Four ways to work together, from an initial two-session reset through ongoing counsel for senior leaders.
New Client Appointment- $100
A $50 discount is applied when the completed Personal Assessment is submitted before the appointment.
Two focused sessions to get oriented in the immediate aftermath of a job loss. The first establishes a clear picture of the situation- priorities, timeline, financial considerations, and who needs to be told what- while putting a basic daily structure back in place: concrete near-term actions, decision points, and support resources ready to act on.
A consistent routine and clearer decisions process
A truthful, proportionate explanation of the separation
A written first transition plan with concrete next steps
Reduced uncertainty about immediate priorities and timeline
Sessions focused on the internal work of separating identity from the job that was lost. This state recalibrates how the client sees their professional self, rebuilds confidence that the separation may have shaken, and shapes a career narrative they can tell with clarity- to themselves, in interviews, and in networking conversations. Sessions build toward a working sense of direction for what comes next.
Ability to name retained strengths and accomplishments
A clear, confident narrative about the separation and the path forward
Reduced hesitation or self-doubt when discussing the transition
A working sense of direction for the next chapter
The complete are from stabilization through active reentry. Early sessions consolidate structure and narrative; later sessions shift into forward-facing work- sharpening how opportunities are evaluated, preparing for networking and interviews, and building the habits that carry someone from searching to choosing.
Defined criteria for the next career chapter
Readiness for networking, interviewing, and opportunity evaluation
A repeatable process for comparing and evaluating offers
Sustained momentum through the search, not just a single insight
A scoped engagement built around the particular sensitivities of a senior-level departure- timing and framing of the separation, management of internal and external stakeholders, protection of professional reputation, and preparation for the next role at the appropriate level of seniority. Cadence and session count are proposed after an initital scoping conversation.
Reputation and stakeholders managed with discretion
A separation narrative appropriate for board, investor, or public exposure
Full readiness for the next position, calibrated to seniority
Confidential, on-demand counsel available through the transition
