Flexible Pricing

Engagement models designed to align with your organization’s needs,
workforce size, and transition complexity.

Pricing structures are shaped by scope, duration, and level of support, and are discussed collaboratively to ensure clarity, fairness, and measurable value.

A Plan for Your Needs

Whether you are an individual facing an unexpected severance or an HR professional administering a planned workforce reduction, our product pricing is designed to accommodate your specific needs .

Monthly Retainer

Coming soon

Focused for the individual client according to Employer severance provision.

What’s included

  • Individual engagement
  • Flexible success-based terms.

Tiered Package

Coming soon

The universe of tools available to job-seekers in a selectable format.

What’s included

  • Feature-centric pricing.
  • Especially focussed for those farther along in Search.

Corporate Flexible Pricing

New
$8,000-18,000

HR Professionals will find the full suite of support services here, with realtime progress reporting dashboard and presentation visibility emphasized. Appropriate for 5-20 employees.

Schedule a Consultation

What’s included

  • Blanket license for your workforce transformation.

Transformation is people and systems.

Envisioning and creating long-term beneficial outcomes for all affected stakeholders.

Workforce transitions are not just moments of separation—they are moments of visibility. Employees, remaining staff, and external stakeholders are all watching how organizations respond.

Our approach ensures consistency, fairness, and clarity across affected populations. It reduces variability in experience, mitigates reputational risk, and demonstrates that workforce decisions are being managed with intention rather than improvisation.

Not every employee requires the same level of intervention—but every employee deserves access to clear, credible support.

OCC’s framework balances standardization with discretion. Services are delivered within defined parameters, allowing organizations to meet their duty of care without creating dependency, ambiguity, or unmanaged scope expansion. Across HR, Legal & Leadership.

Unclear ownership during workforce transitions creates friction internally and exposure externally.

OCC functions as a stabilizing layer between HR, leadership, and impacted employees—supporting alignment on communication, expectations, and delivery. This allows internal teams to operate with clarity while maintaining a consistent external posture.

Participants are guided through a structured, time-bound engagement that emphasizes clarity, momentum, and self-direction.

Support is practical and grounded—focused on decision-making, job search readiness, and next-step execution rather than open-ended coaching. Clear milestones and documented progress help participants move forward with confidence.

OCC’s platform is designed to support workforce transitions across roles, levels, and locations without becoming fragmented or generic.

Because delivery is remote and system-supported, organizations can extend services consistently—whether supporting five employees or fifty—without increasing administrative burden or introducing uneven experience. Happens After Completion
Outplacement should not end without insight.

Outplacement should not end without insight.
OCC provides post-completion reporting that gives organizations visibility into participation, engagement, and outcomes. This closes the loop—supporting accountability, internal review, and informed decision-making for future workforce planning.