How much does outplacement cost?

Outplacement costs $499 to $5,500 per person at Altavise Advisors, depending on the level of the employee and how much one-to-one coaching is included. Essentials is $499 per person for 60 days. Guided is $999 for 90 days and adds a Job Search Strategy Session with a senior advisor. Coached is $1,899 for 120 days and adds interview preparation and salary negotiation. Executive is $5,500 and runs until they land, with all four coaching sessions. Volume discounts start at five people in a single reduction and reach 25% at fifty.

Per employee, expect $499 at the frontline level, $999 at the manager level, $1,899 for directors and $5,500 for executives before any discount. In a real reduction the blended figure lands lower, because most programs are mostly frontline and most reach a volume band. A 25-person reduction that is mainly individual contributors works out around $508 per person all in.

The platform is identical in all four: AI-built resume, LinkedIn, cover letter and thank-you note, every document reviewed and approved by a certified resume writer before release, daily guidance on what to do next, job matching, application tracking and AI interview practice. What changes is which one-to-one sessions with a senior advisor are included. Essentials has none. Guided adds the Job Search Strategy Session. Coached adds Interview Preparation and Salary Negotiation. Executive includes all four, adding the live Mock Interview Session, and runs until they land rather than to a fixed date.

There is no reliable published average, because almost no firm in this market posts a price. What you will find ranges from around $250 per person for an AI platform, through roughly $900 to $2,600 per person for a blended program, up past $6,000 per person for traditional executive outplacement. We set out the three ways this gets sold, and where each one is honest about what it delivers, on the average cost of outplacement page. Altavise publishes its whole list and puts a certified human review behind every document at every tier.

No. There is no minimum headcount, no platform fee and no annual commitment. We will run outplacement for a single departing employee at the same published per-person price. Volume discounts simply do not apply until five people go in one reduction.

Every package includes their resume, LinkedIn profile, cover letter and thank-you note, drafted from their own history and then read and approved by a certified resume writer before release. It includes daily guidance with one specific thing to do about it, job matching, application tracking and AI interview practice for the length of the program. Higher packages add one-to-one sessions with a senior advisor: job search strategy, interview preparation, salary negotiation and a live mock interview.

Because the work is genuinely different and it runs far longer. An executive search takes months rather than weeks, it is often confidential, and it turns on positioning and relationships rather than applications. Executive runs until they land rather than to a fixed date, and includes all four coaching sessions with a dedicated senior advisor, market positioning and board and investor introductions, so the cost reflects the senior time actually committed.

Yes. Five to nineteen people in a single reduction takes 10% off list, twenty to forty-nine takes 20%, and fifty or more takes 25%. You do not have to negotiate for it and you do not have to ask. The calculator on this page applies it as you enter headcount, and the quote we send back matches what you saw.

Then each departure is effectively a program of one, so each is priced at list and no volume band is reached. That is the honest answer. The calculator has a setting for exactly this shape, so you can see the annual number rather than a discounted one that will not apply to you.

You are invoiced per person, only when someone actually enrolls. If you budget for thirty people and eighteen take up the support, you pay for eighteen. You never pay for support that went unused, which is the most common way companies waste money on outplacement.

It depends on what you are exposed to. The clearest financial case is that faster re-employment shortens severance continuation and ends unemployment claims sooner, and your unemployment insurance experience rating follows those claims. Beyond that, a supported exit is a calmer exit, and departing employees are the loudest voice your future candidates hear. We are not going to hand you a return calculator built on invented multipliers, but if your severance runs until someone lands, the arithmetic is usually not close.

There is no United States federal law requiring an employer to provide outplacement. It is voluntary in almost every case. What can create an obligation is your own severance agreement, a collective bargaining agreement, or a commitment made in a prior reduction. WARN Act notice duties are a separate matter and do not turn on outplacement. Check anything binding with your employment counsel.

Yes. Price the program here, hit send, and we come back with a fixed per-person fee in writing, usually within one business day. There is no discovery call gate and no form standing between you and a number. Most people keep the quote on file and call when the day comes, which is exactly what it is for.