When workforce change comes, your offboarding is part of your brand.
Reach every affected employee. Not just the executives.
How a transition is handled is read by the people who leave, the people who stay, and the market evaluating the company afterward. XylaWorks reaches every affected employee through a sponsored seat — no consultant scheduling, no IT project.
The gap traditional outplacement leaves.
Consultant-mediated outplacement is scheduled, expensive, and unevenly distributed. The executive gets the coach. The mid-career worker in a support function gets a packet and a webinar link — and is the one most likely to remember how the transition was handled.
What every departing employee receives.
The same dimensional assessment XylaWorks delivers in the direct channel — Demonstrated Competence, Professional Credibility, Meaningful Contribution — with a positioning score and a plain naming of what is working and what to lean into next. Every person keeps what the platform generates. XylaStudio stays accessible past the offboarding date.
Redemption is visible. The candidate's career intelligence is not.
Employers can confirm that a seat was redeemed. They do not receive your résumé or assessment inputs, your positioning score, your strategy, your generated documents, or any other platform output.
That separation is deliberate. The employer funds access without becoming the audience for the employee's read — which is what makes the employee willing to use it honestly.
Standard procurement. No IT project.
Seats are purchased through a standard PO or purchasing card, and the access codes that activate them are distributed through the channel HR already uses — offboarding packet, separation email, manager handoff. The seat is the commercial entitlement; the code is only the mechanism that redeems it. No IT integration. No onboarding period. No configuration.
XylaWorks serves the full range of workforce transitions: restructurings, role eliminations, plant closures, M&A integration rationalizations, and performance-related separations.
Career intelligence is different from recruiting or workforce operations.
XylaWorks does not recruit employees for employers, staff open roles, match candidates to employer requisitions as a placement service, schedule workers, dispatch labor, or manage the employer's workforce.
The organization is purchasing career-intelligence access for a defined population of people in transition.
Priced to the transition.
Pricing is structured by volume and transition type. A briefing covers what the platform costs for a specific workforce action, how seats are committed and distributed, and where the employer's visibility begins and ends.
Handle workforce transitions the way you want to be remembered.
A short briefing walks through the platform's structure, the procurement path, and what your departing employees receive the day they activate.
Confidential. Volume-based. No obligation.