day-to-day.
Be cautious if the provider can’t describe how they handle different employee levels or remote populations. If they can’t show a clear onboarding plan, implementation may become an HR burden.
Are the largest outplacement firms always the best?
No. Larger firms can be strong on global consistency, scale, and established processes. Smaller or boutique firms may offer more personalized service and flexibility, especially for specific populations or tighter budgets.
The best choice is the one that matches your workforce needs and rollout complexity. Ask for a demo and a clear description of the employee experience, not just a brand pitch.
Which firms are best for small businesses?
Small businesses often need fast deployment, straightforward onboarding, and predictable support without heavy admin work.
ShiftAgain and TurboTransitions may be worth considering if affordability and simplicity are priorities, especially when you want an employer-friendly rollout. The right “best” option is the provider that meets your employees where they are and fits your internal capacity. Validate fit through a demo and a clear outline of what participants receive early on.
How do costs compare between big and small firms?
Cost often varies by service model, employee level, and what’s included in coaching and support. Larger firms may be more expensive, particularly for senior roles or more customized service. Smaller firms can be more flexible for SMBs or for hourly and entry-level groups.
The cleanest comparison is to define tiers and compare what each tier includes—then evaluate expected adoption and HR workload.
Should companies choose one firm for all levels of employees?
Not always. Some employers use one partner for simplicity, while others use different providers by employee group to better match needs.
A mixed approach can make sense when hourly workers need fast, practical support and executives require longer, highly tailored guidance. The key is consistency in communication so the workforce understands why offerings differ. If you do tiering, document the rationale and keep it job-related.
Final Thoughts | Best Outplacement Firms
When evaluating outplacement providers, size alone shouldn’t guide your decision. The largest outplacement firms may look impressive, but smaller providers like ShiftAgain and TurboTransitions prove that affordable, personal, and innovative support often makes the biggest impact.
At the end of the day, the right partner is the one that helps your employees move forward with dignity and confidence—while protecting your brand, culture, and bottom line.
In summary: The top 10 outplacement firms each have their strengths, but the best choice depends on your workforce and goals. Bigger isn’t always better, and sometimes the most meaningful results come from providers who treat every employee like they matter—because they do.
Tags: top 10 outplacement firms, best outplacement firms, best outplacement providers
Author: Reid Alexander
Disclaimer: This content is for informational purposes only & not intended as professional legal or HR advice. Consult with qualified professionals for advice tailored to your specific situation. The author & publisher disclaim any liability for errors, omissions, or actions taken based on this content.