Based on our track record of 7,000+ transitions: 82%+ of departing employees successfully transition to new roles within the programme period; 95%+ client satisfaction; measurably higher survivor engagement post-restructuring compared to programmes without structured support; and significantly reduced legal and compliance incidents where People Impact Assessment was conducted. We will agree specific outcome metrics with you at the start of each engagement.

We have delivered programmes across BFSI, tech products, GCCs, semiconductors, FMCG, logistics, hospitality, telecom, healthcare and life sciences, automotive, media, renewable, and consulting. Our founding team’s combined experience spans PepsiCo, Cargill, Unilever, Citibank, Tata, AOL, and Network18 — giving us credibility across both large conglomerates and high-growth tech environments. We have worked across different cultures-transnational companies and Indian companies. We understand the culture that dictates many of the choices in this area. We don’t force-fit pre-existing models on the organization. Instead we approach the problem by deep diving into the prevailing culture and build greater empathy in the process while meeting business outcomes.

Yes — and we actively encourage it. A pilot allows both parties to establish working rhythms, validate the approach for your specific culture and context, and build internal confidence before scaling. We can design a pilot around a specific cohort, a single location, or one phase of the programme. Speak to us about what a co-designed pilot might look like for your organisation.

The earlier, the better — ideally before announcements are made and during the business discussions that lead to restructuring. Engaging us at the People Impact Assessment stage means we can help you avoid the most common and costly mistakes: poorly designed selection criteria, missed redeployment opportunities, under-prepared managers, and communications that damage trust. That said, we can enter at any phase. If you already have a restructuring underway, we can step in at the career coaching and placement stage. If you need support only for senior leaders, we can focus there.

We have designed programmes for companies ranging from 200 to 15,000 employees, supporting transitions from 10 to 500+ individuals at a time. Our model scales through a curated ecosystem of coaches, counsellors, and placement partners activated through the webCHRO platform — so we can deliver at speed and at scale without sacrificing the quality of individual support.

All three, depending on the context. CHROs engage us when they want a trusted peer-level partner for a complex mandate. CEOs and CFOs engage us when they want independent assurance that the people dimension of a restructuring is being handled with the rigour and sensitivity it deserves — protecting the organisation from legal, reputational, and productivity risk. In PE/VC-backed environments, we are often commissioned by the board or operating partner ahead of a transaction.

We deliver across India, with particular depth in Bengaluru, Mumbai, Delhi-NCR, Hyderabad, Chennai, and Pune. For GCC and MNC clients, we also support cross-border mandates where the workforce impact is in India but the decision-maker is in the USA, UK, or Singapore. Our hybrid delivery model — combining in-person facilitation with digital tools — allows us to reach employees in tier-2 locations and across distributed teams.

Confidentiality is foundational to how we operate. The same senior team that enters at the People Impact Assessment stage carries the engagement through to completion — there are no handoffs to junior teams, no third-party subcontracting without explicit client consent, and no information shared outside the engagement. We operate under standard NDA and data protection agreements, and our webCHRO platform meets enterprise data security requirements.

Phase 01: People Impact Assessment — We enter after the strategic business decision is made and assess its full human and legal implications before announcements. Phase 02: Transition Strategy & Change Architecture — We design the restructuring roadmap, communication plan, and survivor engagement approach. Phase 03: Career Continuation Programme — An 8–12 week structured programme for departing employees covering emotional reset, skills mapping, career coaching, and curated career pathways. Phase 04: New Career Placement — Direct placement support through our recruiter and employer network, with 90-day post-placement follow-through.

People Impact Assessment is the critical bridge between a strategic business decision and its human consequences — a step that is routinely skipped, with serious consequences. We validate the headcount model from a people and legal risk lens (without challenging the business logic), identify redeployment and reskilling opportunities before exits are finalised, design the selection methodology so it is defensible and fair, and map legal and compliance exposure by role, level, and location. This phase often saves organisations significant legal cost and reputational damage by catching problems before they become announcements.

We are designed to operate after the strategy firm has completed their work. Strategy consultants — McKinsey, BCG, Bain, Deloitte and others — produce the business blueprint. Trajecta translates that blueprint into a people plan: which roles, which individuals, what the redeployment options are, how to sequence and communicate the changes, and how to support the people affected. We do not challenge the business strategy. We make it executable, humane, and legally sound.

The 8–12 week programme is structured across five steps: Emotional Reset (resilience coaching and peer support), Skills & Values Mapping (psychometric tools and career diagnostics), Career Repositioning (1:1 coaching for senior leaders, group workshops for managers), Curated Career Pathways (job leads, recruiter connections, and access to Trajecta’s partner network), and Future Readiness (upskilling plans, financial planning guidance, and ongoing alumni community). Delivery is hybrid — in-person and digital — using tools participants already use, including Zoom, WhatsApp, Slack, and Miro.

Survivor disengagement is one of the most underestimated costs of restructuring. Research shows a 1% workforce reduction can increase voluntary turnover by up to 31% in the following year. Trajecta’s Transition Strategy phase explicitly includes survivor engagement planning — helping leaders communicate authentically, rebuilding psychological safety, and designing the conditions for productivity to recover quickly. We also support manager readiness, equipping team leaders to hold the difficult conversations that follow a restructuring.

rajecta is India’s first full-lifecycle workforce transition partner. We support organisations from the moment a workforce decision has been made — through People Impact Assessment, change communication, career coaching, and all the way to new job placement for departing employees. We are not a traditional outplacement firm. We are a senior, practitioner-led partner that stays with the organisation and its people from planning to landing.

Trajecta’s founding team comprises four ex-CHROs and senior HR leaders: Pavan Bhatia (PepsiCo), Ravi Parmeshwar (Wipro, HP, Cargill, Renew Power), Tarun Kochhar (Unilever), Shampa Kochhar (Citibank, AOL, Tata Electronics, Network18), Collectively, the team brings 100+ years of CHRO and senior HR leadership experience across India, the USA and Europe, and has managed 7,000+ career transitions across 15+ industries.

Three differences matter most. First, our team has actually sat in the CHRO chair — we have made the decisions these firms advise on, at companies like PepsiCo, AOL, Unilever, Citibank, and Tata. We are practitioners, not consultants. Second, we are India-first: our depth in Indian labour law, regional talent markets, union dynamics, and cultural sensitivity is unmatched by global players. Third, we cover the full lifecycle — from People Impact Assessment before exits are announced, all the way through to new job placement. Most global firms start only at the exit stage.

Trajecta is designed to work alongside and strengthen your internal HR team — not replace them. The CHRO remains the leader of the people agenda. What Trajecta provides is specialist bandwidth, practitioner-level expertise, emotional distance from the decisions, and an external accountability structure that protects the organisation and its people during one of its most complex moments. Many CHROs describe us as ‘the expert partner they deploy,’ not a firm that takes over.