We help departing C-Suite executives move forward with clarity and confidence.

At the C-suite level, outplacement should be a genuinely strategic engagement, not a package of job search tools. You should expect to work directly with a seasoned practitioner who works regularly with C-suite leaders, not be handed off to a more junior associate once the contract is signed.

You should expect to be guided through building a personal strategy that addresses your full value in the marketplace and all of the options available to you, including a new executive role, a board position, an advisory engagement, or a fractional practice. You should expect a blend of strategy, executive branding, career exploration, narrative crafting, and go-to-market support for whichever path you choose.

Most importantly, you should expect a strategic thought partner who can bring perspective you may not be able to see yourself about your value, your options, and how to position your experience most effectively for what comes next.

Standard outplacement programs are designed to serve employees across many levels and functions, with resume assistance, job search tools, and interview preparation that works well for a broad population. At the C-suite level, the needs are fundamentally different.

A senior executive does not need to be walked through the basics of a job search. They need a highly personalized engagement that addresses their specific transition: a narrative that is honest and strategic, a value proposition that reflects the full scope of what they built and delivered, a job search narrative that appeals to investors, boards, and employers rather than just hiring managers, and a thought partner who understands how C-suite careers, board searches, and fractional practices actually work.

C-suite outplacement, done well, requires deep expertise at that level specifically, not a generalist program adapted for a senior audience.

Executive outplacement for C-suite leaders typically ranges from $10,000 to $30,000 or more depending on the provider, the scope of services, and the seniority of the executive being supported. Major outplacement providers have raised prices significantly as the industry has consolidated, while in many cases reducing the level of personalized service offered.

The standard C-suite outplacement package at CXO Directions is typically $10,000 and covers coaching through the entire job search, or up to a year from commencement, with other engagement structures available depending on scope, timeline, and other factors. The fee can be paid directly by the departing executive or billed to the company providing the outplacement benefit.

Pricing is discussed during an initial consultation.

The most important question to ask when evaluating executive outplacement providers is whether the service is genuinely designed for the C-suite level or adapted from a more general program. A personalized, strategy-first engagement produces better outcomes for senior executives than a standardized process, and the difference shows in how quickly and well the executive lands.

For companies supporting a small number of departing C-suite executives, including EVPs, Presidents, General Managers, and similar roles, a boutique provider with deep C-suite expertise is typically the stronger choice. The service will be more personalized, the practitioner will get to know the executive's specific situation, and the engagement will address the full range of C-suite career options rather than focusing narrowly on job placement.

For organizations going through a larger reduction that includes ten or more senior leaders simultaneously, the larger outplacement firms are better equipped to handle that volume efficiently. In those cases, the scale and infrastructure of a major provider may be more practical.

Regardless of provider, look for one that covers the full spectrum of C-suite career options: job search, board positioning, advisory work, and fractional practice building. Many outplacement firms focus primarily on job placement and do not have genuine expertise in the other paths a C-suite executive might want to explore.

On the question of who selects the provider: in many cases, departing executives can negotiate the right to choose their own outplacement service as part of their severance agreement. CXO Directions works directly with companies who engage and pay us directly, and we also have significant experience working with executives who have chosen us as their provider. In those cases, we can bill the company directly or bill the executive, who may submit the cost for reimbursement as part of their severance package.

The standard CXO Directions outplacement engagement covers the full arc of a C-suite transition, from the initial strategy work through ongoing coaching and support until the executive lands, or up to a year from commencement.

The engagement includes career strategy and personal strategy work, transition narrative development, and executive value proposition building. It includes ghostwriting of all core materials: executive resume, LinkedIn profile, and executive bio, as well as a board resume for executives pursuing board roles.

It also includes exploration of the full range of options available to the executive, including new executive roles, industry or functional pivots, board positions, entrepreneurship, part-time or portfolio work, and fractional or advisory practice building. For executives who want to pursue fractional or advisory work alongside or instead of a traditional job search, that is fully supported within the engagement.

Taking time after a significant executive transition is completely understandable and often genuinely valuable. The identity and perspective work that comes from stepping back can actually inform the strategy work that follows.

That said, there are two practical reasons to start the outplacement engagement sooner rather than later, even if you are not actively searching yet.

The first is that most outplacement packages provided by companies have a time limit, typically one year from the date of departure. Waiting several months before starting means that time is running while the clock is already ticking.

The second is that the strategy and narrative work at the heart of the engagement does not require you to be actively searching. Building your value proposition, clarifying what you want next, and developing the narrative around your transition can all be done while you are taking the break you need. When you are ready to go to market, you will arrive prepared rather than starting from scratch under pressure.

Yes. CXO Directions outplacement is specifically designed to support the full range of options a departing C-suite executive might want to explore, not just a traditional job search.

Many executives leaving a senior role want to think carefully about what comes next before committing to a direction. Some want to pursue a new executive role but also explore board positions or advisory work alongside it. Others are considering a fractional practice, a consulting career, or an entrepreneurial venture. Some are not sure yet and want the space to think it through strategically.

All of these paths are supported within the standard outplacement engagement. We help executives clarify what they want, build the value proposition and materials for whichever direction or combination of directions they choose, and develop the strategy and go-to-market approach to pursue it. The engagement is designed to follow the executive's goals, not a predetermined program.

Yes. Ghostwriting all core career materials is included as part of the standard CXO Directions outplacement engagement.

For executives pursuing a new executive role, this includes a C-suite resume and LinkedIn profile built around a clear value proposition rather than a functional description of past roles. For executives pursuing board positions, it includes a board resume and board bio tailored to the specific audience and standards of director-level candidacy. For executives building a fractional or advisory practice, it includes the positioning narrative and executive bio that supports that path.

All materials are written specifically for the C-suite level and the executive's individual situation. We do not use templates or produce generic documents; everything is built from the strategy and value proposition work done at the start of the engagement. That is what makes the materials effective with the discerning readers who evaluate C-suite candidates.

CXO Directions is not a placement firm and does not offer a formal network database or job placement service. At the C-suite level, the most valuable networking happens through relationships that the executive has already built over the course of their career, and our coaching is designed to help them activate and expand those relationships strategically rather than rely on a third-party database.

That said, because we work exclusively with C-suite executives across industries, we maintain an active network of senior leaders, board members, investors, and organizations. When we become aware of an opportunity that is a strong match for a client's background and goals, we make introductions when we can. A number of those connections have led to significant roles, board positions, and advisory engagements.

We are transparent that we cannot guarantee introductions, but the network effect of working with a coach who is deeply embedded in the C-suite market is a real and frequently underestimated benefit of the engagement.

CXO Directions is based in Boston, Massachusetts and works with C-suite executives and their companies nationwide. All outplacement engagements are conducted virtually, which means geography is never a barrier to accessing the service.

For executives and companies in the Boston area, occasional in-person working sessions are available, but the engagement is designed to be fully effective remotely and the majority of our clients work with us virtually regardless of location.

Our outplacement services are available only for executives who currently live and work in the United States. We are not set up to manage international executive outplacement engagements at this time.