Practical, recruiter-led outplacement support for employees navigating redundancy, restructuring or career transition.
When experienced employees are facing redundancy, generic job search advice often doesn’t go far enough.
They may not have had to look for work properly for years. Their CV may be out of date, their LinkedIn profile may not reflect their current value, and the modern hiring process can feel confusing, impersonal and faintly ridiculous.
When you’ve built a strong career and suddenly find yourself trying to decode job boards, recruiters, ATS platforms and silence, “just update your CV” doesn’t really cut it.
Hired Not Retired gives organisations a practical alternative to generic outplacement when the employees affected are experienced, long-serving or likely to find the modern job market very different from the one they last had to navigate.
This is not motivational fluff or a generic “update your CV and stay positive” package. It is grounded in how recruiters and hiring managers actually assess experienced candidates, where strong people often get missed, and what helps them become easier to understand, shortlist and place.
Experienced employees often face a very specific kind of job search problem.
They may have years of strong experience, but that experience is not always packaged in a way the modern market understands quickly. Their CV may read too internally. Their LinkedIn profile may not match their current value. Their job titles may not reflect their real scope. Their interview examples may be full of excellent work, but too long, too detailed or too buried in context to land properly.
And if they’ve not had to actively job search for years, the modern process can feel like a fairly grim combination of silence, vague feedback, online applications, recruiter calls and AI anxiety.
That is where practical, recruiter-led support helps.
The aim is to help employees understand how hiring works now, present their value clearly and approach the market with a calmer, more structured plan, rather than leaving them to piece it all together while also dealing with the emotional weight of redundancy.
Redundancy support for experienced professionals needs to do more than hand someone a CV template and wish them luck with the job boards.
Hired Not Retired helps employees understand the modern hiring process, reposition their experience, rebuild practical job search momentum and approach the market with a clearer sense of where they fit.
Helping employees make their level, scope, evidence and recent value clearer on the page.
Making sure their profile supports the same professional story as their CV, so recruiters can quickly understand where they fit.
Explaining what actually happens behind the scenes, including recruiter behaviour, applications, ATS platforms and hiring manager decision-making.
Helping employees move beyond passive job board applications and use a more strategic mix of recruiters, direct outreach, network conversations and targeted applications.
Supporting employees to explain their experience clearly, structure stronger examples and stop burying the commercial point under seventeen layers of context.
Helping people steady their confidence, understand silence and rejection more realistically, and keep moving without turning the search into a full-time panic project.
Organisation-funded support can be shaped around the size of the cohort, the level of seniority involved and how much individual help employees are likely to need.
For some organisations, the cleanest route is programme access for the wider group, so everyone gets structured, recruiter-led guidance they can work through at their own pace.
For others, it makes sense to include a 30-minute strategy call for each employee, add a standalone bank of calls, or build a more tailored package with CV Reviews, LinkedIn Reviews or longer one-to-one support for smaller or more senior groups.
The aim is to keep the support useful, proportionate and realistic to deliver properly, rather than pushing everyone into the same model just because it looks neat on paper.
Structured access to The Senior Job Search Programme for the agreed cohort, without individual calls included as standard.
Programme access plus one 30-minute Senior Search Strategy Call per employee, giving people both the structure and a personal checkpoint.
A defined bank of 30-minute calls for organisations that already have wider support in place but want focused recruiter-led conversations.
A more tailored package for smaller cohorts, senior employees or people who would benefit from CV Reviews, LinkedIn Reviews or additional one-to-one support.
You can view the indicative pricing guide first, or enquire directly if you’d rather talk through what might fit. Organisation-funded pricing starts from £195 per person for larger cohorts, with options for programme access, strategy calls and tailored support.
This support is built from the recruitment side of the table.
It is based on how CVs are actually read, how LinkedIn profiles are searched, how shortlists are built, how recruiters assess risk, and how hiring managers make sense of experienced candidates when time is short and the process is not always as joined-up as anyone would like.
That matters because redundancy support for experienced employees should not just help them feel busy. It should help them become clearer, easier to understand and better prepared for the way the market actually behaves.
The aim is to give employees practical guidance they can use straight away, while giving organisations a supportive, professional route that feels thoughtful, credible and manageable.
Guidance shaped by real CV screening, shortlisting and hiring conversations.
Support designed for experienced professionals with complex career histories.
Clear steps employees can apply to their CV, LinkedIn, interviews and job search strategy.
If you’re planning redundancy, restructuring or career transition support for experienced employees, the best next step is a short conversation.
You don’t need to know the exact package before getting in touch. I can look at the size of the cohort, the level of seniority, the timescale involved and the type of support that would be most useful, then shape something realistic around that.
You can also view the pricing guide first if you want a clearer sense of the likely investment before making an enquiry.
If you’re still working out what level of support is proportionate, this guide explains what affects outplacement costs in the UK.
Download the organisation info pack, which includes an overview of the support options and indicative pricing.
If you’re planning redundancy, restructuring or support for experienced employees moving into the job market, the best next step is a short conversation.