You want to move internally. You don't know how to do it without making it awkward.

There's a role or a direction you want to move towards inside your organisation. But your current manager doesn't know, the hiring manager might talk to your manager, and one wrong conversation could make things uncomfortable before anything is even decided.

The risk isn't that you don't get the role. It's that you damage the relationship you're sitting in while you try.

What's at stake?

Internal moves are political in ways external moves aren't. Your current manager's reaction, the timing of conversations, who finds out in what order — these matter as much as your suitability for the role.

Most people either move too openly too early and create awkwardness, or stay too quiet too long and miss the window entirely.

How we work through this?

We map the politics, sequence the conversations, and make sure you're positioned correctly before anyone knows you're interested. You get a clear plan and scripts for every conversation that matters.

You pursue the move without destabilising what you already have.