People Advisory & Mobility
Outplacement Services Thailand
Career transition support for Thai restructuring and senior exits
Support for people leaving, run by a firm whose other half fills roles in the same market every week. One coach each, a rebuilt CV and LinkedIn profile, interview practice, and sight of the mandates our consultants are working right now. Priced per person, by programme length, or per cohort where a whole unit is going.
24+ years
of regional HR group heritage
DOE น.1830/2565
regional HR practice - Company Reg: 0105565048191
1:1
Dedicated career coach per candidate
4
Program tiers - executive / senior / mid / junior
How it works
1
Scope
Private conversation first, with whoever carries the decision. The facts we need are plain: names or headcount, levels, reason, and the date it has to be done by. Then a harder question, asked separately of the company and of the people leaving, about what a good outcome would look like. Those two answers rarely match, and a programme designed as though they did will fail both. From there we propose one of four structures and put it in an engagement letter before a single person is enrolled.
2
Onboard
Five working days to a named coach, who then stays for the duration. What happens in that first hour matters more than anything scheduled afterwards. It acknowledges the situation, refuses to dwell there, and gets to work on the month ahead: direction, realistic target sectors, and a CV that is fit to send. Nobody is handed between advisers.
3
Run
The weekly rhythm covers search strategy, interview rehearsal with feedback in writing, and preparing for the money conversation. What sits underneath it is the difference: consultants in this office are filling roles in Bangkok, Rayong and Chonburi as the programme runs, and candidates in it are put in front of them. Being considered before a role is advertised, by someone whose job is closing offers, is not something a coaching practice can arrange.
4
Close
Every programme produces a closing report. Outcome, whether that was a placement, a change of direction or an ongoing search, the candidate's own assessment of the experience, and scheduled check-ins at roughly one month and three. Cohorts generate a second report for the HR sponsor covering the group as a whole and, importantly, what the people in it said about how the company handled the exit.
Outplacement in Thailand, backed by 24+ years of recruitment heritage
Ending employment in Thailand is expensive by design. Severance scales with length of service, so a long-serving employee is a significant cost line, and the decision to restructure is usually taken with that number already on the table. What tends to get less attention is everything after it. Thai employees who have spent a decade with one employer often have no recent experience of a job search, and the market they are re-entering asks for English, sometimes Japanese, and a CV written to a standard their last application never needed. Our outplacement practice runs through People Profilers Bangkok Recruitment Co., Ltd. under Thailand Recruitment Licence น.1830/2565. What separates it from career coaching is the recruitment desk behind it: every candidate we coach is surfaced to the consultants filling roles in their sector, so they finish having been introduced to live openings rather than merely prepared for them.
What's included in every outplacement program
Four elements, always together: coaching, rebuilt documents, interview preparation, and access to live mandates. They are not sold apart, because the last is what gives the first three somewhere to land. No rate card, because the structure follows the situation.
Program scope (every candidate)
- ✓1:1 career coaching with dedicated coach
- ✓Professional CV & LinkedIn rewrites
- ✓Interview preparation & salary negotiation
- ✓Direct access to PP's live recruitment mandates
Program structures available
- ✓Per-candidate, tiered by seniority
- ✓Per-program packaged duration (3 / 6 / 12 months)
- ✓Group / bulk pricing for restructurings
- ✓Custom-scoped per engagement
Delivery commitments
- ✓Coach assigned within 5 business days
- ✓Weekly coaching cadence during active search
- ✓Surfacing into live mandates within target sector
- ✓Program close report + post-placement check-ins
Scope, fees and inclusions are documented before the first enrolment. No provider can honestly promise a placement date, since that sits with employers and the market. What is promised is the programme: a named coach, weekly contact while the search is live, documents rewritten by people who read CVs for a living, structured interview practice, and active introduction into mandates we are running.
When outplacement makes sense in Thailand
Outplacement protects two things at once: the people leaving, and what your remaining team concludes about how you treat people. Three situations account for most of it here.
A restructuring where severance is already the headline
Site consolidation, a production line closing on the Eastern Seaboard, or a cost reduction across a Bangkok head office. Where the severance number has dominated the planning, the transition support is what determines whether people leave feeling handled or discarded, and that judgement travels through a small industry quickly.
A senior departure that has to stay quiet
Country Head and functional leadership exits, where the qualified field in that industry is small and word moves faster than the announcement. Discreet positioning, introductions into our executive search desk, and network mapping across the region for candidates open to moving.
Long-tenured employees re-entering a changed market
The hardest cases are not the most senior. They are capable people with fifteen or twenty years at one employer who have never had to market themselves, and who now face employers screening for language and for tooling that did not exist when they last applied. That gap is closeable, but not by a CV template.
The recruitment network is what separates this from career coaching. Candidates do not just finish job-search ready, they finish having been put in front of real openings. If you need the restructuring strategy upstream of the separation, that is our HR Consultation service. If you need to rehire into the roles that opened up, our Executive Search desk takes it from there.
OUTPLACEMENT
Exit support that protects the people leaving and the employer that stays
Career transition coaching and CV support · Structured around Thai statutory notice and severance · Candidates surfaced to our recruitment desks
Industries & Functions We Cover
A plant manager leaving an automotive supplier in Rayong and a finance lead leaving a bank in Bangkok are not running the same search, and a coach who treats them alike helps neither. Because we recruit into these sectors, someone leaving gets a coach who already knows their market and can put them in front of it.
Aerospace & Aviation
MRO technicians and licensed engineers, ground handling and cabin services leadership, and aviation supply chain roles around Suvarnabhumi, Don Mueang and U-Tapao.
Automotive
Production and quality engineers, supplier development, sales and aftersales management across the Eastern Seaboard assembly and parts cluster.
Banking & Financial Services
Relationship managers, credit and risk analysts, compliance and AML officers and operations specialists across Thai commercial banks, insurers and asset managers.
Biotechnology & Pharmaceutical
Regulatory affairs, QA and validation, medical affairs and market access roles for manufacturers, distributors and clinical research organisations.
Chemical
Process, production and reliability engineers, HSE officers and technical sales across the Map Ta Phut petrochemical complex.
Construction & Civil Engineering
Project and site managers, civil, structural and M&E engineers, quantity surveyors and safety officers on Bangkok and EEC infrastructure.
FMCG & Retail
Brand and trade marketing managers, key account and modern trade specialists, and retail operations across Bangkok and upcountry networks.
Healthcare
Clinical operations, nursing leadership, medical representatives and regulatory specialists for private hospital groups and device companies.
IT & Telecommunication
Software engineers, cloud and data specialists, product managers and network engineers across Bangkok technology employers and the telco operators.
Logistics & Transportation
Freight forwarding, customs and import-export specialists, warehouse and distribution managers around Laem Chabang, Suvarnabhumi and the EEC.
Marine & Offshore Engineering
Marine and subsea engineers, vessel and yard operations, project managers and HSE specialists supporting Gulf of Thailand operations.
Media & Publishing
Account management, content and performance marketing, creative and production roles across agencies, broadcasters and digital platforms.
Oil & Gas
Process, drilling and project engineers, HSE coordinators, commercial analysts and terminal operations for upstream and downstream employers.
Real Estate & Property
Development and project managers, leasing and property managers, facilities leads and investment roles for Thai developers and hotel groups.
Semiconductor
Process, test and equipment engineers, packaging and assembly specialists and production leadership across the electronics estates.
Frequently asked questions
How is your outplacement service different from generic career-coaching firms?
Coaching firms teach method. The candidate leaves better prepared and still outside the companies they want to join, competing through the same application queue as everyone else.
Our consultants fill roles for Thai employers every week and sit in the same office as the coaches. That structural fact is what lets a candidate be put forward for an opening instead of taught how to hunt for one.
The measurable difference is how much of the search happens in conversations rather than in applications, which is also what keeps a departure from souring into a Labour Court filing.
How is pricing structured for outplacement programs?
There is no published price list, because outplacing one director and outplacing a shift is not the same commercial problem.
Individually, banded by level. An executive programme runs deeper and longer than a junior one and is priced accordingly.
By fixed duration. Three, six or twelve months at a flat rate per head, which suits a finance team that wants the number settled in advance.
By cohort, at a lower rate per person, which is what a plant closure or a departmental reduction normally calls for.
Bespoke, when none of the above describes the group leaving.
Whichever applies, inclusions and fees are documented before enrolment opens.
How quickly do candidates typically find new roles?
It depends far more on level and sector than on the programme. People in mid-level roles in sectors that are recruiting can move inside two months. Senior searches take longer because the seats are fewer and the decisions slower, and anyone moving industry should plan for longer still.
We measure momentum rather than elapsed weeks. Three live processes beats two hundred applications, and only one of those numbers predicts anything.
Do you guarantee placement?
No, and that answer is not negotiable. Hiring decisions belong to employers, sector conditions belong to the economy, and what someone actually wants belongs to them.
Our commitments are the things we control: a named coach within five working days, weekly sessions throughout the active search, documents written by people who read CVs professionally, rehearsed interviews with written feedback, negotiation preparation, and active introduction into the mandates we are running.
Any provider who guarantees an outcome is making a promise they will need someone else to keep.
What does the experience feel like for the departing employee?
Ask anyone who has been through it and they talk about the first meeting. Handled well it is direct about what has happened, brief about it, and then entirely occupied with what comes next.
The rest is rhythm. One person, every week, who already knows the history. A fixed appointment in a diary that has suddenly emptied. And at some point a phone call about a genuine vacancy, which is the moment the whole thing stops feeling like an exercise.
Can you handle group outplacement for a large restructuring?
Yes. Group programmes are where being a recruitment firm rather than a coaching firm becomes obvious.
The cohort starts together at a per head rate, coaches are matched to people by sector, and the sponsor receives progress and outcome reporting for the group plus a read on internal sentiment.
By the end of week one, consultants across several desks are already matching those individuals to live vacancies. During a plant closure that is what employees tell each other about, and it is the reason your name survives the exercise intact.
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