Feature: Outplacement Analytics
Know which transition cohorts need attention now.
Outplacement Analytics turns adoption, engagement, spend, and placement signals into program health — one live view of whether a transition program is actually working — that HR can use before the next steering update, while employee searches stay private.
How it works
From integration to outcome
Read Program Health
See activation, engagement, provider coverage, spend, and outcome signals in one employer-safe view.
Spot Drift Early
Identify low activation, uneven provider coverage, or budget variance before the next executive update.
Package Defensible Updates
Turn program-level trends into privacy-safe updates for HR leaders, comms, legal, and finance.
See the program before the board meeting does.
Employer visibility that supports intervention without crossing employee privacy boundaries.
The Problem
By the time legacy reports arrive, the program has already drifted.
Employers are often asked to fund transition support with little operational visibility until a vendor recap or quarterly review. Adoption issues, budget drift, and provider gaps surface late, when there is less room to intervene.
Learn more
The Solution
Outplacement Analytics gives HR a live program-health layer, not another vendor recap.
Instead of relying on fragmented updates, HR teams see adoption, engagement, spend, provider coverage, and outcome trends in one employer-safe view. Private participant activity stays separate from program-level oversight by design.
Talk to Sales
Participation Visibility
Understand which cohorts are activating and where momentum is starting to stall.
Spend Tracking
Track allocation and usage so finance conversations do not depend on vendor spreadsheets.
Privacy-Aware Reporting
Report on outcomes without exposing chats, applications, or private service decisions.
“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 produce a slide deck.”
Howard Tan, Chief People Officer, CogniStream
FAQ
The reporting questions HR teams ask.
Program-level activation rates, engagement trends, spend utilization, provider coverage, and placement signals — all aggregated and de-identified. HR never sees individual job applications, chat history, or personal documents.
HRIS reporting tells you who was terminated. Outplacement Analytics tells you what happened next — whether departing employees activated, engaged with support, used Flex Credits, and moved toward placement. It closes the gap between event and outcome.
Yes. Executive sponsors see program-level health and ROI summaries. HR ops gets cohort-level detail. Procurement sees spend breakdowns. Each role gets the view it needs without elevating into participant-level data.
Most metrics update in near real time. Activation, engagement, and spend reflect activity within the last 24 hours. Placement signals update as participants share outcome status or coaches log progress.
Yes. Standard exports include program health summaries, spend breakdowns, and outcome snapshots. Defensible updates for executive review can be packaged directly from the dashboard without rebuilding data in slides.
See your transition program clearly before the next steering update.
Give your team a better way to understand adoption, engagement, and spend across the full transition program.
