Position eliminations
For organizations
Employer-Sponsored Career Transition Support
Responsible, individualized support for departing employees, redeployment candidates, executives in transition, and professionals navigating workforce change.
Support people responsibly through career change. Protect organizational reputation. Provide practical help that continues beyond the separation meeting.
Ivy League Coaching provides individualized, psychologically informed career-transition services for organizations supporting departing employees, redeployed employees, experienced professionals, managers, and executives.
These are employer-sponsored services. Organizational pricing is prepared through a customized proposal based on participant level, duration, service intensity, and the number of employees.
Organizational circumstances
When Organizations Use These Services
Individual layoffs
Reductions in force
Department closures
Restructuring and reorganization
Mergers and acquisitions
Leadership transitions
Confidential executive departures
Redeployment and internal mobility
Return-to-work transitions
Employees displaced by automation or artificial intelligence
Long-tenured employees entering an unfamiliar job market
Professionals whose roles are moving to another location
University, association, or alumni career-support initiatives
Individualized support
Career Transition Services
Services can be assembled into an appropriate engagement for one person or a coordinated transition program for a defined participant group.
Career Direction and Transition Planning
- Career-transition assessment
- Target-role clarification
- Transferable-skills analysis
- Career-change feasibility
- Employment-market positioning
- Career Reinvention Roadmap
- Internal and external mobility planning
Résumé, LinkedIn, and Professional Materials
- Professional résumé development
- Executive résumé development
- Career-change résumé
- LinkedIn profile development
- Professional biography
- Cover-letter strategy
- Networking introduction
- Recruiter communication
- Achievement inventory
- Interview-story development
Job-Search Strategy and Execution
- Job-search planning
- Application strategy
- Opportunity evaluation
- Networking strategy
- Recruiter outreach
- Direct employer outreach
- Search accountability
- Market-response analysis
- Search-strategy adjustment
Interview and Offer Support
- Interview preparation
- Behavioral interview strategy
- Executive and panel interview preparation
- Presentation preparation
- Interview debriefing
- Salary and compensation strategy
- Offer evaluation
- Career-decision guidance
- First-90-days planning when appropriate
Organizational Administration
- Participant onboarding
- Employer-branded program materials
- Dedicated organizational contact
- Group orientation when appropriate
- Utilization reporting
- Aggregate program reporting
- Confidentiality protections
- Rapid enrollment after notification
- Custom program design
- Volume and multi-participant implementation
Illustrative structures
Example Engagements
These examples illustrate how employer-sponsored support may be configured. They are not representations of named or claimed past clients.
Individual Position Elimination
A long-tenured manager is given 90 days of private career support, including résumé and LinkedIn development, four coaching sessions, interview preparation, and job-search guidance.
Small Reduction in Force
An organization provides a group orientation followed by individualized résumés, coaching, LinkedIn development, and three months of transition support for each affected employee.
Professional or Director-Level Transition
A departing professional receives six months of career strategy, two targeted résumé versions, LinkedIn repositioning, networking support, interview preparation, and offer guidance.
Confidential Executive Departure
A senior leader receives discreet executive positioning, résumé and biography development, executive-search strategy, interview preparation, negotiation guidance, and private advisory support.
Redeployment and Internal Mobility
Employees whose roles are changing receive transferable-skills assessments, internal career positioning, résumé or profile updates, interview preparation, and support pursuing alternative roles within the organization.
AI and Workforce Transformation
Employees affected by automation receive career-resilience analysis, transferable-capability translation, reskilling recommendations, career-reinvention planning, and external job-search support.
Proposal-based organizational programs
Support Levels
Fixed organizational pricing is not displayed because workforce circumstances, participant levels, and service intensity vary.
Workforce Transition Essentials
For individual contributors and employees requiring practical, time-bounded support.
Typical components
- Three months of support
- Career-transition assessment
- Résumé and LinkedIn development
- Four private coaching sessions
- Interview preparation
- Job-search resources
- Email support
Professional Career Transition
For experienced professionals, managers, directors, and specialists navigating a more complex move.
Typical components
- Six months of support
- Expanded career assessment
- Multiple résumé versions
- Full LinkedIn repositioning
- Eight private coaching sessions
- Networking and recruiter strategy
- Interview and offer support
- Monthly progress reviews
Executive Transition Advisory
For senior directors, vice presidents, C-suite leaders, founders, and confidential departures.
Typical components
- Six to nine months of support
- Executive positioning
- Executive résumé and biography
- LinkedIn executive profile
- Executive-search strategy
- Board or portfolio-career strategy when appropriate
- Priority advisory access
- Interview, negotiation, and first-90-days support
Programs can be purchased for one employee or configured for a broader workforce transition. Proposals are based on participant level, duration, service intensity, and number of employees.
Privacy within employer sponsorship
Confidentiality and Organizational Reporting
The sponsoring organization may receive enrollment status, participation status, program utilization, completion information, and aggregate progress information.
Private coaching discussions, personal concerns, target employers, interview details, and confidential job-search information are not shared without the participant’s written authorization.
Information an organization may receive
- Enrollment status
- Participation status
- Program utilization
- Completion information
- Aggregate progress information
For HR and organizational leaders
Discuss Career Transition Support
Tell us about the affected employees, career levels, anticipated timeline, and type of support required. We will recommend an appropriate structure and prepare a customized proposal.