Work with me
Four ways to start. One way of working.
Every move is personal and different. The way I work isn't. It’s one method, applied with more or less depth depending on what you need and how far you want to go.
The Basel Method
One method, built from how hiring actually works.
Everything I do runs on a single method – the Basel Method. It’s a set of frameworks drawn from how hiring decisions are really made, not how the careers industry says they should be. Three movements, held together by one constant.
Be understood
So the right people instantly see you as the answer to a specific problem.
Reach the right people
Run it well
At the centre — Mindset & Identity: confidence, clarity, consistency.
Where are you?
Not sure where to start? Start here.
“My story, CV and LinkedIn don’t do me justice.”
→ Clarity
→ Access
Four ways to work with me.
Clarity
Covers → Be understood
Access
Executive Counsel
Precision
The Outcomes
Success stories.
The Detail
Want the full picture?
The Next Step
Talk it through.
If you’re thinking about your next move, internal or external, and want to approach it intentionally rather than reactively – let’s talk. If a programme isn’t right, you’ll still leave clearer than you arrived.
FAQs
Common Questions.
How do I know which programme is right for me?
It depends on where the friction is. If your story and materials aren’t landing, start with Clarity. If you know the roles worth having aren’t advertised, Access. If the move spans boards, investors and internal stakeholders, Executive Counsel. If one specific conversation or decision is the whole question, Precision. If you’re not sure, book a 20-minute call and I’ll tell you straight — including if the answer is “none of these yet.”
How is this different from a recruiter, outplacement, or a LinkedIn coach?
A recruiter is paid by the company to fill a role, not to get you the right one. Outplacement is built for volume. A LinkedIn coach teaches you to be louder. I’ve spent fifteen years on the side of the desk where hiring decisions actually get made — 250 companies, 750 hires — so the advice is about how panels really decide, not how the internet says they should.
Can you keep this confidential while I'm still employed?
Yes. A large share of the work is quiet searches run by people who can’t be seen looking. Nothing is public, nothing goes near your current employer, and the outreach strategy is built specifically to move without signalling.
What if I'm not even sure I want a new role?
That’s often the most valuable place to start. Some of the best outcomes are an internal move, a renegotiation, or deciding *not* to move at all. The work begins with what you actually want — the search comes after, if it comes at all.
How much of my time does this take?
Less than running a search badly on your own, which is the real alternative. Each programme is built around senior people who are time-poor: focused sessions, clear homework, nothing performative. The point is to do this once, properly.