Newsletter

Last week I wrote about why capable people stall mid-search — how most of the time it's not a tactics problem, it's a compression problem. The direction isn't tight enough for effort to compound. A few of you wrote back and said: I've made the decision. I know what I'm going after. It's still slow. So this week I want to talk about what comes after the decision. Because that part is less obvious than people think. And it's where a lot of senior searches quietly lose weeks. Th

One of the trickier moments in a job search looks like this: Things are finally moving. Conversations are warmer. Your name is circulating. And instead of feeling calm, you start thinking: “Should I be doing more?” ​​ “Should I broaden this?” ​​ “Am I being too narrow?” That impulse is understandable.It ’s also where a lot of people quietly derail themselves. The mistake I see at this stage When early momentum shows up, people often respond by expanding : More roles More titl

Every January, I hear some version of this: “I know what I want next. So why does it still feel like things aren’t clicking?” Sometimes it’s timing. Often, it’s something simpler. The issue I see a lot People aim for more senior roles - but still describe their work at a more junior level. Not because they’re unqualified. Because they default to talking about what they did, not the decisions they made. The work is strong. The signal isn’t. Why this matters Hiring managers don

I recently had a wrap-up conversation with a client - someone whose search took longer and went in more directions than he expected. He landed a role he’s excited about, and while I’m over the moon for that win, the real story (I think) is in what the process taught him. His search wasn’t straightforward - there was clarity work, networking, timing, and a lot of figuring out what actually felt right. Here’s what he shared: 1. “I had to put my own oxygen mask on first.” He’d b

Every week, I see brilliant, senior people who led complex launches, programs, or GTM motions…struggle to explain their impact in a way that makes anyone outside their company understand (or care). And it’s not because they’re bad at storytelling. It ’s because high-performance cultures train you to value the wrong parts. A few examples: At Amazon , you’re rewarded for diving into the weeds. You succeed by knowing every defect, dependency, and operational nuance. Inside Amaz

You finally got the email. A recruiter screen is on the books. Cue the panic: “It’s been years since I’ve done one - what do I even say?” ​​ Let’s clear something up: A recruiter screen isn’t an interrogation or a skills test.It ’s a fit check — to confirm the basics before they move you forward. They’re listening for a few things: Do you meet the minimums for the role (skills, level, background)? Do you sound like you want the role ? As it is written - at this level, pay

You apply for a role that looks right. Then you hear: “We’re worried you might be too senior.” It sounds like you’re overqualified,...