Sign up for our newsletter!
Want to stay up-to-date on industry trends?
Most settlement agreements include an outplacement budget. It exists exactly for this moment: professional support for your next step, at no cost to you.
In most cases the choice of provider is yours. Raise it with HR; employers generally simply pay the invoice of the program you pick.
Budgets usually need to be invoiced before your official end date, and invoiced correctly they stay untaxed. We handle that part together with you.
Private sessions with a founder who sits on the hiring side every week. Positioning, strategy, negotiation. Recorded, yours to keep.
20 years of experience deserves better than a template. We rewrite it for how the market reads today.
We update your profile together, then check it from inside LinkedIn Recruiter, the way hiring teams actually find people.
The boards, networks and quieter channels where senior roles actually move. Most people never look past 1 website.
We run a recruitment agency. Where your profile matches a role we work on, you are introduced, not submitted.
Senior internationals in the same chapter, live online meetings, and courses for the hours between sessions. The room where "does anyone know..." gets answered.
Sessions, meetings, courses and community for a full year, including your first 90 days in the new role. We stop when you are standing.
We do not stop when you sign a contract. The first 90 days in a new Dutch workplace decide everything, and you will not walk them alone either.
A VSO that includes credible, generous support is easier for everyone at the table. 12 months of ongoing support reads very differently from 6 sessions at a bureau.
English-first, culture-aware, and honest about how the Dutch market treats foreign CVs. Your Dutch bureau cannot offer this.
Fixed transparent tiers that slot directly into a social plan. One invoice per employee, standard outplacement wording.
People remember how they were let go. Alumni who land well tell a different story about your company.
Your employer. We invoice them directly with standard outplacement wording. Nothing comes out of your pocket, and the budget stays untaxed.
In most cases, yes: the choice of provider is yours to raise with HR, and the budget follows your choice. Bring your VSO to the free budget check and we will read the clause together.
Usually yes: most budgets must be invoiced before your official end date. This is the one part where speed genuinely matters.
Then we celebrate, and your 12 months keep running: probation support, community, courses, and everything you may need if the new role surprises you.
Bring it to the budget check. The program flexes to the budget your VSO makes available.
No. We help you understand and use the outplacement budget. For the legal terms of the agreement itself, a lawyer or your union is the right address, and signing deadlines matter there too.