Career transition profile
A values-based map of what the next role should look like, so the person leaving has a clear picture of where they'll thrive, not just where jobs exist.
When the right
move is out, make it
a smooth exit.
R180 helps departing employees understand what they value next,
protecting their wellbeing, your employer brand, and your future hiring pipeline.
A transition process
that protects
everyone.
Psychologist debrief
A confidential, 1-on-1 session with an organizational psychologist to process the transition and plan next steps with clarity.
Brand-protective process
Employees who leave well become referrers, alumni, and sometimes boomerangs. A strong exit is one of the highest return reputation investments you can make.
From kickoff to first
insights
in 14 days.
Most engagements follow a predictable rhythm. Here's what your
team's timeline looks like,
week by week, so you can plan around it instead of guessing.
Day 0
20-min scoping call
We listen first. You tell us the problem, the team, the timeline. We come back with a tailored proposal, not a deck.
Week 1
Configuration & onboarding
One 60-minute call to set up your team's value profile and configure the assessment for your specific roles or culture audit goals.
Week 2
Participant assessment
Each participant takes a 30-minute interactive assessment on their own time. We send reminders, track completion, and handle support.
Week 3
Reports delivered
Individual Value Profiles released to each participant. Team-level cross-analysis delivered to leadership. Sample reports available before commitment.
Week 4+
Debrief & ongoing tracking
60-minute psychologist debrief for each participant. Optional longitudinal dashboard for HR teams to track development over time.
What leaders ask about values-based offboarding.
Because how people leave shapes your brand, your alumni network, and your ability to rehire. A values-based debrief helps the departing person leave with clarity and direction, and it helps you protect the relationship. Exits become referrers, alumni, and future boomerang hires.
It is designed to be the opposite. The assessment and debrief exist for the departing employee’s benefit, giving them clarity on their values and their next step. They are delivered by an organizational psychologist on a voluntary basis, and nothing is forced.
Yes. As with every R180 service, results are released only with the individual’s consent, and the process is framed as support rather than evaluation.
A Value Profile and a debrief with one of our organizational psychologists to help them understand their strengths, drivers, and best-fit next move. It is practical support for the transition, not a formality.
A strong, respectful exit is one of the highest-return reputation investments you can make. People who leave well become advocates, and people who leave badly tell everyone. This makes the difference deliberate.
The same way as every other R180 service. It is confidential, consent-based, never sold, SOC 2-aligned, and GDPR-compliant.