Career support for current and former consultants, built for your organisation

Turn departing employees into advocates: the consultants you support well become clients, referrers and advocates once they're in senior roles elsewhere. Well-managed exits build the alumni network other firms wish they had.

Strengthen your employer brand: how you treat people who leave affects candidates deciding whether to join, and staff deciding whether to stay. Good exit support strengthens recruiting and retention at the same time.

Cut reputational risk: how you handle an exit is now as visible as how you handle a hire. Structured, dignified support reduces the risk of bad reviews, public callouts and grievance escalation – and protects the reputation you've built.

Make your culture claims stand up: most Consulting firms call themselves people-centric – the clearest test of that is how someone's treated on the way out, not on the way in.

Keep more of your best people: development is one of the biggest levers on retention, and replacing a trained consultant is expensive.

Get more from the budget you already have: generic executive coaches don't understand what a consulting career actually involves. Our coaches used to be senior consultants – they get it.

Develop your leaders: coaching accelerates the development of the people running your projects and managing your teams. Better leaders means better delivery, not just a nicer employee experience.

Strengthen your employer brand: genuine investment in growth is expected by senior talent in Consulting. It differentiates you in recruiting, and signals to your current team that their development matters.

Clarity on what they actually want: most departing consultants know what they don't want long before they know what they do. We help them get specific, then match that to roles, sectors and alumni paths they wouldn't find alone.

A faster move with a better fit: our support usually decreases the time required to find the next role – but the goal isn't speed for its own sake. It's to find the right role, rather than just any role – and to avoid job-hunting a year later because the first move was the wrong one.

Support translating consulting experience: “Led a 6-week diligence workstream” means nothing to a hiring manager outside consulting. We help your consultants reposition what they've built, and prepare them for life after Consulting more generally.

Support through a hard transition: even a good exit is hard. Our coaching means they're not navigating it alone – or taking advice from people who don't truly understand their situation.

Support from someone who gets it: our ex-consultant coaches understand the pace and pressure of the job without it needing to be explained. Less time spent on context, more time on real development.

A confidential space: people are more open when a conversation isn't feeding into a performance review. That honesty means coaching addresses what's genuinely holding someone back, not just what's comfortable to say to a manager.

Finding a path to grow without needing to leave: coaching helps people work out how to progress where they are.

Becoming better leaders: understanding their own strengths and working style – built on our psychometric profiling – changes how someone leads and collaborates.