The results ledger
Every person from five sample cohorts, kept the way we'd keep real ones: one row each, nobody left out.
Typical result in this sample: 26 of 40 people (65%) were working in their new field six months after the program ended. The median person who changed took 21.5 weeks from the first call to a written offer, and their first-year pay changed by −1.5%. 14 people had not changed fields at six months. Sample cohort data, written for this concept build. Not real clients.
Changed fields (26)Still searching (9)Stayed by choice (5)
- Cohort 1, Jan 20256 of 8 changed
- Cohort 2, Apr 20255 of 8 changed
- Cohort 3, Jul 20256 of 8 changed
- Cohort 4, Oct 20255 of 8 changed
- Cohort 5, Jan 20264 of 8 changed
Not everyone moves
5 people decided to stay and renegotiate where they were. 9 were still interviewing at six months. We count both, because a ledger that only lists the wins is an advert.
Every row
| Cohort | From | To | Status at 6 months | Weeks to offer | Pay change |
|---|---|---|---|---|---|
| Cohort 1 | Nursing | UX research | Changed fields | 19 | −3% |
| Cohort 1 | Military logistics | Supply chain analysis | Changed fields | 14 | +4% |
| Cohort 1 | Graphic design | Product design | Changed fields | 27 | −12% |
| Cohort 1 | Teaching | Instructional design | Changed fields | 21 | 0% |
| Cohort 1 | Hospitality | Customer success | Changed fields | 11 | +9% |
| Cohort 1 | Office administration | Project management | Still searching | – | – |
| Cohort 1 | Accounting | Same field | Stayed by choice | – | – |
| Cohort 1 | Civil engineering | Technical program management | Changed fields | 24 | −6% |
| Cohort 2 | Physical therapy | Medical device training | Changed fields | 33 | −24% |
| Cohort 2 | Retail management | HR business partner | Still searching | – | – |
| Cohort 2 | Social work | People operations | Changed fields | 18 | +2% |
| Cohort 2 | Insurance claims | Data analysis | Changed fields | 16 | +11% |
| Cohort 2 | Law | Same field | Stayed by choice | – | – |
| Cohort 2 | Banking | Climate finance | Changed fields | 22 | −2% |
| Cohort 2 | Music teaching | Arts administration | Still searching | – | – |
| Cohort 2 | Journalism | Content design | Changed fields | 29 | −15% |
| Cohort 3 | Sales | Partnerships | Changed fields | 19 | +5% |
| Cohort 3 | Marketing | Product marketing | Changed fields | 13 | −1% |
| Cohort 3 | Pharmacy | Clinical informatics | Still searching | – | – |
| Cohort 3 | Architecture | Real estate development | Changed fields | 36 | +17% |
| Cohort 3 | Nursing | UX research | Changed fields | 20 | −4% |
| Cohort 3 | Military logistics | Supply chain analysis | Changed fields | 25 | −9% |
| Cohort 3 | Graphic design | Same field | Stayed by choice | – | – |
| Cohort 3 | Teaching | Instructional design | Changed fields | 17 | +6% |
| Cohort 4 | Hospitality | Customer success | Still searching | – | – |
| Cohort 4 | Office administration | Project management | Changed fields | 31 | −18% |
| Cohort 4 | Accounting | Product operations | Changed fields | 23 | +3% |
| Cohort 4 | Civil engineering | Same field | Stayed by choice | – | – |
| Cohort 4 | Physical therapy | Medical device training | Changed fields | 19 | −5% |
| Cohort 4 | Retail management | HR business partner | Still searching | – | – |
| Cohort 4 | Social work | People operations | Changed fields | 15 | +8% |
| Cohort 4 | Insurance claims | Data analysis | Changed fields | 28 | −10% |
| Cohort 5 | Law | Policy analysis | Changed fields | 34 | +21% |
| Cohort 5 | Banking | Climate finance | Changed fields | 26 | −3% |
| Cohort 5 | Music teaching | Arts administration | Still searching | – | – |
| Cohort 5 | Journalism | Content design | Changed fields | 18 | +14% |
| Cohort 5 | Sales | Same field | Stayed by choice | – | – |
| Cohort 5 | Marketing | Product marketing | Still searching | – | – |
| Cohort 5 | Pharmacy | Clinical informatics | Changed fields | 30 | −8% |
| Cohort 5 | Architecture | Real estate development | Still searching | – | – |
Sample cohort data, written for this concept build. Not real clients.
The cost of staying
Three numbers you already know. We add a 3% raise a year to the higher salary and nothing else.
$75,305
in pay you'd leave on the table over 4 years, plus about 4,512 working hours at 4 out of 10.
Pay gap by year
- Year 1$18,000
- Year 2$18,540
- Year 3$19,096
- Year 4$19,669
Total$75,305
You set the gap. We don't predict salaries.
About these numbers
How is the ledger kept? Six months after each cohort ends, Dana emails everyone the same three questions: are you working in the new field, when did you get the offer, and how did your pay change. Every reply goes in, and non-replies are marked.
Why isn't Cohort 6 here? Cohort 6 ended in July 2026. Its six-month check is in January 2027, so it isn't counted yet.
Are these real people? No. This is a concept build and every row is sample data, written to show how a real ledger would look.
Will my results match? Probably not exactly. Results depend on your field, your runway and the job market. We don't promise jobs or income.
Not sure yet? The assessment takes three minutes and tells you honestly whether to apply or start with the free workshop. Take the assessment
Apply for January
Eight seats. The cohort starts Tuesday, January 12, 2027. Applications close December 18.
Start the application