career-transitions

Career Transitions

Scope

Covers

• Clarifying what “progress” means to you (beyond compensation) and using it as a decision rule
• Mapping your current situation into pushes (frictions) and pulls (attractions)
• Defining a motivating “genie goal” (what you’d do if success were guaranteed) and backcasting into near-term moves
• Turning vague ideas into 2–4 concrete target archetypes (roles/companies/paths) with clear fit filters
• Building an opportunity pipeline (network map + weekly outreach plan) and ready-to-send outreach scripts
• Creating a realistic 4–12 week experiment plan to de-risk the transition

When to use

• “I want to change careers / pivot roles but I’m not sure to what.”
• “Help me evaluate two career paths and pick one.”
• “I feel stuck; help me figure out what I actually want next and how to get there.”
• “I want a structured plan for a career transition, including networking/outreach scripts.”

When NOT to use

• You already have a target role at your current company and want to build a promotion case — use building-a-promotion-case
• You have a concrete job offer and need negotiation tactics — use negotiating-offers
• You want to build a mentor/sponsor network (not plan a transition) — use finding-mentors-sponsors
• You want to validate a startup idea, not plan a career move — use startup-ideation
• You need clinical mental health support for burnout/anxiety/depression (seek professional support; this skill can complement, not replace it)
• You need legal advice (employment law, immigration/visa, contracts) or financial/tax planning
• You only want a resume/LinkedIn rewrite with no decision/process work (use a resume-specific workflow instead)
• You are in an urgent workplace investigation/HR escalation where legal/process guidance is required

Inputs

Minimum required

• Your current role/situation (title, scope, industry) and what’s prompting change
• Your constraints (location/remote, time, money/runway, family, visa, schedule)
• Your timeline (when you need a decision; when you could start something new)
• What you’re optimizing for (learning, autonomy, mission, stability, leadership, compensation, flexibility)
• 2–6 candidate directions you’re considering (even if vague) OR what you explicitly want to avoid
• Your current “assets” (skills, strengths, portfolio/work examples, network access)