Shiny ideas are often misguided in this field. I take a realistic, centered approach to matters ranging from resume length to what makes you happy.
Planning a career change requires a lot of intention and time, especially as you become more senior and skilled in your career.
The old saw that an employed executive’s stealth job search requires one month for every $10,000 they make in annual salary isn’t only alarming, it’s well-earned.
Read MoreThe 2-5 days it takes Jared to research his database and arrange a potential confidential conversation could shortcut your search by months and even years. His five percent fee of the successful candidate’s first year salary is lower than the traditional thirty to thirty-five percent you would pay a traditional retained search firm.
Read MoreAs technology has added layers between you and your résumé's recipients, the humble résumé's requirements have become increasingly fragmented and frustrating. Understanding your résumé's human and machine audiences is crucial for success.
Read MoreBut you spend little to nothing on employees’ online personas. And these days, everybody has an online persona, whether it’s purposeful or not. Today, every employee with an online profile (a la LinkedIn) publicly represents your company.
Read MoreThe higher you ascend in rank and authority, the more what you share is used as a test of your professional judgment.
As such, let’s calibrate how you view your résumé, your LinkedIn profile, and any other career-supporting brand elements.
Read MoreIn a world driven by complex content strategy that sells today’s products and services, it’s alarming how many companies aren’t investing the same energy into the profiles of their employees.
Read MoreWhat if I told you it’s LinkedIn? And what if that engine was backfiring or sputtering at various points, but could be tuned?
In fact, you and your company’s employees probably already have some sort of presence on LinkedIn—whether thoroughly considered or hurriedly thrown together—and those profiles can support and champion, or erode and devalue the company’s hard-won brand equity.
Read MoreThat’s just one of the challenges my leadership clients face when thinking about making a career move.
Indeed, the rarefied air they occupy means that there are fewer high-value roles from which to choose, and those high-value roles aren’t necessarily open just because a leader is ready to move.
Read MoreYou’ll need three versions of your resume as you pursue your job search.
As much as AI and machine learning is changing the world, it still mucks up résumé content almost 100% of the time.
It’s older cousin, dumb-tech ATS, isn’t much better and hasn’t been since the dawn of the internet.
Read MoreIf LinkedIn is the end-all, be-all of positioning oneself to be actively or passively found on LinkedIn, how does one conduct a stealth job search in broad daylight?
After all, anyone with an internet connection can see what you’re up to.
Read MoreOver the years, I’ve developed short questionnaires, long questionnaires, and everything in between.
All of it comes down to me asking the right questions at the right time. This post will help prepare you if you’d like a running start to some of the questions I’ll ask as we go along.
Read MoreImagine that your LinkedIn profile drew passive interest in you as a candidate for your ideal role. I recently got a text from a client nine months after we finished his project. He was on the JFK tarmac on his way to SFO and wasted no time getting to the point:
"You were right; I'm their purple squirrel!"
Read MoreWhat’s the difference between an executive résumé and an executive bio?
If an executive bio tells the same story as the executive resume, are they really that different?
For one thing, an executive bio is a career portfolio document that transcends the shelf life of an executive résumé. Senior executives, business owners, and other non-job seekers use executive bios for websites, press kits, RFPs, speaking engagements, and more, whereas executive résumés are used only for active or passive job searches.
Read MoreLike fine wine aging in carefully selected barrels, executive leaders must cultivate their expertise and reputation to be discovered by top search firms. This article explains the real differences between retained executive search and contingency recruiters—and how executives can position themselves to be found for the most coveted leadership opportunities.
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