Platform
One framework. Every trust window. Every level.
The Impression Advantage Coach is AI coaching built on the trust windows framework: eight moments that decide careers, five professional levels, and a 90-day structure designed module by module.
Request a demoThe framework
Eight trust windows, five professional levels.
The same moment plays out differently at every level. A new job means something different to an entry-level professional than to an executive, so the framework calibrates to both the window and the level.
Eight trust windows
- 01New Job
- 02Promotion or New Internal Role
- 03New Manager
- 04Return from Leave
- 05Layoff Aftermath
- 06Taking Over a Team
- 07High-Stakes Project, Board or Advisory Role
- 08Transformational Moments
Five professional levels
- Entry Level0 to 3 years
- Staff Level4 to 7 years
- Manager Level8 to 12 years
- Director Level13 to 16 years
- Executive Level17+ years
Calibrated to each level
What each level is judged on.
Entry Level
0 to 3 yearsEntry Level
0 to 3 yearsEstablishing baseline credibility, building a foundational reputation with their manager and immediate peers, and learning organizational norms.
Staff Level
4 to 7 yearsStaff Level
4 to 7 yearsExpanding influence beyond the immediate team, being trusted with more autonomous work, and shaping cross-functional relationships.
Manager Level
8 to 12 yearsManager Level
8 to 12 yearsManaging through others. Direct reports join manager and peers as evaluators, and credibility as a people leader is built.
Director Level
13 to 16 yearsDirector Level
13 to 16 yearsManaging managers. Strategic contribution, cross-functional leadership and being trusted with organizational decisions.
Executive Level
17+ yearsExecutive Level
17+ yearsPeer executive coalitions, board visibility and shaping organizational direction, judged on strategic judgment and cultural signaling.
Inside every module
Built with the same care, every time.
Every module follows the same anatomy, so coaching is consistent across windows and levels.
- 01
Framing for how they work
In-office, hybrid and remote versions of every module, because trust is built differently in each.
- 02
A core concept from The Ultimate Impression
Isaac Adesugba's framework, with attributed research where it applies.
- 03
Coaching prompts
A guided conversation, delivered one prompt at a time.
- 04
A reflection
A short written or voice reflection that turns insight into action.
- 05
A manager companion prompt
A short, timely prompt that helps the manager support the transition.
- 06
Spaced follow-ups
Return prompts at 24 hours, 7 days and 30 days, so the behavior sticks.
The 90-day structure
Six waves across the 90 days that decide it.
Each track moves through six two-week waves, with milestones at 30, 60 and 90 days. The first complete track, Entry Level and New Job, has 28 modules.
Wave 1 · Days 1 to 14
Foundation
Wave 2 · Days 15 to 28
Alliance Building
Wave 3 · Days 29 to 42
Depth
30-day milestone
Wave 4 · Days 43 to 56
Recovery and Recalibration
Wave 5 · Days 57 to 70
Consolidation
60-day milestone
Wave 6 · Days 71 to 90
Landing
90-day milestone
Three disciplines
How every trust window is navigated.
Clarity
Understanding what success looks like from the perspective of the people evaluating you, not from your own perspective.
Communication
Making your thinking, priorities, and progress visible to the right stakeholders in the right way at the right time.
Consistency
Aligning what you say, what you do, and how you show up across days, meetings, and interactions so that the signal about who you are becomes stable and reliable in the minds of others.
Three views
One platform for the employee, the manager and People & Talent.
An AI coach for every person in a trust window
Private, on their own time, at the right moment, and calibrated to their level.
A companion for their manager
Short, timely prompts that help managers support the transition.
Insight for People & Talent leaders
See where trust windows are going well across groups of 10 or more. Never individuals.
See the manager companion
It supports the manager. It never judges the employee.
A short prompt timed to their direct report's window, and a private place to think it through. Hard calls go to your People team.
Manager
I'm not happy with Jordan's performance and think this was a bad hire. What should I do?
Coach
I hear that this is weighing on you, and I won't brush past it. But I can't tell you whether this was a bad hire, and I can't help you build a case either way. That belongs with your People team. They can walk you through what a fair process looks like, and they can do it without Jordan's first weeks becoming a verdict. What I can help with is how you show up. At day 8, a manager's read of a new hire is built on very little information. … So here is the one step. This week, book time with your People team and tell them what you told me. Say you're concerned and want guidance on how to handle it well. Don't go in looking for a conclusion. Go in looking for a path.
Now see how the coach guides the new hire through the same window →
What a pilot measures
Outcomes you can take to your leadership team.
First-year retention
Retention of the pilot group, compared with your own baseline.
Coaching engagement
How many people in a trust window use their coach, and how often.
Manager participation
How many managers act on their companion prompts.
Every pilot ends with an outcomes report.
Deployment that fits
Start simple. Integrate when you are ready.
Integration-ready with standards-based single sign-on and APIs.
- 1
Start simple
Upload a list of employees. Secure sign-in with multi-factor authentication. No IT project required.
- 2
Add single sign-on
People sign in with your company's existing identity provider through standards-based SSO.
- 3
Connect your HRIS
Eligibility syncs from your HRIS, so coaching begins when a trust window opens.
Frequently asked questions
Is the coaching AI?
Yes. The Impression Advantage Coach is AI coaching, built on the trust windows framework and calibrated to each person's professional level. That is what lets every person in a trust window be coached, with no sessions to schedule and no coaches to add.
How is this different from other development programs?
It is built for the bounded, high-stakes moments when trust is formed or re-formed at work: the trust windows. Coaching begins when a window opens and follows the 90 days that decide it.
How does deployment work?
Start with a simple employee list upload and no IT project, then add single sign-on and an HRIS connection when you are ready. The platform is integration-ready with standards-based SSO and APIs.
How do you measure impact?
Each pilot measures first-year retention of the pilot group against your own baseline, coaching engagement and manager participation, and ends with an outcomes report. People & Talent leaders see patterns across groups of 10 or more, never individuals.
Is it secure and private?
Yes. Coaching is private to each employee, enforced by the platform's database itself. See our Trust page for details.
Design partner program
Three design partner places.
Pilots launch April 15 to May 15, 2027. Design partners shape which trust windows come next, work directly with the founder, and lock in design partner pricing for years two and three.