PRICING
What Careeryse costs
Leadership system implementation starts at £2,500 per leader for a programme of development. A typical Careeryse engagement is around £90,000 over 9 to 12 months, covering leaders from senior leadership to first-line managers in a 150 to 300 person organisation.
A leadership system works hardest when it reaches all three levels of leadership: the senior leadership team, the layer beneath them, and line management. Leadership is experienced wherever work changes hands, so a system installed at the top and nowhere else leaves most of the drag in place. The engagements that produce the biggest shift are the ones where every level is measured, developed and held to the same standard.
Most providers in this category won't publish a number. We will, because a leadership system is a commercial decision and you should be able to size it before you speak to anyone.
What that includes
Every engagement runs the full system, not a component of it:
Insight. The Leadership Baseline+ diagnostic across your leadership population. Each participant takes 7 to 10 minutes; data gathering runs over a two week window. Individual leadership reports for every leader, plus the Executive Insights Report for the organisation.
Strategic interpretation. Behavioural heatmaps, friction analysis, and the specific Scale Drags and Scale Accelerators in your business, translated into the leadership priorities most likely to improve decision quality and execution speed.
Development. Executive coaching, leadership programmes and team development, targeted at the behaviours creating the greatest drag. Typical commitment is a one hour coaching session every 3 to 4 weeks and one half day workshop per month, over a 4 to 6 month period.
Reinforcement and re-baselining. Reinforcement runs at two layers: the individual leader, through accountability structures and peer coaching, and the team, through leadership standards and rhythms that make the new behaviours visible week to week. A full re-baseline at the 9 to 12 month mark then evidences what has actually changed.
The delivery arc: three weeks of measurement, 4 to 6 months of development, 2 to 3 months of reinforcement, re-baselining at 9 to 12 months.
What moves the price
Number of leaders. The primary driver. £2,500 per leader is the starting point, so a 20 leader engagement and a 40 leader engagement are different propositions.
Depth of integration. How far the system is woven into how the organisation actually runs: coaching triads, executive consultation, team development, presentations back to the client business. Each adds cost, and each adds reinforcement. More integration is the single biggest lever on whether behaviour change holds after the programme ends.
Degree of tailoring. The Leadership Baseline+ model does not change: it measures the behaviours that relate to high performance, and those are consistent. What varies is the learning. The topics that move the needle on those behaviours differ by context, so no Careeryse programme is off the shelf. Development is designed around your organisation's specific needs, and the depth of that bespoke design moves the price.
Number of cohorts. Development delivered to one large leadership group costs less per leader than development sequenced across multiple smaller cohorts. Smaller cohorts are often the better choice: around 8 to 12 leaders is the range that produces a safe enough environment for people to be honest about how they lead.
What this is not
Careeryse does not sell day rate coaching, off the shelf training, or licences to a 360 tool. Those are cheaper, and they are cheaper for a reason: none of them evidences whether leadership behaviour actually changed.
Pricing reflects a measured behaviour change system: diagnosis, targeted development, reinforcement, and proof. In engagements to date, 80% of leaders showed peer-visible behavioural change within nine months.
Sizing your own engagement
If your leadership population is roughly 20 to 40 leaders, a full engagement sits in the £50,000 to £100,000 range over 9 to 12 months, depending on the level of bespoke design required for the programme and the level of integration you are committing to. Smaller, diagnostic-led starting engagements are possible where an organisation wants to measure before committing to a full development programme.
The most useful first step costs nothing: the Execution Drag Diagnostic takes two minutes and gives you an initial read of where leadership friction is building in your business. From there, a diagnostic conversation will size the engagement properly against your leadership population and your priorities.