This is not a demo you have to role-play. Below is what a departing employee actually experiences in their first six months — and, underneath it, the only screen you'll ever need to look at.
Handl is pre-launch. The employee journey below is the product as specified and being built. The dashboard is a design of what you'll see — the figures in it are illustrative, not results. We'd rather show you the instrument now and fill it with real numbers from a pilot than show you numbers we haven't earned.
Part one
What your employee experiences.
Dana, 49. Twenty-two years in marketing operations, nine at your company. Her last day was Tuesday. Her work email was deactivated that morning.
Day 1 · It learns her
She uploads a résumé and two old work samples.
Dana
Here's my résumé. It's four years out of date and honestly I don't know where to start.
Her agent
I've read it. Twenty-two years, most of it in marketing operations — and the thing that stands out isn't the titles, it's that you rebuilt a campaign ops function twice, at two different scales. Before we touch anything, tell me if I've got this right: I have you owning a $14M annual budget by 2021, a team of nine at your peak, and the vendor consolidation that cut agency spend by a third. Correct me where I'm wrong and I'll never ask again.
Why it matters: nothing else in the transition category starts by knowing who the person is. Every résumé workshop starts from a blank page and the employee's own exhausted memory.
Day 2 · It does the work
She pastes a job posting.
Dana
[pastes a Director of Marketing Operations posting]
Her agent
Drafted. I led with the vendor consolidation because they name cost discipline twice in the first paragraph, and I moved the team-scale line up — they're hiring into a function that doesn't exist yet, which is a situation you've been in before. I did not claim you've used their martech stack, because you haven't. If you have, tell me and I'll add it.
Why it matters: twenty minutes instead of an afternoon — and every claim traces to something she actually did. The agent is built so it asks rather than invents, because these documents go to real employers under her name.
Day 4 · It remembers
She hasn't opened it in two days.
Her agent
You told Priya at Brightline you'd send the portfolio deck by Thursday — that's tomorrow. You also applied to Kestrel eight days ago with no reply; that's about the point where a short follow-up helps. Want me to draft both?
Dana
I completely forgot about Priya. Yes to both.
Why it matters: this is where dependency forms. Nobody tracks a job search well while living through one, and this is the moment an ordinary tool gets abandoned and this one doesn't.
Month 6 · It changes shape
Two clients found her before a job did.
Dana
The Brightline thing turned into a contract. I think I'm doing this independently now.
Her agent
Then let's price it properly. Based on the scope you described and what you were making, I'd put this at $18–22K for three months. I've drafted the proposal using the structure from the deck Brightline already liked. Your sponsorship from work ends in three weeks — do you want to keep me?
Why it matters: this is where your sponsorship converts into someone's own subscription. The employer paid for six months; the person keeps it because by then it knows their working life.
Part two
What you see.
One screen. The number at the top is the one every transition program fails on, and the only one worth judging us by.
Transition sponsorship — Q3 cohort
60 seats · funded 6 months · illustrative data
Employer view
41%
of sponsored employees still using Handl in week eight.
Our target, against the one published engagement figure
Handl (target)41%
Typical transition program19%
The only published figure of its kind: 77% of HR leaders say they offer targeted redeployment and mobility programs; 19% of employees recognize them. It measures redeployment, not outplacement — no comparable outplacement figure is published. We show it for scale, not as a like-for-like benchmark. LHH, 2026.
Seats activated
54 / 60
90% claimed their agent
Active this week
40
of 60 sponsored
Tasks delegated
1,847
4.6 per active user / week
Median time to first task
11 min
from invitation email
Seats active by week
View as table
Week
Seats active
Of 60
Week 1
52
87%
Week 2
49
82%
Week 3
45
75%
Week 4
44
73%
Week 5
42
70%
Week 6
41
68%
Week 7
41
68%
Week 8
40
67%
What you never see
Everything above is aggregate. You do not see, and we will not show you, any individual's activity: not who they applied to, not what they wrote, not whether they're job-hunting or going independent, not the contents of a single conversation.
This is not only a privacy position, it's why the product works. An agent employees believe is reporting to their former employer is an agent they won't tell the truth to — and then your engagement number is worthless.
Deployment
Days, not months.
Step
What it involves
Time
Contract
Per-seat agreement, $49/seat/month for a six-month sponsorship
—
Seats
You send a list of names and emails, or a link to include in the offboarding packet
1 day
Employee onboarding
Self-serve. They upload a résumé and name their agent. No IT involvement, no SSO, no software on your network.
10 min each
Your dashboard
Live from the first activation
Immediate
Because Handl sits with the individual rather than inside your systems, there is no security review of your infrastructure, no data migration, and nothing to decommission when the sponsorship ends.
Don't give them an AI course. Give them an AI coworker.
We're selecting a small number of pilot employers for the first cohort. Pilot pricing in exchange for a reference and permission to publish the engagement data — the same numbers you'd be judging us on.
