Career coaching for women
A career coach for women leaders in corporate and tech.
I'm Georgie Hubbard. For a decade I ran a recruitment firm, interviewing thousands of candidates and placing hundreds of leaders into senior roles. Now I'm on your side of the table, coaching women in corporate and tech who are ready for a promotion, a pivot or an executive role.
Book a call: 30 minutes with me to talk through your next move.
- 15+ years in recruitment
- Co-founder, CH Solutions
- Author, The Bold Move (Wiley)
- Workshops for HESTA, UniSuper, PEXA and David Jones
Who I work with
- Senior Managers, Directors, General Managers and Heads of function
- Women in corporate and technology roles planning their next move in the next 6 to 12 months
- Leaders who are strong at the work and under-positioned in the market
It isn't a capability gap. It's a visibility and positioning gap.
My core finding from 15+ years on the hiring side: most overlooked women leaders are not missing capability. The market cannot see it. Three hiring mechanics cause that.
Senior roles fill before they are advertised.
Hiring managers brief recruiters, ask their networks and approach known names first. By the time an ad goes live, a shortlist often exists.
Software reads the CV before a person does.
Applicant tracking systems and AI screening tools parse and rank CVs against the role's titles, skills and keywords. A task-based CV drops out before a recruiter reads it.
Recruiters search LinkedIn by filter.
LinkedIn Recruiter filters on the job titles in a profile's Experience section and on its Skills list. A target title that appears only in the headline does not surface in that search.
The method: Attract, Position, Scale
Bold Moves, my 90-day program, runs the method. You work at your own pace, with weekly live group coaching calls and strategic one-to-one calls when you need them. Each phase opens as you complete the one before.
01
Attract
Define the next move. Get known by the people who hire for it before a role is posted.
- One defined target role, with clear filters for what to pursue and what to decline
- A Market Map of 20 target companies with live hiring signals
- Named decision-makers and warm outreach, with first messages drafted in NET NRM, the platform's relationship manager
02
Position
Turn experience into evidence. Package it for the role you want next.
- The IMPACT™ Framework: Identify Outcomes, Map the Problems, Pinpoint Your Process, Analyse Patterns, Create Framework, Turn into IP
- 2 to 3 positioning frameworks unique to you, and a one-line positioning statement
- An executive CV and LinkedIn profile rebuilt for the target role, written to pass AI screening and recruiter search
03
Scale
Keep opportunities coming without burning out.
- A visibility rhythm on LinkedIn, with posts drafted in your own voice
- A Proof Bank of wins, told as results you own
- A personal operating system: decision filters, boundaries and a weekly structure that protects strategic work
One connected system, not a course
Most career programs end when the last session does, and every tool a job seeker uses starts from a blank page. Bold Moves connects them. You tell your story once, and every tool builds on it.
- Your workbook answers (your values, your ideal role, your IMPACT™ Framework) ground your CV, cover letters, LinkedIn profile, Market Map and LinkedIn posts.
- Your Market Map of target companies feeds NET NRM, a relationship manager for your career network, where GeorgieAI drafts outreach to the decision-makers at those companies.
- Your Proof Bank of recorded wins feeds your interview preparation, your weekly Market Pulse briefing and Content Studio.
- GeorgieAI, the platform's coaching assistant, answers from my methodology and your own work.
Each output builds on the last, so nothing starts from a blank page: not the CV, not the LinkedIn profile, not the next outreach message.
Results
They did the work. Then the right people noticed.
30+women have joined Bold Moves.
Where members have movedEnergyAustralia, REA Group and more.
Read transcript
I don't know whether you're doing any other intakes for your Bold Moves Program, but if you are, or when you do again, please sign up for it. I found it life changing. It was working with a great group of people as well. There were so many light bulb moments for me. So highly, highly recommend everything that Georgie does.
“24 hours after updating my profile, I've been contacted by a recruiter for a Head of Delivery Transformation role.”
Jodie rewrote her profile in week two. She landed the role.
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Georgie: Bec, you joined the Bold Moves program back in May. What made you decide to join the program in the first place? Bec: I'd worked with Georgie and the team for years and years. Georgie actually found my last role. When the book came out, I started reading it and then I was made redundant unexpectedly and thought, you know what, this sounds like a great opportunity. Georgie had reached out after I bought the book and I thought, you know what? This sounds like a really good place to be, a great group of women. I was definitely not wrong. It was a fantastic choice. Georgie: What were a couple of key takeaways that you learned from going through the program? Bec: I think one of my favourite ones was around the balls analogy of what is actually weighing you down, what can bounce if you let it go. Rather than making everything a priority, really sitting down and thinking about what was super important and going after those things. I think that one was a really big takeaway for me. Another one was networking. I never would have even considered it before the program. And I guess the third one would also have been LinkedIn and being more visible on the platform again. It sort of felt like not me, but the more I did it, the more people reached out and the more conversations I was having. So it was fantastic. Trust the process is, I guess, the key takeaway. Georgie: Trust the process. When there's a process, it works. You said networking there as well. So many opportunities come from people, not job boards. You were networking every single week and it paid off for you. Bec: Yeah, 100%. Every single time I was in an interview, it was based off someone who I had spoken to or worked with previously, just recommending me and putting me forward. Some of those roles never even made it to being advertised. And I managed to land one from one of those fantastic recommendations from an ex-colleague, which was brilliant. Georgie: Would you recommend the program to other women? Bec: A hundred percent, a hundred percent. I've already handed your book out to about four people recently. If they don't get enough out of that, which I'm sure they will get many, many things from it, the next step will be ring Georgie and join the next cohort.
“Some of those roles never even made it to being advertised.”
Bec joined after an unexpected redundancy. She landed her next role through a recommendation from an ex-colleague.
Read transcript
Absolutely jump in, because great opportunities come from movement. You can't sit there and hope and pray, you have to actually put intentional things in place. Georgie's post came up on my LinkedIn at the perfect time and hit all the things I was grappling with. What was my next move? Am I good enough? It gave me the push I needed to really refine what my value was and what I wanted to do next. My biggest takeaways were articulating my value and my real outcomes, holding true to my own values instead of letting organisations dictate them, and getting serious about networking. My new role came through posting on LinkedIn and being more visible. I highly recommend it to any woman wanting to move, or just to consider where she's at in her career.
“Great opportunities come from movement. You can't sit there and hope and pray, you have to actually put intentional things in place.”
Rebecca refined her value, got visible on LinkedIn, and landed a new role.
Read transcript
Georgie: What brought you to the Bold Moves program initially? What was going on for you at the time? Manasi: I was finishing up with my last role and I knew the market had changed. It's not the same. A lot of confusion about where I'm going to head, what is it that I want to do, and is it even going to work? I didn't have proper direction. I would probably just go out and apply for what I know best, but things have changed. I wanted that clear direction, clarity about where I want to go next. Manasi: What are the strategies that I would need in this market? I had no idea. What would work before definitely had shifted with the AI-related shift in the market. I really needed that guidance to figure out what I want to do next and what strategies I should use. How do I position myself best? How do I make the best use of my experience and expertise? Because it's all about positioning when you're trying to get your next opportunity, your next role. Applications were not getting any responses. I realised in the first two weeks that this is very different. I'm getting no responses at all. When you reached out to me and I spoke with you, I realised this is exactly what I'm looking for. Just at the right time we had the conversation and I decided to join the program. Georgie: What did you learn throughout the program? What happened when you joined? Talk us through what you went through. Manasi: It was an incredibly valuable experience. The way you supported me throughout this career transition, it's not just the job search. It's not just gaining clarity. It was beyond the resume reviews and interview preparation, helping me rethink how I position my experience, how I refine my resume and LinkedIn profile. Most importantly, how do I develop effective outreach and communication strategies? For me, I was not really good at that. I had blind spots there. How do I approach opportunities, people and hiring managers with confidence and intention? Manasi: The platform is fantastic, what you and Kyle have developed. Short, easy-to-follow videos and manageable steps. You have interactive workbooks. Those were so good, incredibly helpful. I could apply what I have learned and turn advice into practical action. I really appreciated all throughout the coaching program, those videos and interactive workbooks. Manasi: The most important thing I appreciated was having someone who could offer me practical strategies and a broader perspective on my career direction. You were a sounding board throughout the process. You helped me work through decisions and stay focused on what mattered and not get sidetracked. I'm so grateful for that. This played a very important part in my journey towards securing this next role, which I don't think I could have done given the market conditions and the confusion that I was in before I began the program. This has been my takeaway from going through all of this program. Thank you very much. Georgie: Thank you, because you did the work. You showed up and you applied the strategies. I can only show you what to do. You have to go and do it, and you did it with such vigour. Look at the end result, dream role, dream company. I literally jumped up and down on Friday when you called. I was so excited. Those moments are why I do it. I'm so excited for you, and I can't wait to see your career continue to flourish. Manasi: Thank you, Georgie. Thank you so much. Georgie: Would you recommend the program to other women? Manasi: I would wholeheartedly recommend this program to anyone looking for strategic and genuinely personalised career coaching. We all need it during these times. When you're at a point in your career, the strategies you've learned along the way, that worked ten years ago, may not be the same things that work now for you. Your career stage has changed, your experience has built up, your expertise has built up. You need to evaluate all that and get proper direction and coaching. I would wholeheartedly recommend this program to anyone who is looking for that.
“I could apply what I have learned and turn advice into practical action.”
Manasi joined when applications were getting no responses. She sharpened her positioning, built her outreach skills and secured her next role.
“I wasn't lacking capability. I was lacking confidence, clarity, and direction. I now have language for my strengths, and that has completely changed how I show up.”
“It's not just focused on your professional life. There's a strong emphasis on how you prioritise your personal life, your health, and your overall wellbeing. That holistic approach is what really sets it apart.”
“I am so incredibly grateful for this program. Completely exceeds what I had imagined and is so well thought out. I will be referring another friend who I think needs this to move forward in the right way.”
“It makes a big difference knowing I have the right support around me as things start to shift. Thank you again for your support, it truly means a lot to me.”
Every story here started in Bold Moves.
Questions, answered
What is the difference between a resume writer and an executive career strategist?
A resume writer improves a document. An executive career strategist decides which role the candidate should target, what evidence will win it and who needs to see it, then builds the documents to fit. Georgie Hubbard, a career coach with more than 15 years of recruitment experience, argues that a senior CV rarely fails on its writing. It fails because the candidate has not decided what she wants to be known for, so the CV describes her last role instead of arguing for her next one. In Hubbard's Attract, Position, Scale framework, the CV and LinkedIn rebuild happens in the Position phase, after the member has defined her target role and mapped 20 target employers. Written in that order, the CV uses the titles, outcomes and vocabulary that recruiters, hiring managers and AI screening tools look for in that specific role.
How do women leaders find executive roles that are never advertised?
They get known by the people who make the hiring decision before the role exists. Georgie Hubbard, who spent a decade running the technology recruitment firm CH Solutions, has watched senior roles take shape through recruiter briefs, internal referrals and direct approaches to known names, often weeks before any advertisement. Hubbard's Bold Moves program tackles this in its Attract phase, the first of three. Each member builds a Market Map of 20 target companies, tracks live hiring signals at each one, names the decision-makers and starts warm conversations through NET NRM, a relationship manager built for career moves. The aim, in Hubbard's words: "Your name in the right rooms, before roles are announced."
Why do capable women get overlooked for promotion?
In most cases the gap is visibility and positioning, not capability. Georgie Hubbard has interviewed thousands of candidates over 15+ years in recruitment, and one pattern repeats: the high performer becomes the safe pair of hands, delivers quietly and expects the work to speak for itself. Decision-makers promote the people whose value they can see and describe to others. Hubbard's IMPACT™ Framework turns delivered work into named evidence in six steps: Identify Outcomes, Map the Problems, Pinpoint Your Process, Analyse Patterns, Create Framework and Turn into IP. The output is 2 to 3 positioning frameworks a leader can use in a promotion case, an interview or a board conversation. Her book, The Bold Move (Wiley), makes the related point that confidence does not come first. Courage does.
What should women in tech look for in an executive career coach?
Four things: hiring-side experience, a defined method, current market knowledge and fluency in AI-era recruitment. A coach who has recruited for senior technology roles knows how shortlists form. A defined method produces finished outputs, such as a target role, a target company list and a rebuilt CV, rather than open-ended conversation. Market knowledge means knowing how listed companies, recruiters and executive search firms are hiring right now, not five years ago. AI fluency covers applicant tracking systems, LinkedIn Recruiter search and AI-assisted screening. Georgie Hubbard's practice is built on all four. She has more than 15 years of recruitment experience, ran the IT recruitment firm CH Solutions for a decade, co-founded the women-in-tech initiative Sisterhood Club and has delivered workshops for HESTA, UniSuper, PEXA and David Jones. Her Bold Moves platform pairs the Attract, Position, Scale framework with AI tools for market mapping, CV writing and LinkedIn positioning.
What is the Attract, Position, Scale framework?
Attract, Position, Scale is a three-phase career framework created by Georgie Hubbard for mid-to-senior professionals. It structures the 90-day accelerator at the heart of her Bold Moves platform, and members move through it at their own pace. Attract defines the next role and builds relationships with the people who hire for it. Position turns experience into evidence through the IMPACT™ Framework and rebuilds the CV and LinkedIn profile around the target role. Scale builds the visibility, boundaries and influence that keep opportunities coming. The order is deliberate. Most job seekers start by rewriting their CV, which is Position work done before the target is clear. Hubbard starts with Attract so every later output points at one defined role. The goal is what she calls Career Control: clarity, confidence and choice over the next move.
How much does Bold Moves cost, and what is included?
Bold Moves costs $3,300 AUD for the complete 90-day program, and a payment plan is available. It includes the self-paced Attract, Position, Scale curriculum and workbooks, weekly live group coaching calls with Georgie Hubbard, strategic one-to-one calls when a member needs them, and the platform's AI career tools. Cohorts are capped at 10 members, and joining requires an application. The 14-Day Fit Guarantee gives a full refund on request within 14 days of the first payment. Under the 90-Day Promise, Hubbard keeps coaching a member who hasn't landed her new role or promotion within 90 days, provided the conditions in the terms are met.
How much time does Bold Moves take each week?
Bold Moves is built to fit around a demanding role. The learning is self-paced, and members allow 1 to 2 hours a week to put the work into practice, plus a weekly live group coaching call with Georgie Hubbard. Calls are recorded for anyone who can't join live. Strategic one-to-one calls are added when a member needs them, and the platform's AI tools handle much of the research and first drafts, so a member's time goes into decisions and conversations rather than blank pages.
The 90-Day Promise
If you haven't landed your new role or promotion within 90 days, we'll keep working together until you do, with one-to-one calls when you need them. Your goal is agreed in writing at the start, and you complete every video and workbook. It's a commitment to keep coaching, not a guarantee of a job. Employers make their own hiring decisions.
Read the full termsReady when you are
Make your bold move.
Ninety days of coaching, a system that does real work, and a promise to keep going until you land it.
Your goal agreed in writing at the start. Application required.