Work out what you want next. Then go and get it
Coaching for people whose career has stalled, stopped paying properly, or gone somewhere they never quite chose. We start with the question, not the CV.
A thinking partner for the part of your life that pays for the rest of it
Career growth coaching is a run of one-to-one sessions about your working life: where it is going, what is in the way, and what the next deliberate move should be. Some people arrive with a target: a promotion, a sector change, an interview in three weeks. Plenty more arrive with nothing sharper than a feeling that this cannot be it for the next fifteen years.
Both are workable. The first needs preparation and practice. The second needs better questions than the ones you have been asking yourself at eleven at night.
Pay, progression and financial security are one conversation
A career coach who never looks at your finances will tell you to hold out for the right role. A coach who knows your runway can tell you how long you can hold out for it, what a drop to a training salary would cost, and whether the promotion you are chasing pays enough to be worth the hours.
We do both under one roof, so nobody has to pretend the money side is somebody else’s department.
What we actually work on
Take one strand or several. Most people start with whichever one has a deadline attached.
Direction, when you do not know what you want
The hardest brief and the most common. We work backwards from what you are good at, what you will not tolerate again, and what the next ten years need to pay for.
Goals you can actually act on
Turning “something more senior” into a named level, a named sector and a date. Vague ambitions cannot be prepared for; specific ones break into this month's three things.
CV, LinkedIn and applications
One strong CV, tailored rather than sprayed. A profile that reads like you and gets found. Applications that do not eat a Sunday each.
Interview practice, out loud
Real questions, real answers, said out loud. Then again, better. Competency and technical formats, the questions you dread, and what to ask them back.
Progression and pay conversations
What evidence to gather, how to frame what you delivered, when to ask, and how to handle the room, including a no, which is often a start rather than an end.
Managing a transition
Managing former peers. A sector change with a pay dip in the middle. Redundancy. Returning after leave or caring. Going self-employed. Each has a different first ninety days.
What a programme looks like
Short and intensive before an interview; longer when the question is what you want in the first place.
The free conversation
Thirty minutes to describe the situation and hear honestly whether coaching is the right tool. No pitch at the end.
Where you are now
Skills, evidence, constraints, money, and the things you have quietly ruled out. What is true, before anything gets decided.
Naming the target
A next move specific enough to prepare for: a role, a level, a conversation with a date on it.
Building the case
CV, profile, examples, the numbers behind your work. Assembled once, then reused for applications, appraisals and pay conversations.
Practising the hard part
Interviews and pay conversations, out loud, more than once. Practice turns a good answer on paper into one you can deliver under pressure.
Through the move itself
The notice period, the redundancy window, the first months of a new role. The point is not the offer. It is landing well afterwards.
What we are not
Career coaching attracts a lot of vagueness about what is being bought. Here is the boundary.
Not a recruiter
We have no roles to place you into and no fee from an employer if you take one. Nobody is steering you anywhere.
Not a CV writing service
We rebuild it with you, line by line, so you can defend every word in the room. Documents written for you fall apart at interview.
Not your employment lawyer
Settlement agreements, grievances and disputes need a solicitor. We help you think and prepare, not interpret your contract.
Not a decision made for you
We help you understand the shape of a redundancy package or a pay offer. What you then do about a pension or an investment stays your call.
The other two services
Career questions and money questions tend to arrive together.
Things people ask before they get in touch
I genuinely do not know what I want to do next. Is it too early for coaching?
No. That is the most common starting point we see, and a good one. Much of coaching is working out what the plan should be. Expect the first sessions to be more questions than answers.
Will you write my CV for me?
No, we rebuild it with you. A CV written for you collapses the moment somebody asks you to talk through it. The version we get to is one you can defend line by line, and re-tailor yourself without booking a session.
Can you help me ask for a pay rise?
Yes, and it is one of the things coaching is best at. We work on the evidence (what you have delivered, in numbers where numbers exist), the timing, who the decision sits with, and how to open the conversation without apologising for it.
We also plan for the answer being no. A clear no with a reason and a review date is worth having; a vague one tells you something too.
I have just been made redundant. What can coaching do and what can it not?
It can help you decide what to go for, get your application material in order fast, prepare for interviews, and work out how long your money gives you to choose well. It cannot review your settlement agreement: that is a solicitor’s job.
Do you work with people going self-employed?
Yes, and it is where the two sides of what we do meet most obviously. Part career: the offer, the first clients, pricing. And part money, because an irregular income needs a different budget, a bigger buffer and a plan for tax.
Bring the question, not the answer
Thirty minutes, free. Even “I do not know what I want” is a perfectly good place to start. It is where most people start.