Employers see program-level numbers: activation rates, engagement trends, credit utilization, and outcome signals. They can't see anyone's searches, applications, AI conversations, or purchases. The boundary lives in the data model itself, not in a reporting filter someone could forget to apply.
Proof without surveillance
Answer "is it working?" without watching anyone.
Every transition program gets asked the same question: was it worth it? Ture answers with live, aggregated dashboards for activation, engagement, spend, and outcomes, while each person's searches, applications, and conversations stay their own.
Down from roughly two days of assembling vendor decks. The dashboard is live, so Monday's numbers are Monday's numbers.
You see engagement in week one, not in a vendor PDF six weeks later, so there's still time to act on it.
The privacy boundary is built into the data model. Nobody has to remember to anonymize anything.
Results vary by program design and cohort. We'll show you what to expect for yours.
What it does
The work it takes off people's plates.
Every feature here replaces something a participant, coach, or program manager used to do by hand — or didn't have time to do at all.
The pulse
See who's engaging and who needs a nudge
Track activation, engagement, and milestones by cohort and program. Spot the group that's going quiet without reading over any one person's shoulder.
The spend
Where the budget actually goes
Watch Flex Credit spend across coaching, courses, and Ture AI by category and cohort. Individual purchases stay private, always.
The proof
Numbers leadership actually asks for
Time-to-activity, application volume, interview rates, and placement signals, packaged so a board update takes minutes instead of days.
The paperwork
Compliance reports that write themselves
Generate compliance-ready reporting for government employment programs and workforce grants, with API integrations for regulatory systems.
“I stopped dreading the quarterly board email about transition spend. The numbers are just there, clean and aggregated, every Monday morning.”
Devon Aoki
VP of People, Ledgerline Financial
Why Ture
What makes Ture different.
Most outplacement is a pamphlet and a phone number. Ture was built around the person going through the transition.
The AI does the work, not just the talking.
Ture AI builds the profile, finds the roles, tailors the applications, and hits submit — with the participant always in control of what gets sent.
24/7
Working even when your team isn't
Private for people. Measurable for programs.
Participants get a space where nobody's watching over their shoulder. Employers get aggregated outcomes and ROI — never an individual's search history.
100%
Of individual activity stays private
One platform, four sides of the transition.
Participants, HR teams, coaches, and hiring employers work from the same skills data — so nothing gets lost in a handoff.
88%
First-week activation, ~3x a legacy provider
See it working. Not on a slide deck.
Walk through how this works for a real person, from the day they're told to the day they land — and what your team sees along the way.
From signals to decisions
From a hard day to a real plan.
Here's where Outcomes & Analytics shows up in a transition — and who it helps at each step.
The black box
You funded the program. Now prove it worked.
Traditional vendors send a slide deck six weeks after the fact, with rounded percentages and no underlying data. Leadership asks if the spend was worth it, and the honest answer is a shrug.
Explore Program Management
The firewall
Measured for the org. Private for the person.
Ture's data model splits at the source: organizations see aggregated program health, individuals keep their searches, applications, and conversations. Nobody has to choose between accountability and trust.
See the HR leader experience
The Monday morning
Board-ready by breakfast.
Saved views and scheduled exports turn the weekly leadership update into a two-click job. One VP cut board prep from two days to under an hour, and the data got more credible, not less.
See Outplacement Analytics
Integrations
Connect the tools already running the transition.
Ture plugs into the systems HR, providers, and talent teams already trust, so program data moves without another manual spreadsheet loop.
01
HRIS & Payroll
Keep cohorts, eligibility, and employee records in sync.
02
Workspace & Identity
Connect workplace accounts, SSO, and user provisioning.
03
ATS & Talent
Connect job, application, and talent pipeline workflows.
04
Learning & Assessment
Route Flex Credits to approved courses and providers.
05
Wellness & Support
Connect private wellbeing and specialist support services.
06
Career Tools
Add job-search, interview, and entrepreneurship services.
One connected platform
You're looking at Outcomes & Analytics. Here's what it connects to.
Every capability shares the same skills data and the same privacy boundary — so people never fall through the cracks between tools.
You are here
Capability 04
Outcomes & Analytics
ROI and activation reporting
01
AI Career Transition
AI agent that runs the job search
02
Skills Intelligence
Skills mapped to 58k occupations
03
Program Management
Run cohorts, budgets, and provisioning
05
Career Services Marketplace
130+ services funded by Flex Credits
06
Practitioner Enablement
Caseload tools and AI co-pilots
07
Talent Matching
Name-blind, skills-based hiring
Common questions
Questions people actually ask.
Straight answers about Outcomes & Analytics — how it works, who sees what, and where it fits.
Take the next step
Give your people more than a goodbye.
Talk to our team about how Outcomes & Analytics fits your program — we'll walk through it with your real scenarios, not a canned demo.
