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4 weeks. One decision.
A plan you can actually defend.
The Career Compass is a group navigation programme that helps neurodivergent professionals make workplace decisions they can't afford to get wrong. Whether you're facing a PIP, weighing disclosure, planning an exit, or just trying to figure out if it's you or the job — in 4 weeks, you'll know exactly what to do.
Payment Plans Available
May be covered by Access to Work
No diagnosis required
"The problem isn't you.
It's the fit."
I've spent a decade watching smart, capable people tear themselves apart trying to fix the wrong thing. They think they need to try harder, mask better, figure out what's wrong with them.
But most of the time, the problem isn't them — it's the mismatch between how their brain works and what the job demands. Once you can see that clearly, decisions become possible.
That's what The Career Compass does. In 4 weeks, we separate what's yours from what's the system's, map your real options, and build a plan you can actually execute.
Tanya Bright
Founder, The Bright Centre
MSc Neuroscience
Where are you right now?
"I'm on a PIP and I don't know if I should fight it, fix it, or start looking."
You're in a formal process and every move feels like it could make things worse. You're googling "what happens in PIP meetings" at midnight. You need to act, but you can't afford to act wrong.
Questions The Career Compass will answer
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Is this PIP actually about performance, or is it about fit?
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Should you disclose now, or will that make things worse?
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What's the realistic best-case outcome if you stay?
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If you leave, how do you do it without burning references?
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What's the timeline you're actually working with?
What you'll leave with:
A clear strategy for the PIP process, language for any conversations you need to have, and a decision you can defend — whether that's fighting to stay or planning a clean exit.
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"I just found out I'm neurodivergent. Everything makes sense now — and nothing makes sense."
You're reprocessing your entire career through this new lens. High relief, high confusion. You don't know what's "actually you" vs. "the condition" vs. "the environment." You're not sure what to do with this information at work.
Questions The Compass will answer
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What actually changes now that you know?
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Should you tell your employer? When? How?
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Which of your struggles are about you, and which are about the job?
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What adjustments might actually help vs. just draw attention?
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How do you stop second-guessing your entire career history?
What you'll leave with:
Clarity on what this diagnosis means for your work life specifically, a decision about disclosure (and the language if you choose to), and a realistic picture of what can change.
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"I know I need to change something, but I'm too exhausted to figure out what."
You've been declining for months. Weekends don't recover you anymore. You're running on fumes and masking harder than ever. You know this isn't sustainable, but every option feels impossible from where you're standing.
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Is this burnout, or is this a fundamental misfit with the role?
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Can this job be made sustainable, or is leaving the only real option?
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If you need to leave, what's a safe timeline?
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What's the minimum viable change that would actually help?
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How do you make decisions when you have no capacity to think?
Questions The Compass will answer
What you'll leave with:
An honest assessment of whether this role can work, a clear decision (stay and change, stay as-is, or leave), and a realistic plan that doesn't require capacity you don't have.
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"I want to quit and start something else — but I can't tell if it's a good idea or an escape fantasy."
You're dreaming about freelancing, starting a business, changing careers entirely. The vision feels real. But you don't know if you're running toward something or just running away. And you're terrified of blowing up your stability.
Questions The Compass will answer
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Is this genuine misfit, or is this burnout talking?
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Would the thing you want actually work for your neurotype?
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What would a safe transition look like — timeline, finances, risk?
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What's the version of "leaving" that doesn't destroy what you've built?
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What if the answer is "not yet"?
What you'll leave with:
A clear-eyed assessment of whether this move makes sense for you specifically, a decision you can defend, and — if you're going — a transition plan that protects your finances and reputation.
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"I know I could ask for adjustments. But I'm terrified it'll be used against me."
You've been masking and compensating for years. You know there are things that could help — but asking means revealing, and revealing feels dangerous. Maybe you asked before and it backfired.
What you'll leave with:
A decision about whether to disclose, when, and how — plus exact scripts and language. Or alternative strategies for getting support without formal processes.
Questions The Compass will answer
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What's the realistic risk of disclosing in your specific context?
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What adjustments would actually help vs. just flag you as "other"?
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How do you ask in a way that protects your credibility?
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What if the safest option is to redesign your role quietly instead?
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What's the language that gets you what you need without exposure?
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"I was managing fine. Then something changed and my old strategies stopped working."
New manager. Reorg. Return to office. Promotion that turned out to be a trap. You've been neurodivergent for years and you had it figured out — until you didn't. Now you're scrambling to adapt.
Questions The Compass will answer
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What specifically changed, and why did it break your system?
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Can you adapt to this new environment, or is it fundamentally wrong for you?
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What would need to change for this to work again?
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Is the new situation temporary or permanent?
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When do you push through adaptation vs. accept misfit?
What you'll leave with:
An understanding of why your old strategies failed, a decision about whether to adapt or exit, and either a new operating system or a plan to move on.
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"I was exhausted every night, stuck in repeated burnout cycles, and constantly feeling like I was underperforming. Now I have workplace adjustments that actually work, an open relationship with my team, and I've just been promoted to Head of Business Management — with systems, support, and confidence that really stick."
Kirsty
Head of Business Management
AuDHD | TBC Client
What you'll experience
You book and get a welcome message
Within 24 hours, you'll receive a WhatsApp message from Tanya with a short welcome video and your next steps.
You complete your intake form
A structured 15-minute form captures your situation, pressures, and priorities. This surfaces the real decision you're facing, even if you can't articulate it yet.
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You get your private workspace
An online folder just for you, containing resources and space for your materials. Everything stays organised and accessible.
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Weekly sessions with Tanya
Four 45-60 minute sessions over four weeks. Video or phone — your choice. Each session has a clear focus and moves you toward your decision.
You receive your Action Plan
At Week 4: your decision, the reasoning, the scripts, the boundaries, and what would trigger a re-evaluation. Something you can refer back to — and defend to anyone.
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What you'll walk away with
At the end of Week 4, you'll receive a written Action Plan. Not a vague sense of clarity—an actual document containing your decision, the reasoning behind it, your boundaries, and the triggers that would make you revisit it. Something you can refer back to, share with a partner, or defend to anyone who asks.
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See what you'll receive
Want to see what an Action Plan actually looks like?
Enter your details below and we'll send you a sample (redacted) version — so you know exactly what you're getting.
What changes in 4 weeks
"I can't tell if it's me or the job"
"I know exactly what's mine and what's the environment"
"Every option feels equally risky"
"I've ranked my options by what actually matters"
"I should be coping better"
"I understand why this has been hard"
"If I don't decide soon, something will break"
"I have a timeline and a plan"
"What if I make the wrong choice?"
"I know what I'm doing and why it's defensible"
"Tanya's friendly, non-judgemental manner paired with real confidence in her knowledge made her a welcome guest to our EDI chat. She gave our whole team — colleagues and managers alike — plenty to reflect on."
Valerie Smith
Specialist Speech and Language Therapist & EDI Rep, NHS
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What happens in the
4 weeks?
Live interactive sessions
Insider access in a large organisation
Built from your data, not generic advice
The question that keeps you up at night.
Six hours of back-to-back meetings. No processing time. Then judged on output you had no space to produce. That's not a performance problem. That's a system problem. Your brain needs transition time between contexts—that's how working memory consolidates. When the environment doesn't allow it, you don't fail. You're failed.
Week 1 separates what's yours from what's the system's. You leave knowing: What's actually yours to fix—and what was never yours to carry.
Your data captured: Your baseline attribution score and initial friction map feed directly into your final Action Plan.
Your options, pressure-tested against reality.
Disclosure sounds brave. But if your manager has already made comments about "people who need special treatment," it's not courage—it's risk. We map your real options. Not the aspirational ones. The ones that survive contact with your actual situation.
This week includes an insider session with a senior neurodivergent leader at JP Morgan—sharing what actually happens when you disclose, request adjustments, or quietly plan an exit inside a large organisation.
You leave knowing: Which paths are real, which are fantasy, and what the trade-offs actually look like.
Knowing what to do isn't the same as knowing how to say it.
Boundaries without language are just wishes.
When cognitive load is high, your prefrontal cortex de-prioritises verbal fluency. That's why you over-explain, apologise, or freeze in the moment—then think of the perfect response three hours later. We fix that. You'll draft your key conversation with real-time input and leave with scripts you can actually use.
You leave with: Exact words for HR, your manager, or the conversation you've been rehearsing in your head for months.
Your decision, documented and defensible.
By Week 4, you've done the work. Now it becomes official.
You'll see your Week 1 baseline compared to Week 4—how your clarity, attribution, and decision pattern shifted. And you'll receive your Action Plan: what you're doing, why it's defensible, and what would trigger a change. No more looping. No more "I think I've decided but I'm not sure."
You leave with: A written record you can refer back to, share with a partner, or defend to anyone who asks.
Week 2 includes an insider with a senior neurodivergent leader at JP Morgan
sharing how these decisions actually land inside large organisations. See the preview below.
This isn't therapy. It isn't coaching. It's navigation.
You don't need more insight. You've read the books. You've done the self-reflection. You know something is wrong.
What you need is someone who understands how workplaces actually work for neurodivergent people — and can help you make a decision you can defend to yourself, your partner, your bank account, and anyone else who asks.
The Career Compass doesn't ask "what do you want?" It asks "what's actually possible, and what's the safest path to get there?"
What this is
Decision-focused
We work toward one clear outcome
What this is not
Open-ended exploration
Ongoing sessions without closure
What this is
Time-bound
4 weeks. Clear end point. No dependency.
What this is not
Indefinite support
Months of sessions with unclear goals
What this is
Practical strategy
Resources, timelines, concrete steps
What this is not
Emotional processing
That's what therapy is for
What this is
Expert-led direction
Describe the service and how customers or clients can benefit from it.
What this is not
Self-discovery coaching
"What do you think you should do?"
Your Action Plan isn't generic—it's built from your data. It starts with a 15-minute intake capturing your baseline: energy, cognitive load, where you're placing blame, what you're protecting. Each week, live polls track how your thinking shifts. By Week 4, you'll see your before and after side by side—not just "I feel clearer," but measurable movement. The document you leave with reflects exactly where you started, how you moved, and what you decided.
Still exploring
You suspect you might be neurodivergent but don't have a diagnosis. We work with how your brain actually operates, not paperwork.
Self-identified
You've done enough research to know this applies to you, even without formal assessment. Many people in The Compass are self-identified.
Recently diagnosed
You got your diagnosis in the last year or two and you're still figuring out what it means for your work life. This is designed for that moment.
Long-term diagnosis
You've known for years and had it figured out — until something changed. New role, new manager, new environment. Your old strategies stopped working.
Multiple neurotypes
ADHD and autistic. Dyslexic and ADHD. The combinations matter. We work with your specific profile, not a generic approach.
Not sure what you are
You know your brain works differently. You don't have a label yet. That's okay — we work with the patterns, not the diagnosis.
"Before working with Tanya, everything felt cut and dry — success or failure, productive or unproductive, good or bad. The groundhog day of 'try harder, do more' just led to burnout and exhaustion. Tanya helped me see that there's nothing wrong with me — it's just that my operating system works differently. I'm now kinder to myself, I'm learning to say no without justification, and I'm choosing growth over rumination, progress over perfection."
Andrew Richards
TBC Client
Your Investment
The Career Compass
£600
4-Week Workplace Navigation
Usually £800 — introductory pricing
P.S This is less than two hours with an employment lawyer. A fraction of the cost of ongoing coaching. And unlike either, you leave with a written plan!)
CHOOSE YOUR COHORT
Weekly sessions: Tuesdays,
8PM (UK time) · 45-60 mins each
What's included
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Structured intake to capture your full situation
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4 weekly sessions with Tanya (live video call)
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Insider session with a senior ND leader at JP Morgan
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WhatsApp access for questions between sessions
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Your private folder with all materials
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Your Action Plan: documented, reasoned, complete
(You may be able to claim this back)
If you're in the UK with a diagnosed condition, Access to Work can reimburse workplace support like this. Some employers also cover coaching and career support. We can provide an invoice formatted for reimbursement.
What if I'm not sure?
You can message Tanya directly on WhatsApp—text if you prefer writing, voice note if you think better out loud, or book a 30-minute call if you want to talk it through. No sales pitch. Just a real conversation about where you are and whether The Career Compass makes sense for you right now.
Questions you may have
That's completely normal — and exactly what Week 1 is for. Most people arrive knowing something is wrong but unable to articulate the actual choice in front of them. The intake process and first session surface the real decision, not the one you think you should be making.
Yes. The Compass is for anyone who experiences neurodivergent patterns in how they work — whether or not you have paperwork. Many participants are self-identified or still exploring. What matters is whether the approach resonates with how your brain actually operates.
Therapy processes feelings and heals wounds — valuable, but not what this is. Coaching asks "what do you want?" and helps you explore — also valuable, but often too open-ended for urgent decisions. The Compass asks "what's defensible?" and gives you a clear path through a specific workplace situation. It's time-bound (4 weeks), decision-focused (one decision, one plan), and ends something (you leave with closure, not dependency).
The Compass doesn't give aspirational advice that ignores your constraints. If leaving isn't financially possible, we work with that. Week 2 is about mapping options against actual constraints — money, health, reputation, relationships. Sometimes the answer is "leave, but not yet, and here's how to survive until then." The plan has to be one you can actually execute.
Potentially yes. Access to Work (UK) can cover workplace support for people with diagnosed conditions — this may qualify, especially if framed as workplace coaching. Some employers have budgets for coaching, career development, or wellbeing support. We can provide a professional invoice formatted for reimbursement.
You leave with a complete Action Plan. For many people, that's enough. If you want support executing your decision — holding boundaries, managing a transition, navigating disclosure follow-up — we offer optional group programmes that pick up where The Compass ends. But there's no pressure to continue. The goal is for you to leave with something finished.
The process handles this. Each session tests and refines the direction based on what's actually happening. If something significant shifts — a new PIP, a job offer, a crisis — we adjust. Your Action Plan reflects reality at Week 4, not a guess from Week 0.
Completely. We don't collect your employer's name, your manager's name, or any identifying details about your workplace. Your materials are stored in a private folder that only you and Tanya can access. Nothing is shared without your explicit consent.
If we get to Week 4 and you don't have clarity on your decision, we'll extend your access until you do. But honestly? That hasn't happened. The process works because we're not waiting for insight—we're building toward a specific output.
