Documented individual client results. Not typical or guaranteed.
Talent strategist · Advisor · Founder
You've mastered your level. The promotion committee needs proof of the next one.
For twenty years Marie Horvath has advised the companies that shape the technology industry on how talent is seen, measured and promoted. She knows what the senior leaders on that committee count as evidence, and she puts your highest potential in their spotlight.
Nobody agreed, in writing, what counts as next-level work.
Your work is excellent, and your reviews say so. But the scope of work that counts for the next level was never written down and agreed. So everything you deliver is filed as strong performance at your current level, and the promotion committee has no clear proof of next-level work.
Check it against your own week: which of the things you did was agreed, in writing, as next-level work?
The lever you control
If a VP stepped into your role, what would they do with your scope?
They would grow it into VP-level work within weeks. Scope isn't fixed, and it's rarely handed out. It is shaped, crafted, negotiated or asked for, which makes it the one lever in your promotion that you control.
1
Negotiate the scope.
Shape it, craft it or ask for it, and get it in writing as next-level work.
2
Drive the result.
When the scope is right, the result you can deliver is next-level by definition.
3
Show who you are.
On the way there, you demonstrate what a review can't capture: capability, intent and integrity. That is what turns a strong performer into a rare talent.
Your company is full of complex, high-value problems waiting to be solved. So why aren't you the one solving them? Rarely because you can't. Usually because that scope was never negotiated. Every cycle at the wrong scope is time you could have spent growing, in your current team or in a part of the org that has the scope.
$10.4M
Documented client salary increases
$5,000
Per hour, Alphabet advisory & training
5
Countries across 3 continents
20+
Years in business & HR leadership
Documented individual client results. Not typical or guaranteed.
Client results
What changes when the room sees you solving next level complex problems.
$10.4M in documented client raises, and counting.
Promoted where they are
Leela
Internal Google promotion, L5 to L6
I've seen drastic improvement across the board. A number of people including my own director, manager, and cross functional stakeholders said to me: something happened, your presentation style changed.
Through her coaching I'm in a position of significant increase in base salary. So it's definitely been very tangible. I'm also in a better mental space to build relationships with my new colleagues.
Marie helped me focus very clearly on the things that make me different from a lot of other people, and the things we honed in on were the ones that actually bring me joy in my job. She helped me negotiate a really great contract.
Marie would hold up a mirror and ask me the tough questions to really rethink where I'm limiting myself. It literally changed the trajectory of my career. I'm working at a completely different level, and I'm genuinely excited about not just what I'm doing, but where I'm going.
I joined looking to escape an unhappy role. I got a better position with a 50% raise, and eventually moved into a CTO role with a 50% total compensation increase.
I doubled my salary moving from Tesla to my next role. The money I invested in Marie's coaching, I got back within a few months with my new compensation package.
She really helped me negotiate my offer and gave me the confidence to increase the ask. I was skeptical about group coaching, but I was wrong, it helped me a lot. Don't hold yourself back. Just go for it.
Documented individual client results. Not typical or guaranteed.
See what's possible
Even during restructuring, hiring freezes, and economic downturns
The work Marie and her team have done, that is what's unlocked me. Prior coaches did nothing compared to what Marie and her team has done.
GretchenDirector to VP
Who she is
Four disciplines. One reading of your career.
Most advisors bring one lens to a career. Marie brings four, which is why she can see what's holding a strong performer back when nobody else can name it.
Business & HR leadership
She has run the business and HR functions where talent decisions are made, including the talent reviews where careers get decided.
Six Sigma Black Belt
Her Black Belt training made her a data scientist. She reads a career the way she reads a process: through evidence, not opinion.
Psychology
Her psychology background lets her understand people: what drives them, and why capable people hold themselves back.
MBA
Her MBA lets her see the business behind every promotion: what leadership is buying when it bets on a person.
Standing in the industry
The advisor the technology industry calls when talent is the problem.
Alphabet pays Marie $5,000 an hour for her advisory work and training. She is an approved supplier to Google, Amazon and HubSpot.
Her process for enabling next-level potential has already helped create a billionaire. Her clients have won $10.4M in documented salary increases, and counting.
Five countries · three continents
A global view of how talent rises.
Marie has lived and worked in Hungary, Germany, the Netherlands, China and the United States. She has seen from the inside how talent is judged across cultures: what travels, what doesn't, and what every room is really looking for.
Europe
Hungary
Europe
Germany
Europe
The Netherlands
Asia
China
North America
United States
Why I do this
You are fully capable of great things. I've made it my work to prove it.
I have watched too many brilliant people accept a ceiling that was never real. Bias, politics, a manager who can't picture you one level up: so many forces try to convince you that your limit is lower than it is.
I fight that with everything I believe, everything I teach and everything I do. It's why I left the corporate track and built a company entirely around talent: how it is seen, how it grows, and how it reaches the next level. Whether you're a director or in the C-suite, you are more capable than you've been told.
If you are a tech executive working outside of Google and would like to work with us, we have an application process. Please text your LinkedIn profile to the number below and let us know how we can help. Marie's team will get back to you within 48 hours.
