Outplacement
Support the transition. Strengthen what comes next.
Career transition support for executives and teams across Gunei's five divisions. We combine specialist coaching, market activation and learning pathways around each participant's next step.
Outplacement · Career transition
The decision this is for
For organisations facing individual or collective exits that want to support people with a structured program, from the day of the announcement to the first 90 days in a new role.
- Executive exits
- Restructurings and closures
- Whole-team transitions
- Support for the leaders who communicate the exit
- Executive9months
- Management6months
- Professional3months
Program duration is not a promise of placement within that period.
A personal path through change.
A career transition affects more than a job title. We help participants understand their strengths, articulate their experience and prepare for opportunities that match their goals and the market.
Six phases. Continued support.
- 01
Exit-day support
Prepare leaders for the conversation and provide participant support at the point of transition.
- 02
Diagnosis and assessment
Review career history, capabilities, goals and market positioning.
- 03
Personal brand
Refine the CV, LinkedIn profile, executive biography and interview approach.
- 04
Learning track
Build relevant capabilities through a learning pathway aligned with the participant's field.
- 05
Market activation
Develop connections and pursue suitable opportunities through targeted search activity.
- 06
Landing and follow-up
Support offer discussions and the first 90 days in a new role.
Programs by career level.
- 01
Executive
A nine-month program for C-suite leaders, country managers and directors.
- 02
Management
A six-month program for managers and heads of department.
- 03
Professional
A three-month program for specialists and field teams.
Support through the first 90 days in a new role forms part of the approach described in our brochure. Program scope and arrangements are defined for each engagement. Program duration is not a promise of placement within that period.
Learning aligned with the next role.
- 01
Commercial & Marketing
Omnichannel engagement, digital marketing in life sciences and key account management.
- 02
Medical & Regulatory
Regulatory affairs, market access and health economics and outcomes research.
- 03
Operations & Supply
Lean operations, GMP excellence and supply-chain analytics.
- 04
Finance & Administration
Strategic finance, financial planning and analysis, and data-informed decision-making.
- 05
General Management
Leadership, strategy and board readiness for senior executives.
The earlier Healthcare-specific brochure describes international online and in-person learning pathways. Identical learning tracks are not assumed for every sector without confirmation: the program, delivery format, provider and arrangements are agreed within each engagement.
Human coaching. Technology-supported progress.
The Gunei Career Platform described in the earlier Healthcare brochure connects skills profiling, opportunity matching, tailored applications, interview preparation and progress tracking. Consultants guide the process and review matches and applications before submission.
- 01
Skills profile
Experience, competencies, certifications and achievements in a clearer career profile.
- 02
Opportunity matching
Openings compared with the participant's skills, level, location and compensation priorities.
- 03
Application preparation
CVs and cover letters tailored to relevant opportunities, with consultant review before submission.
- 04
Interview practice
Role-specific simulations and structured feedback.
- 05
Progress dashboard
Applications, interviews and offers visible to the participant and the appropriate program stakeholders.
This website explains the offering; it does not include the platform, an automated application system or a learning portal. Learning options described in the brochure include applied AI by professional field and business English with an initial level assessment; progress depends on starting level, participation and program scope.
Supporting the transition
6
phases of support, from diagnosis to market activation.
Method reference · Outplacement 2026
What your team receives
What each participant receives.
For the organisation
- Preparation of leaders for the exit conversation
- A program by level with agreed scope
- A dedicated consultant per participant
- Progress reporting agreed with HR
For the participant
- Diagnosis and positioning
- Personal brand and interview preparation
- A learning track aligned with their field
- Market activation and offer support
- Follow-up through the first 90 days
Reference timing
Duration by level
Three-, six- and nine-month programs by level, with follow-up through the first 90 days of the new role. The specific scope is defined in each engagement.
How we start
How we start.
- 01Week 1
Opening conversation
The situation, the people involved, the timing and how the decision will be communicated.
You receiveA proposal by level and scope within 48 hours.
- 02Week 1
Proposal by level
Executive, Managerial or Professional programmes, duration, assigned consultant and terms.
You receiveProposal with a programme per person.
- 03Week 2
Preparation and conversation day
We prepare the leaders who communicate and are present on the day to receive each person.
You receiveCommunication script and immediate support.
- 04Week 3
Programme start
Diagnosis, positioning, market activation and learning adjusted to each participant's level and sector.
You receiveIndividual career plan and a dedicated consultant.
Let's define the next step.
Tell us about the decision, the context and the timeline.