​There can be many reasons why a company must dismiss a leader or an employee. However, regardless of the reason, it is important to do it properly so that the employee has the best prerequisites for a future career.

Outplacement is about the individual and the individual’s opportunities to get to a new and stimulating job. An important part of the process is to have a realistic view on how to move forward. This can be a difficult situation to handle, especially if you have not had to look for a job for a long time. You will need a new view, dialogue and coaching in a close and professional interaction.​

We work with different tools that help the dismissed, to get an insight in life motives, strengths, and development opportunities.

In each case, a consultant is allocated and will act as a personal advisor throughout the counselling process. In collaboration with the dismissed, we prepare a personal programme with a starting point in his or her background and situation, to ensure that the process leads towards new challenges.

No customer or candidate are alike, which is why Amalie Search & Selection stands out by customising processes. A typical procedure starts intensively and will demand physical presence. Hereafter, the process continues with concrete coaching. This part will typically be a mix of telephonic and electronic interactions.

At Amalie Search & Selection, we follow our outplacement candidates until they have signed a new contract.

Our intention is to make sure that the candidate gets the best starting point to move forward towards the ultimate goal – a job giving work life quality – by revealing the person’s competences (soft and hard) and personal values. The personal analysis is an important part of this to identify life motives, qualifications, values, presentation material such as CV, qualification description, applications, plans, including marketing via networks and, finally, follow up, and support on the way to the new job.

A process can look like the following

Step 1

A chemistry meeting with a consultant at Amalie Search & Selection.

Step 2

Run-through of the personal profile and a discussion of the future. 

Step 3

Produce or optimise the CV and discuss requirements to create ”the optimal application”

Step 4

Identification and expanding of network.

Step 5

The job interview.

Step 6

Active job search.

Step 7


Step 8

Active branding as a candidate in a specific industry.

Step 9

Conversations with the consultant.

Step 10

Follow-up with the consultant.

​During the process, the consultant is available for coaching regarding job opportunities and the consultant will inform the candidate if any opportunities match the candidates’ qualifications and wishes occur.

Amalie Search & Selection A/S

Slotsmarken 18 1. th., 2970 Hørsholm

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Inge Lehmanns Gade 10, 5. sal, 8000 Aarhus C

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Phone: +45 33 34 30 30

E-mail: tr@amaliesearch.dk

​CVR: 27647324