120%
Executive Transition · Consulting Creation · Business Ownership

From uncertainty
to optionality.

Three real paths, built in parallel — a leadership role, a consulting practice, and business ownership. Not as theory. As live viable options.

Some executives pursue one path. Many pursue a combination. All leave with the capability to pursue any path, at any future point.

By Choice

not by default.

From Options

not from need.

With Authority

not with urgency.

Conversations are confidential. Many of our clients begin while still in role.

Begin the conversation

Leave with clarity on your direction, the professional assets to execute on it, and the quiet confidence of choosing your next move from a position of strength.

For Executives

Three real paths.
One integrated engagement.

For most senior executives, transition arrives faster than expected and with fewer guarantees than it once did. Senior search cycles now routinely run nine to eighteen months. Replacement at equivalent seniority is statistically uncertain. And the deeper you are in your career, the more a single-path bet compounds the risk.

120% is built for that reality.

Rather than optimising for one outcome, we develop three commercial pathways in parallel — a senior leadership role, a consulting practice, and business ownership. Some clients pursue one. Many pursue a combination. All leave with the capability to pursue any of them, at any future point.

What you walk away with

  • —

    An objective behavioural foundation that informs every decision that follows.

  • —

    Board-ready market materials and the interview craft to convert final-stage opportunities.

  • —

    A defined consulting offer your network can actually engage with.

  • —

    The frameworks, financial clarity, and broker access to evaluate ownership seriously.

  • —

    Direct, ongoing access to five senior practitioners who have walked these paths themselves.

The result isn't a faster job search. It's the quiet confidence of choosing your next move from a position of strength.

WHY 120%

The single path
is no longer enough.

You have spent a decade or more at the top of organisations. You have earned well, led well, and built something real. Now — through redundancy, restructure, or deliberate choice — you are at a transition point.

The traditional response is to pursue the next role. Update the CV. Work the network. Wait. But the market has changed. AI is reshaping organisations at speed. The roles that existed two years ago are being restructured. The hiring timelines have extended. The competition has intensified.

Pursuing one path — and only one — is no longer a strategy. It is a risk.

The strategic shift: from single-path dependence to structured optionality.

The Core Promise

What 120% actually promises.

In an AI-driven world that no longer guarantees a next job, 120% delivers something more durable: optionality.

Three real paths, built in parallel — a leadership role, a consulting practice, and business ownership. Not as theory. As live viable options. Some executives pursue one. Many pursue a combination. All leave with the capability to pursue any path, at any future point.

You leave 120% with clarity on your direction, the professional assets to execute on it, and the quiet confidence that comes from choosing your next move from a position of strength, not a position of need.

3

Parallel pathways

Built simultaneously, not sequentially

5

Senior specialists

Direct access — no account managers

A$25k

All three paths.

One fee.

PROFILING · BEHAVIOURAL SCIENCE

Profiling is not a personality test.

The objective foundation underneath every pathway.

The 120% profiling process is led by our Chief Profiler. It sits at the foundation of every pathway decision.

It is an objective lens on how you lead, decide, and perform under pressure — and it is the difference between making a confident next move and a reactive one.

The profiling work is not about categorising you. It is about understanding how you make decisions, what conditions you perform best in, and what kind of work will sustain you over the next decade — not just the next role.

The output informs pathway prioritisation, positioning strategy, and the narrative work across all three paths. It is the starting point — not an add-on.

Milo Wilkinson — Keynote Highlight

Milo Wilkinson

Chief Profiler · Watch the reel

YouTube

“First person we have ever had that scored a perfect 10/10 from all delegates.”

CEO Summit
What the profiling covers

The insight shapes every pathway decision that follows — before the client commits time and money to a direction that works against them.

How it informs each pathway

Executive role:

Market positioning, narrative, and interview posture.

Consulting:

Service model and client cadence that fit genuine wiring.

Ownership:

Whether ownership life suits you, and what scale of business fits.

The Three Pathways

Three paths, built in parallel.

Each pathway is built in parallel from day one. You do not choose one and abandon the others. You build all three — and choose when you have real options in front of you.

Pathway One

Win the next role.

The core executive transition lane — for leaders continuing their corporate journey into a senior or board-level role. Designed around the reality that modern executive recruitment is as much about narrative and behavioural fit as it is about capability.

The profiling advantage: informs how you position yourself, the narrative you bring to interviews, and how you navigate the final-stage People & Culture conversations where most senior candidates stumble.

  • Strategic career direction

    Informed by profiling, tuned to your market.

  • Board-ready documentation

    Executive CV development aligned to modern search.

  • LinkedIn for Leaders

    Digital presence as an authority signal.

  • Interview coaching + P&C navigation

    Final-stage performance preparation.

  • On-demand tactical prep

    Rapid-response sessions around live opportunities.

Specialist: Matt Gribble & Luke Murphy

Pathway Two

Build a consulting & project lane.

Most senior leaders have a network of former colleagues, clients, and industry peers who would happily engage them on a defined project — if the executive can articulate what they do, in what form, and at what price.

We help executives launch a focused consulting offer that gives them immediate commercial optionality: a path to income linked to the outcomes they deliver, a more effective way to activate their network by leading with value rather than vulnerability, and a stronger market presence that can unlock project work, permanent roles, or the foundation of a successful advisory business.

  • A clear offer

    Narrow enough to be credible, specific enough to be remembered.

  • Go-to-market narrative

    Target segment, message, and outreach sequence.

  • Commercial scaffolding

    Proposal template, pricing guidance, engagement structures.

  • Positioning alignment

    LinkedIn and collateral that signals advisor, not jobseeker.

  • Conversation coaching

    Converting interest into paid engagements.

Specialist: Matt Gribble & Luke Murphy

Pathway Three

Business ownership, as a real option.

For most executives, business ownership is an option they have never been given the chance to seriously explore.

Pathway 3 is structured education, personal profiling, and practical equipping — the tools, the frameworks, the financing understanding, and the network to act with confidence when the right opportunity surfaces. It is not an outreach service and it does not promise to find a business. It does something more durable: it equips the executive to know what they're looking for, what they can afford, who to call, and when to pull the trigger.

  • Ownership-lens profiling

    Would you thrive as an owner-operator, what kind of business, what is financially viable.

  • Industry exploration

    Structured exploration of sectors that match your profile, capital position, and life stage. Example deal library of current businesses.

  • Buyers Toolkit

    Businesses-for-sale scraper tool, deal calculator, LOI and NBIO templates, due diligence checklist, broker maps, and outreach scripts.

  • Referral network access

    Warm introductions to brokers, M&A advisors, legal, accounting, tax, and transaction specialists.

  • Alumni network + lifeline

    "Call us when you're close" — connection to cohort and support through your final stages.

Specialist: David Short & Georgia Davies

How It Works

The five-phase sequence.

A structured programme with clear phases — and enough flexibility to move at the pace that the market and your circumstances demand.

  1. 01Week 1–2

    Diagnose & Profile

    Behavioural profiling with Milo Wilkinson's team. The objective foundation underneath everything that follows.

  2. 02Week 2–4

    Clarify Direction

    Deep-dive review of profiling, financial position, and life stage. The three pathways are activated based on genuine fit.

  3. 03Week 4–8

    Build Market Readiness

    Executive CV, LinkedIn, consulting offer, ownership education. You're ready to engage the market across every pathway.

  4. 04Week 8–12

    Execute Across Paths

    Live opportunities pursued in parallel. Interview cycles, consulting outreach, acquisition monitoring.

  5. 05Week 12+

    Support Live Decisions

    On-demand prep, offer evaluation, NBIO support, and senior sounding-board access through the moments that matter most.

Each phase carries across all three pathways — so the momentum compounds rather than fragmenting.

The 120% Team

Won. Lost. Won again.

Designed and led by five senior specialists — executives, founders, and owner-operators who have faced transition themselves — delivering the program with the depth and breadth of lived experience to truly bring the program to life well beyond the theory.

Milo Wilkinson — Chief Profiler

Milo Wilkinson

Chief Profiler

A world-class behavioural scientist and C-suite advisor. Held executive roles in coaching, profiling, and high performance with Macquarie Bank, AMP, and the Sydney Swans. Working with her team, brings a premium, insight-led approach to leadership style, behavioural preferences, stress responses, pathway suitability, and risk tolerance.

Watch the reel

“First person we have ever had that scored a perfect 10/10 from all delegates.”

— CEO Summit
Matt Gribble — Executive Search & Career Strategy

Matt Gribble

Executive Search & Career Strategy

Decades of experience in global C-suite search and leadership advisory. 25 years at Michael Page, most recently as MD for ANZ. CEO of One Executive and Once Collective — an innovative executive search and recruitment industry incubator. Now guides overarching career strategy, market positioning, and executive transition decisions.

Luke Murphy — P&C Interview Navigation

Luke Murphy

P&C Interview Navigation

Extensive C-suite and public company experience. Most recently Chief People Officer at CSR Limited; has since built a successful CPO consulting practice. With a strong People & Culture leadership background, focuses on coaching leaders through final-stage P&C interviews — shifting the spotlight from past achievements to core identity.

David Short — Founder-Operator & Ownership Pathway

David Short

Founder-Operator & Ownership Pathway

Built and sold Shorty's Liquor to Woolworths

Provides a rare "founder-operator" blueprint for corporate-to-ownership transitions. Equips executives with the strategic grit and commercial clarity needed for acquisition — and to thrive as independent operators.

Georgia Davies — Strategy & M&A

Georgia Davies

Strategy & M&A

Big Four trained. Operational force during the Shorty's Liquor earn-out. Applies that "in-the-trenches" experience to the acquisition pathway — converting high-level strategy into disciplined screening logic and transition readiness.

TRACK RECORD

Matt Gribble

Twenty-five years at Michael Page, most recently MD ANZ. Now CEO of One Executive and Once Collective.

Luke Murphy

Former Chief People Officer at CSR Limited. Now runs an independent CPO consulting practice across ASX-listed clients.

Milo Wilkinson

Behavioural science leadership at Macquarie Bank, AMP, and the Sydney Swans. ICMI thought leader across Australian C-suite.

David Short

Built and sold Shorty's Liquor to Woolworths. Captured 65% of Sydney CBD corporate market en route to $85M revenue.

Georgia Davies

Big Four trained. Operational lead through the Shorty's Liquor earn-out into Woolworths integration.

Five specialists. We've walked the talk. One integrated engagement. Direct access.

Questions

Frequently asked.

If your question isn't here, ask it directly in the initial conversation.

Outplacement optimises for one outcome — securing the next role. 120% develops three commercial pathways in parallel: a senior role, a consulting practice, and business ownership. The result isn't a faster job search; it's structured optionality. You leave with the capability to pursue any path, at any future point — regardless of which one you act on first.

No. The fee covers all three, but most clients lean heavily toward one or two based on what their profiling, financial position, and life stage suggest. The integrated structure means the work you do on one pathway often strengthens the others — your consulting clarity, for example, makes you a more compelling executive candidate.

No, and we are deliberately direct about that. What we provide is the capability, market readiness, and senior support to pursue all three credibly. Outcomes depend on the executive, the market, and the timing — three things no advisor can honestly promise to control. What we will tell you is whether 120% is the right fit before you commit.

Profiling with Milo Wilkinson's team is not a personality test. It is an objective lens on how you lead, decide, and perform under pressure — and it informs every decision that follows: how you position yourself for a role, what consulting cadence fits your wiring, and whether ownership life suits you. Sessions are conducted directly with Milo's team, with results reviewed against each pathway.

Senior executives at or near a transition point — voluntary or involuntary — who want to consider their next move from a position of strength rather than urgency. Most clients have the financial runway and seniority to genuinely evaluate ownership and consulting alongside a continued corporate path.

This is one of the most common scenarios we work with. Many of our clients begin the program while still in role — quietly building optionality before they need it. Engagements are conducted with full confidentiality. Profiling sessions, market materials, and consulting development happen on your timeline, with no external footprint until you choose to create one.

Yes. Many engagements are funded through executive transition support negotiated at exit. We work directly with HR and legal to structure the arrangement, and the per-executive fee remains the same.

120% is built for the long arc of executive transition, not just the program window. Alumni retain access to the team and to the cohort for the moments that matter most — the live interview, the offer letter, the deal that surfaces six months later.

Investment

One programme.
All three paths.
One fee.

All three pathways. Fully integrated.

The programme fee reflects the depth of the work, the seniority of the specialists involved, and the commercial value of the outcomes it is designed to produce.

  • No per-path top-ups.
  • No success fees.
  • No surprises.
For Organisations

A redundancy isn't judged in the first week. It's judged three months later.

The way you support those leaving shapes how those staying feel about your organisation, your leadership, and their own future.

Restructuring is sometimes necessary. The conversation can be respectful, the farewell warm, the package generous — and on the day, everyone tells themselves the company did the right thing.

Then three months pass. Former colleagues catch up. The market is slow. Nothing has landed. Confidence wobbles. And the people still inside the business are watching.

They ask the only question that matters: if that happened to me, what would my future really look like? That answer — not the press release, not the farewell speech — is what shapes trust in leadership for the next three years.

120% changes that answer.

We help organisations create exit outcomes, not just exit experiences. Departing executives leave with genuine optionality across three commercial pathways — leadership, consulting, and ownership. They gain real traction. They build credible income paths. And when they go on to thrive, they become advocates who can honestly say: “My company did right by me, and I am better off because of it.”

That is what reduces fear in future transitions. That is what builds the trust that survives restructures.

“A redundancy experience is not judged by how it feels in the first week. It is judged by where people are a few months later.”

120% helps organisations create exit outcomes, not just exit experiences — so those leaving gain real traction, and those staying see a company that truly cares

Begin

120% is built for a world in which one pathway is no longer enough.

A confidential conversation with the team. No obligation, no sales process.

After submitting, we will be in touch within one business day to arrange a call.

georgia@shortpartners.com.au · Sydney, Australia

For Recruitment Partners

Refer with confidence.

If you work with senior executives in transition, 120% is a referral you can make with confidence — and one your clients will thank you for.

We work with C-level executives who are navigating transition — whether that is a redundancy, a deliberate exit, or a career inflection point. Our programme builds three pathways simultaneously, so the executives you refer leave with real options, not just a better CV.

We do not compete with recruiters. We make the executives you place — and the executives you refer — better prepared, better positioned, and better to work with.

Who we work with

C-level executives — CEO, CFO, COO, CMO, CTO, CHRO — typically earning A$300k–A$800k, with a decade or more at senior level.

What they get

Three parallel pathways built simultaneously: a leadership role, a consulting practice, and business ownership. All three. One programme.

How to refer

Email us directly at georgia@shortpartners.com.au or use the contact form. We will respond within 24 hours and handle the conversation from there.

Our commitment

Every referral is treated with the same discretion and quality we bring to our clients. We will never undermine your relationship.