NextChapter vs. LHH
LHH is an outplacement provider. This page sets out what NextChapter does and the questions to ask LHH, because we have not verified current details of its offering.
Feature comparison
| NextChapter | Ask LHH | |
|---|---|---|
| Reporting | A live roster of enrolled people and their status, aggregate outcomes for the program, and a printable quarterly review. | What is your reporting latency: real time, monthly or quarterly? Can we see utilization the day a cohort is enrolled? (Questions 2 and 3 on our RFP template.) |
| What the person keeps after the seat ends | Their account, free, for as long as they want it, plus their profile, résumé, documents and search plan. Employer-paid coaching sessions and the recruiter network stop. | What does the participant keep, and for how long, after the contract ends? What is deleted, and who decides? (Questions 1 and 7.) |
| What the employer sees about individuals | Aggregate outcomes with a minimum group size of 10. No individual’s activity, grade or usage is shown to the employer. | What does the employer see about each participant? Is there a minimum group size on aggregate reporting? |
| Proof the obligation was met | A compliance pack documenting that the severance support was offered. | What documentation do you provide that the severance obligation was met? Ask for a sample before signing. (Question 5.) |
| References | Structured reference collection from past managers and colleagues. | What percentage of participants complete a structured reference process? (Question 4.) |
| How you buy it | Outplacement seats are enrolled one by one or by CSV, and bought on their own. | Is outplacement sold on its own or as part of a wider staffing or RPO agreement? |
What participants keep
Their account, free, for as long as they want it, plus their profile, résumé, documents and search plan. Employer-paid coaching sessions and the recruiter network stop.
Ask LHH: Ask what the participant keeps and for how long after the contract ends. It is question 7 on our RFP template.
What the employer sees
A live roster, aggregate outcomes and a compliance pack. Aggregates need a group of at least 10, and no individual’s activity, grade or usage is shown.
Ask LHH: Ask about reporting latency and what is shown about individuals. It is question 2 on our RFP template.
What to check about any vendor
These are questions for any outplacement vendor, not statements about this one. We have not verified any of them for this vendor, so ask it directly.
- Countries covered. If your reduction spans several countries, ask which ones the vendor serves directly and how local labor-law questions are handled.
- Coach capacity. If you need a large number of people supported on short notice, ask how many coaches are available and how quickly.
- Procurement requirements. If your process needs certifications, insurance, standard contract terms or references, ask each vendor, including us, for them.
- Vendor history. A longer-established vendor may matter to your internal risk review. Ask each vendor how long it has served employers like you.
- In-person services. If your contract or workforce needs workshops or local offices, ask each vendor whether it provides them.
“If you are running a multi-country reduction, check which countries LHH covers directly. If you are running a US reduction and want your people to walk away with proof they keep, not just promises, that is us.”
When to choose LHH instead
- You are running a reduction across several countries and LHH confirms it covers each one.
- Your workforce or contract requires in-person, on-site delivery and LHH confirms it provides it.
- Procurement requires specific certifications or references and LHH supplies them.
Run your own comparison
Our vendor-neutral RFP template lists eight questions to put to any outplacement vendor. You can put them to LHH and to us.
Get the RFP template