Business changes. Leadership changes. Funding changes. Strategy changes. You do not need to wait for a layoff, a reorganization, or a difficult conversation to prepare for what comes next.
The Goldman Method helps you build an exit plan while you still have leverage.
Create market access before you need to announce that you are looking.
At the executive level, job loss is rarely just about performance. A failed clinical program, a shortened runway, a new CEO, an acquisition, a board decision, a strategic pivot, or a change in funding can alter a career overnight. The question is whether you have a plan before the situation controls the timing.
Funding pressure, restructuring, M&A, leadership turnover, program failure, or a shift in strategy is changing what the company needs.
Scope narrows. Decisions move around you. A new leader arrives. Priorities shift. You do not need certainty to prepare.
When your story, target market, network, and evidence are already ready, you can move deliberately instead of urgently.
Senior roles are won through positioning, access, credibility, timing, and high-stakes conversations. The search needs to be managed like a business development strategy.
Define the business problems you solve and the evidence that proves it.
Pursue opportunities where your background creates a credible business case.
Reach hiring authorities, peers, recruiters, and other people around the decision.
Turn interviews into executive business discussions—not rehearsed Q&A.
Your resume is one output. The real asset is the career intelligence underneath it: your accomplishments, target market, opportunity strategy, relationships, interviews, and next actions.
Capture the accomplishments, scale, decisions, outcomes, and stories behind your career.
Clarify target roles, organizations, industries, compensation, geography, and timing.
Understand why the role exists, where you fit, what the gaps are, and how to position yourself.
Identify the people around the opportunity and build personalized outreach and follow-up.
Research the interviewers, anticipate concerns, prepare evidence, and lead a business conversation.
Evaluate the offer, negotiate thoughtfully, and enter the first 90 days with a plan.
You should not spend expensive coaching time organizing notes, rewriting the same background, or doing basic research. AI can handle that. The human work is deciding what matters and what to do about it.
Do I stay? Do I go? Is this role worth pursuing? Am I reading the situation correctly?
What should this market understand about me—and what should I stop leading with?
Interviews, recruiter calls, networking meetings, internal exits, offers, and negotiations.
Knowing what to do is not the same as doing it consistently. Your search needs a cadence.
You may not be actively looking yet. That is exactly why you have leverage. Build the strategy quietly while you still have time to be selective.
If the role has already ended, the goal is not to panic and apply everywhere. Build a disciplined market strategy quickly and focus your effort where it can produce conversations.
The methodology comes from decades of executive recruiting and search: evaluating candidates, building recruiting programs, advising hiring leaders, and preparing executives for the conversations that determine who gets hired.
Understand how candidates are found, evaluated, compared, and moved through a search.
Prepare for the leadership, influence, confidence, and judgment required in high-stakes transitions.
Connect your experience to a market strategy that creates conversations—not simply applications.
Bring your resume and a few roles you are considering. We will look at the bigger picture first.