Traditional outplacement helps people find another job. That is chapter one. Handl gives departing employees an AI agent that works for them — through the transition, into independence, and throughout the career that follows. The employer pays once. The relationship lasts a career.
Every other outplacement tool stops when the contract ends. Handl stays — because the employee owns their agent, not the employer.
A worker-owned career agent introduced and funded by the employer at the moment of separation, then carried by the worker into whatever comes next.
Every word of that is deliberate. Worker-owned, so they trust it enough to be honest with it. Funded by the employer, because that's who has the budget and the obligation. At the moment of separation, because that is when someone will actually adopt a new way of working. Carried into whatever comes next, because a benefit that expires when your contract does was never really theirs.
Every provider in this category helps someone find their next job. That's chapter one. Handl gives your departing employee a career agent they keep — through the search, into whatever comes next, and for the chapters after that.
On their last day they lose the email, the calendar, the systems, and the record of what they did. You contribute a clean, approved package — verified title, dates, role description, certifications, benefit deadlines. They add their own materials. Handl turns it into a career they still own.
No integration with your HRIS. Nothing but what HR already produces on request.
Every application, contact, introduction, interview and promise — in both directions, built from the work itself rather than a tracker they have to maintain. Who haven't I followed up with? Which roles have gone quiet? Who told me to reconnect after Labor Day?
Other tools have job tracking. That's a list. This is memory.
Their biggest asset isn't a job board — it's the people they've worked with, and after nine years in one place they don't know how to restart those conversations. Handl surfaces the ones that matter now and drafts the message.
From contacts they export and share themselves. We don't scrape anyone's network.
Outplacement assumes one route: lost job, find job. Handl offers three — find the right next role, start earning independently, or run both at once. It manages either without confusing them.
Work isn't binary any more. Employed, consulting, fractional, project — often at the same time.
Your real objection to transition benefits isn't the price. It's that you've bought them before and people didn't use them. So on the Transition plan we don't charge you for the ones who don't.
Not a discount, a rebate, or a credit against next year. If someone never opens Handl, they never appear on your invoice.
Which means the metric you're worried about is the metric we're paid on. We have every reason to make activation happen, and no way to profit if it doesn't.
One condition, and it's mutual: this applies where Handl is announced the way we agree — as part of the transition message, not a link buried in a separation packet. How it's delivered largely determines whether it's opened, which is why we build the delivery rather than leaving it to a PDF.
Every sponsored employee gets a personal link. It opens a page you configure — your logo, a note from your leadership, and their own name. Handl already knows where they worked, what their role was, and when their benefits deadlines fall, so the first thing they see is not a signup form.
"We know this transition is difficult. We've partnered with an outplacement provider to support you. Please register using the link below and create your account."
Your employer brand is never more exposed than during a reduction, and the people who stay are watching how the people who leave are treated. One of those is a compliance step. The other is something you'd be willing to have quoted back to you.
Included with Transition and Enterprise. It is also the reason the guarantee works — how it's delivered largely determines whether it's opened, which is why we build the delivery rather than leaving it to a packet.
Fair question, and worth answering plainly. Handl runs on Anthropic's Claude — we don't pretend otherwise. Every serious AI product runs on somebody's model. Here is what a license does not give you.
ChatGPT Enterprise reports active users and message volume — genuinely useful, and we won't pretend otherwise. But "she sent 40 messages" is not "she completed 12 applications, resolved 9 open loops, and is still active in week eight." We report the transition, because that is the thing you are actually funding.
A general platform can do almost anything, which means the user has to decide what it should do and how to ask. Handl arrives already built around one job: getting a displaced professional through a transition. Your departing employees are not short of capability — they are short of time, structure, and the appetite to design an AI workflow in the worst week of their professional life.
Handl reads twenty years of career history on day one, has the person confirm it, and grounds every claim it writes in that confirmed record — because these documents go to real employers under their name. General tools will produce a plausible accomplishment that was never earned, which is fine in a draft and serious on a résumé.
A license ends when you stop paying for it. The point of this benefit is that the person keeps the relationship after your sponsorship ends — which is also why it's worth something to them, and why they engage with it in the first place.
The model is the engine. What you're buying is everything built on top of it — the memory, the grounding, the seat management, and the reporting that tells you whether any of it worked.
This is not only a privacy position. It is why the product works — an agent someone believes is reporting to their former employer is an agent they will not tell the truth to, and then the engagement you bought is worthless.
Small cohorts are suppressed rather than reported. In a group of twelve, "one person began independent work" identifies someone — so we don't publish it.
Not a small-company plan and a big-company plan — you'd only be choosing between them on size, and size isn't what costs us anything. What differs is whether you pay for everyone you enroll, or only for the people who actually show up.
On 100 people: Essential costs $29,500 no matter what happens. Transition costs $595 for each person who activates — so $29,750 at 50% activation, less below that, more above.
The two plans cross at exactly 50%. If you're confident your people will engage, Essential is the better deal and you should take it. If you're not — and the industry's own numbers suggest you shouldn't be — Transition means you stop paying for the ones who don't. That is the entire difference, and it's why we don't discount one into the other.
For comparison, published per-employee pricing from established providers runs from $499 for a three-month program to $2,499 for six months — billed in full whether or not anyone opens it.
The next generation of outplacement isn't a résumé workshop. It's an agent that works for your people through the transition — and stays with them long after.
No deck required. No long forms. Just a conversation.