An example — Camille, 34, payroll manager
PreviewNine years running payroll in a 70-person industrial SME near Nantes — and an HR profile already held in practice, never yet named.
In 2023, she steered the payroll-software migration alone while her manager was on sick leave — her job description says nothing about it.
Windowthe HR manager retires in fourteen months; the company is hesitating between replacing and outsourcing.
Main movebroaden into an HR role — the payroll-to-HR bridge is rare, and poorly covered in the Nantes area.
Constraint heldnever drop below €2,250 net (loan until 2032) — none of the three moves touches that floor.
Talk toAurélie M., a former colleague who moved from payroll into HR. First step: rewrite her job description in HR language.
Re-orientation signalif nobody sees the payroll-HR bridge after three conversations within three months, the move waits — strengthen the proof first.
Folio 1/1 · Fictional preview
How it works
From fuzzy to a first step.
- 01
You tell us where you stand
Your situation, your question — even if fuzzy.
- 02
You get a clear read
What holds, what’s missing. A read, not a verdict.
- 03
2-3 moves + who to talk to
2-3 moves within reach, and the person to talk to.
The reading chain
- 01
What you give
- 02
What context adds
- 03
What stays uncertain
- 04
What you compare
- 05
What you test
- 06
What updates the read