Career advisory for executives and students
I work with two kinds of people. Managers and executives who are changing roles, and students and graduates who need to work out what they want to do and how to get there. In both cases the work is choosing where to aim, telling your story well, LinkedIn included, and reaching the people who can open a door.
For fifteen years I hired and led people, and I used the method I propose on myself first.
Who it is for
Managers and executives
For people in sales, business development, operations or general management, in technology, financial services and consulting, who are changing jobs by choice or because a role has ended. Also for those moving sector, returning to Italy or looking to work abroad.
The 70/30 methodStudents and graduates
For those choosing a university or a master's, looking for a first internship or first job, or simply unsure which way to go and wanting to talk it through with someone who knows the working world from the inside.
The path for studentsThe 70/30 method
Most people do the opposite. They spend their days on job boards, send dozens of applications and wait. At senior level, roles are decided mostly in conversations: with the right search firms, with people running private equity backed companies, with those opening a business in a new country. The method moves your time there, with a weekly discipline you can measure.
How the method worksSplit of the search week, in %
For executives, what changes
Positioning
A recruiter must be able to describe you to a client in one line. We work on two clear directions, not seven. Your CV, your LinkedIn profile and what you publish follow from that choice, and build your reputation even when you are not looking.
Channels
The right search firms, approaching the practice partners rather than internal recruiters. The market that never advertises. Interim and fractional assignments, treated as a real channel and not a fallback.
Messages
One request per message, no unsolicited CVs, a fresh reason to get back in touch when a conversation goes quiet. We write the messages together, person by person.
Rhythm
A tracker where every contact has a next action and a date. We count new conversations and first interviews, and if they do not come after three weeks at full pace, we go back to positioning.
What I do not do
I do not put candidates forward to companies, I do not keep candidate databases and I do not guarantee a hire by a given date. Anyone who promises that is selling something else.
My work is advisory. I help you decide where to position yourself, present yourself to the market in the right way and run your search with a method. The interviews and the decisions stay yours, and so does the credit.
About me
Fifteen years across financial services and enterprise technology, from Willis Towers Watson and Credit Suisse to Chief Revenue Officer and then CEO of TP Infinity, part of TP Group. Along the way I hired and developed sales people and managers, and worked with executive search firms both as a client and as a candidate.
Through Manageritalia's Food4Minds programme I teach career orientation modules to secondary school students.
My backgroundThirty minutes to understand where you are, what you are looking for and whether the way I work suits you. If I am not the right person, I will tell you.
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