Career change coaching with me starts with one question: do you need a new career, or just a new job? We work that out first. Then we position your transferable skills so employers see the problems you've already solved, not the job titles you haven't held.
I've spent years on the hiring side, so I know why career changers get rejected. It's rarely ability. It's risk. My job is to make hiring you feel like the safe decision.
For experienced professionals changing role, industry or direction.
Getting this wrong can cost you years.
One of the biggest mistakes I see is making a major career decision based on how you feel in one particular moment. A bad manager. A toxic environment. Redundancy. Burnout. Dozens of rejections.
So ask yourself honestly: do you hate the career, or do you hate the environment you've been doing it in? I've seen people go from dreading Fridays to genuinely enjoying Mondays, doing exactly the same type of work at a different company.
The same process I use with my coaching clients, from diagnosis to signed offer.
Before you throw away years of experience, we work through five questions that separate an environment problem from a career problem.
I ask clients to make three columns: what you enjoy, what you dislike and what you're naturally good at. Then ignore job titles completely and look for the patterns. Careers aren't built around job titles. They're built around strengths, problems and environments.
Your technical skills may need to change. Your transferable skills don't disappear overnight: leadership, stakeholder management, negotiation, problem-solving, commercial awareness. We turn them into evidence a hiring manager in your new field will recognise.
Conversations with people in the field, a small project, a course or volunteering. You find out whether you actually enjoy the work before you make a huge decision.
Target the right companies, reach hiring managers directly and walk into interviews ready to answer the question every employer is really asking a career changer: "Will they adapt?"
You think the employer is asking, "Who is the most talented person we could hire?" Psychologically, they're often asking, "Which of these people am I least likely to regret hiring?"
Those are not the same question. And when you're changing industries, the risk they're weighing is simple: will this person adapt?
That's why being impressive isn't enough. Your job isn't just to prove you can do the job. It's to remove the reasons they might be afraid to hire you.
"Companies don't just hire job titles. They hire people who can deliver outcomes."
One of my favourite exercises for this is an energy audit. For one week, score every main task: plus two if it energises you, zero if you feel neutral, minus two if it drains you. The patterns tell you far more than your job title ever could, and they give you the story you'll tell employers about why this move makes sense.
The online program was exceptional and the one-on-one sessions with Lucy were even better. Lucy and her colleagues were incredibly helpful in all aspects of this process, including valuable tips regarding preparing cover letters, optimizing my CV and LinkedIn profile, searching for positions, preparing for interviews, and final negotiations.
I’m thrilled to share that I secured a new position in just 35 days! I’ll be consulting for a midsize pharmaceutical company starting at the end of this month. I truly credit Lucy and the CGA program for making all the difference.
What I appreciated most was that the program helped me take more control of the process. Instead of only applying online and waiting to hear back, Lucy helped me think more strategically about my search, my positioning, my network, and how to be more proactive in reaching out to the right people.
Same recruiter-backed system. The difference is how hands-on you want me to be.
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The career that suited you at 25 may not suit you at 45. That's okay. People evolve, and your career should be allowed to evolve too. You just don't need to make a dramatic change overnight.
Start by separating the work from the environment. If you'd still enjoy the problems you solve with a better manager, company or culture, you probably need a new job. If you've felt disconnected from the work itself for a long time, across different companies, that may point to a career change.
Sometimes, but it's rarer than people think. You may need to learn new systems, terminology or processes, but your transferable skills come with you. People get hired into new industries because they've already solved similar problems, not because they've held the exact job title.
Lead with the problems you've solved that are relevant to them, then remove the risk. Show why this move makes sense, what you're moving towards and why you'll stay. Employers worry about whether a career changer will adapt, so answer that before they have to ask.
We diagnose whether you need a new job or a new career, identify your strengths and patterns, translate your experience for the new field and build a plan to reach hiring managers directly. Inside the Career Growth Accelerator, that includes one-to-one coaching, interview preparation and negotiation support.
If you're about to make a decision that affects the next decade of your career, getting it right matters. The most expensive mistake is running away from a bad environment into another one, or throwing away years of experience you didn't need to.
But don't spend your life climbing a ladder to nowhere either. Work out whether it's your environment or your direction that needs to change, and everything else becomes much clearer.
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