For Corporates
Career
Launch Program.
New hires arrive trained to have answers.
The job requires learning to ask better questions.
Every participant leaves with an individualised developmental plan, built around the specific gap between academic mastery and workplace effectiveness. Your organisation receives a cohort-level view of the same patterns across the group.
Note
This page goes deep on the Career Launch Program. The Corporate programs page covers the underlying model, why skills and competencies alone don't explain performance variance, our full range of corporate offerings, and how engagements run in practice: format, assessment, reporting, and follow-up. If you haven't already, we'd suggest starting there.
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Entry Level
The Transition.
First-year outcomes among new hires rarely track evenly with the effort and cost invested in bringing them in, some build momentum and credibility quickly, others stall despite comparable preparation, and few even leave before the investment has paid off; replacing an employee typically costs six to nine months of their salary.
Capability opens doors, but early-career success depends on more than that: how a person responds when expectations are unclear, engages with feedback, navigates ambiguity and setbacks, and earns trust through consistent ownership.
AI is reshaping the earliest years of a career too. Much of the repetitive, foundational work that once let new hires build technical fluency simply by doing the job is now compressed or automated, which means judgment, initiative, and relational awareness aren't just useful early on, they're expected from day one.
The transition is specific: from having answers to finding questions, from individual mastery to collaborative execution, from controlled coursework to messy real-world constraints. The Career Launch Program builds the capacity to navigate it.
The Professionalism Gap
Employers consistently rate professionalism among the most important qualities in new hires, and among the least proficient, a gap NACE has measured at 30-plus percentage points in recent years.
These are not simply learned techniques, they are inner qualities that shape how a person thinks, feels, decides, and acts.
Explore the modelThe Program
The Career Launch Program.
For entry-level hires, navigating the shift from classroom to workplace.
This program runs as a single workshop for entry-level hires, delivered in cohorts of 8 to 24, with larger intakes run as multiple cohorts. We recommend extending the arc afterward through a cohort check-in or individual sessions (see Corporate programs for details).
Success in this transition from classroom to workplace depends on capacities the classroom rarely tests directly: learning fast without defensiveness, executing reliably without needing constant oversight, and sustaining effort without losing momentum when things don't go to plan.
Here are three examples of what that looks like in practice.
The Scenario
Receives direct feedback on their work in front of a group and becomes defensive. Instead of focusing on the feedback, they spend time explaining and justifying their original approach.
The Shift
The new hire takes the feedback in, asks clarifying questions, and applies it to the next piece of work without needing to be told twice.
The Scenario
Handed an assignment with only a rough brief, the new hire waits for someone to spell out exactly what's expected before starting anything.
The Shift
The new hire makes a reasonable interpretation, starts producing work, and checks in early rather than waiting for perfect clarity that isn't coming.
The Scenario
An initial approach to a task stops working partway through, and the new hire keeps pushing it anyway as the deadline gets closer.
The Shift
The new hire recognises the approach isn't working, adjusts course, and delivers on time without the setback derailing the rest of the work.