Career Change · Industry Pivot · Role Transition
You don't have to start over. You have to reframe.
Most career pivots fail not because the person isn't qualified - but because they can't explain why they're making the move in a way that makes sense to a hiring manager. That's a fixable problem.
The pivot isn't the problem. The story is.
Hiring managers are risk-averse. When they see a non-linear background, their first instinct is to pass - not because you're unqualified, but because they can't quickly answer "why this person for this role." Your job is to answer that question before they ask it.
René Cole has spent two decades on the other side of that decision. She knows what makes a pivot read as intentional versus accidental, as an asset versus a liability. That perspective is what makes the difference between a pivot that stalls and one that lands.
Whether you're moving from government to private sector, clinical to consulting, operations to strategy, or any other transition - the framework is the same: identify the transferable value, close the real gaps (not the imagined ones), and build a narrative that makes the move feel inevitable.
Common pivots we coach
Industry Pivot
Moving from one sector to another - government to tech, nonprofit to corporate, healthcare to consulting. The skills transfer more than you think; the framing is everything.
Function Pivot
Changing what you do, not just where you do it - from individual contributor to strategy, from technical to commercial, from operations to leadership. Requires a clear narrative about why.
Level Pivot
Using a transition as an opportunity to move up, not just across. Many clients pivot into roles two levels above where they left - when the positioning is right.
The recruiter's perspective on career changers.
Most career coaches help you tell your story. René helps you tell it the way a recruiter needs to hear it - which is a different thing entirely.
Recruiters are not reading your resume looking for reasons to hire you. They're looking for reasons to screen you out. A career pivot gives them an easy one - unless your materials and your narrative preemptively close that door.
After 20 years of making hiring decisions, René knows exactly what makes a career changer compelling versus confusing. That knowledge is the foundation of every pivot engagement.
Book a callFrequently asked questions
How long does a career pivot typically take?
Most clients complete a meaningful pivot in 3–9 months, depending on how far they're moving and how much groundwork exists. The timeline compresses significantly when you have a clear narrative, a targeted list, and someone who knows how hiring decisions actually get made.
Can you help me pivot into a completely different industry?
Yes - and it's more common than people think. The key is identifying which of your skills transfer, which gaps are real versus perceived, and how to frame your background so it reads as an asset rather than a liability. René has coached pivots from government to tech, clinical to consulting, military to corporate, and many others.
What if I don't know what I want to pivot into?
That's where we start. Clarity on direction is the first deliverable - not a vague exercise, but a concrete, defensible answer to 'what are you targeting and why.' Most people who think they lack direction actually have strong signals they haven't decoded yet.
Do I need to take courses or get certifications before pivoting?
Rarely. Most career pivots don't require new credentials - they require better positioning of what you already have. Credentials can actually delay a pivot by giving you something to hide behind. We'll tell you honestly if a gap is real enough to address before you start applying.