Career Consulting
Careers moved deliberately, workforces built on purpose.
- Coach
- Position
- Place
01 / Overview
Career progress rarely stalls for lack of effort.
It stalls because the work someone is known for has drifted from the work they want, because their experience is described in the vocabulary of their current employer, or because nobody has told them plainly how they are read by the market.
For individuals, we work on all three. Coaching sessions establish where you are actually trying to get to and what evidence a hiring committee would need to believe you can do it. Positioning work rewrites how your experience reads to people outside your organization. Placement introduces you into our client and partner network where the fit is genuine.
For employers, the same discipline runs at workforce scale. We map the capabilities the strategy will require against the ones currently on the payroll, and we are direct about which gaps are closed by training, which by hiring, and which by changing the shape of the role.
Upskilling programs are built around the work rather than around a catalogue. A curriculum that does not connect to something the participant ships within the quarter tends not to survive first contact with a busy month.
We are equally candid in both directions. We will tell a candidate when a target role is two moves away rather than one, and we will tell an employer when a vacancy has gone unfilled for six months because the role as written does not exist in the market at that price.
02 / Challenges
If two or more of these sound familiar, a first conversation will pay for itself.
03 / Our approach
Establish the destination honestly, close the gap between how capability exists and how it reads, and connect people to roles through a network where the fit has already been checked from both sides.
04 / Capabilities
- Executive and mid-career coaching programs
- Career narrative, CV, and profile positioning
- Interview preparation and negotiation coaching
- Workforce capability mapping and gap analysis
- Internal mobility and succession planning
- Role design and hiring specification review
- Technical and leadership upskilling curricula
- Outplacement and transition support
You walk away with
- Individual development plan with a defined target role and evidence gaps
- Rewritten career narrative and professional profiles
- Workforce capability map against strategic requirements
- Build-versus-hire recommendation by capability
- Curriculum tied to work delivered in-quarter
05 / Process
Three stages.
Value at each one.
Assessment & planning
For individuals, a structured review of experience, market position, and destination. For employers, a capability map against what the strategy will require.
Implementation & optimization
Coaching, repositioning, curriculum delivery, and introductions run in parallel, adjusted as the market responds rather than on a fixed syllabus.
Review & ongoing support
We review against the outcome that mattered, whether that was the role secured, the gap closed or the bench built, and stay available through the first months in seat.
06 / Who it’s for
Startups
Design the first layer of senior roles properly, and coach founders and early leads through the shift from doing the work to owning the outcome.
Mid-market
Build the management bench that growth is about to require, rather than hiring it in at premium under time pressure.
Enterprise
Run capability mapping and internal mobility at scale, with outplacement handled respectfully where restructuring is unavoidable.
07 / FAQ
Good
questions.
Often paired with.
All practices
Career Consulting
Start with one
honest conversation.
About where you are, where you want to be, and what stands between the two.