Career coaching is a structured, forward-looking partnership designed to help you gain clarity, build confidence, and take purposeful action in your professional life. Unlike therapy (which focuses on the past) or mentoring (which shares someone else's experience), coaching puts you at the centre — helping you unlock your own insight and create a clear path forward. Sessions are typically one-to-one, held via video call, and tailored entirely to your goals and circumstances.

I work with mid to senior professionals — typically those with 8–20+ years of experience — who are at a pivotal point in their careers. This might mean you're considering a change in direction, navigating redundancy, returning after a career break, feeling stuck or undervalued in your current role, or simply ready for a more intentional next chapter. If you're serious about your career and ready to invest in yourself, we'll work well together.

Sessions are typically 60 minutes, held via video call at a time that works for you. We begin by agreeing a clear focus for the session, then work through your thinking, challenges, and goals using targeted questions, reflection, and practical frameworks. You'll leave each session with clarity and concrete next steps. Between sessions, I may share relevant tools, resources, or exercises to support your progress.

It depends on your goals and how much support you're looking for. Some clients achieve what they need in 3–4 focused sessions; others prefer a longer engagement of 6–12 sessions for deeper, sustained transformation. We'll discuss this during your initial consultation so we can agree the right approach for you. There's no obligation to commit to a lengthy programme upfront.

Coaching is future-focused and action-oriented — it's about where you want to go and how to get there. Mentoring involves an experienced professional sharing their own knowledge and advice. Therapy typically explores the root causes of emotional or psychological challenges, often looking back at past experiences. Career coaching draws on elements of all of these but sits in its own distinct space: it's a professional, structured process that helps you think clearly, make better decisions, and move forward with confidence.

Absolutely — this is one of the most common reasons people come to me. Feeling uncertain about what you want next is completely normal, especially at mid to senior level where the stakes feel higher. We'll start by exploring your values, strengths, and what truly motivates you, then use that as a foundation to identify and evaluate realistic options. You don't need to have all the answers before we begin — that's exactly what the coaching process helps you discover.

Yes, and this is a situation I take very seriously. Redundancy can be a significant emotional and professional challenge, even when you know intellectually that it's not personal. I'll help you process the experience, clarify what you genuinely want next (rather than rushing into the nearest available role), and build a strategic plan to move forward — whether that's re-entering the same sector, pivoting to something new, or exploring self-employment or consultancy. Some employers offer outplacement coaching as part of redundancy packages, so it's worth checking what support you're entitled to.

Career breaks — whether for caring responsibilities, health, travel, or other reasons — are far more common than many people realise, and returning to work is often more complex than it appears. Coaching can help you reframe the narrative around your break, rebuild your confidence, identify transferable skills, and approach your job search strategically. You'll also learn how to present your career break positively to employers, which many returners find one of the most valuable parts of the process.

Very much so. In fact, senior professionals often benefit most from coaching because the decisions at this level carry significant weight — and there are fewer peers you can speak to candidly. Whether you're considering a move to a Director or C-suite role, exploring portfolio or non-executive work, thinking about entrepreneurship, or simply wanting to lead more effectively, coaching provides the space and challenge to think at the highest level. Success at senior level requires more than technical expertise — it requires clarity, strategic thinking, and strong self-awareness.

AI tools have become genuinely powerful allies for career development when used thoughtfully. They can help you research industries and companies, tailor your CV and cover letters, prepare for interviews through practice and feedback, analyse job descriptions for keyword alignment, and manage your job search more efficiently. Beyond job searching, AI can support daily productivity — helping you prioritise tasks, draft communications, summarise information, and reclaim time for higher-value work. The key is knowing which tools to use and how to use them effectively, which is something I weave into my coaching where relevant.

There are several worth exploring, depending on your needs. For writing and research, ChatGPT, Claude, and Gemini are all strong options. For CV and LinkedIn optimisation, tools like Teal, Jobscan, and LinkedIn's own AI features are useful. For productivity and task management, Notion AI, Microsoft Copilot (particularly if you're in an Office environment), and intelligent calendar tools can make a real difference. I stay up to date with emerging tools and share practical recommendations with clients as part of the coaching process.

AI can be an excellent starting point or editing partner for your CV and LinkedIn profile, but it shouldn't do the job entirely on its own. The best results come from a combination of your authentic voice, your specific achievements and evidence, and AI's ability to help structure, refine, and optimise that content for impact and keyword relevance. Generic AI-written CVs are easy to spot and rarely stand out. What works is using AI to sharpen your own material — not replace it. I help clients understand exactly how to do this effectively.

Yes — used appropriately, it's both ethical and increasingly expected. Just as professionals have always used tools like spell-checkers, templates, or career advisers, using AI to help articulate your experience clearly and compellingly is perfectly legitimate. The line is honesty: AI should help you present yourself more effectively, not fabricate experience or misrepresent your capabilities. As AI becomes more mainstream in recruitment (including on the employer's side), being AI-literate in your job search is fast becoming a professional advantage.

At senior level, a strong CV leads with impact, not just activity. Recruiters and hiring managers want to see clear evidence of outcomes — what you delivered, the scale at which you operated, and the difference you made. Use quantified achievements wherever possible (percentages, revenue figures, team sizes, timescales), and tailor your CV to each role rather than sending a generic document. Your personal profile at the top should be compelling and specific, not a list of generic adjectives. Two pages is usually the right length for senior roles, though this can flex depending on context.

LinkedIn is one of the most powerful tools in your job search arsenal, but only if it's working for you actively. The most important elements are a strong headline (not just your job title), a compelling About section written in the first person, detailed and achievement-focused experience entries, and — critically — switching on the 'Open to Work' feature if you're actively looking (you can choose to show this to recruiters only). Regular, thoughtful content or engagement also signals that you're active and knowledgeable in your field, which makes you more visible to recruiters.

Senior interviews require more than rehearsed answers — they require strategic thinking, self-awareness, and the ability to demonstrate leadership credibility. You should be able to speak confidently about your career narrative, articulate your value clearly, and back up your claims with specific examples using a structured approach (such as STAR: Situation, Task, Action, Result). Research the organisation deeply — their strategy, challenges, culture, recent news — and prepare intelligent questions that show you've thought seriously about the role. Practising out loud, ideally with feedback, makes a significant difference.

Salary negotiation is a skill that most professionals underuse, often out of discomfort or fear of jeopardising an offer. Research is your starting point — understand market rates for your role, sector, and geography using resources such as LinkedIn Salary, Glassdoor, and specialist recruiters. When an offer comes in, it's entirely reasonable to ask for time to consider it, and to come back with a reasoned counter. Frame your ask around your value and the market, not personal financial need. Most employers expect some negotiation at senior level, and a confident, professional approach rarely costs you an offer.

Senior-level job searches typically take longer than those at earlier career stages — often three to six months, sometimes more. Roles are less frequently advertised (much of the senior market is hidden), decision-making processes are longer, and the stakes are higher on both sides. This isn't a reflection of your worth — it's the reality of the market. Going in with realistic expectations, a clear strategy, and consistent effort (rather than a frantic burst followed by discouragement) will serve you far better. I help clients build a sustainable, strategic approach that avoids the common pitfalls.