Storyboard: Peter, the HR manager and guardian of the corporate culture, negotiates the separation with Felix and Manfred with the support of works council member Bettina. For this purpose, a termination agreement is to be concluded that includes all the levers of the New Placement model. Manfred, supported by lawyer Alex, focuses on dramatising the separation and maximising the severance pay. Felix has his eye on his future outside this oasis and tends towards the support suggested by Peter with a guide through the "job application desert". Who will go the better way?

Storyboard: Peter, the HR manager and guardian of the corporate culture, has pre-selected three outplacement providers for the departing executive Felix. Now Felix can choose between the different methodologies and career guides. Manager Manfred, nicknamed "Money", has first sought help from lawyer Alex and will await the verdict of judge Ricarda, in order to then continue his career path with an optimised financial cushion, but without the support of a coach. The remaining employees are watching Peter and Felix in particular, but also Manfred as he goes it alone.

Storyboard: The departing executive Felix informs himself in detail about the methodology of two outplacement providers and checks out the experience and the "chemistry" with both coaches. For him, the professional future is more important than the last euro of severance pay. Executive Manfred, nicknamed "Money", is arguing in court after he rejected the outplacement offer from HR manager Peter, preferring to listen to his lawyer Alex about maximizing severance pay. The remaining employees observe the modalities of the separations with increasing interest.

Storyboard: Gerd, the experienced guide through the application desert, sits with Felix for a whole day and creates a biography to understand Felix's performance and experience values, goals, attitudes as well as strengths and weaknesses. Only then can he work with Felix to define goals and paths to set out on. Felix was no longer aware of many "gold pieces" from his professional career. Full of self-confidence, he is now looking forward to setting out for a new oasis with Gerd. Manager Manfred sets off on his own.

Storyboard: The departing executive Felix has chosen NewPlacement and sets off with his coach Gerd, full of expectation, on his way to a new professional challenge. HR manager and guardian of the grail of corporate culture Peter had prepared everything perfectly and laid it down in a fair termination agreement. Peter and Felix say goodbye without rancour and the remaining employees are positively impressed. Meanwhile, executive Manfred, who had preferred to rely on lawyer Alex and judge Ricarda, continues the trek through the desert on his own.

Storyboard: Optimistic and full of expectation, Felix, a retired executive, makes his way through the job application market with his NewPlacement coach Gerd. In the process, they also pass by employee Manfred, nicknamed "Money", who, without support, seems increasingly disoriented with the multitude of processes in the application market. He can't go back to the previous oasis, his water (severance pay) has largely run out and lawyer Alex can't help now either. But Manfred had not taken the care of Peter, the guardian of the Grail of corporate culture, seriously.

Storyboard: Optimistic and full of expectation, Felix, a retired executive, is making his way through the job application market with his NewPlacement coach Gerd. The direction is clear after a full day of biography, benefit analysis and goal setting. In the process, they also pass an executive who had relied on temporary outplacement support. Now that this time limit has expired unsuccessfully, she is on her own as of now. Hopefully, the longed-for new challenge / oasis is still within reach. Felix is glad that his coach Gerd will stand by him until he succeeds.

Storyboard: Optimistic and full of expectation, Felix, a retired executive, makes his way through the job application market with his NewPlacement coach Gerd. In the process, he also passes employees who are on their way in a standardized group measure. Felix is glad that HR manager and guardian of the corporate culture Peter advised him to take an individualized measure. Given the particular challenges Felix now faces, a standardised approach would not have been target-oriented or sufficient.

Storyboard: Felix presents himself in a new oasis. As part of Essenzion, he prepared intensively and purposefully together with Gerd. In doing so, they have individualized the 50 most important demand factors, which are in focus for the oasis decision-makers for the filling and functionality for the advertised position, from Felix's professional career. In doing so, Felix wants to provide the decision makers with a high level of certainty in terms of matching. At the same time, he also wants to reflect on whether this position is strategically right for him in the long term.

Storyboard: Felix is seriously considering building his own oasis and is glad to have Gerd, an experienced NewPlacement coach, at his side. He could afford the financial start. But is the concept sustainable in the future? The business plan collects and considers all the facts. But much more important is the discussion with Gerd regarding "towards" and "away from". A new contract in another oasis would be helpful here, so that Felix can make a decision between "security" and self-employment. Felix has weighed everything up and decided in favour of re-employment.

Storyboard: The retired executive Felix has made it together with his NewPlacement coach Gerd. The new strategically right job has been found. Filled with gratitude, Felix thinks back to Peter, the HR manager and guardian of the culture at his previous company. But to make his success perfect, he now has to integrate himself into the new community with the help of his coach Gerd. So far, he has only convinced the hiring decision-makers in the job interviews. Now the colleagues, employees and interfaces must also be won over to a forward-looking and team-oriented collaboration.

Storyboard: Felix wants to win over employees, colleagues and interfaces as part of the job insurance after the decision makers in the application process. He also keeps a watchful eye on the potential internal title aspirant who had his hopes up for his new job. If he loses the meta-level in the process, Coach Gerd is at his side. The elaborate organizational constellation that Gerd worked out with Felix before he started also helps. In this way Felix integrates himself carefully into the community, his early warning system helps him to recognise and tackle disturbances in good time. If, contrary to all expectations, the company's promises are not fulfilled, Gerd is supported by a guarantee package until he is successful again in another company.

Storyboard: The discussed goals were simply too high, the promises from the company could not be kept and the employee team was not ready. Felix draws the consequences and starts anew as part of the guarantee package with NewPlacement-Coach. Within a very short time the scan results in new vacancies and own rejections can be revitalized. In any case, Felix again enjoys the entire process support until the renewed success / contract conclusion.