A restructuring is underway.

90 days of private advisory for senior professionals navigating a restructuring, redundancy or exit through to what's next. Full situation read. Every realistic path assessed. One clear recommendation. Complete steps to execute it. Support through to the outcome.

CHF 2,500

Three sessions of structured support for senior professionals who know the exit is happening and need to move cleanly to what comes next. Situation understood. Direction decided. Positioned and ready for market.

CHF 1,300

Full Restruturing Support

Transition Essentials

What is actually at stake

Most professionals at Director level leave between CHF 50'000+ on the table in a redundancy negotiation. Not because they are poor negotiators. Because they do not know what is negotiable and they find out too late to act.

These are the variables most people miss entirely.

Most people negotiate one thing: the headline number. These are the variables that rarely make it into the conversation.

• Bonus timing. Exit date and bonus payment date are not the same thing. The gap between them is often a full year's accrual.

• Unvested shares and LTIPs. Accelerated vesting is negotiable in some structures. Most people do not ask.

• Sabbatical and holiday accrual. Contractual entitlements that belong in the calculation and rarely appear in the first offer.

• Garden leave structure. How it is classified affects pension contributions, benefits continuation, and when you can start elsewhere.

• Non-compete scope. The default language is broader than it needs to be. Narrower scope is achievable without affecting the package.

• Reference language and reference giver. At MD level the market is small and conversations happen before formal applications. Both are negotiable.

• Outplacement substitution. The cash equivalent of the standard outplacement provision can often be taken instead. At senior level it almost always should be.

• None of these require confrontation. They require knowing they exist and asking at the right moment.

The 5 Stages

What I help with at each one:

What 90 days looks like

We meet every other week. Six sessions across 90 days. Between sessions you have async support, questions answered, documents reviewed, decisions pressure-tested as they arise. Nothing waits for the next scheduled call.

Session 1 — Full situation read

We establish what is actually happening. What the signals are telling you, what the organisation is likely planning, where you sit in the decision hierarchy, and where your leverage sits right now. We map your full compensation and benefits picture, including every variable listed above. Most people arrive with an incomplete picture of what they stand to lose. This session establishes the correct one.

Between sessions: Compensation inventory completed. All variables mapped. Initial read on negotiating position documented.

Session 2 — Strategy and path decision

Every realistic path assessed and stress-tested. Stay and secure a role in the new structure. Negotiate the best possible exit. Run an external process in parallel. Each path has a different sequence of moves and different timing logic. We establish which one or which combination applies and what needs to happen first.

Between sessions: Path decision made or narrowed. Priority moves identified. Any urgent conversations sequenced before they happen.

Session 3 — Negotiation preparation

Before any number is put on the table, we establish your position. Severance quantum, garden leave structure, bonus treatment, share vesting, reference language, non-compete scope, outplacement substitution. Every variable mapped to a position. The framing of each ask designed so it reads as reasonable rather than adversarial. The sequence of what to raise and when agreed before the conversation takes place.

Between sessions: Negotiation brief prepared. Scripts drafted for key conversations. Counter-offer positions prepared.

Session 4 — Live situation management

The formal process is moving. Offers have been made or conversations have happened. We debrief what was said, what it means, and what to do next. Counter-offer positions confirmed or adjusted. Decisions made under pressure pressure-tested before they become irreversible. This is the session that most often determines the final outcome.

Between sessions: Ongoing support as the negotiation develops. Documents reviewed before signing. Response framing agreed before each conversation.

Session 5 — Outcome confirmed and what comes next

Package agreed. Now the preparation for what follows begins. Corporate role or independent practice, the decision is made here with clear criteria rather than under financial pressure. If corporate: target level calibrated, role archetypes defined, compensation anchor set, narrative built. If independent: service proposition shaped, first client strategy mapped, positioning established. If both: parallel track designed.

Between sessions: CV and LinkedIn brief prepared. Market positioning documented. First moves in the next chapter agreed.

Session 6 — Market entry or practice launch

CV and LinkedIn profile reviewed and aligned to the brief. Market entry sequenced so the right people hear about your availability in the right order. Or practice launch sequenced: initial outreach designed, pricing positioned, first engagement framed. The exit is complete. The next chapter has a plan behind it.

Between sessions: Async support continues for the remainder of the 90 days. Monthly advisory available after close at CHF 750 per month.

Here's what that looks like in practice:

How to start

Start with a 15 minute clarity call. No cost. We establish if this is the right fit and what the 90 days would cover.