Deloitte

• Selected to participate in a fellowship program focused on enhancing understanding of the ER&I (Energy, resources, and Industrial) industry across the firm. Engaged in projects aimed at supporting firm leaders in growing their practices within the ER&I sector.
• Transitioned to the Internal Audit offering to support Agile IA & strategic IA engagements influencing departments to create purpose-driven teams embracing new technology, navigating risk, and leading learning practices
• Led redesigning of organizational structure (30+ team members) from a technical and teaming perspective while facilitating internal and external relationships, recapturing metrics, and building change management documentation
• Established relationship with Deloitte Consulting and aided in expanding their health care Human Resource Advisory board by facilitating in-person experiences with over 25+ attendees
• Created shark tank-style analytics competition driving innovation and automation ideas for the firm, client, and stakeholders with over 40+ attendees and global leaders

Internal Audit - Consultant

• Relocating to Indonesia to support internal audit control design from a business process and technology standpoint for a 3 billion dollar mining investment, the largest copper mining plant in the world.
• Navigated intense situations with government officials that ultimately led to my return back to the US. An opportunity I'm forever grateful for, Indonesia is a beautiful place!

Internal Audit - Senior Consultant

• Educated team members and improved understanding of relevant IT systems; SAP, Oracle, Workday, SuccessFactors
• Built out global documentation for Agile methodology and obtained Agile Coaching ICP-ACC certification
• Managed collaboration and virtual production among 50+ attendees for internal Agile bootcamps

IT & Specialized Assurance - Consultant

• Performed general information technology control testing, report logic testing, and business process controls testing while working on over 10 SEC external audit engagements within the Energy, Resources, and Industrials industry offering
• Facilitated client walkthroughs for newly implemented IT systems and headed the system implementation control testing
• Energized recruiting efforts at Deloitte by participating in local, regional, and university-based events

IT & Specialized Assurance - Analyst

DxConsulting, LLC

A business I started to better serve job seekers struggling in their careers.


• 2024 LinkedIn Top Voice 
• 2022 Top Job Search Expert To Follow On LinkedIn  (JobScan)
• Captured over 21k followers and 5M+ content views through LinkedIn with daily content creation and producing a year-long weekly video series
• Formulated a job search method, “Conversations > Applications” that reverses the traditional job search process for candidates

Visit www.dxconsults.com for more information. 

Or...scroll down further for some client testimonials.

PS... If you made it this far and really can't find a reason to connect or are struggling to personalize your invite. Just send me a message saying "#Whynot?", happy to connect and start a conversation! I appreciate you taking the time to read about my passion

Founder

Audience & Income

Audience & Income is an exclusive membership community for creators, dedicated to helping them grow their audience and create income online.

Member

Helping job seekers revitalize their networking strategy in Q3 | Conversations > Applications ✌️

I believe you should be able to obtain your career dreams and that’s what I help professionals do. 

My clients have landed roles at Oracle, Deloitte, EY, Tata Consultancy, JP Morgan, Goldman Sachs, Eaton, Salesforce, KPMG, PWC, Dell, Higher Education or started their own venture 😌

But, landing your dream role doesn’t happen by chance, or with me creating an offer letter for you. My most successful clients know it takes hard work, patience, and perseverance.

The results? Massive career pivots, finding clarity in what you wanted to do, landing your target role in 2 months, and getting 2x your current salary. 

Ultimately, the people I work with feel respected, valued, and paid fairly in their career path.

I am a career coach guiding frustrated mid-career professionals to their target roles by teaching them to have the right conversations with the right people

I specialize in 1:1 coaching that covers job search strategy and career clarity.

Sick of hearing from me?  Scroll 👇🏼  to see what my clients have to say

Note: All opinions expressed are solely my own and not of any employers

Who am I and why should you listen to me?

I was an underdog, I never had the perfect GPA, experience, or stories to tell and I still broke into the #1 professional service firm in the world. Before that, I spent time in public accounting, start-ups, and fortune 500 companies.

But... your LinkedIn doesn't show a recruitment or hiring team experience?

They were internships and I decided to remove them. Hiring isn't rocket science + I had the below opportunity

I sat behind the scenes in HR and watched resumes pile in, held phone screens and reference checks, and interviewed candidates, and rejected candidates (yes, all while utilizing an ATS). 

I’ve seen how treacherous the job searching process can be; automated rejections, ghosting, 14 rounds of interviews, and 250 applications a week. I don’t want you to have to live in the process that every candidate believes to be normal.

I was born and raised in Cleveland, Ohio, and also had the opportunity to live in Austin, Texas for four years. After four years, incredible weather, and "Keep Austin Weird" vibes, I finally decided that I missed home and wanted to see the Browns win a Superbowl. I headed back to Cleveland and started working with my dream company + starting my own business. I'm an avid sports fan, enjoy being active, and spending time with my family + and friends

Dominic Imwalle

Sending another application today? Cool.

Just know that hitting 'submit' isn't the win you think.

Here's the thing: applications feel productive.
They're measurable. They're safe.

But they're not moving you forward 👇

STEP 1) Redefine your finish line

- Stop counting applications sent. Start counting conversations had. One real conversation with someone at your target company beats 20 cold applications every single time.

- The goal isn't volume, it's connection.

STEP 2) Pick one person this week

- Find someone doing the work you want to do. Someone who's been where you're trying to go. Reach out with a clear, specific ask. "I'd love 15 minutes to learn how you approached X" works better than "Can I pick your brain?"

- Make it easy for them to say yes.

STEP 3) Show up prepared

- Don't waste their time with questions Google could answer. Come with insight. Share what you've learned about their company, their role, their challenges.

- Ask how they'd approach a problem you're thinking through.

- This isn't an interview, it's a conversation between two professionals.

STEP 4) Follow through

- After the call, send a thank you. Share something useful.

Stay visible. The relationship doesn't end when the Zoom closes.

- People refer candidates they remember, not resumes they forgot.

The application makes you feel busy. 
The conversation makes you memorable.

Leave  the dopamine hit of clicking 'apply' behind. Start building the relationships that actually open doors.

One conversation this week. That's the finish line that matters.

Go find it ✌🏼

Platforms don’t hire you, people do | Creating content to make your search go a level deep than “easy apply” | Career Coach

I've seen people take two full weeks off during this holiday split.

I've also seen people working straight through, treating it like any other December.

I've watched job seekers pause everything until January. I've also watched job seekers send connection requests on December 27th and land interviews by January 2nd.

I've known hiring managers who go dark for weeks. I've also known hiring managers who are online right now, reviewing profiles and responding to messages.

The calendar split this year means fewer people are taking extended time off. Most are working at least part of this week.

As someone who's coached hundreds through career transitions, my advice hasn't changed: Don't wait for January if you're serious about your search.

Today's a perfect day to send 5-10 messages, go deep on research, and start conversations.

People are still working this week.

Tap in where you can and then go have a day 🤝

Platforms don’t hire you, people do | Career Coach | Creating content to make your search go a level deep than “easy apply”

Get out in the world. 
Go do things you enjoy. 
Go push yourself to tears. 
Go hang around people you love.

The world is waiting for you.

Houston. Thank you 🤝

No alternative text description for this image

Last week I realized I no longer submit quarterly reviews to a boss.

I am the boss now.

Here's what the last 90 days of running my own business looked like:

- Survived 3 months
- Held 50+ calls with job seekers
- Didn't touch a penny of my savings
- Joined Favikon for their partner program
- Landed ~$500K in compensation for clients
- Started engaging in pure recruitment services
- Generated 450K impressions with LinkedIn content
- Built a community for conversation > applications with ~20 active members

Sitting in plan for 2026 right now

But I forgot to celebrate the work and be honest about the story.

Every week has been a rollercoaster.
I wish someone had shared that earlier with me.

But I love it so much.
It's a privilege to wake up and serve professionals.

Here's to waking up and treating it like day one 🤝

Ps) these are the highlights, no mistakes/failures pictured

A client reminded me of something I've been doing wrong for years.

We see posts that resonate.

But we scroll past them anyway.
Telling ourselves we'll come back later.

I've lost count of the posts I meant to comment on.

The connections I could've made.
The conversations that never happened.

Here's what I've learned:

- That insight that clicked? Respond immediately.
- That moment of connection? Don't let it pass.
- That person you admire? Tell them today.
- That post you loved? Comment now.

The real cost?
Missing out on relationships.

- How many people never heard your perspective?
- How many conversations died in your drafts folder?
- How many connections slipped through the cracks?

I'm consistently amazed by what happens when I just hit send.

For you, if commenting feels uncomfortable, start small.

It pays to engage with content that moves you.
Pays more to believe people want to hear from you.

Because they do.

The only mistake is convincing yourself otherwise.

Stop saving posts for later.

Start building connections now ✌🏼

I predict career coaching will grow over the next 10 years as organizations have less and less people who care about the growth of those beneath them. They won't spend the time to develop their people because AI was supposed to replace their job. 

Coaching doesn’t replace managers, it replaces the development that no longer exists.

You have to love every single part of the game. And that's my favorite thing about training for a race or serving professionals. 

It will not bounce your way a majority of the time until the ONE week that it does and you dominate because you stayed ready. 

If I'm not with friends, this is what I love doing. 

Have a Sunday 🤝

Ps) t-minus one week until Houston marathon

Endlessly scrolling through LinkedIn won’t guarantee you more interview calls.

1 massive misconception I keep seeing  -  thinking hours on the platform = interview invites.

Why it keeps you stuck instead of moving forward:

1) You confuse activity with actual progress
2) You lose consistency chasing perfection
3) You burn out trying to "do more" ("easy apply")

People respond to candidates who:

- Stay top of mind
- Show up regularly
- Build trust through repetition

So if you're exhausted (or feeling behind):

- Let small actions compound over time
- Message 2 - 3 people per session
- Track who you've reached out to
- Set 15 minutes, twice a week
- Focus on quality over quantity

Because your consistency → creates the leverage that sporadic effort never will.

"Do I need to be on LinkedIn all day?"

1) No.
2) It starts with showing up on your terms.

Build your outreach so you can:

1) Create momentum
2) Trust the process
3) Stay visible

If your goal is to land interviews without burning out...

- Play the long game
- Control your schedule
- Shift from hours to habits

People want to hear from you.

Act accordingly 🤝

I will be your random guy on LinkedIn every single day of the week. 

S/o LinkedIn for giving me a platform.
Blue badge or not, I'll be here rocking 🤝

Founder @ SalesBrand | LinkedIn executive brand and content consultancy | Over half a billion organic LinkedIn views

The LinkedIn Top Voice blue badge summed up in two images.

1. Mel Robbins: world famous author and writer, sold millions of books, has 40 million followers across social media, gets thousands and thousands of engagements per post.

2. Dominic Imwalle: random guy, with a solo consulting business in Texas, gets 20 likes per post

UPDATE 1:

There is a third category. Big LinkedIn-native influencers. I know some of them. Top Voice for them makes sense.

UPDATE 2:

There appears to be a Blue Badge purge going on at LinkedIn right now. People are losing them left and right. So we will see how this all shakes out.

"If someone came to you today saying 'the market is terrible,' how would you response now?"

I asked this to a professional in my program this morning who landed a role before Christmas, their answer:

"It probably is. It's a tough market and from conversations I had, strategic hiring is what's been happening and what is happening"

You don't gain anything by not admitting it. 

It brutal out there, now let's get to work 🤝

A great leader is not just a good manager - 

It's someone who transforms your entire career trajectory.

If you're 5-15 years into your career and you haven't worked under a leader who:

- Demands a high quality work product
- Requires you to share your story
- Requires you to document your story
- Magnifies where you've won
- Gives you room to grow in losses
- Helps you develop other leaders
- Gives you autonomy to find a project you enjoy
- Teaches you how to navigate compensation

Then I highly recommend working this entire year to find someone like this. 

Note: It could take a few years and still be worth it.

I watched a client almost quit 10 minutes into the role research I asked them to do.

"Where do I fit in?"

The job search spiral is real.

Where do I find roles?
What's the next role title?
Who wants to bring me into the fold?

But it's easy to miss the point when you get started.
The exercise isn't to find your next job immediately.

Sure, there should be some targets.

But the goal is to find interesting people and let the lane emerge through the conversations.

This especially goes for folks who are currently employed and looking to make a slow move in Q1 of 2026.

You have time to:

- Build relationships before you need them
- Explore what roles actually interest you
- Let opportunities surface naturally
- Double down on folks you know

Could you land a role by mass applying today?
Of course, it's just going to burn you out faster.

I've watched clients transform their search when they stopped hunting and started connecting.

The conversations reveal the path.

So, are you searching for a job or building toward one?

I’ve watched doors open and careers soar simply because someone offered genuine kindness in an everyday moment.

Don't underestimate how often people are watching you move throughout the day.

Especially online. 

ps) audio scare at the end from the dog, s/o Bea

I joined Favikon's creator program late last year and it's been a breakthrough for understanding the creator economy.

Here's what I've learned:

1. How creators are actually getting supported

- Understanding what moves the needle
- Rankings and metrics that matter
- Finding others building in public

2. Building out my "creator spotlight"

- Where have I won?
- Where do I have room to partner?
- What audience am I hanging out with?
- What have past partnerships looked like?

https://lnkd.in/g8s8FQSm
(give it a look, still in process 🤝)

3. Setting real goals

- Partner with a health/lifestyle brand by end of Q2
- Stop being ignorant to owning a personal brand
- Double down on the creator economy

This works because:

- It pushed me to grow beyond just posting.
- It's already led to partnership conversations for Q1.
- It connects my two worlds: LinkedIn and athletic training.

By following this, I'm:

- Creating opportunities I didn't see before.
- Building something beyond career coaching.
- Owning the fact that there's life outside going on.

I was born in the old school way of things, time to adapt ✌🏼

Don't idolize the LinkedIn profile - validate it with questions. Here's the shift:

You finally land a call with someone whose career looks perfect on paper.

Senior title. Dream company. Impressive trajectory.

You're ready to absorb every word like gospel.

But here's where most people get it wrong.

They treat the conversation like a masterclass instead of a discovery call.

Avoid:

- Taking every piece of advice as absolute truth.
- Forgetting to test their perspective against others.
- Leaving without understanding what didn't work.
- Nodding along without challenging ideas.
- Assuming their path is the only path.

Run towards:

- Digging into the failures, not just wins.
- Asking what they'd do differently today.
- Testing their advice against your situation.
- Treating their experience as one data point.
- Comparing their insights to other conversations.
- Following up with what you learned elsewhere.

Why does this matter?
Because their LinkedIn tells a story, not the story.

What worked for them might not work for you.
Your job isn't to copy - it's to collect evidence.

When you treat people like hypotheses instead of saviors, you stop worshipping profiles and start building your own playbook.

That's how you make smarter moves in the market.

Test everything, believe selectively ✌🏼

Ps) this is what I spent a Saturday coaching session discussing, it pays to spend time with the right people to uncover where you're headed!

Job seekers focus on what they can't control.

The interview invite, the recruiter's response, the offer timing.

What about the work you can do today?

Here's what's in your control right now --

1) Who are you reaching out to this week?
2) How do you deliver your story?
3) Where are you showing up consistently?

The interview comes later. The offer comes after that.

But the outreach? The conversations? The visibility?
That's today's work.

Control the inputs, trust the outcomes ✌️

When you shift to conversations > applications, tracking the right signals separates good networking from great networking.

Watch for these leading indicators:

- They offered to introduce you to someone in their network.
- They asked how they could be helpful moving forward.
- They gave you a name to mention in your outreach.
- They connected your background to a specific role.
- They shared internal context you couldn't find online.
- The insights you gained helped you take action.
- They followed up after the conversation ended.
- They asked about your next steps or timeline.

These are all signs of a networking conversation that moved the needle.

But, one signal alone doesn't mean much.

Therefore, when multiple indicators show up in the same conversation, you've built the type of connection that actually leads to opportunities.

When conversations feel like they're going nowhere, look for these signals.

I'm confused why you'd use anything other than beehiiv to run your newsletter in 2026. 

I have a small list I'm writing to on roughly a weekly basis, from there I can:

- Refer people to other newsletters I love. 
- Manage products that are relevant for subscribers.
- "Vibe code" into a new landing page for people.
- Monetize w/ ads few different ways (take home all of it).
- Own all digital assets in one platform vs. multiple sites. 

Better yet, they have an awesome team supporting you 24/7. I remember when they first kicked off and I was in a slack chat asking questions + getting 1:1 support. 

Even more, you hear from Tyler Denk 🐝 pretty often on what's next. 

Also gotta s/o Daniel Berk 🐝 who keeps me hooked.

If you need a newsletter platform, run here 🤝

Most people see job seekers as statistics, not individuals. That’s where everything goes wrong.

You have the opportunity to change someone’s life. 

One call. One message. One offer.

You gain nothing from showing up to an interaction with anything less.

Have a Saturday 🤝

Ps) ShareAura is an elite running app where I thought about this post.

The job search isn't glamorous, but it's where you build the momentum that matters.

We're often waiting for the "right" opportunity.

But most days, it's just you doing the work.
No one's watching, no one's cheering.

What does that work actually look like?

- Reaching out to who they recommended
- Connecting your experience to their pain
- Finding the company in your field
- Crafting the email to the hiring team
- Tweaking your resume or LinkedIn
- Taking action after the conversation
- Crafting the connection request
- Finding the person to contact
- Scheduling the conversation
- Finding the role you like
- Holding the conversation

And the list goes on.
This is the work you can control.

When you take the gut punch from 8+ interviews that didn't go your way?

You go back to this work.
You create another opportunity.

These are all steps I've seen create wins for people. 
Run back here if you're struggling 🤝

Shelley Piedmont, SPHR, SHRM-SCP

You've spent years building real expertise. You've solved many problems and delivered great results. But when it comes time to talk about what you do, whether you're considering a career change or sitting in an interview, you can't quite put your finger on what makes you valuable. You know you're good at what you do, but you can't clearly explain why or how that matters to someone else.You're struggling because you've never stepped back to truly understand what your experience adds up to and how to talk about it in a way that makes sense to someone else.I was a recruiter for 20 years, which means I've interviewed thousands of leaders. I've also coached 400+ mid-career professionals through career transitions and interview prep.What I've learned is this: most people know what they're good at. They don't know how to talk about it.I work with people in two situations:1) You're thinking about a career change.You know you need something different, but you're stuck. You're worried your experience won't translate. You're scared of starting over or taking a pay cut. You don't know how to explore options without blowing up your current stability.I help you figure out what actually makes sense for you, then show you how to talk about your background so it sounds like an asset, not a liability.2) You have interviews coming up, and you're not readyWhen you try to explain what you do, it either comes out as a rambling career history or three vague sentences. You leave interviews kicking yourself because you forgot to mention half your accomplishments.I teach you how to tell your story in a way that's clear, confident, and actually lands. The organization has a strategy; you should, too.Here's what's different about working with me:I've been on the other side of the table. I know what hiring managers are actually listening for. I know why some answers work and others fall flat.For example, everyone says they're a "strategic thinker," but almost no one shows how they think strategically or what results that thinking produces. That's the difference between an answer that sounds good and one that gets you hired."I was feeling very lost when we started. Shelley helped me organize my plan, understand my strengths, and put an actionable plan together. I now feel ready to move forward with purpose.""Shelley gave me different ways of looking at how I answer interview questions, which will help tremendously."Book a free consultation, and I'll show you what's getting lost in translation. Check out the link in my contact information.

Interview the Right Way Coach

Shelley Piedmont

I was asked what life has taught me.

I froze. Nothing came to mind.

But later, lying awake at 2 AM, my brain was working, and the list became clear.

Here's what I know to be true.

—Stop asking for permission. Do it. The life you want won't wait for you to feel ready.

—Make time to see your friends. It's always worth it. Always.

—Not everyone will show love the way you want them to. Learn to accept how they offer it. Love comes in many languages.

—Some of the best memories are from the small moments, not the big ones. The child laughing. The random meme. Watching the sunset on the lanai.

—Jealousy can be a robber of happiness. Let everyone do them; you get to do you. 

—Help your children be what they want to be, not what you want them to be. Your dreams are yours. Theirs are theirs.

—It's okay to spend time on something others find worthless. My hours watching Dawson's Creek have been a great conversation starter. Your "silly" thing might be what attracts others to you.

—Talk to the person checking you in at a hotel or your seatmate on an airplane. Interesting people are all around us if we open ourselves up to finding out about them.

—Say "I love you" every chance you get. You never know when it will be the last time the person hears it.

—Eat pistachio gelato every chance you get. Life's too short for vanilla.

With this list, I turned over and went soundly back to sleep.

For those who know me, did any of these surprise you?

----------
💜 Helping mid-career professionals find clarity, build confidence, and land jobs they love.
📖 Follow me for career tips, job search strategies, and interview advice.
💌 Need support in your career journey? Reach out—I’m here to help!

Shelley Piedmont🧭

Clarity↣Strategy↣Hired For Managers to VPs • Job Search Strategist & Interview Coach • Career Coach, Job Change Advisor & Resume + LinkedIn Advisor

Is 2026 the year when you can finally breathe?

That was all a client of mine wanted when I asked her to imagine what achieving her career goals would do for her life. 

In 2025, many professionals were holding their breath. They stopped dreaming about what was possible because they were paralyzed by what they thought was probable:

—News stories about 6-month+ job searches and ghosting made staying in toxic cultures feel like the "safe" choice.
—Losing the emotional energy required to actually go for it, because it seems so out of reach.
—Starting to doubt your marketability, because you don't get positive affirmation that your work is valued.

To start breathing in 2026, you have to follow my client’s lead and move from "surviving" to "strategizing":

—Write down what "breath" means to you. Is it more autonomy? Better leadership?
—Separate the horror stories from your specific market reality. Many job seekers who struggled did not apply a strategic, relationship-based search.
—You don't have to do this alone. High-performers use coaches to maintain the accountability and perspective they lose when they’re burnt out (ask my clients).

We are in a new year. At this time next year, do you want to bemoan another year where you still can't breathe, or do you want to say you have found your fresh air?

If it is the former, I am here to help you out.

---
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes you rather than exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Campus recruiting is changing (again).
And not in a good way for most students.

A note: I usually focus on mid-career job seekers in my posts. This will likely apply to your children, nieces, and nephews who are in college or about to graduate. It is something you should know.

My Monday's number: 26%

That's how many companies were exclusively recruiting from a shortlist of elite schools in 2025, up from 17% in 2022, according to a Veris Insights survey of over 150 companies.

The "talent is everywhere" message from the hot job market? Gone. Now, hiring from elite schools and near corporate HQ is a priority.

Let's look at what is happening.

GE Appliances cut their campus visits from 45-50 schools down to just 15.
McKinsey removed  "We hire people, not degrees" from their career page. Evidently, that is not true anymore (but what is ever?).

If you're not at a target school, you're starting from a massive disadvantage.

And the timing couldn't be worse for new grads.

The unemployment rate for "new entrants" (recent college grads trying to break into the full-time workforce) hit a nine-year peak in 2025, according to federal data analyzed by the Burning Glass Institute.

For the first time in modern history, bachelor's degree holders ages 20-24 are experiencing unemployment rates closer to those of those with only a high school diploma. The gap between the two groups is the smallest it's been since at least the early 2000s.

One think tank called the U.S. "no country for young grads." It is pretty bleak right now.

I get some of this.

I did campus recruiting as a recruiter. When companies want in-person work, recruiting close to the corporate office makes sense. Fewer companies are willing to pay to relocate.

Plus, when you focus on fewer schools, you can build deeper relationships. You're not spread so thin.

What this means for students:
If you don't attend an elite university or a school near a major corporate hub, one expert put it bluntly: "God help you."

His advice? Referrals, LinkedIn, and networking (always best practice). Because traditional campus recruiting won't reach you.

The doors that opened during the hot job market are closing again.

And I haven't seen any data showing that this narrower approach is actually producing better hires. 

Mid-career professionals: If you have a college student or recent grad in your life, what's one concrete thing you're doing to help them navigate this? Referrals? LinkedIn coaching? Honest talk about what schools/locations actually matter now?

Sources: Wall Street Journal (January 2026), CNBC analysis of Burning Glass Institute data (October 2025).

Purple background featuring 'MONDAY NUMBER' text in tan/beige lettering with '26%' written in white handwritten style below. Shelley Piedmont, wearing a burgundy sweater, has her hand cupped to her ear in a listening gesture. Website URL www.mycareergps.com appears at the bottom. This is Shelley Piedmont's Monday Number post about the percentage of companies exclusively recruiting from a shortlist of elite schools, showing how campus hiring has narrowed and is affecting college graduates' job prospects.

Is a traditional full-time job search actually holding you back from the work you love?

When mid-career professionals think about career success, they've been trained to look for a seat at one table. But for many, that model no longer works for them.

If you’re frustrated by long hiring cycles or looking for more variety in your day-to-day work, you might not have considered a path many of your peers are already taking: The Fractional Shift.

This isn't just about a filler job until you can find a permanent home. It’s about building a 'Portfolio Career' where you: 

✓ Solve diverse, high-stakes problems across different industries. 
✓ Regain autonomy over your schedule and who you work with. 
✓ Get paid well for your expertise and are respected.

Instead of waiting for one company to say "yes," imagine multiple companies saying "yes" to your problem-solving abilities.

I’ve broken down why this might be the right path for you and what you need to know.

Many of you are stymied in a full-time search because you are selling time when we should be selling results. For my fractional pros: what was the most challenging part of that mindset shift? 

---
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Fractional Work For Mid-Career Professionals

Are you in the mid-career gray area?

You know, where you feel the following:

You’re good at your job, but not "lit up" by it.
You’re respected, but they won't move on your best ideas.
You’re wondering if a new title, industry, or career is the answer. 

It is not that you are miserable, dreading every workday. It is more that you are feeling underutilized.

This was my conversation with "Michael" yesterday. He has a lot of ideas about what else he could do, but he can't pinpoint one and say that it is it.

"Michael" is not alone. Many of you have that "January itch." You want 2026 to be the year that you find something more fulfilling, but don't know what that is.

Well, what are you going to do about it? Keep thinking and thinking, but not making any progress?

Or are you going to take constructive steps like "Michael" and get support?

You can end 2026 the same way you ended 2025, or you can do something different—your choice.

If you want help to get career clarity, DM me (it is always free). I'd love to make your 2026 one of your best years.

"Why should we hire you?" 

Many of you are getting this interview question wrong.

You think, "I'll tell them I am a great problem solver or build strong relationships. That's what they want to hear, right?

Well, sort of.

Saying that makes you sound like everyone else. Getting an offer is not about being like everyone else; it is about showing you're uniquely qualified for the role.

You have to provide this proof.

Instead of: "I'm great at problem solving." Try: "I reduced customer complaints by 40% in six months by creating a new tracking system that caught issues before they sidetracked us."

Instead of: "I'm a team player." Try: "I started weekly cross-department check-ins at my last job. Within three months, we saw project delays drop by 25%, and it increased morale."

Also, when answering this question, don't forget to talk about your cultural fit.

You are hired not only because you can do the job, but also because you fit in with the culture.

For example, I worked at an organization that used a repeatable scaling process. When interviewing candidates, I enjoyed hearing about their comfort level and preference for our business approach. I knew they could work within our way of doing business.

So, here is a cheat sheet on how to answer this question.

Before your next interview, write down three specific examples:
—A problem you solved (with numbers)
—A time you improved something (with results)
—How you embody their company values (with a story)

Skip the buzzwords. 
Give them the evidence. 

That's how you stand out when everyone else is giving the same generic answers.

Need help with your interview prep? DM me (always free).

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The Battle

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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);}Dominic Imwalle's LinkedIn Performance

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