Protect senior placements in the first 90 days
Executive onboarding coaching that reduces early leadership failure risk after placement.
Executive onboarding coaching for newly placed senior leaders
A senior executive placement is most vulnerable in the first three months. This is when expectations are high, organisational complexity is unclear, political dynamics are still hidden and even strong leaders can lose traction before they have fully established authority.
For recruiters, early instability creates unnecessary risk:
candidate confidence drops
stakeholder trust weakens
transition delays become visible
placement reputation is exposed
My work helps reduce that risk.
Why Senior Placements Fail Early
Most failed senior hires are not capability failures, they are judgement failures under transition pressure.
In the first 90 days, newly placed leaders must quickly:
read unclear systems
establish credibility without overreaching
make decisions with incomplete information
adapt to unfamiliar political dynamics
Without structured support, even highly capable executives can misread timing, overcorrect too early or lose confidence in the new environment.
The 90-Day Executive Transition Coaching Model
I work with newly placed executives during their onboarding period to stabilise judgement during role transition.
The programme supports leaders to:
accelerate situational clarity
strengthen decision confidence
navigate political complexity early
establish authority with less friction
avoid preventable derailment patterns
This is not generic coaching. It is targeted transition support designed specifically for executives entering high-stakes roles.
How Partnership Works
Option 1: Recruiter Introduction Model
You introduce selected placed candidates after successful placement. Candidate or employer contracts directly.
Option 2: Premium Search Value Add
You include onboarding coaching as part of retained executive search assignments.
Option 3: Placement Risk Protection Partnership
For recurring recruiters placing multiple senior leaders annually. Structured ongoing partnership model.
Who This Works Best For
Especially effective for recruiters placing:
Executives and interim executives entering complex mandates
VP / SVP technology leaders
Transformation directors
Portfolio leadership hires
Why Recruiters Partner With Me
I bring:
20+ years senior leadership experience
former VP / Head of Product executive background
executive coaching expertise focused on judgement under pressure
deep experience with leaders entering complex systems quickly
This strengthens your placement beyond the hire itself.
If you place leaders where early transition risk matters, let’s discuss how this can support your clients and candidates.