Recognizing the Moment
Throughout history, each era of work has been defined by its transformative breakthroughs. From the introduction of electricity in 1879 to the personal computer revolution of the 1970s, from the spread of the internet in the 1990s to the AI breakthroughs of today our tools and how we work have evolved. But how we care for people between jobs has remained largely unchanged.
Outplacement services emerged in the 1960s with companies like Challenger, Gray & Christmas (1966), LHH (Lee Hecht Harrison) acquired by Adecco (1967), and RiseSmart acquired by Randstad. These organizations created structured programs to support separated employees through coaching, job search assistance, and career resources. They laid the foundation. They professionalized the transition.
But as the labor market becomes more fluid, distributed, and tech-driven, it’s clear that we need more. We need to reframe how we think about transitions. Not as endings, but as beginnings. And not only for executives, but for everyone.
Reimagining Support Systems
We now live in a world where job loss is more common and more complex. Entire industries are being reshaped by automation. AI is projected to affect 300 million jobs globally. Interest rate hikes and trade shifts are creating volatility across markets. Layoffs can happen suddenly, and new opportunities are often harder to navigate.
Diversity, equity, and inclusion (DEI) programs have played a vital role in helping historically marginalized communities gain access to jobs. But DEI efforts, while necessary, were never designed to address the full journey of a worker’s career. Especially during moments of job loss, identity disruption, or workforce re entry.
Today’s challenge is broader and more human. We need to support:
- Blue-collar workers impacted by automation or factory closures
- Recent college graduates struggling to gain traction after graduating from college.
- Veterans transitioning from service to civilian life
- Under-employed individuals juggling multiple roles without security
- Unemployed professionals seeking purpose and structure
- Formerly incarcerated individuals facing systemic hiring barriers
And we need to support them before, during, and after their transitions.
Leading Through Innovation and Purpose
The future of work isn’t just about faster tools or smarter algorithms. It’s about how we design humane systems, especially during moments when people are most vulnerable. Startups, venture-backed companies, and high-growth firms can lead this evolution by prioritizing transitions as much as onboarding. The moment someone leaves can be just as important as when they arrive.
From 2021 to now, investments in AI have exceeded $94 billion, according to. If AI continues this growth trajectory, it could add 1% to the U.S. GDP by 2030.
We’re at a pivotal inflection point. Companies have the opportunity to build stronger bridges for their employees, not just between teams, but between chapters of their careers.
This isn’t just about risk mitigation. It’s about culture building.
The question for the next generation of employers is this:
Can we create a world where every worker – regardless of role, resume, or background – has access to support, guidance, and a path forward?
We believe the answer is YES.
It’s time to reinspire transitions and redefine offboarding.
Angel Cruzado is the Founder and CEO of Respiris, a workforce transitions company focused on outplacement—the last mile of the employee lifecycle. Respiris gives every impacted employee a “best friend” in transition, while helping companies reduce the legal and reputational risks of poor offboarding.
