BECOME at Work

Be the company new mothers can't wait to return to.

One-to-one coaching for the women in your team, guiding them through pregnancy, early motherhood and back into their work feeling like themselves again.

Book a 30-minute discovery call

The cost of losing experienced women isn't always visible, until it's too late.

57%

of UK mothers surveyed left the workforce after having children, finding a full-time job and family impossible to combine.

That Works For Me, Careers After Babies (2023)

68%

of mothers say their manager had the single biggest impact on whether their return to work was positive or negative.

Executive Moms, The Future of Working Motherhood Report

35%

of women in Germany change employer after parental leave.

The Stepstone Group, Working Parents & Beyond (2023)

Organisations lose experienced women, not because they become mothers.

It's often because it gets treated as a logistical problem, instead of one of the biggest changes in someone's personal life and career. I help HR and People teams approach this differently.

Most companies dread this moment...

She's pregnant, and the first thoughts in most businesses are: What will it cost us? How do we cover the gap? What if she doesn't come back the same?

It becomes damage control: timelines, backfill, budget.

The companies that get this right see this as a leadership moment worth investing in. They keep their best people, skip the cost of rehiring and retraining, and get back a leader who knows exactly why she came back.

Replacing one experienced employee costs UK employers over £30,000 on average, most of it lost productivity while a new hire takes around 28 weeks to get fully up to speed. BECOME at Work costs a fraction of that, and she comes back instead of handing in her notice six months later.

Source: Oxford Economics for Unum, The Cost of Brain Drain

The programme

BECOME at Work

The majority of companies only step in at the return, with a quick back-to-work session once she's already back at her desk, baby in one arm and a laptop in the other. By then, it's too late. This one starts before leave, and doesn't stop until she's performing again.

Prepare

1:1 coaching through pregnancy and birth, covering matrescence, boundaries and who she is at work going into leave.

Pause

1:1 coaching through the postpartum months, a deeply emotional phase, giving her space to process a drastic change of life while staying connected to the workplace.

Return

1:1 coaching to return with clarity and confidence, ready to step back in from exactly where she is today.

Why an external coach?

She can say things to an outside coach she'd never say to her own manager. Becoming a mother has a huge impact on her work, but it's also deeply personal and sensitive, and she needs a space that treats it that way.

Also available for

Leadership Training

Manager workshops on leading through parental leave, understanding matrescence, and avoiding the maternal wall.

HR Consulting

Return-to-work roadmaps, manager guidelines, and retention strategies built to keep the women companies would otherwise lose within two years of a role change.

Why Jackie

Coaching by someone who knows firsthand how hard it is to return to work after becoming a mother.

10 years in corporate, 5+ of them leading global tech teams across three continents, a Master's in Coaching and Leadership and certification in matrescence coaching. I understand both sides of this conversation: what it's like to manage high performing teams, and what it's like to be the woman going through it.

Testimonials

"The clearest effect was on retention."

These are professional references from my own corporate career. I'm including them here instead of client testimonials, because the people I worked for speak directly to what this programme delivers: trust, honest conversations, and retention.

“People who worked under Jackie stayed. She manages to have honest conversations without putting people on the defensive.”

For the company that meant stable delivery, far less cost and disruption from turnover and rehiring, and stakeholders who could rely on what the team committed to.

Tobias Pfeiffer

Former Senior Global Business Development Director, Ivanti

“Jackie has a very strong ability to connect with people, create trust and make people feel heard. Her communication style is open, clear and empathetic, and she naturally brings a good balance between being supportive and challenging people when needed.”

Her style helped build strong relationships and a sense of trust within the team, which ultimately had a positive impact on collaboration and performance.

Isidro Amat

Former Senior Manager Business Development, Autodesk

“Jackie has an outstanding ability to connect with people. She listens, makes people feel heard, and creates a safe space where people feel comfortable asking questions, sharing concerns or simply reaching out for advice. People trusted Jackie.”

Her mindset had an impact beyond her own performance. She raised the bar for the people around her and became someone I could rely on not only to deliver, but to help the wider team deliver as well.

Alice Beu

Former Manager License Compliance, Autodesk

Let's talk about retaining your female talent.

A full return-to-work programme or one team member.

Founding partners 2027: I'm working with two companies at a reduced rate in exchange for a case study. If you want to be one of them, let's talk.

Book a 30-minute discovery call