The fastest way to protect your brand is to get people hired.
Traditional outplacement hands your people a portal they never log into. Pegasus Placement finds roles before they’re posted, maps a warm path in, and stays with them until they land — at roughly half the cost of legacy firms.
15-minute confidential call. No pitch — and if we’re not the right fit, we’ll tell you who is.
| Factor | Severance only | With Pegasus Placement |
|---|---|---|
| Unemployment duration | Every week on unemployment is charged to your account. At Texas’s maximum weekly benefit, ten people searching six weeks longer is roughly $35,000 in charges — and experience rating carries that into your tax rate for years. | Landing sooner avoids those charges outright. On its own, this often covers a meaningful share of the program. |
| Re-hiring these roles | A damaged employer brand means slower fills and outside help. One agency-assisted professional hire runs $24,000–30,000 at standard fees. | A stronger story for candidates and managers — and people who left well are people who refer and return. |
| HR workload after | Complaints, reference requests, and repair work. Twenty to forty extra hours of senior HR time: $1,100–3,000. | Fewer escalations, a cleaner narrative, an easier decision to defend. |
| Manager & team confidence | Nothing to point to as support — internally, the story is simply “people were cut.” | Clear, explainable support that feels fair to those leaving and those staying. |
Why most outplacement doesn’t protect you
of laid-off employees share negative views of their former employer. A program nobody logs into doesn’t change what they say.
laid-off workers receives severance at all — real search help for ICs is rarer still. What people receive on the way out is what they’ll say about you.
The search now outlasts the support. The check runs out; the search doesn’t — unless they land faster.
You’ll be hiring for these same roles within 18 months. Those candidates will read the reviews first.
Not a portal. A pipeline.
Hiring signals
We monitor hiring signals across the market and flag companies ramping up hiring before they post jobs — first look at real demand instead of crowded boards.
Early visibility into openings
We scan company career sites and alert participants before roles hit the big boards — an early, focused shot before the application pile builds up.
Referral-path mapping
We identify the people most likely to open a door at each target company — never resumes into a black hole.
Offer-stage support
Compensation, OTE, ramp expectations, negotiation strategy — a confident, fast decision when the right offer lands.
Published pricing. Half of traditional firms.
No retainers, no per-seat minimums, volume pricing for larger groups. Invoiced once at signing — inside the severance budget you’re already approving.
You’re not handing your people to a stranger
I’ve spent my career building companies and the systems that keep them steady, so I understand what’s at stake when you’re navigating a reduction. You need it handled quietly, professionally, and without anything landing back on you. That’s how Pegasus operates: I’m directly involved in every engagement, you get one clear line of accountability instead of a call center, and our technology shows departing employees where real hiring is about to happen and who can open the door, so they move toward better opportunities faster and feel genuinely supported throughout their transition.
Questions HR leaders ask
We already have an outplacement vendor.
Then ask them two questions: what share of your last group actually logged in, and how long did those people take to land? Most vendors can’t answer the first and won’t answer the second — because the product is a portal, a few coaching sessions, and the same job boards your people can already search themselves.
We start earlier. We surface roles before they’re posted and map a warm path in, so participants have something real to act on in week one — which is why they actually use it. Engagement is the whole ballgame; a program nobody opens protects nothing.
You don’t have to replace anyone. Put us on one group alongside your current vendor and compare the monthly reports.
Why not just increase severance?
Is roughly $2K per head enough to make a difference?
How does this affect our unemployment insurance costs?
How quickly can you launch?
How do you handle confidentiality?
What roles do you support?
Planning a reduction this quarter?
The conversation is confidential, the plan review is free — and if Pegasus Placement isn’t the right fit, you’ll get a candid recommendation for what is.
Book a confidential consult