Advisory Sprint

The Rest of the Iceberg If you're looking for career opportunities, you want to find ways to access the rest of the iceberg. Earlier we mentioned that there are 3 ways besides advertised openings, that people find jobs. Through informational interviews, referrals and/or sending resumes to targeted companies, job seekers find positions before they're advertised.Job seekers cause a job to be created for them. More specifically, around the solution, expertise, or potential that they represent. Hiring managers and recruiters find candidates through their own networks or through head-hunters. Notice that these 3 markets are hidden, or not visible or advertised to the public. That's why they require a more proactive approach. Getting the right opportunity by applying on a job board can be like finding a needle in a haystack. These jobs not only have the most competition, they also represent only 1 out of 4 ways that companies fill positions. That means your career search could be 75% more effective by taking advantage of the other methods that companies use to hire. All it takes is a proactive approach.

Set Your Pace: Job Search Cadence Playbooks Your job search is a system. Not a to-do list. Not a burst of energy on a Monday morning that fades by Wednesday. It is a repeatable weekly rhythm that keeps you moving forward, even on the days you do not feel like it. Most people get this wrong. They either go all-in and burn out in three weeks, or they drift along hoping something will land in their lap. Neither works. What works is a cadence. A structured, sustainable plan for how you spend your time each week on the activities that actually lead to interviews and offers. Think of it this way. A job search is a go-to-market campaign. You are the product. And like any campaign, the strategy depends on your situation. Someone who is unemployed and needs income now is running a very different play than someone who is employed but ready to make a move. And both of those are different from someone who is stable but wants to stay sharp and build options. That is why we have built three cadences, not one. Your job is to pick the one that fits where you are right now and run it. The Three Cadences 1. Unemployed and Urgent You need income. Job search is your full-time job. This cadence runs 35 to 40 hours a week with a structured daily rhythm, morning, afternoon, and evening, that puts your best energy toward the highest-leverage activities. It is intense but designed to protect your mental health along the way. 2. Employed and Semi-Urgent You have a job, but you need to move. Maybe the writing is on the wall, maybe the role is just not right anymore. You are carving 12 to 15 hours a week from mornings, lunches, and evenings. Every hour counts, so this cadence is ruthlessly focused on quality applications, warm introductions, and getting in front of the right people. 3. Employed and Non-Urgent But Active You are stable. No fire to put out. But you are smart enough to know that the best time to build your network and your reputation is before you need them. This cadence runs 5 to 8 hours a week and is designed to compound over time. When the right opportunity shows up, you are ready to move fast. What Makes a Cadence Work Every cadence is built on the same engine. A weekly rhythm. Each week has a shape. Specific days are mapped to specific types of activity, whether that is applications, networking, follow-ups, or interview prep. A week is long enough to build momentum and short enough to course-correct if something is not working. The right mix of activities. Every cadence balances four things: getting visible (Reach), building relationships (Relationships), strengthening your positioning (Reputation), and converting opportunities into offers (Results). The proportion changes depending on your situation, but the categories stay the same. Clear targets. Each cadence includes weekly metrics so you know whether your system is working. Not just "I feel busy" but "I had 10 networking conversations and submitted 5 quality applications this week." If the numbers are off, you adjust. If they are on, you keep going. Built-in recovery. A job search is emotionally draining. Every cadence includes hard stops and protected time for rest. Burning out does not help you land a role. Sustained, focused effort does. How to Choose This is simple. Ask yourself two questions: Am I currently employed? How urgent is the move? If you are unemployed and need income, start with the Urgent cadence. If you are employed and need to move within the next few months, start with Semi-Urgent. If you are employed and building for the future, start with Non-Urgent But Active. And here is the important part: your cadence can change. If you are running the Non-Urgent playbook and your company announces layoffs, you shift to Semi-Urgent. If you get a layoff notice, you shift to Urgent. The playbooks are designed so you can move between them as your situation evolves. What to Do Next Open and download the playbook that matches your situation. Each one gives you a ready-to-run weekly plan with specific time blocks, activities, and targets. It is not a theory document. It is the plan you follow starting this week. If you are not sure which one fits, bring it to our next session and we will figure it out together. Your job search has a pace. Let's make sure it is the right one.

Think Like a Pipeline - Work the Opportunity Funnel Here is the truth about job search that most people never hear: you are running a sales pipeline. Not in a sleazy way. In a strategic way. Every salesperson knows that deals do not close themselves. You have to fill the top of the funnel, move opportunities through stages, track what is converting and what is stalling, and never, ever let the pipeline go dry. Job search works exactly the same way. Most job seekers do not think like this. They apply to a handful of roles, wait, check their email obsessively, and wonder why nothing is happening. Or they get one exciting conversation going and pour all their energy and hope into that single opportunity while everything else stops. That is not a strategy. That is a gamble. The Opportunity Funnel gives you a different way to think about your search. It is your dashboard. It shows you where things stand, where things are stuck, and what you need to do next. And when you combine it with your Job Search Cadence — the weekly rhythm you are already running — you have a complete operating system. The cadence fills the funnel. The funnel tells you whether the cadence is working. The Six Stages Your job search pipeline has six stages. Every opportunity you are pursuing sits in one of them. 1. Networking / Referrals / Posting This is the wide mouth of the funnel. It is everything you do to create possibility. Conversations with your network, attending events, engaging on LinkedIn, scanning job boards, asking for introductions. Nothing specific has happened yet, but you are generating activity and visibility. Volume lives here. 2. Leads / Applications Now you have a target. You have identified a specific role or company and taken action. You have applied, been referred in, or expressed direct interest. The opportunity has a name. 3. Initial Contact / Screening A human being on the other side has responded. A recruiter has called. A hiring manager has replied to your message. You are in a real conversation now. This is where you go from "one of many" to "someone worth talking to." 4. Formal Interviewing You are in a structured process. Panel interviews, presentations, case studies, multi-round conversations. The company is evaluating you seriously, and you are evaluating them. 5. Short-Listed You are one of the final candidates. The decision is close. This is where preparation, references, and how you have shown up throughout the process all come together. 6. Accepted Offer / Deal Done. Terms agreed, start date set. Pipeline complete for this one. The Key Measure: Conversion Here is where this gets powerful. The most important thing about the funnel is not how many opportunities are in it. It is how well they are moving from one stage to the next. That is conversion. And each conversion point tells you something specific. Networking to Leads: Are your conversations generating real opportunities, or are they just pleasant chats? Leads to Screening: Are your applications and outreach getting responses, or disappearing into the void? Screening to Formal Interview: Are you making a strong enough impression in that first conversation to move forward? Interview to Short-List: Are you performing well enough in structured interviews to make the final cut? Short-List to Offer: Are you closing? Are references, negotiation, and final impressions landing? When you track this, you stop guessing. You start diagnosing. "I am not getting anywhere" becomes "I am getting screens but not converting to interviews, so I need to work on how I show up in that first call." That is a solvable problem. Bottleneck Analysis: Where Are You Stuck? The funnel makes the problem visible. Wherever your pipeline narrows faster than it should, that is your bottleneck. Here is what each one usually means: Top of funnel is empty Not enough networking activity Not enough applications going out Too passive, waiting for things to come to you Fix: Increase volume. Go back to your cadence and make sure you are hitting your weekly targets for outreach and applications. Applications but no screens Your positioning is off. Resume, LinkedIn, or cover materials are not landing. You are targeting the wrong roles or companies Fix: Get feedback on your materials. Tighten your targeting. Make sure your value proposition is clear and specific to each role. Screens but no interviews Something is breaking in the first conversation. Your story is not clear, or you are not connecting. Fix: Practice your pitch. Record yourself. Work on how you articulate what you do, what you want, and why this role. Interviews but not getting short-listed Interview prep or performance is the issue. You are getting in the door but not standing out. Fix: More prep. More practice. Get specific feedback from your coach on where you are losing ground. Short-listed but no offer Final round execution, references, or negotiation Fix: Tighten your closing game. Make sure your references are prepped and aligned. Review how you are handling the late-stage conversations. The whole point is this: instead of panicking, you diagnose. You find the bottleneck, you fix it, and you move on. The Pipeline Rules These are the behaviors that keep your funnel healthy. Break them at your own risk. Never stop filling the top. This is the number one mistake. You get a promising opportunity. The conversations are going well. You start to feel hopeful. And you stop doing everything else. You stop networking. You stop applying. You stop reaching out. Then the opportunity falls through. And your pipeline is empty. You are starting from zero, emotionally wrecked, with nothing in motion. Do not do this. No matter how good a single opportunity looks, keep filling the top. Always. The pipeline protects you. Opportunities that are not moving are dying. If something has been sitting in the same stage for two weeks with no action, no response, no next step, it is stalling. Follow up. Re-engage. And if it still does not move, be honest with yourself about whether it is real or whether you are holding onto it because letting go feels like losing. Volume at the top. Quality in the middle. Early stages reward activity. Get conversations going, get applications out, be visible. Later stages reward preparation and performance. When you have a formal interview, that is where your energy shifts to deep prep. Adjust your effort to match the stage. Track it. If you are not writing it down, you are guessing. Use a simple tracker. A spreadsheet, a Notion database, even a piece of paper with six columns. Put every active opportunity in its current stage. Update it weekly. This is how you turn a feeling into data. Why This Matters A pipeline gives you something that job search rarely offers: a sense of control. You can see where things stand instead of just feeling overwhelmed. You can spot problems early instead of discovering them after months of spinning your wheels. You can make decisions based on data instead of anxiety. And most importantly, it keeps you from putting all your emotional energy into one basket. When you have multiple opportunities at different stages, no single rejection can knock you out. You absorb the hit, adjust, and keep moving because there are other things in the pipeline. That is the difference between a job seeker who is reacting and a job seeker who is running a campaign. What to Do Next Set up a simple tracker with the six stages as your columns Place every active opportunity in its current stage right now Look at where your pipeline is thin or stuck. That is your bottleneck. That is what we work on. Bring your pipeline to your next coaching session. We will diagnose it together and build a plan to fix what is not converting. Your cadence keeps the rhythm. Your funnel shows the results. Together, they are your job search operating system.

In this lesson, discover essential digital mastery techniques to enhance your professional journey, including effective online searching, optimizing your visibility, and navigating automated scree...

This is the first of a series of “interludes” you will work through as we go through this process. The first modules are foundational and linear, setting you up for career transition success by developing a solid strategy centred around you. There’s an in-depth module coming up later in the program, setting you up for your marketing efforts. While we are working on the first modules, we can get a jump on your outreach efforts with a parallel set of discrete tasks so that we will already have momentum on the marketing side. For this first module, read below. The 4 Rs Whether you are completely engaged in your current role or looking to make a career move or career change in the coming year, the secret to ensuring that you thrive is to build and protect the 4Rs. As an actor in the marketplace, you aim to generate demand and optionality over time. My model for creating this is the 4Rs. The 4Rs are the pillars of your marketability. They help: - ensure your security in your current role - connect you with key people in your professional eco-system - generate a flow of professional opportunities - and more. Reputation / Your professional reputation is all about the equity you’ve built over your years of academic and professional work for your work quality and professionalism. Relationships / Your professional relationships are the lifeblood of your career, fuelling your ability to get things done, generate opportunities, and stay informed in your domain. Reach / Your reach is a measure of how far that reputation spreads. How known and referable are you for your “thing” (outside of your office)? Referability / Your referability is a measure of how easy it is for your network to recommend you and how often it happens. In each future module, you’ll have a task related to starting the process of building the above.

Objective: This is a two-pronged (and longer lesson) covering the related topics of our connectivity/network and our reputation. Given all that we've covered in this course so far, you can see that your professional relationships are conduits. To referrals, information, social connection and opportunity. Strategically building this asset is a way of taking your professional identity and extending you reach into the market to further your goals and future vision.  For most mid-career professionals I know, professional reputation is nebulous and something that just happens. I challenge you to take ownership of and build this vital asset. Mission:  Watch the lesson video Comment/Discuss: What holds you back from embracing habits and practices to build your professional network? To what extent have you taken your professional relationships for granted? What approaches/strategies have worked for you? How will you behave differently going forward? What are the potential roadblocks to following through?  Comment/Discuss: For the section on professional reputation, what resonated with you? What was challenging? How can you leverage the concepts of this lesson to build your reputation? 

Discover the essential skills for having impactful professional conversations that build relationships, create opportunities, and leave a strong, authentic impression. Learn how to prepare, commun...

Who are your Champions? When the time comes for you to be on the shortlist of an opportunity, you will need references. Beyond those 3-6 names, there are others who might be happy to say or write something about you. These could end up being LinkedIn recommendations, testimonials, or other. Instructions See the downloadable PDF for a complete playbook Write down who you assume or plan to be your references. Who else could be a reference, potentially write a LinkedIn recommendation, or act as a referral source? Think about the people you’ve worked with over the years, in your various roles and employers. To help, here are the categories of people to look for: Your direct managers going back through your career Peers to your manager who you interacted with More senior people to your manager who know/knew you and saw the impact of your work Your peers - cross-departmentally. People you had in-depth work with. People you worked with external to the organization - partners, customers, vendors, consultants Your subordinates, direct or dotted line, particularly those who thrived under your leadership. You’ll add to this list over time and we will discuss how to put into use. For now, do a quick brain dump. What this is This module helps you build a professional references system. Not a list. A system. Because in real hiring decisions, references are not a formality. They are a risk-reduction tool that helps a decision maker feel safe choosing you. The bottom line You need references. References help you get hired. References can help you win business. References help other people feel good about backing you. The three principles You have the right to a reference for work well done. A strong reference is part of the real reward for strong performance. Your references can be powerful allies as you navigate your career. In today’s social world, “references” are bigger than 3 or 4 names on a document. Your goal is a network of people who will vouch for you formally and informally. What’s changed (and why you cannot ignore references) A growing number of US and Canadian employers have moved to work-confirmation-only policies. That creates a career-management bottleneck. You cannot change company policy. So your strategy must shift from: “My company will give me a reference.” to: “My relationships will speak for my work.” Key mindset: rely on relationships, not goodwill If you have a close relationship with former managers, peers, and direct reports, you can still get meaningful references. If someone cannot or will not speak candidly because of policy, thank them and choose someone else. The employer’s point of view (the buyer psychology) If you’ve reached the reference stage, hiring decision makers usually want to buy. They are trying to avoid being wrong. Three realities to anchor on: Everyone is pressed for time. Waste their time and they resent it. Make it easy and they appreciate it. If you’re at the reference stage, they want to confirm their decision. “We think you are the right person for the role. Let’s confirm that.” Safe and known beats unknown. References help you become “known” through other people’s eyes. What employers are actually looking for Most reference checking is based on one premise: Past behavior and performance is the best predictor of future behavior and performance. When employers check references, they are usually verifying: You are who you say you are. Your character, credibility, and trustworthiness. Your performance, outcomes, and patterns. Proof of relevant skills through specific examples. Your leadership and interpersonal style. Fit with the role, team, and manager. Warning flags and inconsistencies. How to best manage you. Three failure modes to avoid 1) The Setup If praise sounds uniform, overly polished, or coached, it triggers suspicion. 2) The Stale Old references cannot recall specifics. They may like you, but they cannot help you. 3) The Unavailable Work-confirmation-only policies can produce references who are polite but useless. Your referencing strategy 1) Build a reference bench, not a reference list Your goal is a bench of people who can speak with specificity. Aim for: At least one superior (ideally one per meaningful role). At least two peers. At least one direct report (if applicable). At least one written testimonial from a delighted customer or employer. 2) Use an “enthusiasm threshold” Have at least two people who are eager to speak honestly and enthusiastically about you. If someone is hesitant, constrained by policy, or lukewarm, treat it as data and replace them. 3) Make it easy for the reference checker Assume they are busy. Your job is to remove friction: Correct contact info. Clear roles and relationship labels. References briefed on the exact role. 4) Maintain references like a career asset References decay if you do not maintain relationships. Set a simple maintenance cadence: Light touch every 3 to 6 months. Reconnect immediately after a major win. 5) Protect confidentiality when currently employed Be explicit about: Who can be called. Who cannot be called. What timing is safe. Playbook Below is the action sequence. Step 1: Build your Reference Bench (60–90 minutes) Create two lists: Primary Bench (use today) Backup Bench (if asked for more) Use the mix rules: Superior Peer Peer Direct report (if applicable) Customer/employer testimonial Step 2: Run a “specificity test” (15 minutes per person) Before you ever submit a name, confirm the reference can speak to: 1–2 projects you worked on together 2–3 outcomes you delivered Your working style and leadership approach Any red flags they might mention If they cannot give specifics, they are not a strong reference. Step 3: Keep your reference list clean and current (30 minutes) For every person on your Primary Bench, capture: Full name Current title Current company Best email Best phone Preferred contact method and time window Step 4: Notify and brief references every time (10 minutes) When a check is coming, send: Who will call When they will call What role it is for What matters most in the role Step 5: Build “social references” (ongoing) In today’s market, your references ecosystem includes: People who will give LinkedIn recommendations People who will introduce you to hiring managers or recruiters People who will vouch for you informally behind the scenes Tools and templates Tool A: Reference Bench Worksheet (copy/paste table) Reference Type (Manager / Peer / Report / Customer) Context (company + role) Best outcomes they saw (2–3 bullets) What they can credibly say (3 bullets) Last touch Next touch Tool B: Reference Brief (send before checks) Copy, paste, and customize: Subject: Quick heads-up re: reference call Hi [Name], Quick heads-up that, [Company] may contact you as a reference for a, [Role Title] position. Here’s the context in 60 seconds: What they need most: [2–3 role priorities] The strengths I think matter here: [2–3 strengths] The outcomes you saw me deliver: [2–3 outcomes] My working style: [1–2 lines] The call may come from, [Name] sometime, [time window]. Thank you. I really appreciate you backing me. [Your Name]

Get 3–5 high‑signal LinkedIn recommendations in 24–48 hours that boost credibility and make you a lower‑risk, more compelling hire. See the downloadable PDF. When to Use You’re about to refresh your LinkedIn, resume, or portfolio. You’re entering a job search, raising visibility for a promotion, or need social proof ahead of interviews. You’ve just wrapped a high‑impact project, role transition, or client engagement. Prerequisites & Timebox Timebox: 75–90 minutes total (can be split into two 45‑minute sprints). Inputs: A shortlist of projects/wins from the last 12–24 months; a current LinkedIn profile with role descriptions updated; a simple tracker (sheet or Notion table). Tools & Templates Hit‑List Tracker (columns: Name | Role/Company | Relationship | Project/Context | Brand Pillar(s) | Proof Metric(s) | Draft Status | Request Date | Posted Date | Follow‑up | Notes). Request scripts for manager, peer, and client contacts (email + LinkedIn DM). Fill‑in‑the‑blank draft templates (manager, peer, client) so they can “tweak and post.” Nudge + Thank‑You templates and a Repurpose checklist. Steps (with checkboxes) 1) Build Your Hit List (15 min) [ ] List 8–12 potential recommenders who directly observed your work: managers; peers/cross‑functional partners; clients/vendors; project sponsors. [ ] Aim for variety + recency (last 12–36 months) and coverage across pillars. [ ] Mark Top 5 (most credible + most likely to reply this week). 3) Make the Ask the Easy Way (15–20 min) [ ] Send personalized requests (email or DM) referencing your shared project and the value of their perspective. [ ] Include this helper line: “Would it help if I drafted a short paragraph you could tweak?” [ ] Offer 2–3 focus prompts they can speak to (e.g., impact on X metric, how you led the team, how you handled constraints). [ ] If they say yes, reply with the draft + “Please edit freely—add/remove anything so it’s in your voice.” 4) Follow‑Through, Post, and Repurpose (10–15 min) [ ] Nudge gently at Day 7 if no response. [ ] Once posted, screenshot + copy the text to your asset library. [ ] Thank them [ ] Repurpose: add a short quote to resume/website; cite in interview stories; include in case studies. Scripts & Templates Request — Manager (Email) Subject: Quick favour — LinkedIn recommendation Hi [Name], I’m refreshing my LinkedIn to better reflect our work on [Project/Program]. You saw my role in [challenge] and the outcomes we achieved ([result/metric]), so your perspective would mean a lot. Would you be open to writing a short recommendation? Happy to draft a few lines you can tweak if that makes it easier. Either way—thank you for considering! Request — Peer/Partner (LinkedIn DM) Hi [Name]—I’m compiling a few short recommendations to spotlight cross‑functional wins. Would you be open to one about [project/context] (esp. [pillar])? I can send a 2–3 sentence draft to edit if that helps. Appreciate you! Request — Client (Email) Subject: Quick testimonial from our work at [ClientCo]? Hi [Name], I’m curating a few brief recommendations from recent client work. If you’re comfortable, a few lines on [engagement]—especially the impact on [business outcome/metric]—would be incredibly helpful. I can share a short draft as a starting point and you can modify freely. Draft Templates (edit freely) Manager template: “I managed [Your Name] during [Project/Period]. We faced [situation/challenge], and they [actions], resulting in [outcome/metric]. Beyond results, they [behaviour/leadership trait]. I’d happily work with them again.” Peer template: “I collaborated with [Your Name] on [Project]. They brought [specific expertise] and were instrumental in [action/outcome]. Their ability to [behaviour] made a clear difference, and I’d recommend them without hesitation.” Client template: “As [Title] at [Company], I engaged [Your Name] for [scope]. They quickly understood our context and delivered [result/metric] while [behaviour]. I would re‑engage them for similar work.” Nudge (Day 7) Hi [Name]—quick bump on the LinkedIn recommendation. No rush at all—just checking if a short draft would help. Appreciate you either way. Thank‑You Thanks so much for the recommendation, [Name]. I’m grateful for the collaboration on [project] and your time to share that perspective. Definition of Done + QA Check [ ] 3–5 new recommendations posted in the last 12 months. [ ] Coverage across manager/peer/client where possible. [ ] Each one includes specific context + action + measurable result. [ ] Collectively, they reflect your 3 brand pillars. [ ] You’ve reordered recommendations and saved copies in your asset library. [ ] No confidential data or sensitive metrics disclosed. Common Pitfalls & Fixes Generic asks → Personalize + reference the shared project; add the “I can draft for you” helper. Making them do the work → Send a concise draft; invite edits so it’s in their voice. One‑size‑fits‑all → Tailor by relationship (manager/peer/client) and by pillar. Fluff/no metrics → Replace adjectives with outcomes; include scale/impact where appropriate. Compliance concerns → Keep data non‑confidential; use ranges or qualitative impact if needed. All from one era/company → Mix recency and relationships to show breadth. No follow‑up → Calendar the Day‑7 nudge; close the loop with thanks. Repurpose Checklist [ ] Pull 1–2 sentences into your resume under a role (“What others say”). [ ] Add to case studies/portfolio. [ ] Reference in interviews (e.g., “My former client said…”). [ ] Use as social proof on landing pages (with permission).

This lesson emphasizes the importance of building your market awareness by understanding industry trends, your professional role, and your specialization, transforming you into a knowledgeable and...

Identify your Target Market If your goal is to obtain a job that fits, think quality, not quantity, of opportunities. You are better off trying to be the best candidate possible for a dozen openings rather than scatter your efforts across a hundred job applications. Your first step is to define the field, kind of organization, and kind of job you want. The beauty of having a target market in mind is that you can focus. Go back to the first article in the series, "Seven Steps to Uncovering Your Brilliance" to highlight your greatest assets. Your LiveCareer report can help you understand your career interests and work personality. Finally, refer back to the second article in this series, "In Search of Job Fit" to help you hone in on your target market. Map Your Target Market Your second step is to map your market. This involves gathering information on the companies, associations and people and how they're related. Examples of information to capture in your market map are: The market leaders - start with the obvious companies and then go deeper to identify the less visible Similar organizations - suppliers, vendors and customer organizations. Key contact people - the department manager, the executive of the group or the President, if a smaller company.Recruitment firms that specialize in the field Industry trends - what's happening in your professional area? The Internet and job boards in particular are valuable tools at this research stage. As you dig in, you'll find more sources for opportunities and be better prepared for conversations with people in the field. Diversify Your Efforts to Get the Job You Want To put yourself in the running for these "invisible" opportunities, you'll first need to find a way in. Once you're familiar with the recruiting methods and cycles of your target industry, be resourceful and use several paths to uncover opportunities. Network within your target market The benefit of having a target market focus is that there are only a certain number of players and influencers within the market. Knowing and being well thought of by these people is one of the surest paths to being a short-list candidate. Using your market map, start to approach companies and, more specifically, individuals at your target companies. There are three ways to go about this: Hot approach: Someone in your network makes a personal introduction or referral. Warm approach: Someone in your network offers you names to follow-up with. "I was meeting with John Smith at Acme Industries last week and he suggested that I give you a call. "Cold approach: Whom you contact depends on the size and complexity of the company, the degree of knowledge you have accumulated and your position. If your research has uncovered the name and title of the person you would like to work for, then they might be your target. For a smaller company, you might go directly to President or owner. Failing that, you can always approach human resources. A smart strategy is to have a reason beyond your interest in finding a job, for contacting each person. For example:You might have a question or response to news or industry trendsYou might have an expertise or solution you'd like to propose to address a particular need the company has.If you're early in your career, ask for an informational interview.

Hate networking events? Been too busy to schedule coffee chats? I get it. Still, relationships are critical to your career growth—but I’ve noticed most of my clients spend very little time or energy networking. You know it is important and something you should do. But you’re busy. COVID-19 interrupted any networking habits you did have. And after all those Zoom/Teams meetings, you are tired. Today, I have a networking practice I highly recommend you adopt. The good news? You can do it in your PJs, during your lunch break, or between Netflix episodes. ✅ Action item: Engage with content from other professionals on LinkedIn by Commenting or Sharing. 📌 Why am I recommending this? You probably aren't doing enough networking. This is an easy addition that you can fit into your schedule. You've likely lost touch with essential relationships. If they're posting anything on LinkedIn, you can show them that you care and help them out at the same time. You can expand your network by engaging with anybody you wish. There are nearly 1 billion users on LinkedIn, and it is not worth your time to be scattered. Instead, select the relationships you need to nurture and the people aligned with your goals. No gatekeepers. You get direct 1-1 access to anyone. While there's no guarantee they'll reply, if your comment is good (see below), and if you show up repeatedly, a digital conversation might ensue, which could lead to something. The quality of your comments can demonstrate your expertise, experience, and insightfulness. The person who posted AND everyone else looking at the post can see what you wrote. Visibility! Where and on what you comment can be a powerful signal of your intent to make a career pivot or change or demonstrate your expertise. 📌 What’s the benefit to my career? Your network, and key relationships, are a success driver for your career journey. This strategy enables you to nurture existing relationships, create new relationships and earn access to people relevant to your career and business goals. It will support: Job searches, career changes and incoming opportunities Building reputation and profile Any other professional goals you may have Get some engagement with key people, and then you can turn that into a connection, potentially a call or meeting, and hopefully a relationship and future opportunities. 📌 Why does it work? People post on LinkedIn (and other platforms) for a reason. They want to get a message out. They want to build their profile. They have a business goal. No one wants crickets when they post their content. It sucks. At the same time, LinkedIn and other platforms are making it more difficult for posts to get traction. So, you are doing that person a favor by engaging with their content. If no one comments or shares a post, the author will likely get 50-200 impressions. If comments and shares start happening, that number goes up. The most powerful form of engagement is Comments (Likes are nice, but don’t do much). The more Comments (and shares), the greater the number of impressions. 📌 How to Comment - Engage Meaningfully & Regularly The core of the strategy is to become known to them, setting up a connection request and an approach for a conversation. You do that by engaging with content the company or the people post or share. If they post jobs, simply Like and, if you wish to, Share their jobs. You’re helping them out. Add meaningful comments to their posts. Be interested, interesting and helpful. Ideally, your comments add value and spark conversation. You can support their idea, add a spin, ask a question, or share a relevant resource. Ideally, engage in a conversation. Ask a follow-up question to their post. Do this right, and multiple people at your target company will recognize you. Bonus: You’re not only becoming known to the person you’re targeting. Everyone else who engages with that person’s content is seeing your contributions. That will result in visits to your profile, connection invites and more. You’ll be building your network both directly and indirectly. Approach / Connect You’ll know when the time is right to approach those you’ve interacted with. Make a Connection request. More importantly, for the people you’ve been able to engage with, you want to see if you can get a meeting. Actions: Draft a personalized request for an informational chat. Keep the ask small, like a 15 min Zoom call. Develop and ask great questions based on the context of the conversation. If career related, you might ask about their career path, their organization and advice. If the conversation is more of a get to know, you’ll share who you are and your goals and ask them to do the same. Before you sign off, ask them if there’s one person they could refer you to who might also be a good connection and conversation. Act on what you learn. Referred? Follow-up. Do they require a skill you don’t have? Look into it. Tweak your LinkedIn profile as needed. Follow up with an appropriate thank you, and don’t abandon your activity. You’ll be armed with excellent insider information and multiple connections. This strategy isn’t complicated. It does require ownership and a level of consistency over time. It won’t payout in a couple of weeks. Stick with it and sky’s the limit!

It is a strange time in the economy. And if you are in job search mode, it can feel uncertain and scary. A client recently expressed discouragement from seeing 200+ applicants for a role posted on LinkedIn that he thought was a good fit. And you may see career advice that says to ignore job postings entirely. Here's what you need to know. First, do not be put off by a large number of applicants The number of applicants should not determine whether you apply for a posting. For more experienced, senior, and specialized roles, the 80/20 rule applies. Even 95/5. Only a small percentage of the applicants will be attractive candidates. Most of the applicants aren’t a match. Most are over-relying on a spray-and-pray approach to their “search.” I don’t want that to be you. I don’t want you to waste your time and energy. We want results. So, the caveat to point 1 is to only apply to jobs you feel you are a great fit for. Second, job postings ARE a legitimate channel for career opportunities I advise everyone not to put all their job search eggs in the same basket. There are multiple channels to career opportunities like recruiters, networks and referrals and targeting companies. Job postings are one channel and shouldn’t be your only channel. This is important because applying to job postings will work better for some than others. There are industries, roles and titles where people already in those fields can do very well with job postings. There are pockets of demand where there's enough supply, and postings work great. Candidates with matching job titles, strong brands attached to their experience and a great trajectory have an advantage. Here’s a way to test it: If, when you begin your job search, you see an abundance of fresh and interesting postings that you know you are a strong candidate for, then that’s a signal to start there. If the opposite is true, that’s a signal to double down on networks and targeted approaches. You will get stronger results when you take a selective, targeted approach to job postings backed up by strong marketing materials (resume, cover letter) and a polished and compelling LinkedIn profile. So, what should you do to optimize your job application activity? Be selective Is this a compelling opportunity, and are you a good match? You do NOT need to match all the requirements (companies often look for a unicorn). There should, however, be experience and expertise that you bring that’s central to the role's priorities. Use the 70% rule. Additionally, I want you to feel confident that you possess the personal qualities required. Follow this advice, and your conversion rate will increase. Apply strongly In some cases, create a tailored resume. And I advocate for a “why you” message that hits the key target outcomes of the role. If you are going to apply, do it well. Add a cover letter or message written in benefits language. It doesn’t have to be long. Additionally, make sure your LinkedIn profile is polished and compelling and on-target. And add the tactic below … Send a follow LinkedIn message or email to the hiring manager or recruiter Express your keen interest and highlight one or two areas of fit. Respect their process while using the message to bring your profile to their attention. (Tip: when a recruiter has hundreds of applicants to wade through and receives a polite and helpful message from someone who appears to be a fit, that person will likely get more attention.) Go beyond job postings with a proactive, multi-channel approach Postings, in most cases, SHOULD NOT be the only channel to opportunities. This passive approach has greater risk, fewer opportunities, and the most competition. The risk is greater for those people making significant pivots, with non-standard backgrounds, or in job/industry areas with fewer opportunities. So, be sure to … Leverage other channels Cultivate the relevant recruitment firms. Develop and reach out to your network. Research and target specific organizations. Job postings only represent a fraction of the opportunities available in the market. Be proactive, strategic, and intentional in your efforts for optimum results. Even better, create in advance the career capital, profile, and network power that generates a stream of ongoing opportunities and referrals for you.

You’ve got your resume and LinkedIn profile ready. You know your target roles. Now comes the real difference-maker: how you engage, apply, and follow up. Most candidates stop at hitting “Apply.” The stronger play is to think of this as a campaign, combining smart outreach with intentional applications and consistent follow-up. See the downloadable PDF for this lesson. Networking Before a Job is Posted This is the highest-leverage move. When you build relationships before a role exists, you’re not competing with a pile of applicants, you’re planting seeds. How to do it: Identify your target companies and map the people who matter: potential hiring managers, recruiters, peers. Start showing up: comment on their posts, share insights, add value where you can. Reach out directly: “I admire what your team is building at [Company]. With my background in X, I’d love to connect and learn more about your priorities in [function].” Stay in touch over time: light engagement, not heavy-handed. Why it works: By the time a role opens, you’re already a known quantity. Sometimes you even help shape a role that isn’t yet posted. Networking After a Job is Posted (But Before You Apply) This is the sweet spot for many. A job is live, but you haven’t yet submitted your application. Now you can build a bridge before your resume enters the system. How to do it: Look up the hiring manager or someone on the team. Send a short, professional message: “I noticed your team is hiring for X. I’ve worked on Y and Z, which I believe align closely. Before I apply, I’d love to connect and learn what’s most important to you in this role.” If you have a warm connection, ask for an introduction. The point is not to ask for the job directly. It’s to start a conversation. Why it works: You gain context you can use in your application. And when your resume hits their system, it’s not coming in cold. Networking After You’ve Applied This is where most people give up. They apply, then sit back and wait. That’s risky, because your application can get buried. How to do it: Within 24-48 hours, reach out to someone in the company: “I just applied for [Role]. With my background in X, I’d love to contribute to [Company’s priority/initiative]. I’d be happy to share more about how I can add value.” Who: You can reach out to the person listed as the recruiting contact (recruiter, Talent Acquisition Manager (TAM)). It can also be a good idea to try and ping the actual hiring manager. Particularly if you know you’re bringing something valuable to the role and organization. Keep it short and respectful. You’re not demanding a reply, you’re signalling initiative. Use follow-up to keep the thread alive if you don’t hear back: one or two nudges over a couple weeks is fine. Why it works: A direct message can bring your application to the surface. Recruiters often check LinkedIn before pulling resumes from their ATS, so being visible can make the difference. Apply Strategically When you do hit “Apply,” make it count. Customize your resume to highlight the experience that matches the role. Use the cover letter or text box (if available) to call out 2–3 ways you’d add value in the first 90 days. Follow instructions exactly. If the posting says apply on their site, do it. Quality beats quantity: it’s better to apply well to 10 high-priority roles than scatter 100 generic applications. Think of each application as a mini pitch. Show why you’re right for this job at this company. Follow Up, Track, and Refine The most successful candidates treat their search like a system. Track every application in a simple spreadsheet: company, role, date, contacts, follow-ups, and status. Follow up 5–7 days after applying if you haven’t heard anything. A short LinkedIn note or email is enough. Review your results every couple weeks. Which roles are responding? Which outreach messages are landing? Adjust your approach. Don’t over-invest in silence. If you’ve nudged twice and heard nothing, move on. Small, consistent actions compound. One thoughtful outreach every day is more powerful than bursts of 50 applications with no follow-up. Final Word Submitting gets you in the system. Outreach gets you noticed. Follow-up keeps you moving forward. Approach each step intentionally and you’ll separate yourself from the mass of applicants who stop at clicking “Apply.”

The Question “When I see a job posted on LinkedIn, should I hit Easy Apply, or should I go to the company’s careers site instead?” It’s a smart question. Choosing the wrong path can mean: Getting lost in a pile of Easy Apply resumes Missing important instructions from the company Or spending too much time on clunky systems The truth? There isn’t a one-size-fits-all answer. What matters is knowing how to choose the right path for the situation. See the downloadable PDF. Simple Guidance Here’s the rule of thumb: Direct application means applying on the company’s website or Applicant Tracking System (ATS). LinkedIn application means clicking “Easy Apply” or the LinkedIn redirect button. Your goal is to maximize your visibility, signal professionalism, and stay in control of how your application is reviewed. Pro Tips ✅ Always read the posting carefully. If they tell you where to apply, follow those directions. ✅ Your LinkedIn profile needs to be recruiter-ready. Even if you apply direct, they will check your profile. ✅ Track your applications. Use a simple tracker (spreadsheet or CRM) to note when, where, and how you applied. ✅ Outreach beats applying. Remember: the real advantage comes from making human contact — networking, referrals, and follow-ups. Closing Thought Submitting an application gets you into the system. Reaching out and connecting gets you noticed. Be strategic about where you apply — but always pair that with follow-up and conversation. That’s what moves your candidacy forward.

KEY TAKEAWAYS | To avoid over-relying on job postings for your next professional opportunity, use this strategy to target companies, find potential future colleagues in each, become known by engaging meaningfully with their LinkedIn (or X/Twitter activity), and then position yourself for follow-up conversations. Pre-Step 1: For this strategy to work, you need to know three things: What’s your goal? Be as specific as you can about your target roles or the essential ingredients for your career change. What value are you offering? Get clear on your value proposition. What’s your “why”? Draft a statement that explains your interest. Pre-Step 2: Create a Google or Excel sheet tracker You’ll need a place to track your activities. Create a company sheet. If you want, add columns for the website, careers page, LinkedIn company page and other data (revenue, etc.) if helpful. Create a separate sheet for people. Add columns for name, company, job title, LinkedIn profile URL, location if relevant, notes, and status. Pre-Step 3: Ensure your LinkedIn profile is positioned for your target role From your headline to the about section, experience, and other sections, try to mirror role and industry keywords, have a completed professional profile, and show relevant skills and knowledge. Step 1: Create a Top 10-20 list of target companies Write down the names of organizations you think you’d want to work with AND could bring real value to. Some of these may be known to you. You’ll likely be doing some research. Hints: The number is not as significant as your selection of these organizations. You can add to the list as you go. If you’re stuck at 5, start there and return to it. Who is your market? Big names are great, but be open to uncovering the less-known gems. Actions: Enter the list on your company sheet Visit the company page for the company. Follow them to get access to their posts in your feed. Step 2: Identify 10 relevant LinkedIn profiles per company The goal here is to find the actual people you’d work with - hiring executive/manager, colleagues, cross-departmental peers, and HR/Recruiters. If the organization’s size doesn’t warrant that number, adjust down. If you spot a profile of someone who left the company in the last year and came from the relevant departments, add it to your list. They can be valuable as well. Actions: Start filling out the sheet as you do your research. If you have existing connections, make a note of those. Do not try to Connect with the rest. Instead, you want to follow them. If someone has “Creator” status on LinkedIn, you can Follow them (also click the Bell icon to be notified when they post). Otherwise, you’ll use their profile URL in the sheet to visit periodically. Step 3: Engage meaningfully and regularly The core of the strategy is to become known to them, setting up a connection request and an approach for a conversation. You do that by engaging with content the company or the people post or share. Not all of the people on your list will be posting. Actions (applies to both Company pages and people): If they post jobs, simply Like and, if you wish to, Share their jobs. You’re helping them out. Add meaningful comments to their posts. Be interested, interesting and helpful. Ideally, engage in a conversation. Ask a follow-up question to their post. Do this right, and multiple people at your target company will recognize you, including those not on your list. Step 4: Approach / Connect You’ll know when the time is right to approach those you’ve interacted with. Make a Connection request. More importantly, for the people you’ve been able to engage with, you want to see if you can get a meeting. Actions: For each company, please write a brief fan story that explains why they’re on your list. Draft a personalized request for an informational chat. You can be upfront about your interest in their company. However, assure them you’re not asking about jobs. Keep the ask small, like a 15 min Zoom call. Develop and ask great questions about their career path and informed questions about the department and organization. Before you sign off, ask them if there’s one person they could refer you to who might also be a good connection and conversation. Act on what you learn. Referred? Follow-up. Do they require a skill you don’t have? Look into it. Tweak your LinkedIn profile as needed. If you learn that this isn’t the company for you, take it off the list. Step 5: Thank them and stay in touch Follow up with an appropriate thank you, and don’t abandon your activity. You’ll be armed with excellent insider information and multiple connections if an appropriate job posting arises. Why it works The People of Influence strategy makes your networking tangible. You know you’re supposed to do more of it, but that’s not an instruction. This is a plan you can operationalize. It reduces your reliance on job postings. If you work the system, make a great impression and a relevant role gets posted, you’ll have an inside track. It plants seeds that could bear fruit down the road. You’ll likely engage with people not on your target list who become valuable contacts and even potential places for great work assignments. This strategy isn’t complicated. It does require ownership and a level of consistency over time. It won’t payout in a couple of weeks. Stick with it and sky’s the limit!

Beginner’s Guide to Boolean Search for Job Search & Networking (Unlock better results on LinkedIn, job boards, and Google) The Problem Most professionals type simple words into LinkedIn or a job board search bar and hope for the best. The problem? Search engines are literal. If you don’t give them the right instructions, they’ll either show you too much (irrelevant noise) or too little (missed opportunities). That’s where Boolean search comes in. It’s a way of using special operators — AND, OR, NOT, quotation marks, and parentheses — to get laser-focused results. 1. The Core Boolean Operators Here’s what you need to know (and nothing more): AND → Narrows your search (must include all terms). Example: ("project manager" AND healthcare) OR → Broadens your search (any of the terms). Example: ("VP Sales" OR "Head of Sales" OR "Sales Director") NOT / - → Excludes terms. Example: (marketing AND manager NOT "digital marketing") "Quotes" → Exact phrase. Example: "supply chain analyst" (Parentheses) → Groups logic together. Example: (consultant OR advisor) AND ("financial services") 2. Where to Use Boolean in Your Job Search LinkedIn People Search: Find hiring managers, recruiters, or alumni. Example: ("Talent Acquisition" OR Recruiter) AND ("Microsoft") LinkedIn Jobs Search: Expand titles, filter industries. Example: (Director OR "Head of") AND ("operations" AND logistics) Job Boards: Refine roles across Indeed, Glassdoor, etc. Example: ("business development" AND SaaS) NOT internship Google Search: Surface hidden opportunities. Example: site:linkedin.com/in ("supply chain" AND "Vancouver") 3. Quick Wins for Networking Find decision makers: ("VP" OR "Director") AND ("Product Management") AND ("Toronto") Uncover alumni: ("University of British Columbia" AND "MBA") AND (alumni OR graduate) Identify recruiters in your niche: ("Recruiter" OR "Talent Acquisition") AND ("MedTech") 4. Common Mistakes to Avoid ❌ Typing only one job title (you’ll miss variations). ❌ Forgetting quotes around multi-word titles. ❌ Overusing NOT (you might accidentally filter out good leads). ❌ Making the search too complex (start simple). 5. Next Steps Experiment: Start with one or two operators and build up. Save your searches: On LinkedIn or job boards, save searches for alerts. Think like a recruiter: They use Boolean daily to find you. You can flip it to find them. 👉 Pro tip for clients: Build a mini “Boolean Library” in Notion/Excel with your top titles, target companies, and search strings. Copy/paste as needed — it saves hours.

While search and recruitment firms play an important role in some industries, you don't necessarily want to rely on them for your next job. Though they need the right people to fill their openings, they work for the hiring company, not the job seeker. Tap into this resource by focusing on local players and specialists who operate in your target market. Approaching them via a referral can be an effective introduction or apply to a job they've posted if it appears to be a fit. You can also introduce yourself as a potential candidate for future openings by sending a cover letter, resume and follow-up with a telephone call. Before you send a single message, internalize these principles. The scripts in the next lession will fail if you ignore the mindset behind them. How Recruiters Think Their client is the hiring organization, not you. Executive recruiters and search consultants are paid by companies to find the best talent. They are under no obligation to help you. Every message you send should reflect that you understand this. They are evaluating you from the first word. Your DM is an audition. How you communicate signals whether you understand the game, whether you'd embarrass them in front of a client, and whether you're worth their time. They value sources as much as candidates. A recruiter's currency is access to talent and market intelligence. If you can offer referrals, perspective, or insight into your industry, you become valuable to them regardless of whether they have a role for you today. The Mindset Rules Don't be needy. The biggest rookie mistake is behaving like the firm exists to help you find a job. They can smell desperation. Position yourself for a long-term relationship, not a transaction. Don't be cocky. You are one prospective candidate in a daily parade of prospective candidates. Confident humility is the way to go. A demonstrated ability to be self-aware doesn't hurt either. Be selective, not scattered. Savvy candidates communicate that they are being choosy about who they talk to and what opportunities they pursue. This signals value and "freshness" in the market. Be useful. Offer perspective, advice, insight, and leads to names. When a recruiter asks "who can do this job?" and your name comes up, you win. When YOU can answer that question for them about others, you win twice. Dig the well before you're thirsty. Build relationships when you don't need them. The real reward is repeated access to opportunities over the course of your career. Appreciate the role they play. Search professionals often don't feel appreciated by candidates, clients, or the broader industry. Showing genuine respect for what they do creates instant goodwill. Freshness: The Unspoken Factor There is an implicit "freshness factor" in how recruiters perceive candidates: Most fresh: You are employed and just starting to look. Maximum market value. Next level: You are employed with a target exit date. Then: You have just left and just entered the market. Declining from there: The longer you've been searching, the more assumptions are made about your desirability. What to do about it: If you are still employed, say so explicitly in your message. If you just came onto the market, move quickly and communicate that. Use language that conveys selectivity: "exploring strategically," "being intentional about my next chapter," "beginning to think about what's next." Stay busy. Consulting work, advisory roles, or board involvement keeps you "employed" in the eyes of the market. What NOT to Do 🚫 These are the fastest ways to get ignored or damage your reputation with a recruiter: Don't send your resume unsolicited without context. A resume with no message or a one-line "please see attached" is lazy and signals you're mass-blasting. Don't write a novel. If your first message is longer than a phone screen, they won't read it. Keep it under 150 words. Don't ask "do you have any roles for me?" This signals you don't understand how search works. They work on specific mandates, not a job board. Don't follow up aggressively. One follow-up after 7-10 days is fine. Two or more without a response and you're in stalker territory. Move on and circle back in 3-6 months with something new to share. Don't badmouth your current or former employer. Even subtly. It raises red flags immediately. Don't be invisible. If a recruiter searches your name and finds nothing — no LinkedIn presence, no industry footprint, no evidence of your work — they only have your word to go on. The more people who can say "yeah, they're excellent," the better. Don't confuse retained and contingent recruiters. Retained search consultants (the big firms, exclusive mandates, senior-level searches) and contingent recruiters (paid on placement, often non-exclusive) operate very differently. Tailor your expectations accordingly. With contingent recruiters, be more cautious — they may not have an exclusive on the role and may know less about the specifics. Don't treat this as your primary job search strategy. Recruiter outreach should be ONE channel in your job search, not the whole thing. Spend no more than 15-20% of your job search time on recruiter outreach. The rest should go to networking, direct applications, and building visibility. The Long Game: Building Recruiter Relationships Over Time The real payoff from recruiter relationships isn't the first message — it's what happens over months and years. Here's how to maintain and deepen these connections: Be a reference. Volunteer to be a reference for former colleagues who are worthy. When you give a thoughtful, honest reference, the recruiter conducting that check notices YOU. Share market intelligence. When you see a trend, a major hire, or a leadership shake-up in your industry, share it with recruiters you've connected with. A quick "thought you'd find this interesting" message keeps you top of mind. Respond when they call. Even if the opportunity isn't right for you. Return the call. Qualify the opportunity. If it's not a fit, say so and tell them why. Then offer to help by suggesting people who might be right. This is how long-term relationships are built. Stay in touch on a 3-6 month cadence. A brief check-in, a congratulations on a big placement, or sharing an article about your industry keeps the relationship warm without being pushy. Cultivate the whole pyramid. Search firms have partners, consultants, associates, and researchers. The junior people do most of the candidate sourcing work. Every person at the firm can be your ally. Treat researchers and associates with the same respect you'd give a partner. 💡 Remember: Developing relationships with search firms and their professionals is best viewed as a long-term investment. Yes, you can have a short-term payoff. But the real reward for nurturing those relationships is repeated access to opportunities over the course of your career — and, if you're fortunate, relationships with the most connected and influential people in your industry.

LinkedIn DM Playbook: How to Approach Executive & 3rd Party Recruiters A fill-in-the-blank script framework for introducing yourself to headhunters, retained search consultants, and contingent recruiters on LinkedIn. Built for senior managers, directors, VPs, and executives navigating today's hyper-competitive market. Before You Send: Delivery Checklist [ ] Is this the right recruiter? Have you confirmed they specialize in your industry, function, level, or geography? Sending a generic message to the wrong recruiter wastes both your time. [ ] Is your LinkedIn profile ready? Recruiters will check your profile immediately. If your headline, summary, and experience don't tell a clear story in 10 seconds, fix that first. [ ] Are you using the right channel? LinkedIn DMs from non-connections go to the "Other" inbox and are often invisible. Best practice: send a connection request with a note (Script 3 below), then follow up with a longer DM (Script 8) once accepted. Use InMail only if you have Premium and the recruiter is clearly active on LinkedIn. [ ] Have you personalized it? If the recruiter can tell you copied and pasted this to 50 people, it's dead on arrival. Reference their specialty, a recent post, a mutual connection, or something specific. [ ] Is it short enough? Aim for 75-150 words. Recruiters scan, they don't read essays. Every sentence must earn its place. [ ] Does it have one clear CTA? Don't give them three things to do. Ask one question or make one request. How to Use These Scripts Each script is a component framework with fill-in-the-blank fields marked in [brackets]. Every script follows a 4-part anatomy: The Hook — Why you're reaching out to them specifically The Positioning Line — Who you are in 1-2 lines (level + function + industry + signal of value) The Intent Signal — What you're looking for, without being needy The CTA — One clear, low-friction ask ⚠️ Important: These are frameworks, not copy-paste templates. The more you personalize, the better your response rate. Generic messages get ignored. In 2026, AI-generated outreach is everywhere, so authenticity and specificity are your competitive edge. Script Quick Reference CATEGORY 1: Cold Introduction (No Referral) These are the hardest messages to land. You have no warm connection and the recruiter doesn't know you. Your goal is to stand out from the avalanche of "I'm looking for a job" messages they receive daily. Lead with specificity, signal that you understand how the game works, and keep it tight. Script 1: The Specialist Match Use when the recruiter's practice or firm specializes in your industry, function, or level. Works for: All levels — Senior Managers through C-Suite Hi [Recruiter First Name], I noticed your practice focuses on [their specialty — e.g., senior finance leadership / supply chain executives / technology sector searches]. That's my world. I'm a [Your Title] with [X years] in [your industry/function], currently [leading / overseeing / driving] [brief scope — e.g., a $200M P&L / enterprise digital transformation / commercial operations for a mid-market manufacturing company]. I'm not in urgent need — I'm being intentional about my next chapter and building relationships with recruiters who specialize in [their niche]. I'd welcome the chance to introduce my profile for any current or future searches where there's a fit. Happy to be a resource on [industry/function] talent as well. Would a brief intro call make sense, or would you prefer I send my resume for your files? Why it works: Leads with their specialty, not your need "Not in urgent need" = freshness signal "Happy to be a resource" = offering to be a source (high value) Two-option CTA reduces friction and lets them choose their comfort level "For your files" shows you understand that search firms run on databases Customization tips: Research the recruiter's LinkedIn headline, recent posts, and firm website to confirm their specialty before writing Replace the scope line with your strongest, most concrete differentiator — numbers, outcomes, scale Script 2: The Market Mover Use when you are currently employed and exploring proactively. Maximum freshness positioning. Works for: All levels — Senior Managers through C-Suite Hi [Recruiter First Name], I'm reaching out to a small number of recruiters active in the [industry / function / geography] space as I begin exploring what's next. Quick snapshot: [Your Title] at [Company name or descriptor — e.g., a top-5 Canadian bank / a PE-backed industrial platform / a global SaaS company], [leading / responsible for] [brief scope]. Known for [1-2 differentiators — e.g., building high-performance commercial teams / turning around underperforming divisions / scaling operations through acquisition integration]. I'm still in my current role and being selective about what I'd consider moving for. If my profile lines up with anything on your desk now or down the road, I'd welcome a conversation. What's the best way to get on your radar? Why it works: "Small number of recruiters" = selective, not desperate "Still in my current role" = maximum freshness "Being selective about what I'd consider" = confident, not needy "What's the best way" defers to their preferred process Customization tips: If you can name the company, do it — brand recognition helps. If discretion is needed, use a descriptor ("a Fortune 500 retailer") "Known for" should be what others would say about you, not just what you think. Pick differentiators that signal you're a top performer, not just competent ⚠️ Caution for job seekers who are NOT currently employed: Do not use this script if you've already left your role. The "still in my current role" line is the engine of this message. Use Script 1 or Script 8 instead, and apply the freshness management tactics from the Rules of Engagement above. Script 3: The Connection Request Note Use as the first touch when sending a LinkedIn connection request. This is limited to approximately 300 characters, so it must be ultra-concise. Works for: All levels Hi [Recruiter First Name] — [Your Title] in [industry] with a track record in [1 key strength — e.g., scaling tech teams / financial transformation / commercial growth]. Exploring my next move strategically and connecting with recruiters in [their specialty]. Would welcome being on your radar for relevant searches. Why it works: Fits the connection request character limit Establishes who you are, what you do, and why you're reaching out in three lines "Strategically" and "relevant" signal selectivity 🔴 Critical: This script is a door-opener only. It should ALWAYS be followed by Script 8 (The Follow-Up After Connection) once the recruiter accepts. Do not treat this as a standalone message — it's too short to build a real impression on its own. Customization tips: Cut ruthlessly. Every character counts. Drop articles ("a", "the") if needed Your "1 key strength" should be the single thing most likely to make this recruiter think "I might need this person" CATEGORY 2: Warm Introduction (Referral or Shared Context) Referrals are the single most powerful way to reach a recruiter. Bar none. If you have any kind of connection — direct referral, mutual contact, shared alumni network, shared industry event — use it. These scripts leverage that warmth. Script 4: The Named Referral Use when someone in your network directly knows the recruiter and has agreed to let you use their name. Works for: All levels Hi [Recruiter First Name], [Referrer's Full Name] suggested I reach out. [He/She/They] mentioned you as someone who [specific context — e.g., knows the consumer goods space well / handles senior-level searches in financial services / is one of the best in the market for operations leadership]. I'm a [Your Title] with [X years] in [industry/function], currently [brief scope — e.g., leading North American commercial operations for a $500M division / heading product management for a high-growth fintech]. I'm [exploring a strategic move into / beginning to think about] [target — e.g., a broader leadership role / a high-growth environment / a CEO or GM opportunity], and [Referrer's First Name] thought there might be alignment with your practice. Would you have 15 minutes for a brief introduction? I'm happy to work around your schedule. Why it works: Referral name up front grabs immediate attention — this is the #1 factor in whether they read the rest Uses the word "practice" (not "job listings") — signals you understand their world Specific CTA with time commitment ("15 minutes") makes it easy to say yes "Work around your schedule" = you respect their time Customization tips: Always confirm with your referrer that they're comfortable being named, and ask them exactly how the recruiter would know them (client? candidate? colleague?) If the referrer can send a separate intro message or email first, that's even more powerful. A "double touch" dramatically increases response rate The more specific you can be about what the referrer said about this recruiter, the more credible the message Script 5: The Mutual Connection Bridge Use when you share a LinkedIn connection with the recruiter but don't have a direct referral. Also works for shared context: same alma mater, same conference, same industry association. Works for: All levels Hi [Recruiter First Name], I noticed we're both connected to [Mutual Connection Name] [optional context — e.g., we worked together at Company X / served on the same industry board / were in the same MBA cohort]. That prompted me to look at your profile, and your work in [their specialty] is right in my space. I'm a [Your Title] currently [brief scope — e.g., leading supply chain transformation for a national retailer / running a 200-person engineering organization]. I'm beginning to think about my next move and building relationships with recruiters who really know the [industry / function / market]. Would you be open to a brief conversation? I'd value your perspective on the market as much as anything. Why it works: The mutual connection provides a reason to reach out that isn't "I need a job" "Value your perspective" = appreciating the role they play and asking for something they enjoy giving "Beginning to think about" = early stage, not desperate Low pressure, relationship-oriented Customization tips: If you're going to name-drop a mutual connection, make sure you actually have a real relationship with that person. Recruiters may check "Your perspective on the market" is a powerful phrase because it positions the recruiter as an expert and advisor, which is how they like to be seen CATEGORY 3: Engagement-First & Follow-Up Scripts These scripts are for candidates who want to build the relationship before making a direct ask. This is the "dig the well before you're thirsty" approach — and it works. Script 6: The Content Engage to DM Use when you've been commenting on or engaging with the recruiter's LinkedIn posts and are now ready to take the relationship to a direct message. Works for: All levels Hi [Recruiter First Name], I've been following your posts on [topic — e.g., leadership hiring trends / what makes candidates stand out in executive search / the state of the CFO market]. Your take on [reference a specific post or insight — e.g., why passive candidates outperform active ones / the importance of executive presence in interviews] really resonated. Quick intro: I'm a [Your Title] in [industry], [1 brief differentiator — e.g., with a track record of scaling commercial teams across APAC / known for leading complex integrations post-M&A]. I wanted to connect more directly. If you're ever working on a search in [function / industry / level], I'd welcome the chance to be considered — or to help as a sounding board on talent in the space. I appreciate what you share. It's clearly informed by real search experience. Why it works: Proves you've actually engaged with their content — this is NOT a mass message Offers to be a sounding board (source value) The closing compliment is genuine and specific, not flattery Works even if you've only commented on 2-3 posts — that's enough to reference Customization tips: Before sending, go comment thoughtfully on 2-3 of their recent posts over 1-2 weeks. This creates a "warm" feeling before the DM lands Reference a SPECIFIC post, not a vague topic. "Your post last week about why search committees should challenge their own assumptions" is 10x better than "your leadership content" Script 7: The Source-First Approach Use when you can genuinely offer market intelligence, referrals, or sourcing help. This is the most sophisticated play — leading with value before you ever ask for anything. ⚠️ Level: This script works best for VPs, SVPs, C-Suite, and Senior Directors who have genuine hiring authority, deep industry networks, and real market knowledge to share. If you're at a level where you don't yet have a network of peers a recruiter would want to tap into, use Scripts 1, 2, or 6 instead. Using this script without the substance to back it up will backfire. Hi [Recruiter First Name], I lead [function] at [Company/descriptor] and have a deep network in [industry / function / geography]. I'm always happy to help strong recruiters with sourcing when I can — if you're ever working on a [level — e.g., VP / Director / C-level] search in this space, feel free to reach out. I know who's strong. Separately, I'm beginning to think about my own next chapter and would value having a relationship with someone in your space. No rush on my end — just planting seeds. Open to connecting? Why it works: Leads with giving, not asking — the most powerful positioning move in the recruiting world "I know who's strong" signals that YOU are the kind of industry insider recruiters cultivate "Planting seeds" = long-term orientation, zero desperation The separation of "I can help you" and "I'm also exploring" is deliberate. It prevents the message from feeling transactional Customization tips: Only use this if you can genuinely deliver. If a recruiter takes you up on the sourcing offer and you come up empty, you've damaged your credibility Consider following up in 2-3 months with an actual referral or market insight, even if they haven't responded. That consistency builds real trust over time Script 8: The Follow-Up After Connection Accepted Use after a recruiter has accepted your LinkedIn connection request. This is the natural second step after Script 3, or after any connection that didn't include a substantive first message. Works for: All levels Hi [Recruiter First Name] — thanks for connecting. Wanted to give you a bit more context: I'm a [Your Title] with [X years] across [industries / companies / functions — e.g., consumer packaged goods and retail / B2B technology and SaaS / financial services and insurance], most recently [current or most recent scope — e.g., leading a 150-person commercial organization / driving $80M in new business development / overseeing enterprise risk for a top-20 insurer]. I'm [selectively exploring / beginning to think about] my next role and building relationships with recruiters who work in [their specialty]. If my background lines up with anything you're working on — now or later — I'd welcome a conversation. Happy to send my resume if it would be useful for your files. What works best? Why it works: Doesn't waste the connection — many candidates connect and then go silent "For your files" shows you understand that search firms maintain databases and that getting into their system has long-term value "What works best?" defers to their process and is an easy CTA to respond to "Now or later" signals patience and a long-term view Customization tips: Send this within 24-48 hours of the connection being accepted. Don't let it go cold If you have a well-formatted, ATS-friendly resume ready, mention it. Recruiters want to get strong profiles into their system quickly Script 9: The Re-Engagement Use when you've had a previous interaction with a recruiter — a past search, a phone call, a referral from years ago — and want to reconnect. Works for: All levels Hi [Recruiter First Name], We [spoke / connected / crossed paths] [timeframe — e.g., a couple of years ago / back in 2024 / earlier in my career] regarding [context — e.g., a VP Operations search at Company X / a role you were filling in the consumer space / an introduction through Mutual Contact Name]. I wanted to reconnect and update you on where I am. Since then, I've [moved into / been promoted to / taken on] [current role and scope — e.g., SVP of Commercial at a $1.2B industrial distributor / VP Engineering leading a 300-person global team]. I'm now at a point where I'm [selectively open to / actively exploring] the right next opportunity. Would love to re-introduce myself and hear what you're seeing in the market. Do you have 15 minutes in the coming weeks? Why it works: Reminds them of the connection — search firms keep records, and they may have a file on you "Update you on where I am" = managing freshness and showing career progression Specific, time-bound CTA ("15 minutes in the coming weeks") is easy to say yes to "What you're seeing in the market" positions the conversation as mutually valuable, not one-directional Customization tips: If you remember the name of the search or the specific role, include it. It helps them look you up in their system If you were a short-list candidate on a past search but didn't get the role, mention that. Search professionals love to revisit past candidates who performed well — you've already been vetted

What are the key reasons executive search firms and other 3rd party employer-paid recruitment agencies will pay attention to you? The fundamental starting point is that these firms and their individual partners, associates, or support staff, are under no inherent obligation to give you any of their time. They owe you nothing. The client of the search firm is the hiring organization. That is rule one. However, rule two is that the recruiting firms need candidates that FIT their current and future assignments in order to do their job. As a result, search firms can be highly selective about with who they invest their time. So, how do you get their attention? By analyzing the key reasons or circumstances under which a headhunter might talk to you, you can devise your approach strategies accordingly. Here are the top reasons: Reason #1: You are a clear and strong candidate for a current search assignment This sounds obvious, but that period of time when the recruiter is hunting for suitable candidates is a time when the doors are theoretically open. Whether you have applied to an ad, sent in a blind resume, have been referred, or called, you might get their attention if you are a strong match for an assignment they are currently working on. Note: A search firm gets paid to attract people who are among the best in their field, not those just able to do the job. This fact of life is at the root of a lot of frustration among candidates regarding search firm unresponsiveness. Action item: If you are going to apply to one of their openings, apply a laser focus to the opportunity at hand. Show them “why you.” Reason #2: You fit with their specialty & appear to have a pedigree that seems “placeable” If they have the time, you may get their attention if your profession and industry are closely aligned with the kind of work they do, and your career trajectory is impressive. They will judge how placeable you are, that is, how likely it is that one of their clients would want to hire you. If there is a strong fit, then yes, they may make time for you. Action item: Target the specialist firms, and specialist practitioners within general firms. Reason #3: You come referred by someone important The world of executive search and recruitment is about relationships and exchange of information. Yes, ads are posted, but the ads often serve as backups. The real work occurs on the phones, speaking with people in their networks about who is good and who is ready to take on the challenge at hand. Referrals. That's how it works. So, search professionals tend to be highly attuned to incoming referrals from their network. The referrers may be current and past clients, industry experts, or former candidates. The later category is tricky. The power of the referral in this case really depends on the level of relationship that candidate had with the search firm. Action item: Work your networks. Ask for referrals. If at all possible, lay-up an introduction rather than going in cold. Reason #4: You are someone they want to get to know If the search firm partner or associate concludes that you are a player, someone who might hire them to do search work in the future; someone who is well respected in the industry; someone with a big and powerful network, then they may be eager to start a relationship with you. Being an up-and-comer can also be an attractor. You may not, in their eyes, be ready today, but talking to you now may in fact be a good investment of time on their part. Action item: Don’t be invisible. Seed your field so that your name comes up when key people are asked “who can do this job.” Reason #5: You are a file builder during slower times The fewer active assignments they have, the more time there is to fill their pipeline. Yes, they will be out looking for new clients, but it is also a time to catch-up on meeting new candidates. In a slower market, they are likely to be a little more open in who they talk to. Action item: Don’t forget the slow cycles. Try and approach before you need to find a job. Word your approach as one of “getting to know for future potential assignments.” Reason #6: You represent a valuable contact for a more junior headhunter You might not be able to get a partner or senior consultant's attention, but you may be able to with an associate or researcher. Don't underestimate the power of these folks to insert you into the search firm's active system and assignments. And, they need to build their career with strong, relevant and productive relationships. It could be you. Action item: If contacted by someone at this level, treat him or her seriously. If you can’t reach the partner, approach the researcher or associate. That's it. Yes, you may get in because you catch someone on a good day, and they feel like helping, but don't count on it. As a rule, these are the only instances when you can get an audience with a search firm. Understanding these reasons now arms you with potential strategies. Good hunting

As a leader who cares about the health of their career, you need relationships with reputable executive recruiters (aka headhunters). The executive search or recruiting firms looking for management-level to executive-level talent can be an important channel of opportunity. Here are 12 ways to demonstrate credibility and build a relationship with a headhunter. First, search professionals come in a lot of shapes and sizes. One thing they ALL have in common however, is their constant need to identify and build relationships with relevant quality talent so that they can deliver on their client mandates. So when you receive that LinkedIn message, email or phone call, how should you play it? Here are 12 behaviours to model for when you have the opportunity to talk to an executive recruiter. 1. Don’t be needy One of the biggest rookie mistakes is behaving like the firm is there to help you find a job, and that given that you need a job, they should help you now. Wrong. The search firm is under no obligation to help you whatsoever. Try not to project an aura of neediness. (Hint: They can smell it.) Position yourself for the long-haul and you will do better. 2. Don’t be cocky Don’t be too full of yourself. You are just one potential candidate in a daily parade of prospective candidates. Don’t be a peacock and puff yourself up. Confident humility is the way to go. A demonstrated ability to laugh at yourself doesn’t hurt either. 3. Tell them you aren’t a fit Let them know when the opportunity described is not a fit for you and explain why. Part of building your credibility is being strong about what you are and what you aren’t, what is a fit, and what isn’t. They respect that kind of candour. And you haven’t wasted their time. 4. Ask insightful questions about the opportunity The headhunter will give you a brief description of the opportunity they werehired to fill. One of the best ways to capture their interest is to ask questions that cut to the heart of the job assignment and demonstrate that you get the industry / market and challenge / opportunity of this assignment. 5. Deliver tangible soundbites to earn trust and attract interest The executive recruiter (if they are good) is not looking to make a hire on the first phone call. Their task is to determine if there is enough fit and mutual interest to take it to the next step. To do that, you are going to need to reveal things from your experience that are relevant to the search. Be as specific and tangible as you can without breaching confidentiality boundaries. 6. Appreciate their role in the hiring equation I am going to let you in on a secret. Recruiters often don’t feel the love from their candidates and clients. It is the nature of the business. Show them that you think they do a pretty cool job in identifying and attracting just the right talent for key senior jobs. They will notice. One tangible way of doing this is to respond to their message or return their call promptly. 7. Be a connector How do you build relationships? You give. What can you give an executive recruiter who calls: Perspective Advice Insight And leads to names It is the way the game is played at the senior level. Once you make contact with a reputable search person, close your conversation by offering to help on current or future searches. Sources, i.e. peer networks, are the primary means of finding quality talent. When the phone rings, go out of your way to assist, and bingo, you are in. Remember that they aren’t asking you who is looking for a job. They are more interested in who would be the best candidate for this job. There is a difference. You can and should refer quality candidates to them. The key word is quality. 8. Have a flexible focus In general, the firms like candidates who understand their value in the market. At the same time, they love candidates who aren’t too rigid about what opportunities they will consider. Search assignments come in all sizes, and they often need a candidate with an out-of-the-box openness to get them filled. 9. Make them look good in front of their clients Short of being the successful candidate, the next best outcome is to be on the short-list. Search professionals love to revisit past candidates, providing they have been an asset in past assignments, and not an embarrassment. If you make the short-list, impress the client, but lose out to another candidate, then chances are, you have just made a friend with the search partner. You will be called again. 10. Cultivate the pyramid The established search firms aren’t much different from law firm or accounting firms. A few partners are supported by a consultants, associates, researchers and assistants. The junior folks do most of the work of candidate generation. Each one of these folks can be your ally, or enemy. 11. Make them comfortable with tactful name-dropping How do you make a search professional nervous? Be invisible. If they haven’t heard of you and more to the point, if their sources haven’t heard of you, then for the moment, they only have your word to go on. Get known in your industry or market. You don’t have to be famous, but the more people who can say, “Joe, yeah, Joe is fantastic” the better. Your LinkedIn profile and network yield important clues about your connectedness in the tribe. 12. Demonstrate polish and class All things being equal, extra points will go to you as a candidate if you can: articulate your story in a compelling way both informally and under pressure in interview situations show finesse in your interactions, both verbally and in writing and show a high level of professionalism throughout the process Developing a relationship with recruiters is best looked at in the long-term. The real reward for nurturing those relationships is repeated access to information and opportunities over the course of your career. And, if you are lucky, relationships with interesting, connected players in your industry.

Objective: In this lesson, we are tapping into story to better identify, highlight and prove your professional capabilities. We also leverage story to create a narrative of where we've been and where we are going - a powerful tool.  Instructions:  Watch the video Add a comment and discuss below. Proceed to the next lesson. 

Use a Story Framework The formula is...C.A.R. Challenge What were you challenged with? Hired to do? Assigned to do? A job. A project. An opportunity. A crisis. A problem. A performance objective. Actions What did you do in response to this challenge? Use action verbs as much as possible. Results What was the result of your actions? Connect it back to the Challenge. Be as objective as possible. Quantifiable and measurable are best ($ saved, % improvement, etc.). When that isn’t possible, be as tangible as possible (e.g. “saved customer relationship and they continued to do business with us”, “turned an antagonistic relationship into a productive one”) Alternative Formulas S.T.A.R. | Situation. Task. Action. Result. S.H.A.R.E. | Situation. Hindrance. Actions. Results. Evaluate

Instructions Refer to Homework 1 in the workbook for this module. It is available for download below in this lesson. Start with the Craft Your Career Story exercise. This is optional but recommended. Use the information below to help.  Then, work on your career direction story. See the information below for context on this.  Craft Your Career Story [Optional exercise] Rules: Your experience has helped to mold you. Approach this exercise with an appreciative mind, not a critical mind. If you’ve made mistakes, or have regrets, notice them, hold them lightly, and be grateful for that learning opportunity. Remember that your journey involves roads and paths (well-trodden and less so), directional choices, stay points, people, adventures, hard lessons, joyful experiences, stories to tell and next stages of the journey. Also, remember that it is YOUR journey. Prompts to Aid You: What’s a good top-level title for your story? If you looked at your overall professional life as STAGES or phases, what would each be? You can use the stages to fill out your story (or not) If so, how would you describe the “theme” of each stage? The degree of safety vs adventure Identify and appreciate the learnings (including hard lessons), acquired (skills, knowledge, experience, people…) Most rewarding, intense experiences Things you’re most proud of Did you have original intent or dream when you first started? Over time, have you developed a “destination”, a goal? (Note: Not suggesting that you need one) What have been your primary drivers for moving forward? Why are you on this journey and why have you made the choices you’ve made? Is money/providing for yourself the sole driver, or are there others? Think about those key moments along the journey (typically choices about yes/no, this direction or that, this experience or that…). What pattern emerges? Now, think about the key encounters you’ve had on the journey. The people who have influenced you or your direction, the people who helped you, or challenged you to work harder. Who has made a difference? How would you describe your approach to the road and journey? Did you look for the first safe place to settle and hope that you didn’t need to move again? Have you been a wanderer? Or navigating towards a focused destination? Or somewhere in between? Craft Your Next Chapter Story Inevitably, you are going to be asked in some form or another, "what do you want" or "what's your goal". In addition being able to show you have direction, (which is powerful), having a vision and a strong "why" are powerful drivers to keep you on course and give you energy when you experience setbacks.  Use this opportunity to capture where you are going.  How Much of "You" Should Go into Your Career Story? I get to work with fascinating and inspiring clients. And a lot of what we do together as part of personal branding is making sense of the various threads of their stories. How they got here. What they offer. And where they’re going. I was meeting with a client this week who in addition to having built up a not-for-profit, has both an unusual early professional background and a rich, extra-curricular artistic life. The question: How much of HER can and should go into her personal brand? We’ve been taught to be professional, to conform to resume guidelines, safe interview answers, and relatively bland LinkedIn profiles. And perhaps we're afraid to expose other parts of what makes us, well us. This is the safe route. It also makes everyone a lot more homogeneous and blander. What if there’s more to your professional story? What if the “personal” sides of you are actually key features of your professional assets? And perhaps, clues to where you might want to go next. Four prompts to help you decipher whether parts of your personal brand story deserve to be told Does it Complete the Story: Sometimes, the professional bits don’t add up. Why you moved from there to here. Why you studied that major. How you ended up in this country. Maybe there’s a piece of your background that completes your story? Is it Informative: Often, some of the “personal” parts of the story are actually relevant to your professional value. They illustrate how you show up in our work, what you bring to the table, how you look at things, or how you tackle problems. Is it Distinctive: You may like to jog or you like to read. Neither of these are very distinctive. Is there something in your background or your life today that is distinctive and could be given meaning? Is it Additive: Finally, whatever it is, needs to add to, not confuse the overall story. If it doesn’t connect with the professional story then leave it out. How these story elements show up in your professional identity/personal brand is another question for another article. You need to feed this into your market, your career stage, the market power you've earned and what you’re trying to do next. What’s your professional story?

Instructions Proceed to Homework 2 in this module's workbook. Refer below for instruction to help you get the most from this exercise. Follow the instructions to list your top 10 (or more) signature stories. They should be representative of you doing your best work or instructive experiences. The follow-up question asks you to capture and build out your "most significant accomplishment" story.  Where to Look for Accomplishments & Stories The first place to start is the Jobs Analysis work you did in CMS module 1.3. Also, your past resume will hold clues.   Responsibilities At the most basic level, how fully did you fulfill the responsibilities of the role? Objectives What objectives were you given? Did you meet those objectives? Exceed? Projects What projects were you involved in, what was your role within those projects, what did the project achieve, and what was your contribution to that outcome? Initiative Did you show initiative in proposing or implementing a new or better way of doing things, or seizing an opportunity? Problems Did you solve any important business or people problems? Crises Were you involved in managing a crisis and if so, how did you contribute? People Have you had any people wins? Developed an employee? Successfully mentored someone? Turned an unproductive working relationship into an effective one? What makes a good story?  It Depends on the Purpose of the Story. However, in general the following are indicators of story examples that will be valuable to you. Representative of You at Your Best Professional Self You Achieving Through Some Sort of Friction. There has to be resistance of some form. Where does resistance come from? People Time pressures Complexity or difficult problem Never done before In over your head Find the Drama Stories that contain drama (urgency, crisis, a lot at stake) are more compelling. In the Challenge section, be sure to communicate what the drama was. In the Result section, tie back the outcome to that drama. Overall, what difference have you made in each of the jobs you have held? What have you been rewarded or recognized for? Where have you excelled? Developing Stories Proof & Clues Very simply, the root of effective resume writing is an understanding of what you have accomplished. The root of effective interviewing is targeted proof that you can do the job. The root of qualifying for that internal promotion is demonstrating a track record of success and ability to take on that bigger job. Having a clear handle on what you have accomplished, therefore, improves your career power. The process of understanding what you have accomplished also gives you valuable clues. Clues about your abilities and strengths. Clues about what kinds of jobs, organizational environments, situations, and people are a fit with you. Or to put it better, clues about the conditions under which you succeed (or the opposite, which is equally valuable). And, the process of uncovering these accomplishments will force you to acknowledge gaps in performance. While sobering, the sooner you acknowledge a record of under-accomplishment, the sooner you can move to correct it. With these clues, you are better able to make decisions about career direction and which jobs or work to target. These are illustrative examples of what you can do. Grasping what you have accomplished in your life to date is an important step in your career development. This process will force you to dig a bit deeper than you would normally do to understand the DIFFERENCE your efforts and actions have made. This process is multi-purpose: It helps you uncover the truth about your past performance. It helps you understand yourself better. It trains you to think of outcomes. It develops your confidence by getting you to see and acknowledge your wins It helps you uncover your strengths It provides valuable clues in career change situations And, it gives you ammunition for creating a more powerful, targeted resume and for performing in interview settings. It is time to describe your key accomplishments.

Continuing on the getting results theme, in this module, I want to help you leverage LinkedIn as a powerful search tool. Whether you’re in job search mode, exploring a career change, looking to make sales, hire talent, build your network or prepare for a coming meeting, the data contained in LinkedIn is incredible. Time to level-up on using LinkedIn as a search tool.

Use this section to assign homework and provide discussion during the week that your students will be applying the knowledge taught. Be sure to provide some real exercises that students can use to stretch themselves and grow. Discussion can be a very encouraging way to foster participation during the training, so be sure to encourage your students to give updates in the comments below.

Hello. It's Ian Christie from the Bull Career Project. And this is a tutorial on the search functionality looking for people. In this case, I wanna demonstrate, how the filters can be really useful...

Hi, it's Ian Christie from the Bold Career Project. And in this video, I'm going to do a quick tutorial of a job search. So I have clicked in the top nav under, the jobs category. I can also be on ...

Hello. It's Ian Christie from the BOLD Career Project. This video, I'm gonna demonstrate how to find people with a target, title or keyword. Now why would you wanna do that? In the case of your car...

Welcome, it's Ian Christie from the Bold Career Project. And in this video, we're going to do a short tour of how to search for companies. So the actual company entities that exist in an industry. ...

Hi. It's Ian Christie from the Bold Career Project. And in this video, I'm gonna demonstrate, how to find people in a specific company via LinkedIn search, functionality. And this is all in the new...