Career Coaching

I've made the transition three times.
Now I help others do it.

You've decided you want to go somewhere different. Not just a new company — a new direction. The problem isn't motivation. It's knowing how to tell your story across the gap.

I know career transitions are hard because I've done them myself — from global brewer, to tech giant, to last-mile food delivery scale-up, to energy. Each one taught me something about how transitions work, or fail.

This is a structured engagement built around your situation, your goals, and your timeline. A shared document that captures everything and builds across the engagement. Nothing gets lost between calls.

01 Where you are now Most people self-assess from the inside of their last role. That's the wrong frame. We start by looking at you the way the market will — which is rarely how you look at yourself.
02 Your transition narrative The gap between industries is what most candidates try to minimise in interviews. That's backwards.
03 Targeting The right roles, the right companies, and how to get in front of them. Specific, not scatter-gun.
04 Going to market Resume, LinkedIn, and outreach built for where you're going — not where you've been. These need to be different documents.
05 Interview coaching The hardest question in any transition interview is some version of "why should we take a risk on you?" We rehearse the response that actually works.
06 Offer negotiation Know your number. Know how to get it.
A living dossier developed session by session — your narrative, your targets, your materials.
Yours to keep and carry forward, including as context for the AI tools you use.

Who this is for

This is for people who've spent years becoming known for something — and are now ready for a pivot, without losing what they've built. That's a specific kind of hard. You're not starting from nothing. But the thing that's made you credible in one industry is often what makes the next move harder to land.

No job?
No fee.

I don't charge for my time. Instead, I partner with you through the process and take a return only when you land the role — 10–15% of your first month's salary, paid on placement.

It's a simple structure with a clear logic: my outcome depends on yours. That alignment is the point. It also means you need to believe this is worth doing — which is usually the first sign that someone is ready to do it properly.

Read the full terms →
Start a conversation Tell me where you are and where you want to go. We'll work out if this is right for you.