Founder @ PMDojo | Ex-Atlassian | Product Leadership Coach | Keynote Speaker | Community Builder | Mom 👩‍👦🐶

👋 Hi there, I'm Bosky.

I started my career in a junior Tech Support role. Somewhere in between, I was told directly, more than once, for more reasons than I care to count, that I would never make it to the executive level. Never become an entrepreneur. Never get there.

I got there anyway. Company President. Several C-Suite roles.

Then I left corporate 7 years ago because I wanted to make a bigger impact than any C-Suite role could ever give me. My mission is to help 1 billion women shatter the glass ceiling, by earning more, building a business they own, or rising all the way to C-Suite roles themselves.

Ambition today isn't just about corporate anymore.

🔥 Maybe you know exactly what you want. The title, the income, the impact. And you're frustrated it keeps not happening.

🌀 Maybe you're not sure what you want anymore. You're doing everything right and it still doesn't feel like enough. And quietly, you're starting to wonder if you're the problem.

🚪 Maybe you're just done. Done waiting, done shrinking, done climbing a ladder that wasn't built for you. And you're starting to think there might be another way entirely.

𝗪𝗵𝗶𝗰𝗵 𝗼𝗻𝗲 𝗮𝗿𝗲 𝘆𝗼𝘂? 𝗞𝗲𝗲𝗽 𝗿𝗲𝗮𝗱𝗶𝗻𝗴.

All three of those women? I've been her.

Now I spend my time helping other women do the same. And honestly, the odds are stacked higher against women right now than ever before. Layoffs hitting women first. Roles disappearing to AI. Burning out from doing everything right and still feeling invisible. And for many, quietly worrying whether their career and future is even safe.

I've worked with 5,000+ women through exactly this, unlocking $5.5M+ in new income, building founder paths alongside or beyond corporate and rising to C-Suite levels. 🎉

Whether you want the seat at the table or a table of your own, DM me. Let's figure out what's next for you. ✌️

Bosky Mukherjee

Elizabeth Stone just got promoted at Netflix while the knowledge jobs around her are disappearing.

Here's the positioning move that made it possible.

AI is eliminating white-collar roles faster than anyone predicted. 
Companies are calling it "rightsizing." 
The people living in it know what it actually is. 💔 

And in the middle of all of it, Netflix promoted Elizabeth Stone to Chief Product & Technology Officer, leading product, engineering, AI, and machine learning for 300 million users.

Her background? Economics PhD. First job trading derivatives at Merrill Lynch. Not a traditional tech path by any measure.

She didn't out-execute the machine. She positioned herself above it.

↳ She expanded her scope deliberately by thinking outside what traditional career ladder jump advice tells us. For example: people typically think of career as rising up their function division so its vertical expansion, Elizabeth took more of expanding breadth.

↳ She became known for something far rarer than execution. Netflix's co-CEO, Greg Peters, praised her ability to "simplify complexity and connect dots across the business." That's what AI still cannot replicate.

↳ She moved toward the decision layer. The roles disappearing are measured by output. The roles expanding are measured by strategic judgment.

If you're a woman in senior level navigating this market right now, here's what Elizabeth's path is actually showing you:
1. Stop protecting your current lane. Start expanding into the decisions above it.
2. Your value needs to be visible in outcomes and judgment - not effort and availability.
3. The window to reposition is open now. It won't stay open indefinitely.

The difference between career obscurity and growth right now isn’t capability. 
It is how you are making your strategic thinking and impact visible at the decision table at the highest levels.

AI gets better at doing and execution every day. 
It cannot replicate strategic thinking and leading under ambiguity. 
That's where organisational power sits.

And it compounds, but only if you start building it now.

Congrats Elizabeth, I have not stopped talking about you. 💪 

P.S. What's one move that shifted how leadership perceived you? 👇

Asha Sharma was just named CEO of Xbox. 

I went back to her LinkedIn and just scrolled. 
Because her career doesn't look like what people imagine when they think "future gaming CEO."

She didn't grow up inside Xbox. 
She moved across completely different spaces.

In 2011, she started at Microsoft in marketing. 
Left after two years to join Porch Group as an early employee, became COO, and helped take it public at a billion-dollar valuation.
She joined Meta to lead product and engineering.
She joined Instacart as COO (led a $30B P&L to IPO).
Then she returned to Microsoft in 2024 to run Core AI Product, right at the center of the company’s biggest AI bets.

And now, in 2026, Satya Nadella announced her as CEO of Xbox.
Her appointment surprised many because she isn’t a gaming veteran.
People have already started questioning whether she’s the “obvious” choice.

But instead of shrinking from that, she's openly acknowledged she needs to earn trust in this space. That shows strength and humility as a leader.

Run her career through the old-school "traditional path" filter, and it probably wouldn't make sense.

Maybe that's the point.

Old playbooks don't work the way they used to, especially now, as traditional career ladders are being thrown out the window.

3 things I want women feeling uneasy about career growth to take from her story:

1️⃣ If your path zigzags and looks unfocused, tell the story of your breadth of experience.
2️⃣ If you pivot industries, don't think "starting over." Think compounding skill sets.
3️⃣ If you step into something unfamiliar, remember everything is figureoutable.

Asha's career doesn't look smooth. 
It looks layered. Nonlinear. 
Slightly uncomfortable.

Which is how most real careers look. 
We just don't post about the messy parts.

If your path feels zig-zaggy or “not obvious,” I hope Asha’s story inspires you to pause and see the possibilities in your own future. 💪 

♻️ Share this with someone who needs to hear this story today.

The gender pay gap is real, but what I didn't expect last week was how casually someone justified it. 🤨 

I shared Nelly's story last week. 
A woman in my community who negotiated her way from a $150K offer to $285K. A story about knowing your worth and asking for it.

Within hours, someone told me that women deserve lower pay because they take maternity leave, pumping breaks, and sick days for children. 
Sadly, it came from a woman. 💔 

This is how deeply these narratives run. 
Not just in boardrooms or policy rooms but in us. 
In the people who have the most to lose from them.

Penalizing a woman financially because she became a mother has nothing to do with her performance. And yet here we are.

Look around. 
The women totally crushing it at work. 
Many of them are also the most present mothers you know.

Study after study shows women's earnings drop after having children. 
Men's go up.
Same company. Same role. 
Different outcome based on who carried the baby.

And I wonder if this is the reason so many women are deciding to have children later in life, or not at all.

When the cost of motherhood shows up in your paycheck, your promotion timeline, and your seat at the table, the decision stops being personal. 
It becomes financial survival.

We are penalizing women for the very thing that keeps the world going.
And then we are surprised by declining birth rates.

Have you felt the motherhood penalty in your own career?

4 out of 5 senior women I work with have heard the same three words: “not strategic enough”. 🫢 

Almost none of them got a clear explanation of what that meant.

You hear it in performance reviews.
You hear it in promotion conversations.
And rarely with a real definition attached.

Here's what "leadership" actually means when they say it (and what they don't).

They don't mean your ideas are bad.
They don't mean you need to speak more confidently or read more business books.

What they usually mean is this:
1. They can't see how you think about tradeoffs, risks, and outcomes.
2. They need to reduce their own burden, not add to it.
3. They want a decision point, not a status update.

Honestly, being "strategic" isn't a personality trait.
It's a set of behaviors that signal executive readiness.

The skills that compound at this level, whether or not your title changes, look like this:
↳ Speaking in outcomes and tradeoffs, not just deliverables
↳ Bringing a clear recommendation with the decision already framed
↳ Showing judgment when the path is unclear, along with execution
↳ Communicating in a way that makes leadership's job easier, not harder

These aren't soft skills. They are the non-negotiable skills that build your market value quietly, even in a year where you might feel like there is no way out of feeling stuck.

Because at the leadership level, nobody at that table cares how prepared you are. 

They care about one thing… 
• whether you make the business win or you don't. 
• whether you make the company more money, or cost it some.

P.S. What's one piece of feedback you've received at work that took you a while to decode? Drop it below.

I thought I knew how to help women. Turns out, I didn't. 🫣 
Last month, 2 women came to me wanting to get promoted to director and VP. 

We started working together. 
Then both of them pivoted.
They decided to build their own businesses instead.
(So now that's what I'm helping them do.) ✌ 

This isn't unusual anymore. Women are leaving corporate in waves. 
But what I'm actually seeing is something deeper than burnout. 
It's women deciding to stop waiting and start building their own future.

The problem is the questions they're bringing me now are ones the old playbooks don't answer.

"How do I turn this idea into a real business?"
"How do I make profit when everyone can launch in a weekend?"
"How do I stand out in a market flooded with AI tools and competition?"

Starting a company used to be hard. Now it's not. 
You can launch your idea or product in a weekend. 

But making it profitable, making it survive when the barriers to entry are basically gone - that's exponentially harder than it was 5 years ago.

And the advice out there hasn't caught up to this reality.

I failed at 5 businesses before I built 2 to six figures from scratch. 
I left corporate 7 years ago. 

And through all of it, my mission has stayed the same: to help women shatter the glass ceiling and make more money on their own terms.

So going forward, you'll see the real founder story here. 
The failures, the wins, the pivots, the motherhood conversations nobody has out loud... And the truth about what it actually takes to build something that sustains.

What do you want me to write about? What do you wish someone had told you before you made the leap?

Drop it below. That's what I'm writing about next.

The AI race is making a lot of smart people feel stupid.
So many women I talk to are doing exactly what everyone says to do.

Learning AI tools.
Watching YouTube tutorials.
Trying to stay ahead.

And yet I keep hearing the same sentence:
“I’m trying to keep up… but I still feel like I’m falling behind.”

If you already have a full plate at work or you're a busy working mom like me,
you’ve probably wondered:

Where is all of this supposed to fit?

I call this the "AI shame cycle".
You see constant hot takes, tutorials, and “how I built this with AI” posts everywhere…

And it quietly creates the feeling that everyone else is ahead of you.

So you keep learning.
But you still feel like you’re not doing enough.
And the cycle just keeps repeating.

In today’s newsletter, I share three ideas you can start using right away even if you're already stretched thin.

Rooting for you. You can absolutely do this. 💪 
Happy reading.

P.S. How are you learning about AI to help you become the top 10%?

The following is an excerpt from my free weekly email newsletter Rise & Thrive for high-achieving and ambitious women. Subscribe Now and you’ll get th

Open article: “AI shame” doesn’t go away just by learning more by Bosky Mukherjee • 3 min read

“AI shame” doesn’t go away just by learning more

Nelly from my community just negotiated a $285K role. 
She almost said "YES" when the company initially offered $150K. 🤢 

When she got the initial offer, her first instinct was to say “yes” immediately. 
She told me, "I didn't want to seem difficult."

I have been guilty of this in the past too.
Women who've managed multi-million dollar programs, driven company-wide results... will still hesitate to counter an offer.

Talking about money is never easy.
The number we are given can feel like a verdict about our worth. 

But, it doesn't have to be.

When Nelly and I started working together inside Leadership Edge, we focused on four things:

✅ Understand real comp data inside companies (in current times)
✅ Reframe her narrative around business impact instead of years of experience
✅ Prepare her to walk into that conversation with evidence, not just hope.
✅ Become comfortable talking about money, pushing back and negotiating with confidence. 

She countered and held firm. 
The result was $135K more in total compensation. 💃 
Just from one conversation.

3 things I want every woman reading this to take away:
1: The first offer is almost never the final offer. Treat it as a starting point.
2: Anchor your ask to the value you create, not what you earned before. Your last salary is not your limit.
3: Negotiation is not confrontation. It is a business conversation. The company expects it.

A similar post went viral on X this week, where someone shared how 30 seconds of discomfort earned them $10K more per year. That's $50K over five years.

Now imagine what happens when women start doing this consistently.

If you've ever accepted less than you knew you were worth, I'd love to hear what held you back.

And BTW, Nelly, I'm so proud of you. You can choose the most expensive restaurant, it's my treat. 🙌 🥰 

♻️ Repost this to help women negotiate their worth with confidence.

52 women ran Fortune 500 companies in 2024. In 2026, it's 55.
The number is small. What moved it isn't:

1. Amy Howe, CEO of FanDuel: She took FanDuel into 24 states while everyone else was still figuring out the playbook.

2. Pamela Abdy, CEO of Warner Bros. Entertainment: She put $4 billion on the board at Warner Bros. and made room for female directors when the spreadsheet didn't ask her to.

3. Gail K. Boudreaux, CEO of Elevance Health : She is responsible for the healthcare of 109 million people. She kept expanding access in the most uncertain year the industry has seen.

4. Mary Barra, CEO of General Motors: She has been CEO of GM since 2014. Still at the top of Fortune's list. She is still personally responding to customer letters.

5. Jane Fraser, CEO of Citi: She inherited a mess at Citigroup and increased profits to 37% and company company stock to 66%. She was the first woman to lead a major Wall Street bank and she led with the work, not just some headlines.

6. Carol B. Tomé, CEO UPS : She restructured a 460,000-person operation by doing less, but better. She was named the top supply chain leader of 2025.

They never announced themselves. 🙌 

Amy didn't make the story about being a woman in sports betting. 
Pamela didn't hold a press conference about female directors. 
Jane didn't frame her entire tenure around being the first.

They went to work. Deep into it. 
The kind of deep where you're too busy solving the actual problem to wonder if you belong in the room.

I think about how much energy we spend waiting to feel legitimate. 
Waiting for the room to shift. Waiting to be invited all the way in.

We were told that was how you break the glass ceiling. 
But what if it was just a way to keep us out, with no seat at the table ever intended? 🫢 

These 6 got so rooted in the work that the question stopped being relevant.

I wonder how many of us are still waiting at a door that was never going to open from the other side.

“I think I stayed quiet because I felt grateful.”
Natasha from my community said this to me.
And this is what it cost her.

Natasha is a senior director in tech. A consistent high performer, the kind of person leadership calls when something is broken and needs fixing fast.

Then a re-org hit. 
A new leader came in and brought their own people. 
Natasha found herself on the outside of decisions she used to own.

She could see it happening.
❌ Meetings she used to lead? Gone.
 ❌ Decisions she used to own? Reassigned.

They didn’t remove her.
They just stopped needing her in the room. 
She was slowly losing her seat at the table.

But she didn’t act.

Because she felt… grateful.
Grateful to have the role. Grateful to be trusted. Grateful to “wait it out.”
So she stayed quiet.

This is what she said to me:
“Bosky, I think I’ve been playing it safe because I felt like I should just be grateful for where I am.”

And this is where so many of us get stuck.

Because companies don’t operate on loyalty.
They operate on shifting priorities.
And while you’re being grateful…the business is moving on without you.

Gratitude isn’t the problem.
Staying grateful while your influence shrinks is.

We got to work together:
↳ Made her work visible beyond her company
↳ Reconnected her with people who could vouch for her
↳ Helped her step back into negotiating from a position of strength

Two months later? She got tapped for an external VP role. 💪 🥰 

Your company will always make business decisions.
The real question is:
Are you making yours before a reorg makes them for you? 🫢 

P.S. What would you tell a woman who is quietly going through this right now?

If I were stuck in my career today, I would stop doing most of the things people are telling women to do.

These are the same things women in my community tell me are actually working for them right now. 💃 

(Save this. Repost this if you find it valuable.)

1. Stop waiting for clarity from others.
 Most people keep waiting until they “figure everything out.”
That’s why we keep looking for more info.
But clarity rarely comes from thinking harder or asking for more advice.
It comes from taking one small action and seeing what actually happens.

2. Stop “building with AI” and start making money with AI.
Anyone can spin up an app with ursor or Claude Code (I love both).
It’s addictive. You can easily spend nights building things. 
But if you want to position yourself strategically:
✅ Launch your idea in the market.
✅ Get a paid pilot.
✅ Show you can generate revenue.
That’s how you stand out from the crowd. 

(BTW, something very cool is coming soon for women. Check the images below and tell me what you think it might be) 💪 

3. Stop believing the narrative that nothing is possible right now.
Just in the past few months inside my community:
✅ 4 women were promoted to Director roles
✅ 2 women negotiated offers and increased their salary by $125K+
✅ 3 woman landed a new job after months of layoffs
✅ 5 women are building their own businesses

When you start seeing women around you move forward even in messy situations, something shifts.

The question in your head changes.
From “Why is this happening to me?” to “Why not me?” 🥰 

So if you read this today, ask yourself that question. "Why not me?"

P.S. What’s the worst career advice you’ve received recently?

There’s a sentence I keep hearing from women in senior leadership right now. 
It sounds reasonable… but it worries me… 🤢 

"I'm just overwhelmed. 
The market is a mess. 
I'll figure out my next move once things calm down."

And I get it. I really do! 

The noise right now is exhausting. 
❎ Layoffs after layoffs. 
❎ Reorgs. 
❎ AI is taking over roles people spent decades building. 

Every place leaves you more anxious than informed. 
Pulling back feels like the only sane response.

Here's what I've seen happen, quietly, to the people who wait.

Leaders won't pause forming their perception while you regroup. 
They will keep forming.
Reorgs will continue to happen (we are already seeing it) 💔 

Waiting doesn't protect your career. 
It just leaves the narrative to someone else.

Three things I've seen actually help at senior levels right now:
1. Shrink your focus, not your ambition. Do one thing this quarter that builds your judgment or visibility. Go deep on it. Clarity beats volume every time.

2. Make your thinking visible. Not on LinkedIn but in the rooms inside your company. In the questions you ask. In how you frame decisions. Invisible thinking doesn't get remembered.

3. Have one real conversation outside your company each month. Not networking. Just one person. Optionality quietly changes how you show up, even if you never use it.

The market settling isn't the signal to start.
Because change ONLY happens when you take action, and not by waiting, thinking or hoping...

Rooting for you. 🙌 

P.S. What's one thing you've been putting off until things calm down?

733 people are getting laid off every day. (this is not a typo)🤢
In the last 2.5 months of 2026... 56,431 people have lost their jobs. 

Meta is reportedly planning another 20% cut. 
Block reduced 40% of its workforce. 
Atlassian cut 10%.

And every day, I'm talking to women trying to make sense of it.
With real questions about their careers, their families, their future.

"The writing is on the wall" is something I keep hearing.
And underneath that, one question keeps coming up:
How do I actually build security now? 💔 

Because we can no longer think about our career as a 2yr or a 5yr plan.
The old way just isn't going to hold.

So instead of today's newsletter, I'm doing something else.
This changes on March 24th for once and for all.

I'm hosting an intimate hands-on LIVE session where I'll show very practical ways for women to:
→ Not get blindsided in this environment
→ Make smarter decisions about your next move
→ Become seen as a strategical leader;  NOT just a "doer"
→ Build your real Plan B
→ Negotiate the salary you actually deserve
(women did this to the tune of $65K–$150K salary bumps)

(Yes. All of this happened this week alone.) 🙌 
This is also why I'm optimistic. 

What's the one question you you have? Drop it below and I’ll answer them.

♻️ REPOST this to help someone navigating uncertainty right now.

Raffaele Di Meo

I am a designer with over 10 years experience and I can help businesses going from problem to design to deal.

I have taken Doddle from an unknown startup to a design powerhouse that was acquired by the largest supply chain business in the world.

I’ve worked with some incredible brands, including Amazon, H&M, ASDA, GXO, DHL, Australia Post, and Yamato, shaping products and services used at scale across global markets.

I focus on getting things done for the business, and for users. My superpower is connecting deep user insight with commercial strategy. I talk to people, I talk to teams, and yes,I talk business too. Design is how I bring it all together.

I champion representation in tech and build inclusive, high-performing design teams. I also share insights on design, leadership, and collaboration through my publication, Some Designers, and speak regularly at industry events. I’m also a guest lecturer, helping the next generation of designers think critically and design with purpose.

Highlights:
	•	Transformed Doddle into an AI-powered returns platform, helping retailers save $12.5M
	•	Designed a parcel-sorting app from 0 to 1, securing a multi-million dollar deal with FedEx
	•	Launched Doddle’s new website, increasing inbound leads by 25%
	•	Boosted McArthurGlen’s loyalty sign-ups by 120% through data-driven A/B and MVT testing using Optimizely
	•	Reimagined Crisis at Christmas in just 2 months through research-led Design Sprints

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