ADHD Career Coach | Founder of Momentum — the 8-week coaching program built to get ADHD brains off the overthinking line and into a rhythm of task execution (even on low-energy days)

If you're like most senior leaders I work with, you're not stuck because you lack experience, but because locking into your next move feels impossibly heavy.

I know that feeling well.

For years, I could lead teams, close deals, and make high-stakes decisions without blinking.

But when it came to my own next step?

– Everything blurred.
– The options multiplied.
– The second-guessing crept in.

And the longer I sat with it, the harder it got to move at all.

You can probably relate:

– You can see multiple lanes.
– You can imagine yourself in all of them.
– You can talk yourself into each one if you're not careful.

But eventually, the weight of all those possibilities starts to work against you.

➝ Your story doesn't point anywhere.
➝ Your positioning feels scattered.
➝ Your confidence nosedives.

And you start asking the real question:

"𝗪𝗵𝗮𝘁 𝗽𝗮𝘁𝗵 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗺𝗮𝗸𝗲𝘀 𝘀𝗲𝗻𝘀𝗲 𝗳𝗼𝗿 𝗺𝗲 𝗻𝗼𝘄?"

Most people assume it's a motivation problem.

It's not.

𝗜𝘁'𝘀 𝗮 𝗵𝗲𝗱𝗴𝗶𝗻𝗴 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

Because when you're keeping too many options open, nothing really lands.

Once you stop hedging and lock into one clear lane, 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗱𝗼𝘄𝗻𝘀𝘁𝗿𝗲𝗮𝗺 𝘀𝘁𝗲𝗮𝗱𝗶𝗲𝘀:

➝ Your direction locks in. 
➝ Your positioning becomes clear. 
➝ Your visibility grows in the right spaces. 
➝ Your authority increases with the people who matter.

Small wins start stacking again.

Movement feels normal.

Confidence comes back online.

𝗧𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝗜 𝗱𝗼.

Through 𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺 — my 8-week 1:1 career accelerator — I help leaders in transition stop hedging, lock into one clear path, and build visibility and authority where it actually matters.

Here's what you get:

– A structure for clarity, positioning, visibility, and authority
– The accountability and scaffolding that keep you steady
– 1:1 support to reduce friction instead of adding pressure
– A 2nd brain to guide the work between calls (Persona™)

By the time the conversations start, people already understand who you are, what you bring, and where you fit.

And once you lock in?

Momentum becomes the norm.

📩 𝗗𝗠 𝗺𝗲 "𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺" 𝗶𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝘀𝘁𝗼𝗽 𝗵𝗲𝗱𝗴𝗶𝗻𝗴 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁 𝗺𝗼𝘃𝗶𝗻𝗴 𝗳𝗼𝗿𝘄𝗮𝗿𝗱.

David Hannan

Founder of The Strategic Student

College is a big investment. I help students get a return on it.

Students invest time, money, and energy into college, but many graduate with uncertainty instead of job offers. Why? Because earning a degree isn't enough to stand out in today's market — you need a strategic approach to identifying and leveraging the right opportunities your tuition buys you access to.

That’s where I step in.

I provide practical advice, 1:1 coaching, and workshops to students so that they can create a purposeful college strategy.

One that turns their degrees into offers. 

—

• Weekly Content (Mon | Wed | Fri — Make sure to hit the bell!)
• 1:1 Coaching to College Students and Career Services Staff
• Workshops to College Students and Career Services Staff

—

I've partnered with 35+ universities (including UCLA, Cornell University, and UT Dallas) to lead workshops on college strategy, internship / job search tactics, and other career readiness topics. 

And I'd love to partner with you too!

My most popular workshops:

"Leveraging LinkedIn as a College Student"
"Internships that Count" 
"Using AI in Internship and Job Search"
"College by Design" (Ideal for first-year and sophomore students)

—

Interested in learning more about my services? 

Check out my website at www.thestrategicstudent.com or DM me "Strategic" and I'll share the full details!

Lasse Palomäki

I’ve seen 4.0 GPA students struggle to land a job.

And I’ve seen 3.2 GPA students land multiple offers.

Here's why: Your ability to gain and retain knowledge (GPA) is the baseline.

It gets you in the running.

But recruiters want to see you’ve applied that knowledge to create positive outcomes in relevant project-like settings.

Because that's what you're expected to do should they hire you.

So start finding avenues to do so this fall semester.

• Participate in case competitions
• Get an internship / externship
• Become a student leader
• Find an on-campus job
• Start a side hustle
• Volunteer

And so on. The opportunities are ample on every campus.

So, go put your knowledge to use, document the projects you get involved in, and track the outcomes you create. 

Knowledge alone doesn’t help you stand out. Proven ability to effectively apply it in a relevant setting does.

—

PS: Building experience is critical — but learning how to communicate that experience matters just as much. That’s where many students get stuck.

I’m sending out this month’s The Strategic Student Newsletter at 11am ET today, breaking down how recruiters actually read student resumes — and how to make your experience easier to recognize.

Join 500+ others here, if you want it straight in your inbox when it goes out: https://lnkd.in/e9YJSn8d

Lasse Palomaki

I help college students turn their degrees into offers | Founder @ The Strategic Student | Led career workshops to students at 40+ universities | Associate Director of Career Services | Speaker

"Is it OK if I view the interviewer's LinkedIn profile?"

A common question from students.

Yes — it's OK. 

And not just OK, but something you should routinely do.

They're doing their research on you, and you should do the same. 

Now, the question is "what am I looking for?"

You're looking for:

• Common ground
• Relevant company / industry info
• Clues about what's important to them

You can find some of this in their About, Education, and Experience sections. 

But also scan through their Featured section, mutual connections, and activity (posts/comments/reactions). 

The information you find can be used before, during, and after the interview. 

→ Before

Maybe they...

• Regularly post about going on hikes
• Volunteer for a cause you also care about
• Attended the same university you are attending

Bring those up in the pre-interview small talk if there's a natural opening to do so — people like to hire people who they can connect with.

→ During

Maybe they...

• Posted about a new project the company is working on
• Reposted an article about a key industry trend
• Featured a podcast they appeared on

These give you relevant language and details to tie into your answers.

→ After

Maybe they...

• Posted about a recognition the company attained
• Have gained certifications while at the company
• Have stayed at the company for 10+ years

Tie these into thoughtful questions about the company and the interviewer (e.g. "I noticed you've been with this firm for over 10 years — what makes this place so special that you haven't left?")

—

Sometimes you find plenty of information that will help you in the interview, sometimes a little less. 

But you should always do your best to get to know the person(s) on the other side of the table. 

Do your research – it'll show.

25 common student resume mistakes: 

(And how to prevent them)

I've reviewed thousands of student resumes over the past years. 

Here are the most common (easily preventable) mistakes I see:

Typos
↳ Proofread with ChatGPT

Multiple fonts
↳ Cmd/Ctrl+A, then select font

Full address in header
↳ Only include your city and state

Unprofessional file name
↳ Use: [Name] Resume_[org] [role]

Using personal pronouns (“I,” “my”)
↳ Drop all pronouns — lead with verbs

Unevenly right-aligned dates
↳ Google "Word/Docs right tab stop"

Incorrect list order of positions
↳ Most recent education/experience first

Weak/vague bullet descriptions
↳ Look up and use the “Google XYZ formula”

Not customized LinkedIn URL
↳ Google “Custom LinkedIn URL” for advice

Listing high school activities
↳ Remove them (unless a first-year student)

No white space between sections
↳ Add uniform spacing to improve scannability

Vague working dates in experiences
↳ Use "May 2024 — Aug 2024" not "Summer 2024")

Using paragraphs instead of bullets
↳ Bullets are easier to scan — 3–6 per role is plenty

Burying key bullets in the middle or the end
↳ List most relevant/impactful bullet points first

No bullets under leadership/volunteering roles
↳ Add impact-driven bullets — treat these like jobs

Using a template with columns/visuals/charts
↳ Build a one-color, one-column, no-visual resume

No (quantifiable) outcomes/impact in bullet points
↳ Add “so what” — what improved or changed?

Unclear graduation dates
↳ Don’t just write “2026” — use “May 2026”

Weak action verbs (“Responsible for," "Helped with”)
↳ Be direct (“Led,” “designed,” “analyzed,” “built”)

Mixing past and present tense in bullets
↳ Past roles = past tense; current roles = present tense

Skills section full of soft skills (e.g., teamwork)
↳ List hard skills/certs, build soft skills into descriptions

Including a "References upon request" section
↳ Remove from resume and add recs to your LI profile

Irrelevant coursework in "relevant coursework" section
↳ 2-3 courses max that are directly relevant to the role

Fluff (e.g., Driven and passionate team player seeking...)
↳ Avoid generalities / commonalities anyone can claim

Special mention: Using graphics to show skill levels
↳ Pie charts, bars, stars… none of them prove ability

The simplest way to prevent these? 

Consult with your career services office as you build your resume — you're already paying for their expertise.

—

PS: This Wednesday at 11am ET, I’m sharing a deep dive on why most student resumes look fine but still don’t get interviews — and how recruiters actually read them.

Want this straight to your inbox?

Join 500+ students and educators and subscribe to The Strategic Student Newsletter below: 

https://lnkd.in/e9YJSn8d

Many “entry-level positions” require some experience.

Fair or not, that’s the reality.

Here’s what it means to you as a college student:

• Earning a high GPA alone won't guarantee you a job
• Graduating college won't automatically get you a job
• Thinking “the system is broken” won't land you a job

Here’s the good news:

• ”Experience” doesn’t have to be full-time experience
• Campuses offer countless ways to gain experience
• You can even create your own experience

Internships, student employment, freelance projects, and even volunteering are all examples of valid, non-full-time experiences that will help you land a job.

(Given that there is some evidence you’ve built relevant skills, made real decisions, and produced meaningful outcomes that translate to the role.)

Understanding this is important.

Because now you’re aware of the realities and can act accordingly.

Four years is a long time — long enough to gain some relevant experiences.

The earlier you understand (and act upon) this, the less you have to worry about the "entry-level jobs shouldn't require experience" debate.

Because you’re already working to make this debate irrelevant for you.

An event every student org should host this spring:

Internship Insider Lessons

Put simply, an event where members who've completed internships in the past can share: 

• Skills and lessons they gained during their internships
• How they secured those competitive internships
• Actions that helped them stand out as interns
• What they’d do differently next time
• And so on

(+ Answer questions from the other members)

For major-specific student orgs, this kind of an event is a game-changer.

Members preparing for their internship search or summer internships will gain practical real-world advice tailored to their field.

And those who’ve completed internships get to reflect on their experiences and step into a mentorship role.

It's a win-win.

An added bonus?

As more and more members land and excel in their internships, it builds the reputation of the entire organization.

(Which helps with recruitment, funding, building industry connections, etc.)

This isn’t just about sharing stories — it’s about creating a culture of support, mentorship, and professional growth that benefits everyone involved.

The exact things a student org should offer.

The bare minimum all students should do on LI: 

Tailor their feed to their target career 

In other words, follow people and organizations who publish content relevant to their target career. 

Are you a pre-law student? 

Follow: 

• Law firms 
• Regulators 
• Law societies 
• Practicing lawyers 

Are you an HR student? 

Follow: 

• Staffing agencies 
• HR consultants 
• Recruiters 
• SHRM 

Are you a marketing student?

Follow: 

• Marketing agencies
• Digital marketing platforms
• Professional associations (e.g., AMA)
• Established marketers and brand strategists

(Didn't see your major listed? Go to ChatGPT and use the following prompt: "What types of people, associations, or organizations should a [your major] student follow on LinkedIn?")

Do this and your feed populates with relevant content. 

Engage with it, and the algorithm will continue to show more content like it.

No easier way to gain insights on industry practices, trends, and updates. 

Bonus points if you join the conversation through thoughtful comments and questions. 

Now you’re not only learning, but also getting your name and profile out there in front of your target audience.

—

PS. Want a deeper dive into how students can use LinkedIn to build their brand and gain an edge in their internship and job search?

I’ve led my "Leveraging LI as a College Student" workshop at 25+ institutions nationwide (e.g., UCLA, Cornell, UT Dallas) — and right now, it’s 25% off.

Send me a DM, and I’ll share more details!

Campus leadership is a great addition to a resume.

But many students make this one mistake when listing it: 

They treat it like a box to check — a quick line item under “Leadership” — not real experience worth explaining.

Some recent examples I’ve seen (listed exactly as they appeared on the resume):

• "Executive Team Member in the AMA"
• "Executive in my fraternity"
• "Peer leader"

No specific title. No bullet points. No outcomes. In some cases, not even the official name of the organization.

It reads like the role was included because it “should” be there — not because it added real value. 

As a result, it tells the recruiter you were involved, but nothing about what you actually did or the impact you made (which is the important part.)

Here’s the thing: You should treat campus leadership the same way you treat any other role on your resume.

If you had real responsibilities and made a real impact, you need to show that. Otherwise, it looks like just another commitment you showed up to once a week.

For example, if you were an executive in a fraternity:

• What was your exact title (e.g., VP of Membership)
• Did you increase membership or retention?
• Did you propose/execute new initiatives?
• Did you oversee a budget?

And so on.

Now it’s no longer just a title — it’s experience.

Or, if you were an executive in your AMA chapter:

• What was your exact title (e.g., VP of Marketing)
• Did you increase visibility or engagement?
• Did you run social media accounts?
• Did you launch campaigns?

Again — real work. Real outcomes.

If your role wasn’t just symbolic, say that.

Tell the recruiter:

• What you did
• How you did it
• What changed as a result

Don’t leave them guessing.

Because when leadership roles are listed without context, they do very little to convince a recruiter you’re worth interviewing.

Titles alone don’t signal readiness. Actions and outcomes do.

If your leadership role was real work, treat it like real work on your resume.

—

PS. This applies to volunteering as well. Unpaid doesn’t mean irrelevant. If you made an impact, explain it. 

Anything you include on your resume should clearly connect to the role you’re pursuing — because recruiters won’t connect the dots on their own.

Want to stand out in your internship interviews?

Use confident language.

What does that mean? 

It means not undermining your own experiences and stories with words that lack confidence. 

Here are some of the usual suspects I hear in mock interviews with students: 

(And what you should say instead)

"I think / feel like..."
↳ "I'm confident that..."

"I was just a volunteer, but I..."
↳ "I had a great volunteer experience, where I..."

"Not sure if that makes sense"
↳ "Let me know if I can clarify anything!"

"It wasn't really a real job, but I..."
↳ "I gained valuable experience in my role as..."

"I'm sorry if I was rambling"
↳ "I hope that provided a good picture of the..."

"This might be a dumb question, but..."
↳ "I'd love to learn more about..."

—

Bonus: 

Be mindful of "We" statements v. "I" statements. 

Your goal is not to just highlight what your team did or achieved, but what YOUR individual actions and responsibilities were that contributed to that success. 

Compare the two examples below:

• "We organized an event that had 100+ attendees..."
• "I led the marketing efforts for an event for 100+..."

One highlights your team's efforts, the other highlights your individual contributions.

Bottom line: your language matters. Your words either reinforce confidence — or quietly undermine it.

And that can make all the difference in an interview.

taplio

The Battle

David Hannan

Lasse Palomäki

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Lasse Palomäki's LinkedIn Performance

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