Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
Moncton has earned its reputation as one of Canada’s most adaptable and entrepreneurial cities, with a population of over 170,000 in the Greater Moncton area, spanning Moncton, Dieppe, and Riverview. It’s a hub for bilingual business, logistics, contact centres, and growing technology and health sectors.
This is a city where connections matter. Layoffs here don’t just affect individual employees; they ripple through entire communities, where employers and employees often know each other personally. For HR leaders, CFOs, and executives, outplacement is not only about supporting people, it’s about protecting reputation, maintaining trust, and ensuring continuity in a labour market where everyone talks.
The stakes of workforce transition are uniquely high in New Brunswick:
Moncton employers that invest in structured, human-first career transition programs see measurable advantages:
Employers in Moncton operate under the Employment Standards Act of New Brunswick, but case law shows that procedural fairness often extends beyond minimum requirements.
In Smith v. Vitalité Health Network (2022), the New Brunswick Labour and Employment Board acknowledged that providing career transition services demonstrated good faith in a contested termination. While not legally required, it strengthened the employer’s defence and mitigated reputational risk.
For Moncton employers, particularly in unionized and bilingual environments, outplacement can serve as both a legal safeguard and a public relations tool.
Local organizations need an outplacement provider who can deliver:
✔️ Do your exits reflect both compliance and compassion?
✔️ Can your provider deliver fully bilingual, culturally aware services?
✔️ Are your managers trained to communicate layoffs with empathy?
✔️ Are you protecting your legal standing and community reputation?
✔️ Are retained employees engaged and confident post-restructure?
1. CareerJoy
Human-First. AI-Smart. 100 Percent Canadian.
CareerJoy is a national people and culture firm, not a recruiter, delivering personalized career transition programs with a balance of ethical AI technology and deep human connection.
What we bring to Moncton:
Local Leadership Insight:
“CareerJoy helped us manage a sensitive bilingual layoff with professionalism and empathy. It protected our brand and gave our employees a path forward.”
HR Director, Moncton-based transportation company
Case Study: Bilingual Contact Centre Downsizing, Dieppe
In 2024, a major bilingual customer service operation reduced 80 positions due to contract restructuring.
Challenges included:
CareerJoy provided:
Results:
2. Gallagher (formerly Optimum Talent)
National delivery capacity
Consideration: May use more standardized program templates; less flexibility for bilingual nuances
3. RiseSmart (Randstad)
Global tech-enabled platform
Consideration: Primarily U.S.-based coaching; limited New Brunswick ESA expertise
4. CareerMinds
Digital-first, budget-friendly option
Consideration: Minimal in-person bilingual delivery in Moncton
Our clients here value our ability to combine national reach with deep regional understanding:
From Government of Canada departments to World Vision and BMW, we help respected employers navigate change with dignity and precision.
CareerJoy supports Moncton’s most respected employers in delivering career transitions that protect brand, relationships, and compliance.
We are an official learning partner of APEX and proudly hold a 4.7-star Google rating.
📧 Contact Alan Kearns, Founder: alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100 Percent Canadian. Global reach. Proven results.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
Victoria is more than just British Columbia’s capital, it’s a government powerhouse, a hub for clean technology, education, and tourism, and one of Canada’s most desirable places to live and work. With a population nearing 100,000 in the city proper and over 400,000 across the Capital Regional District, Victoria blends the influence of a provincial capital with the community connections of a mid-sized city.
Here, a layoff is never just an HR transaction. In a city where public sector roles, unionized workplaces, and knowledge-based industries dominate, workforce changes carry both political and personal weight. For HR leaders, CFOs, and executives in Victoria, outplacement is about protecting more than just the company, it’s about safeguarding relationships, reputation, and trust in a community where connections run deep.
Victoria’s unique employment landscape amplifies the stakes of managing terminations well:
Employers in Victoria, whether in the public, private, or nonprofit sectors, see tangible advantages from structured, human-first career transition services:
BC employers follow the Employment Standards Act of British Columbia, but courts and arbitrators now assess procedural fairness beyond statutory minimums.
In Saunders v. Victoria School Board (2022), the BC Labour Relations Board noted that the presence of career transition services reinforced the employer’s good faith in a contested termination. While not legally required, outplacement helped demonstrate fairness and reduced the potential for prolonged disputes.
For Victoria organizations, especially those in unionized or politically sensitive environments, outplacement is a valuable risk management strategy.
Victoria’s employment mix calls for outplacement providers who can navigate complexity and community expectations:
✔️ Do your exits reflect your organization’s culture and public reputation?
✔️ Can your provider deliver in unionized, bilingual, and politically visible environments?
✔️ Are your managers prepared to communicate terminations with empathy?
✔️ Are you protecting both legal compliance and employee well-being?
✔️ Do retained employees feel confident in the organization’s direction?
1. CareerJoy
Human-First. AI-Smart. 100 Percent Canadian.
CareerJoy is a national people and culture firm, not a recruiter, offering personalized career transition programs that blend ethical technology with deep human connection.
What we bring to Victoria:
Local Leadership Insight:
“CareerJoy’s approach helped us navigate a politically sensitive transition without damaging trust. Employees felt respected, and our relationships with stakeholders stayed strong.”
Director of HR, Victoria-based public sector agency
Case Study: Public Sector Restructure, Downtown Victoria
In 2025, a mid-sized provincial ministry office restructured, impacting 28 roles across policy, administrative, and unionized support positions.
Challenges included:
CareerJoy provided:
Results:
2. Gallagher (formerly Optimum Talent)
National network with large-scale delivery capability
Consideration: Standardized programs may lack flexibility for smaller, locally focused organizations
3. RiseSmart (Randstad)
Global tech-enabled platform with strong analytics
Consideration: Primarily U.S.-based coaching; limited familiarity with BC’s ESA and union context
4. CareerMinds
Digital-first, budget-friendly model
Consideration: Minimal in-person presence on Vancouver Island
Our clients in Victoria choose us because we combine national reach with local sensitivity:
From Government of Canada departments to nonprofits and private sector innovators, CareerJoy supports leaders when it matters most.
CareerJoy partners with Victoria’s most respected employers to deliver transitions that protect brand, relationships, and compliance.
We are an official learning partner of APEX and proudly hold a 4.7-star Google rating.
📧 Contact Alan Kearns, Founder: alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100 Percent Canadian. Global reach. Proven results.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
In today’s workplace, layoffs are more than just a financial exercise — they’re a test of leadership, culture, and values. That’s why choosing the right outplacement partner is one of the most critical decisions an employer can make during a transition.
Companies like RiseSmart — now part of global HR giant Randstad — offer a wide-reaching platform, built for multinational scalability. On paper, they offer a sleek combination of tech tools, global reach, and virtual coaching.
However, for Canadian employers who care about nuance — including language, labour law, regional industry norms, and leadership continuity — global can sometimes miss the mark.
At CareerJoy, we do it differently: human-first, AI-smart, and 100% Canadian. With bilingual support, deep sector expertise, and real coaches who understand the emotional and strategic reality of transition, we help organizations turn layoffs into moments of leadership, not liability.
RiseSmart is a global outplacement platform based in the U.S., operating as a division of Randstad. Their model is heavily tech-forward: automated dashboards, curated job leads, and scalable matching tools. Their coaching is typically virtual, often assigned randomly, and may vary in quality across regions.
CareerJoy, in contrast, offers a Canadian-made approach: high-touch, bilingual, personalized, and deeply rooted in national workplace trends, regional cultures, and long-term career integration.
Where RiseSmart focuses on scale, CareerJoy focuses on trust, cultural alignment, and continuity.
Canadian employees facing a layoff encounter a distinct legal, cultural, and emotional landscape compared to their global counterparts. Expectations around fairness, bilingual services, unionized environments, and employer care are higher and more scrutinized.
According to the 2024 HRPA State of Work in Canada:
RiseSmart’s model may work well for volume-based transitions in global operations. But it often struggles with:
CareerJoy’s model is built around these gaps, where it is purposefully local, built to meet Canadian standards and expectations.
RiseSmart typically ends support at the point of job landing. But that’s when many Canadian professionals are just beginning to feel the impact of transition. Confidence is still rebuilding. Integration is just starting. Pressure is high.
CareerJoy’s model extends past placement:
These aren’t just nice-to-haves. They’re essential in today’s Canadian workplace — and they mitigate real risks: early attrition, reputational damage, and poor onboarding outcomes.
A national non-profit preparing for a significant transition evaluated several outplacement firms. While RiseSmart offered a cost-efficient, global solution, the organization quickly realized that what they truly needed was a partner who could deliver culturally relevant, bilingual, high-touch support across all their Canadian regions.
They selected CareerJoy because of our:
“It was clear from the beginning that CareerJoy got us, not just our goals, but our values. We needed a partner who could connect with our people, in English and French, and who understood the kind of work we do. That’s what made the decision easy.” — Marie Desrosiers, VP, People & Culture, National Non-Profit
Within two months:
CareerJoy also offered something RiseSmart couldn’t: the ability to support both Canadian and global transitions with a human-first, AI-smart hybrid model.
Employers often ask, “Is it worth the extra investment?” The answer lies in what happens after:
CareerJoy’s post-placement support has helped hundreds of Canadian organizations avoid early exits, re-hiring cycles, and legal blowback. And it’s why our model is increasingly chosen by:
“What set CareerJoy apart was the blend of warmth and strategy. Our people didn’t just get jobs — they got clarity.” — Sarah McMillan, Senior Director, Crown Corporation
“They understood our sector, our regions, and our values. That’s what made all the difference.” — David Levesque, Manager, Talent & Culture, Public Health Sector
“After being laid off, CareerJoy helped me not just land — but lead. They saw me as more than my resume.” — Catherine Boyd, Career Transition Client
“I’ve worked with a lot of firms. CareerJoy felt different. Human, honest, and incredibly effective.” — Thomas Chan, Leadership Coaching Client
“The support I received helped me regain confidence at a critical time. I wouldn’t be where I am without them.” — Jasmine Patel, Outplacement Recipient
If your outplacement support ends at Day One, it might be time to rethink the model.
Let’s do it differently — with support that’s human-first, AI-smart, and built for Canadian workplaces.
CareerJoy is Canada’s national people & culture firm — trusted by the Government of Canada, Shopify, World Vision, BMW, YMCA, BGC Canada, and more. As an APEX partner with a 4.7 Google rating, we support career transitions, leadership development, and hybrid coaching across all sectors.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
In Calgary, resilience is a way of life, but when layoffs hit, leadership is tested.
This is a city that’s constantly evolving. From energy giants to fintech disruptors, from engineering firms to non-profits, Calgary is home to bold ideas and ambitious people. But it’s also a city that has weathered booms and busts, and understands the human toll of market swings.
Whether you’re restructuring due to market volatility, consolidating business units, or navigating an M&A, how you manage transitions speaks volumes about your values as a leader.
In Calgary, where relationships matter as much as revenue, outplacement isn’t just a nice-to-have; it’s a vital investment in dignity, brand, and organizational trust.
Calgary has a population of over 1.4 million and one of the youngest, most educated workforces in the country. It’s a hub for energy, finance, engineering, real estate, technology, and logistics. But it’s also a city profoundly shaped by economic cycles, and where people remember how companies behave in hard times.
What’s at Stake:
In Alberta, while outplacement isn’t legally mandated, it’s increasingly used to demonstrate good faith in terminations. Especially in large restructures, unionized environments, or when long-tenured employees are affected.
In Nguyen v. EnergyCore Ltd. (2022), the Alberta Court of Queen’s Bench considered whether an employee was supported in their job search post-termination. While outplacement wasn’t legally required, its absence was noted in the awarding of additional damages.
The message is clear: even in cost-cutting scenarios, investing in ethical transition reduces downstream risks — financial, legal, and reputational.
HR and leadership teams here consistently value:
✔️ Have your leaders been trained to handle exits with empathy and clarity?
✔️ Are your services aligned with Alberta’s employment standards and case law?
✔️ Do you have outplacement partners who understand both the corporate and industrial sides of the Calgary market?
✔️ Are you supporting not just re-employment, but mental resilience?
✔️ Have you considered the message your approach sends to retained staff?
CareerJoy is Canada’s leading people and culture firm, trusted by organizations across the energy sector, financial services, government, and tech.
What sets us apart in Calgary:
✅ 1:1 coaching for professionals, tradespeople, and executives
✅ Expertise in Alberta labour law and economic context
✅ Coaches with local insight and national reach
✅ Emotional and mental wellness integration
✅ Post-landing support to ensure sustainable outcomes
Voices from Calgary
“We needed more than templates — we needed people who could meet our team where they were, emotionally and professionally. CareerJoy delivered that with heart and strategy.”
— Senior HR Leader, Calgary-based energy company. After being laid off from an engineering firm I’d been with for 12 years, CareerJoy helped me regain confidence. They knew the Calgary market, and they helped me land well.”
— A. Patel, mid-career engineering leader
In early 2025, a Calgary-based mid-cap oil and gas company downsized following a merger, impacting 75 employees across technical, HR, and administrative roles.
CareerJoy was engaged to:
Outcomes:
Longstanding presence in Alberta with structured delivery.
Consideration: Strong with large-scale programs, but feedback often notes a lack of emotional depth and customization.
Global, tech-forward platform.
Consideration: Offers automation and analytics, but coaching may be delivered outside Canada, with limited local relevance.
Enterprise-focused provider with a history in Alberta.
Consideration: Often geared toward high-volume or government contracts; small to mid-size firms may find service less flexible.
Organizations in Calgary choose CareerJoy because we:
Whether you’re sunsetting a business unit or managing industry-wide shifts, we help you preserve culture, reduce risk, and lead well.
The best leaders in Calgary know it’s not just about how you grow — it’s about how you let go.
Outplacement isn’t a soft skill. It’s a core leadership behaviour that builds loyalty, safeguards reputation, and reflects your values in action.
CareerJoy proudly supports organizations across Alberta and Canada, including the Government of Canada, World Vision, BMW, Shopify, YMCA, and BGC Canada.
As an APEX partner with a 4.7-star Google rating, we specialize in human-first, ethical transitions.
📧 alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100% Canadian. Global reach. Proven results.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
Right Management, part of ManpowerGroup, is a powerhouse in global career transition and talent development. Their scale is hard to match: global reach, sophisticated platforms, and brand recognition. However, in Canadian transitions—where labour dynamics, bilingual needs, and cultural nuances matter—scale alone can leave significant gaps.
At CareerJoy, we believe outplacement isn’t a commodity—it’s care in action. Built for Canadian workplaces, powered by AI insights, and driven by human connection, our model ensures that transitions become moments of clarity, confidence, and care —not confusion or churn.
And yes, we also support global transitions. From a single executive to over 5,000+ impacted employees, CareerJoy scales with integrity. Whether you’re a Canadian-headquartered organization with international teams or a multinational downsizing in Canada, we’ve got you covered with localized support and centralized oversight.
Right Management’s model prioritizes speed, efficiency, and digital delivery. This may appeal to cost-focused HR leaders, but it can fall short of meeting the psychological and professional needs of employees facing complex or emotionally challenging transitions. Their reliance on global platforms sometimes misses the nuance of Canadian employment laws, bilingual requirements, and public sector sensitivities.
CareerJoy delivers:
We believe in supporting the whole person, not just placing them somewhere fast.
According to HRPA (2024):
Right Management’s global-first approach often places Canadian clients into U.S.-based coaching queues or generic modules. That can mean:
CareerJoy’s 100% Canadian team includes:
Canadian employment law increasingly recognizes post-employment support as part of fair treatment, particularly in high-risk layoffs or when severance packages are negotiated. Poorly managed transitions can lead to:
CareerJoy reduces legal and operational risk by:
We also provide ROI tracking:
A provincial ministry recently underwent a significant reorganization, with 65 employees exiting across English and French zones. Right Management was the incumbent provider, but several issues arose:
After receiving feedback from existing staff and reviewing mid-project outcomes, the HR leadership team decided to switch providers. They selected CareerJoy based on our ability to offer:
Within weeks, sentiment shifted. We provided:
“CareerJoy didn’t just fill boxes. They held space. They helped our staff finish well and stay well. They understood our complexity.”
— M. D. Executive Director of Human Resources
Results:
“This was my second outplacement experience. The difference is night and day. CareerJoy saw me; Right Management felt transactional.”
— Andrew McKenzie, Former Director, Public Services
“They didn’t just send me training modules. They listened. They coached me out of doubt and into action.”
— Sienna Roy, Career Transition Client
“With their AI tools, I could see my market fit. But the real shift was what my coach helped me find in myself.”
— Dev Patel, Leadership Development Participant
Right Management can lead in volume and breadth. But when it comes to the Canadian people’s experience, CareerJoy leads in relevance, responsiveness, and results.
We’re not trying to be everything to everyone. We’re focused on getting outplacement right — for employees, for leaders, for your brand.
That means:
If your outplacement partner centers process over people, it’s time to choose differently.
CareerJoy is Canada’s national people & culture firm — trusted by the Government of Canada, Shopify, World Vision, BMW, YMCA, BGC Canada, and more. As an APEX partner with a 4.7 Google rating, we support career transitions, leadership development, and hybrid coaching across all industries.
Human-first. AI-smart. 100% Canadian. Global reach. Proven results.
alan.kearns@careerjoy.com | 1-877-256-2569
Happy Friday,
I recently spoke with a new partner who is preparing for a significant restructuring within their organization. As we discussed the transition ahead, one question surfaced that I hear often: We want to provide outplacement support, but given the financial pressure that led to this restructuring, how do we justify the cost?
It is a fair and familiar question. Restructuring usually occurs in response to market realities, such as declining revenues, changing business models, or external factors like tariffs that affect margins. When budgets tighten, every expenditure is examined, and even well-intentioned leaders wrestle with the balance between empathy and economics.
What I often remind leaders is that the logic behind outplacement is not unlike the logic behind onboarding. Every organization instinctively invests in helping new employees succeed. We understand the ROI: engagement, performance, and retention all rise when onboarding is done well. In fact, if a manager failed to onboard new team members properly, we would question their leadership judgment.
Yet when people exit the organization, we often see that same structured investment disappear.
The offboarding process becomes a checklist rather than a leadership moment. But just as onboarding shapes first impressions, how an organization manages departures defines lasting ones, both for those leaving and those who remain.
When layoffs occur, the focus naturally lands on those who are exiting. We think about the conversations, the careers interrupted, and the uncertainty that follows. But another story is unfolding quietly within the organization: the experience of the people who stay.
Every restructuring sends ripples through the workplace, the energy changes. The hallways feel different. In the days that follow, when the boxes are cleared and the farewell emails sent, the real test of leadership begins because the story of a layoff is not only about who leaves, but about how those who stay choose to carry on.
At CareerJoy, we have supported both sides of this equation for more than two decades. Across industries and sectors, one truth stands out: when organizations handle departures with care, they strengthen trust, engagement, and commitment among those who remain. That is not a cost. It is a strategic investment in the business’s culture and stability moving forward.
There is a term that captures this reality well: survivor syndrome. It describes what happens to employees who survive a layoff but feel anxious, guilty, or disconnected. These are the people an organization most depends on to rebuild, yet they are often the ones most shaken by the process.
According to a 2022 study by the Society for Human Resource Management, 58 percent of organizations that offered outplacement support reported improved morale among their remaining staff. It is a simple truth backed by data. When people see their employer take care of others, it reinforces pride and trust in leadership.
Without that support, the cost is high. Research shows that trust in leadership can fall by more than 60 percent when layoffs occur without transparency or compassion. Once trust is broken, engagement and performance quickly follow.
Engagement is often the first casualty of poorly managed layoffs. Companies with formal outplacement programs report that 48 percent of remaining employees stay highly engaged, compared to only 33 percent where no support is offered.
That difference speaks volumes. It reflects the message employees receive when they see leadership act with empathy. The Harvard Business Review found that 82 percent of employees reported higher satisfaction and engagement when their organization provided professional transition support to departing colleagues.
These numbers tell a deeply human story. Engagement is not just about enthusiasm; it is about emotional connection. When people believe their company acts with integrity, they choose to give their best.
Layoffs can drain a team’s energy. People become cautious, less creative, and more inward-looking. Studies show that productivity often drops by 20 percent or more in the months following a restructuring.
But when organizations demonstrate care through clear communication and outplacement support, that dynamic shifts. High-trust environments, where employees see values in action, achieve productivity levels 50 percent higher than in low-trust environments.
Trust is not built through slogans. It grows through what people experience when times are hard.
Many leaders worry about those who are leaving, yet the real risk lies with those you want to keep.
Research shows that voluntary turnover can increase by more than 30 percent in the six months after a poorly managed layoff.
Organizations that provide structured outplacement and communicate openly often see the opposite result. Some report a 27% reduction in voluntary turnover during the same period. When employees feel that their company stands by its people, they are far more likely to stay.
Retention, in the end, is about trust and alignment. It is about believing that leadership will lead with humanity, even in difficult times.
Outplacement has long been viewed as a benefit for departing employees, but its actual value is much broader. It is a leadership signal that says, we take care of our people, all of them.
When outplacement is provided, trust in leadership is maintained or strengthened. Morale improves. Anxiety decreases. The employer brand remains intact. Employees feel proud to be part of an organization that lives its values.
When it is not, the opposite unfolds. Morale drops, anxiety rises, and the company’s reputation suffers. Future recruitment becomes harder, and the layoff story becomes the company’s story.
Beyond engagement and reputation lies something more profound: culture. Outplacement is not just a cost to manage; it is an investment in your organization’s emotional fabric.
We hear it again and again from the employees who stay: “It mattered that my company cared enough to help others. It made me proud to be here.”
This alignment between values and behaviour is what builds long-term loyalty. It transforms a difficult moment into an opportunity to strengthen culture.
In Canada, the balance between compassion and compliance is part of what defines outstanding leadership.
The 2025 Work. Made Better. The report found that 67 percent of Canadian employees said a company’s handling of layoffs would influence whether they would ever want to work there.
That means every layoff is not just an operational event; it is a cultural one. It shapes your reputation in the market and your credibility with the team you still rely on.
Leaders who manage restructuring well share three common practices.
These are not just leadership ideals; they are practical steps to sustain trust and resilience.
Layoffs reveal culture. They test leadership. And they define what people will remember about the organization long after the financials have recovered. Outplacement is more than a service; it is an expression of values in action.
As one HR leader recently shared with our team:
“We were focused on the people leaving, but what surprised us most was the impact on those who stayed. Outplacement helped us rebuild trust faster than anything else.”
Trust is the quiet strength that carries an organization forward.
Along the road with you,
Alan
If your organization is preparing for or recovering from restructuring, now is the moment to think about the people who remain.
CareerJoy helps employers across Canada rebuild trust, engagement, and stability through ethical, human-first transitions. Our bilingual, coast-to-coast team has supported partners including Shopify, BMW, World Vision, and the Government of Canada.
With our APEX partnership and 4.7-star Google rating, we bring both heart and evidence to the work of helping people land well and organizations lead well.
Let’s start the conversation.
Alan Kearns, Founder
alan.kearns@careerjoy.com | ☎️ 1.877.256.2569 | careerjoy.com
Human-first. AI-smart. 100% Canadian. Global reach. Proven results.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
In a year where AI is reshaping roles, hybrid work is still testing norms, and Canadian employees are more vocal about organizational values, companies’ handling of layoffs is under sharper scrutiny than ever before.
When an organization chooses an outplacement partner, it’s not just selecting a service — it’s making a statement about how it treats people, how it manages risk, and what kind of employer it intends to be in the future.
For many HR leaders, the choice comes down to two broad options: a multinational brand with a vast global footprint, or a purpose-built Canadian firm with deep local roots. In this article, we examine the practical, legal, and cultural implications of selecting between CareerJoy and one of the industry’s best-known players, LHH.
Lee Hecht Harrison (LHH) is a global name in outplacement. Backed by the Adecco Group, it offers standardized transition programs in dozens of countries. For organizations with operations in the U.S., Europe, or Asia, this level of infrastructure is reassuring.
But in practice, Canadian HR leaders often face real trade-offs with global firms:
While these challenges may be acceptable in specific enterprise environments, they become liabilities in high-stakes transitions, particularly when supporting senior leaders, public sector teams, or culturally specific populations.
CareerJoy operates from a different starting point. As a 100% Canadian-owned and operated firm, our approach to outplacement is shaped by:
In an era where values alignment, DEI integrity, and psychological safety are part of the employer brand, choosing a Canadian partner is not just a patriotic decision — it’s a strategic one.
Outplacement doesn’t just influence how employees find new roles; it also impacts their overall career trajectory. It also affects how they leave and how they feel about their former employer afterward.
In Canadian legal contexts, especially in Ontario, Alberta, and Quebec, offering tailored, culturally competent, and language-appropriate outplacement can significantly reduce exposure to wrongful dismissal claims or reputational backlash. For example:
By contrast, Canadian firms with regional depth and legal literacy offer more than just empathy — they provide insulation. Properly delivered outplacement is a form of risk management.
Both LHH and CareerJoy offer testimonials. Both publish case studies. But in Canada, there’s a distinct tone shift when reading what clients say about working with a firm like CareerJoy.
“They were with me the whole way — from the moment I got the news to the first day of my new role. It wasn’t just about finding a job; it was about finding a fulfilling career. It was about finding my confidence again.”
— Mark L., Calgary (from Google Reviews)
“I never felt like a number. They got who I was and what I wanted next. It made all the difference.”
— Fatima A., Toronto
These aren’t scripted lines from slide decks. They’re real reflections on human experience — something that’s harder to come by when coaching is fragmented across continents.
In our experience, the real differentiator isn’t just service quality — it’s fit.
CareerJoy’s structure allows us to adapt quickly:
By contrast, global firms often prioritize process over personalization. What works in New Jersey may not work in Newfoundland. And while the platform may be polished, the coaching may feel distant.
One of the most overlooked yet critical elements of outplacement success is coach continuity.
When an employee opens up to a career coach — especially in moments of grief, self-doubt, or significant life change — that trust needs to be nurtured. Being transferred mid-process or bounced between rotating consultants can undermine progress and stall recovery.
CareerJoy’s coaching model is built around one consistent relationship, supported by a national team, and enhanced — not replaced — by technology. It’s not about scaling people out. It’s about keeping people connected.
LHH has invested heavily in digital platforms — some impressive in scope, others reliant on generic content. CareerJoy has invested, too — but with a different goal. Not to reduce human involvement, but to amplify its effectiveness.
Our clients benefit from:
But the core of our model remains human. And it’s the combination — smart AI, stronger humans — that delivers the best results.
If your organization is facing layoffs, restructuring, or role eliminations — and you’re deciding how best to support transitioning employees — the decision you make about your outplacement provider will shape not just exits, but perceptions.
Every departure is an opportunity to protect your brand, reinforce your values, and minimize legal risk. It’s also a moment that your employees, past and present, will remember.
If your goal is to handle layoffs with empathy, professionalism, and Canadian integrity, it may be time to rethink defaulting to a global vendor.
Choosing an outplacement partner isn’t just about contracts; it’s also about finding the right fit. It’s about trust, continuity, and context. It’s about who understands your people — and your values — in a uniquely Canadian environment.
Let’s talk about what works here. And what truly supports the people who’ve helped build your organization?
CareerJoy is Canada’s national people & culture firm — trusted by organizations like The Government of Canada, Shopify, World Vision, BMW, YMCA, and BGC Canada. As an APEX partner with a 4.7 Google rating, we support career transitions, leadership development, and hybrid coaching across every sector.
Human-first. AI-smart. 100% Canadian. Global reach. Proven results.
Contact Alan Kearns, Founder at alan.kearns@careerjoy.com or 1-877-256-2569.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
Fredericton may be one of Canada’s smaller capital cities, but it punches well above its weight. With a population of over 60,000 in the city and 130,000 in the surrounding area, it’s a centre for government, education, technology, and entrepreneurship. Home to provincial departments, the University of New Brunswick, a growing cybersecurity cluster, and an active arts community, Fredericton’s workforce is skilled, connected, and highly engaged.
In a city where the public sector, academia, and private enterprise often overlap, layoffs are more than just business decisions are public events. For HR leaders, CFOs, and executives, outplacement here isn’t just about compliance; it’s about navigating high visibility, protecting long-standing reputations, and ensuring smooth transitions in a tight-knit professional ecosystem.
Employers in Fredericton face unique pressures:
Fredericton employers who invest in structured, human-first career transition programs see measurable advantages:
Fredericton employers are governed by the Employment Standards Act of New Brunswick, but as in other jurisdictions, courts and arbitrators often assess fairness beyond minimum requirements.
In Smith v. Vitalité Health Network (2022), the New Brunswick Labour and Employment Board noted that offering career transition services reinforced the employer’s commitment to good faith. While not legally required, outplacement was a factor in protecting the employer’s legal and reputational standing.
For Fredericton employers, especially in government, healthcare, and education, outplacement is a strategic safeguard as well as a leadership best practice.
Organizations in Fredericton benefit from an outplacement partner who can provide:
✔️ Do your terminations reflect both compliance and community values?
✔️ Can your provider deliver equal-quality services in English and French?
✔️ Are your leaders trained to communicate difficult news with empathy?
✔️ Are you protecting both legal standing and brand reputation?
✔️ Are retained employees re-engaged and confident post-layoff?
1. CareerJoy
Human-First. AI-Smart. 100 Percent Canadian.
CareerJoy is a national people and culture firm — not a recruiter — providing personalized career transition services that integrate ethical AI technology with deep human connection.
What we bring to Fredericton:
Local Leadership Insight:
“CareerJoy’s ability to deliver equally strong services in both official languages made a big difference for our organization and our employees.”
HR Director, Fredericton-based government agency
Case Study: Public Sector Restructure, Downtown Fredericton
In 2024, a provincial department headquartered in Fredericton eliminated 32 roles due to budget reallocation.
Challenges included:
CareerJoy provided:
Results:
2. Gallagher (formerly Optimum Talent)
National delivery capacity
Consideration: Standardized programs; less flexibility for academic or bilingual nuances
3. RiseSmart (Randstad)
Global tech-enabled platform
Consideration: Primarily U.S.-based coaching; limited familiarity with NB public sector requirements
4. CareerMinds
Digital-first, budget-friendly model
Consideration: Minimal in-person bilingual delivery in Fredericton
Local organizations trust us because we combine national scale with deep provincial understanding:
From the Government of Canada to World Vision and BMW, we help respected employers manage change with dignity and precision.
CareerJoy supports Fredericton’s most respected employers in delivering career transitions that protect brand, relationships, and compliance.
We are an official learning partner of APEX and proudly hold a 4.7-star Google rating.
📧 Contact Alan Kearns, Founder: alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100 Percent Canadian. Global reach. Proven results.
Work. Made Better. Series
Alan Kearns, Founder, CareerJoy
Charlottetown is more than Canada’s smallest provincial capital; it’s a growing hub for government, healthcare, education, tourism, and agri-business. With a population of just over 38,000 in the city and more than 80,000 in the greater metro area, it’s a community where personal and professional networks overlap daily.
In Charlottetown, layoffs are rarely anonymous. They ripple through neighbourhoods, workplaces, and even social events. For HR leaders, CFOs, and executives, outplacement here is about much more than compliance, it’s about maintaining trust in a place where your reputation is one of your most valuable assets.
Employers in Prince Edward Island face a unique set of workforce transition challenges:
PEI employers who invest in structured, human-first career transition programs see measurable benefits:
Employers in Charlottetown operate under the Employment Standards Act of Prince Edward Island, but precedent shows that fair treatment beyond the statutory minimum can influence legal and reputational outcomes.
In MacDonald v. Health PEI (2022), an arbitration panel noted that providing career transition services supported the employer’s position in a disputed termination. While not legally required, outplacement was cited as evidence of procedural fairness.
For Charlottetown employers, especially in healthcare, government, and tourism, outplacement can act as both a legal risk mitigator and a public relations safeguard.
Local employers benefit from a partner who can provide:
✔️ Do your exits reflect your organization’s values and community commitments?
✔️ Can your provider serve both bilingual and culturally diverse employee groups?
✔️ Are you protecting your legal standing and your brand reputation?
✔️ Are your leaders trained to deliver difficult news with empathy?
✔️ Are retained employees engaged and supported after layoffs?
1. CareerJoy
Human-First. AI-Smart. 100 Percent Canadian.
CareerJoy is a national people and culture firm, not a recruiter, delivering personalized career transition programs that integrate ethical AI tools with deep human care.
What we bring to Charlottetown:
Local Leadership Insight:
“CareerJoy’s thoughtful, bilingual approach helped us manage a sensitive transition while maintaining our good standing in the community.”
HR Manager, Charlottetown-based healthcare organization
Case Study: Healthcare Sector Restructure, Charlottetown
In 2024, a major healthcare provider restructured operations, impacting 20 roles in clinical and administrative positions.
Challenges included:
CareerJoy provided:
Results:
2. Gallagher (formerly Optimum Talent)
National capacity
Consideration: Standardized programming; less flexibility for seasonal and small-market contexts
3. RiseSmart (Randstad)
Global tech-enabled platform
Consideration: Primarily U.S.-based coaching; limited local labour market expertise
4. CareerMinds
Digital-first, lower-cost model
Consideration: Minimal in-person bilingual delivery in PEI
Our clients choose us because we bring national reach with deep local understanding:
From the Government of Canada to World Vision, BMW, and leading Atlantic Canada employers, we help organizations navigate change with dignity and precision.
CareerJoy supports Charlottetown’s most respected employers in delivering career transitions that protect brand, relationships, and compliance.
We are an official learning partner of APEX and proudly hold a 4.7-star Google rating.
📧 Contact Alan.Kearns, Founder: alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100 Percent Canadian. Global reach. Proven results.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
Montreal is one of the most dynamic and globally connected cities in North America. With over 4 million residents in the metropolitan area, it is a centre for aerospace, technology, finance, arts, manufacturing, and higher education. As one of the most bilingual cities in the world, it combines deep cultural roots with global business influence.
In Montreal, layoffs are rarely low-profile. The city’s strong unions, active media, and close professional networks mean terminations must be handled with precision, empathy, and cultural fluency. For HR leaders, CFOs, and executives, outplacement here is both a strategic and reputational imperative.
Montreal’s business and labour environment raises the stakes for how terminations are managed:
Montreal employers that invest in human-first, structured outplacement programs see measurable results:
Employers in Montreal must comply with the Act Respecting Labour Standards (ARLS) and, in many cases, collective agreements. Quebec’s CNESST and labour tribunals consider not only whether legal minimums were met, but also whether terminations were handled fairly.
In Gagnon v. Ville de Montréal (2022), the Administrative Labour Tribunal noted that offering outplacement services contributed to the employer’s demonstration of good faith, helping reduce the scope of potential damages.
For Montreal employers, particularly in high-profile sectors, outplacement is both a compliance-aligned measure and a reputation-protecting practice.
Given its complexity, Montreal employers seek outplacement providers who can:
✔️ Do your exits meet both legal and cultural fairness standards?
✔️ Can your provider deliver services in French, English, and additional languages as needed?
✔️ Are your managers trained to deliver difficult news with empathy?
✔️ Are you protecting your legal standing, your brand, and your talent pipeline?
✔️ Are retained employees confident in leadership after layoffs?
1. CareerJoy
Human-First. AI-Smart. 100 Percent Canadian.
CareerJoy is a national people and culture firm, not a recruiter, offering personalized career transition services that combine ethical AI technology with deep human care.
What we bring to Montreal:
Local Leadership Insight:
“CareerJoy’s bilingual, culturally intelligent approach allowed us to meet union requirements while protecting our brand across multiple markets.”
VP, People & Culture, Montreal-based global manufacturer
Case Study: Aerospace Sector Restructure, Montreal
In 2024, a major aerospace company reduced 55 roles across engineering, supply chain, and corporate functions due to market shifts.
Challenges included:
CareerJoy provided:
Results:
1. Gallagher (formerly Optimum Talent)
Large-scale national delivery capability
Consideration: Standardized program models; less tailoring for multilingual needs beyond French and English
2. RiseSmart (Randstad)
Global tech-enabled platform
Consideration: Primarily U.S.-based coaching; limited understanding of Quebec-specific employment law and union context
3. CareerMinds
Digital-first, lower-cost model
Consideration: Minimal in-person bilingual delivery in Montreal
Our clients in Montreal choose us because we combine national capacity with deep local expertise:
From the A@Government of Canada to BMW, World Vision, and leading Quebec employers, we support leaders in managing change with dignity and precision.
CareerJoy supports Montreal’s most respected employers in delivering career transitions that protect brand, relationships, and compliance.
We are an official learning partner of APEX and proudly hold a 4.7-star Google rating.
📧 Contact Alan Kearns, founder: alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100 Percent Canadian. Global reach. Proven results.
