Enroll employees annually. When a layoff decision is made, Gatoms handles everything — evaluation, salary continuity, placement — with no public announcement required. Convert unpredictable severance into a fixed annual cost.
Early traction — zero paid marketing
When a layoff decision is made, notify Gatoms. Evaluation and placement begin immediately for affected employees. Documentation, communication, and placement — all handled. HR is freed from day one.
No public layoff announcement required. Employees are transitioned to Gatoms — not left in the open. The brand damage, Glassdoor reviews, and LinkedIn backlash that follow a mishandled RIF simply don't happen.
The CFO pitch: convert unpredictable severance liability into a single fixed annual enrollment fee. One PO, one budget line, fits HR procurement cycles. No surprises when a transition is needed.
For your Head of People: get continuous skill visibility across your entire workforce. Skill Pulse scores, trajectories, and ranked profiles — shared daily. L&D infrastructure built into enrollment at no extra budget line.
Post jobs for free on the Gatoms open platform and access daily-updated, Skill Pulse-verified profiles. Zero placement fee when hiring from Gatoms. Non-enrolled companies experience the value before any enrollment decision.
HR and recruiters are roles inside your enrolled company — you approve their access. Enrolment isn't just layoff coverage; it's a day-to-day toolkit for the people who run hiring and offboarding.
Add, remove, and tag employees in seconds. See who's vested, who's job-searching, who's a flight risk. Export anything for board reporting — no more spreadsheet sprawl across your HRIS, ATS, and offboarding tracker.
Title, location, salary band, JD — done. No SEO games, no aggregator pricing, no 'sponsored listing' upsells. The role hits the public Gatoms board and is surfaced to matched, Skill-Pulse-verified members the same day.
Your recruiters browse pre-assessed, daily-ranked candidates — many actively moving — and reach out directly. Zero placement fee on the hire. Recruiter portal access is approved by your company; recruiters cannot self-enrol.
Gatoms isn't just an offboarding tool — it's a benefit your people feel the value of. Employees who can see they're protected trust the company more, so the enrolment pays back in retention, not only at layoff time.
Pay the annual enrollment fee upfront — per employee. A 3-month waiting period applies before layoff management activation. One PO, one budget line. Every new hire added later starts their own 3-month period from their enrollment date.
During the enrollment period, employees take monthly Skill Pulse assessments. Their ranked profiles are shared daily with enrolled company recruiters — building visibility before any layoff.
When a transition decision is made, notify Gatoms. Evaluation and accelerated placement begin immediately. Salary continuity follows after a 1-month payment delay — the B2B (company-sponsored) path; individual memberships have a 2-month delay. No public announcement required.
Track placement progress, employee status, and transition outcomes in real time from the company portal. HR is free to focus on the business from day one.
Annual enrollment. 3-month waiting period. Everything handled from day one of a transition.
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