Outplacement built for sales teams

The fastest way to protect your brand is to get your reps hired.

Sales is the team companies cut most often.We get your departing reps hired faster by finding roles before they’re posted, identifying a warm path in, and supporting them until they land, at half the cost of legacy firms.

Book a confidential consult See pricing — yes, we publish it

15-minute confidential call. No pitch — and if we’re not the right fit, we’ll tell you who is.

What a 10-rep sales reduction really costs

Factor	Severance only	With Pegasus Placement
Unemployment duration	Every week on unemployment is charged to your account. At Texas’s maximum weekly benefit, ten reps searching six weeks longer is roughly $35,000 in charges — and experience rating carries that into your tax rate for years.	Reps who land sooner stop drawing. On its own, this often covers a meaningful share of the program.
Re-hiring these roles	You’ll be hiring reps again soon. A damaged employer brand means slower fills and outside recruiters. One agency-assisted AE hire runs $24,000–30,000 at standard fees.	A stronger story for candidates — and reps who left well are reps who refer friends and come back when you’re hiring.
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.
Employer brand	Departing reps post reviews and talk to their networks. The candidates you recruit next will read what they wrote.	Reps who land fast have a better story to tell about you — online and in person.

The program costs about $20,000. The unemployment math alone is in the same range — before anything you save on re-hiring, HR time, or your employer brand.

Assumptions, so you can check our work: Texas maximum weekly benefit amount, applied to ten participants landing six weeks sooner than an unsupported search; agency placement at 20–25% of a $120K AE base; HR time at a loaded senior rate. Your numbers will differ — we’ll run them with you on the consult.

What a 10-rep cut costs you as a sales leader

Factor	Without support	With Pegasus Placement
Your reputation	Sales is a small world. “Don’t work for them, they churn people” travels fast, and top sellers check before they join your team.	“We cut the team, and we got everyone landed.” That’s a story that helps you recruit.
Your next hires	You’ll be hiring reps again within 18 months — starting cold or paying recruiters.	Reps who left well come back or send you their best friends when you’re hiring again.
The reps who stayed	Your best sellers watch how their teammates are treated — and recruiters call the unhappy ones first.	Visible support for the people who left keeps the people you need most.
Your customers	Cut reps keep talking to your accounts, and some will be buyers somewhere else in a year or two.	Reps who landed well speak well of you — to your customers and your future buyers.

You don’t sign the check — HR does. One intro to your head of HR is all it takes. We’ll walk them through the numbers.

The risk

Why sales cuts carry the most risk

38%

of laid-off workers share negative views of their former employer. When those workers are sales reps, that message goes straight to your customers, prospects, and future hires.

1 in 3

laid-off workers receives severance at all — real search help for individual reps is rarer still. What reps receive on the way out is what they’ll say about you.

20+ wks

The search now outlasts the support. The check runs out; the search doesn’t — unless they land faster.

You’ll be hiring reps again within 18 months. Those candidates will read the reviews first.

The difference

Not a portal. A pipeline.

We run each rep’s job search the way they ran their territory. We build the pipeline; they work the deals. Salespeople get it immediately — which is why they actually use it.

Hiring signals

We track which companies are building out their sales and GTM teams before the jobs are posted, so your reps see real demand ahead of the crowded boards.

Early visibility into openings

We scan company career sites and alert reps the moment a sales role goes live, before it reaches the big job boards and the application pile builds up.

Referral-path mapping

Nobody hires an AE off a cold application. We identify the sales leaders and team members most likely to open a door at each target company.

Offer-stage support

Base vs. OTE, quota and territory, ramp expectations, negotiation strategy — so reps make a confident, fast decision when the right offer lands.

Sales recruiter network

We’ve built relationships with recruiters who specialize in placing sales talent, from SDRs and AEs to sales leaders. When one of them is filling a seat that fits, we introduce your rep directly, so they skip the applicant pile and go straight to the person doing the hiring.

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.

Essential

$800

SDRs, BDRs and coordinators

Professional

$2,000

AEs, AMs, CSMs and marketers

Executive

$5,000

Sales managers through VPs

You’re not handing your reps to a stranger

I’ve spent my career in sales and partnerships, building revenue teams and the channel programs behind them. I’ve seen how fast good reps get cut after a missed quarter, and how much it matters where they land. You need a reduction 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 reps where sales hiring is about to happen and who can open the door, so they get back in seat faster and feel genuinely supported throughout their transition.

Aaron Anderson · Founder · Connect on LinkedIn ↗

Frequently Asked Questions

Why specialize in sales teams?

Sales is cut more often than any other function — a missed quarter can take out 10–20% of a team in weeks. And sales hiring runs through networks and referrals, not job boards, so generic outplacement built around resumes and portals misses how reps actually get hired. We built our process around how sales hiring really works.

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 reps can already search themselves.

We start earlier. We surface roles before they’re posted and map a warm path in, so reps have something real to work 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 your sales group alongside your current vendor and compare the monthly reports.

Why not just increase severance?

Severance is a check; it runs out — and the average search now outlasts it. Placement support turns that window into a landing. It’s also what people remember: 70% of workers say transition help improved how they view their former employer. A bigger check alone doesn’t buy that.

Is roughly $2K per rep enough to make a difference?

It’s not the dollar amount — it’s what it buys. A rep with a targeted pipeline, referral paths, and offer-stage support lands dramatically faster than one with a webinar login. Speed is the entire product.

How does this affect our unemployment insurance costs?

Every week a former employee draws unemployment counts against your state UI account, and heavier draw-down can raise your tax rate for years. Faster placement directly shortens that draw — on a 10-rep reduction, even a month less searching typically offsets a meaningful share of the program cost. Severance is pure expense; placement speed pays some of itself back.

How quickly can you launch?

Most engagements are live within 72 hours of signing — including support on notification day. If your reduction is next week, we can still be there.

How do you handle confidentiality?

Pre-notification rosters and participant information are held in strict confidence, with access limited to program delivery. Your reduction stays private until you announce it.

What roles do you support?

Sales is our core: SDRs, BDRs, account executives, account managers, and sales leaders. We also support the rest of your go-to-market team — marketing, customer success, and revenue operations — where hiring also runs through networks. If your reduction spans other functions, we can build a tiered program that covers them too.

Planning a sales 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