layiq
/la·yiq/adjective
worthy; deserving; fitting; suitable.
A role, opportunity, or path that merits attention, time, and pursuit.
Loading LAYIQ…When roles end, your support can keep going.
Run your company’s outplacement program with relevant roles to pursue and AI that helps impacted employees uncover and present their strengths. LAYIQ handles the career technology; your internal team provides the human support.
Your company
A way forward.
With people
at its heart.
Human guidanceYour internal team
Opportunity & preparationLAYIQ technology and AI
Something concrete
to work toward.
Customer Success Manager
Customer onboarding experience to build on
Renewal ownership still needs a conversation.
A role. A reason. A next step.
Help people see what they can do next.
Losing a job can make familiar strengths hard to see. A useful starting point is a role worth considering, a clearer account of past work, or a question someone can help answer.
With sponsored LAYIQ Pro access, Job Curator helps employees discover relevant roles. Fit Analysis explains strengths and gaps, and Resume Tailor asks about real experience before helping prepare a draft. People review what they create and decide when to bring it to your team.
Your HR team and internal career advisers run the program. LAYIQ gives them a shared place to organize support, while each employee has space to work at their own pace.
Explore an example shortlist.
3–5
Aim for a focused shortlist. Live matches depend on each person’s preferences and the roles available.
Customer Success Manager
Customer training and onboarding guides give this person a useful starting point for a customer success role.
- Experience to build on
- They have helped customers learn the product and created resources people can return to.
Confirmed examples: ran customer training and wrote onboarding guides.
- What still needs an answer
- Renewal forecasting is unconfirmed. Have they owned renewals or supported the person who did?
- A useful coaching conversation
- Build the application around their customer training and guides. Explore the renewal requirement before deciding whether to pursue the role.
Implementation Manager
Onboarding may transfer to implementation work. Planning and delivery ownership need clearer evidence.
- Experience to build on
- Customer training and guide writing may transfer to the enablement side of an implementation.
Confirmed examples: ran customer training and wrote onboarding guides.
- What still needs an answer
- Did they own an implementation plan or support someone else’s delivery?
- A useful coaching conversation
- Establish the scope of their contribution. Use the training and guides as evidence, while checking whether the role requires delivery ownership they have not yet shown.
Customer Operations Specialist
Onboarding may connect to customer operations. CRM reporting and process ownership remain unconfirmed.
- Experience to build on
- Creating onboarding guides shows a contribution to how customers get started.
Confirmed examples: ran customer training and wrote onboarding guides.
- What still needs an answer
- Did they maintain records, improve a handoff, or report on progress?
- A useful coaching conversation
- Explore the process behind the guides. Keep CRM and reporting claims out of the application until the person can support them with examples.
Understand participation. Respect each person’s privacy.
HR sponsors follow enrollment, participation, and reported outcomes through group reports. Small groups are suppressed. Individual job searches and private materials stay outside that sponsor view.
Assign your internal advisers the appropriate coaching role. They can review materials an employee specifically chooses to share; being the employer does not give someone access to those materials.
Read about roles, sharing, and privacyMake support part of how you handle change.
Tell us who needs support and when. We’ll help you shape a program your team can run, with a clear scope, access period, and price.