Outplacement and career transition in Singapore
Senior outplacement in Singapore, run by a former Head of Talent Acquisition
Layoffs are a business decision. How you handle them is a brand decision. TalentFB gives every senior leaver a named coach and the reverse job search system our private clients use, and gives HR one contact from planning to the last placement.
15+ years in recruitment · 2k+ global hires · 350+ senior professionals coached · A team of 8 certified career coaches · Coaching in English and French
Why standard outplacement fails senior people
Most outplacement is built for volume: a budget per head, a portal, a few CV templates and a webinar. Senior people rarely use it, because it was never built for how senior roles are filled.
A portal, not a plan
Logins and templates don’t help someone who hasn’t looked for a job in fifteen years.
Job boards, not decision makers
Most senior roles are filled through referrals, recruiters and direct approaches, often before they’re advertised.
Low uptake, same brand damage
When support goes unused, leavers still talk. You paid for outplacement and lost the story anyway.
About 1 in 5 retrenched PMETs in Singapore is still out of work two years later.
Source: Ministry of Manpower data, September 2026 (report)
The AI reverse job search: why it works when CV applications don't
At senior level, applying with a CV rarely works. Roles are shaped before they’re posted, the hiring manager often has two or three names in mind already, and a CV sent through a portal is one of hundreds. Our leavers stop applying and start solving.
Position as a problem solver
We rebuild their CV and LinkedIn around the one business problem they solve best, so recruiters and hiring managers find a solution, not just a job title.
Research the company's challenges
With AI, we shortlist companies that have that problem right now, then analyse their results, growth plans and hiring signals, and find the decision maker who owns it.
Offer a free value proposition deck
Each leaver builds a short deck for a target company: the challenge we found, how they would tackle it, and what it could deliver. It’s a reason to talk, not a request for a job.
Open the conversation
Scripts and coaching to reach that decision maker directly, through LinkedIn, referrals and warm introductions, before the role is advertised.
Turn the conversation into an offer
Interview preparation, a 90 day plan, offer negotiation and a coach in their corner until they sign.
A CV application
Starts with
A job ad, when the shortlist is already forming
Competes with
Hundreds of applicants and an applicant tracking system
Reaches
HR or an algorithm
Shows
Past job titles
Uses AI to
Send more applications
The AI reverse job search
Starts with
A company problem, often before the role exists
Competes with
Few or no other candidates
Reaches
The decision maker who owns the problem
Shows
The value they would bring in their first 90 days
Uses AI to
Research companies, map decision makers and personalise every approach
Every leaver gets full access to the TalentFB platform and our AI career coach, with no waiting period and no eligibility criteria.
Outplacement is also a hiring promise
The best senior candidates are employed and cautious. Their biggest worry about joining you is simple: what happens if it doesn’t work out? When your answer is “you’ll leave with a full career transition programme”, you remove one of the biggest objections in senior hiring.
It tells candidates you plan for people, not just headcount. It tells them you’re confident in your business. And it tells them you’ll treat them well on the way in and on the way out.
Transition Cover, our annual retainer
Book outplacement for your senior team before you ever need it, and write it into your offer letters.
- One Senior Transition place included each year
- Package rates locked for 12 months, 15% below list
- Start within 2 working days of any notice
- One manager briefing session a year
- A ready to use clause for your offer letters
What a well handled exit protects
Your employer brand
Reviews from leavers stay online for years. Candidates read them, and so do your clients.
The people who stay
Your team watches how you treat the people who leave. It decides whether they trust you, or start looking too.
Your referral pipeline
Former employees are one of the best sources of senior hires. They stop referring when they feel badly treated.
Your senior hiring
Executive candidates do their research. A pattern of poorly handled exits shows up in it.
Singapore’s Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment asks employers to help affected staff find new jobs. This is how you show you did.
Relocated your best person? Support the partner who came with them.
Since May 2021, a partner on a Dependant’s Pass needs their own work pass to take a job in Singapore, which means finding an employer willing to sponsor one. When the partner can’t find work, the whole family feels it, and good relocations end early.
I’ve moved countries twice myself, first to Morocco, then to Singapore. Most of the professionals I coach are internationals building a career in a new market.
Career clarity in a new market
What transfers, what needs reframing, and where their experience is valued here.
CV and LinkedIn for Singapore
Rewritten for local recruiters and hiring managers.
A target list of employers
Companies hiring their profile that can sponsor a work pass.
Local networking and outreach
Direct approaches to decision makers, in English or French.
How it works for HR
Built around your retrenchment timeline and MOM’s requirements. Your part is one kickoff call and one list of names.
Before the announcement
We agree the communication plan and brief the managers giving the news. We’ll also remind you to send MOM’s voluntary early alert.
Day of notice
I can join the notice meetings in person. Every leaver receives a welcome email and books their first 1:1 session.
Within 5 working days
You file MOM’s Mandatory Retrenchment Notification. We give you a one page summary of the support offered.
Weeks 1 to 12
Coaching, platform access and weekly outreach targets. HR gets a monthly report on activity and placements, never private details.
When they land
A short exit survey, with results shared with HR for your employer brand story.
On the day of the announcement, I can be in the room
The way people hear the news shapes everything that follows. I can join your group announcement or the 1:1 notice meetings in person, alongside your managers, so every person leaves the room knowing what support they have and what happens next.
This doesn’t replace your Employee Assistance Programme or professional counselling, and we’ll encourage people to use them.
Before
I help your managers prepare the wording, the order of the conversation and answers to the hard questions.
In the room
I join the group session or the 1:1 meetings to introduce the support and answer questions about the job market.
Right after
Every affected employee can speak to me the same day, so their first step is booked before they go home.
The first week
Our coaches stay close when emotions run highest and people are most likely to make rushed decisions.
Packages and prices
Prices per person, in SGD. Volume pricing available for larger groups.
Team Transition
For groups of 6 or more
per person
- The full AI Job Search OS course and platform
- Our AI career coach
- Fortnightly group coaching for 3 months
- A progress report for HR
Senior Transition
For managers, directors and senior specialists.
Min. 4 persons.
per person for 3 months
6 months: from S$7,550 per person, save 15%
- 3 or 6 months of 1:1 coaching, with a session after each module
- CV and LinkedIn rebuild
- Target company list and outreach plan
- Interview and negotiation support
- Full platform access
Executive Transition
For VPs, C suite and the longest searches.
Min. 2 persons.
per person for 3 months
6 months: from S$10,490 per person, save 15%
- Everything in Senior Transition
- Our team builds the target list and maps decision makers
- We run LinkedIn outreach on their behalf
- Personal brand and LinkedIn management
- Advice on fractional and advisory work
Partner Career Support
For partners of relocated staff
per person
- The full AI Job Search OS course and platform
- 3 months of 1:1 coaching
- Positioning for the Singapore market
- Target employers that can sponsor a work pass
- Networking and outreach plan
- Coaching in English or French
Why companies choose TalentFB over global outplacement firms
Large global firms
Who coaches
One of thousands of coaches in a global pool
First contact
Leavers often report waiting weeks
Method
Job boards, webinars, a portal and CV templates
Advice
Standard steps, applied by the book
Built for
Volume, across every level
Singapore specifics
A global process
Prices
Often on request
Partner support
Not usually included
TalentFB
Who coaches
Frederic and a team of 8 certified career coaches
First contact
Same day, with coaching started within 2 working days
Method
AI Reverse job search, reaching decision makers before roles are posted
Advice
Built around each person’s business problem and target companies
Built for
Senior leavers first, and partners on relocation
Singapore specifics
Built around MOM rules and the Tripartite Advisory
Prices
Shown on this page
Partner support
A dedicated programme
Meet your coach
I’m Frederic Bonifassy. I spent 15+ years in recruitment deciding who got hired across APAC, Europe and the US, as a Talent Acquisition leader at RightShip, RTB House, Ubisoft and Carousell. Today I lead a team of 8 certified career coaches, so every leaver gets a named coach and the same method. I know what a hiring manager sees when a senior candidate applies cold, and what they see when that person is introduced. Your leavers get the second version.
Author of Get Hired Without Applying. Member of the Harvard Business Review Advisory Council and the Singapore Institute of Directors.
years in recruitment
global hires
senior professionals coached
client rating
Clients have moved into roles such as Head of Engineering, CMO, COO, Head of Finance and Global VP of Finance.
“The program gave me much greater clarity around my career direction and a stronger way to position myself professionally.”
Shamik, Senior Freight Strategy Leader
Questions HR leaders ask
No. We only contact the people you refer, after you’ve told them about the support.
A monthly report on activity and placements. Coaching conversations stay confidential, and we handle personal data in line with Singapore’s PDPA.
Yes. Public outplacement support from SWDA and e2i is for local employees. We support everyone you refer, whatever their pass.
It sits on top of them. Jobseeker Support only covers people who earned up to S$5,000 a month, so most senior leavers don’t qualify. Your support may be the only support they get.
Within 2 working days of your go ahead, and before the announcement if you involve us early.
Yes. We’ll give you a short description of the programme to include, so leavers know what they’re getting from day one.
Planning a restructure or a layoff?
Tell me what you’re planning, how many people are affected, and what you want the transition to say about your company. I’ll tell you honestly whether we’re the right fit.
Or email frederic@talentfb.net
TalentFB · Singapore · talentfb.net