Give every departing employee a private AI career agent, access to human coaching, and employer-funded services. Track cohort-level activation, spend, and outcomes in real time—without seeing anyone's searches, applications, or conversations.
Launch cohorts, set rules, manage budgets, and monitor every transition from one operating view.
Every person gets a private place to understand their skills, choose the support that fits, and take a clear next step. Their organization sees whether the program is helping—never the details of an individual job search.
Three times the engagement of a legacy outplacement provider. People show up when the support feels relevant.
What used to take two days of manual assembly now lives in a dashboard your leadership team can check anytime.
Down from 40 minutes. Employees get access the same day, not after a week of paperwork and scheduling.
Based on employer-sponsored transition cohorts during Ture's early customer programs.
The platform
When someone loses their job, the last thing they need is a maze of disconnected tools and generic resources. Ture gives each person a private space to move forward and gives your team the visibility to know the program is working.
Notice-day launch
Connect your HRIS and every affected employee is activated automatically on notice day. No spreadsheets, no waiting. Help is there the moment it matters most.
32k skills mapped
Each person gets a skills profile drawn from their real experience, mapped against 32,000 skills and 58,000 occupations. No self-assessment guesswork. Just an honest picture of where they stand and where they can go.
Every step captured
Job search gets scattered fast. Ture captures activity from any job board automatically so nothing falls through the cracks and the next step is always clear.
Private AI guide
Applying for jobs alone is demoralizing. Ture AI helps each person find realistic roles, tailor their applications, prep for interviews, and keep momentum. Privately, at their pace.
The team cares about escalation handling, renewal risk, and how you explain cross-functional handoffs.
Budget follows need
You set the budget. Employees spend it on what they need: real courses, coaching sessions, or wellness support from vetted partners. Not a bundled package they'll never open.
Live outcome signals
See activation, engagement, spend, and placement signals as they happen. Not in a report that arrives six weeks after the program ends.
Attention where it's needed
Career practitioners see every participant prioritized by who needs attention most. They're reaching out to people who are stuck, not chasing people who are already moving.
Bias reduced at source
Hiring teams see experience and capabilities before they see a name. Personal details stay hidden until both sides want to move forward. Bias reduced at the point of decision, not patched afterward.
Audit-ready always
Government and enterprise reporting is built in. Participant activity, funding usage, and outcomes are captured automatically. When someone asks for records, they're already there.
The Privacy Firewall
The boundary is part of the platform architecture. Each person gets a private place to move forward, while coaches and organizations see only the context they need to help.
What this means
Ture keeps personal career activity inside the participant's workspace. Nothing crosses the boundary unless that person chooses to share it.
Stays private
Personal career activity
Becomes visible
Nothing without consent
How it works
A transition isn't one event. It unfolds over weeks. At each stage, different people need different things. Here's what that looks like inside Ture.
01/Before notice day
You set the cohort, timeline, eligibility rules, and budget. Ture provisions every participant through your HRIS or a simple upload. By the time people walk out of that meeting, help is already waiting for them.
02/Day one
On their first day, employees build a private skills profile with Ture AI, mapped against 32,000 skills and 58,000 occupations. From there they see realistic career paths, close skill gaps with employer-funded courses, and get guided help with resumes, applications, and interviews.
03/The weeks that follow
AI recommends the right mix of coaching, learning, and marketplace services for each person. It monitors engagement in the background and flags anyone losing momentum, so your team can reach out before someone falls through the cracks.
04/Every week after
HR gets adoption, spend, engagement, and placement reporting as it happens. Employees keep their job search to themselves. The Privacy Firewall means your team gets clean, decision-ready data without anyone's personal activity being exposed.
Customer stories
“Honestly, Ture was the only part of our first layoff in a decade that didn't feel like a disaster. 88% of people were active on the platform within week one — that blew me away.”
“I signed off on Ture because the ROI dashboard meant I could finally answer the board's question about transition spend — without hiring an external consultant to make a slide deck.”
“After the layoff I had two weeks of just... paralysis. SkillsID gave me a real picture of what I actually had, and the Career Path Explorer showed me three roles I hadn't even considered.”
FAQ
From HR teams who've been burned by outplacement before. From employees wondering if this is actually for them. And from buyers who need to know what they're bringing into the organization.
They get a private workspace with Ture AI, a career agent that builds their skills profile, finds matching roles, helps write their resume, and preps them for interviews. They also get employer-funded Flex Credits to spend on real courses and coaching from 130+ vetted providers. HR can see how the program is performing. The employee's job search stays entirely private.
Get started
Give every participant active, personalized support. Give practitioners the tools to focus their time. Give your organization measurable outcomes without compromising individual privacy.
