Prepare your next transition in four weeks.
Clarify your positioning, strengthen your evidence base, assess target organisations and leave with a credible 90-day action plan.
This programme is designed for senior executives, C-suite leaders, Executive Committee members and highly experienced professionals, whether in role or in transition, who know that a move is no longer a distant possibility — and do not want to approach it like a conventional job search. It is neither outplacement nor a placement or intermediation service.
Admissions are open for the next English-speaking international cohort. The introductory call is designed to assess your situation, your readiness for a move and the most appropriate format: the collective programme or, where relevant, Premium 1:1 advisory work.
After four weeks, you will have a clearer and more disciplined basis for your next move.
You will have a rigorous basis for articulating your value, setting decision criteria and moving forward credibly.
Clearer executive positioning
A sharper view of the roles, organisations and leadership environments where you are most likely to succeed, and those best ruled out.
Better-structured evidence of impact
So you can articulate your value without diluting the message or falling back on adjectives and a rehearsed CV.
A decision framework
To distinguish more quickly between credible options, attractive but misleading options and contexts likely to create role mismatch.
A prioritised list of target organisations and more credible senior-level conversations
With sources, potential sponsors and conversations that are better prepared than applications sent without a clear angle.
A 90-day action plan
To translate the discipline built during the programme into execution, rather than a short-lived sense of progress.
Why experienced senior executives can still weaken their own mobility strategy
Opportunities are not enough. Without clear positioning, robust criteria and a credible approach strategy, exploring the market can quickly weaken the coherence of an executive profile.
External positioning materials prepared too early. Conversations opened before the angle is clear. Criteria left insufficiently defined. Attractive options accepted for lack of direction.
A poorly prepared executive transition does more than cost time. It weakens coherence, damages credibility and can lead an executive towards a role or environment that diminishes their scope and impact. At your level, visibility alone is not enough. What matters is the accuracy of the positioning, the quality of the criteria and the ability to open the right conversations at the right time.
What you come here for: sharper positioning, more robust criteria and better-prepared senior-level conversations.
The work helps you clarify the roles, contexts and levels of responsibility where you can genuinely contribute, turn your background into evidence of impact and prepare conversations worth having.
- Clarify the roles, leadership environments and organisational contexts consistent with your profile.
- Structure evidence of impact rather than a flattering but vague narrative.
- Assess opportunities against robust criteria, not the appeal of the opportunity alone.
- Prepare senior-level conversations that are more credible than standard applications.
A disguised job-search coaching service
The approach sits at the intersection of executive search, senior advisory work and advanced behavioural reading. It does not look only at a background: it also considers the conditions in which contribution is possible, potential role mismatch, working patterns and the real coherence between the profile, the ambition and the target environment.
The Scyllage collective programme is not a standardised outplacement service, a placement service or an intermediation model. It includes no market outreach on behalf of participants, no access to job offers, no guaranteed introductions, no guaranteed interviews and no promise of employment.
Four weeks to clarify, substantiate, decide and prepare
Each week produces tangible work. The programme is not confined to reflection: it requires you to produce, sort, decide and prepare the next step.
Clarify
We use GRI as the behavioural foundation for clarifying how you work, potential role-mismatch situations, the conditions in which you contribute and areas requiring attention, without reducing the work to a simplistic typology.
Deliverables: GRI report, operational interpretation, personal application worksheet.
Evidence
We turn your background into an evidence base: a clearer executive profile, demonstrated achievements and transferable proof points, without relying on a recited CV or generic leadership claims.
Deliverables: profile dossier v1, 3 to 4 core proof points, live case review #1.
Decide
We move from background to decision: positioning statement, credible executive narrative, decision framework and a first genuinely prioritised target list.
Deliverables: profile dossier v2, decision framework, prioritised target list v1, live case review #2.
Prepare
We prepare senior-level conversations: relevant sources and potential sponsors before approaching target organisations, approach angles, Meeting Brief and a discreet approach toolkit.
Deliverables: prioritised target list v2, Meeting Brief, approach toolkit, live case review #3.
Activate
We structure execution: 90-day action plan, Day-30 scorecard and go / adjust / stop decisions, to turn clarity into disciplined action.
Deliverables: 90-day action plan, Day-30 scorecard, final debrief, live case review #4.
This programme may be appropriate if…
- you are a senior executive, C-suite leader, Executive Committee member or highly experienced professional, currently in role or in transition;
- you sense that a move is becoming necessary and do not want to improvise the next stage;
- you have a strong background, but not yet a fully clear articulation of the value you bring;
- you do not want to confuse activity, visibility and real progress;
- you are prepared to produce, decide and be challenged.
This programme is unlikely to be appropriate if…
- you are expecting placement or candidate intermediation;
- you expect Scyllage to approach the market on your behalf;
- you are seeking a CV + LinkedIn + applications service;
- you face immediate financial urgency incompatible with selective advisory work;
- you are unwilling to work seriously between sessions.
A selective, confidential and demanding collective format
- Selective English-speaking international cohort of up to 10 participants.
- One collective session per week plus a closing session.
- One individual GRI debrief included.
- Live case reviews from Week 2.
- Day-30 execution review included.
- Next English-speaking international cohort — date to be confirmed.
- Audience: senior executives, C-suite leaders, Executive Committee members and senior leaders, currently in role or in transition.
- Explicit confidentiality and contribution charter.
The collective format is designed to structure credible executive transition: clarify positioning, ground value in evidence, assess options and prepare a disciplined approach.
The collective format does not aim to finalise everything. It is designed to replace ambiguity with a clear and practical basis for action.
An introductory call, not a conventional sales call
Selection is not intended to create artificial scarcity. It is there to ensure that the collective format is appropriate, that the exchanges are of high quality and that the participants are well matched to the collective format.
The introductory call is designed to assess your situation, your readiness to engage in an executive transition and the most appropriate format: the collective programme or, where relevant, Premium 1:1 advisory work. Admissions are open for the next English-speaking international cohort.
Request an introductory call Ask a questionFrequently asked questions
Do I need to attend a preliminary session before requesting an introductory call?
No. The introductory call can be requested directly if an executive move is becoming a current consideration and you want to assess whether the collective format is appropriate.
Does Scyllage approach the market on my behalf?
No. Scyllage does not conduct outreach on behalf of participants and does not promise interviews, offers or employment.
Is the programme also intended for executives who are currently employed?
Yes. It was designed to accommodate senior executives who wish to prepare a move with method, discretion and clear criteria.
How is GRI used in the programme?
GRI provides the behavioural foundation for the clarification work. It helps identify the roles and environments in which a participant is most likely to contribute effectively, as well as potential role-mismatch situations and areas requiring attention.
What is the difference between the collective programme and Scyllage’s Premium 1:1 work?
The collective programme provides structure, decision criteria and momentum. Premium 1:1 work is designed for situations requiring deeper, more confidential or more individualised advisory support.
What happens after the four weeks?
The programme includes a closing session and a Day-30 execution review. The point is not to produce something polished and static, but to turn the work completed into disciplined follow-through.
What senior executives say after working with Scyllage
These testimonials illustrate how Scyllage works with senior executives and decision-makers: clarifying positioning, structuring evidence of impact, assessing the conditions for contribution and preparing senior-level conversations.
He does not simply advise: he builds alongside you, challenges assumptions, sharpens your thinking and frames the work with demanding precision. His 4-D methodology brings genuine strategic clarity to a career trajectory.
Jean-Michel is a valuable sparring partner for senior leaders who want to reinvent themselves or move into the next chapter of their career, through a rigorous, personalised approach that delivers tangible results.Loïc Jaegert-Huber, Chief Executive Officer, ENGIE North AfricaStrategic executive mobility
His support proved decisive during an inherently uncertain time. The tools — orientation compass, 4-D profile, GRI reports and executive pitches — are numerous, relevant and each serves a distinct purpose within the process.
Demanding when the situation calls for it, he knows how to challenge certainties, expose blind spots and refuse shortcuts.Cyrille Desbazeille, Chief Procurement Officer, FrankeStrategic executive mobility
Working with Jean-Michel is very different from more conventional advisory engagements. His approach is demanding, structured and deeply personalised.
You leave with a clearer sense of your direction, a more accurate articulation of what you bring, and better-calibrated expectations.Stefano Sciotti, Vice President International Operations & CCO, Samsic AssistanceStrategic executive mobility
The same discipline informs Scyllage’s executive search work: clarifying the real mandate, understanding the integration context, requiring evidence and engaging effectively with senior decision-makers.
Jean-Michel demonstrated high-level skills in positioning the role effectively in the market, as well as identifying the behavioural profile and specific capabilities our organisation required.
His ability to keep the process moving — and to do so without losing rigour — is one of his most distinctive qualities.Christophe Grégoire, Chief Executive Officer, BG Appro & Chief Purchasing, Quality, Property & Maintenance Officer, Buffalo GrillExecutive Search
When improvising your next executive move is no longer appropriate, an introductory call is the right starting point.
Admissions are open for the next English-speaking international cohort. The introductory call is designed to assess whether this collective format is appropriate for your situation or whether Premium 1:1 advisory work would be more suitable.