EXIT STRATEGY ADVISORY
Leaving a company on your own terms or not—is a strategic process.
Most people don’t plan how they leave a company.
They react to it.
A difficult conversation.
A sudden layoff.
A new manager that doesn’t feel quite right.
An offer that seems final—but isn’t.
For most people, this moment comes at least once in their career. And it’s rarely easy.
Confidence in these situations doesn’t come from instinct and quick reaction
It comes from knowing what is possible—and being prepared for it.
This is where I come in.
With 14+ years of experience in HR, I advise you on how to approach your exit strategically—so you don’t just leave, but leave on the best possible terms.
I provide practical, hands-on advisory to help you navigate your exit—whether you are planning to leave or facing a layoff.
Many people come to me saying:
“I’m not good at negotiating.”
And that’s completely normal.
We are rarely good at things we haven’t practiced.
Negotiation—especially when it involves money—is one of the most important skills in your career. And for most people, it’s also one of the least developed. This moment is an opportunity to start changing that.
My role is not to speak on your behalf—but to help you understand your position, your options, and how to approach the conversation with clarity and confidence. Because outsourcing the most important conversations about your career is rarely sustainable.
What this is
This is not coaching.
This is practical advisory focused on outcomes.
We work together to:
✔ Define your exit strategy
✔ Structure the end of your contract
✔ Prepare and guide negotiations
✔ Maximize your severance
Even if you are the one initiating the exit, you are not without leverage.
In most cases, there is more room to negotiate than people think.
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You are being laid off and offered a mutual agreement—and you’re unsure what to accept, what to push, and what’s standard vs. negotiable.
When clients come to me
Usually, it’s one of two situations:
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You are planning to leave—but want to do it in a way that gives you more time, more financial security, and a clean transition into what’s next.
In both cases, the question is the same:
How do I turn this situation into the best possible outcome for me?
How we work
We start with your situation:
✔ Where you are now
✔ What timeline you’re working with
✔ What you want the next months to look like
✔ What the biggest obstackle is
From there, we build a strategy that fits your broader plan—not just the exit itself.
We look at:
✔ What can be negotiated in your specific case
✔ How to approach your employer and position your request
✔ What a strong severance package looks like for you
✔ What needs to happen administratively after your exit
The goal is not just to “handle the situation”—but to make sure this decision supports what comes next.
You leave with a clear plan, a strong position, and a solution that aligns with your future—not just your current problem.
Think Beyond the Severance
Most people focus on one thing: money,
But in many cases, there is more flexibility than it seems.
For companies, it is often easier to approve services than to increase a direct payout.
Which means you can negotiate support that actually helps you in what comes next.
This could include:
✔ Career coaching
✔ Outplacement or transition support
✔ Programs that help you reposition, pivot, or increase your visibility
trainings or certifications
In other words—don’t just negotiate your exit.
Negotiate what comes after.
Most people negotiate what they are leaving with. Very few negotiate what they are moving towards.
For clients who want to use this moment as a transition point, I also offer:
Both can, in many cases, be included as part of your exit package—rather than paid out of pocket.
Before You Book
If you are facing a layoff and have been offered a mutual agreement, read this before booking a session:
Format & Pricing
1:1 advisory sessions
€160 for the first hour (minimum booking)
€80 per additional 30 minutes
No fixed packages—support is tailored to your situation
Most clients need 1 session
Next Steps
To book a session, please reach out via Email or WhatsApp.
If you contact me on a weekday, you can usually expect a response the same day or the next. If you are currently facing a layoff, your case is prioritized—and we can typically arrange a session quickly.
Before we meet, I will share a short preparation guide with you. This ensures our time together is focused, structured, and used to its full potential.
FAQs
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No.
This advisory is for both—those planning their exit and those navigating a layoff. -
In many cases, yes.
Most people underestimate what can be negotiated. The key is how you position the conversation and structure the exit. -
For most clients, one session is enough to build a clear strategy and plan of action.
The first session (if we haven’t worked together before) is a minimum of 1 hour.
If your negotiations are ongoing, you can book shorter follow-up sessions (30–60 minutes), often after conversations with your HR team, to refine your approach and next steps.
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Once you reach out, I will send you a short preparation guide.
This helps us use the session in a focused and productive way. -
This is highly individual and more flexible than most people think.
You may have heard the “rule” of 0.5 monthly salary per year of service.
This is not a law—it is simply a common practice in some cases.What you can negotiate depends on many factors: your role, seniority, company situation, timing, and how the conversation is handled.
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There is a common belief that dismissals in Germany are nearly impossible or often illegal.
In reality, that is not always the case.From an HR perspective: if a company is determined to part ways, they will usually find a way to do so.
The question is not whether it happens—but how you handle it and what you negotiate out of it.
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No. This is strategic advisory based on 14+ years of experience in HR. I help you understand what is possible and how to approach your situation—legal questions can be addressed with a lawyer if needed.
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Not always.
For some situations, legal support is absolutely the right step—and I will always recommend it when needed.
At the same time, many clients prefer not to go the legal route. It can be expensive, time-consuming, and in many cases unnecessary—especially if your employer is open to a reasonable discussion.
If you want to approach your exit strategically and amicably first, this service is for you.
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I bring an insider perspective.
With 14+ years of experience in HR, I understand how decisions are made internally—how HR and hiring managers think, what drives negotiations, and where there is room to move.
This allows me to offer very practical, tailored advice—not just on what is possible, but on how to approach your specific situation.
In some cases, clients come to me after speaking with a lawyer to better understand the strategic and human side of the conversation.
A mutual termination agreement isn’t the same as being fired—it’s an opportunity to negotiate on your terms. Discover how to understand the implications, use your leverage, and secure the best possible outcome for your next career move.