When you transition a senior leader, what are you offering them?
Traditional outplacement costs thousands per person for generic career coaching that senior executives attend twice and stop going. ClearLane is a structured executive positioning program built from the search side: how recruiters and PE sponsors actually read a senior profile, where the gaps are, and what a real interview looks like at their level.
The tools are built to feed one another. Resume Builder preloads into Gap Analyzer, Gap Analyzer feeds the Positioning Audit, and the Mock Interview pulls from everything before it, including past feedback and prior transcripts. The Mock Interview then feeds back into the Positioning Audit — the cycle tightens positioning and sharpens interview performance with each pass.
Starts the same day. No intake process, no scheduling, no wait time.
See ClearLane in Action
A full walkthrough of the suite, from Lane Clarity Check through Mock Interview.
The outplacement model is broken by design.
Traditional providers were built for volume contracts with enterprise HR. ClearLane was built for the senior executive who just got a separation package and needs to move through the market with a cleaner story than they walked in with.
| Traditional Outplacement | ClearLane | |
|---|---|---|
| Cost per executive | $5,000–$15,000 per person, billed to the company | Credit-based Per person. Volume-based pricing, no contracts. |
| Time to deploy | Contract negotiation, vendor onboarding, intake scheduling. Executives often wait weeks before first contact. | Tokens delivered same day. Executive activates within minutes. No intake queue, no waiting room. |
| Built for | All levels, all industries, one program. The VP gets the same template as the coordinator two floors down. | VP and C-suite executives at PE-backed and mid-market companies. Nothing else. |
| Who designed it | Career coaches who advise candidates. Most have never sat in a search firm evaluating who gets to the shortlist and why. | An executive search professional who has placed Directors, VPs, and C-suite leaders and knows exactly how the other side of this process works. |
| What the executive gets | Generic resume review. Job board access. Coaching calls that run out. A portal they log into twice. | Positioning audit through a recruiter's lens. Resume gap analysis against specific target roles. Mock interview calibrated to the actual interviewer. Lifetime access. |
| Minimum commitment | Annual contracts. Volume minimums. Per-company agreements. Legal review before you can start. | No annual contract. No per-company agreements. Credit-based packages structured to your volume. Book a call to build yours. |
| Portfolio scalability | Separate contract per portfolio company. Each entity negotiates independently. No firm-level leverage. | One relationship at the firm level. Deploy to any portfolio company as transitions arise. No renegotiation required. |
Corporate packages
Corporate packages are structured around your team's size and expected transition volume. Pricing is based on credit commitment, with larger packages carrying a lower per-use rate. All packages include the full tool suite plus Comp Read access.
| TIER | PER CREDIT | TOTAL | EXPIRATION |
|---|---|---|---|
| Pilot (3 credits) | $1,750 | $5,250 | None |
| Standard (5 credits) | $1,500 | $7,500 | 18 months |
| Standard (10 credits)most common | $1,250 | $12,500 | 18 months |
| Standard (20 credits) | $1,000 | $20,000 | 18 months |
Each credit: all four tools plus a 30-min session with Ido. Larger blocks available; contact for pricing.
Build your package in a 20-minute call.
Tell us the size of your portfolio, how many transitions you anticipate, and what support level your executives need. We will structure a package that fits.
Book a call to build your packageThe Tools Your Executives Get Access To
Every ClearLane engagement includes the full tool suite. Here is what each one does.
- Live Lane Clarity Score: real-time scoring updates as the executive builds, not after
- Function-specific resume structure built for the target lane, not a generic template
- Director vs. VP/C-suite branching: auto-detects seniority tier, applies the right benchmark set
- Verb palette enforcement: flags passive language at Director tier; flags absence of organizational transformation language at VP and above
- Past-tense bullet checker and AI bullet trim
- Lane Gate: blocks progression until the resume meets the minimum clarity threshold
- Same-company date overlap detection
- JD language calibration: reads PE/mid-market signal language (EBITDA, hold period, board reporting for VP+; process improvement for Director)
- Director vs. VP branching: different gap benchmark expectations by seniority tier
- Five gap recommendations ranked by weight to the specific role type
- Proof point mapping: identifies which existing bullets already address stated requirements
- Missing element callouts: surfaces what is absent, not just what is weak
- Identity Drift Alert: detects when stated positioning contradicts the actual career pattern
- Comp Calibration Check: flags when comp expectations are misaligned with target role and company type
- Reference Gap Detector: identifies structural gaps in the reference profile
- Target Company Pressure Test: evaluates whether the target company list is coherent with the stated lane
- Recruiter Read Simulator: generates questions a recruiter would actually ask, calibrated by seniority
- Proof Point Audit: classifies every major claim as Driver, Passenger, or Unclear
- Uncovered Risk Detector: surfaces risks a recruiter would flag that the candidate has not addressed
- Synthesized Diagnostic Verdict: written narrative with prioritized recommendations
- Questions adapt in real time based on previous answers, not a static list
- Six-dimension scoring: Relevance, Depth, Structure, Conciseness, Confidence, Executive Presence
- Question-by-question postmortem: most damaging moments surfaced first
- Friction callouts: specific moments where the answer likely created doubt
- Director vs. VP calibration: different question types and scoring thresholds
- Calibrated for PE-backed and board-level search contexts
- Benchmarks aggregated and calibrated from a multitude of compensation data sources, spanning functions, levels, company types, and sectors; updated regularly
- Covers base, bonus, carry, and equity by level and function
- Specific to the transition type: consulting exit, PE portfolio operations, corporate strategy, finance
- Practice mode: the executive practices the actual compensation conversation out loud, speaking their ask, their responses to pushback, their framing, and gets coached on how it lands before the real negotiation
- Runs at offer stage, not before
- Outputs a plain-language read the person can act on, not a range to interpret themselves
What the executive goes through
This is what you can describe in the separation conversation: a structured positioning program that starts immediately and is built for their level.
Why this is different from traditional outplacement
Traditional outplacement programs are built from the coaching side: generic advice, scheduled sessions, a portal the executive logs into once and forgets. The content doesn't speak to their level because it was never designed for it.
ClearLane is built from the search side. Every tool reflects how recruiters and hiring committees actually evaluate senior candidates: what they look for on first pass, what makes them pause, what gets a profile moved forward or set aside. The executive doesn't need to be taught how to network or how to write a cover letter. They need to know how they're being read, and what to do about it before the search starts.
That difference is why senior executives actually use it. There's nothing to schedule around, nothing to sit through that feels beneath them. The program meets them where they are and shows them something they haven't seen before: the recruiter's perspective on their own background.
Why this works for HR teams
Ido Singer spent his career inside the executive search process, placing C-suite and VP-level leaders across PE-backed, privately held, and public companies. He built ClearLane to give candidates what he saw them missing in every search: the recruiter's read on their own background, before the interview, not after the rejection.
Considering this for an upcoming transition?
Schedule a 20-minute walkthrough to see how the program works and what the executive experience looks like.
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