Reno Perry

I stopped asking “What’s the culture like?” in interviews.

I'd get generic, unhelpful answers each time.

I ask these instead:

1) What do new employees typically find surprising after they start?

2) Can you share a story where you supported an employee's personal or professional growth?

3) How does the company handle feedback from employees?

4) How are successes and milestones celebrated within the company?

5) What does your onboarding process look like?

6) How does the company ensure continuous learning and development for its employees?

7) What strategies does the company employ to ensure open and transparent communication at all levels?

8) Could you share an instance where the company's core values directly influenced a business decision?

9) How has the company changed since you joined?

10) What resources or books would you recommend to help me have a shared understanding with the people who work here?

♻ Reshare to help someone find a great work culture

The best workplace perk?

Doesn’t cost a dime.

The most fulfilling workplaces are those where you feel genuinely valued.

Being appreciated at work is NOT about:

• Having a cool office space
• Enjoying frequent happy hours
• Getting free snacks and drinks

Being appreciated at work is really about:

• Being recognized for your efforts
• Feeling your voice is heard
• Experiencing genuine respect

Want to find a job where you feel valued?

Here’s how:

1. Research Phase

↳ Explore the company's website, employee reviews, and social media for signs of employee recognition and appreciation.

↳ Connect with current or former employees on LinkedIn to learn about workplace culture.

2. Application and Interview Phase

↳ Ask targeted questions about how the company values and appreciates its employees, and observe the interviewer's response.

↳ If visiting the office, notice the atmosphere, employee interactions, and visual cues of recognition.

3. Follow-Up and Reflection

↳ Assess the communication quality post-interview and reflect on whether the company's actions align with their stated values.

Prioritize finding a workplace that truly values you.

You’ll be…

A lot happier.
More productive.
And find work more meaningful.

📌 P.S. Looking to work at a company that values you? I help professionals land fulfilling $200K-$500K roles with forward-thinking companies. DM me for info or go to the featured section in my profile to apply to work with me.

Wise words for anyone considering a change.

I took a pay cut to move into a new industry.

Going from consumer goods to tech.

12mo. later I made 3x the salary from my last job.

4 yrs later my earnings increased by 2x.

Worked for world-changing companies.

Met tons of smart, incredible friends, mentors, colleagues, & leaders along the way.

And learned new skills to help me start my own business and help so many others w/ their careers today.

It was a scary decision at first but it was an intelligent risk I thought was worth it and haven't looked back.

That was my choice but there are no “right“ career paths.

If you're thinking about a change or want to try something new, do what's best for you.

Just make sure you're running your own race.

Not someone else's.

🏃

5 questions to help you spot a good or bad boss in your next interview:

1) “Of all the people who’ve worked for you, how many have been promoted and how did you help them get there?“

This can reveal a lot about how they develop and support their people.

The best managers will have specific examples of how they did this.

______

2) “Can you share a time when an employee gave feedback on something that can be improved or changed?“

This can reveal how they accept and implement feedback (or not).

The best managers make people feel heard, understood, and respected when accepting feedback.

______

3) “How do you handle failure or mistakes within your team?“

This can shed light on their attitude towards failure and whether they use it as a learning opportunity or a reason to reprimand.

The best managers understand that mistakes are inevitable and use them as coachable moments.

______

4) “How do you maintain the balance between achieving results and caring for the wellbeing of your team?“

Understand their approach to managing pressure and stress within the team.

Great bosses will strive to achieve the set targets but not at the expense of the team's mental health or overall well-being.

______

5) “What kind of leadership development opportunities exist here?“

This isn't just for you, but it reveals how the company is investing in its leaders.

You'll likely have multiple managers at your company so this is good to know.

--

You're not just choosing a job, you're also choosing a boss.

Choose wisely.

p.s. - ♻ repost to help someone in your network find a great boss

“Cool office perks“ are dying.

Smart companies know where to spend their money.

Here's what I see top companies invest in:

↳ True flexibility (hybrid, remote, async work)
↳ AI upskilling programs for all levels
↳ Mental health & wellness support
↳ Comprehensive family care benefits
↳ Career development budgets
↳ Equity compensation at all levels
↳ Transparent pay scales
↳ Leadership coaching programs

Notice the pattern?

These aren't perks.
They're investments in human potential.

The payoff?
• 47% higher retention
• 3x employee satisfaction
• 2x productivity rates

Smart companies understand:
Happy hours create temporary joy.
Real investment creates lasting impact.

What meaningful investments have you seen at your company?

♻ Share this if it resonates with your experience.
➕ Follow me for more workplace insights.

Friendly reminder: You don’t need to work at companies like Google, Apple, Amazon, etc. to have a successful & fulfilling career. Maybe it makes sense, maybe not. Too many (esp. younger people) tie their self-worth to getting a job at these companies when they shouldn’t.

Instead, seek out opportunities that make you a better professional, align w/ your values, and give you an opportunity to grow.

What else would you add?

The best career advice you’ll see here.

Being successful isn’t just what you know.

It’s how you show up.

1. Raise the energy of the room

Being a positive force is rare. Whether it's a meeting or a casual chat, your energy can uplift everyone. People remember how you make them feel.

2. Be enjoyable to work with

Skills are important, but so is being likable. Teamwork thrives on good relationships. People want to work with those they enjoy being around.

3. Keep your commitments

Reliability is also rare. When you say you'll do something, do it. Trust is built on consistency.

4. Lead regardless of title

Leadership isn't about a title. It's about action. Take initiative. Help others. Make decisions when needed. True leaders inspire and guide, no matter their position.

These skills might seem basic, but they're powerful career accelerators.

Few master all four.

Aim to be in the 1% who do.

And it will set you apart in your career.

♻️ Reshare to inspire others in your network.
And follow me for more posts like this.

Shout out to my friend Dave Kline for this advice.
If you’re looking for 🔥 leadership advice, give him a follow too.

A lot of people fall into the trap of thinking ‘perks & benefits’ = good culture:

Culture is not:
- company swag
- subsidized phone & internet
- discounted gym memberships
- free food/snacks

Culture is:
- encouragement to take vacation w/out guilt
- working with peers dedicated to the mission/vision
- recognition that you’re a human and more than your work
- trust & flexibility vs. micromanaging

What does culture mean to you?

#culture

Growth often means knowing when to let go.

Don't let fear keep you in a role you've outgrown.

As you gain…

New skills
Experience
Clarity on your goals

Roles that once fit perfectly can start to feel restrictive.

That's not bad - it's a sign you're ready for new challenges.

Some thoughts on navigating career transitions:

↳ Regularly check in with yourself. Are you feeling challenged, valued, and fulfilled in your work? If not, explore what needs to change.

↳ Outgrowing a role doesn't mean you've failed. It means you've learned, grown, and are ready for new challenges.

↳ Don't let golden handcuffs (lucrative pay & benefits that keep you in a misaligned role) keep you stuck. Financial stability is important, but so is long-term career satisfaction and growth.

↳ Trust your gut. If a role or company feels misaligned, don't ignore that intuition. Dig deeper.

↳ Leave on good terms. Express gratitude, give proper notice, and support a smooth transition. Burning bridges rarely serves you in the long run.

Remember: As you grow and evolve, your work life will also grow and evolve.

---

Reshare ♻ to help others.
And follow me for more posts like this.

Everyone talks about increasing your salary but I had a client take a paycut for their new job.

In return, they got:

- a better manager
- a better team
- a better quality of life
- more useful skills
- more growth opportunities in a new industry

Sometimes it's the 'non-financial' factors that can offer the biggest rewards.

Oh, and after a year they made back their old salary and then some.

One step back. Two steps forward.

Your manager matters more than your job title.

(Way more than you think.)

I learned this the hard way.

A great manager can:

✓ Turn failures into lessons
✓ See potential you don't see yet
✓ Open doors you didn't know existed
✓ Protect your mental health
✓ Champion your growth

A bad one?

They'll make your dream job a nightmare.

Here's what changed everything for me:

I stopped interviewing for jobs.
I started interviewing managers.

Questions I now ask:

→ How do you support your team's growth?
→ Tell me about someone you've mentored
→ How do you handle mistakes?
→ What's your leadership style?
→ How often do you meet 1:1?

Red flags to watch for:

❌ They dominate the conversation
❌ Can't name team successes
❌ Blame former employees
❌ Seem rushed or distracted
❌ Don't ask about your goals

Remember:

Jobs come and go.
Companies evolve.

But a manager who believes in you?

That changes your trajectory forever.

So next time you're job hunting,
don't just pick a company.

Pick someone who'll fight for your success.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

Your Sunday anxiety is costing you more than you think.

Not just sleep.

But your health, relationships, and overall performance.

I've coached hundreds of high-performers through career transitions.

The pattern is always the same:

They tell themselves it's "just stress."
They convince themselves it'll get better.
They wait for the "right time" to leave.

Meanwhile, their bodies keep score:
— Insomnia becomes their norm
— Their family gets what's left of them
— Their confidence quietly erodes

The reality is...

If you dread Monday on Friday, you're in the wrong place.

Signs it's time to move:

• You've stopped learning
• Your values clash with leadership
• Your contributions go unrecognized
• You feel like you're playing small
• Your health is suffering

But what about the job market?

Is now really a good time to leave?

I hear you. The market IS brutal right now.

100s of applications. Being “ghosted” in many cases.

You need to approach it with a strategy and plan.

Jobs are still being posted, and people are being hired into those jobs.

But you need to do things differently from everyone.

Here's what actually works:

— Targeted vs. “spray and pray” approach
— Identify hiring leaders & peers (not just HR/recruiting)
— Send value-driven messages to those people
— Show how you solve their specific problems
— Focus on personalization, not desperation

Build while you search:
— Document your wins weekly
— Expand your network strategically
— Share your expertise online
— Help others without expecting returns

Protect your energy:
— Set boundaries with your current role
— Do activities daily that energize you
— Talk to someone who gets it
— Remember: this is temporary

You didn't climb to six figures by settling.

Don't start now.

That peaceful sleep you're craving?

It's not a luxury. It's your right.

And it's waiting for you at a company that sees your worth.

The only question is:

How much longer will you wait to claim it?

—
Still dreading Monday on Friday?

I've helped 300+ people land $200K-$500K roles where Sunday anxiety isn't part of the deal.

Not through spray-and-pray applications. Through strategic positioning that actually works.

If you're done settling, DM me "MONDAY" and I'll show you how.

Ace your next job interview.

10 smart questions to try in your next interview:

1. What types of skills is the team missing that you're looking to fill with a new hire?

↳ Listen for specific skills that align with your strengths and expertise.

2. What metrics or goals will my performance be evaluated against?

↳ Look for clear, measurable goals that you feel confident in achieving.

3. What are the company's current goals, and how does this team work to support hitting those goals?

↳ Pay attention to how well the team's objectives align with the overall company mission.

4. What's the most important thing I should accomplish in the first 90 days?

↳ Ensure that the expectations are realistic and that you have the necessary resources and support to achieve them.

5. Do you expect my main responsibilities in this position to change in the next six months to a year?

↳ Be aware of potential role changes and consider if they align with your career goals.

6. Is there anything I should read that would help me have a shared understanding with my potential future colleagues?

↳ This can provide insight into the company culture and expectations. Take note of any mentioned resources.

7. What do new employees typically find surprising after they start?

↳ Watch out for any red flags or challenges that may not have been apparent earlier.

8. How does the team I'll be part of continue to grow professionally?

↳ Look for opportunities for learning, mentorship, and career development within the team.

9. Where have successful employees moved on to?

↳ Pay attention to the types of roles and companies that successful employees have moved on to, as it can indicate potential career paths.

10. Is there anything I can clarify for you about my qualifications that hasn’t already been addressed?

↳ This is your chance to address any concerns or highlight relevant skills that may not have been discussed earlier.

---

Pro Tips:

- Be as specific as possible:

(Example: Instead of just asking “Where have other successful employees moved on to?“ Try “Where have other successful managers on the data team moved on to?“)

- Don't ask things that you can easily find with a quick Google search

- Listen carefully to the interviewer's responses and take notes to identify key information and potential red flags

---

♻ Repost to help someone on their next interview
And follow me for more posts like this.

Leaving a job shouldn't turn someone into an enemy.

But it happens all the time.

Like a manager holding a grudge when someone leaves.

Clinging to an old model of corporate loyalty culture.

Employees should feel empowered to pursue opportunities that match their goals, skills and interests.

This may mean moving on.

Equally, employers should aim to leave things on good terms.

Past employees can be the best ambassadors for your company.

(or the opposite)

No one pledges lifelong loyalty anymore, nor do companies guarantee job security.

People moving on is a part of professional growth.

----

Reshare ♻ if this resonates with you
And follow me for more posts

📌 Need some help with the job search?
I'm doing group coaching starting next week. Sign up here and I'll send you more info: https://lnkd.in/eKuwc5Fh

AI will change the job search forever.
 
These 6 AI tools can give you an edge right now:
 
1/ Teal
 
Organize and manage your job search in one place.
 
Why I like it: Their Resume Builder uses GPT technology to create customized resumes in seconds (cover letters too).
 
2/ QuillBot
 
Grammarly on steroids, but better.
 
Why I like it: Fixes all grammatical errors + their AI tool can rephrase your writing for clarity and impact.
 
3/ Tome
 
Generate visually appealing presentations in seconds.
 
Why I like it: Input topic, get a tailored presentation you can use in interviews (Ex. SaaS outbound sales prospecting strategies).
 
4/ Lavender 💜
 
Craft compelling emails that get responses.
 
Why I like it: Their AI can optimize your cold emails for effective networking.
 
5/ Speeko — A.I. Speech Coach
 
Enhance interview skills with an AI speech coach.
 
Why I like it: Improves clarity and conciseness through tone, filler words, and word choice analysis.
 
6/ Reworkd AI
 
AI analyst for personalized research.
 
Why I like it: Completes any task for you (Ex. SWOT analysis for a company you're interviewing with). A great alternative to ChatGPT's web access limitations.
 
--
 
These tools can save you hours of work.

And help you stand out as a candidate.
 
Just make sure you carefully review the results and make edits/personalize where necessary.
 
Give these a try and let me know what you think.

#jobsearch #jobinterviews #ai

Companies can't attract talent today because they're not unique.

What every company posts on LinkedIn:

- We’re hiring!
- Click here to see our open jobs!
- Just reached unicorn status, join us on this 🚀
- My team is looking for it’s next rockstar, is it you?
- Just raised [insert $ amount] for our [insert funding round] and we have open roles!

Instead, tell people:

- How leadership supports people in tough times
- How you respect people's feedback & ideas
- How you're building an inclusive culture
- What kind of trust & flexibility you offer
- If employees actually take time off

That's unique and what people actually want.

What else should companies share?

(I did this for my own company last week, see below for what happened)

#jobsearch #careers

In 2014 I pivoted from Consumer Goods to Tech.

I took a paycut.

But just 12mo. later I made 3x the salary in my last job.

4 yrs later my earnings increased by 2x.

Worked for two companies changing the world (LinkedIn, BetterUp).

Received equity/stock that has grown YoY and helped me build a portfolio.

Met tons of smart, incredible friends, mentors, colleagues, & leaders that have up-leveled my game.

And learned new skills to help me start my own business and help so many others w/ their careers today.

It was a scary decision to make at first but it was an intelligent risk I thought was worth it and haven't looked back.

There are no “right“ career paths, just one that's right for you. If you're thinking about a change or want to try something new, do what's best for you.

And if you're interested in breaking into Tech or a similar path to the one I took, check out the nextplay sales fellowship. I'm working with them to help people start their careers in Tech sales at the world's best tech companies.

Learn more & apply here: https://www.nextplay.io/ (next cohort starts June 14th)

I bombed most interviews when I started looking for jobs.

When I tried networking it felt like nobody ever responded.

The first website I made was so bad random people reached out about all the design issues and typos.

When I first started pitching clients I got nervous and rambled.

My first LinkedIn posts would barely crack 100 views.

Don’t be discouraged if you're not good at something.

Not being good is part of the process.

You learn by doing.

And every successful person you see had a Day 1.

You checked all the boxes.

Salary. Title. The LinkedIn headline.

But something still felt off.

We’ve outgrown the old definition of success.
(And it’s about time.)

After coaching hundreds of professionals into
roles they actually love, one thing is clear:

The most fulfilled people?

They’re still ambitious.

But they’re aiming differently.

Here’s what they prioritize now:

1. Flexibility
→ Control over your time = real freedom
→ Autonomy fuels performance
→ It’s not a perk. It’s a priority.

2. Purpose
→ Your work should mean something
→ Impact > image
→ Purpose keeps you going when it gets hard

3. Work you enjoy
→ Energy is a signal (follow it)
→ Dreading Mondays isn’t normal
→ The everyday matters more than the highlight reel

4. Time for life
→ What’s success worth if you can’t enjoy it?
→ Space creates clarity (and longevity)
→ Your home life deserves your best.
Not your leftovers.

You can still aim high.
But you have to aim smart.

Make sure the target fits your life.
Not someone else’s.

P.S. What does success mean to you?

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

Before you plan the next happy hour, here’s what
(actually) makes employees happy…

A lot of companies still don’t get it.

They obsess over perks people don’t care about:

Swag bags
Office trivia
Happy hours
Pizza parties
Ping pong tables

But ignore what actually matters to them.

Sure, happy hours can be fun.

But if you aren’t getting the basics right,
your best people won’t stay.

Instead, invest in what your team values:

Flexibility that shows you respect their time
Managers who support, not micromanage
Being treated like people, not resources
Feeling appreciated and supported
Clear, honest communication
Pay that reflects their value
Work that feels meaningful
Real opportunities to grow
Psychological safety

Here’s the truth...

Every high-performer I’ve coached says
the same thing:

The perks don’t matter if they don’t feel
valued, trusted, and empowered.

What else would you add to the list?

Salary can't always be negotiated.

But a signing bonus?
Happens all the time.

Additional PTO?
It's possible.

$$ for continuing education?
Sure, why not.

Most people think negotiation is just about salary, but there's a lot more on the table than you think:

Equity/stock options
Increased commission or variable
Vacation
Unpaid time off
Title
Training budget
Flexible schedule
Performance targets / bonuses
Signing bonus
Relocation
Parking
Delayed start date
WFH/Remote work

Kudos to interviewers who go out of their way to do this for candidates:

- Build rapport to help calm nerves
- Encourage candidates to use notes
- Avoid asking “trap“ questions
- Allow pauses for thoughtful responses
- Offer extra time if needed
- Share potential topics/questions before an interview

These practices lead to:

☑ Less stress for candidates
☑ More productive conversations
☑ Better overall interview experiences

Shout out to the hiring teams fostering an environment where candidates can be their best.

I hope to see more of this.

What's your best interview experience? 
Share below.

Reshare ♻ if you want to see more of this too.
And give me a follow for more posts like this.

You're not just choosing a new job.

You're also choosing a boss.

3 revealing questions to identify a good or bad boss in your next interview:

1) “Of all the people who’ve worked for you, how many have been promoted and how did you help them get there?“

This can reveal a lot of about how they develop and support their people.

The best managers will have specific examples on how they did this.

2) “Can you share a time when an employee gave feedback on something that can be improved or changed?“

This can reveal how they accept and implement feedback (or not).

The best managers make people feel heard, understood, and respected when accepting feedback.

3) “What leadership development opportunities exist here?“

This isn't just for you, but it reveals how the company is investing in their leaders.

You'll likely have multiple managers at your company so this is important to know.

--

Who you work for matters.

Choose wisely.

The best candidates don’t just answer questions.

They ask great ones too.

10 smart questions to ask in your next interview:

1. What types of skills is the team missing that you're looking to fill with a new hire?

↳ Listen for specific skills that align with your strengths and expertise.

2. What metrics or goals will my performance be evaluated against?

↳ Look for clear, measurable goals that you feel confident in achieving.

3. What are the company's current goals, and how does this team work to support hitting those goals?

↳ Pay attention to how well the team's objectives align with the overall company mission.

4. What's the most important thing I should accomplish in the first 90 days?

↳ Ensure that the expectations are realistic and that you have the necessary resources and support to achieve them.

5. Do you expect my main responsibilities in this position to change in the next six months to a year?

↳ Be aware of potential role changes and consider if they align with your career goals.

6. Is there anything I should read that would help me have a shared understanding with my potential future colleagues?

↳ This can provide insight into the company culture and expectations. Take note of any mentioned resources.

7. What do new employees typically find surprising after they start?

↳ Watch out for any red flags or challenges that may not have been apparent earlier.

8. How does the team I'll be part of continue to grow professionally?

↳ Look for opportunities for learning, mentorship, and career development within the team.

9. Where have successful employees moved on to?

↳ Pay attention to the types of roles and companies that successful employees have moved on to, as it can indicate potential career paths.

10. Is there anything I can clarify for you about my qualifications that hasn’t already been addressed?

↳ This is your chance to address any concerns or highlight relevant skills that may not have been discussed earlier.

---

Pro Tips:

- Be as specific as possible:

(Example: Instead of just asking “Where have other successful employees moved on to?“ Try “Where have other successful managers on the data team moved on to?“)

- Don't ask things that you can easily find with a quick Google search

- Listen carefully to the interviewer's responses and take notes to identify key information and potential red flags

---

♻ Repost to help someone on their next interview
And follow me for more posts like this.

I had a client negotiate her job offer.
Got $100,000 more in total comp.

Another client was told “no” twice…
and still secured $60,000 more + a title bump.

Not because the market changed.
Not because the company got generous.

Because their strategy changed.

73% of employers expect you to negotiate.
55% of professionals don’t.

That’s a costly silence.

Negotiation isn’t about being difficult.

It’s about showing up prepared and knowing your value.

Here's how to do it right:

1. Research what’s fair
Know the going rate for your role and level.

2. Know your impact
Have proof of what you’ve led, built, or improved.

3. Define your range
Set your target and your bottom line.

4. Look beyond salary
Include PTO, bonuses, equity, flexibility.

5. Practice out loud
Once is better than never. Confidence shows.

Common missteps to avoid:

🚫 Accepting an offer on the spot
🚫 Leading with your lowest number
🚫 Ignoring the full compensation picture

Smarter ways to respond:

🗨 “Based on what I bring, let's revisit the package.”
🗨 “What flexibility is there in total compensation?”
🗨 “Thanks. Can I take some time to review this?”

Coaching 100s of people into roles they actually love 
has taught me:

You don’t get what you deserve.
You get what you negotiate.

Your new boss is expecting it.
You just have to be ready.

Save this for when the offer comes in.
Send it to someone who’s due for a raise.

(73%, 55% Stat Source: CareerBuilder)

Friendly reminder: You don’t need to work at companies like Apple, Google, Amazon, etc. to have a successful & fulfilling career. Maybe it makes sense, maybe not. Too many (esp. younger people) tie their self-worth to getting a job at these companies when they shouldn’t. Instead, seek out opportunities that make you a better professional, align w/ your values and give you an opportunity to grow.

What else would you add?

#careers #studentvoices

Changing careers isn’t risky. 
Staying stuck in a role that drains you is.

If you’ve been thinking:

“Is this it?”
“Every day feels the same.”
“I wish I were doing something else…”

It might be time for a change.

People will say it’s not a good time because of “the market.”

But I’m still helping people every month land better roles with better pay.

Scared to make the leap? That’s totally normal.

But you don’t have to quit tomorrow.
Just start small.

5 smart ways to start moving toward it today:

1. Reframe “starting over” 
↳ You’ve got years of knowledge, mistakes, and 
wins under your belt.

You’re not starting over. You’re starting from experience.

2. Don’t wait for the perfect moment 
↳ There is no such thing.

Momentum builds when you move, not when you wait.

3. Focus on transferable value 
↳ You don’t need a perfect resume match. 
Skills evolve, value translates.

4. Build before you leap 
↳ Start planting seeds now:
• Update your LinkedIn
• Reconnect with people you admire
• Learn one new tool or concept a week
• Say “yes” to one stretch opportunity
  
5. Know your worth (and ask for it) 
↳ The market rewards courage. Be bold.

The moment you realize starting over isn’t 
something to fear…

Is the moment things start making sense.

You’re not behind.
You’re right on time.

And you’re bringing experience with you.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

73% of employers expect you to negotiate.
55% of professionals don’t.

That’s a costly silence.

Negotiation isn’t about being difficult.

It’s about showing up prepared and knowing your value.

Here's how to do it right:

1. Research what’s fair
↳ Know the going rate for your role and level.

2. Know your impact
↳ Have proof of what you’ve led, built, or improved.

3. Define your range
↳ Set your target and your bottom line.

4. Look beyond salary
↳ Include PTO, bonuses, equity, flexibility.

5. Practice out loud
↳ Once is better than never. Confidence shows.

Common missteps to avoid:

🚫 Accepting an offer on the spot
🚫 Leading with your lowest number
🚫 Ignoring the full compensation picture

Smarter ways to respond:

🗨 “Based on what I bring, let's revisit the package.”
🗨 “What flexibility is there in total compensation?”
🗨 “Thanks. Can I take some time to review this?”

Coaching 100s of people into roles they actually love 
has taught me:

You don’t get what you deserve.
You get what you negotiate.

Your new boss is expecting it.
You just have to be ready.

🔖 Save this for when the offer comes in.
📤 Send it to someone who’s due for a raise.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

(73%, 55% Stat Source: CareerBuilder)

If people make something look easy, it's probably not.

Does luck play a factor?

Sure.

But waiting for luck isn't a long-term strategy.

I work with people who:

- Secure 6-figure salaries (and negotiate for more)
- Get promoted faster than anyone else
- Land jobs at top companies
- Become top-performers
- Ace their job interviews
- Start/run a business
- Raise $

These people aren't “winging it“ but put in the time and practice to get to where they are.

Best part?

I know anyone can do it.

Friendly reminder:

Work-life balance isn’t “one-size-fits-all.”

As this image shows, it can take different forms.

A better term might be “work-life harmony.”

Because not all work fits neatly into a 9-5 window.

And that’s ok.

This is the reality for many people.

The key is finding a rhythm that lets you thrive
both professionally and personally.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

(Image inspired by: BetterUp)

You don’t get what you deserve. You get what you negotiate. (Salary is just the beginning.)

Smart people know there’s real value beyond just base pay.

And they negotiate for it.

This year, here’s what I helped some of my clients negotiate:

- $200K more in stock/RSUs
- Minimum 6 months severance if laid off
- Sr. Manager to Director title bump
- Extra week of PTO

Here's what you can negotiate with your next offer:

1. Company Equity
↳ Even 0.5% can grow significantly.

2. Signing Bonus
↳ 10-25% can be common. Helps cover any gaps 
between jobs or what you’re giving up.

3. Extra Vacation Days
↳ One more week gives you proper time to disconnect.

4. Remote Flexibility
↳ Two days saves commute time and improves 
work-life balance.

5. Development Budget
↳ $5-10K for courses and conferences keeps 
skills current.

6. Performance Bonuses
↳ Get the formula in writing to avoid misunderstandings.

7. Better Title
↳ Senior Director vs Director. Sets you up for the 
next role.

8. Flexible Hours
↳ Working when you're at your best benefits everyone.

9. Premium Health Coverage
↳ Lower deductibles and better networks matter.

10. Extended Start Date
↳ Take time between roles to properly reset.

11. Home Office Setup
↳ Good ergonomics prevent long-term issues.

12. Commute Coverage
↳ Monthly stipends are often tax-advantaged.

13. Relocation Package
↳ Full-service moving reduces transition stress.

14. Severance Terms
↳ Standard protection if restructuring happens.

15. Accelerated Reviews
↳ More frequent check-ins mean faster promotions
and pay increases.

Remember: Everything is negotiable.

The worst they can say is no.

But often they'll say yes, or meet you halfway.

These benefits add up to tens of thousands in value.

Don't leave money on the table.

Your future self will thank you.

What's one thing you've negotiated for in the past that wasn't salary?

Drop it in the comments below.

📌 P.S. Negotiation is just one piece of the equation. Inside my Career Leap Accelerator, I help professionals position themselves for senior-level individual contributor or leadership roles, prepare for interviews, and navigate offers strategically.
If you’re considering a move and want support at that level, check out the Featured section of my profile to learn more.

Culture drives everything.
 
The late Tony Hsieh (former CEO of Zappos) said it best.
 
Company culture gets talked about a lot.
But good culture is hard to come by.
 
10 hard realities about company culture:
(that needs to be talked about more)
 
1. Culture starts at the top - Leadership sets the tone for values, priorities, and acceptable behaviors that trickle down through the organization. Cultural transformations require their commitment.
 
2. There will always be some disconnect - Even with strong, aligned leaders, variances in departmental and regional cultures are inevitable with scale. Minor disconnects are normal.
 
3. It evolves over time - Company culture isn't static. As strategies shift, the team diversifies, and new leaders emerge, some aspects of culture will change.
 
4. It impacts the employee experience - From engagement to retention to performance, studies show culture is tied to the employee experience.
 
5. It's revealed in times of crisis - When major events or challenges arise, you witness the true character and cultural fabric of a company.
 
6. It's a competitive advantage - Promoting a culture focused on shared values and healthy behaviors can attract better talent and customers.
 
7. It has hard costs and returns - Toxic cultures drive turnover. Positive cultures drive efficiency, innovation, and growth. Both affect the bottom line.
 
8. Systems and policies are culture too - Formal processes, guidelines, and even office layouts reinforce aspects of your culture, for better or worse.
 
9. It's difficult to truly change - Shifting behaviors and mentalities at scale is extremely hard, slow work. Quick culture resets rarely stick.
 
10. It's impossible to perfect - Even the best cultures have opportunities for improvement. The journey is constant.
 
Building culture is tough work.
And a long-term job.
 
But it translates to happier, more productive employees.
 
And better business for everyone.
 
Which of the realities above can you relate to?
Let me know.
 
--
♻ If this resonates, repost to your network.
And follow me for more content like this.

And if you want to build your culture with the best talent, give Wiseful a try: https://www.wiseful.co

95% of people want success.

(Only 5% know how to get it.)

Success isn’t about working harder.
Or being the smartest in the room.

It’s about thinking differently.

Because only 5% of success is strategy.
The other 95%?

It’s mindset.

The most successful people train their minds to respond
better, faster, and with more clarity.

And you can too.

Not by avoiding challenges.

By using them to grow stronger.

Thanks to my friend Justin Wright for this powerful visual.

9 mindsets the most successful people live by:

1. Commit to constant learning and growth
➟ Success isn’t what you know. 
It’s what you do with what you learn
➟ Stay curious. Ask better questions

2. Be the solution, not the complaint
➟ Most talk about problems. Few solve them
➟ They focus on fixing what’s within their control

3. Take calculated risks and learn from losses.
➟ Mistakes don’t shake them. They shape them
➟ They adapt fast and rebound stronger

4. Set clear goals and work on them daily
➟ No goal = no direction
➟ They say no often to protect their time and focus

5. Stay strong when things get tough
➟ Pressure doesn’t break them. It builds them
➟ Setbacks become turning points

6. Learn from people who’ve already done it
  ➟ They don’t waste time guessing
  ➟ They model what works, then make it their own

7. Make health a top priority
➟ Your body is the engine. Your mind is the driver
➟ Fuel both

8. Deliver on their word every time
➟ They’re not just liked. They’re trusted
➟ Do what you say. Show up

9. Practice gratitude, especially when things feel slow
➟ Gratitude creates clarity
➟ It sharpens focus and drives what matters most

How you think drives what you do.
What you do creates who you become.

Success is built in daily choices.
It’s not easy. But it’s always worth it.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

(5% strategy and 95% mindset stat source: Proctor Gallagher Institute)

My favorite diagram.

The people I most enjoy working with:

Dream Big
Get Stuff Done
Know How to Have Fun

They also tend to be the most successful I’ve been around.

I learned this when I first started working at LinkedIn exactly 10 years ago.

How anyone can get better at all 3:

🌟 Dream Big

Thinking really big, with no limits, is a skill that can be developed. When you let your mind go wild with the craziest, biggest possibilities (while still making sense), you can come up with totally new ways to make things happen.

Tips:

✓ Regularly ask yourself “What would it take to 10X this?“
✓ Seek out people and content that inspire big visions
✓ Practice articulating ideas in a way that excites others

💪 Get Sh*t Done

Dreaming big is just the beginning. The real magic is in the ability to execute relentlessly to make the vision real. The most effective people barrel through obstacles with grit and determination to deliver.

Tips:

✓ Break big goals into concrete milestones
✓ Develop deep resourcefulness, always find a way
✓ Track your progress and share updates a lot

🎉 Know How to Have Fun

At the end of the day, even the biggest wins can feel empty if you don't have a good time getting there. Knowing how to have fun - lifting up others, finding the humor and joy, and not taking yourself too seriously - can be the secret sauce.

Tips:

✓ Make an effort to celebrate the people you work with
✓ Make sure your values show up in how you do your job
✓ Look for chances to smile and joke around every day

Reshare 🔄 to inspire others.
And follow me for more posts like this.

(Shout out to LinkedIn’s former CEO, Jeff Weiner, for the visual and insights)

A client texted me: "I just accepted the offer. Same money as I'm making now."

I asked what made her say yes.

"The hiring manager was really interested in what I had to say. She genuinely liked my ideas for the team. My current boss hasn't really done that for me."

My friend Dora Vanourek said it best with this image.

Some companies will never see your value while you're sitting at their table.

Not just your financial value - your actual contribution.

Your ideas might get ignored.
Your skills might go unused.
Your wins go unnoticed.

You stop growing. Stop learning. Start feeling invisible.

Then you interview somewhere else and the difference is immediate. They ask for your opinion. They're excited about what you could bring. They actually see you.

That's when you realize: you weren't the problem. The table was.

And here's what kills me - the same company that ignored you for years will hire someone externally for 20-30% more than what they're paying you and immediately implement their ideas.

Give them the visibility you asked for. The projects you wanted to lead.

They had the resources. They just didn't value you enough to use them.

If you feel invisible, underutilized, or like your manager doesn't actually care what you think - start exploring.

Not just for more money. For a place that actually values what you bring.

Because the fastest way to feel valued isn't convincing people who ignore you to finally pay attention.

It's finding people who already see what you're capable of.

If you're ready to find a role where you're actually valued - not just paid - I help people position themselves for $200K-$500K opportunities at companies that respect their people.

careerleap.co

Don't let 'hustle culture' hijack your holidays.

It's ok to slow down.

So many people I know are exhausted trying to find a new job, handle their current job, get through school, etc.

The work will be there when you return and the world will be fine.

I promise.

♻ Reshare with others to help spread the word

Most candidates lose the interview before they ever answer a question.

It's rarely about their resume.

It comes down to what they say, and what they don't.

I've coached hundreds of senior ICs, Directors, and VPs through high-stakes interviews. Almost all of them walk in with the same plan:

Prepare answers to common questions.

Rehearse the career story.

Wait to be asked the right things.

Meanwhile, hiring managers are sitting across the table thinking:

"Does this person actually get what we need?"
"Will they require constant hand-holding?"
"Are they here for a paycheck or to solve real problems?"

The candidates who get hired say things most people never think to say.

12 phrases hiring managers want to hear:
- "I value direct feedback early"
- "I've solved a similar problem before."
- "Here's how I'd approach the first 90 days."
- "Can I walk you through how I handled that?"
- "I like improving systems, not just completing tasks."
- "What usually causes people to struggle in this role?"
- "What's the biggest problem this hire needs to solve first?"
- "I care about work that drives measurable business results."
- "What does success look like in this role after 12 months?"
- "I'm comfortable making decisions without constant direction."
- "What would make someone a standout hire on this team?"
- "Is there anything about my background you'd want me to clarify?"

Saying them isn't enough.

You have to back each one up with stories, real numbers, or a specific example from your own experience.

But phrases like these show initiative. They signal accountability. They show curiosity about the actual business, not just the job.

Hiring managers at this level aren't trying to fill a seat.

They're trying to find someone who already understands the problem they were hired to solve.

That's the bar.

P.S. My job search accelerator (Career Leap) is built for $200K-$500K job seekers who want the actual playbook for landing senior roles. If that's what you're working toward, head to the featured section of my profile to learn more.

Before you plan the next happy hour, here’s what
(actually) makes employees happy…

A lot of companies still don’t get it.

They obsess over perks people don’t care about:

❌ Swag bags
❌ Office trivia
❌ Happy hours
❌ Pizza parties

But ignore what actually matters to them.

Sure, happy hours can be fun.

But if you aren’t getting the basics right,
your best people won’t stay.

Instead, invest in what your team values:

✅ Flexibility that shows you respect their time
✅ Managers who support, not micromanage
✅ Being treated like people, not resources
✅ Feeling appreciated and supported
✅ Clear, honest communication
✅ Pay that reflects their value
✅ Work that feels meaningful
✅ Real opportunities to grow
✅ Psychological safety

Here’s the real truth...

Every high-performer I’ve coached says
the same thing:

The perks don’t matter if they don’t feel
valued, trusted, and empowered.

P.S. What else would you add to the list?

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

Hiring good people is just the start.

Onboarding well is the key to keeping them.

The truth about weak onboarding:

↳ It costs you 2-3x more in the long run
↳ Creates unnecessary imposter syndrome
↳ Breeds preventable mistakes
↳ Kills momentum before it starts

What strong onboarding actually looks like:

1. Structured First 90 Days
• Clear milestones and wins
• Regular check-in rhythm
• Progressive responsibility increase

2. Support System That Works
• Dedicated mentor assignments
• Cross-team introductions
• “Stupid question“ channels

3. Resources Ready Day 1
• Updated documentation
• Tool access pre-configured
• Team processes explained

4. Learning Built Into The Schedule
• Protected learning blocks
• Practice environments
• Feedback loops

Stop expecting people to “figure it out.“
Start investing in their success.

The best companies know:
A slow start beats a false start.

What was your best (or worst) onboarding experience?

♻ Share if you believe in better onboarding

I've interviewed 2,000+ people.

The strongest candidates weren't always the ones with the most experience.

They were the ones who made it easy for me to understand why they were a fit.

They didn't sound rehearsed.

They knew which parts of their experience mattered, had examples ready, and could connect what they'd done to what we needed.

And most interviews still come back to some version of the same questions.

"Tell me about yourself."

Don't walk me through your resume from the beginning.

Give me the parts of your background that are most relevant to this role, a result or two that backs it up, and why this opportunity makes sense as your next move.

"What's your greatest weakness?"

Pick something real, but not something that's a core requirement of the job.

Then tell me what you've actually done to get better at it.

"Why are you leaving?"

You can be honest without unloading every frustration you have with your current company.

Keep the answer focused on what you're looking for next and why this role gives you more of it.

"Where do you see yourself in five years?"

Nobody expects you to predict your exact title in 2031.

They want to understand what you're working toward and whether this opportunity fits that direction.

"Why should we hire you?"

This is where you connect the dots for them.

What problems are they hiring this person to solve?

Show them where you've solved something similar before.

But there's another part of the interview that candidates spend far less time preparing for:
"What questions do you have for me?"

I've seen great candidates give solid answers for 45 minutes and then finish with:

"So... what's the culture like?"

The questions you ask can tell an interviewer a lot about how you think.

That's why I put 10 of my favorites in the cheat sheet below.

Save it before your next interview.

And if you're interviewing for senior roles and want help preparing beyond a list of questions, I have more information about my Job Search Accelerator in the Featured section of my profile.

Careers paths look very different today.

What I thought a career would be at 21:

- Get promoted every year.
- Nice company car.
- Parking spot w/my name on it.
- Same company for 20+ years.
- Retire and get a plaque for all my years of service.

Enter the system. Wait my turn.

What it actually looks like:

- Multiple companies over a lifetime.
- Maybe working full-time w/ a side hustle.
- Joining companies that didn’t exist 5 yrs ago.
- Extended time-off to travel or care for family in between jobs.
- Different jobs & passion projects instead of doing the same thing the rest of your life.

Careers today are not always linear.

Could they be? Absolutely.

But if it zigs and zags that's ok too.

Keep doing you.

💪

What Shape Are Your Skills?

Forget fuzzy personality quizzes.

This one can shape your entire career trajectory.

After coaching 100s of professionals into their
dream roles, here’s what I’ve learned:

The way your skills are shaped...

➟ Your depth in some areas
➟ Your range in others
➟ How you focus and lead

...offers powerful insight.

Not into what you should do.
But into what’s already working.
And where you might want to grow next.

Here’s a framework that helps you see it more clearly:

T-Shaped

✅ Broad knowledge
✅ Deep expertise in one area
➡️ Great collaborator, but may hit a ceiling
without leadership depth

M-Shaped

✅ Multiple deep specialties
✅ Spans several disciplines
➡️ Built for systems thinking and leading in complexity

V-Shaped

✅ Deep core strength
✅ Adjacent versatility
➡️ Ideal for pivots and stepping into new challenges

E-Shaped

✅ Creativity + collaboration + communication
✅ Grounded in execution
➡️ Perfect in client-facing and creative roles,
but can plateau without strategic growth

I-Shaped

✅ Deep focus in one area
✅ Specialist status
➡️ Highly trusted (often overlooked for leadership)

X-Shaped

✅ Strategic range
✅ Deep domain + leadership strength
➡️ Think executive-level impact. Rare. In demand.

No shape is better.
But some shapes move faster,
depending on where you want to go.

The key?

Grow into your next shape with purpose. Not by accident.

So…
What shape are you today?
What shape are you stretching into?

👇 Let me know in the comments.
Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

It’s not the smartest people who get promoted.

It’s the ones who make work easier for everyone else.

The ones who:

➟ Remove friction
➟ Solve problems fast
➟ Don’t need to be chased

1. Get Sh*t Done (Without Being Asked)
↳ Spot the gap. Solve the problem. Don’t wait.

2. Make Your Impact Visible (Without Bragging)
↳ Share progress. Show results. Stay top of mind.

3. Know What Matters (And What Can Wait)
↳ Prioritize what moves the needle. Drop the rest.

4. Be Easy to Work With (No Drama, No Hand-Holding)
↳ Anticipate needs. Share early.
Make others’ jobs smoother.

5. Ask for Feedback (Then Actually Use It)
↳ Listen well. Apply fast. Keep improving.

6. Communicate Clearly (So Work Gets Done Right)
↳ Say what matters. Avoid confusion.
Keep momentum going.

7. Be the One People Trust (To Deliver, Every Time)
↳ Be dependable. Stay ready. Become the go-to.

None of these require a title change.

Just a shift in how you show up.

Which one’s already your strength?
Drop your answer in the comments below 👇

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

Your career path is meant to energize and challenge you.

But sometimes we ignore the signs that it's time to move on.

(Credit to Rob Dance for the powerful visual)

Here are 16 signs it might be time for a change:

When you stop growing:

-You're not learning anything new
-Your skills have plateaued
-There's no path to move up

When the culture turns toxic:

-No one listens to your ideas
-Your manager is impossible to work with
-Sunday nights fill you with dread about Monday
-The environment feels hostile or unfair
-Someone is bullying you at work
-Good people keep leaving

When it starts hurting you:

-Work is making you sick or destroying your family time
-You've stopped caring about your job
-You feel stressed and unhappy most days
-Your manager never gives you feedback

When the business signals are clear:
-The company might not survive
-You're doing more work for the same pay
-What the company asks of you feels wrong

You don't have to rush into anything.

But you should honestly assess whether your current 
role is helping or hurting your career.

Sometimes a conversation with your manager can 
fix things.

Sometimes it can't.

But at least the ball is in your court.

I'm running a free masterclass on Tuesday breaking
down how mid to senior professionals make that move
without burning bridges or taking a step backward.

Save your spot here: https://lnkd.in/g8fyNm7g

I've helped 100s of candidates land 6-figure roles.

The best offers don’t always go to the best candidates.

They go to the most prepared ones.

Save this for your prep.
Share it with someone who needs a win.

12 tough interview questions with A+ answers
(from someone who’s seen what works):

1. “Tell me about yourself.”
↳ Share your value, impact, and what you’re building next.

2. “Walk me through your resume.”
↳ Show how each step made you stronger and more strategic.

3. “Why are you leaving your current role?”
↳ Don’t trash the past—focus on what’s ahead.

4. “I see a gap in your resume. Why did you take time off?”
↳ Be real. Keep it brief. Then move forward.

5. “How do you lead without authority?”
↳ Show how you align people and drive results anyway.

6. “Have you ever disagreed with your boss?”
↳ Prove your maturity: challenge with logic, solve with impact.

7. “What’s a decision you regret?”
↳ Pick one. Own it. Share what changed because of it.

8. “What’s something you’d do differently if you could?”
↳ Point to one thing that would’ve made a big difference.

9. “If I called your boss, what would they say about you?”
↳ Share real feedback that shows clarity, trust, and leadership.

10. “What’s your biggest weakness?”
↳ Be honest. Keep it small. Explain how you manage it now.

11. “What’s the biggest risk you’ve taken?”
↳ Walk through the bold move and the payoff.

12. “Tell me about a project that failed and what you did.”
↳ Own the mess. Show how you fixed it and rebuilt trust.

Great answers don’t just sound good.
They show you’re already thinking at the next level.

So if this helped you rethink how you prep...

Save it.
Remember it. 
Use it.

Because your next big opportunity could come down
to just 1 question.

But you’d better be ready for all 12.

—

📌 P.S. Ready to land a stronger role in 2026?

I'm hosting a free masterclass where I'll walk you through exactly how senior-level candidates engineer the offers they want.

Grab your spot here: https://lnkd.in/g8fyNm7g

Accepting a job offer without evaluating your future manager is a mistake you can't afford to make.

The interview isn't just for them to evaluate you.
It's for you to evaluate them.

And most people miss the signs because they’re too focused on getting a yes.

Here's what to watch for:

1. How they describe their team
↳ Do they talk about their people with pride and specificity?

Or do they generalize and sound detached?
The way they talk about their team tells you everything.

2. How they talk about the last person in the role
↳ If they blame or criticize, that's a red flag.

Healthy managers protect their people, even after they're gone.

3. How they handle disagreement in the panel
↳ Watch what happens when someone pushes back.

Do they listen? Or do they shut it down?
That's your preview of daily life on their team.

4. How they describe success at 90 days
↳ Are expectations clear, realistic, and collaborative?

Or vague and focused only on output?
Pressure without support is a pattern, not a phase.

5. How they respond to hard questions
↳ Ask something direct. Watch their reaction.

Do they get defensive? Or do they engage honestly?
Transparency is a sign of a secure leader.

6. How they talk about their own boss
↳ This one is underrated.

Toxic managers rarely respect authority above them either.
Listen for blame, resentment, or a lack of accountability.

The interview is data.
Use it.

You're not just evaluating the role. You're evaluating the person you'll spend the next two years reporting to, and a great title with the wrong manager will cost you more than the comp bump is worth.

Your next role should move you forward not set you back!

P.S. My job search accelerator (Career Leap) is built for job seekers who want the actual playbook for landing senior-level roles. If that's what you're working toward, head to the featured section of my profile to learn more.

If you're ever having a bad day, it doesn't have to end that way.

💪

#ifyouhadabadday

One of my favorite client stories from this year started with a layoff and turned into the biggest career leap of his life.

He was laid off. Severance running out.
Ready to take any job.

Even a step backward.

That’s when we started working together.

Here’s what changed everything:

We stopped chasing companies.
And started clarifying his mission.

The job market is tough. I see it every day.
Talented professionals questioning their worth.
Considering pay cuts.
Settling out of fear instead of intention.

But here’s the shift he made:

When you’re attached to a job, losing it breaks you.
When you’re attached to your purpose, losing a job redirects you.

Instead of panic-applying, we got strategic:

• Built a clear go-to-market plan
• Created a CEO efficiency playbook
• Designed custom, role-specific deliverables

Not generic resumes.
Documents that showed how he thinks and the impact he could drive.

He would use these in interviews.

The result:

→ Landed a level-up role in 8 weeks
→ Reporting directly to the CEO
→ 80% compensation increase
→ Plus a housing stipend

From nearly taking a step back
to the biggest leap of his career.

What made the difference?

He stopped chasing positions.
And started aligning around purpose.

The layoff gave him space to ask a better question:
“What impact do I want to make?”
Not, “Who will hire me?”

If you’re heading into the new year thinking about your next move:

You didn’t lose your value.
You’re just between chapters.

Three reminders I share with clients:

1. You lost a role, not your calling
2. You’re transitioning, not falling behind
3. You’re building a career, not scrambling for work

Companies don’t hire desperation.
They hire conviction.

So don’t lead with your situation.
Lead with your mission.

Your next role might be better than the last one.

And as the new year begins, it’s a powerful time to be intentional about what that next chapter looks like.

📌 P.S. If you want support approaching your next move strategically, I help professionals land fulfilling $200K–$500K roles without spray-and-pray applications.

If you’re curious about working together, fill out the short form in my Featured section and we’ll take it from there.