Employee career ownership
From "I am not sure" to "Here is my career plan.
Your people, in charge of their own growth.
Career Discovery gives employees private, structured career tools to understand their strengths, priorities and realistic next career steps, so development conversations are always concrete and realistic.
Better career conversations. Smarter internal moves. Less pressure on managers.
Career clarity for organisations
Why this matters now
Only15%
of employees say their manager helped them build a career plan in the previous six months.
LinkedIn Workplace Learning Report 2025
39%
of workers' existing skills are expected to change by 2030.
World Economic Forum, Future of Jobs Report 2025
51%
of employers plan to transition people from declining to growing roles internally.
World Economic Forum, Future of Jobs Report 2025
Outcomes for your organisation
What you have always wanted career conversations to lead to.
True self-awareness and clear career aspirations - giving employees the clarity they need to own their direction, and leaders a concrete foundation to build on.
Focused career conversations
Employees come prepared, with clear career aspirations and readiness to own their direction.
Leaders save time and effort
Leaders focus on guiding and supporting real aspirations, instead of trying to unpack unspoken signals on what the person may want.
Clarity for internal moves
Employees apply internally for the roles that truly fit them, not just because they want a promotion or a change.
Personal space to figure out what's next
Give your broader workforce the deep self-awareness and structured reflection typically reserved for executive coaching.
Our approach
Career clarity that supports every career stage
People face different opportunities, pressures and questions as they move through their careers. Career Discovery meets them where they are - providing clarity, confidence and long-term ownership.
Senior Leaders
What tends to happen today
- Transitions towards executive leadership, board and fractional jobs.
What to offer
Ensure space for private reflections, that they do not need to share until ready.
High potentials
What tends to happen today
- Your biggest investment goes to people you want to retain.
- You expect they have clarity about their direction, but often they need further support.
What to offer
Ensure coaching, and what they truly want is clearly linked to future opportunities in the company.
Benefit from Career Discovery the most
Middle managers
What tends to happen today
- Caught between delivering today, preparing for what's next, and demanding annual wheel of activities.
- First-time leaders may also hesitate if leadership is truly for them, but not raise with their leaders.
What to offer
Career Discovery offers a private way to reflect and find the right words to articulate career vision, plus a plan to act on that.
Specialists & Senior specialists
What tends to happen today
- Development on the job, embedded in the role and shaped through IDPs.
- Often unclear if there is another career path except for growing towards leadership.
- Development tends to include LMS and online courses, skills-based certifications.
What to offer
Career Discovery closes the gap: plans built on what people really want, including growth that does not necessarily mean a promotion or leadership path.
Early career
What tends to happen today
- Development on the job, IDP-based and manager dependent.
What to offer
Early ownership, greater self-awareness and practical guidance to shape a fulfilling career would set on the successful path.
Our foundation
Career Discovery: clarity and ownership, at every level.
Career Discovery closes the clarity gap across the broader workforce, while strengthening the support already offered to senior leaders and high potentials.
When people own their career path, development pays off, and people are more likely to stay for the right reasons.
Integrates with your annual cycle and job frameworks
Career clarity that connects people & business
Integrated into your performance & development cycle
Employees are reminded to complete the process a few weeks before their IDP conversation. Optional development coaching for teams and individuals can be included.
Linked to your talent frameworks & internal job market
Career Discovery outcomes are linked to company competencies, values, behaviours and branding. Job architecture and the internal job market give people a way to see their future in the company more easily.
Internal development offering linked to clear career path foundation
When people have clear career direction, they also have clarity about what is missing and where their gaps may be. We support with linking potential opportunities to your development offering, i.e. LinkedIn Learning, your internal LMS and corporate programmes.
The three-way impact
Clear aspirations for employees. Real partnership for managers. Traction for HR.
When day-to-day delivery takes all available energy, career reflection gets postponed. Career Discovery creates the structured headspace people need - before they walk into the room.
1. For employees
Dedicated space to pause and reflect
- Headspace without the rush: A calm, private process that fits into their schedule, giving them the rare opportunity to step back from daily delivery and think about what truly energises them.
- Clarity on their own terms: Time to organise their thoughts, strengths, and realistic ambitions so they can articulate what they need clearly and with confidence.
- Ownership of the journey: They enter the development conversation not expecting someone else to have all the answers, but ready to share a thoughtful, self-guided direction.
2. For managers
A meaningful conversation from minute one
- Relief from the blank page: Instead of starting from scratch and trying to figure out where to begin, leaders receive a team member who already knows what they want to discuss.
- Time spent on solutions, not guessing: You can bypass the initial awkwardness and spend your precious 45 minutes discussing real opportunities, internal moves, and practical support.
- A natural partnership: The pressure to have all the career answers is lifted. The manager's role becomes what it was always meant to be: an encouraging guide and sponsor.
3. For HR & organisation
Real return on your development time
- Conversations that actually lead to action: Annual development discussions shift from a time-consuming administrative exercise into focused, energising milestones.
- Internal opportunities become visible: People connect their aspirations to realistic paths inside the organisation before assuming they have to look outside to grow.
- Your development offerings find the right homes: Mentoring, internal programmes, and learning resources land where people have genuine motivation to use them.
Simple to launch, zero overhead for HR
What is included in every cohort:
- 3 months of private access: Self-paced reflection for each participant, done in their own time without surveillance.
- 1:1 Coaching debrief (45 min): A confidential session with Anna or an experienced coach to help the person synthesise their results and prepare their talking points.
- Briefing on purpose & privacy: A short, reassuring kickoff so participants know their data is 100% their own.
- Manager conversation guide: A practical, one-page guide with open questions and tips for running a supportive, forward-looking discussion.
What it saves
At least 3 manager hours saved per person, every development cycle.
The most expensive development conversation is the unprepared one: an hour that goes in circles, a follow-up that changes little, and a manager still guessing what the person wants.
hours saved per employee
hours a year for a manager with ten people
hours of manager time on a 20-person pilot
And when one person stays who would otherwise have left, the saving is far bigger: replacing an employee costs one-half to two times their annual salary.
Estimate: without preparation, two conversations plus preparation and follow-up (about 4 manager hours); with Career Discovery, one focused conversation (about 1.25 hours). Replacement cost: Gallup.
Low-risk pilot
Start with one team.
10 to 30 people, about six weeks from start to finish.
Week 1
Kickoff
Purpose and privacy.
Weeks 1 to 3
Career Discovery
In their own time.
Weeks 3 to 5
Coaching debrief
One session each.
Weeks 4 to 6
Development conversations
Prepared.
Leadership & methodology
Designed by an HR insider, not a tech company.
Career Discovery was designed by Anna Soelberg, drawing on twenty years in global HR, leadership and talent development. Anna has sat on your side of the table - running annual development cycles, building career frameworks and coaching leaders - and knows what makes a development conversation work. Human-designed, AI-enabled.
Explore our methodologyNot everyone can have a coach. Everyone can have clarity.
Give your people a better starting point.
For one team, a talent programme, or your whole development cycle.