Corporate Outplacement Services · Houston, TX Reserve the seats. Send whoever needs them. Budget it once.
Most providers make you raise a purchase request every time somebody gets cut. A Partner Plan inverts that: reserve a pool of transition seats each quarter at a fixed cost, refer whoever needs one, and every person is onboarded with a career expert inside three business days. From $650 a seat against an industry average near $1,900.
Twelve-month agreement, billed quarterly or monthly on an annual commitment. Seats reset each quarter with no rollover. Invoice and W-9 on request, usually the same business day.
One question.
One pool size.
Answer it and we name the plan, the cost per quarter, and the cost per seat.
How many people each quarter?
One question- Five transition seats per quarter
- Full document set for each person
- 45-minute individual strategy call
- Weekly group coaching for 90 days
- 12-month term, quarterly billing
- Fifteen transition seats per quarter
- Everything in Partner 5
- One named HR contact, one intake form
- Three-business-day onboarding
- Day-60 utilization report each quarter
- Thirty transition seats per quarter
- Everything in Partner 15
- Quarterly workshop for the team that stays
- Priority scheduling on every intake
- Executive seats from the same pool
What a Partner Plan is, and what it costs.
Legacy Careers LLC provides corporate outplacement to employers in all 50 states from Houston, Texas. Employers reserve a pool of transition seats each quarter under a twelve-month agreement and refer departing employees as they need to. Each seat carries a full document set, an individual strategy call, weekly group coaching for 90 days, and job leads. Partner 5 is $4,450 a quarter at $890 a seat, Partner 15 is $11,250 at $750 a seat, and Partner 30 is $19,500 at $650 a seat, against a published industry average near $1,900 per employee. Onboarding runs three business days from referral and a utilization report lands at day 60 of every quarter. Across completed engagements 87% of clients accept an offer, in 58 days on average, against an industry norm of 120 to 180 days.
Are you the one leaving, rather than the one budgeting? This page is priced for employers. Buy for yourself instead: resume writing services from $149, or career coaching programs from $549. The standard behind both is the same one described on the page about Legacy Careers.
Four questions and you have a number.
Answer them in order. The sizer above reaches the same place in one tap.
1. How many people leave in a normal quarter?
Not the worst quarter you have ever had. The normal one. Pools are sized to the pattern rather than the panic, because overage is published at $895 and costs less than carrying seats you never use. Five, fifteen, or thirty, and the per-seat price falls as the pool grows.
2. Do you know the names yet?
Usually not, and that is the point. A plan is reserved against a number, not a list, so legal and HR can move on a timeline that has not been announced yet. Nothing about the pool requires you to tell us who, or when, until the referral is actually made.
3. Who is going to be affected?
If the group includes directors or above, they draw two seats from the same pool rather than a second invoice. Mixed groups are normal. One pool covers the plant floor, the shared services team, and the VP whose function was eliminated, at one price and one standard.
Not enough volume for a retainer?
Then do not sign one. A single transition seat is $1,495 and an executive seat is $3,900, bought one at a time with the same ninety-day scope and the same three-business-day onboarding. Most employers start there and move to a pool once the volume is obvious.
Three pool sizes.
One price per quarter.
Every plan carries the same delivery standard. The only things that change are how many seats sit in the pool and what each one costs you.
Partner 5
Occasional departures, handled without a purchase request each time.
$890 a seat. Industry average sits near $1,900.
- Five transition seats per quarter
- Full document set for each person
- 45-minute individual strategy call
- Weekly group coaching for 90 days
- 12-month term, quarterly billing
Partner 15
A restructure, or a rolling reduction across the year.
$750 a seat. Published programs start at $2,400.
- Fifteen transition seats per quarter
- Everything in Partner 5
- One named HR contact, one intake form
- Three-business-day onboarding
- Day-60 utilization report each quarter
Partner 30
Ongoing workforce transition, at the lowest seat price published here.
$650 a seat, against a market average near $1,900.
- Thirty transition seats per quarter
- Everything in Partner 15
- Quarterly workshop for the team that stays
- Priority scheduling on every intake
- Executive seats from the same pool
No retainer? Buy a seat at a time.
Single transition seats carry the same ninety-day scope and the same three-business-day onboarding, with no term and no pool. Executive seats are $3,900 and include the executive document set. Most employers start here and move to a pool once the volume is obvious.
Comparing this against a provider you already use, or building the business case for finance?
Schedule a consultationThe seat math, with nothing left off.
Outplacement is usually quoted per head, per event, after a call. Here is the whole cost structure, published, so finance can model it before you ever speak to us. The same six facts govern a five-seat pool and a thirty-seat one, and none of them change once the agreement is signed.
A pool is not a discount. It is a decision made once, in a quarter where nobody is being cut, so that nobody has to make it in the week when somebody is.
What the seat costs
$890 a seat at Partner 5, $750 at Partner 15, and $650 at Partner 30. The published industry average sits near $1,900 per employee, and programs from the major providers commonly open at $2,400 for a three-month engagement. The gap is not scope, it is structure: no agency layer, no per-event quoting, and no sales cycle attached to each individual name you send. The per-seat price falls as the pool grows because a larger pool removes the one expensive thing in this category, which is quoting the same work over and over.
$650 to $890 · per seatWhat the seat contains
A full document set built to the same hiring-side standard every client gets, a 45-minute individual strategy call, weekly group coaching across 90 days, and job leads. The participant works with a career expert rather than logging into a portal and watching video modules. Nothing in a seat is a lighter version of what an individual buyer pays for, and nothing is withheld because the invoice came from a company rather than from the person doing the work.
90 days · per participantExecutives come from the same pool
A director or above draws two seats rather than a separate contract, a separate invoice, and a separate approval. That matters in the quarter when a function gets eliminated and the affected group runs from an analyst to the VP who ran the department. One pool, one standard, one number on the budget line, whoever is on the list. Senior exits are also the ones most likely to be discussed publicly, which is a second reason not to leave them for a separate approval cycle.
Executive · two seatsOverage is published, not negotiated
A bad quarter goes past the pool at $895 a seat, printed here rather than settled under pressure while somebody waits. No referral gets refused because the pool ran out, and nobody sits unsupported through a contract amendment. If overage happens twice, that is the signal to move up a pool size at the next quarter rather than keep paying it, and moving up is a one-line change rather than a new agreement.
$895 · past the poolSeats reset, and do not roll over
The pool refills at the start of each quarter and unused seats expire. That is the mechanism that holds the per-seat price where it is, and it is stated plainly because finding it in month seven is how vendors lose accounts. Size the pool to a normal quarter, not the worst one, and let published overage carry the exceptions. Two quarters of reporting is usually enough to tell you whether the pool is sized correctly for the year ahead.
Quarterly · no rolloverWhat it protects
The people who stay are watching how the people who left were treated, and so is everyone your recruiters will call next year. A transition handled well shows up in reference checks, in review sites, and in whether a former employee takes your call in two years. Support that arrives inside three business days is the difference between a policy and a gesture, and it is the one variable in this category that a departing employee actually notices while it is happening.
Employer brand · the team that staysPartner 30 delivers a ninety-day scope at $650 a seat against a published industry average near $1,900 per employee and major-provider programs opening at $2,400 for three months. Comparison figures are published market rates, not quotes we obtained on your behalf.
Request an invoice or W-9From referral to day sixty.
Six steps, published so nothing about the operating model is a surprise after the agreement is signed. Your team is involved in exactly two of them, and neither one takes longer than a few minutes.
-
1
You name one contact. We build one form.
A single named HR contact owns the relationship, and every referral routes through one intake form built for your organization. Nothing lands in a general inbox, nothing needs a purchase request, and nobody on your team has to explain the program to a vendor twice. If your contact changes, the form does not, and neither does the routing behind it. Setup happens once at onboarding and never has to be revisited during the term.
Once, at onboarding -
2
You send a name and a date.
That is the whole referral. Name, contact details, departure date, and whether the seat is executive level. You do not send us a file, a role description, or a justification, and you do not wait for a quote. The seat draws from the pool you already reserved, so the transaction is finished the moment the form is submitted. If the departure is same-day, send it same-day. Nothing in the process requires notice.
Any day of the quarter -
3
Three business days to onboarded.
The participant is contacted, intake is completed, and the work is underway within three business days of the referral, every time. This is the number most providers will not commit to in writing, and it is the one that decides whether outplacement reads as support or as a formality attached to the paperwork. Onboarding timing is reported back to you every quarter, which means the standard is measurable rather than aspirational. If a referral lands the day before a holiday, the clock runs on business days and the participant still hears from a person first.
3 business days -
4
Documents first, built to the standard.
A resume, cover letter, and match report written against the roles that person can actually reach, to the same hiring-side standard used for every client this firm serves. Every file is reviewed by someone who has made hiring decisions before it is delivered. Nothing is generated and sent, and nothing is handed to a contractor pool because the invoice came from a company. The match report that comes with it names the titles that person can realistically reach, which is usually the single most useful thing they receive in the first week.
Included in every seat -
5
The strategy call, then ninety days of coaching.
A 45-minute individual strategy call sets the target list and the search plan. Weekly group coaching runs for 90 days after that, covering interview answers, search strategy, networking, and negotiation, alongside job leads. Group cadence is deliberate: people leaving the same organization at the same time do better in a room with each other than alone on a portal. Attendance is theirs to choose, and the material carries whether they come to one session or all twelve.
90 days · per participant -
6
Day 60, the report lands.
Every quarter you receive a utilization report at day 60: seats used, seats remaining, and onboarding timing against the three-business-day standard. It arrives in time to act on, which is the only reason a mid-quarter report is worth producing. Then the quarter closes, the pool resets, and the number on your budget line does not move. Two quarters of reports are usually enough to size the following year with confidence, and pool size can move up at any quarter boundary.
Day 60 · every quarter
Answered before you ask.
The questions that usually cost two weeks of email between HR, finance, and a vendor. Answered here so the first conversation can be about pool size rather than paperwork.
Invoicing, W-9, and PO numbers
Email us and an invoice and W-9 come back, usually the same business day, with your purchase order number on the invoice if your system requires one. Partner Plans bill quarterly, or monthly against an annual commitment if that is easier to spread across the year. No card is required and nothing runs on an auto-renewing consumer checkout.
The term, and what moves inside it
Twelve months, so your per-seat price and reporting cadence hold for a full budget year. Pool size can move up between quarters when volume changes, and the new rate applies from that quarter forward. If a twelve-month commitment is the blocker, buy single seats instead and keep the identical delivery standard with no term at all.
What you are actually signing
A pool size, a quarterly price, a twelve-month term, and the delivery standards printed on this page: three-business-day onboarding, a named contact, one intake form, and a day-60 utilization report. Everything on this page is the agreement in plain language, and nothing material is introduced for the first time in the paperwork.
Getting it approved
Finance usually wants three numbers: the annual cost, the per-seat cost, and the comparison. Those are $17,800, $45,000, or $78,000 a year, $890, $750, or $650 a seat, and a published industry average near $1,900 per employee. Email one paragraph about your situation and a written scope, price, and start date come back, usually the same business day.
Confidentiality and what we hold
We hold what a participant gives us in order to do the work: their history, their target roles, and the documents we build for them. Reporting back to you is utilization, not content. No participant document is shared with your organization unless that person sends it to you themselves, which is what keeps the coaching worth attending.
Multiple entities, sites, or HR contacts
One pool can cover several sites or subsidiaries under one agreement, with one named contact routing referrals and a second contact named as backup. Reporting stays consolidated at the pool level. If you need utilization split by entity for chargeback, say so at onboarding and the day-60 report is built that way from the first quarter.
| Without a retainer | What the seat includes | Price | When it fits |
|---|---|---|---|
| Single Transition Seat | Ninety days of support: full document set, individual strategy call, weekly group coaching, and job leads | $1,495 | One departure, no pool, no term. Onboarded in three business days like any other seat |
| Executive Transition Seat | Executive Portfolio documents and senior-level coaching across the same ninety-day window | $3,900 | A director, VP, or C-suite exit handled on its own, outside any Partner Plan |
| Reserve 1 seat | Reserve 1 executive seat |
Inside a Partner Plan the same two seats draw from your pool instead, at $890, $750, or $650, with an executive drawing two. Single seats exist so that a twelve-month term is never the reason somebody leaves your organization without support, and nothing about the scope, the standard, or the three-business-day clock changes when you buy one that way.
What the retainer covers, and what it does not.
Every term that affects what your people receive is printed here rather than surfacing in a redline. If any of it is a dealbreaker, better to know before procurement spends two weeks on it.
- Seats reset each quarter with no rollover. Executive seats draw two from the pool, and anything past the pool bills at $895.
- Twelve-month agreement, billed quarterly or monthly on an annual commitment. Pool size can move up between quarters.
- Three-business-day onboarding from referral, with a utilization report at day 60 of every quarter covering seats used, seats remaining, and onboarding timing.
- We are not a recruiting firm. We are never paid by a hiring employer, so nobody in your outgoing group is steered toward a role that pays us a fee.
- We do not guarantee anyone a job offer, and we do not apply to roles on their behalf. Nobody honest promises either one to a company or to a person.
- Participation is the employee's choice. A referred seat that is never used still draws from the pool, because the seat was held.
- Reporting is utilization, not content. You get the numbers. What a participant says to a coach stays between them, which is the only reason it gets said.
If the plans do not fit your situation
A single-event reduction larger than thirty. A distributed group across several states. An association, alumni network, or union program. A plant closure with a fixed end date. A pool shared across subsidiaries.
Email one paragraph describing the situation. We reply with a scope, a fixed price, and a start date, usually the same business day. Nothing begins until you approve all three in writing.
Ten questions, answered in full.
The ones HR and finance ask on the way to a signature. Scope, money, speed, and what happens when a quarter goes badly.
What does a seat actually include?
A full document set built to a hiring-side standard, a 45-minute individual strategy call, weekly group coaching for 90 days, and job leads. The participant works with a career expert rather than logging into a portal, and every document is written for the roles that person is actually targeting.
What happens to seats we do not use?
Seats reset at the start of each quarter and do not roll over. That is what holds the per-seat price at $890, $750, or $650 against an industry average near $1,900. If your volume is genuinely unpredictable, single seats are $1,495 with no retainer at all.
How do executive seats work?
An executive draws two seats from the same pool rather than sitting on a separate invoice. There is no second contract and no renegotiation mid-quarter. Without a retainer, an executive transition seat is $3,900.
What if we go past the pool in a bad quarter?
Overage bills at $895 per seat, which is published here rather than negotiated under pressure. Nobody waits for a contract amendment while a departing employee sits without support, and no referral is ever turned away because a pool ran out.
How fast does someone get support after we refer them?
Three business days from referral to onboarded, every time. Your contact sends the name and the departure date, and we handle scheduling, intake, and the first conversation. Onboarding timing is reported back to you at day 60 of each quarter.
Can we get an invoice, a W-9, or a purchase order number on the bill?
Yes. Email us and an invoice and W-9 come back, usually the same business day, with your PO number on the invoice if you use one. Partner Plans are billed quarterly, or monthly on an annual commitment.
How long is the agreement?
Twelve months, so the per-seat price and the reporting cadence hold for a full budget year. Pool size can move up between quarters if your volume changes. If a twelve-month term is the blocker, buy single seats instead and keep the same delivery standard.
Are you a recruiting firm? Will you place our people?
No. We are never paid by a hiring employer, so nobody in your outgoing group is being steered toward a role that pays us a fee. The work is documents, coaching, and search strategy for the person leaving, and the outcome they get is a real offer they chose.
What reporting do we get, and what stays private?
You receive a utilization report at day 60 of each quarter covering seats used, seats remaining, and onboarding timing. The coaching itself stays between the participant and the coach, which is the only way the participant uses it honestly.
Do you work with employers outside Houston?
Yes. Everything is delivered virtually and we support employers in all 50 states from a base in Houston, Texas. Distributed reductions are handled the same way as a single-site one, because the intake, the standard, and the three-business-day clock do not change by location.
Something procurement still needs?
Email us and a real person answers, usually the same business day. Invoices, W-9s, and written scopes come back the same way.
The people you send actually land.
"Marlon shared with me that he has enjoyed working with you and appreciates the additional support."Anthony M. GrazianiExecutive Vice President · on a Legacy Careers outplacement engagement
"Anthony worked with me to fix up my resume in just 30 minutes, and by the end of the week, I had a job."
"I was stagnant, excelling but never getting interviews elsewhere. Once I used this service that changed. My resume told a real story of what I actually did. I got a $20K salary bump."
"They were thorough in understanding my background and helped align my skills with the right opportunities, showcasing my strengths and tailoring it for specific industries."
Where our clients have landed
Clients have accepted roles at these organizations following a completed Legacy Careers engagement. Legacy Careers is an independent career services firm and is not affiliated with, endorsed by, sponsored by, or a recruiting agent for any organization named. All trademarks are the property of their respective owners.
Re-employment rate is the share of clients who completed a service and accepted an offer. Average time to offer is measured from service delivery to a written offer. Every review verified on Google.
Read all 28 on GoogleOne standard, every location you cut.
Legacy Careers LLC provides corporate outplacement and workforce transition support to employers in all 50 states from Houston, Texas. Partner Plans reserve five, fifteen, or thirty transition seats per quarter at $890, $750, and $650 per seat, against a published industry average near $1,900 per employee. Each seat carries a full document set, a 45-minute individual strategy call, weekly group coaching for 90 days, and job leads, with onboarding inside three business days of referral and a utilization report at day 60 of each quarter. Employers without the volume for a retainer buy single transition seats at $1,495 and executive transition seats at $3,900.
Reductions are rarely confined to one building. A distributed group is handled through the same intake form and the same three-business-day clock whether the affected employees sit in Houston, Dallas, Atlanta, Charlotte, or a remote workforce spread across a dozen states. What does change is the market each person is searching in: energy and petrochemical employers in Houston hire on different signals than health systems in Nashville, financial services in Charlotte, or technology employers in Seattle, so target lists and compensation ranges are built locally even though the standard behind them never moves.
More from Legacy Careers
Follow Legacy Careers
Decide this quarterso you do not decide that week.
Reserve the pool while nothing is happening. When it does, your contact sends a name and a date, and somebody is working with a career expert inside three business days. No purchase request, no quote, no scramble.
One number on the budget line for twelve months. Published overage at $895 so a bad quarter never stalls, and a day-60 report every quarter so you can see exactly what you bought.
Questions, or want a custom package built for your situation? · info@legacycareersllc.com · 281-803-5236
Something to hand your affected group today
Get The Thirty-Second Screen, the checklist a hiring executive actually runs when reading a resume. Twenty-one checkpoints in the order they get checked, plus the five mistakes that cost the most callbacks. Forward it to anyone leaving before their seat is even onboarded.