Outplacement built for the AI-flattened job market.
QuillWorx is a founder-led outplacement and workforce transition firm. We solve the problem incumbent providers miss: departing senior employees being read below their level by a market where AI tools have erased the signals that used to distinguish them.
Founder-led delivery • Per-employee transparent pricing • Triple-certified supplier diversity
The market has changed mechanically.
Every candidate now has access to the same resume builders, the same LinkedIn optimizers, the same interview prep tools. Senior employees no longer stand out by signal alone, because everyone's signal has been algorithmically smoothed to the same shape.
The new market does not reward incremental polish on a flattened signal. It rewards differentiation restored through a productized methodology built for the landscape, not templated outplacement output designed for a market that no longer exists.
Four pillars. Built for senior exits the incumbent model cannot serve well.
1. Differentiation, restored.
AI tools and templated outplacement programs produce candidates who look identical to every other candidate. QuillWorx is built to undo that flattening. The diagnostic identifies what is actually distinctive about each senior employee, and the recalibration restores that distinctiveness in the signals that matter: LinkedIn, resume, interview, compensation framing.
2. Founder-led delivery. No coach networks.
Sylvia personally directs the methodology and reviews every diagnostic, recalibration, and asset rebuild. No junior coaches, no third-party contractors, no AI agents posing as guidance. The pattern recognition required to read senior employees accurately is the depth that distributed coach networks cannot consistently staff to.
3. The Career Intelligence Brief.
Weekly. Every engaged employee. Six modules calibrated to each employee's specific target roles, geography, and compensation band: job openings with fit notes, company deep-dives, recruiter outreach templates, ATS keyword analysis, salary benchmarks, weekly action plan. Each brief represents 12 to 18 hours of senior strategist research the employee would otherwise have to do alone, badly, in a market that has been algorithmically flattened.
4. Interview signal calibration.
AI interview prep tools produce candidates who sound identical in interviews. Hiring managers are pattern-matching against the same rehearsed answers from every candidate they see. QuillWorx prepares senior employees to be heard at the level of the role, not the level of the question, with narrative depth that AI prep tools cannot replicate.
Five inputs determine how the market reads a candidate.
Per-employee pricing. Three tiers, plus workforce transition.
Transparent, defensible, and built for procurement workflows. Choose the tier by the level of the employee being supported. Full deliverables for each tier are detailed in the next section.
Pricing
Per employee, transparent
Minimums
None. No surprise fees
Delivery
Founder-led, no coach networks
Contract
Standard terms, no lock-ins
The same diagnostic recalibration that produced $25,000 to $75,000 in offer increases across our first 10 individual-engagement clients applies at every tier of Outplacement.
What each tier delivers.
Every tier is founder-led from intake to close. Switch between the editorial breakdown and a side-by-side comparison.
reductions of ten or more employees.
The employer brand math only works when the support is real.
Companies invest in outplacement to protect their employer brand. The ROI assumes that departing employees genuinely value the support, and that value translates into the Glassdoor reviews, LinkedIn posts, and word-of-mouth that shape future hiring outcomes for years.
Across the incumbent category, that assumption is increasingly under pressure. Variable coach quality. Programs that feel templated. Tools and webinars substituted for substantive guidance. Senior employees describe the experience as activity-rich and outcome-poor. The companies paying premium prices for these programs are not consistently getting the brand protection they are buying.
QuillWorx is built to close that gap. Founder-led delivery removes coach-quality variability. The productized methodology means senior employees get support calibrated to their actual level. Per-employee transparent pricing makes the investment auditable against the outcome.
The strongest outplacement program is the one departing employees actually use.
Engagement is the leading indicator of outplacement ROI. Programs that employees abandon in week two protect nothing. The reason engagement breaks down is structural: senior employees know within the first session whether the support is calibrated to their level or whether they are being routed through a curriculum designed for someone else.
QuillWorx engagement holds because the methodology is calibrated to the employee. The diagnostic is run by the founder, not assigned to a coach with a different background. The Career Intelligence Brief is built around the employee's specific target roles, not pulled from a template library. The interview preparation is rehearsed against the actual interview, not against a generic framework.
How a company handles exits shapes its hiring pipeline for years.
The outplacement investment is only protective when the support is real enough to earn the reviews, posts, and conversations that follow it. Anything less is a reputational exposure dressed as a benefit.
Glassdoor reviews from former employees affect future hiring conversion rates. LinkedIn posts from senior departures reach the candidate pool a company most wants to attract. Word of mouth through professional networks moves faster and lasts longer than any employer brand campaign.
Four functions. One conversation.
Human Resources and People Operations
Employee experience during transitions. Employer brand protection. Administrative ease.
CHRO, VP People, VP Talent, Head of HR Operations.
Procurement and Strategic Sourcing.
Transparent per-employee pricing. Standard terms. Triple-certified supplier diversity status.
CPO, VP Procurement, Director of Strategic Sourcing.
DEI and Supplier Diversity.
Tier 1 diverse supplier spend. Mission alignment. A real business problem, not a check-the-box vendor.
Director of Supplier Diversity, VP Supplier Diversity, CDO.
Talent Acquisition and Employer Brand
Alumni outcomes that protect future hiring. Glassdoor reviews. Reputation for handling transitions well.
VP Talent Acquisition, Director of Employer Brand, Head of Recruiting.
Sylvia Correa, Founder.
I spent 25 years inside Fortune 500 hiring rooms at Microsoft, Tesla, Capital Group, and Living Spaces. I watched the same pattern repeat across thousands of senior candidates: high performers misread by a market that Al has flattened, filtered out of roles they were qualified for, and routed through outplacement programs that confused activity with outcome. So I built one that does not. QuillWorx is a precision diagnostic system that finds exactly where the market is misreading a candidate, repositions them to stand out in a flattened market, and aligns them with opportunities at the right level. Faster placement. Real outcomes. Founder- led, calibrated to the employee, and accountable to the result.
Book a 30-minute conversation with Sylvia.
Most procurement conversations start with a single call to understand the transition you are planning, the level of employees involved, and the timeline. Sylvia handles initial conversations directly. There is no junior intake.
