Selecting the right outplacement firm is a decision that carries strategic and human implications. In fact, your selection can mean the difference between a smooth post-layoff transition and employees left without the support they need to move forward. In this post, we explore the best outplacement firms for 2026 and offer a framework to help you select the right provider for your organization.
What Are the 5 Best Outplacement Companies?
With many outplacement providers to choose from, IMPACT Group, Lee Hecht Harrison (LHH), INTOO, Randstad RiseSmart, and Challenger, Gray & Christmas are five leading options with distinct approaches. We believe all five have their strengths – which warrants their inclusion in a list of “best outplacement firms.” Each of these firms offers coaching and access to technology-enabled resources through a branded platform.
This post provides more background on each firm to help you find the best fit for your organization’s needs. The order that follows does not imply any specific ranking. (Editor’s note: We did, however, list our own firm first because we admit our bias in having the highest regard for IMPACT Group’s outplacement!)
The Five Best Outplacement Firms for 2026
1. IMPACT Group
IMPACT Group is a 35+ year-old, woman-owned global career coaching firm specializing in outplacement services, relocation coaching, and leadership development. With a presence in 100+ countries, the company supports tens of thousands of people annually – including those transitioning to part-time work, consulting, business-ownership, volunteerism or retirement.
IMPACT Group takes a human-centered approach to outplacement, combining expert one-on-one coaching and the smart use of technology accessed through the MyIMPACT platform. Unique to IMPACT Group are its quality control processes that induce coaching excellence. Our internal system allows us to rate the coach’s performance on each employee client. This rigorous process provides visibility to how our coaches are meeting our standards and empowers us to hire and retain the industry’s best coaches. IMPACT Group is a great fit for employers looking for:
- Emphasis on quality coaching and emotional support for transitioning employees anywhere in the world
- A consistently top-rated outplacement partner
- Deep experience across industries
- Measurable outcomes
2. Lee Hecht Harrison (LHH)
Lee Hecht Harrison (LHH), is part of The Adecco Group, a multi-billion-dollar corporation based in Switzerland best known as an industry-leading staffing company. LHH offers scalable outplacement programs through its Career Studio platform. While LHH is a good choice for organizations needing global reach and standardized solutions, its size and more standardized offerings may not provide the intimate, high-touch experience and program design options some customers prefer.
LHH may appeal to some who believe their former employees might land jobs faster due to the parent company’s staffing business, however, in practice, staffing services tend to support employers looking for temporary and hourly positions. While both LHH and Adecco are well-respected in the industry, the real-world processes to align LHH outplacement job seekers with Adecco staffing clients’ openings may be more theoretical than actual.
3. INTOO
INTOO came along in 2020 when CareerArc sold its outplacement business to Gi Group, based in Italy. Like all five firms featured here, INTOO offers access to human coaches as well as a technology platform. Intoo’s model includes a minimum of 6 months of service for all job seekers, but that length of service may not be necessary for all. And if those six months of service includes multiple coaching sessions (and not just six months of platform access), this may not be a budget-friendly solution for some organizations.
4. Randstad RiseSmart
RiseSmart delivers talent mobility solutions that help organizations support employees through career transitions. The company’s AI-based job matching solution, virtual workshops, and dashboards make it a good choice for larger organizations that want fast, automated outplacement services. RiseSmart offers personalized coaching, but it may not include the same depth of individualized attention as some other outplacement firms.
5. Challenger Gray & Christmas
This firm’s founder may have actually invented outplacement. In 1961, James E. Challenger was laid off, and he found a profound lack of career transition resources, so he founded his firm in 1966. Challenger is known as a reliable industry leader, quoted often by the media for its knowledge of joblessness and hiring trends.
Like other firms, Challenger offers access to coaching and its tech platform, Challenger Essentials. On day one, job seekers fill out a short questionnaire to introduce the company to their specific goals so that a tailored action plan can be developed. The firm operates seven offices in the U.S.
What to Ask When Evaluating Outplacement Firms
The best outplacement provider for your organization depends on your company’s workforce needs, culture, and budget parameters. Here are eight key questions you can ask to guide your decision:
1. What matters most when selecting an outplacement partner for mid-market and enterprise needs?
Your outplacement provider should be able to scale their services to match your workforce and strategic goals. The ideal provider should also demonstrate:
- Experience working with companies of similar size and complexity
- Global reach and multilingual support, if needed
- Customizable program design options
2. What criteria determine the effectiveness of outplacement firms?
Participant outcomes are an excellent sign of outplacement provider effectiveness. Therefore, evaluate how quickly the provider helps employees land new jobs, the quality of their career materials and coaching, and employee satisfaction scores.
3. Does the firm provide alternative career paths for those who want to start a business or retire to an active career of volunteerism?
Many of today’s offboarding employees are seniors or others who want to leave the corporate world for another cause. In short, many former employees don’t want a cookie-cutter solution that assumes their goal is to replace their current, full-time role. The role of an outplacement coach is to help the person transition successfully—and continue to promote the brand—which is an emotional choice. So be sure to fully support them on their emotional journey, which may be non-traditional. Make sure the company has “real meat” in its program content and coaching expertise to support retirees, gig workers, entrepreneurs and volunteers.
4. How can I assess an outplacement firm’s track record in my industry?
Each industry has unique hiring dynamics, so ask for case studies and references from companies in your sector. Also, look for examples of the roles employees have filled, and check whether the provider’s coaches have relevant industry experience.
5. What metrics are important to consider when evaluating outplacement providers?
Metrics such as engagement rates and average time to land are important. Perhaps the most important is overall satisfaction with the program.
6. How does the firm measure the quality coaching services delivered by their coaching talent?
The quality of an employee’s relationship with their outplacement coach plays a key role in how effective the service is. Therefore, be sure to ask about ongoing processes to rate coach performance. That’s because the talent acquisition ecosystem is changing rapidly. Yesterday’s best practices don’t work any longer.
So yes, it’s a good first step to hire coaches with excellent credentials based on previously earned certifications and training. But what matters more is the firm’s commitment to ongoing upskilling and how well they perform every day through the eyes of your exiting employees. Ask about quality scoring practices.
7. What technology platforms and digital tools should a modern outplacement firm offer?
AI and other digital tools can enhance coaching and help job seekers automate aspects of their job search. An innovative outplacement firm will offer tools and platform features such as:
- AI-powered job matching
- Resume and profile optimization tools
- Virtual workshops and career portals
- Mobile-friendly access
8. How should I evaluate outplacement pricing models and contract terms?
Pricing for outplacement services varies widely, and a lack of transparency often leads to unexpected costs and limited service delivery. Therefore, ask each provider about their:
- Pricing structures
- Volume discounts
- Extra fees for add-ons
- Contract flexibility
Select the Best Outplacement Company for Your Needs
Navigating workforce transitions is never easy, but choosing the right provider can make all the difference. There are many available outplacement firms to choose from, but when you want customizable, measurable, and scalable outplacement services, IMPACT Group is an excellent choice.
We coach thousands of people each year—enrolled in outplacement programs as well as those who are in the toughest transition—they are seeking a new job because their spouse or partner has accepted a corporate relocation. So that means finding a new role in a new city or country where your network connections may not yield as many connections.
By focusing on human-centered coaching, quality delivery and continuous coach upskilling, IMPACT Group provides great results, no matter the job market or location. We serve all industries and levels, from executive to hourly. To get started, book a call with our team.
Want to learn more? Download our best outplacement services ebook.
