Executive Outplacement for companies
When career paths part, what counts is how the transition is managed.
NAKAMA supports departing C-level executives and experienced leaders individually, confidentially and with a clear focus on their next professional chapter.
Companies manage the separation in a way that demonstrates responsibility and respect. The executive gains clarity on positioning, target market and the path to a new role.
Our approach combines 25+ years of Executive Search, more than ten years of Executive Career Coaching experience and the targeted use of AI.
What does Executive Outplacement mean?
Executive Outplacement is professional, individual support for departing executives during their career transition, funded by the company.
The company commissions and pays for the service. The support itself is for the departing executive and takes place in a protected, confidential setting.
Executive Outplacement can form part of a separation agreement or be provided separately by the company. It helps the executive to put their career to date into perspective, develop a convincing positioning and approach the relevant market with a clear and systematic strategy.
Outplacement does not change the separation decision. It changes how professionally the transition is managed.
Why companies offer Executive Outplacement
Taking responsibility
A separation ends the working relationship, not the company’s responsibility. Professional support opens up a concrete new professional perspective for the departing executive.
Preserving trust
How a company treats executives in separation phases is closely observed by the remaining organisation and workforce. A fair process strengthens trust and credibility as an employer.
Protecting the employer brand
Executives, candidates and the market watch not only how companies hire, but also how they part ways. A respectful transition resonates beyond the individual case and can even strengthen the employer brand.
When is Executive Outplacement the right step?
Executive Outplacement can be offered when, for example,
- a leadership position is eliminated in the course of a restructuring,
- responsibilities change after a merger or acquisition,
- a strategic realignment requires a change in the leadership team,
- the company and the executive part ways by mutual agreement,
- a long-standing working relationship is to be brought to a professional close,
- an executive requires professional support during their career transition.
The support can be agreed as part of the separation itself or begin immediately after the separation terms have been finalised.
From separation to a new professional direction
The following outline shows a typical twelve-week programme. Content, intensity and timeline are adapted to the individual starting position.
Week 1-2
Assessment and strategy
We take stock of experience, achievements, competencies and professional goals. The result is a clear vision for the future and a robust strategy for the transition.
Week 3-4
Positioning and executive profile
We develop the executive USP, sharpen the professional profile and translate this positioning into a compelling CV, LinkedIn profile and consistent executive narrative.
Week 5-8
Target market and application strategy
We define relevant companies, functions and decision-making channels, develop a structured application strategy and professionalise the search process through a dedicated dashboard, AI-supported job-search agents and CV optimisation.
Week 9-12
Interviews and negotiation
We prepare for interviews, stakeholder conversations, remuneration negotiations and decision processes, and reflect on live market conversations.
The timeline provides orientation. It is not a standardised template and does not include a guarantee of a new position within twelve weeks.
Six modules. Individually combined.
Executive Due Diligence
Structured reflection on professional identity, competencies, achievements and leadership impact. The result is a clear executive profile as the basis for the strategy ahead.
Executive USP
Development of a distinctive positioning: What business value does the executive create, in which situations are they particularly relevant, and how can this be communicated convincingly?
Executive Branding & Communication
Sharpening the CV, LinkedIn profile and personal communication. Content, language and visual presentation are brought together into a consistent executive presence.
Target market and opportunity mapping
Identification of relevant companies, positions, market segments and decision-making channels as the basis for a focused transition.
Market and application strategy
Development of a targeted strategy for the visible and hidden job market, network activation, executive search contacts and selected applications.
Interview and negotiation strategy
Preparation for interviews, board and stakeholder conversations as well as remuneration and contract negotiations. With clear arguments and a confident presence.
Why NAKAMA?
- The Executive Search perspective. We know selection processes from the other side of the table. 25+ years in Executive Search and more than 20,000 interviews shape our view of positioning, market requirements and hiring decisions.
- More than ten years of Executive Career Coaching experience. Long-standing experience in supporting career transitions enables individual guidance that goes beyond CV optimisation and interview training.
- Personal 1:1 support. The executive does not work through a standardised group programme. Content, pace and market strategy follow their experience, starting position and objectives.
- Market knowledge and professional access. We combine knowledge of the visible and hidden job market with an understanding of companies, executive search firms, investors and their selection processes.
- AI used with judgement. AI supports research, market analysis, document structure and interview preparation. Positioning, personal assessment and career decisions remain matters of human judgement.
A clear brief. A protected space.
The company commissions and funds the Executive Outplacement. The content of the personal conversations remains confidential.
NAKAMA does not share the content of personal conversations, individual assessments, application activities or information about ongoing market discussions with the former employer.
If organisational reporting is agreed, it is limited to previously defined formal milestones, for example the start, delivery and completion of the programme. Any content-related information is shared only with the executive’s explicit consent.
Confidentiality is not an optional extra. It is the foundation of effective support.
What companies and executives can expect
For the company
- a clearly defined and professionally organised outplacement process
- individual support at executive level
- a respectful conclusion to the employment relationship
- a visible sign of responsible leadership
- clear arrangements combined with firmly protected confidentiality
For the executive
- clarity on professional identity, executive USP and objectives
- a professional CV and LinkedIn presence
- a focused target market and search strategy
- thorough preparation for interviews and negotiations
- personal sparring throughout the entire transition
Executive Outplacement improves positioning, preparation and market access. A new position or a specific number of interviews cannot be guaranteed.
Scope and fee
Executive Outplacement is agreed as an individual programme funded by the company.
Scope, duration and fee depend on the individual circumstances, objectives and desired level of support. Services, timeline, points of contact and confidentiality rules are set out transparently before the start.
Where several executives are affected, we can develop a consistent framework with individually tailored support.
Frequently asked questions
Who commissions and pays for Executive Outplacement?
The company parting with the executive commissions and funds the service. The personal support is for the departing executive.
Can Executive Outplacement be part of a separation agreement?
Yes. The company can offer professional support for the career transition as part of the separation agreement.
What information does the company receive?
The company receives no content from the confidential conversations. If agreed, NAKAMA reports solely on formal milestones such as the start, delivery and completion of the programme.
How long does the programme take?
A typical programme runs for around twelve weeks. Duration and intensity can be adapted to the starting position and the support required.
Does NAKAMA guarantee a new leadership role?
No. NAKAMA can guarantee neither a new position nor a specific number of interviews. We improve positioning, preparation, market strategy and access to relevant opportunities.
What is the difference between Executive Outplacement and Executive Career Coaching?
Executive Outplacement is funded by the previous employer in connection with a separation. Executive Career Coaching is commissioned by the executive personally. The content can overlap; the brief and the commercial framework differ.
What is the difference between outplacement and Inverse Headhunting?
In outplacement, the executive develops and implements their market strategy with professional support. With Inverse Headhunting, NAKAMA additionally takes on the systematic target market analysis, the identification of relevant decision-makers and their direct approach as part of an exclusive engagement.
How is the fee structured?
The fee is agreed as a fixed price based on scope, duration and intensity. Where several executives are involved, a shared framework can be defined.
It starts with a good conversation.
Let's talk about the situation your company is managing, the executive who requires support and the framework that best fits your organisation. Together, we will clarify how NAKAMA can support the transition professionally and confidentially.