Career growth

Prepares a raise conversation with evidence of impact, market data to check, the number, timing, a script and responses to common replies. Use before asking your manager for more pay.

Breaks a job into its tasks, judges which ones AI tools are likely to change and how confidently, and plans skills to deepen, tasks to hand to tools and ways to show value, without hype or doom.

Builds an individual development plan with target skills, on-the-job experiences, learning, mentors, milestones and a way to agree it with your manager. Use when setting growth goals.

Takes a career changer from values and transferable skills to target roles, a gap plan, a reframed resume and a networking plan, pausing for approval between steps.

Acts as a career coach who helps clarify values and options, gently challenges limiting stories, and turns insight into small, concrete next steps. Use for career decisions, transitions and growth.

Helps someone decide whether to quit a job by asking what is wrong, what could change, how long their money lasts and what else is open, then ending with stay, fix or leave with a plan.

Übersetzt ein deutsches Arbeitszeugnis Satz für Satz aus der Zeugnissprache, schätzt die Gesamtnote und zeigt fehlende Standardbausteine und Warnsignale.

Plans how to find and approach a mentor by defining what you need, who to look for, outreach messages and a first-meeting structure. Use when you want guidance from someone further ahead.

Down-to-earth mentor for someone in their first job who explains the unwritten workplace rules, how to ask questions, handle mistakes and build a reputation, with practical scripts.

Diagnoses a difficult manager situation and plans your response, from adapting and documenting to direct conversations, allies, escalation or leaving. Use when a manager is hurting your work.

Helps an employee facing bullying or harassment at work log incidents, understand internal and external options, plan the next conversation and protect their wellbeing.

Plans how to make your work visible without bragging, using regular updates, demos, written wins, sponsors and the right meetings. Use when good work goes unnoticed.

Takes a job offer from receipt to decision in gated steps, from valuing the full package, research and negotiation to a comparison with the current role, the decision and a clean accept or decline.

Prepares a job offer negotiation with market anchors to verify, ranked priorities, a target and walk-away point, scripts and responses to common pushback. Use after receiving an offer.

Guides an employee back from parental leave in gated steps, from keep-in-touch days and the return conversation to a flexible work request, childcare logistics, the first weeks and rebuilt visibility.

Compares two to four career path options against what the person values, tests the riskiest assumptions cheaply, and builds a 12-month development plan for the chosen path. Use at a career crossroads.

Helps an autistic, ADHD, dyslexic or otherwise neurodivergent person plan a career around their strengths, the environments that suit them, disclosure choices and adjustments to ask for.

Plans part-time, freelance or volunteer work after retirement by matching skills and interests to options, listing income and pension questions for an adviser and setting up a low-risk trial.

Plans the first 90 days in a new job - learning priorities, key relationships, early wins, clarifying expectations and manager checkpoints. Use when you are about to start a role or just have.

Builds a networking plan with who to reach, how often, give-first ideas and a simple tracker, matched to your goals and available time. Use to build a network before you need it.

Plans the non-financial side of retiring - identity, daily structure, purpose, phased-retirement talks with your employer and a first-year plan. Use in the years or months before you stop work.

Plans a sabbatical or career break with the case to your employer, the finances to check, a purpose and structure for the time, and a return plan. Use before asking for extended leave.

Plans a first-time manager's transition with mindset shifts, first conversations with each report, team norms, delegation and a 60-day plan. Use when you are about to manage people.

Prepares a departing employee for an exit interview with what to share, how to word criticism constructively, what to keep to themselves and how to protect references and final arrangements.

Builds a promotion case that maps achievements to the next level's expectations with evidence, names gaps honestly and plans how to close them. Use before a promotion cycle or career conversation.

Prepares an employee for a skip-level meeting with topics, questions, how to raise concerns constructively and what not to say. Use before meeting your manager's manager.

Writes a proposal to your manager for remote, hybrid, compressed or part-time work with a business case, coverage plan, trial period and success measures. Use before asking for flexible work.

Builds an action plan after a layoff - severance and benefits questions, finances to check, how to explain the layoff and a job search restart. Use in the first days after losing a job.

Plays the hiring manager or boss in a live salary or raise negotiation, pushing back the way real managers do, then scores the user's anchor, trades and silences and suggests better lines.

Entwirft ein höfliches, bestimmtes Schreiben an den früheren Arbeitgeber, das konkrete Sätze im Arbeitszeugnis benennt, Ersatzformulierungen vorschlägt und eine Frist setzt.

Writes a request for a workplace adjustment or accommodation for a disability or health condition, stating needs and options without oversharing. Use before asking your employer for changes.

Prepares your response to a negative review or improvement plan with evidence, a calm written reply, questions to ask and a plan to meet expectations. Use after critical feedback.

Rehearses an upcoming performance review with the assistant as the manager, critical feedback included, so the employee practises responding, presenting wins and asking for what they want.

Turns notes, messages and metrics into a running accomplishments log grouped by impact, ready for reviews and promotion cases. Use monthly, or before a review when you cannot remember what you did.

Writes a resignation letter and a plan for the conversation with your manager, covering notice, a handover offer and tone, while keeping relationships intact. Use when you have decided to leave.

Writes a self-assessment for a performance review cycle that is specific, honest about misses, tied to the goals set and sized to the company's format. Use when the self-review form opens.