Futurii is an AI career platform that handles the heavy lifting of a modern job search — and keeps mentoring you after you're hired. It finds and scores roles that fit you, auto-applies with tailored CVs and cover letters, warms up hiring managers, prepares you for every interview, and supports your first 90 days in a new role. Its promise is simple: My Future, My Career, My Life.

Career DNA is the profile you build when you join — your skills, experience, salary expectations, location preferences, and even your writing style. It's the single source of truth that powers everything Futurii does, so every tailored CV, cover letter, and outreach message sounds like you and fits the roles you actually want. Update it once and every future match and message reflects the new you.

How does AI Job Matching work?

Futurii actively discovers open roles across job boards and employer portals, then ranks each one with a proprietary match-score built on four signals: skills fit, seniority, location, and salary range. Because it matches on skills rather than keywords, it also surfaces adjacent and emerging roles you'd never have thought to search for.

How does Auto-Apply work, and do I stay in control?

For every role you approve, Futurii generates a tailored CV and cover letter, completes the application form, and submits it for you. Nothing is sent without your say-so — it's tailored automation, not spray-and-pray — so you keep speed and breadth while staying fully in control of where you apply.

How does Hiring Manager Outreach work?

Futurii's AI sends personalised LinkedIn and email messages to the relevant decision-makers at your target companies, generated from your Career DNA and tailored to each contact. The goal is recognition — turning you from an anonymous entry in an applicant-tracking system into a candidate the manager has already heard from.

How does Futurii help me prepare for interviews?

Before every interview you get an Interview Intelligence Briefing — a fresh dossier covering the company's strategy, profiles of your interviewers, the questions you're most likely to face, and suggested answers. Then you can rehearse with Mock Interview Practice: AI-powered sessions that give you real-time feedback and a score.

What is the Career Hub?

The Career Hub unlocks when you accept an offer. It's a 90-day programme built on three pillars — trajectory planning, mentor matching, and a peer community — designed to make a new job the start of a deliberate, adaptive career rather than the end of a search.

Where does Futurii apply for me?

Futurii reaches across major job boards and straight into employer portals — including LinkedIn, Indeed, and Glassdoor, plus hundreds of company career pages. Going beyond the big aggregators matters, because many strong roles are posted directly by companies and never reach a third-party board.

What does Futurii cost, and is there a free trial?

You can start with a 14-day free trial — no credit card required — and there's a Starter plan that's permanently free with a limited number of credits. Paid plans unlock full functionality for a high-intensity search or for teams supporting many users. For current prices, see our pricing page.

Is my data safe with Futurii?

Yes. Futurii is GDPR-compliant and operated by IMMUNE sp. z o.o., a company registered in Poznań, Poland. All data is encrypted at rest and in transit, and you can delete your account and all associated data at any time. The platform acts on your behalf, but you stay in control of your information.

What Is Outplacement? A Guide for Companies and Employees in 2026

When a company makes roles redundant, the conversation about what it owes departing employees tends to focus on the legal minimum. Notice periods, statutory redundancy pay, and basic consultation requirements are the floor. Outplacement services sit above that floor and represent what responsible employers do when they separate from people who have contributed to the organisation.

This guide explains what outplacement is, what it typically includes, what it costs, and what good support looks like versus what is provided in name only.

What Outplacement Is

Outplacement is structured support provided by a company to employees who are leaving due to redundancy. It is distinct from redundancy pay, which is a financial entitlement, and from the consultation process, which is a legal requirement. It is a service designed to help the departing employee find their next role as quickly and successfully as possible.

Outplacement services have existed since the 1970s but were largely the preserve of senior executives. In the last decade, and particularly since 2020, the expectation has expanded to include professional and managerial employees at all levels.

The growth of AI-driven workforce restructuring in 2024 and 2025 has accelerated this trend. Companies undergoing significant AI adoption often face the need to reduce specific function headcounts while simultaneously competing for talent in growth areas. How they treat departing employees directly affects their ability to attract candidates in the market.

What Good Outplacement Includes

Career assessment. Understanding what the individual actually wants next, not just where they have been, is the foundation of useful support. Good outplacement begins with a conversation that explores career goals, values, and constraints, not just a skills inventory.

CV and profile review. A professional review of the individual's CV, LinkedIn profile, and online professional presence that goes beyond formatting to address positioning, keyword relevance, and the framing of their experience for the current market.

Job market intelligence. Information about where opportunities exist in the individual's field, what roles are growing versus contracting, and which companies are actively building rather than reducing. In 2026, this includes an honest assessment of how AI is affecting their sector and where their skills are most in demand.

Application support. Help with applications, including CV tailoring for specific roles, cover letter writing, and guidance on navigating ATS systems. For senior professionals, this extends to direct outreach to relevant companies and hiring managers.

Interview preparation. Structured practice for interview formats common in the relevant industry, including competency-based interviews, case studies, and presentations.

Ongoing coaching. Access to a career coach or advisor who can provide support, accountability, and advice as the search progresses. The search often takes longer than expected, and sustained support through the full process is more valuable than intensive front-end support that ends after two weeks.

What Outplacement Typically Costs

Traditional outplacement services from established providers range from £1,500 to £5,000 per person for comprehensive programmes. Executive outplacement can cost significantly more. For large-scale redundancy programmes affecting 50 or more people, unit costs typically decrease with volume.

The budget is typically held by HR and funded from the redundancy programme budget. The ROI calculation for employers is straightforward: supported employees find roles faster, legal risk from disgruntled former employees decreases, and employer brand is protected in a market where candidates research how companies treat people during restructuring.

AI-Era Outplacement

Outplacement in 2026 requires capabilities that traditional providers have not historically offered. An employee made redundant because their function is being automated needs more than a refreshed CV. They need an honest assessment of how their skills transfer to roles that exist in the AI-transformed market, a roadmap to close any gaps, and support that is personalised to their actual situation rather than a generic programme.

Futurii's B2B outplacement service provides this. Rather than a one-size programme, each individual receives a personalised career analysis, an AI adaptation assessment, a tailored job match against the company intelligence database, and ongoing support through to placement. The unit cost per person is £350 to £500 for a six-month programme, and outcomes are tracked to accepted offers rather than to "programme completions."

What Employees Should Expect

If your employer offers outplacement, ask what it specifically includes before accepting the terms. A programme that consists of a CV template and access to a job board for 30 days is not meaningfully better than searching without support.

Reasonable expectations for outplacement received following redundancy: at minimum, two to three sessions with a career advisor, a professional CV review with specific recommendations, access to current market intelligence about your field, and practical application support that includes tailored CV and cover letter preparation for roles you identify.

If the programme offered does not include these elements, it is worth asking whether additional support can be provided, or whether the equivalent value could be applied to a service of your choosing.