Adam Broda

Why hire students with 0 years experience?

- They’re great at working w/ limited budget
- Infuse new, generational perspectives
- They can teach you something new
- They bring a learning mindset, train them in critical skills to remove single points of failure
- Someone asking lots of questions can inspire creative ideas for change
- People excited to learn and work can positively boost your team culture
- Keep staffing, relocation, hiring costs low
- Improve the diversity of your team
- Give established employees the ability to grow through mentoring and teaching
- Outsiders who haven't been brainwashed are the best people to give feedback
- Their experiences matter far less, and you focus on bringing in greater character

The best teams blend people with different experiences

Don’t ignore true, entry level candidates

You need ideas from everyone

#studentvoices #hiringtips

As a ‘quiet manager’ I do this crazy thing where I evaluate employee performance based off the work and results delivered, instead of 👇

- the times they start and stop work

- the location they choose to work from

- the number of emails they’ve answered

- the number of happy hours they attend

- the number of vacation days they don’t take

- the number of hobbies they have in common with me


It’s amazing how productive workers can be when you give them what they need to be successful, trust them to deliver, and get out of their way.

No micro-management necessary.

Managers,

get out in front and lead by example, support when your team gets stuck,
and stop leading through over-administration and constant “check ins”

If you’ve hired capable people, they will respect you for this move.

#quietquitting #studentvoices #careertips #managers

Struggling to find remote or virtual jobs? Here are 7 job boards you need to know about:


- Underdog.io

Easy to apply features, great for start ups.

- JustRemote

Lots of search filters, easy to find roles.

- Nodesk

Best for digital nomads.

- Wellfound (formerly AngelList Talent)

A great list for remote tech positions.

- We Work Remotely

More high profile roles with top companies.

- Working Nomads

Lots of #wfh roles in tech and design.

- FlexJobs

Big variety of jobs, lots of openings.

——

If you found this information helpful, you should sign up for our monthly newsletter.

We share job market updates each month along with helpful tips, templates, and tools.

All for free.

Link in the comments below.

#jobsearchstrategies #jobsintech #remoteworker

Hiring Managers: Your team can benefit from sponsoring an international hire. 10 reasons to hire international workers:

- Improve team diversity, add fresh ideas
- They’ve likely experienced things you haven’t
- Create connections to new talent pipelines
- They bring incredible work ethic and energy
- They look to improve themselves and others
- They problem-solve through new methods
- They’re often great at handling adversity
- They’re comfortable with big changes
- Give them a chance and they’ll work to pay it forward
- They’re comfortable taking risks and jumping into big assignments
- Give current team members better opportunities to teach and mentor


Sure, sponsorship might carry a cost,

but that small up-front investment is peanuts compared to the downstream value a high-energy international candidate can create.

Some of my best hires have come from other countries. Don't hesitate to consider someone simply because of sponsorship.

—————

♻️Repost this for others who need the reminder.
And let me know what you’d add to my list!

#jobsearchtips #careertips #internationalrecruitment #hiring

Stick with Managers who work to help you succeeed - here are 5 signs your Manager is a keeper:


1. They create opportunities for growth, development, and visibility.

Your manager realizes that your career success depends on you delivering the right tasks, visible to the right people.

2. They work to get you paid.

Your direct manager doesn’t always have total control over compensation, but they advocate to get what you deserve.

3. They recognize you in a way you appreciate.

Not everyone wants to be recognized the same way. If your manager cares enough to ask about this, and then puts things into action, it’s a good sign.

4. They seek out constructive feedback, and turn it into visible action.

Great managers want your ideas for improvement. They don’t shy away from asking, and they have a track record of making improvements.

5. They don’t withhold information that effects you, or your life in a major way.

This one is big.

If there’s critical information you need (like layoffs, new roles, promo opportunities) they do their best to keep you in the loop.


Great management can make or break a career, and a corporate culture.

Chose your boss wisely, and don’t stick with damaging people for too long.

#jobsearchtips #careertips #managers

Too many new hires quit within the 1st year

Here are 7 ‘culture questions’ you can ask during an interview, BEFORE accepting an offer:

1. Ask about the last employee who left and why
2. Ask about their work-life balance policies, WFH, and flexible hours
3. Ask how managers get employee feedback
4. Ask how often feedback is collected
5. Ask how often you’d meet and talk with your manager, and skip-level manager
6. Ask about what happened the last time an employee failed a task
7. Ask how managers coach employees though a weakness

Above all, during your phone screens and interviews

Look for signs of open/honest conversation.

Interviews are a two way street.

#interviewtips #studentvoices #jobsintech #culture

My first 3 years at Amazon were remote-flexible, and it was the best work environment I'd ever experienced. In 2023, that all started to change.

Having flexibility to control my schedule gave me:

- The option to spend more time with family
- The ability to focus more on my health
- The time to work more hours

Seriously...

I averaged 10 work hours per day when I was remote,
as opposed to 8.5 when RTO started back up.

Additionally,

The flexibility made managing employees simpler.

I wasn't:

- Working to manage relocations
- Checking weekly badge in/out reports
- Performance managing folks who missed office time

It was a simpler time.
And in my humble opinion,
A more productive time.

To all the business leaders out there:

Productivity is something worth considering before you force RTO, and eliminate remote and work-flexible options for employees.

I'm still waiting for ANY company to show legitimate productivity data comparing the two work styles...

but I know it won't happen.

RTO isn't about becoming more productive.
It's about re-establishing control.

Let me know if you disagree, I'd love to learn from your perspective!

♻️ Repost if you agree.
Let's keep the conversation going.

Best reasons to hire international students:

- Improve team diversity, add fresh ideas
- Create connections to new talent pipelines
- They bring incredible work ethic and energy
- They look to improve themselves and others
- They problem-solve through new methods
- They’re often great at handling adversity
- They’re comfortable with big changes
- Give them a chance and they’ll work to pay it forward
- They’re comfortable taking risks and jumping into big assignments
- Give current team members better opportunities to teach and mentor

Sure, you might have to sponsor, but that small up-front investment is peanuts compared to the downstream value a high-energy international candidate can create.

Some of the best hires I've ever made have come from outside

Don't hesitate to consider someone simply because of sponsorship.

#studentvoices #careertips #international

It doesn’t matter how great an individual performer someone is - if they can’t understand, inspire, lead, or be kind to people…

They shouldn’t be in the business of leadership

This doesn’t mean someone can’t be trained or developed to build those skills,

but I honestly believe WAY TOO MANY companies promote individuals into management solely based off technical performance.

This leads to bad management experiences,

and ultimately weak team culture.

Softskills and EQ make a huge difference.

Shout-out to all the amazing leaders out there!

#careertips #leadership #peoplefirst #emotionalintelligence

Google spent 1 year researching the best people managers; under the code name ‘Project Oxygen’

These are the top 5 traits they found were most common among the best leaders:

1 - Effective Listening
2 - No micromanaging
3 - Being A Good Coach
4 - Showing interest in the well-being of people
5 - Helping employees w/ career development

I’ll be honest…

Nothing on this list surprises me.

Does it surprise you?

So many of the top traits identified come down to legitimately, wanting the best for others, and having effective mechanisms to build trust with those people.

When managers work to benefit themselves, it is obvious to the people they manage.

When they work to benefit others, it’s also obvious.

Let’s take a moment to recognize the managers and people leaders who are doing it right!

Tag a fantastic manager, or leader in the comments to show them some love!

#managers #careertips #leadershipinaction

Thinking of the 17,000 employees impacted at Boeing this week. Here’s my helpful offer to those hit by the RIF ↓


Boeing gave me my big break when I had 0 years of experience, and nothing to offer but work ethic.

I wouldn’t be coaching without the skills and experiences they equipped with me with.

So here’s what I’m doing:


1. I’m offering a FREE (no strings attached) resume review for the first 25 Boeing employees that send me a DM.

- I’ll do my best to kick out reviews sometime this week or next.

2. I’m making my 10-Step guide for navigating layoffs available through my website - I’ll drop the link in the comments.

- This is a 6 page guide with links and resources to help you strategize before you act.


Today is a day for helping.

Please reshare this post for others who might be impacted by a RIF or layoff ♻️

Company forcing you back to the office? Here are 9 job boards you need to for remote jobs and virtual work:

- Dynamite Jobs

All postings verified by a team of people.

- Underdog.io

Easy to apply features, great for start ups.

- Skip The Drive LLC

Jobs broken out by category.

- JustRemote

Lots of search filters, easy to find roles.

- Nodesk

Best for digital nomads.

- Wellfound (formerly AngelList Talent)

A great list for remote tech positions.

- We Work Remotely

More high profile roles with top companies.

- Working Nomads

Lots of #wfh roles in tech and design.

- FlexJobs

Big variety of jobs, lots of openings.

——

If you found this information helpful, you should sign up for our monthly newsletter.

We share job market updates each month along with helpful tips, templates, and tools.

All for free.

Link in the comments below.

#jobsearchstrategies #jobsintech #remoteworker

Don’t start ‘rage’ applying for 100’s of jobs the next time you get fed-up at work. That’s a great way to waste your time. Do this instead:


1. Update your résumé or career log.

It’s important to keep an up-to-date record of all of the results you’ve delivered, and value you’ve created.

Do this consistently.

2. Scan your current résumé; make a top 10 list of your skills and abilities.

3. Take your list, and ask ChatGPT to suggest 5-10 job roles that you’d be a good fit for based off of your current skill set. Feel free to feed the AI even more information about yourself.

4. Record those jobs in a list.

5. Leverage platforms like LinkedIn to find 10 to 15 people with the job titles you want.

6. Each time you feel like applying to a different job, start networking with someone on your contact list.


I’m a firm believer that spending consistent time to develop relationships, will always pay larger dividends, then randomly applying to rolls you’re not qualified for.

A referral in this day and age is extremely valuable.

Spend time setting yourself up for the right opportunities.

#jobsearchstrategies #jobsearching #chatgpt #careertips

AI is changing the job search game.

Here are 5 ‘AI-Powered’ resume building tools you need to save yourself time and energy:

1. Jobscan

A tool for Resume and CL optimization

2. CakeResume

Make targeted resumes with a few clicks

3. Novorésumé

Large selection of smart templates

4. Kickresume

A writting tool for bullets and summaries

5. ResumeMaker

Use pre-written text as a starting point


Even if you can save yourself a few minutes per resume, that time can add up.

Great job seekers leverage great technology!

#ai #jobsintech #jobsearchstrategies #careertips #studentvoices

Hot Take - What if companies were fined ($$) for laying off employees during the holidays?

If the government can enforce rules for when businesses can buy and sell stocks,

They should be able to do the same for layoffs and downsizing events.

Getting a layoff notice right before the end of the year is a terrible way to let someone go.

And a poor experience for the individual about to go through the holiday season.

It’s a lose-lose.

What do you think?

#layoffs #leadershiptips

Ghosting…it’s literally the worst,
and companies endorsing it will pay a price.

Word travels fast in the job search world.

Poor corporate decisions with recruitment resources won’t stay hidden for long.

In my opinion, ghosting means one thing…

You care less about people,
and more about business.

Ghosting is one of the largest flags 🚩 I can think of when it comes to finding companies who respect employees.

Job seekers,

Steer clear of firms with a track record of ghosting candidates and posting ghost jobs.

It typically means…

- Poor communication processes
- An overwhelmed HR department
- General lack of respect for your time
- Companies struggling to gauge interest

Have you fallen victim to a ghost job?
Drop your thoughts in the comments.

Let’s hold these firms and agencies accountable.

- - -

♻️ Repost if you agree!
👋 Follow Adam Broda for daily career content.

#ghosting #careercoach

How I network with anyone on LinkedIn (for Free) in 3 simple steps, to land tech jobs:

1. Create a list of the 25-30 people I want to connect with at my target companies.

2. Go to their profiles, scroll to look at the “Groups” they’ve joined.

3. Identify any groups they’re a part of, that I can also join, and then request to join.

That’s it!

Here’s the PRO TIP:

You can message anyone directly, even third party connections (For Free - No Premium Required) from inside of a LinkedIn Group.

This is why it’s important to join the LinkedIn groups of the companies you want to work at.

Lastly, LinkedIn allows you to run searches and filter for groups and people.

Use this to your advantage.

—————

*I want to credit Jeff Su for the idea that inspired this post. He’s a fantastic career creator, go check him out.

#jobsearchstrategies #linkedinoptimization #careertips #jobsintech

Ready to start looking for a new role?
Here are 25 LinkedIn creators who frequently post about open roles and new opportunities ↓

(*not ranked in any particular order...except the one that came out of my brain 😅)

1. Bonnie Dilber - Recruiting at Zapier
2. Amy Miller - New Role Coming Soon (still awesome)
3. Nicky Slavich - Recruiting at Google
4. Katie Henry - Recruiting at Amazon
5. Stephanie Yu - Recruiting at Robinhood
6. Sarah Davidson 🔐 - Recruiting at Microsoft
7. Devin Constant - Recruiting at NVIDIA
8. Haley ONeill - Talent at Marriott International
9. Hishem Azzouz - Founder, Hector
10. Johnny C. Taylor, Jr., SHRM-SCP - HR Executive
11. Nicole Fernandez-Valle - Manager at Royal Caribbean
12. Allison Ruiz - Recruiting at Microsoft
13. Stacy Donovan Zapar - Founder, Tenfold
14. Malinie (Dipchand) Surujnarine - Talent at JPMorgan
15. Hung Lee - Curator at Recruiting Brainfood
16. Jalonni Weaver - Talent at AT&T
17. Kristi Kennebrew - Recruiting Advisor at FedEx
18. Michelle Viezcas - Recruiting at US Bank
19. manny duenas 🛳️ - University Recruiting at Intuit
20. Chenae Erkerd, J.D., RACR - Recruiting at Palo Alto Networks
21. Usha Sharma - Science Recruiter at Amazon
22. Liliana Ramirez - Talent at Micron Technology
23. Holly Owens, M.Ed., M.S. - L&D, EDCARTA
24. Stephanie Holman, M.Ed 🦄 - Tech Recruiting at Defense Unicorns
25. Kyle Thomas - Starts Up Roles, Founder at Early

Even if you're not job searching today,
Give these folks a follow.

Fill your feed with new opportunities
(and some great tips/advice)

PS - Who deserves to be added to this list?
🔥 Shout them out in the comments!

The questions you ask at the end of a Sr-Level interview are an opportunity for two things:

Thing 1: Get the info you need to make an informed decision about working for that person (or company).

Thing 2: Demonstrate your "ready-now" thinking ability in order to make a lasting impression.

Don't waste valuable interview time (aka, impression time) with flat questions like:

"What does a typical day look like?"
“What problems do you solve?”
"What are the next steps?"

Those aren't necessarily bad questions.
But they might be forgettable.

Here are a few recommendations for better questions (please edit these for the specific situation you're in):

Questions that interview the interviewer:

1. "What's the feedback loop between this role and the executive team? How does work from this level actually influence decisions upstairs?"

2. "Where does this team tend to lose alignment with other functions? What mechanisms exist to prevent that?"

3. "Is there a milestone on your roadmap right now where you feel like you're behind? What's getting in the way?"

Questions that demonstrate ready-now thinking:

1. "In the first 90 days, where would you want someone in this role to go deep versus where would you want them to hold back and observe?"

2. "If I started tomorrow, what's the one thing you'd want me to have figured out by the end of month one?"

3. "When you think about the gap between where this function is today and where it needs to be in two years, what's the hardest part to close?"

And of course, don't skip the research step.
Specific info makes your thinking model stick.

Pull the company's last earnings call transcript or investor day recap. Look for what leadership called out as a priority or a risk.

Search for the hiring manager on LinkedIn.
Check recent press releases,
product announcements,
or news coverage.

Use your research to create competitive advantage. Effective questions can put your thinking models on display, and make you memorable.

PS - Check out all 10 questions below.

Let me know what questions you'd add?

I get to watch a lot of salary negotiations unfold.
Some are great! Some are clunky...Here's how you can avoid some of the most common mistakes

Some of these are fairly obvious (in my opinion),
But they still have a place on the list.
Let's break it down.

1. Failing to research
Most people walk into a negotiation with a gut feeling instead of real data. Talk to people in your industry about their comp. Look at similar roles posted in states like Washington, New York, and California. Those states often require posted salary ranges.

Understand the full structure: Base, bonus, and equity.
Pull real comp data from:

- Levels(.)fyi
- Glassdoor
- Payscale
- Fishbowl
- Blind.

Adjust everything for cost of living using tools like NerdWallet.

2. Not knowing your market value
You need to have 2 numbers (at a minimum):
1) The average total comp range for your role, level, and industry
2) Your personal minimum, based on what it takes to cover bills

Then figure out where you fall on that range based on your skills, experience, and track record.

3. Poor communication
Try to delay comp conversations until after the interview process is mostly done. That is when you have the most leverage. Once a manager decides they want you, your negotiating power goes up. When it is time to negotiate, present your case clearly.

Do not apologize for your ask. Use logic and evidence. Address the obvious counterarguments before they even bring them up.

4. Only negotiating salary
Salary is one piece of the offer, not the whole thing. Understand the entire offer before you respond to any of it. Base salary, sign-on bonus, equity, PTO, benefits, and flexibility all matter.

Prioritize what matters most to you. Counter everything at once. Do not drag it out over multiple messages.

5. Fear of negotiating
Some candidates avoid negotiating altogether. Others accept a bad deal just to make the discomfort stop. Both cost you money.

Always work from a written offer. Negotiate with logic and data behind you. Ask your recruiter questions. They usually want you to feel good about the offer just as much as you do.

6. Focusing on personal needs
Paying you is a business decision, not a personal one. Most companies use compensation analysis tools to determine what they can pay without hurting margins.

Keep your case focused on market value and business impact. I know it can be tempting, but do not bring personal circumstances into it. This creates more risk and doesn't move the needle.
_ _ _

Bottom Line:
Know the market; know your place in it.
Confidently make your case with data, not emotion.

PS - When negotiating, what else do you struggle with?

Let's talk about AI usage in ATS software.

Here are 5 'truths' every job seeker should know ↓

Truth 1: AI in ATS is now the norm, not the exception.

↳ As of late 2024, 51% of US companies used AI in hiring, with projections reaching 68% by the end of 2025. Of those, 82% use AI specifically to review resumes.
↳ This is no longer a Fortune 500 thing; mid-market companies are adopting fast. (Source: JobCannon)

Truth 2: The "ATS auto-rejects your resume" story is largely a myth.

↳ A 2025 Jobscan survey of 384 recruiters found that 99.7% use keyword filters to prioritize candidates, not eliminate them. The ATS organizes applications. Humans make rejection decisions. (Source: Theglobalframe)

Truth 3: AI has moved beyond keywords; It reads context.

↳ SHRM confirms that keyword matching alone is no longer sufficient. ATS systems now analyze semantic context and evidence of competence.
↳ Keyword stuffing is ineffective; the system is too smart. Your proof points and career narrative matter more.
(Source: ResumeAdapter)

Truth 4: AI screening has documented bias problems that should concern every job seeker.

↳ University of Washington researchers found that AI screening tools favored white-associated names 85% of the time versus Black-associated names just 9% of the time. There are MAJOR lawsuits and legal actions in place that will hopefully drive much-needed changes.
(Source: The Interview Guys)

Truth 5: Your network still beats the algorithm.

↳ Referrals account for 7% of applications but 40% of hires. You can optimize your resume all day, but the highest-leverage move is still getting someone inside to advocate for you. AI screens the cold applicant pool. It doesn't touch the warm advocacy lane. (Source: Theglobalframe)
_ _ _

AI isn't going anywhere, so it pays to understand the impact it's having in the moment. The technology changes fast, and in some cases, these changes affect hiring trends.

PS - What other 'truths' should be added to this list?

A director-level interview isn't a simple conversation.
It's a demonstration that you're ready now.
Here's how to walk in prepared.

The best candidates treat the 3-4 days before an interview like a mission brief. They show up knowing the business, knowing the room, and knowing exactly what they want out of the discussion.

Here's a checklist I use with my executive-level clients when we're prepping for an interview.

1. RESEARCH

- Read the company's most recent earnings data or annual reports
- Know the company's top 3 strategic priorities for the year
- Understand exactly who their customer is
- Research your interviewers on LinkedIn
- Study the job description line by line. Map your experience to every key qualification
- Learn the principles and philosophies that govern their culture
- Know their top 2-3 competitors
- Find recent news. Acquisitions, launches, layoffs, leadership changes
- Understand the company's financial health or funding stage

2. PREPARE

- Prepare a crisp Tell Me About Yourself story. 90 seconds. Outcome-led
- Have 10-15 STAR stories ready covering leadership, conflict, failure, and scale
- Prepare answers for:
- Why this company. Why this role. Why now
- Know your comp target and walk-away number before you walk in
- Have 5 strong questions ready. Calibrated to each interviewer's level and scope
- Practice out loud at least 2-3 times. Record yourself. Ask for feedback
- Prepare your biggest weakness answer with evidence of self-awareness and growth
- Know the names and titles of everyone you are meeting in advance

3. WEAR

- Dress one level above the company culture. When in doubt, overdress
- Look at photos of employees and leaders on LinkedIn. Match the energy, then go one step above
- Avoid anything distracting or anything that could create unintended bias
- Keep cologne and perfume minimal. Conference rooms are small
- Check for lint, pet hair, and stains the night before
- Wear something comfortable and forgettable. Your clothes should not be the story

4. BRING

- Printed copies of your resume. One per interviewer plus 2-3 extras
- A printed copy of the job description with your notes and highlights
- A printed copy of the company's leadership principles or culture policies
- A professional padfolio with blank paper for notes
- A reliable pen. Not a free promotional pen with a distracting logo
- A printed list of professional references if not already submitted
- Government-issued ID in case the building requires a security check-in
- Your confirmation email with names, titles, and room information

Save this list for when you need it.
Share with others who have interviews coming up!

Remote work isn't dead (not in the slightest).
But it is a very competitive niche. Here are 3 ways you can get to the front of the line for WFH opportunities.

FYI - The Wall Street Journal reported that 26% of paid full days are now worked from home (WFH), and that number has held steady for a while!

Compare that to 2019, when it sat at just 7%.
My how times have changed.

26% may be the new normal,
With smaller firms using WFH to poach top talent.

If you're targeting WFH roles, you need a strategy built for this equilibrium.

Here are 3 ways to find them:

1. Use niche remote job boards
General boards bury remote listings under thousands of hybrid and in-office posts.

Niche boards don't.
Here are a few I like...

- Wellfound (startups, tech roles)
- We Work Remotely (one of the largest fully remote boards)
- Remote(.)co (curated remote-only listings)
- FlexJobs (big board, vetted)
- Built In (filter by remote across major metro hubs)

(I put a bigger list in the graphic below)

2. Build an 'Early Apply' system
Boards can move slow.
Company career pages move first.

Build a list of 20 to 30 companies known for remote-first cultures (ex: think GitLab, Zapier, Automattic). Check their careers page weekly, not just when you're actively searching.

Create Google Alerts for "[company name] + remote + hiring"
FYI - This can now be fully automated with an AI agent.

3. Build relationships inside remote communities
Most remote roles never make it to a job board; many are filled through referrals or internal advocates making recommendations.

Try to join Slack and Discord communities built around remote work
- Remote OK
- Nomad List

Follow recruiters who specialize exclusively in remote placement
Engage genuinely in these spaces before you need something.

Remember, your reputation travels faster than applications.

Stack your odds by using a portfolio of methods.
WFH jobs are alive and well!
Just hyper-competitive.

PS - Remote job seekers, what would you add to this list?

🔥3 hidden LinkedIn features I use to help Sr-level job seekers land jobs; most folks have no idea these exist ↓


1 - Subtly set up ‘Open To Work’ options.

The ‘Open to’ button is incredibly powerful.

Go to your profile, click the blue ‘Open to’ button, click the ‘Open to work’ category, set up the options so LinkedIn knows how to show your profile to recruiters.

Remember - you can do ALL of this without using the publicly visible green banner, OR you can turn the banner on.

2 - Messaging through LinkedIn Groups.

Users without ‘premium’ can only send a limited number of direct messages to people they’re not connected to.

This is NOT the case if you’re in a Group.

Look at the groups your target connections are a part of, these are near the bottom of their profile.

Find relevant options and join them; once inside click ‘show all members’ - you can message anyone from this page.

3 - The ‘I’m interested’ interested button.

Go to the company page (for target companies) and click the ‘About’ tab.

Scroll down until you see the ‘I’m interested button’ - clicking it will add your profile to a database for folks using LinkedIn Recruiter.

Be aware, not all companies will have this button, and ‘interest’ does eventually expire.


Hope these simple changes help!
Most of them take a few minutes to set up.

PS - What useful LinkedIn features would you add to my list?

- - -

PSA: LinkedIn 'Job Search' just changed, and most job seekers haven't noticed yet. Here's what's new and how to use it 👇

1. Search now defaults to AI Search.

You no longer need keywords and Boolean strings (AND, OR, NOT).
You can now search by prompt, the same way you'd talk to any other AI tool.

Try something like:
→ "program manager jobs in Atlanta with less than 10 applicants"
→ "director of business development jobs in Austin at tech companies"
→ "front-end software engineering jobs that require more than 5 years of experience"

2. Your filters can go right in the prompt.

Location, days posted, number of applicants, experience level. Type them into the search instead of clicking through menus. That "less than 10 applicants" search is the one I'd try first. Getting in early still matters.

3. The Jobs tab has new and updated filters.

Easy Apply, In my network, and Experience level now sit at the top of your results, in addition to others. Premium users will also see an adjusted UI/UX.

4. Promoted jobs are ranked differently

The jobs that best match your profile now show up in a new promoted window. Hirers pay for those listings, and LinkedIn ranks them using your profile, skills, and activity. Translation: your profile is doing more of the work. If it's out of date, your results will be too.

5. Prefer the old way?

No worries, you can easily switch back -> from the Jobs page, click "Learn more" in the top right corner, then "Switch back to classic search."

Premium's search experience has been updated too, so it's worth a fresh look if you're a subscriber. I put all of this into a one-page cheat sheet below.

I recommend everyone try the new AI-powered job search before you form your opinions fully.

PS - Do you like the updates? Is AI-search better?

PSA to all Executive-level job seekers.
The end of an interview, where YOU ask questions, is one of the best places to win the offer. Here's how ↓

The formula is simple.

Ask questions that show you're thinking like someone who's already doing the job.

Intelligent questions showcase...

- Your ability to absorb and process details
- The way you think and approach
- Your communication skills

And so much more!

Some of my most memorable hires (as a Manager at Amazon) asked some of the sharpest and most memorable questions.

Here are a few I recommend.

Optimized to create great conversations, where you can put your thinking on display.

1. Let's say I get this job and work for you for the next year. What would I need to deliver for you to feel like this was a great hire?

2. What's a decision this team made in the last six months that was genuinely hard, and what did that decision-making process look like?

3. What's the biggest organizational or structural challenge the person in this role will need to navigate that isn't obvious from the outside?

4. What's the biggest strategic bet this team is making right now, and how does this role contribute to winning that bet?

5. Tell me about the hardest unsolved problem within this organization.

These questions:

- Facilitate problem-solving dialogue
- Help the hiring team envision you doing the job
- Break down a path of success (that you can leverage in future interviews or interactions)

The Q&A time at the end isn't optional.
It's where great candidates start to pull away.

PS - What questions would you add to this list?

Most Sr-level candidates I coach aren’t taking full advantage of what their Recruiter knows. They ask questions like...

↳ “What’s the culture like?”
↳ “Tell me about the Hiring Manager?”

Meanwhile, top candidates are asking:

↳ “Describe the hiring manager’s interview style?”
↳ “What are common mistakes candidates make?”
↳ “What are the 3 most important qualifications?”

Sure, some recruiters are awesome and will provide all the info before you have to ask.

But in my experience, the majority don’t, and you'll need to be ready to advocate for yourself.

So here’s what that might look like↴

15 questions to get the most from your Recruiter:

1. How long have you recruited for this team, and what have you enjoyed about working with the Hiring Manager?

2. Can you walk me through the full interview process, including how many rounds, what formats to expect, and who I’ll be meeting with?

3. What can you tell me about the question-and-answer format that I should be prepared for? (structured, behavioral, scenario, etc.) What structured responses work (STAR, CARL, etc.)?

4. What have you noticed about candidates who’ve received offers from this team? Any recommendations you can pass on?

5. Is there anything I’m not allowed to bring into the interview – notepad, water, printouts, presentation decks, etc. Anything I should bring?

6. What is the HM looking for beyond the job description? Are there any must-haves or dealbreakers?

7. What kind of time frame is the hiring team trying to operate inside of? When do they want to make a decision by? How many candidates are being interviewed?

8. What qualifications from the job description do you consider the most important?

9. Is there anything in my resume or experience that might raise concerns I should be ready to address?

10. Tell me more about how the Hiring Manager talks and communicates. Casual, Detail Oriented, High-Energy?

11. Can you share any prep examples from strong candidates who performed well? What made them stand out with this specific hiring team?

12. If I ask tough questions to the HM about handling negative feedback from their employees, or even PR issues the company has had, how would those questions be received?

13. What recommendations do you have for what to wear to make the right first impression?

14. What recommendations do you have for setting up my virtual interview space (lighting, sound, locations, etc.)?

15. What can you tell me about why this position has become available?

Hope this list helps you create a better advantage.

Remember, the Recruiter is your advocate.
Partner with them.

♻️ Repost for other job seekers!

Are you making progress in interviews, but failing to convert into offers? You're not alone, it's a tough market. But here’s why it might be happening:

Ranked in order of most likely (based on my conversations with hiring teams) to least likely:

1 - You are capable, but not proven in their exact problem space

Strong impact matters, but relevance closes offers.

*In my opion, this is the biggest reason right now. The market is very competitive, and teams will go with candidates who've already done the job...because they believe them to be less risky.

2 - You explain what you did, not HOW you think

Hiring teams want your decision logic, not a task list. Your approach is important; don't skip it.

3 - Your stories avoid risk

Senior hires are judged on how they handle pressure, conflict, and uncertainty. Again, sprinkle in these details occasionally.

4 - You lose presence under pressure

Confidence shows up in pacing, clarity, and knowing when to stop talking. Believe in your answers and yourself.

Final rounds are about inspiring confidence and reducing your perception of risk.

This is where most strong candidates quietly lose.

PS - Have you been rejected in a final round?

Do you agree with the reasons above?

“Which remote job boards are best?”

I asked career coaches, Reddit, and LinkedIn creators this question: Here’s what came up over and over.

It wasn't the big aggregators (Indeed, Glassdoor, etc.)

The boards that kept getting recommended were smaller, more curated, and built for specific types of roles, levels, and companies.

Here are 10 worth bookmarking:

1. Remote100K
2. Wellfound
3. We Work Remotely
4. Dynamite Jobs
5. Remotive
6. Himalayas
7. FlexJobs
8. Remote OK
9. Working Nomads
10. PowerToFly

(I'll tag these companies in the comments)

A few things worth knowing before you visit:

-Most of these boards have less traffic than the big platforms. That is the point. Less traffic means potentially better likelihood.

-Wellfound shows salary and equity upfront.

-Remote100K only lists roles paying $100K or more.

-Dynamite Jobs lets you filter by team size, which tells you a lot about company stage before you even read the job description.

-FlexJobs is the only paid option on the list. It's worth it if you are in a non-tech field and struggling to find curated remote listings.

The rest are free.

I hope this helps job seekers looking for remote options!

PS - What jobs boards should be added to my list?

"Can I really change careers after 10+ yrs?"
I get this question a lot.
Here's my answer ↓

For most experienced professionals looking for better career options, they're NOT starting over.

If you've got 10+ yrs in one role/industry, avoid the temptation to frame your job search as a restart.

Instead, view it as a TRANSFER.

You’re building on a foundation of relevant skills, experiences, accomplishments, and execution.

All of these things are valuable and attractive.
The question is - How Much?

I recently worked with a Director from education who wanted to move into learning technology roles.

He was worried his experience wouldn’t translate.

So we reframed his background:.

From: “Educational Operations”
To: “Leading complex, regulated systems in high-stakes environments”

We also adjusted the value language:
✅ “academic systems” became “enterprise-grade reliability”
✅ “student throughput” became “scalable infrastructure”

He stopped applying cold and started networking with former colleagues in adjacent industries.

Within weeks, he landed interviews—and eventually, a new career in a new industry.

Remember:

Your experience isn’t the problem.
In most cases, it’s how you’re framing it.

If you’re considering a pivot, focus on aligning your narrative with your target industry’s needs.

You’re not starting from zero.

You’re bringing a wealth of experience that, when positioned correctly, is incredibly valuable.

Have you made an industry pivot?
What strategies worked for you?

♻️ Reshare for folks looking to pivot

Three LinkedIn settings may be quietly killing your visibility. It takes two minutes to fix all three; here's how.

1. Public profile visibility

- Go to Settings and Privacy, then Visibility, then Public profile settings.

If this is off, Google cannot find you, and neither can recruiters searching outside LinkedIn. Turn it on. Ensure your photo, headline, About, and experiences can be seen. A closed profile does not get discovered.

2. Who can comment on your posts

- If this is set to 'Connections only', you're cutting off your own reach. A hiring manager who is not connected to you cannot weigh in. A former coworker cannot vouch for you in the comments. Set it to 'Anyone'. Comments can carry a post into new feeds.

3. Discoverability by email and phone

- Buried in the same 'Visibility' tab. If these are locked down, people who already have your contact info cannot find your profile through LinkedIn's search. Set both to Everyone. This is one of the easiest wins on the list, and almost nobody checks it.

FYI - None of this replaces a strong headshot/banner or a sharp headline, but a great profile no one can find doesn't do you any good.

Check your settings today.
It costs nothing, and it takes less time than reading this post did.

Happy job seeking!

PS - What other settings should I add to my list? I added some additional thoughts to the cheat sheet below.

11-12% of boys and girls in Generation Alpha (people born b/w 2010-2024) want to be influencers or content creators.

That wasn’t a job when I was 12.
And now it’s a legitimate way to make a living.

Imagine what things will look like in the next 10-15 years?

- New technology
- New ways of learning
- New ways to solve problems

The landscape of careers is shifting.

The changes are subtle, but they’re happening right now.

Some roles are disappearing while others are emerging. Have you noticed?

It’s exciting, but can also feel overwhelming.

Here’s one thing I do know.

More professionals are figuring out that one of the ways to future proof their careers is to build online presence (aka ‘brands’).

The number of people coming to me asking for help with online branding, SEO, or content creation is up 30-40% from 2025.

Job seekers used to say that posting on LinkedIn was ‘cringe’ in 2020, and now it’s so common that I run weekly workshops showing folks how to write effective content.

A lots changed in the last few years, and I don’t imagine those changes will stop.

If you’re employed, unemployed, self-employed, PT, or too young to have a job yet…I’d encourage you to think about what an online brand looks like for you.

How do you show up when folks search?
What perception have you created?

These questions get more and more important each year.

Don’t think you’re immune to it.

PS - Should I host a LinkedIn Live Session on building a strong professional brand?

Let me know if you’d be interested.

Something I've learned the hard way:

Don't confuse being busy with making progress.

So many people fill their schedule to feel productive.

- This applies in life
- This applies to job search

But motion and direction are different things.
The harsh reality is...

You can work hard for years and still end up somewhere you didn't choose.

Every few months, ask yourself:

If I keep doing exactly what I'm doing, where do I end up in 2-3 years?

If the answer excites you, keep going.
If it doesn't, something needs to change.

Happy Friday Y'all!

Want to get better at interviews in 3 minutes?
I’ve got the video for you.

I’ve sat in a lot of high level interview spaces;

there are some fundamental differences in how high level execs interview, versus the average candidate.

Watch the tips in this video and let me know what you’d add.

- Pausing
- Blurting
- Questioning

Those are my big three.

Interviewing requires a blend of skills.
You’ve got a lot more control during the interview than you might think.

I don't think job seekers understand the long-term cost of opting out of offer negotiation. So, I built a model to show the effect ↓

Short Version:

Over a 25-year career, failing to negotiate at all can cost almost half a million dollars.

Long Version:

I built a model under the following assumptions ↓

1 - Both people get 3% yearly raises
2 - Both people get new jobs every 5 yrs
3 - A new job adds 8% to total comp
4 - Job Seeker 1 never negotiates
5 - Job Seeker 2 always negotiates
6 - Negotiation adds 5% to the new offer

After 25 years of earning:

- Job Seeker 1 makes $2.79M
- Job Seeker 2 makes $3.26M

A difference of $468,773.

*Remember, this is only with a 5% benefit from the negotiation, which is conservative.

Bottom Line: Would you like an extra $500K at the end of your career?

Negotiate offers.

If you don't know how OR where to start...

I'd love to invite you to my free LinkedIn Live event on 'Offer Negotiation' (date will be announced later today).

The session is 100% Free.
The session is 60 minutes.

I'll be showing simple (and a few advanced) strategies I use to help clients land 10, 15, and 20% increases on initial offers.

Comment "Offer" below to get added to the invite list.

Hope to see you there.

Most folks type job titles into Google Search and cross their fingers, with no idea of the powerful search tools they have access to.

Google (and maybe Perplexity by extension) is the most powerful job search engine in the world.

Why?

Becasue it can pull jobs from anywhere on the internet. Any page, any website, any company...

It has a built-in job search engine: Google Jobs

And it responds to search operators the same way Google search does. That means you can filter by company, platform, title variation, location, and even file type.

Here's what that actually looks like in practice.

If you're searching for VP or Director-level roles and you want to skip the noise:

Type something like:

"VP of Product" OR "Vice President of Product" jobs remote -coordinator -entry -junior

That single string catches both title formats, filters for remote, and removes every lower-level posting that would otherwise flood your results.

If you want to go straight to the source and bypass job aggregators entirely, you can search directly inside the applicant tracking systems companies use.

- Greenhouse
- Lever
- Workday
- Ashby

They all have public-facing job pages with searchable URLs. For Example:

"Director of Revenue Operations" site:boards.greenhouse.io

That pulls listings directly from the ATS.
They're often more current than what shows up on Indeed or LinkedIn.

And that's just one of many capabilities.
For anyone new to Google Jobs, run a simple search for "Director of Operations"

Look at the difference in what returns when compared to Director of Operations without quotes.

Big difference.

Use the cheat sheet to start working with setup, basic syntax, advanced operators, and ready-to-use search strings you can copy directly.

🔥 PRO TIP: Use the bell icon on Google Jobs. You'll get email alerts when new matching roles are posted. This will save manual search time.

Share this with someone who needs to know about Google Jobs. Happy Monday!

You are the CEO of your own career.
Don't wait for the next promotion; build a plan.
Here's how to become impossible to ignore ↓

3 tips for positioning for your next promotion:

1. Think, Speak, Act...like you're already at the next level.

Stop asking for permission. Start framing your ideas in terms of business impact, not task completion.

Replace "Should I do this?" with "Here's my recommendation and why."

Managers promote folks who are already there, not people who have to grow into the function.

2. Own problems no one else wants, and crush them.

The fastest way up is solving the messy, ambiguous problems your boss is losing sleep over.

These aren't necessarily the fun projects, but they've likely got a direct line to high-level leadership.

Jump in, define success, and drive it home. Leaders remember who saved them.

3. Build strategic relationships 2 levels up.

Visibility matters more than most people admit.

Find opportunities to interact with senior leaders; share insights, get mentors, be vocal, and volunteer for high-profile initiatives, even if they're difficult (take risks).

When promotion discussions happen, you want multiple people saying your name, not just your direct manager.

🔥 BONUS TIP:

Keep a running list of measurable wins: revenue influenced, efficiency gained, problems solved. Update it consistently. When promo cycles hit, have a bulletproof narrative ready.

What else would you add to this list?

PS - Are you going for a promotion in 2026?

You are the CEO of your own career.
Don't wait for the next promotion; build a plan.
Here's how to become impossible to ignore ↓

3 tips for positioning for your next promotion:

1. Think, Speak, Act...like you're already at the next level.

Stop asking for permission. Start framing your ideas in terms of business impact, not task completion.

Replace "Should I do this?" with "Here's my recommendation and why."

Managers promote folks who are already there, not people who have to grow into the function.

2. Own problems no one else wants, and crush them.

The fastest way up is solving the messy, ambiguous problems your boss is losing sleep over.

These aren't necessarily the fun projects, but they've likely got a direct line to high-level leadership.

Jump in, define success, and drive it home. Leaders remember who saved them.

3. Build strategic relationships 2 levels up.

Visibility matters more than most people admit.

Find opportunities to interact with senior leaders; share insights, get mentors, be vocal, and volunteer for high-profile initiatives, even if they're difficult (take risks).

When promotion discussions happen, you want multiple people saying your name, not just your direct manager.

BONUS TIP:

Keep a running list of measurable wins: revenue influenced, efficiency gained, problems solved. Update it consistently. When promo cycles hit, have a bulletproof narrative ready.

What else would you add to this list?

PS - Are you going for a promotion in 2026?

Many Sr-level professionals struggle to get traction on LinkedIn because they're profiles aren’t discoverable. Let's fix that👇

In a hyper-competitive job market, visibility is your ally for creating more opportunities.

Here are 5 tips to help you stand out as a Senior, Principal, or Director-level job seeker:

1 - Fix Your Headline

Use relevant terms and keywords to help your target audience discover you more easily.

Here are 2 effective formulas for a solid headline:

✅ [Target Role] + [Credibility Boost] + [Key Value/Outcome]
✅ [Who you help] | [How you help them] | [Proof or Differentiator]

2 - Professional Headshot

Please.
Pleeeease.
Upload a decent-looking headshot.

Show your audience that you care about 1st impressions

Studies show that LI profiles with quality headshots get multiple times more views/clicks per day than profiles without.

Use tools like:

- SectaLabs
- BetterPic
- Nano Banana

If you want simple, cheap, or quick options.

3 - Get Recommendations

Find 3-5 individuals willing to ‘swap’ recommendations with you.

Target folks at a variety of levels (Leadership, Peers, Direct Reports); create and send a recommendation template to help make the process easy and fast.

4 - Optimize Your "About Section"

Here's a framework for this section I use often:

-Hook – Powerful Intro (2-3 Sentences)
-Value Proposition – Highlight Strengths (3-4 S)
-Achievements – Quantify Impact (3-4 Bullets)
-Leadership Style – Show Humanness (2-3 S)
-Call to Action – Invite Them (1-2 S)

5 - Set Up "Open To Work"

From your profile page:

- Click “Open To”, click “finding a new job”.
- Set preferences for location, start date, job type, and who can see you’re looking for new jobs.

And you've done it.
Make the changes and observe the results.

Bonus Tip: Edit Your URL
Instead of a string of random numbers and letters, let's upgrade to your name.

Simply click "Edit Public Profile & URL."
_ _ _

PS - How often do you update your profile?

I've been coaching senior-level job seekers for 10 yrs and today I'd like to give away a proven job-search artifact most folks have never heard of ↓

It's called a "2-pager"
And it's something I've used for my own career since my time at Amazon.

It's not a resume.
It's not a pitch deck.
It's something in between.

An executive-level summary that makes a strong first impression, shares the critical info, but doesn't feel as "salesy" as handing someone a resume cold.

Here's what it is, and when you might use it:

→ A 2-pager is a personal document that covers who you are, what you've built, your superpowers, your best proof points, and what you're looking for.

It's written in plain language; designed to feel like a conversation starter, not an application.

4 reasons why Sr-level job professionals should have one (even if they're not looking for jobs):

1. Networking meetings.

When someone agrees to a 30-minute call to help you, handing them a resume feels transactional. A 2-pager gives them a story they can actually share with their network. It's designed to be passed around.

2. Conferences and industry events.

You run into the right person at dinner. You want to leave something behind. A resume says, "I'm applying." A 2-pager says, "Here's who I am." That framing matters at the senior level.

3. Warm introductions.

When someone offers to connect you with a hiring leader, they need something to forward. The 2-pager does that work. It's built to sell you in an inbox, not an ATS.

4. Early-stage conversations.

Before there's even a job posted, A 2-pager opens doors that a resume closes. It stands out without being "too specific" - allowing hiring teams to decide.

Don't get me wrong...the resume still matters.
You'll need it for formal applications.

But the 2-pager is the 'sneaky' high-impact document that drives organic conversations at the director, VP, and executive level.

Most senior professionals don't have one.
And today, I'd like to change that.

If you'd like me to send you a 100% FREE copy of my 2-pager template, DM "BILBO" and I'll send it over.

Happy job seeking!

Most people think job stress comes down to the work itself. The research says otherwise.

Welltory analyzed the most stressful industries in the US heading into 2026. They did not ask workers how they felt. They scored each industry across 7 measurable factors.

Here is what actually drove the stress scores:

- Average weekly hours
↳longer hours = higher workload
- Job opening rates
↳labor shortages put pressure on existing workers
- Workplace injury and illness rates
↳physically demanding or hazardous conditions
- Average weekly earnings
↳lower pay creates financial stress on top of everything else
- Layoff and discharge rates
↳job insecurity is its own stressor
- Employee quit rates
↳high turnover signals burnout and dissatisfaction
- Worker burnout rate
↳exhaustion, low motivation, mental fatigue

The top 5 most stressful industries based on this:
1. Leisure and Hospitality (score: 66)
2. Professional and Business Services (score: 56)
3. Transportation and Warehousing (score: 53)
4. Mining and Logging (score: 50)
5. Private Education and Health Services (score: 46)

The insight that stood out to me most (from this specific research)came from a medical expert on the Welltory team.

She said the brain does not differentiate between physical danger, financial insecurity, and cognitive overload. It treats all of it as chronic stress.

That is worth sitting with for a minute.

Stress is not just about a hard job. It is about how work is designed. Hours, pay, staffing levels, and job security are the real drivers.

If you are a senior professional evaluating your next move, these are the factors worth examining before you accept an offer.

The role title matters less than the conditions you are walking into.

PS - Do you agree with this list?

If I were laid off (or about to be),
This is exactly how I'd spend the next 3 weeks creating more interview opportunities.

There's no denying it; it's a crowded job market.

Right now, being 'visible' is the path to boosting your interview rate.

Here’s (at a high level) how I'd create search visibility with a niche audience quickly.

Step 1: Get Clarity

→List the 2-3 problems I enjoy solving most
→List my top 3 skills, and 5 experiences
→Define requirements for:
-responsibility level
-compensation
-location
-growth
-etc.

Step 2: Choose a Target Market

→Align my requirements with who offers what I want
→Research companies and roles where:
-my accomplishments make me competitive
-the salary range is satisfactory
-the works is interesting
→Select 5-7 companies; 2-3 target roles
→Fill my LinkedIn feed with info from these firms, and people in relevant positions

Step 3: Adjust My Value Proposition

→Analyze target job descriptions to identify recurring themes, tools, and critical skills
→Optimize my resume and LinkedIn, speaking directly to themes
→Tailor my:
-professional summary (resume)
-About Me section (LinkedIn)
-experience titles (LinkedIn)
-headline (LinkedIn)

Step 4: Create Visibility and Traffic

(👉 This 'step' functions like a system)

→Post 1-3X per week on LinkedIn. Post about:
-Overcoming personal struggles
-Interesting lessons learned at work
-Sharing SME-level knowledge
-Giving away something valuable

**Avoid posting AI slop with no purpose

→Engage with 10-15 well-established creators that I appreciate
-Find large accounts that post daily
-Find niche accounts who are active weekly
→Comment daily on targeted posts/accounts
→Repeat for 3 weeks to build engagement rate

Step 5: Network With the People Who Show Up

→Track and connect with those who engage
-daily connection requests, DMs, and follow-ups
-daily responses to incoming comments
→Build relationships before asking for help
→Offer value first through:
-introductions to other connections
-sharing helpful resources
-Invites to opportunities
-collaborations

Limited applications.
Focused marketing tactics.
Talking to real humans every day.

This is what effective job search looks like.

PS - What would you add to my list?

Most executives spend 2-3 hrs a day job searching and get very little. Here's a breakdown of how I'd spend 1 focused hour each day.

First: 20 minutes on Visibility and Engagement

↳ Leave 10-15 intentional comments on posts from creators with big audiences, leaders at your target companies, and niche content in your space.

(Keep a list of the profiles you're targeting to save time)

Spend the last 5 mins engaging with anyone who interacted with you. Comment to start conversations, not to just be seen.

Then: 20 minutes on Outreach and Relationships

↳ Send 3-5 short, specific messages to target connections and people active on LinkedIn. No pitching. Just a real reason to connect. Then send 1-2 messages to old colleagues you have not talked to in a while.

Next: 10 minutes on Profile Work

↳ Optimize your headline, headshot, banner, and featured section for the roles you actually want. Aim for 5-6 recommendations from leaders, peers, and direct reports. Your profile is your first interview. Treat it that way.

Last: 10 minutes on Content Creation

↳ Build a small project that solves a real problem your target audience has. Turn that journey into content. 10 focused minutes a day stacks up fast over a few weeks.

There you have it.
You can rinse and repeat every hour.

Not doom-scrolling.
Not sending 10 'Easy Apply' applications.

Your time is valuable.
Do what moves the needle most.

I delete these ‘5 things’ from client profiles more than anything else. Here’s what you need to know:

Most job seekers think their LinkedIn profile needs more information or content…

That’s rarely the case.
What it really needs is less of the wrong stuff.

Here’s what I’m typically pulling out.

1. Bad headshots

Eye tracking data shows your photo is the first thing anyone looks at. A blurry photo from 10 feet away with a distracting background kills the impression before you’ve said a word. Get a proper head and shoulders shot. 400x400 pixels. Good lighting. If you can’t get a quality photo taken, generate one with AI.

2. Unnecessary dates

Graduation dates are the biggest offender. They open the door to age bias in places it doesn’t need to exist. Set the year field to “Year” instead of filling it in. Simple fix. Real impact.

3. AI generated About Me sections

I can spot one in 2 seconds. They all sound the same. Too smart. Too concise. Full of the M dash. Your About Me should sound like you, not like a language model summarizing you. Show personality. Show tone. Give someone a reason to want to work with you.

4. Unnecessary skills

Having 100+ skills listed is white noise. LinkedIn’s AI can tell if you actually have proof of a skill in your experience section. If you can’t back it up, it’s not helping you. Trim it down. Get endorsements on your top 3 to 5. Make them count.

5. Unrecognized entities

Those grey boxes next to a school or certification mean LinkedIn doesn’t recognize what you typed in. That hurts your SEO more than people realize. Go back and check every entity on your profile actually links to something real.

Remember; profiles are searchable webpages.

Optimize so you can be found by the right people.

PS - what else would you add to my list?

The 1st week after a layoff will either set you up or slow you down. Here's what I recommend for folks who've been impacted.

Instead of blasting out applications, updating a resume, or posting a story on LinkedIn, start here:

Step 1: Process and plan
Don't take action out of panic or frustration. Give yourself a moment to acknowledge the impact, gather yourself, and then make a clear-headed plan. The decisions you make in the first 24 to 48 hours often define the next 90 days.

Step 2: Capture your data
Before you lose access to company systems, record every quantifiable result you can remember. Revenue impacted, cost reductions, team size, project scope, and timelines. This data is the foundation of your resume, your LinkedIn profile, and every interview you will have going forward. Use internal contacts to help fill in gaps if you need to.

Step 3: Save your contacts
Build a list of colleagues who know your work and are willing to go to bat for you. Get personal emails and phone numbers. Record their titles. These are not just references. They are your warm network, your referral pipeline, and your fastest path back to a good role.

Step 4: File for unemployment
Do it on your last day of full-time employment, not after severance ends. File through your state's portal. Bring 18 months of work history. Set calendar reminders to check in. Do not leave money on the table.

Step 5: Understand your benefits
Read your severance package carefully. Understand what COBRA costs you. Know when your RSUs vest and whether a layoff changes that timeline. Check your PTO payout and any accelerator clauses. Most people skip this step. Do not.

Step 6: Set your LinkedIn signal
You do not need the green Open to Work banner to signal availability. Go into your profile settings and update your preferences quietly. Recruiters who have access to LinkedIn Recruiter will still see it. Your call whether to go public, but at least turn the signal on.

Step 7: Ask for recommendations
Contact your strongest supporters before they move on and get busy with new roles. Make it easy for them. Send a short message explaining your situation, then offer a template they can customize. A well-written LinkedIn recommendation from a senior colleague is worth more than most people realize.

The job market rewards people who move with intention.
Take your time, and be strategic.

Share this with others who'd find it helpful!

Most job seekers stop after clicking 'APPLY'. Successful job seekers go a step further, finding the people behind the job post. Here’s how ↓

I call it 'Reverse Job Searching', and it literally takes less than a minute.

Let's break it down:

1. Identify the job role
Search across your target companies for openings that fit your background and experience.

2. Grab the job number
Find the requisition ID from the posting or URL.
(See the image I attached in the carousel)

3. Run a Google search
Combine the company name, job title, and job req number with “LinkedIn.”
Remember the number, you'll need that.

4. Find LinkedIn posts
Look for mentions of that job from recruiters or employees.

5. Explore connections
See who in your network works there or is connected to the hiring team.

6. Reach out
Send a message or connection request to start a conversation.

🔥 Bonus: If it’s a target company, click “I’m interested” on the job page (scroll down) so recruiters can see your intent on LinkedIn Recruiter.

This simple extra step turns a cold application into a warm intro, and can be the difference between getting seen or getting lost.
_ _ _

Would you try this approach?
Let me know in the comments below ↓

A few weeks ago, I spoke with a friend who'd been at Amazon for just shy of 8 years. He hadn't received a raise in the last 3.

He said, "I'm pretty sure new candidates hiring into this role are starting with higher base salaries than I am."

And given what he told me about his comp...
Yes, they absolutely were.

If you watch compensation trends (like I do), you've probably been noticing a similar trend...

Actual salary increases averaged 3.8% in 2024, down from 4.4% in 2023, with employers budgeting 3.9% for 2025. (Conference Board)

Payscale puts 2024 actuals slightly lower at 3.6%, with 2025 budgets projected at 3.5%. (Payscale)

In either case, the directional trend is clear:
We're moving back toward the pre-pandemic 3%.

Meanwhile...

A strategic job change can deliver 10-20% increases that compound over time.
(and sometimes more!)

At a $200K base, a 3.5% raise is $7K. A 20% jump from a job change is $40K. And remember, that gap compounds every single year.

If you've been in your role for more than 4-5 years, and you've noticed your comp starting to plateau, the math behind a new opportunity might be worth considering.

I'm seeing +15% increases with my clients weekly.
Maybe there's better work out there for you!

I used to think setting work boundaries was for folks who couldn't handle their workload.
My old Amazon boss showed me a better way.

As an 'Acting' Director at Boeing, my life essentially revolved around my work.

I worked 60-70 hrs a week, was constantly on my phone/laptop, and made work more important than it actually was.

I was locked in.
The executive level was so close.

That all changed when I went to Amazon.
Sounds weird, right?

Well, I was fortunate enough to have an amazing leader who modeled what it looked like to have healthy boundaries (even as a tech executive).

She wasn't less busy than other leaders.
She wasn't less accountable.
She just operated smarter.

Here's what that model looked like.
(I use almost all of these today as a founder)

1. Fully disconnecting during PTO
- not checking notifications
- preparing the team to handle things
- trusting others to step up and jump in

2. Communicating clear windows where you don't respond
- setting expectations with others
- being unapologetic about protecting

3. Ending meetings 5 to 10 minutes before the hour.
- give yourself some breathing room
- model good practices for others

4. Giving permission to take "Offline" work days
- disconnect from the constant notifications and noise and get organized

5. Protecting time for the team to build relationships
- not ‘after hours’
- find time during work, to have fun

6. Anchoring around a healthy morning routine
- bring the best version of you into the workplace

7. Respectfully saying No
- know when to turn people away
- don’t apologize for protecting priorities

Watching strong leaders, who effectively manage their personal AND professional lives, you realize that boundaries aren't optional.

If your life's falling apart (for any reason) outside of work, it will impact you at work.

So protect yourself.

Draw boundaries and stick to them.

Set expectations early, remind others often.

It's not weird.
It's what the best leaders do to stay fit for duty.

PS - What boundaries would you add to my list?