It's a position problem. Narrative, sponsors, evidence, timing. Meridian Twelve helps product and tech leaders sight where they actually stand — then plot the campaign to reach the meridian.
Most professionals diagnose the problem as skills. It's almost never skills. The real gaps live in the dimensions nobody teaches explicitly.
Most career coaching is advice. The Meridian Method is a campaign — twelve to sixteen weeks of structured 1:1 work, with concrete deliverables at every stage.
You don't leave with vague aspirations. You leave with a completed Position Chart, a Narrative Stack, a Sponsor Map, an Evidence Plan, and a 90-Day Transit. More importantly, you usually leave with the promotion, transition, or decision you came for.
Fix your position. Know exactly where you stand across all seven dimensions — not where you hope you stand.
Set your bearing. Build the narrative, map the sponsors, schedule the evidence that will carry the case.
Navigate the campaign. Execute the 90-day plan that leads into the decision moment.
The decision moment. Prepared, positioned, ready — and prepared for what comes after.
Most career trouble is quadrant confusion. People in Sight First try to execute. People in Hold Position assume the problem is them. People in Build the Case think they have time they don't.
The Position Map reveals the specific pattern of your situation — and what that pattern actually calls for. Different quadrants require fundamentally different strategies.
Every engagement runs on the Meridian Method. The difference between them is depth, timeline, and format.
Meridian Twelve is a coaching practice built by an operator who spent years watching careers move — and watching capable people stall — and decided to make the work of trajectory explicit.
I spent years leading product and technology teams before building Meridian Twelve — first as a PM at scrappy startups, later running product organizations inside growing companies, leading cross-functional work across engineering and design.
Across every team, I noticed the same pattern. The people who got promoted weren't always the best operators. They were the best at navigating their own trajectory. They understood their narrative. They built sponsor coverage before they needed it. They made their evidence undeniable. They read timing like the weather.
That was the craft nobody talked about explicitly. Leadership books covered how to manage. Strategy books covered how to think. Career books covered how to interview. Nothing covered the actual work of navigating the promotion cycle itself — the thing that determined whether great operators got the next role or got stuck.
Nothing covered the actual work of the promotion cycle itself — the thing that determined whether great operators got the next role or got stuck.
So I built a practice around making that craft explicit.
Meridian Twelve is named for Greenwich, the reference meridian from which all longitudes are measured, and for twelve — the longitude of London, where I'm from.
Every career has a position, a bearing, and a destination. The name is a reminder that knowing the first two is how you reach the third.
The Meridian Method is a structured approach drawn from years of operator experience in product and technology leadership, and informed by established research in sponsorship dynamics (Ibarra, Hewlett), political skill in organizations (Ferris and colleagues), and career construction theory (Savickas).
The methodology is currently undergoing formal validation in partnership with academic researchers. We do not claim it is scientifically proven, psychometrically validated, or evidence-based in the rigorous research sense — that work is underway, and we'll publish the findings openly when they're ready.
What the practice is: a substantive structure that many capable professionals have found clarifying and actionable.
What the practice isn't: a replacement for the judgment an experienced operator brings to your specific situation. If you want direct coaching applied to your case, the 1:1 Meridian Method is the right entry point.
Product managers, product leaders, engineering leaders, and design leaders — most commonly mid-career managers through VPs at companies ranging from Series B through public.
The methodology also travels to leaders in adjacent functions — marketing, operations, finance — though most of that work comes through referral rather than direct outreach.
The practice is intentionally small. I'd rather do a handful of engagements exceptionally well than many at average quality.
This isn't a coaching practice that tells you what you want to hear. If the diagnosis is that you're not ready for the next role yet — or that your organization isn't the right environment for it — I'll tell you that directly.
It isn't a practice that runs on generic advice. Every engagement is specific to your situation, your company, your stakeholders, your decision moment.
It isn't a practice that promises outcomes it can't guarantee. The methodology is designed to get you to the decision moment in the best possible position. What happens at the moment itself depends on you, your organization, and conditions none of us control. What the practice promises is preparation, not outcome.
A chemistry call is thirty minutes. No pitch. If the methodology isn't right for you, I'll say so and suggest where you might look instead.
A structured 1:1 engagement that takes you from where you are now to the decision moment — prepared, positioned, and specifically ready for the next role.
The Meridian Method works best for specific kinds of situations. When the fit is right, outcomes are meaningful. When it isn't, I'll tell you directly.
Each phase has a specific goal, specific deliverables, and a specific transition to the next. You don't move forward until the current phase's work is genuinely done.
Know exactly where you stand across all seven dimensions. Not where you hope you stand. Not where your performance review says you stand. Where the actual evidence says you stand.
This is diagnostic work. We run the full Seven-Dimension audit, build your Position Chart, plot your Position Map, and identify the specific gaps that are actually blocking the next move. Most engagements find that the gap isn't the one the client expected.
Build the infrastructure that the decision moment will require: the narrative that will carry your case, the sponsor coverage that will advocate for you, the evidence production plan that will make the case undeniable.
This is the building phase. Most of the visible work happens here — drafting the Narrative Stack, mapping stakeholders, scheduling the twelve-week evidence production.
Execute the 90-day plan leading into the decision moment. This is where the building transitions to doing — sequencing evidence delivery, activating sponsors directively, reading organizational timing tactically.
Most engagements discover during Transit that the environment shifts in ways that require adjustment. The methodology accommodates this: the plan is designed to adapt as the context evolves, without losing the campaign's core logic.
Arrive at the decision moment in the best possible position. Sponsors briefed. Final artifacts delivered. You prepared with specific messaging for the specific conversation.
What happens at the moment itself depends on many variables none of us control. What the methodology guarantees is that you'll arrive ready — and that the post-decision plan is ready to execute whichever way the moment goes.
The Meridian Method is priced to reflect the depth of structured work it involves and the compensation ceilings it operates against. Most clients are working toward roles where the comp delta justifies the engagement many times over in the first year alone.
Pricing scales with client seniority — a senior manager engagement is different work from a VP engagement, and prices reflect that.
Founding-client rates are available through end of July 2026 — details in the card to the right.
Full engagement. 12–16 weeks. All four phases. Weekly 1:1 sessions plus async support between.
Every engagement produces these specific artifacts. They're yours to keep, update, and reuse across future career moments.
Thirty minutes. No pitch. We figure out together whether the methodology fits your situation — and if it doesn't, I'll suggest where you might look instead.
Every offering runs on the Meridian Method. The difference between them is depth, timeline, format, and price. Pick the one that matches where you are and what you need.
A thirty-minute chemistry call usually surfaces the right option. No pitch — just an honest conversation about what you're working on and what format would actually serve you.
Twenty-one questions across seven dimensions. Five minutes. You'll leave with your plotted Position Map, a specific read on your strongest and weakest dimensions, and three concrete next actions for your situation.
A free-text space, if there's context about your situation that the structured questions didn't capture. This is for your own reference as much as anything else.
The window is open. You're not quite ready yet. This is the highest-urgency quadrant on the map.
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Calibrated to your quadrant and your top gap. Not generic advice — specific moves that match where you actually are.
The diagnostic is the tip of the iceberg. The Meridian Method is twelve to sixteen weeks of structured 1:1 work — all seven dimensions properly audited, the full Narrative Stack drafted, the Sponsor Map plotted, the 90-Day Transit executed.
Each Thursday. A single essay on narrative, sponsorship, evidence, timing, or the specific work of reaching the next role. Specific, not generic. Free.
Thirty minutes. No pitch. An honest conversation about what you're working on, whether the Meridian Method fits, and if it doesn't, where you might look instead.
All times shown in your local timezone. Available slots are highlighted — greyed-out dates are unavailable or fully booked.
So I can arrive to our conversation with some context about your situation.
YOU'LL RECEIVE A CALENDAR INVITE WITHIN 24 HOURS
Most career advice is abstract. Astrolabe isn't. Three scenarios drawn from real trajectory patterns. You make choices. Your Position Map moves based on what you choose. At the end, you see where your strategic instincts actually land.
Because the thing books can't teach is judgment under realistic constraints. You can read about sponsor coverage, narrative layering, and timing reads. You can understand them perfectly in theory. You'll still make the wrong call when a decision actually arrives.
Astrolabe compresses what would normally take months of career into minutes of simulation. Watching your own choices compound — and seeing the Position Map move as a result — teaches something that frameworks alone can't.