Job-Retention Coaching · London & Remote
Practical job-retention coaching from a man who has now experienced the departure process from seven leading organisations.
Currently accepting clients. Immediately.
Seven industries. Seven fresh starts.
Extensive first-hand experience of HR.
Available during normal working hours.
Meet your coach
Founder & Principal Employment Continuity Strategist
Martin founded Still Employed in 2025, following a restructure he was not consulted on. Across a career spanning logistics, finance, local government, gin, two digital agencies and a brief period in facilities, he has studied the employment lifecycle from every angle — particularly the end.
Where others might see seven dismissals, Martin sees seven longitudinal case studies. Each has given him rare insight into what organisations say, what they mean, and how quickly IT can disable a laptop (on average, eleven minutes).
Today he brings that research to professionals who want to stay where they are. He is calm, direct, and — he would like to stress — fully available.
“I have never been let go for the same reason twice. In most fields, that is called learning.”
| Northgate Logistics | 14 months | Role made unavailable |
| Brightwell Financial | 6 months | Did not pass probation; passed a great deal else |
| Harrow Vale District Council | 9 months | Mutual agreement (theirs) |
| Thistle & Sloe Gin Co. | 3 months | Differing views on the stockroom |
| Meridian Digital | 11 months | Restructure (of one) |
| Pell & Partners | 7 weeks | Concluded during onboarding |
| Facilities, confidential | 2 days | Subject to appeal |
The Still Employed Method
A proprietary three-step framework, developed over seven organisations and refined in several exit interviews.
01
Being seen to work is the visible part of working.
If your manager says you’re not visible enough, try standing nearer their desk.
Proximity builds familiarity; familiarity builds trust. I tested this rigorously until Facilities moved the desk.
02
Feedback is simply a perspective, and perspectives can be managed.
Leave your camera on when you step away from a Teams call. An empty chair says you’re needed elsewhere.
Leadership responds to signals. The signal here is demand. Please ensure the chair is a good one.
03
“No” is the opening position in a negotiation.
If a meeting is declined, send it again with a more positive subject line.
I once rebooked a one-to-one fourteen times. It finally went ahead with someone from HR attending, which I took as an escalation of interest.
Coaching packages
Every package is tailored, confidential, and can begin today. Or this afternoon.
£149
Single session
Includes my own probation review, annotated, as a worked example.
£395
Four fortnightly sessions
I usually reply within minutes. Often before you’ve finished typing.
£950
Ongoing, weekly
Fees are negotiable. Genuinely, very negotiable.
*Based on Martin’s preference.
Testimonials
Martin certainly attended.
Former line managerWe wish him well.
Several organisationsHis confidence was never the issue.
Previous colleague★★★★★ 5.0 average rating from 1 review. Some testimonials have been edited for length.
Insights
An unexpected third attendee is rarely bad news. In my experience, it’s a chance to meet someone senior from People & Culture.
Read with a consultation →There is a fine line between being essential and being investigated. Here is where I now believe that line is.
Read with a consultation →When a manager suggests a quick chat at 4pm on a Friday, prepare twelve slides. They will appreciate the initiative, if not always the timing.
Read with a consultation →Book a consultation
A complimentary 30-minute discovery call. No obligation, although a decision by Friday would be appreciated.
If the calendar appears entirely free, that is intentional.