Outplacement support that keeps working after the workshop ends
A good outplacement programme gets someone ready to apply. It rarely solves the part that comes next, which is finding roles worth applying to, every day, for as long as the search takes. FirstPost monitors employer career pages and public job boards, then sends each leaver a daily digest filtered to their criteria.
The short version
FirstPost is a personalised job alert service. A leaver sets their job titles, industries, seniority, work arrangement and location, or uploads a CV and has those suggested for them. FirstPost checks over 200,000 companies across employer career pages, spanning more than 30 applicant tracking systems, plus more than 25 national and public job boards, then sends an alert when new roles match. Employers and outplacement providers issue access codes granting free Pro for a set period, with no card required, and people revert to a free plan afterwards rather than losing access.
Why the search is the part that stalls
Support is front-loaded, the search is not
CV work, coaching and interview practice mostly happen in the first few weeks. The search itself runs for months. Whatever you hand someone has to still be useful in week fourteen, when nobody is checking in on them.
Searching is demoralising in a way applying is not
Trawling job boards produces mostly irrelevant results, which reads to someone recently made redundant as evidence there is nothing out there. A short, relevant morning digest is a materially different experience.
Timing decides who gets read
Applications are often reviewed roughly in the order they arrive. Someone who sees a role the day it is published is in a different queue position from someone who finds it a fortnight later on an aggregator.
For outplacement providers
If you deliver outplacement as a service, this is the component you probably do not want to build. Monitoring hundreds of thousands of career pages across dozens of different applicant tracking systems is an engineering problem, not a coaching one, and it does not get cheaper with scale.
You can issue FirstPost codes as part of your package under your own programme branding in the materials you send, with each participant holding their own account. We can supply codes in batches and tell you how many have been redeemed, so you can evidence take-up to the client who funded the programme.
For HR teams running a redundancy directly
Not every redundancy goes through a provider. If you are handling it internally, access codes give you something concrete and immediate to put in the pack, alongside the notice period and the settlement terms. It costs the leaver nothing, requires no card, and does not stop dead on the day their support window closes.
Our write-up on whether recruiters review applications in the order they arrive is written for the individual rather than the employer, and is a reasonable thing to include in a leaver pack if you want something that is not a sales page.
| Typical outplacement package | What FirstPost adds |
|---|---|
| CV and LinkedIn profile review | Turns the finished CV into suggested job titles and a live feed |
| Interview practice and coaching sessions | Keeps producing roles to prepare for between sessions |
| Access to a job board or vacancy portal | Monitors employer career pages and public job boards |
| A support window of a few weeks or months | Continues on a free plan after the funded period ends |
Frequently asked questions
Outplacement is the support an employer funds for people leaving the organisation, usually through redundancy. It typically covers CV writing, interview practice, coaching and sometimes a job search platform. Its purpose is to shorten the time a leaver spends out of work and to let the employer part on decent terms.
It covers the vacancy discovery part. Coaching and CV work prepare someone to apply, but they still have to find roles worth applying to after the workshop ends. FirstPost monitors over 200,000 companies across employer career pages and more than 25 national and public job boards, then emails each leaver when new roles match their criteria.
A leaver can redeem an access code and set their preferences without an implementation project, an HR-system integration or a card. Their first alert is sent after their feed is ready.
Yes. Access codes grant free Pro for a set period with no card and no payment details. When the period ends the person moves to the free Starter plan automatically rather than being cut off, which matters when a search runs longer than the support package.
Not through FirstPost. It does not sell personal data, does not take fees from employers and does not pass anyone's details to recruiters. People apply directly on the hiring employer's own site.
Not at individual level. An individual's searches, CV, matches and applications are their personal data and are never shared with the employer or provider that issued the code. We can report at programme level: codes redeemed, plus how leavers are answering the check-in in their alert emails, including how many have reported finding a role. That gives you, and whoever funded the programme, a genuine outcome measure without putting people under a microscope during a redundancy.