The Exit Timeline (When to Start Planning vs. When to Actually Leave)

Your annual review is in three months. You're up for promotion. Your manager keeps talking about the "great projects" coming up next quarter.

But you're done.

Not burn-it-all-down done. Just quietly, definitively done.

You've been thinking about leaving for six months. Maybe longer. But you keep putting off actually doing anything about it.

Because you don't know when to start. And you definitely don't know when the right time to leave actually is.

Here's what I tell every consultant who asks about timing: you're probably already 3-6 months later than you should be.

The gap between "I think I want to leave" and "I'm actively searching" is where consulting exits go to die. You tell yourself you'll start next month. After this project. After the promotion. After bonus season.

Then a year passes and you're still there.

This article is the timeline. The actual month-by-month breakdown of when to do what, from first thoughts about leaving to walking out the door.

I've worked with 200+ consultants through this process. The ones who follow this timeline leave successfully. The ones who wing it usually end up stuck.

The Five Phases of a Consulting Exit

Most people think there are two phases: thinking about leaving, and leaving.

There are actually five:

1. The Exploration Phase (Months -9 to -6): You're not sure yet. You're figuring out if you really want to leave and what you'd do instead.

2. The Preparation Phase (Months -6 to -4): You've decided to leave. You're getting ready to search but not actively applying yet.

3. The Active Search Phase (Months -4 to -2): You're applying, networking, and interviewing. This is the grind.

4. The Negotiation and Notice Phase (Months -2 to 0): You have offers. You're negotiating, giving notice, and transitioning.

5. The Final Weeks (Weeks -2 to 0): You're wrapping up, saying goodbye, and mentally checking out.

Most consultants skip phases 1, 2, and 4. They go straight from vaguely thinking about leaving to frantically applying, then quit as soon as they have an offer.

This approach works sometimes. But it usually leads to:

• Taking the first offer out of desperation, even if it's not the right fit

• Burning bridges by giving short notice or leaving mid-project

• Regretting the decision six months in because you rushed

The timeline below assumes you want to do this right. Not perfectly. Just right.

Months -9 to -6: The Exploration Phase

This is the phase where most consultants live for years.

You're not happy. But you're not sure if leaving is the answer. Maybe it's just this project. Maybe it's just this client. Maybe it'll get better after you make manager.

Here's how to move through this phase productively instead of wallowing in it forever:

Month -9: Acknowledge the Thought

The first time you seriously think "I don't want to do this anymore," write it down.

Not in your head. Write it in a note somewhere with a date.

"October 15, 2024: I realized today that I dread Monday mornings. This isn't just a bad project. I think I might need to leave consulting."

Why write it down? Because your brain will try to rationalize the feeling away. You'll tell yourself you were just tired, or stressed, or being dramatic.

But if you write it down, you have evidence. And when the feeling comes back three weeks later, you'll see it's a pattern.

Month -8: Do the Pre-Work

You don't need to start a job search yet. But you need to figure out what you'd actually want to do if you left.

Spend 2-3 hours over the month doing basic research:

• What industries seem interesting?

• What roles might leverage your skills?

• What do ex-consultants from your firm typically do?

• What lifestyle do you actually want? (remote, travel, hours, comp)

This isn't a full career assessment. It's just enough research to know what direction to explore.

The goal: by the end of month -8, you should be able to complete this sentence:

"If I left consulting, I think I'd want to do [role] in [industry/type of company], probably at [stage/size of company]."

It doesn't have to be perfect. It just has to be something concrete.

Month -7: Reality Test Your Ideas

Take your sentence from month -8 and test it.

How? Have 3-5 conversations with people actually doing what you think you want to do.

Not networking for a job yet. Just learning.

Message framework: "I'm at [firm] thinking about what might come after consulting. I saw you moved from [consulting firm] to [role] at [company]. Would you be open to a 20 minute call about whether the work is actually what you expected?"

These conversations will either confirm you're on the right track, or show you that what you imagined isn't actually what the role is.

Either way, you learn something.

Month -6: Make the Decision

By month -6, you should have enough information to make a real decision:

Am I definitely leaving? Or am I just venting?

If you're definitely leaving, move to Phase 2.

If you're not sure yet, that's fine. Give yourself another 3 months. But set a date. "By [specific date], I will decide either to commit to leaving or to commit to staying for at least another year."

Don't live in maybe-land forever. It's exhausting.

Months -6 to -4: The Preparation Phase

You've decided to leave. But you're not ready to actively search yet.

This phase is about setting up the infrastructure so when you do start searching, you're efficient.

Month -6: Get Your Finances in Order

Before you do anything else, figure out your financial situation.

Calculate:

• How much savings do you have?

• What's your monthly burn rate?

• How long could you survive with no income?

• What's your target comp in your next role?

• When's your next bonus? (This matters for timing)

If you have less than 3 months of savings, your exit timeline needs to be aggressive. You can't afford to spend 6 months casually exploring.

If you have 6-12 months of savings, you have more flexibility to find the right role instead of just any role.

Also: check your employment contract for any noncompete or nonsolicitation clauses. Most consulting firms have these. Understand what you can and can't do.

Month -5: Build Your Target List

This is the most valuable work you'll do in your entire job search.

Spend 4-6 hours building a comprehensive list:

30-40 companies you're interested in

• Mix of dream companies, realistic options, and backups

• Include stage (startup, growth, public), size, and industry

• Note why each one is interesting to you

50-60 people to reach out to

• Ex-consultants doing what you want to do

• People at your target companies

• Potential hiring managers

• For each: note why you're reaching out to them specifically and what you want to learn

10-15 job boards/sources to monitor

• Company career pages

• Industry-specific job boards

• Relevant LinkedIn groups or newsletters

• Recruiting firms that place ex-consultants

This list becomes your roadmap. You're not reaching out yet. You're just building the map.

Month -4: Optimize Your Materials

Now you can finally work on your resume and LinkedIn.

Not before. If you optimize your materials before you know what you're targeting, you're just guessing.

Spend 2-3 hours:

Resume:

• Lead with accomplishments not responsibilities

• Quantify everything (%, $, volume, timeline)

• Use active verbs and remove consulting jargon

• Make it scannable (recruiters spend 7 seconds)

LinkedIn:

• Update headline to signal what you're looking for

• Rewrite summary to tell a story (why consulting, what you learned, what you're exploring)

• Make sure job descriptions have numbers and outcomes

• Add any skills relevant to your target roles

Cover Letter Template:

• Create a 3-paragraph template you can customize

• Paragraph 1: Why this company (2-3 sentences)

• Paragraph 2: Why you (2-3 sentences with specific examples)

• Paragraph 3: What you want (1-2 sentences)

You'll customize these for specific opportunities. But having the baseline saves massive time.

Months -4 to -2: The Active Search Phase

This is the grind. You're working 60 hour weeks and also running a job search.

If you did the prep work, this phase is manageable. If you skipped it, you're about to be overwhelmed.

Month -4: Start Outreach

Remember that list of 50-60 people? Now you use it.

Week 1: Send 8-10 messages to the warmest contacts (people with mutual connections, same firm alumni)

Week 2: Send 8-10 messages to people doing your target role

Week 3: Send 8-10 messages to people at your target companies

Week 4: Follow up with anyone who didn't respond, and have conversations with people who did

By the end of month -4, you should have had 5-10 conversations. These teach you what's realistic and help refine your search.

Month -3: Add Applications

Now you start applying. But strategically.

Apply to 5-8 roles per week:

• 3-4 roles where you have some connection (someone at the company, warm intro, referred by a friend)

• 2-3 roles that are perfect fits even without a connection

• 1-2 stretch roles (slightly more senior, competitive companies)

Keep up your outreach too. 5-8 messages per week, every week.

This month is about building pipeline. You won't see results yet. You're planting seeds.

Month -2: Interview Intensively

If you've been executing months -4 and -3 properly, month -2 is when interviews start happening.

You should be in active conversations with 3-5 companies. A mix of stages:

• 1-2 early stage (first rounds)

• 2-3 mid-stage (second/third rounds)

• 0-1 late stage (finals or near-offers)

This is the hardest month. You're interviewing, still working full-time, and managing multiple processes.

Tips for surviving:

• Block Friday afternoons for interview prep

• Take PTO days for onsite finals (don't try to squeeze them in)

• Use early mornings or evenings for first rounds

• Keep your manager completely in the dark (we'll talk about this)

If you're not getting interviews by month -2, something's wrong. Either your materials need work, your target is unrealistic, or you haven't been doing enough outreach. Diagnose and fix it fast.

Month -1: Keep Searching Until You Have an Offer

This is where most people mess up.

You have a final round interview. It went well. You're pretty sure you'll get an offer.

So you stop searching.

Bad move.

Keep applying. Keep networking. Keep interviewing. Until you have a signed offer letter in hand, you don't have anything.

I've seen too many consultants count on an offer that never came. Then they're starting over from scratch.

Assume nothing is real until it's in writing.

Months -2 to 0: The Negotiation and Notice Phase

You have an offer. Or multiple offers. Now what?

Week -8: Negotiate

Most consultants under-negotiate because they're just relieved to have an offer.

Don't do this.

The company expects you to negotiate. Your comp at this new place will anchor your comp for years. This is the highest-leverage 2-3 hours you'll spend.

What to negotiate:

• Base salary (10-15% above first offer is reasonable)

• Signing bonus (especially if you're leaving unvested stock or a bonus on the table)

• Equity/stock (if applicable)

• Start date (you want 4-6 weeks, not 2)

• Title (if you're on the cusp between levels)

• Remote flexibility (if relevant)

How to negotiate:

• Always over phone or video, never email

• Lead with enthusiasm ("I'm excited about this offer")

• Then present your case with data (market rates, competing offers, what you're leaving behind)

• Ask "Is there any flexibility on [X]?"

• If they say no, ask "What about [Y]?"

• Always give them an out ("I understand if that's not possible")

Most companies will move at least a little. Even if it's just the signing bonus.

Week -7: Accept in Writing

Once you've negotiated and they've given you their final offer, accept in writing.

Email is fine. Just make sure it's clear:

• You're accepting the offer

• At the agreed upon terms (spell them out)

• With a start date of [specific date]

• And you're excited to join

Wait for them to confirm in writing. Now you have an offer.

Week -6: Prepare Your Resignation

Before you tell anyone at your firm, prepare:

Your resignation letter:

• One paragraph: You're resigning

• One paragraph: Your last day (standard is 2 weeks, but 4 weeks is better if you can swing it)

• One paragraph: Brief, professional thank you

• No explanations. No drama. No detail about where you're going.

Your talking points for the conversation:

• What you're doing next (high level)

• Why you're leaving (keep it positive and vague)

• Your proposed last day

• Your transition plan for current projects

Your transition plan:

• What projects you're on

• What can be wrapped up

• What needs to be handed off

• Who could take over

This prep makes the actual conversation less scary.

Week -5: Tell Your Manager

This is the conversation every consultant dreads.

Timing matters:

• Do it early in the week (Monday or Tuesday), not Friday

• Do it in person or via video call, never Slack or email first

• Do it in the morning, not end of day

• Do it before you tell anyone else (teammates, friends at the firm)

How it should go:

"I wanted to let you know that I've decided to leave the firm. My last day will be [date]. I know this affects [project], and I've thought through a transition plan."

Then stop talking. Let them respond.

They'll probably ask:

• Where are you going?

• Why are you leaving?

• Is there anything we can do to keep you?

Your answers:

• "I'm moving to a product role at a tech company" (details optional)

• "I'm ready for something different" or "I want to go deeper in one area" (keep it vague and positive)

• "No, my mind is made up. But I appreciate you asking"

They might try to counteroffer. Don't take it unless:

• The money is life-changing (like 40%+ more)

• AND they can solve the actual reason you're leaving (which is usually not money)

• AND you can live with staying another 1-2 years minimum

Most counteroffers don't address the real reasons people leave. You'll just be in the same position 6 months from now.

Week -4 to -2: Transition Your Work

You gave notice. Now you have 2-4 weeks left.

This period is weird. You're mentally checked out but physically still there. Your team knows. The client might know. Everyone's treating you slightly differently.

How to handle it:

Week 1 after notice:

• Document everything you're working on

• Write transition memos for each project

• Have knowledge transfer sessions with whoever's taking over

• Finish anything you can reasonably finish

Week 2-3 after notice:

• Wrap up loose ends

• Attend final client meetings if needed

• Start saying goodbye to people you've worked with

• Slack people you want to stay in touch with

Final week:

• Return equipment

• Do exit interview (be diplomatic, don't burn bridges)

• Send final thank you

• Take people to coffee who mentored you

• Save any work examples you might want (check what's legal first)

Weeks -2 to 0: The Final Weeks

Your last two weeks are mostly ceremonial.

You're going through the motions. Attending meetings. Smiling. Pretending to care about the project updates.

This is fine. Everyone does this.

Things to actually do:

Week -2:

• Clean out your email (save anything useful)

• Export your LinkedIn connections list

• Get personal emails from people you want to stay in touch with

• Write thank you notes to mentors

• Unsubscribe from firm-wide emails (you're about to get so many you don't care about)

Final week:

• Show up to your last few meetings

• Have your last 1:1 with your manager

• Do the exit interview (be nice, it's not worth burning bridges)

• Have goodbye drinks with your team

• Walk out the door

Last day:

• Return your laptop and badges

• Pack up your stuff (if you have an office)

• Send a final goodbye message to people who mattered

• Log off Slack for the last time

• Leave

That's it. You're done.

The Timing Variables: What Affects Your Timeline

The 9-month timeline above is the baseline. But several factors can compress or extend it:

Your Utilization

If you're at 120% utilization, everything takes longer. You don't have the mental bandwidth to job search effectively.

If possible, reduce your utilization to 80-90% before you start actively searching. Take the less intense projects. Stop volunteering for extras.

Your exit is more important than your Q2 utilization rate.

Bonus Season

Most consultants want to stay through bonus season. This makes sense if:

• Your bonus is 20%+ of your comp

• You're only 2-3 months away from bonus payout

• You can afford to wait

But don't delay your exit 6+ months just to get a bonus. Run the math. Is the bonus worth six more months of your life?

Your Target Role Hiring Cycles

Some roles hire year-round. Some hire in specific seasons.

Tech companies? Year-round. Startups? Year-round. Competitive programs (like APM programs, rotational programs)? Specific seasons, usually fall recruiting.

If you're targeting something with a specific cycle, time your active search to match.

Project Cycles

Try to give notice between projects, not mid-project.

This is better for everyone:

• You're not leaving the team in a lurch

• Your manager can plan better

• The client isn't disrupted

• You don't feel guilty

If you can time your notice for the week after a big deliverable, even better.

Your Manager's Reaction

Some managers are supportive. They'll work with you on timing. They'll help you wrap up cleanly.

Some managers are vindictive. They'll try to make your last weeks miserable. They'll guilt you. They'll hint that you're burning bridges.

You won't know which type you have until you give notice. But if you suspect the latter, keep your notice period short (2 weeks instead of 4).

The Most Common Timing Mistakes

After watching 200+ exits, here are the mistakes I see repeatedly:

Mistake 1: Starting Your Job Search Before You're Ready

You're burned out. You're miserable. You need to leave NOW.

So you start applying to everything. You're not strategic. You're not targeted. You're just desperate to get out.

Result: You take the first offer you get. Six months later, you're unhappy again because you rushed.

Better: If you're really burned out, take a week of PTO first. Get some mental space. Then start your search properly.

Mistake 2: Waiting Too Long to Start

You'll start searching "after this project." Then after the next one. Then after your promotion. Then after bonus season.

A year passes. You're still there.

Result: Your unhappiness compounds. You become bitter. Your performance drops. Eventually you leave on bad terms or get managed out.

Better: Set a hard date. "I will start actively searching on [specific date], regardless of what project I'm on."

Mistake 3: Telling Your Manager Before You Have an Offer

You think you're being professional. You want to give them a heads up.

This is almost always a mistake.

Result: You're now a flight risk. You get staffed on worse projects. You're left out of important conversations. And if your job search takes longer than expected, you're in limbo.

Better: Wait until you have a signed offer. The only exception: if you have an exceptionally trusting relationship with your manager and you need their help thinking through options.

Mistake 4: Giving Notice Too Far in Advance

You want to be helpful. So you give 6-8 weeks notice.

Result: Those last 6-8 weeks drag. You're mentally gone but physically stuck. The firm might try to move your end date earlier. It's awkward for everyone.

Better: 2-4 weeks is standard. More than 4 weeks is only necessary if you're mid-project and need time to transition.

Mistake 5: Accepting a Counteroffer

Your manager offers you more money, a promotion, a better project if you stay.

It feels validating. Maybe you should stay?

Result: In 6-12 months, you'll be right back where you started. The things that made you want to leave haven't changed. You just delayed the inevitable.

Better: Thank them, but decline. If you got to the point of accepting another offer, the relationship is already over.

When You Should Accelerate the Timeline

Sometimes 9 months is too long. Here's when to compress:

• You have 6+ months of savings and you're burning out fast

• You have a time-sensitive opportunity (role that's only open now)

• Your mental health is suffering significantly

• You have a clear target and don't need exploration time

• You're getting managed out anyway

In these cases, you can compress to 3-4 months:

• Month 1: Prep and start outreach

• Month 2-3: Active search and interviews

• Month 4: Notice and transition

It's aggressive. But sometimes necessary.

When You Should Extend the Timeline

Sometimes 9 months is too fast. Here's when to extend:

• You have golden handcuffs (unvested stock, big bonus coming, unique benefits)

• You're genuinely not sure what you want to do next

• Your financial situation requires security (mortgage, kids, loans)

• You're in a unique role that needs time to transition

• You want to make sure you leave on excellent terms

In these cases, 12-18 months is fine:

• Months 1-6: Explore slowly, have conversations, figure out what you want

• Months 7-12: Active search but selective

• Months 13-18: Notice and extended transition

Just make sure you're actually working toward leaving, not just procrastinating.

The One Rule You Can't Break

Here's the only universal rule:

Don't tell anyone at your firm until you have a signed offer letter.

Not your manager. Not your mentor. Not your teammate who's also thinking about leaving. Not your friend in a different office.

No one.

Because once word gets out, you have zero control over the timeline. You're a flight risk. Your manager knows. HR knows. Partners know.

And if your job search takes longer than expected, you're stuck in limbo.

The only person who should know you're leaving is you. Until you have an offer in hand.

Then you can tell your manager. And once you tell your manager, you can tell everyone else.

But not before.

This is the rule that determines whether you exit on your terms or the firm's terms.

Key Takeaways

• Start planning your exit 6-9 months before you want to leave, but most consultants wait 3-6 months too long before taking action on their first impulse to leave

• Five phases of an exit: Exploration (months -9 to -6) to figure out if you really want to leave, Preparation (months -6 to -4) to build infrastructure, Active Search (months -4 to -2) for applications and interviews, Negotiation and Notice (months -2 to 0) after you have offers, and Final Weeks for wrapping up

• Exploration phase: month -9 write down your first serious thought about leaving, month -8 do research on potential directions, month -7 have 3-5 conversations to reality test, month -6 make a firm decision

• Preparation phase: month -6 get finances in order and check employment contract, month -5 build target lists of 30-40 companies and 50-60 people to reach out to, month -4 optimize resume/LinkedIn and create templates

• Active search phase: month -4 start with 8-10 outreach messages per week to warmest contacts, month -3 add 5-8 applications per week while continuing outreach, month -2 interview intensively with 3-5 companies at different stages, month -1 keep searching even when you think you'll get an offer

• Negotiation phase: week -8 negotiate base/bonus/equity/start date, week -7 accept in writing, week -6 prepare resignation letter and talking points, week -5 tell your manager in person before telling anyone else, weeks -4 to -2 transition your work professionally

• Timing variables that affect your timeline: utilization rate (try to get to 80-90% before searching), bonus season (run the math on whether it's worth waiting), hiring cycles for target roles, project cycles (give notice between projects if possible)

• Most common timing mistakes: starting before you're ready and taking first desperate offer, waiting too long and becoming bitter, telling manager before you have an offer, giving 6-8 weeks notice instead of 2-4, accepting a counteroffer

• The one unbreakable rule: don't tell anyone at your firm you're leaving until you have a signed offer letter in hand, otherwise you become a flight risk with zero control

• Compress timeline to 3-4 months if you're burning out badly, have savings cushion, or have time-sensitive opportunity; extend to 12-18 months if you have golden handcuffs, aren't sure what you want, or need financial security.