of employees say they'd stay longer somewhere that offered career development support — yet most never get it.
LinkedIn Workplace Learning ReportFor People teams
A mentor's worth of guidance — for the climb and the hard part.
Vostego is career development your people will actually open: playbooks, decision trees, and on-demand guidance for raises, reorgs, and career moves. And when transitions happen, the same platform delivers outplacement that respects them, at a fraction of the cost.
The cost of doing nothing
Everyone's problem. Nobody's program.
Most people navigate their careers alone. When transitions come, the gap turns into a crisis — for them, and for you.
average cost per head for traditional outplacement — mostly overhead and coaching sessions that go unused.
HR industry benchmarksof outplacement participants say the services weren't useful for their actual job search.
Career Transitions Industry SurveyOne platform, two jobs
Growth for everyone. Support when it counts.
| Traditional L&D / outplacement | Vostego | |
|---|---|---|
| Career development | Generic L&D courses, low completion | Interactive playbooks, decision trees, and scripts for real situations |
| Transition support | $3,000–$5,000 / head outplacement | Starting under $600 / participant |
| Job leads | Generic job-board access | 10,000+ vetted roles weekly with direct links |
| Resume support | Scheduled coaching calls | AI-powered, role-specific feedback on demand |
| Engagement | Under 30% for outplacement; completion certificates for L&D | Self-serve tools people use because the content is useful |
| Analytics | Certificates; manual reports | Engagement, career-progress, and re-employment outcomes |
| Setup | Weeks of onboarding | Branded portal live within days |
What your team gets
Three outcomes, not a course catalog.
On-demand career mentorship
The guidance people normally need an executive coach or a great manager for — available the day they get access.
- Playbooks: negotiate a raise, navigate a reorg, evaluate a role
- Decision trees that walk moves through step by step
- Word-for-word scripts for hard conversations
Transition support that works
When goodbyes happen, the same platform delivers outplacement people actually use — and keep their dignity through.
- 10,000+ vetted roles weekly with direct employer links
- AI resume feedback tuned to each target role
- A branded org portal for departing employees
Measurable ROI
Real data for your People team — engagement and outcomes, not participation certificates.
- Which content gets used (and what that signals)
- Career progress and re-employment outcomes
- Usage patterns that surface where career anxiety lives
Career infrastructure
Publish your company's career frameworks — in days, not quarters.
Most career ladders live in a stale spreadsheet nobody opens. Build yours in Vostego and give every employee a clear, branded map of what's expected — and what's next.
Career ladders Compensation bands Internal mobility 30/60/90 onboarding Performance-review prep
A Engineering Career LadderAcme Co · Engineering Division
L1
Associate Engineer
Assigned tasks with clear specs · 0–18 months
L2
Engineer I
Feature-sized work with defined requirements · 1–3 years
L3
Engineer II
Multiple features, some ambiguity · 3–6 years
L4 Inside a level
Senior Engineer
Team-wide impact · 5–10 years
Technical
- Owns subsystems with complex domains; defines their long-term direction
- Makes architectural decisions that affect the whole team
- Sets the technical quality bar — standards, testing, incident response
Collaboration
- Technical voice in product roadmap and sprint planning
- Bridges engineering and product/design on complex trade-offs
- Interviews and evaluates engineering candidates
Leadership
- Sets technical direction for the team
- Structured mentorship with L2/L3 engineers
- Drives delivery of large, multi-sprint projects
Promotion signal: Impact consistently exceeds the team boundary; writing RFCs that influence other teams; developing L3s into strong engineers; asking for broader scope unprompted.
L5
Staff Engineer
Multi-team, cross-cutting concerns · 8–15 years
L6
Principal Engineer
Org-wide technical strategy · 12+ years
EM
Engineering Manager
Team of 4–8 engineers · transition from L3/L4 IC
SR EM
Senior Engineering Manager
Multiple teams or a complex org · 2–5 years managing
One of five framework types — ladders, comp bands, internal mobility, onboarding, and review prep — all branded to your org.
A look inside
Here's what your team would actually open.
A branded hub on your own subdomain, live within days. This is a working sample with representative data — explore it right here, or open the full version in a new tab.
Not a live site — an illustrative demo of a branded Vostego hub. Yours carries your logo, colors, and subdomain.
Built for the way People teams work
No coach minimums. No per-seat onboarding.
Offer it as an ongoing benefit or stand it up for a workforce transition. Either way, it scales without overhead.
Common questions
The things People teams ask first.
Is this outplacement, or career development?
Both — most companies start with one and expand. As an ongoing benefit, people get interactive playbooks, decision trees, negotiation scripts, and planning tools: the mentorship usually reserved for people with great managers. When transitions happen, the same platform delivers outplacement with vetted leads, resume feedback, and re-employment tracking.
What do employees actually get?
Immediately useful guidance for real situations: how to negotiate a raise, whether a lateral move is worth it, what to do when your team is reorged. Each guide has decision trees, frameworks, and word-for-word scripts — closer to a coach than a course.
How fast can we start?
A branded org portal can be live within days of signing. Employees get immediate access to playbooks, decision trees, and resume feedback. No lengthy implementation or IT integration required.
Does this need IT involvement?
No. Vostego is a standalone platform accessed via invite codes. Nothing to install, no SSO required (it's on the roadmap), and no vendor security review for most organizations.
How is this different from our L&D platform or LinkedIn Learning?
L&D platforms teach skills. Vostego helps people navigate careers — real decisions about comp, offers, reorgs, and staying or going, with interactive trees and scripts. And unlike LinkedIn, your People team gets engagement analytics that can signal retention risk.
What can we report to leadership?
For development: engagement metrics, the topics that signal anxiety, and utilization. For transitions: re-employment tracking and cohort-level outcomes. Concrete data — not certificates.
Ready when you are
Invest in your team's careers — before and after.
Whether it's an ongoing benefit or transition support, we'll have a tailored plan and a sample portal ready within a week.