Still in
the Room.
Now Take the Room.
You survived the company reorganization and your name wasn’t on the layoff list. However, something shifted in the office and nobody is telling you what it means or what to do next. I spent 30 years consulting across industries and climbing the Human Resources ladder to Global Sr Vice President overseeing 17 countries. I have been in the company boardrooms where these decisions get made, and I know exactly how they work. Now I’m on your side of the table.
She sees you faster than you see yourself, and she tells you what to do with what she sees.
Enrollment closes July 20, 2026. Cohort kicks off the week of July 28. Application-based. Founding Member pricing is available now and raises after Cohort 1 closes.
The rules changed.
Nobody told you.
Surviving a layoff is not the same as being safe. You kept your seat, but the game around you has been completely rewritten and the strategy that got you here is not the one that will keep you here. Most women don’t realize that until it’s too late to do anything about it.
Keeping your head down is now the fastest path to the next cut
The strategy that protected you in your company tenure, working hard and staying quiet and letting your results speak for themselves, is being read as disengagement in an AI-first organization. Leadership has moved on to a different set of signals and most women are still playing by the old rules.
The human who caught the bias has been replaced by the thing creating it
I spent my career reviewing company layoff lists presented to me by leaders in their function groups, as a Human Resources Advisor/Consultant and as an Executive. In every company I worked with, women were overrepresented on the first draft. I pushed back every time and made leadership justify every name. In the future, AI will eventually generate that first draft based on criteria that is either outdated or full of inconsistencies in judgement and there will not be a human in the room that understands the Human Resources functions.
Your most valuable skills have been renamed and you are not claiming them
Judgment, pattern recognition, and relational intelligence are the exact capabilities AI cannot replicate. They are now being called AI governance and human oversight, and companies are hiring for them urgently. You have been doing this work for years and calling it something else.
AI is the new excuse to exclude women from the workforce. The unconscious or conscious bias with some companies was always there with women being first on the list for really no reason, which is exactly why I pushed back every time. Now AI gives leadership a justification that looks objective on paper and cannot be challenged the way a human decision could. Leadership will have the out of not having to own it and let the machine decide.
You’re still
in the room.
Now what.
Still in the Room is for the woman who kept her seat and is trying to figure out what that actually means in a workplace that just rewrote itself around her. She is not looking for platitudes. She wants someone who has been on the other side of the table to tell her the truth.
You survived a layoff or company reorganization and you are carrying weight nobody at work is acknowledging
You are absorbing the work of people who left while managing a team that is quietly terrified
You are performing fine for a leadership team that stopped looking closely
You do not know if your runway is ending or if you are just scared and you need an honest read
You are a director, manager, or senior individual contributor in Human Resources, operations, customer success, or change management
You want the truth about where you actually stand and not another platitude about resilience
Defense. Then offense.
Weeks 1 and 2 are about truth and transparency, which is unheard of from a Human Resources Executive that spent a career with very carefully worded interactions. I will be naming what is actually happening and what you actually bring to the table. I saw you in those late hours after everyone went home working hard but not getting the credit. Weeks 3 through 6 are about not staying still and silent but taking the room. The pivot in the middle is where the work shifts from surviving to building.
How decisions about who stays are actually made, what safe really means right now, and why the head-down strategy that served you for years has quietly become the fastest path to the next cut.
What you bring that AI cannot replicate, and why women systematically undervalue exactly the skills that matter most right now. You will name yours, in writing, before you leave this week.
How leadership actually decides who gets the next opportunity, and how to make yourself visible to the right people without signaling that you are anxious or angling for something.
How to translate your existing experience into the language leadership is using right now, and what to say when someone asks about your AI fluency and the honest answer is complicated.
The signals that tell you your runway is actually ending versus the ones that tell you you are scared. The full landscape of where women with your background are landing right now, and how to position for the roles that barely had names two years ago.
Stay, pivot, or leave. A framework for making that call with clear eyes instead of panic, and one committed action you take before this cohort ends.
Two ways to join
Cohort 1.
Founding Member pricing is available for Cohort 1 only and raises after this cohort closes. Enrollment closes July 20, 2026. Payment plans are available.
- 6 live weekly sessions with Carrie
- Full 6-week curriculum
- Weekly workbooks and frameworks
- Cohort community during the program
- Runway assessment and role landscape map
- First year in The Room at founding rate
- Everything in Founding Member
- One 60-minute 1:1 coaching session with Carrie
- Priority hot-seat coaching on group calls
- Direct email access for 6 weeks
- First year in The Room: Executive
Application-based, not first come first served. 20 seats maximum. Payment plans available.
I was in the room
on the other side.
My 30 years in Human Resources were not spent in one company but in many different industries. I climbed the ladder from early generalist responsibilities where I became an expert in every Human Resources discipline. Eventually I reached Global Sr Vice President at a publicly traded company. Before and alongside that, I spent years as a consultant across industries that included small businesses, mid-size companies, large enterprises, which means my pattern recognition didn’t come from one organization. It came from dozens.
That consulting background is what makes the work I do different. I have sat inside boardrooms at companies going through IPOs. I have worked with founders hiring their first employee. I have navigated mergers, restructurings, and workforce reductions across every industry you can name. I know what the patterns look like because I saw them repeat everywhere.
The pattern I would see when I received the list to start due diligence is why women and minorities were overwhelmingly present. As a Human Resources professional we know employees and have the pulse of the company. Many of the names had excellent performance reviews, long tenures, or were just worker bees that I knew did work that no one noticed. I pushed back every time. I audited for bias and made them justify every name. That circuit breaker is gone now. AI will be eventually generating the first draft. Who is going to push back as the Human Resources department gets smaller? I built this for the women the system has been failing.
What you’re
probably wondering.
Who is this actually for?
This cohort is for directors, managers, and senior individual contributors in human resources, operations, customer success, and change management who survived a layoff or reorganization and are navigating what comes next in an AI-driven workplace. It is primarily for women, but everyone is welcome.
Do I need to be technical or know AI tools?
No. This is not a course on how to use AI tools. It is about understanding what is happening to the workforce because of AI and positioning yourself correctly within it. Week 5 covers the full role landscape in plain language that does not require a technical background.
What if I can’t make a live session?
All sessions are recorded and available to you for the duration of the cohort. Community discussion happens between sessions as well. Plan for roughly two to three hours per week including the live session time.
Why is enrollment application-based?
Because the cohort only works if everyone in the room is ready for an honest conversation. I am not filling seats. I am building a room, and the quality of that room matters as much as the curriculum. The application is short and takes about ten minutes.
What is The Room you mention?
The Room is the post-cohort community where graduates stay connected, hold each other accountable to their AI learning, and gather four times a year with Carrie for structured work sessions. Cohort 1 members get their first year free or at the founding rate.
Still in the Room.
Now Take the Room.
20 seats, application-based, and Founding Member pricing ends when Cohort 1 closes on July 20, 2026.