layiq
/la·yiq/adjective
worthy; deserving; fitting; suitable.
A role, opportunity, or path that merits attention, time, and pursuit.
Loading LAYIQ…The technology does the groundwork. Your coach brings the judgment.
Follow one example from a relevant role to a clearer account of someone’s experience. LAYIQ supplies the technology and AI. Your coaching team provides the human support.
See the service take shape.
Explore the moments where technology and a human coach each make the work more useful.
Illustrative walkthrough · fictional participant and roles
LAYIQ technologyA shortlist your program can put to work
A sample search focused on customer onboarding and product adoption.
Select a role to explore the shortlist. The following chapters use the Customer Success Manager example. These are not open vacancies.
Start with what the résumé supports
Customer Success Manager · sample evidence
- Customer onboarding
- Résumé: “Onboarded 30 B2B accounts.”
- CRM experience
- Résumé: “Used Salesforce to track customer activity.”
- Product training
- Résumé: “Helped customers learn the product.”
Renewal forecasting · not evidenced
The résumé does not document owning a renewal forecast.
Missing evidence is not proof of missing ability. No sample score or hiring prediction is assigned.
Ask the question that brings experience to light
Sample AI follow-up
When you helped customers learn the product, did you run training or create resources yourself? What did you actually do?
The participant supplies the extra detail. Forecasting experience is still unsupported.
Make the contribution clear
Original sample bullet
Helped customers learn the product.
Tailored sample bullet · for review
Led product training sessions and created step-by-step guides to support customer onboarding.
Confirm that “led” describes the participant’s contribution accurately. No forecasting claim or new metric has been added.
Your coach checks the story
The person chooses a private copy first, then decides whether to ask their coach for feedback.
Sample tailored résuméNot copied
Local illustration only. No document is saved or shared, and no review request is sent.
A workspace for each part of the service.
These captures show one delivery model: a provider running a program for an employer client. A company can also run its own program with internal coaches or career advisers.
Meridian Career Partners is the example outplacement firm. Contoso Logistics is its employer client. Switch views to explore their program.
Three perspectives · saved product captures use fictional sample data
Help people make their experience visible.
Your firm provides coaching and career support to people whose employer has funded the program.
- Day to day
- Review the role and the tailored document a participant sends for review. Check their examples, question unclear claims, and help make strengths and preparation steps concrete.
- What it helps with
- Spend coaching time on evidence, preparation, and decisions, with drafts and next steps available between sessions.
- Who sees what
- Coaches see materials their assigned participants share. Program administration does not open private assistant conversations or personal documents to administrators.
Meridian Career Partners · ProgramsSample data
Give departing employees practical job-search support.
The employer funds a program delivered by its outplacement provider or chosen coaching team.
- Day to day
- Follow invitations and enrollment, handle approvals, and review participation and outcomes for the group.
- What it helps with
- Understand whether people are reaching the support provided, without monitoring their individual searches.
- Who sees what
- The employer sees enrollment information and group reports. It does not see personal documents, assistant conversations, applications, or individual results. Small-group figures are protected.
Meridian Career Partners · Reports for Contoso LogisticsSample data
Find roles and show what you bring.
Participants use the support included in their program to explore jobs and prepare their next application.
- Day to day
- Open Your matches to review up to five highest matches. Use Fit Analysis and Resume Tailor for a chosen role, answer questions about overlooked experience, and save a reviewed private copy before choosing coach review.
- What it helps with
- A connected path from a real job to evidence of your strengths, a tailored resume, and feedback from your coach when you request it.
- Who sees what
- Participants choose what to share with their coach and can change those choices. Their assistant conversations remain private, and their employer receives group reporting.
Meridian Career Partners · Career planSample data
From the example to a participant’s own search.
In the program, Your matches brings together up to five highest Job Curator matches. Participants open a role’s Fit Analysis, explore overlooked experience with Resume Tailor, and save a tailored draft. A 3–5-role shortlist is a target, not a fixed delivery promise.
They preview the saved draft before choosing Save private copy for their program. The copy stays independent of later Resume Tailor edits. Request review is a separate action when they want their coach’s feedback. LinkedIn drafting is available in Documents; nothing is published automatically.
Practical questions.
What needs to be set up first?
Program access and any sponsored Pro access must be active, and participants set up Job Curator searches in their personal LAYIQ account. Your matches shows available highest matches in the program. Fit Analysis and Resume Tailor open for the selected role, with a return to the program.
Is a fixed number of matching roles promised?
No. Your matches shows up to five highest matches. Results depend on search setup, available jobs, and preferences; fewer appear when fewer qualify.
Who provides the coaching?
Your program’s coaching team provides the human support. That can be internal coaches or career advisers, or a provider’s team. LAYIQ provides the technology and AI that support their work. Session allowances, reviews, and response expectations are agreed in the program.
What can the employer see?
Enrollment details and protected group reporting. Participants choose what their coach can access. Private assistant conversations are not shared with coaches or sponsors; documents become available for coaching when the participant shares them or requests review.
What happens when access ends?
The workspace becomes read-only, and participants can download their data. Continued availability and any sponsored Pro access follow the program’s retention and access terms.
See how this would work in your program.
Discuss your coaching model, participant experience, and program options.