How a confidential engagement actually runs

Designed for discretion, not for volume

We limit concurrent executive engagements so advisors can meet weekly in the first month. Employer-sponsored cohorts follow the same individual cadence; only reporting differs.

You will never be asked to post a public “open to work” campaign as a condition of support. Directed outreach is the default.

1. Confidential briefing

   A 45–60 minute conversation covering your exit timeline, constraints, and what a successful next role must include. No fee for the briefing if we decline the engagement.

2. Engagement letter

   Scope, duration, fee, and confidentiality boundaries are written down. Employer sponsors receive a parallel letter that defines what they will — and will not — be told.

3. Positioning sprint

   Weeks one and two focus on narrative, documents, and interview language. This is where most clients feel the first concrete progress.

4. Directed market work

   Target lists, introductions, and panel preparation run in parallel. We meet weekly, then taper as conversations mature.

5. Offer and landing

   Contract review coaching and first-90-days check-ins close the engagement. You can extend for board positioning if that path opens later.

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