For senior IT leaders who want to see it coming before it gets here.
Four-week intelligence engagement. Four spots per cohort. $3,500. Application-reviewed from the assessment dashboard.
You're not panicking. You're noticing. The noticing is correct.
The conversations in your executive meetings shifted in the last twelve months. The questions from your CFO are different. The budget reviews go deeper. The headcount conversations include words like optimization and rotation that didn't show up two years ago. Your peers at other companies are posting open-to-work banners with experience profiles that look a lot like yours. The environment is genuinely shifting and you're operating with incomplete information about where you actually stand inside it.
You're not afraid of being fired tomorrow. You're afraid of being slowly outmaneuvered. Your team is getting smaller. Your budget is getting scrutinized. The AI conversation is reshaping what your job even is. Your peers at other companies are being repositioned, demoted, or quietly transitioned out. You feel exposed in a way you can't fully articulate.
The senior leaders who got repositioned had two things in common.
They were strong technically. They were respected on their teams. What they didn't have was a clear read on where their role actually sat in their company's strategic priorities, and they didn't have a twelve-month plan that anticipated where the company was heading. By the time their role was reorganized, the move was already final. No preparation window. Strategic clarity about your position twelve to eighteen months out isn't optional in this environment. It's the difference between being the person who shapes the next conversation and the person who finds out about it in a meeting.
Four documents. Yours to keep.
A written read of where you actually stand in your organization right now, including the political, financial, and strategic dynamics shaping your role. Not feelings. A documented assessment.
A map of what's likely to happen in your industry over the next eighteen months, with specific positioning implications for someone in your role.
A twelve-month plan with concrete moves. What to say yes to. What to say no to. What conversations to be in. What skills to build.
A written narrative for yourself in your own language. Use it in conversations with your company, your board, your network, or your next opportunity. These aren't decks. They're working documents you'll refer back to throughout the year.
Four spots per cohort. Four weeks of structured work. $3,500.
The cohort is selective by design. Four spots means I work with you directly, not as one of fifty. Four weeks is enough time to produce the documents and short enough to maintain intensity. The price is fair for the work and the outcome. No payment plans presented up front. No bonuses stacked on top. The simplicity itself is the signal.
The Radar Score is how I read you before we ever talk.
The application is the Radar Score. Complete the assessment. Your dashboard gives you the option to apply for the next cohort. Your application is reviewed against the assessment data and the structured qualification fields you fill out from the dashboard. I select the four spots from the application pool based on cohort fit.
The waitlist for the next cohort opens through the assessment dashboard. Application review happens before each cohort starts.