Traditional Outplacement Gets People Their Next Job.
Moro's Retirement Transition Program Gets Them Ready for Life After Work.
When you issue a WARN notice or launch an early retirement incentive program, your outplacement vendor serves the employees looking for another role. Moro serves the ones who are ready to retire. Most companies don't realize those employees need a different kind of support, until they're already gone.
What Is Retirement Transition Support?
Retirement transition support is a coaching program for employees who are leaving work permanently, not looking for their next job. Traditional outplacement focuses on résumés, job boards, and career coaching. Moro's retirement transition program addresses what comes after the career ends: identity, purpose, daily structure, social connection, and health.
Moro is the only retirement transition program built exclusively for this population. We're not a financial planning service, a career coaching firm, or an EAP. We handle everything the 401(k) doesn't.
The transition support traditional outplacement wasn't built to provide
Traditional Outplacement | Moro Retirement Transition Support |
|---|---|
One-size severance add-on | Tailored retirement transition program |
Reactive to the employer's crisis | Proactive for the employee's transition |
Career coaches | Certified retirement lifestyle coaches |
Serves all departing employees | Serves retirement-bound employees specifically |
Getting employees back to work | Getting employees ready for life after work |
Résumés, LinkedIn, job boards | Identity, purpose, lifestyle planning |
Two reasons companies work with Moro
Reactive:
WARN notices and early retirement incentive programs
When a WARN Act notice or early retirement incentive program (ERIP) includes retirement-eligible employees, standard career transition services don't fit. These employees aren't looking for their next job. They need a plan for the rest of their life. Moro provides a dedicated retirement transition program for the retirement-bound cohort. Budget is typically already approved. The 60-day WARN window starts now.
Proactive:
Succession planning gaps
Only 14% of organizations feel prepared for future leadership gaps (SHRM, 2025). Your most experienced employees may be staying longer than planned, not because they love the role, but because they don't know who they are without it. Moro's pre-retirement benefit gives employees space to build a purposeful identity outside work before the exit. The result: earlier, more transparent retirement timelines and a succession pipeline you can actually plan around.
Retirement Transition Programs
Program 1: Retirement Transition Program
For companies managing WARN notices, early retirement incentive programs (ERIPs), and voluntary retirement programs. A dedicated retirement transition support program for retirement-eligible employees in your affected cohort. Delivered virtually. Includes 1:1 coaching, lifestyle planning, and group workshops. Priced per employee, mirroring how traditional outplacement is budgeted, so it fits existing vendor processes without friction.
Program 2: Pre-Retirement Succession Benefit
For employers managing an aging leadership pipeline. Offered to employees at least a year before retirement eligibility, not just at the exit door. When employees have space to plan their post-work life before it's urgent, they tend to disclose retirement timelines earlier and more transparently. That gives your organization more lead time for succession, knowledge transfer, and talent development. Priced as PEPM or annual license.
Program 3: Manager & HR Enablement
Training for HR teams and people managers on how to support retiring employees, beyond financial benefits. Available standalone or as an add-on to either program above.
What this delivers for your organization
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Earlier retirement timelines. When employees have a plan for what comes after work, they tend to share their retirement intentions earlier. Succession planning happens on your schedule, not theirs.
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Higher late-stage engagement. Legacy design coaching re-engages employees to view their final years as a deliberate runway, not a countdown to the door.
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Protected employer brand. Employees exit with dignity and a plan. How your company handles transitions gets noticed by the employees who stay.
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Controlled knowledge transfer. Phased retirement support keeps institutional memory from walking out the door abruptly.
Who we work with
Moro partners with employers to provide retirement transition support for retirement-eligible employees, whether leaving voluntarily or through a workforce reduction, and for employees navigating a parent's care needs.
What Moro is not: We're not a financial planning service, investment advisor, or EAP. We don't serve employees looking for their next job. Moro is specifically for the retirement-bound population who want to be proactive about life post-work.
Things CHROs usually ask us
Does Moro replace our existing outplacement provider? No. Moro complements your existing outplacement vendor; it doesn't replace them. Your current vendor serves employees looking for another job. Moro's retirement transition program serves the employees who are ready to retire. The two programs cover different populations with different needs.
How does pricing work? The Retirement Transition Program is priced per employee, the same way traditional outplacement is budgeted, so it fits within existing WARN or ERIP budget approvals without friction. The Pre-Retirement Succession Benefit is priced as PEPM (per employee per month) or annual license.
How quickly can Moro be deployed for a WARN notice? Contact us as early as possible within the 60-day WARN window. We scope the retirement-bound cohort, structure the program, and deliver virtually, so onboarding is fast.