OVI is an AI-native applicant tracking system (ATS) at ovi-me.com. You chat with AI agents Sora and Milo to source candidates, screen CVs, and run AI voice interviews in one workflow.

How do I sign in to OVI?

Sign in to OVI at https://ovi-me.com/auth with your work email or Google account. New teams can start a free trial from the homepage.

OVI AI refers to OVI's hiring agents — Milo for CV screening and Sora for sourcing — built into the AI-native ATS so recruiting teams chat to hire instead of clicking through traditional ATS screens.

OVI is the AI-native ATS where you chat to hire. Two AI agents — Sora for sourcing and Milo for screening — find candidates, score every CV, and run AI interviews, all controlled from a single chat.

What does "chat to hire" mean?

Chat to hire is OVI's AI-native hiring workflow: instead of clicking through a traditional ATS, you describe what you need in chat and OVI's AI agents source candidates, screen applicants, run AI interviews, and send outreach for you.

What is an AI-native ATS?

An AI-native ATS is an applicant tracking system built around AI agents rather than forms and pipelines. OVI's AI chat ATS lets recruiters source, screen, interview, and follow up through conversation — the agents do the work and surface only the candidates worth meeting.

Who are Sora and Milo?

Sora is OVI's AI sourcing agent — she scans LinkedIn, the open web, and your ATS history to find best-fit candidates and reach out in your name. Milo is OVI's AI screening agent — he scores every applicant against your rubric and surfaces a ranked shortlist.

How do OVI's AI interviews work?

OVI runs async AI interviews for every shortlisted candidate and returns scores, transcripts, and recordings — so your team only meets the people worth meeting.

AI Outplacement Platforms in 2026: How RiseSmart, INTOO, Careerminds, and LHH Compare

By Chris Weinmann, Founder, OVI

Published 2026-09-08

The outplacement services market will reach $6.22 billion in 2026, growing at a 7.71% CAGR, according to 360iResearch. The broader career transition market is projected to hit $10.4 billion by 2033 at an 8.9% CAGR. What is driving this growth? In significant part, AI itself: 87,714 announced U.S. job cuts through May 2026 cited AI as the primary driver — accounting for 22% of all layoffs that year.

The irony is sharp. AI is simultaneously creating the layoffs and powering the platforms designed to help displaced workers find new roles faster. For CHROs managing workforce reductions, the question is no longer whether to offer outplacement — it is which provider's AI philosophy matches your organization's values and your employees' needs.

Four platforms dominate the enterprise market: Randstad RiseSmart, INTOO, Careerminds, and LHH. Each takes a fundamentally different bet on how much AI should replace, augment, or stay away from the career coaching relationship.

The AI Philosophy Divide

The most important decision in choosing an outplacement provider in 2026 is not feature sets or pricing — it is how much you trust AI to guide a human being through one of the most stressful transitions of their professional life.

RiseSmart leads with what Randstad calls a "Tech & Touch" model: AI-driven job matching paired with human coaching. INTOO has staked the opposite position, explicitly marketing that its live chat connects candidates with "real career coaches, not AI." Careerminds blends both — "robust AI tools" alongside unlimited human coaching. LHH operates at global scale with its Career Studio digital platform, combining technology-driven resources with coaching networks.

No single approach is universally correct. The right choice depends on your workforce demographics, the sensitivity of the reduction, and whether your employer brand strategy prioritizes speed-to-reemployment or high-touch human support.

Platform Breakdown

RiseSmart (Randstad) — Best for Speed and Global Scale

RiseSmart delivers the strongest quantitative outcomes in this group. The platform reports a 60% faster placement rate than the market average, a 98% participant satisfaction rate, and an average time to land of 80 days. Coverage spans 80+ countries and 40 industries, making it the default choice for multinationals managing concurrent reductions across regions.

The AI engine powers job matching, skills gap analysis, and market insights. Human coaches layer on top for strategic guidance, resume development, and interview preparation. For CHROs who measure outplacement success primarily by reemployment speed and satisfaction scores, RiseSmart's data-backed approach sets the benchmark.

Best fit: Global enterprises managing large-scale reductions who need fast, measurable outcomes across multiple countries.

INTOO — Best for High-Touch Human-Centered Transitions

INTOO has taken the boldest anti-AI stance in the market. Following a 2026 platform redesign, the company explicitly positions its live coaching chat as connecting candidates with real career coaches, not AI — a direct contrast to competitors leaning into automation. INTOO earned the Gold Stevie Award for UX at the 24th Annual American Business Awards, validating its bet on the human experience.

Every job seeker receives a minimum of six months of service, ensuring support extends through what is often a longer-than-expected search process. For organizations where the workforce skews senior, tenured, or in roles where the transition carries reputational sensitivity, INTOO's human-first model reduces the risk of displaced employees feeling processed by an algorithm during their most vulnerable professional moment.

Best fit: Organizations prioritizing employer brand protection and employee experience during sensitive reductions — especially for senior or long-tenured populations.

Careerminds — Best for Fast-Scaling Global Operations

Careerminds combines aggressive AI tooling with the highest coaching intensity in this comparison. The platform reports an average time to land of 11.5 weeks — two to three times faster than traditional providers — while maintaining unlimited one-on-one coaching at a 30:1 participant-to-coach ratio. Candidates also access 500+ courses and AI-powered job search tools.

In February 2026, Careerminds acquired Keystone Partners, Renovo, Job Copilot, and Outplacement Australia in a single move, rapidly assembling global coverage and end-to-end workforce solution capabilities. For CHROs at growing organizations that need both speed and coaching depth without enterprise-tier pricing, Careerminds offers the most balanced profile.

Best fit: Mid-market to enterprise organizations that want fast placement times and unlimited coaching depth — especially those expanding globally and needing a provider scaling alongside them.

LHH (The Adecco Group) — Best for Enterprise Volume at Global Scale

LHH operates in 60+ countries and supports approximately 500,000 candidates annually, making it the largest provider by volume in this comparison. The Career Studio platform delivers digital resources, coaching tools, and job market intelligence at scale.

LHH's pricing operates by private quote, and the platform is best suited for organizations where the primary requirement is consistent service delivery across dozens of countries with a single vendor relationship. For Fortune 500 companies managing ongoing workforce transformations — not just one-time reductions — LHH's infrastructure and candidate volume capacity are difficult to match.

Best fit: Global enterprises with ongoing transformation programs requiring consistent outplacement delivery across 60+ countries under a single provider.

Comparison Matrix

Dimension	RiseSmart	INTOO	Careerminds	LHH
AI philosophy	AI-first hybrid ("Tech & Touch")	Human-first (explicitly anti-AI coaching)	AI tools + unlimited human coaching	Digital platform + coaching network
Avg. time to land	80 days	Not published	11.5 weeks	Not published
Satisfaction rate	98%	Gold Stevie Award (UX)	Not published	Not published
Coaching model	AI matching + human coaches	Live coaches, minimum 6 months	Unlimited 1:1, 30:1 ratio	Coaching network + Career Studio
Global reach	80+ countries, 40 industries	Primarily US/UK	Expanding (4 acquisitions Feb 2026)	60+ countries
Pricing transparency	Quote-based	Quote-based	Quote-based	Private quote
Best for	Speed + global scale	Employer brand + human touch	Fast scaling + coaching depth	Enterprise volume + global consistency

Which Provider Fits Your Organization?

Large enterprises account for 46% of outplacement market demand in 2026. But "large enterprise" is not a single buyer profile. Use this decision framework:

If speed-to-reemployment is the primary KPI and your reduction spans multiple countries → RiseSmart
If employer brand risk is high (senior leaders, public-facing roles, union environments) → INTOO
If you need the fastest placement with unlimited coaching and are scaling globally → Careerminds
If you need a single global vendor for ongoing transformation programs → LHH

What is outplacement and why do companies offer it?

Outplacement is employer-sponsored career transition support provided to employees affected by layoffs or restructuring. Services typically include career coaching, resume development, interview preparation, job matching, and skills training. Companies offer outplacement to protect their employer brand, reduce legal risk, maintain morale among remaining employees, and fulfill ethical obligations to departing workers. With the outplacement market reaching $6.22 billion in 2026, it has become a standard component of responsible workforce management.

Does AI-powered outplacement actually produce better outcomes?

The data is mixed. RiseSmart's AI-driven approach produces 60% faster placement than market averages and a 98% satisfaction rate. Careerminds reports 11.5-week average placement — two to three times faster than traditional providers — using a blend of AI tools and human coaching. However, INTOO has deliberately moved away from AI in coaching interactions and still earned top UX recognition. The evidence suggests AI accelerates job matching and market analysis, but the coaching relationship itself may benefit more from human connection, particularly for senior or emotionally complex transitions.

How do I evaluate whether a provider's AI approach fits my workforce?

Consider three factors: workforce demographics (younger, tech-savvy populations may prefer AI-powered self-service; senior populations often need more human interaction), reduction sensitivity (public or union-involved reductions carry higher brand risk and favor human-first models), and your success metrics (if speed-to-reemployment is the primary KPI, AI-driven matching delivers measurable advantages; if participant experience and brand perception matter more, a human-centered approach may be worth the trade-off).

What should an outplacement contract include?

At minimum: defined duration of service (INTOO guarantees a minimum of six months), coaching-to-participant ratio (Careerminds offers 30:1), geographic coverage aligned to your reduction footprint, satisfaction and placement rate reporting commitments, data privacy and compliance terms, and clear SLAs for onboarding speed after a reduction event is announced.