Severance covers the gap. It doesn't help someone run a good search. Weigh Work gives a departing cohort the same structured research a careful candidate would do for themselves, without the sponsoring company ever seeing what they do with it.
The hard part of a search isn't knowing that you should tailor your CV. It's doing that for the eleventh role, while judging whether any of them are worth pursuing, and keeping six conversations from going stale at once.
Group workshops teach the same lesson to people at very different stages of very different careers.
Each application starts from scratch, so effort spent on the last role does nothing for the next one.
People chase roles they were never close to, and skip ones they'd have got, because nobody tells them plainly which is which.
Seats are created for everyone affected and timed to when the news lands, so nobody has to ask for help or fill in a request form on the worst week of their year. Access runs for the length of the package rather than expiring after a fixed number of sessions.
Every opportunity moves through the same phases: understand the role, judge the fit, research the company, tailor the CV, prepare for the conversation, evaluate the offer. People who have never had to run a structured search get one, and people who have run several stop losing track.
A process tracker holds stages, dates, and next steps for every opportunity, and flags the ones going quiet. Searches stall in the gaps between conversations, and that's precisely where an unsupported person loses weeks.
Offer evaluation runs against the person's own compensation baseline, so the final call is made with the comparison written down rather than under time pressure on a phone call.
You get what you need for finance and reporting: how many seats were provisioned, and how many are being used. You do not get dossiers, CVs, compensation figures, target employers, or activity for any individual, and there is no view in the product that would show them.
This isn't a policy promise, it's the reason people will actually use it. Anyone who suspects their former employer can see where they're applying will quietly stop, and the package becomes a line item that helped nobody.
Tell us how many people, at what level, and when the news lands.
Invitations go out on your date, addressed to the individual rather than routed through HR.
Full access, no limits, for the length of the package.
Enough to reconcile the invoice and see the package was worth buying.
Tell us the size and timing and we'll come back with a package and a price.
Ask about a company package