About four weeks for a standard single-cohort program. Teams that arrive with identity, HRIS, and provider decisions made have launched in under three. Multi-region or multi-language programs usually run five to six.
Built for the people running the program
Layoffs are hard on HR too. The logistics shouldn't be.
Announcing a reduction is hard enough without juggling vendor emails, provisioning spreadsheets, and budget trackers. Ture gives program teams one place to launch cohorts, onboard participants in minutes, allocate Flex Credits, and see program health at a glance.
Down from 40 minutes of manual account setup and spreadsheet logging. Pick a template, review the credits, done.
Standard single-cohort programs go live in about four weeks. The fastest teams have launched in under three.
Departing employees flow straight from your HRIS into their cohort. No manual account creation, no CSV wrangling.
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.
Day one
Onboarding in minutes, not afternoons
Provision one person or a whole cohort with standardized templates and the ADP Workforce Now connector. What took 40 minutes per person now takes less than five.
Structure
Cohorts that match how your org works
Group by site, business unit, or region. Each cohort gets its own credit allocation, provider assignments, and communication templates, set once and reused.
Budget
Credits allocated, spend visible, privacy intact
Set per-participant Flex Credits by tier, watch spend at the program level, and adjust as needs change. No one ever has to negotiate who gets what.
Coverage
Every cohort covered, no one forgotten
Assign coaches, agencies, and providers to cohorts or individuals, and see coverage gaps before participants feel them.
“Coordinating three concurrent plant closures used to mean three separate spreadsheets, three vendor contacts, and three different reporting formats. Ture collapsed all of it into one portfolio view.”
Renée Tremblay
HR Program Manager, Boreal Heavy Industries
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 setup to oversight
From a hard day to a real plan.
Here's where Program Management shows up in a transition — and who it helps at each step.
The scramble
Three closures, three spreadsheets, one exhausted human.
Traditional programs make HR the integration layer: chasing vendors for updates, rebuilding status decks, logging every account by hand. The people who need support wait while the admin work piles up.
See the HR experience
The setup
Launch once. Reuse everywhere.
Templates carry your tiers, credits, and messaging from one program to the next. Employees flow in from your HRIS, get their credits automatically, and start with Ture AI the same day.
See how implementation works
The steady state
Problems surface before they become escalations.
A needs-attention view flags low-activation cohorts and missing provider assignments while there's still time to act. You check a dashboard on Monday instead of discovering a problem in next month's report.
Explore Outcomes & 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 Program Management. 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 03
Program Management
Run cohorts, budgets, and provisioning
01
AI Career Transition
AI agent that runs the job search
02
Skills Intelligence
Skills mapped to 58k occupations
04
Outcomes & Analytics
ROI and activation reporting
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 Program Management — 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 Program Management fits your program — we'll walk through it with your real scenarios, not a canned demo.
