Most people walk into their first coaching session unable to say what they're best at. After months of applications and silence, many have stopped believing it. So the first session or two goes to intake: work history, "tell me about yourself," rebuilding enough confidence to start.
The people who could answer those questions (former managers, peers, clients) are never asked. Career Wayfinder asks them. Before the first session, your participant has proof of their strengths and a draft of how to say it, and your coach has a starting point.
When you're looking for your next role, the hardest question is the one everyone asks first: "So, what do you do?" And the longer the search goes, the harder it gets to answer with any confidence.
You know your history. What's hard to see from the inside is what you're actually known for, where you fit, and how to say it so the right people listen. The people you've worked with already know. Career Wayfinder asks them, and gives you something concrete to hold onto, in applications, in interviews, and on the days the search is hard.
What do you want next?
Each person's self-review starts with one box, and everything that comes back is written for that direction. The list is yours to set: match it to the paths your program supports.
Your self-review starts with one box. Everything that comes back is written for the direction you picked. "Not sure yet" is a real answer; if you check it, the report helps you narrow.
Example list. Each program sets its own options.
Clarity, confidence, a roadmap, and a coach.
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01
Clarity.
What you're known for, where you're strongest, and where you fit.
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02
Confidence.
Proof of your strengths and successes from people who've seen your work. Something to carry into every interview, and to come back to when the search gets long.
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03
A roadmap.
Job titles to search (and ones to skip), keywords, and the words for your résumé, LinkedIn, and interviews.
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04
A coach who starts in the right place.
Session time goes to accountability, applications, and interview practice instead of intake.
Four steps, start to finish.
You do your self-review. About 25 minutes.
It starts with where you want to go.
You invite the people who've seen you work.
At least five: managers and peers from your last two or three roles, clients, or people from board or volunteer work. Most people between jobs don't have current coworkers, and that's fine.
They answer what they can actually see.
Short questions, different by relationship, about five minutes each. They don't sign up for anything. Your report comes back once three have answered.
You get three things back.
Your report, your brand kit, and a summary for your coach. Your next coaching session starts from there.
Nothing anyone writes is quoted, unless they choose to leave you a note in their own words. Everything else is read alongside the other answers and written back as what people see.
Reviewers aren't signing up for anything. They answer five minutes of questions about you, and they're done.
You own the report. Your program sees it only if you share it. The coach summary goes to your coach when you send it.
Three documents, built for your next step.
Your report
Who you are: what you're known for, where you're strongest, what you love doing, and where you do your best work, backed by what the people around you see.
Where you fit: the kinds of work and industries that suit you, specific job titles to look for (and ones to skip), and the keywords to search.
Your brand kit
Your LinkedIn About section, a few versions of your elevator pitch, lines for your résumé and cover letter, and real examples of your successes to use in interviews. Built to be copied from.
Coach summary
One page: your strengths, your direction, and where to focus your sessions. It's a Word document, so you edit it and choose what to share.
Same coaches. Sharper sessions. More confident job seekers.
It fits the step you already run.
Most programs start with an assessment and an employment plan. Career Wayfinder is that assessment, built from what people who've worked with your participant actually see, and it feeds the plan.
Confidence is part of the work.
Research across 47 job-search programs found that pairing job-search skills with confidence and motivation is what moves people into jobs. Skills alone weren't enough. Career Wayfinder gives each person concrete proof of their strengths to build on.
Liu, Huang, and Wang, Psychological Bulletin, 2014
Your coaches start in the right place.
The first session goes to direction and accountability, not intake. Over a cohort, that time adds up.
Live in an afternoon.
Add participants' names or upload a list, and invitations go out from a person, not a no-reply address.
A pilot is one cohort of 10 to 20 people, run alongside the coaching you already do. We track what your coaches notice: how fast plans come together, where session time goes, and how people use the language in their applications and interviews.
What if I don't have current coworkers?+
Most people don't when they're between jobs. Former managers and peers from your last two or three roles count, and so do clients and people from board or volunteer work. Invite at least five; your report comes back once three respond.
I've been searching a long time. Is this for me?+
Yes. It's built for exactly that moment, when it's hard to remember what you're good at. The people who've worked with you remember.
Is this a personality test?+
No. It's built from what people who've worked with you actually see, next to your own view, and pointed at where you want to go.
Does this replace our coaches?+
No. It gives them a better starting point, so session time goes to accountability, applications, and interview practice.
How long does it take?+
About 25 minutes for you and 5 for each reviewer. Your report arrives 2-4 weeks, after the third reviewer responds.
Where do the job titles and keywords come from?+
From what your reviewers see and the direction you chose. Treat them as a list to test in your search, not a verdict.
Who sees it?+
You do. Your coach and program see what you choose to share.
What does it cost?+
It's priced per person on a sliding scale. The first program at any organization runs as a pilot in exchange for honest feedback.
Right now, early testers get it at 90% off in exchange for honest feedback. If you're in a career program, ask whether they offer it.
Bring it to your next cohort.
A 30-minute call to scope a pilot cohort of 10 to 20 people.
Be one of the first.
We're opening Career Wayfinder to a small group of early testers at 90% off, in exchange for your honest feedback.