Executive Outplacement is an exclusive, one-to-one career transition service for mid-to-senior executives, offered as a genuine HR partnership when organisations release someone at that level.
Restructuring is a normal part of organisational life. What remains, long after the announcement, is how the organisation treated the person leaving. Remaining staff are watching. The market is watching. The employer brand is in the room.
“How you release a senior executive is remembered.”
For HR directors and organisations outplacing a GM, C-suite leader or executive director: protect the morale of your remaining staff and retain your employer brand.
A volume program can be appropriate for a cohort. A senior release needs something more considered. Sophisticated. Confidential. Calibrated to that level.
We work one-to-one, and we can take a number of people. If an organisation is releasing ten or twenty mid-to-senior executives, we can handle that cohort. The same program. The same standard. Each person still has a one-to-one service until conclusion.
Executives who have been released, or are funding their own transition, can also book. The same program. The same person.
Kylie Hammond explains the work: a genuine HR partnership for a senior release, and what mid-to-senior executives need for a successful re-entry into the corporate market.
Sydney, Melbourne, Brisbane, Perth and Adelaide. One-to-one work, wherever the executive is.
When a mid-to-senior executive goes to market now, they need everything going for them. The right brand. Materials that survive AI screening. Introductions, not another portal login.
This is particularly true for the person who has been with the organisation for a long time. They have not been for a job interview in years. They do not have current relationships with headhunters. They are coming out to market for the first time in a decade.
The standard program is not always built for that person. Executive Outplacement is. It is an exclusive offering. We partner with key organisations so the release protects the people who stay and retains the employer brand with the people who leave.
Restructuring is a normal part of organisational life. How you release a senior executive is remembered by the people who stay, and by the people you will want to hire later. This is employer brand. This is remaining-staff morale. A process an HR director can take to the CEO with confidence.
Sophisticated, high-calibre, one-to-one. Discreet. Not a volume program. Calibrated to the GM, the C-suite leader and the executive director. The work is confidential. If you are releasing ten or twenty people at that level, each person still has a one-to-one service. One partner. The same standard.
Personal branding is how the executive is seen the moment they go to market. Résumé, cover letter and LinkedIn, written so they survive AI screening and read at GM or C-suite level. Not a generic CV refresh. Material an HR director would put in front of a chair or a search firm.
Access to the unadvertised market. Private introductions to chairs, non-executive directors, C-suite executives and the top search firms. Several things on the go, so the individual ends up with a meaningful offer, not another portal login. Introductions are made while the search is live, not after a package has run out.
Regular touch points. Weekly, one-to-one. Proactive assistance into the market: introductions, search firms, the unadvertised market. We stay with the candidate until they secure their next employment position, or a career portfolio if that is the right next chapter. Support does not stop when a standard package expires.
A C-suite or executive director role. Or a career and board portfolio: board roles, advisory work and mentoring, so the individual stays current, visible and commercially engaged. The aim is senior employment within six to twelve months, ideally six. That is an aim, not a promise.
This cannot take years. A mid-to-senior executive who loses momentum ends up on the market with every other person released in the same cycle. Regular touch points keep the search moving. Proactive assistance into the market means introductions are being made, not another portal login.
Organisations engage us as a genuine HR partner when they release someone. Executives engage us when they have been released, or are funding their own transition. We stay with the candidate until they secure their next role.
“The same program. The same person. Until conclusion.”
If you are an HR director, that is a clean process you can take to the CEO. We have partnered on the exit, and we are partnering on the re-entry.
Kylie Hammond is an experienced Chair, Board Director and leading Executive Search and Talent Management Consultant. She is a recognised and trusted partner to CEOs, C-suite executives, managing partners and HR directors across Australia.
She is the Founder and CEO of Tiger Boards, a leading board search practice in the Asia-Pacific region.
She has more than twenty years in executive search and selection, specialising in human capital. Before establishing her own firm she held senior roles with Gartner, Cisco Systems, PeopleSoft and Deloitte.
In her private practice she works with organisations on confidential senior releases, and with executives on career transition: new employment, or a career portfolio of board, advisory and mentoring work. The work is the work of a senior executive search business partner. One-to-one. Built around introductions into rooms the individual cannot reach on their own.
She holds a Master of Laws in Enterprise Governance from Bond University, and a Bachelor of Arts in Industrial Relations from the University of Western Australia. She is a certified practitioner of the Australian Human Resources Institute (AHRI), a member of the Career Development Association of Australia (CDAA), the Recruitment, Consulting and Staffing Association (RCSA) and the Australian Institute of Company Directors (AICD), and an Extended DISC certified trainer.
If you have a senior release coming, or you are the person in market, Kylie would be glad to talk it through. Twenty minutes. Confidential.
