Protect Your Reputation. Support Your People. Handle Layoffs With Confidence — Not Regret.
TalentFB’s outplacement services protect your employer brand, keep leadership credibility intact, and help senior talents land their next role faster and better positioned.
You don’t have to choose between doing what’s right for the business and doing right by your people.
My AI job search accelerator program helps you land interviews faster, boost your salary by up to 30%, and secure a job offer—often in under 60 days.
15+
Years of experience in Tech Recruitment
25K
CVS reviewed every year
350+
Satisfied Clients
20%
Average salary increase per annum
9-12wks
Average time to offer
For over 15 years, I worked as a recruiter and talent acquisition leader, both in agencies and in-house, partnering directly with CEO’s, founders, executives, and hiring managers to make final hiring decisions.
I’ve seen firsthand what happens after layoffs and senior exits, not on paper, but in reality:
How employer brands quietly take a hit
How trust erodes inside leadership teams
How future hiring becomes slower and harder than expected
I also know what senior leaders need to re-enter the market quickly and credibly, and what causes them to struggle unnecessarily.
Today, I help Founders and CEOs navigate transitions with clarity and control, while ensuring senior talents exit well positioned to secure their next role faster and from a position of strength.
This isn’t theory.
It’s built on real hiring behaviour, real market signals, and real consequences.
If you want experienced, steady guidance when decisions matter most, this is where I can help.
If you’re reading this, you’re probably facing one of these right now — and the pressure is real:
Revenue slowed faster than expected
A funding round didn’t land
Runway needs to be extended
Strategy changed
A merger or acquisition reshaped the org
Certain roles no longer make sense
Senior leaders need to exit
None of this makes you a bad leader.
But how you handle what comes next will define how you’re remembered, internally and externally.
The Hidden Cost of Handling Layoffs Wrong
Layoffs rarely end on exit day.
What happens after is where the real cost appears.
For the company:
Negative LinkedIn posts that spread fast
Glassdoor reviews that stay visible for years
Remaining leaders quietly disengaging
Candidates declining offers months later
Recruiters struggling to attract inbound talent
For senior employees who exit:
Loss of confidence and direction
Reactive job searches
Poor positioning in the market
Frustration that spills publicly
These two sides are connected whether we like it or not.
The Hidden Cost Of "Just Getting It Done"
Most companies think:
“We’ll handle it internally. HR has it covered.”
What often happens instead:
Messaging is rushed
Communication lacks structure
Senior exits are treated the same as junior ones
No one owns the after-effects
The result?
Employer brand damage that costs far more than the layoff itself.
Future hiring becomes:
Slower
More expensive
Lower quality
And the best candidates quietly stay away.
What Are Our Outplacement Services
This is not employee coaching. This is not HR outsourcing.
This is a Founder-Led Outplacement Strategy.
Our outplacement services provide confidential, structured support for both companies and senior talents navigating career transitions.
A confidential, structured approach designed to:
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Protect your brand
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Protect your leadership credibility
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Protect future hiring
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Protect senior people from unnecessary damage
So both the company and the people exiting can move forward properly.
Why This Matters More Today Than Ever
Since 2020, the tech industry has shown us something very clearly:
Layoffs are normal
Bad layoffs are remembered
In a world of:
LinkedIn screenshots
Anonymous reviews
Private WhatsApp groups
Recruiter networks
There is no such thing as a “quiet” layoff anymore.
Founders who understand this early
keep control of the narrative.
WELCOME TO THE AI JOB SEARCH ACCELERATOR
Our team embed as a neutral, experienced partner during the transition period.
01
Founder & CEO Advisory
Confidential conversations at founder level
Clear thinking under pressure
Guidance on timing, sequencing, and messaging
What to say — and what not to say
02
Employer Brand & Risk Review
Identify where reputational risk may appear
Prevent avoidable backlash on LinkedIn & Glassdoor
Learn from real cases where companies got this wrong
03
Senior Talent Transition Support
Career clarity and direction reset
CV and LinkedIn repositioning at senior level
Structured job search strategy (not job boards only)
Interview preparation and offer support
One process.
One standard.
One accountable partner.
Benefits For You As Founder / CEO
- You stay in control during a sensitive period
- You avoid reputation damage that hurts long-term growth
- Your remaining team sees leadership maturity
- Future hiring stays possible
- You sleep better knowing this was handled properly
- This is about leadership, not optics.
“We had to make a difficult restructuring decision, and my biggest concern wasn’t the layoff itself, it was the long-term impact on our reputation and team trust.
Having Frederic involved completely changed how we approached it. The process was calm, structured, and thoughtful. Our exiting leaders were supported properly, and the team that stayed saw this as strong leadership, not damage control.
Months later, we were still hiring without friction. That alone made this decision worth it.”
Jake
Managing Partner
“What I valued most was having a neutral, experienced partner during a high-pressure moment.
Instead of reacting emotionally or rushing decisions, we had clarity on timing, messaging, and next steps. It removed a lot of stress from me as a founder.
This wasn’t HR outsourcing, it was leadership support when it actually mattered.
We’ll highly recommend Fred and his restructuring services at TalentFB”
Samy
Co-Founder
“This approach works because it respects both sides.
As a co-founder, I felt we handled exits with maturity and integrity. As an employer, I avoided unnecessary brand damage.
And as a leader watching senior colleagues transition, it was reassuring to see them land well rather than struggle publicly.
This is how outplacement should be done.”
Ari
Co-Founder
“Losing my role was not planned, and initially I felt disoriented. What helped was having immediate structure and clear direction.
My positioning, LinkedIn profile, and job search approach were completely reframed. Instead of scrambling, I entered conversations confidently and selectively.
I landed my next role faster than expected and at a level that actually made sense for my experience.”
Haidi
VP of Technology
- You are a Founder or CEO
- You run a tech, SaaS, or digital company
- You have 10–200 employees
- You are navigating layoffs, restructuring, M&A transitions, senior exits
- You care about your people and how your company is perceived, now and for a long time
This Program Isn’t the Right Fit If...
- You're looking for job guarantees
- You're looking for a quick fix
- You're looking for a generic HR solution
- You're looking for a cheap, transactional support
Stop Navigating This Alone. Expert Outplacement Support Is One Call Away.
If you’re navigating exits, or expect to in the coming months, the best time to think about this is before things go public.
How is the outplacement program structured?
This is a 3-month retainer, designed to support both sides of the transition.
Month 1 focuses on the company: founder, leadership, and management team
Months 2 and 3 focus on the impacted senior talents
The structure ensures leadership decisions are handled properly before exits happen, and that senior talents are fully supported after they leave.
This sequencing is deliberate, it reduces reputational risk and improves outcomes for everyone involved.
What happens during the first month with the management team?
Month 1 is about clarity, control, and risk reduction.
I work directly with founders and leadership on:
Timing and sequencing of exits
Internal and external communication
What to say (and what not to say)
Employer brand and reputational risk
Preparing a clean, structured transition for senior talents
The goal is to avoid rushed decisions and prevent damage that typically appears weeks or months later.
What support do senior talents receive in months 2 and 3
Senior talents enter a structured career transition program, not a generic support process.
They receive:
Access to my 8-module coaching program (e-learning + frameworks)
Weekly private and group coaching sessions
Practical workshops on:
CV positioning
LinkedIn personal brand
Modern job search techniques
Networking and referrals
How to use AI in the job search
Interview preparation
Job offer evaluation and negotiation
The focus is speed, clarity, and positioning, not motivation or theory.
Is this individual coaching or group-based?
It’s both, by design.
Senior talents benefit from:
Private coaching for personal strategy and positioning
Small group sessions for shared learning, momentum, and accountability
This combination accelerates results while keeping the experience personal and high-quality.
Do you guarantee that senior talents will find a job?
No, and that’s intentional.
What I do guarantee is:
Clear positioning
Strong market visibility
A structured, proactive job search strategy
Significantly better conversations with decision-makers
This approach consistently helps senior talents land roles faster and better aligned, but without making unrealistic promises.
How does this protect our employer brand?
By design, this program addresses employer brand before, during, and after exits.
Founders benefit from:
Fewer public negative reactions
More trust from remaining employees
Stronger long-term hiring outcomes
When senior talents exit with clarity and dignity, and land well, they become neutral or positive ambassadors, not reputational risks.
Is this confidential?
Yes. Completely.
All conversations with founders and leadership are confidential
Senior talents are supported discreetly
No company details are shared publicly
No marketing or case studies are published without permission
This service exists specifically for sensitive moments where discretion matters.