Senior professionals, Director to C-suite, planning a leadership move in India. Some are Indian-origin professionals abroad planning a return. Others already work in India and want to change company, function or industry. Roles are often at GCCs, GBS units and MNCs.

My recruitment work serves employers. My coaching work serves professionals. They are separate services, with separate agreements and confidentiality. If I am running a search you are part of, I will tell you, and I will not coach you into that process for a fee.

No. I do not sell referrals, arrange interviews or circulate CVs through AskMenon. I coach you on your target, your positioning and your approach, so that the conversations you start yourself go further.

A career-market assessment, a positioning gap analysis, direction on target roles and companies, a diagnosis of your CV and LinkedIn profile, and a 30-day action plan.

You answer a few questions about your situation, I read them before we speak, and the session starts from your decision. You do not need a polished CV or any preparation beyond that.

A CV review on its own often treats the symptom. For a senior move, the more useful question is whether your target and positioning are right, and that is what the Diagnostic covers. The Timing Call is the shorter option if you only need a view on timing.

Recruitment work is paid for by employers, and a legitimate search firm never charges candidates. Coaching is different: an independent diagnosis of your career move, paid for by you, with nothing owed to anyone else for the outcome.

No guarantees. I do not measure success only by an offer letter. The work succeeds when you have a sharper target, a credible narrative, stronger market conversations and a deliberate transition plan. Offers depend on the market, timing, employer decisions and your own execution.

Reduced visibility in the home market, compensation expectations that Indian employers read as unrealistic, difficulty packaging international experience for Indian hiring panels, and a picture of Indian workplaces that is several years old. Much senior hiring in India also runs on current, local networks. The fix is deliberate repositioning and early network reactivation, not more applications.

How do you structure the work between sessions? What is your honest read on my positioning after the first conversation? How do you measure success? What exactly does the fee include? A good coach answers with specifics and challenges your assumptions rather than only motivating you.

There is no single number. Indian employers benchmark against the local market for the role, industry and city, not against a currency conversion of your overseas package. Senior pay is often fixed pay plus a bonus and ESOPs, and cost of living changes the real comparison. Benchmark against comparable India-based roles before interviews begin.