FAQS
What is Careeryse?
Careeryse is a leadership behaviour-change partner that helps scale-ups measure how leadership is experienced across their organisation, and then change the behaviours slowing down execution: behaviour change first, measurement as proof. Our core platform, Leadership Baseline+, combines Leadership Diagnostic, strategic interpretation, targeted development and structured reinforcement. Careeryse works primarily with Series B+ scale-ups and PE-backed companies, and has supported over 100 leaders across 5 clients to visibly improve leadership capability.
What is Execution Drag?
Execution Drag is the gap between the pace a business needs and the pace its leadership behaviours allow. Strategy is set, the team is growing, but execution is slower than it should be. It shows up as escalation load (decisions queuing at the top), inconsistent leadership, slower decisions and alignment loops. Execution Drag is measurable: Leadership Baseline+ identifies which specific leadership behaviours are creating the greatest friction, so development can target them directly, preventing leadership capability from being the constraint to scaling.
What is a Leadership System?
A leadership system is the ongoing structure an organisation uses to measure, develop and reinforce leadership behaviour, as opposed to one-off training events. It has four connected parts: insight (measuring how leadership is actually experienced), strategic interpretation (turning that data into business priorities), targeted development (coaching and programmes aimed at the highest-friction behaviours), and reinforcement (rhythms, accountability and re-baselining that make change stick). The system view matters because leadership capability doesn't scale by accident; it scales through visibility, accountability and repetition. Leadership Baseline+ is the measurement layer that makes the rest of the system work.
What kinds of companies does Careeryse work with?
Careeryse works with scale-ups and PE-backed companies: typically 150–300 person businesses where growth is outpacing the capabilities of the leaders expected to drive it. Common triggers include restructuring, rapid headcount growth, a new investment cycle or preparation for exit, where leadership alignment, decision-making and execution have slowed. Engagements to date span FinTech, Payments and high-growth technology. Our work is specifically for clients who share the belief that leadership behaviour drives performance and want to understand, measure and improve those, not just train capability.
How is Careeryse different from leadership training or executive coaching?
Careeryse starts with measurement and bases strategic intervention from there. Most leadership programmes start at symptoms and treat every leader the same; Careeryse first measures how leadership is actually experienced across the organisation, then targets development at the behaviours that create the greatest drag on performance. Where most programmes end when the workshop finishes, Careeryse doubles-down on design that builds accountability, reinforcement and regular re-baselining into the overarching leadership system, which is why 80% of leaders show peer-visible behavioural change within nine months.
The Diagnostic
What is the Leadership Baseline+ diagnostic and how long does it take?
Leadership Baseline+ is a leadership diagnostic that measures how leadership is experienced across an organisation. Each participant takes 7–10 minutes to complete it; data gathering typically runs over a two-week period, with individual leadership reports and the Executive Insights Report generated in the week that follows. Through structured 360 feedback, it identifies the behaviours contributing to escalation load, inconsistent leadership and slower decisions, at individual and organisational level. It is distinct from the free Execution Drag Diagnostic, the two-minute pre-read for leaders who suspect execution drag is building; Leadership Baseline+ is the full measurement layer that follows.
What does Leadership Baseline+ actually measure?
Leadership Baseline+ measures leadership behaviours across five dimensions (Self Leadership, Communication, Connections, Organisational Intelligence and Developing Others), based on how leadership is experienced by the people around each leader, not just how leaders rate themselves. Every executive receives an individual report, and the organisation receives an executive-level view: behavioural heatmaps, friction analysis, and a clear picture of Scale Drags (such as escalation load and decision bottlenecks) and Scale Accelerators (such as accountability and ownership).
Can the Leadership Baseline+ be tailored to our competency framework and values?
No. Leadership Baseline+ measures a fixed framework of leadership behaviours, and that consistency is deliberate. The framework was developed from thousands of coaching hours, practitioner research, academic research and direct experience of high-performance scale-up environments, and in practice, we haven't yet found an organisation that needs something fundamentally different from its leaders. A fixed framework also means your results are benchmarkable and comparable over time, rather than measured against a model designed by committee. Your competency framework and values still matter: they shape how the insight is interpreted and how development is targeted, not what gets measured.
How much time does it take from our leaders and their teams?
The diagnostic takes each respondent 7–10 minutes to complete. Data gathering runs over a two-week window, and individual leadership reports plus the Executive Insights Report are generated in the week that follows, so the organisation moves from launch to full insight in around three weeks. During the development phase, typical commitment is a one-hour coaching session every 3–4 weeks and one half-day workshop per month, over a 4–6 month period. A typical delivery arc: three weeks of measurement, 4–6 months of development, then 2–3 months of reinforcement, with re-baselining at the 9–12 month mark. The system is deliberately designed to minimise time drag: measurement is focused on the leadership population, not rolled out organisation-wide.
The Programme
What actually happens in a Careeryse programme?
A Careeryse programme moves through four stages: Insight, Strategic Interpretation, Develop and Reinforce. First, Leadership Baseline+ shows where leadership is helping or hindering performance. Second, that data is turned into business priorities: the leadership patterns most likely to improve decision quality and execution speed. Third, development targets those specific behaviours through executive coaching, leadership programmes and team development. Fourth, leadership rhythms, accountability and regular re-baselining make the change stick. Leadership capability doesn't scale by accident; it scales through visibility, accountability and repetition.
Is it just a diagnostic report, or does coaching come with it?
Coaching and development are built in, because data alone doesn't create change. The diagnostic and executive reports are the starting point, not the product. Development is then targeted at the behaviours creating the greatest drag, through executive coaching, leadership programmes, team development and leadership standards. Behaviour change rarely fails because of intent; it fails because old habits remain easier than new ones, which is why reinforcement, peer coaching and accountability are part of the system rather than an optional extra.
Do you work with the whole organisation or just the leadership team?
Careeryse focuses on the leadership population, not the entire organisation. Leadership Baseline+ measures how leadership is experienced: feedback comes from the people around each leader, but the diagnostic, reporting and development are concentrated where behaviour change moves performance most, the executive and senior leadership teams. This keeps time commitment proportionate and avoids the survey fatigue of organisation-wide rollouts. Scope also extends to emerging leaders, high-potential ICs, and junior and middle managers where succession and bench strength are priorities.
What if some of our leaders are sceptical or don't engage?
Scepticism is normal, and the system is designed for it. Because Leadership Baseline+ reports how leadership is experienced by others, not abstract scores or self-assessment, leaders see specific, observable feedback that is hard to dismiss. Individual reports are personal and developmental rather than evaluative, and 1:1 coaching gives each leader a private space to work with their data. The work is about narrowing the gap between intent and impact, and self-awareness is the catalyst. In practice, that gap moves most for the leaders who start sceptical, because the feedback is concrete.
Measurement & Results
How do you measure behaviour change from leadership development?
Careeryse measures behaviour change by re-measuring how leadership is experienced, not by self-reported confidence or workshop satisfaction scores. Leadership Baseline+ establishes a behavioural baseline at the start of an engagement; regular re-baselining then evidences the observable shifts in how each leader is experienced by the people around them, with the first full re-baseline at the 9–12 month mark. Change only counts when it is peer-visible. This is the measurement layer most leadership development lacks: standing evidence that behaviour actually changed, at individual and organisational level.
What results has Careeryse achieved with clients?
Careeryse's headline result: 80% of leaders showed peer-visible behavioural change within nine months. In one engagement, 35 leaders at a fintech scale-up completed a 12-month Leadership Baseline+ programme after rapid growth had outpaced leadership capability; leadership alignment improved and decision-making accelerated. In a global payments organisation, leaders navigating a complex matrix environment became measurably more influential and improved their people-development capability. Across all engagements to date: 105 leaders supported, five organisations, insight generated within two weeks.
How often do we see progress data?
Leadership Baseline+ is designed as an ongoing measurement layer, built on a rhythm of regular re-baselining. Within a first engagement, that means a baseline in the first three weeks and a full re-baseline at the 9–12 month mark that evidences what has changed. Between formal measurements, progress stays visible through behaviour tracking, coaching check-ins and leadership accountability rhythms: what's shifting, what's stuck and where to focus next. Beyond the first engagement, re-baselining continues as a regular cycle, so leadership measurement becomes a standing source of data for the organisation rather than a one-off exercise, the same way high-growth businesses track any metric that matters.
Can the results be presented to our board or investors?
Yes, the outputs are designed to be board-ready. The Executive Insights Report, behavioural heatmaps and Scale Drags/Accelerators analysis quantify leadership capability in a format that stands up in a board pack or investor update: named behaviours, numbers against them, and movement over time. For PE-backed businesses, this provides evidence of bench strength and leadership progress across the hold period. Leadership development that can be reported, not just described.
Pricing & Engagement
How much does Careeryse cost?
Leadership system implementation starts at £2,500 per leader for a programme of development. A typical Careeryse engagement costs ~£90,000 over 9–12 months, covering leaders from senior leadership to first-line managers in a 150–300 person organisation, and includes the Leadership Baseline+ diagnostic, strategic interpretation, targeted development and re-baselining. Price moves with the number of leaders, level + depth of support and duration. Careeryse doesn't sell day-rate coaching or off-the-shelf training; pricing reflects a measured behaviour-change leadership system with evidence of results.
What's included in a typical engagement?
A typical engagement includes all four stages of the system. Insight: the Leadership Baseline+ diagnostic and individual executive reports. Strategic Interpretation: an executive insights report, friction analysis, behavioural heatmaps and Scale Drags/Accelerators. Develop: executive coaching, leadership programmes and team development targeted at the highest-friction behaviours. Reinforce: leadership standards and rhythms, peer coaching, accountability structures and regular re-baselining so change remains visible and measurable.
How long does an engagement last, and how quickly can we start?
Engagements typically run 9–12 months, following a consistent arc: three weeks of measurement, 4–6 months of targeted development, then 2–3 months of reinforcement, with re-baselining at the 9–12 month mark to evidence what has changed. That length is deliberate: long enough for behaviour change to become peer-visible and measurable, which is where most shorter programmes fail. Many organisations then continue with regular re-baselining as an ongoing measurement partnership. Momentum comes early: participants complete the Leadership Baseline+ in 7–10 minutes each, insight lands within three weeks of launch, and development begins within the first month.
Working With Us
What do you need from us for this to work?
Three things: executive sponsorship, honest participation and a commitment to the rhythms. Leadership Baseline+ works when the senior team visibly takes part rather than commissioning it for others. Participants need to engage with their feedback openly, because the data is developmental, not evaluative. And because behaviour change comes from repetition, the accountability rhythms built in the Reinforce stage need protecting in diaries. Careeryse handles the measurement, interpretation and development; the organisation provides the sponsorship that makes change legitimate.
How do we know if Careeryse is the right fit, and who isn't it for?
Careeryse fits organisations that believe leadership behaviour drives business performance and want evidence, not just activity. The strongest fit: scale-ups and PE-backed companies where growth has outpaced leadership capability and execution is slower than it should be. It's not the right fit for organisations looking for a one-off workshop, a tick-box training programme, or those uninterested in how their leaders are experienced. Measurement only creates value where leadership genuinely wants to act on it.
What's the first step?
The first step is the free Execution Drag Diagnostic: a two-minute pre-read that gives an initial view of where execution drag may be building in your organisation. From there, the next step is a diagnostic conversation, a short call to review your results, understand your context and determine whether the full Leadership Baseline+ is the right move. No pitch deck, no commitment, the same measurement-first logic the whole system runs on.