Build transferable instinct. Prep that bridges the career gap.

Your personalized interview prep and upskilling coach for the age of AI

...or type any role or company

Career Pivot Coach

Skills-based. Curated. Adaptive.

Close your skill gaps

Track progress on your skill profile and achieve your career goals in the age of AI

Structured Problem Solving
Practitioner
Stakeholder Influence
Apprentice
AI Delegation
Apprentice

Click to expand

Deeply Researched

Every session is built around news, trends, earnings calls, and ideas shaping your profession today

You are a paralegal with 6 years of experience who wants to reskill into UX research....

Google
AI FLUENCY

Google

A 15-year veteran in traditional retail merchandising wants to reskill for a digital...

McKinsey
AI FLUENCY

McKinsey

Click to expand

Interview Simulations

Mock interviews with sharp, realistic AI interviewer personas, interactives and exhibits

Framework
Main Branch
What skills transfer directly to the new role?
Level 1
Which existing competencies overlap?
Level 2
User research, A/B testing, data analysis, cross-functional coordination — 60% overlap
Level 2
Stakeholder management and go-to-market strategy are directly transferable
Level 1
What new skills must you build from scratch?
Level 2
Technical fluency (APIs, data models), sprint planning, and prioritization frameworks
Level 2
Estimated 4-6 months to reach "competent" level in new-skill areas via project work
Main Branch
What is the most effective transition strategy?
Level 1
Can you pivot internally?
Level 2
Internal transfer success rate 3x higher than external pivot; leverage existing reputation
Level 2
Action: volunteer for cross-functional PM projects; build portfolio of product thinking artifacts
Level 1
What external credentials strengthen the pivot?
Level 2
Side projects and portfolio work more valued than certifications by hiring managers
Level 2
Build 2-3 case studies showing product thinking applied to real business problems

Click to expand

Sharpen Your Judgment

Get pressure-tested on which problems matter, which questions to ask, and how to prioritize

I am reskilling into data engineering -- I completed a Python bootcamp and am halfway through a SQL course.

Thinking
AssessThe candidate is in the classic reskilling trap: completing courses without building proof. Courses prove you started; projects prove you can do the work.
LocateThe critical gap is portfolio evidence. Without a project that demonstrates real skill application, the reskilling story is unverifiable to a hiring manager.
DecidePush them to define the proof point -- one specific project with a concrete outcome -- that makes the reskilling credible before they apply for roles.
Courses are inputs. A hiring manager will ask: what have you built? What problem did you solve with the new skills? What is the one project that proves the reskilling is real?

Click to expand

Tailored Debriefs

Know exactly where you stand on every skill that matters — after every session

Reskilling Strategy
Meeting Bar
Proof Building
Developing
Domain Transfer
Strong
Technical Depth
Meeting Bar

Click to expand