Start a Done-for-You Resignation Service

1. 1

   Draw the legal line before you take a dollar

   You are a communication and logistics agent, not a law firm, and unless you are staffed by licensed attorneys you give no legal advice: no reading of contracts, non-competes, severance, or discrimination questions, which you refer to an employment lawyer every time. Put this in the client agreement in plain words, get that agreement reviewed by counsel once, and repeat the line whenever a client tries to pull you into legal territory. This one boundary is what keeps the business legitimate.

2. 2

   Understand what you actually can and cannot do

   In an at-will employment state (nearly all US states) neither the worker nor you owes the employer notice as a matter of law, so a resignation is effective when communicated. What you cannot do is force an employer to do anything: you cannot compel a good reference, accelerate a paycheck beyond the legal deadline, or waive the client's own contractual obligations. Sell the service honestly as delivering the message and coordinating the handoff, not as a magic exit from every obligation.

3. 3

   Build the resignation packet as a repeatable product

   A signed authorization letter from the client naming you as their designated point of contact, a professional resignation notice on the client's behalf, and a checklist that covers the three things every exit hangs on: return of company property (laptop, badge, keys, phone), the unused PTO payout question, and the final-pay timeline. Templates plus AI drafting make each case fast; your judgment about tone and what to leave unsaid is the value.

4. 4

   Run the notification and the handoff cleanly

   Deliver the resignation in writing to the manager and HR, confirm the effective date, then coordinate the logistics: how and when company property goes back (prepaid shipping label, drop-off, or courier), what the state and the employer's policy say about PTO payout, and the legal deadline for final wages in the client's state. You are the calm intermediary who makes the next two weeks orderly instead of a panic.

5. 5

   Price per resignation, with clear add-ons

   A flat service fee per resignation (benchmarked against the Japanese market's rough $130 to $350 and adjusted for your time and market), a rush tier for someone quitting this week, and add-ons like property-return coordination or a follow-up if the employer disputes the departure. Keep it a fixed, transparent fee; hourly billing turns a stressful moment into a meter running.

6. 6

   Reach people at the moment of avoidance

   Content answering 'how do I quit without talking to my boss', partnerships with career coaches and therapists whose clients freeze on exactly this, and a simple booking page for someone who has already decided to go. The search intent is urgent and specific; be the service that shows up when the conversation feels impossible.

7. 7

   Consider the B2B retention-data upsell, carefully

   Because you sit at the exit, you learn why people are actually leaving. With explicit client consent and full anonymization, aggregated resignation-reason data (pay, manager, burnout, a competitor's offer) is genuinely valuable to employers trying to fix retention, and you can sell it back as a B2B report. Guard it hard: never expose an individual, never sell anything a client did not consent to, and keep this stream walled off from the promise you make to the person quitting.

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Best for: Former HR, recruiting, and operations people who know exactly how an exit is processed

Not for: Not for anyone who wants to sell legal certainty; you cannot force an employer's hand and you must not give legal advice unless you are licensed. Not for people uncomfortable being the calm party in an emotional, sometimes hostile moment, and not for anyone tempted to monetize client exit stories without ironclad consent and anonymization.