Which factors matter most beyond title and compensation?
Title and pay are simple to compare, but they do not predict fulfilment or performance. We start with values. What do you want to be true about your workday: autonomy, pace, ethics, learning, stability, or visible impact? Values clarify what you are willing to trade and what you are not. If you value autonomy and the role is heavily constrained by politics or unclear governance, the mismatch will show quickly.
Next is leadership scope. Some roles promise influence but provide limited authority, vague decision rights, or weak access to key stakeholders. Others look smaller on paper but give genuine ownership of outcomes. Coaching helps you translate the job description into reality: who owns the agenda, what success measures look like, where power sits, and whether you will be supported when tough decisions arrive.
Culture is the final big piece. Culture is not a slogan, it is behaviour under pressure. We look for signs: how decisions are made, how conflict is handled, whether accountability is real, and how leaders speak about people and performance. You can often read culture through inconsistency. If different interviewers describe different priorities, or if the organisation avoids clarity, that is information.
How do you test fit and sustainability before you say yes?
Fit can be tested. We build a small set of questions you will ask every employer, and we coach you to listen for what is not being said. We also plan a “first 90 days” view: what you need to learn, which early wins are realistic, and what risks could block you. This quickly reveals whether the role is set up for success or whether you are being hired as a quick fix without proper backing.
Sustainability matters too. A role can be prestigious and still drain you. We assess travel load, stakeholder intensity, board expectations, and organisational runway. We also consider the long game: does this move build the kind of experience you want to leverage in five years, or is it simply solving an immediate gap?
With structured coaching, you make the next move with clearer criteria, stronger judgement, and fewer surprises. That is what creates long-term career stability at senior level.