This is a direct breakdown, without the marketing language. Here is what each provider delivers, what employers pay, and where all three fall short for senior executives who need more than a coaching framework.
Table of Contents
A Quick Look at the Market
LHH, Right Management, and Intoo are not equal. They operate at different scales, serve different buyer types, and take meaningfully different approaches to career transition.
LHH is part of the Adecco Group, a Fortune Global 500 staffing corporation, and operates globally across 60 countries with roughly 4,000 coaches. Right Management outplacement services operate across 75 countries through ManpowerGroup, with 45 years in the market and a strong enterprise reputation. Intoo entered the US market through Gi Group’s acquisition of CareerArc’s outplacement business and positions itself as the modern, tech-forward alternative.
These are not the only providers in the space. Randstad RiseSmart, Challenger Gray & Christmas, Careerminds, and Career Partners International all compete in the same category. But LHH, Right Management, and Intoo are the three names HR leaders most commonly evaluate for enterprise programs, which is why they anchor most comparison searches.
All three serve employers buying outplacement as part of a severance package to support departing employees. None of them are free to individual candidates. The question is which one delivers real value for the money being spent.
LHH (Lee Hecht Harrison): The Global Giant
LHH is the most recognizable name in outplacement. That name recognition comes with real advantages: global delivery infrastructure, a dedicated ICEO division for executive transitions, and coaches who, at the senior tier, come predominantly from C-suite backgrounds. Their Career Studio platform aggregates job listings, includes LinkedIn Learning courses, and claims to reduce time-to-placement by 65% through what they call an “Active Placement” approach.
Their platform includes one-on-one coaching sessions, resume writing support, LinkedIn profile development, and an aggregated job board. The pricing LHH publishes gives buyers a clear frame of reference, which is unusual in this industry:
| Program Tier | Duration | Employer Cost | What Is Included |
|---|---|---|---|
| Job Search Essentials | 3 months | From $2,400 | Platform access, resume tools, job board aggregation |
| Professional Outplacement | 3 months | From $5,400 | Dedicated coach, LinkedIn optimization, interview prep |
| Signature 1:1 Coaching | 3 months | From $11,310 | Senior coach, personal brand strategy, executive support |
Source: LHH published pricing via WeAreCareer. Prices subject to change. Executive ICEO programs priced separately.
Strengths
- Largest global coaching network
- Published pricing (rare in this space)
- ICEO division dedicated to C-suite transitions
- 80% of senior advisors from C-suite backgrounds
- Strong presence in major US metros
Weaknesses
- Shift toward technology-first delivery feels impersonal
- Regional gaps outside major metro areas
- High volume can mean coaches split attention
- Adecco staffing connection rarely translates to placements
- 3-month programs short for executive searches averaging 5-9 months
LHH is a credible choice for VP-level outplacement in major markets. Their Signature coaching tier gives senior leaders access to experienced advisors. The weakness is the technology-first shift and the time cap: most executive job searches run well beyond three months, and the standard programs do not extend coverage without additional cost.
Right Management: The Legacy Player
Right Management has been in the outplacement business for over 45 years. That longevity has produced a model built around human coaching, not just platform access. Their PowerSuite Next technology supports coaches rather than replacing them, which is a meaningful distinction from providers leaning into AI-first delivery.
Their program structure is more explicitly tiered for seniority than LHH or Intoo:
- Echelon: for C-suite and senior executives
- Elevate / Edge: for professional and management levels
- Navigate: for frontline and entry-level employees
The Echelon program includes leadership assessments, board placement support, and coaching that extends through the onboarding phase of the new role. Pricing is not public but is negotiated at the enterprise level through ManpowerGroup contracts.
The reported outcomes are strong: an NPS of 85, a 98% satisfaction rate, and placement timelines reportedly 25% faster than the national average. They have been named to Forbes’ Best Management Consulting Firms list four times. Their platform includes employer analytics and program reporting, which gives HR teams visibility into employee engagement throughout the program. Their RightConnect employer network provides warm introductions to hiring organizations, which is one of the few examples in this category of genuine network access rather than a job board link.
Strengths
- 45 years of enterprise credibility
- Dedicated Echelon program for executive level
- 150+ PhD-credentialed coaches
- RightConnect employer network with warm introductions
- Coaching extends through post-placement onboarding
- NPS 85, 98% satisfaction rate
Weaknesses
- No published pricing; requires enterprise negotiation
- Platform (PowerSuite Next) dated compared to Intoo
- Better suited to large enterprise deals than individual placements
- Still coaching-centric, not execution-centric
Right Management is the strongest of the three for executives at VP level and above, largely because of the Echelon program structure and the RightConnect employer network. The trade-off is opacity on pricing and a platform that has not kept pace with newer entrants. For companies running large-scale reductions with a significant executive cohort, Right Management remains the most defensible choice.
Intoo: The Digital-First Challenger
Intoo is the newest of the three in the US market. The company entered through Gi Group’s acquisition of CareerArc’s outplacement business and has built a genuinely modern platform. Their on-demand coaching model is a real differentiator: employees access coaches seven days a week via video, phone, or chat, with no assigned coach and no session caps. Their AI-powered mock interview tool, Ayla, is one of the more useful technology features in the category. One-on-one coaching sessions are available on demand, and the platform includes resume writing tools, LinkedIn optimization, and integrated upskilling resources.
A user review notes: “Really good at keeping us updated on employee progress.” The client-side reporting dashboard is a genuine advantage for HR teams who want utilization data without chasing provider contacts.
The weaknesses are proportional to the strengths. Intoo’s shorter US track record means a smaller employer network than LHH or Right Management. The minimum six-month program commitment can be a budget constraint for companies running smaller, targeted separations. And the on-demand model, while excellent for professionals who benefit from flexible access, is less suited to executives who want a consistent senior advisor who knows their career context deeply.
Strengths
- Best-in-class digital platform and UX
- Unlimited on-demand coaching, 7 days a week
- Three months post-placement support
- AI interview practice (Ayla) included
- Global reach: 130 countries, 40 languages
- Cost-effective for mid-level volume programs
Weaknesses
- Shorter US track record, especially at executive level
- Smaller employer network than LHH or Right Management
- No assigned coach means less continuity for senior searches
- Six-month minimum may not suit targeted separations
- Less depth for board, PE, or consulting transition paths
Intoo is the right call for mid-market companies running professional-level outplacement at scale. The platform is genuinely good, the coaching access is flexible, and the cost model is competitive. For individual executive separations at VP level and above, the lack of a dedicated senior advisor and the thinner US employer network are real gaps.
Side-by-Side Comparison
| Category | LHH | Right Management | Intoo |
|---|---|---|---|
| Parent company | Adecco Group | ManpowerGroup | Gi Group Holding |
| Model | Hybrid (in-person + online) | Hybrid (human-first) | Digital-first |
| Coach access | Assigned coach | Dedicated coach throughout | On-demand, no assigned coach |
| Executive program | ICEO division | Echelon (dedicated) | Available, limited depth |
| Employer network | Adecco staffing (limited overlap) | RightConnect (warm intros) | Smaller, newer |
| Published pricing | Yes ($2,400 to $11,310+) | No (enterprise quotes) | No (custom quotes) |
| Active job search | No | No | No |
| Post-placement support | No | Yes (onboarding phase) | Yes (3 months) |
| Best for | Large enterprise, major metros | Senior executives, enterprise | Mid-market, professional level |
Data compiled from published sources and provider websites, August 2026. Verify current pricing and program details directly with each provider.
What They All Have in Common (And Why That Matters)
Set aside the branding, the platform differences, and the NPS scores for a moment. LHH, Right Management, and Intoo share the same foundational model, and understanding that model is what lets you evaluate them honestly.
All three are coaching-centric, not execution-centric. This is the same model that traditional outplacement has always used: give employees better tools, a stronger framework, and a coach to work through the search with them. What none of these providers do is actively reach out to hiring managers, market the candidate to their network, or negotiate on the candidate’s behalf.
- Coaching frameworks, resume templates, and LinkedIn guidance: included
- Interview preparation and salary negotiation coaching: included
- Direct outreach to hiring managers on the candidate’s behalf: not included
- Active positioning of the candidate’s profile to decision-makers: not included
- Personalised employer introductions at scale: very limited, even at premium tiers
For most employees navigating a career transition, this model works. A career coach, a better resume, and structured job search support meaningfully improve outcomes compared to going it alone.
For senior executives, the math is different. Most executive roles are not publicly posted. Research consistently shows that 70% or more of leadership positions are filled through networks, referrals, and direct approaches, not through job applications. A coaching framework helps an executive know what to do. It does not put them in front of the decision-maker who can actually offer the role.
LHH, Right Management, and Intoo all operate on the same coaching-first model. They help candidates become better job seekers. None of them actively market the candidate to employers. For executives competing in a largely hidden job market, that distinction matters significantly.
Your outplacement package handles the coaching. Who handles the search?
Reverse recruiting puts an experienced recruiter in your corner, actively marketing your profile and generating interviews, not coaching you to do it yourself. Most executive roles are never posted publicly
So Which One Should You Choose?
If you are an HR leader selecting a provider for your company:
For volume layoffs at IC and mid-management level: Intoo is the strongest operational fit. The platform is modern, coaching access is flexible, and the cost model is competitive at scale. The six-month minimum is worth confirming against your headcount and timeline.
For executive separations at VP level: Right Management’s Echelon program or LHH’s Signature tier are the defensible choices. Right Management’s human coaching model and employer network give it a slight edge for senior leaders. LHH’s published pricing makes budget planning easier.
For C-suite and board-level separations: None of the three is sufficient on its own. Senior leaders separating from C-suite roles benefit from a dedicated advisor running an active campaign on their behalf, not a coaching program they manage themselves. Supplement with a boutique service or reverse recruiting firm for this cohort.
If you are an executive who has received outplacement as a severance benefit:
Take the program. Even if the provider is not your first choice, the services that come with it resume review, LinkedIn optimization, interview coaching have real value. Use them.
But do not treat it as your primary job search strategy. The timeline mismatch alone is a problem: standard programs run three to six months; executive searches average five to nine months. More importantly, the coaches are not connected to the hiring managers and board members who will make the decision on your next role.
Use your outplacement program for what it does well. Build your search strategy around what it cannot do.
When None of These Is the Right Answer
The one thing LHH, Right Management, and Intoo have in common is what they do not offer: an active partner who conducts the job search on your behalf.
Reverse recruiting is the model that fills that gap. Instead of coaching you to run your own search, a reverse recruiter takes on the outreach, positioning, and employer engagement. You direct the strategy. They execute it. For senior executives where the role is filled before it is posted, and where a personal introduction from a known intermediary outperforms a cold application, this model consistently outperforms coaching-only programs.
It is also the only candidate-paid model in this comparison, which means you choose the advisor. You are not assigned one.
If you are evaluating outplacement options after a senior-level separation, it is worth understanding the difference before committing to a program that was designed for a different type of candidate. See our full breakdown on executive outplacement and how reverse recruiting works.
Most executive roles are filled before they are posted.
Outplacement coaching prepares you to apply. Reverse recruiting puts you in the room before applications open. If you are a VP, C-suite leader, or senior director in transition, see whether MPR is the right fit.
FAQs
Is LHH or Right Management better for executive outplacement?
Right Management edges out LHH for executive-level transitions at VP and above, primarily because of its human-first coaching model and the Echelon executive program, which includes leadership assessments and dedicated coaches with senior backgrounds. LHH is strong for executives in major metros but has shifted toward more technology-driven delivery, which can feel impersonal for senior leaders who need sustained, high-touch support. For C-suite transitions, neither may be sufficient without supplementing with active job search execution.
How much does LHH outplacement cost per person?
LHH publishes three pricing tiers: Job Search Essentials at $2,400 for three months, Professional Outplacement at $5,400 for three months, and Signature 1:1 Coaching at $11,310 for three months. These are employer-side costs paid as part of a severance package. Executive programs through LHH’s ICEO division are priced separately and typically cost more. All prices are subject to change; confirm current pricing directly with LHH.
What is the difference between Intoo and LHH outplacement?
Intoo is a digital-first provider with on-demand coaching available seven days a week, no assigned coach, and a minimum six-month program commitment. LHH assigns a dedicated coach and offers in-person options alongside its digital platform. LHH has a larger US market presence and a longer track record at the executive level. Intoo tends to be more cost-effective for professional-level, high-volume outplacement. For executive transitions, LHH has more depth; for scalable mid-level programs, Intoo is often the stronger operational fit.
Can I choose my own outplacement provider after a layoff?
In most cases, no. Employers pre-select the outplacement provider as part of their severance infrastructure, and the program is provided to you as a benefit. You can, however, negotiate during a separation agreement. Before signing, you can request a specific provider, a cash equivalent in lieu of outplacement, or an upgraded program tier. Once you have accepted a severance package, the outplacement assignment is usually fixed. If you want a provider of your own choosing, you can engage one independently alongside your employer-provided benefit.
Is outplacement from a large firm better than a boutique service?
Not necessarily. Large firms like LHH and Right Management offer scale, global reach, and brand recognition, but executives often report feeling like a number in a high-volume system. Boutique providers typically offer more personalized attention and coaches with direct senior leadership backgrounds. The trade-off is employer network size. For mass layoffs at mid-level, large firms win on scalability. For individual executive transitions where personalization and active outreach matter more, boutique or specialized services often deliver better outcomes.
