All programs · Renewal & expansion

Career Launchpad is priced on a per-student-served basis with annual minimums.

Starter: $14,000/year. Up to 1,000 students served. Single program, single campus.

Growth: $36,000–$84,000/year. 1,000–5,000 students. Multi-program, optional Capstone bundle.

Enterprise: $96,000+/year. 5,000+ students, multi-campus rollout. Custom branding and SSO.

Anchor on placement velocity (cost-per-placement, not list price). Decision-makers respond to "we cut your cost-per-placement by 40%" much better than to per-unit pricing. Always lead with their current numbers.

"We don't track placement velocity, so we can't compare." That's the wedge. Offer a free baselining engagement — we run their last cohort's data through our model and show them where time is being lost. 80% convert from baselining to pilot.

"Career services is small / under-staffed." Career Launchpad is built for under-staffed teams. Our typical buyer has 1–2 FTEs serving 10,000+ students. We're force-multiplier software, not headcount-add software.

"This is just another job board." It is not. Job boards are discovery; Launchpad is placement-velocity tooling. Frame around the funnel: applications → interviews → offers → accepted offers. We optimize the bottom three stages, not the top one.

"We're committed to Handshake." Great — keep Handshake. We sit downstream and don't compete with the discovery layer. Many of our customers run both.

"What's the typical placement velocity improvement?" 40–60% reduction in cost-per-placement within two semesters. Heritage State's case study has the most defensible numbers — share that deck.

"How do students get matched to opportunities?" Hybrid: students self-apply via the portal, AI surfaces relevant matches based on profile + work-history fields, advisor can override.

"Does this integrate with our SIS?" Roster sync via SFTP or API. Banner, Workday, PeopleSoft all supported. Real-time SIS integration on Enterprise tier only.

"What metrics will career services see?" Placement velocity dashboard (the headline), funnel-stage conversions, employer engagement scores, equity-of-access reporting (placements broken down by demographics).

"Can students access from mobile?" Yes — full mobile web. Native apps planned for FY27 but not currently.

Handshake — Discovery layer; not a competitor for Career Launchpad. Position as "downstream of Handshake."

Symplicity — Legacy career-services suite. Strong on event management, weaker on placement-velocity tracking. We win on outcomes reporting depth.

12Twenty / VMock — Strong on resume tools and interview prep. We integrate with both via API. Position around full funnel vs. point tool.

Internal Excel/Salesforce — Most career-services teams track placements in spreadsheets or homegrown CRM views. We replace that with proper analytics. Easy displacement when the team turns over.

Lead with their current pain, not our features:

1. "How do you measure career-services success today? What does the dashboard you show the provost contain?"

2. "What's your current cost-per-placement? Even an estimate."

3. "Where in the funnel are you losing students — applying, interviewing, or accepting?"

4. "How much of your team's week is spent on data wrangling vs. actual student support?"

5. "Are equity-of-access metrics part of your reporting? If yes, how do you generate them?"

6. "What's the trigger that would make this feel urgent — board reporting? FTE turnover? Budget cycle?"

Always identify: economic buyer, current cost-per-placement (or absence thereof), reporting cadence, equity/DEI pressure.

Career-services audiences are operationally-minded and time-poor. Be brief and tactical.

Use placement-services vocabulary: "cohort", "placement", "yield", "funnel", "advisor caseload". Avoid academic vocabulary that's at home in faculty conversations but feels off here.

Numbers, not adjectives. "Reduces advisor caseload by 30%" beats "dramatically improves productivity."

Email length: 80–120 words for cold outreach. Career-services VPs read 60+ emails daily — be the easiest one to act on.

Use questions that surface metrics. "What's your current cost-per-placement?" beats "how is your placement going?"

Reference DEI/equity data when relevant. Many career-services leaders have explicit equity mandates from senior leadership.

Career-services audience tripwires:

— "Job board" — we are not. Correct gently if they describe us this way. — "Replace your team" — career services is not the problem; data wrangling is. — "Easy" — placement work is hard; don't trivialize. "Faster" or "less manual" is fine. — Never quote per-student pricing in writing. Always frame in cost-per-placement terms.

Never imply features we don't have: — No native job-posting feature. We are NOT a job board. — No LMS replacement. We are placement tooling. — No interview-coaching content. We integrate with VMock for that.

Never: — Compare directly to Handshake by name in writing. Verbal only — "you can keep your discovery layer" is the on-record framing. — Promise specific cost-per-placement reductions in writing without case-study attribution. — Discuss equity/DEI claims without our compliance review for that customer's specific use case.