Erin Lewber

Building strategy. Developing talent. Driving growth.That’s the work - inside Amazon and inside the careers of the women I support.At Amazon Business, I lead Account Management for a multi-billion-dollar portfolio, supporting Fortune 100–1000 customers. I manage a multi-layer team (leaders and ICs) and built global strategic account management strategy to close gaps in customer adoption and retention - creating a model now used worldwide.The work sits at the intersection of sales, consulting, and customer success:- solve complex customer problems- drive adoption and retention- build durable growth engines- develop high-performing teamsI’m consistently rated in the top tier of people managers at Amazon, based on daily team feedback.Outside of Amazon, I’m the founder of Erin Lewber Coaching - a boutique coaching firm supporting women in two key seasons:1) Career pivots + job search executionResume strategy, LinkedIn, interview prep, and momentum - supported by my coaching team.2) Executive advisory + strategic thinking partnershipFor women navigating complex career and leadership decisions - where getting it right matters. This is judgment-driven work, not templates or assessments. We lay the full situation on the table, pressure-test options, and move forward with clarity and confidence.If you’re navigating a pivot, promotion, or a decision that deserves real discernment, you’re in the right place.Focus areas: Sales leadership • Growth strategy • Strategic account management • Executive advisory • Leadership communication • Career pivots • Interview strategy • Women’s leadership

Head of Strategic Adoption, Sr. B2B Sales Leader

I lead a team of 12 to drive adoption of Amazon Business within AB's Fortune 1000 customer base.  

In this role, I've developed, launched, and scaled the Strategic Adoption role across Amazon Business.

2 easy-peasy Job Search Tips 
that'll help you out: 
------------------------------------- 
𝗧𝗜𝗣 𝟭: 𝗔𝗣𝗣𝗟𝗬 𝗩𝗜𝗔 𝗧𝗛𝗘 𝗖𝗢𝗠𝗣𝗔𝗡𝗬 𝗦𝗜𝗧𝗘 
A company's jobs page is almost always linked directly to their Applicant Tracking System (ATS). This means that if a job is posted on the company page, it's open to receive candidates. 
 
3rd party sites (LinkedIn, Indeed, etc.) can require recruiters to manually post jobs and maintain their statuses. 
 
This means there's a higher potential of the 3rd party site postings being accidentally left open, forgotten, not updated, not checked as frequently ... you get the idea. 
 
𝗙𝗶𝗻𝗱 𝗮 𝗷𝗼𝗯 𝗼𝗻 𝗮 𝟯𝗿𝗱 𝗽𝗮𝗿𝘁𝘆 𝘀𝗶𝘁𝗲? 
𝗚𝗼 𝘁𝗼 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗽𝗮𝗴𝗲, 𝗹𝗼𝗰𝗮𝘁𝗲 𝗶𝘁, 𝗮𝗽𝗽𝗹𝘆 𝘁𝗵𝗲𝗿𝗲. 
 
𝘽𝙊𝙉𝙐𝙎 𝙏𝙄𝙋: When you apply on the company page, you'll know your application went right into the ATS, which is the company's candidate database. Sometimes 3rd party sites can require recruiters to manually download and add candidates. I know someone (it's me. I did this.🤦♀️ ) who missed candidate messages in LinkedIn recruiter before... 
 
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𝗧𝗜𝗣 𝟮: 𝗝𝗢𝗕 𝗙𝗥𝗘𝗦𝗛𝗡𝗘𝗦𝗦 𝗠𝗔𝗧𝗧𝗘𝗥𝗦 
 
When a hiring manager or recruiter opens a job, they're going to start reviewing resumes as soon as they start coming in. Their goal is to shortlist (aka identify a small group of candidates) who look like good matches for a phone screen/interview. 
 
Depending on the company's policy on interviewing, this may look like 1-4 candidates on average. 
 
Then, they'll interview all of those candidates. 
 
And the job posting in the meantime? Typically remains 'open' because the company hasn't filled the role yet (even though they're on their way to doing so) 
 
SO... 
 
When you see a job that's 7+ days old, odds are HIGH that the company is already interviewing candidates and may not be coming back to the 'well' for more unless something goes wrong with the first batch. 
 
𝗗𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗲𝗮𝗻 𝘆𝗼𝘂 𝘀𝗵𝗼𝘂𝗹𝗱𝗻'𝘁 𝗮𝗽𝗽𝗹𝘆? Heavens no! 
 
Always apply if you're qualified. 
 
But manage your expectations. 
 
Older job posting = lower probability 
 
𝘽𝙊𝙉𝙐𝙎 𝙏𝙄𝙋: Log the job's freshness in whatever tool you use to track your applications (you're tracking them, right? Teal offers an great tracker OR just make a Google sheet if you want to keep it simple). That way, if you aren't getting interviews, you can segment out 'low probability' jobs that probably didn't work out more because of the age of the job than because of your application content.

Head of Account Management, Amazon Business | Executive Advisory + Career Coaching for Women | Pivots, Promotions, High-Stakes Decisions

Interview coming up? 
 
4 Power phrases to add to your interview: 
(𝘪𝘯 𝘯𝘰 𝘱𝘢𝘳𝘵𝘪𝘤𝘶𝘭𝘢𝘳 𝘰𝘳𝘥𝘦𝘳) 
 
→"While preparing to speak with you today, I...." 
 
"One thing I've come to realize is...." 
 
"Something I've discovered about _______, is...." 
 
"I learned that..." 
 
𝗪𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝘁𝗵𝗲𝘀𝗲 𝗽𝗼𝘄𝗲𝗿 𝗽𝗵𝗿𝗮𝘀𝗲𝘀? 
 
They each show you've thought about a situation, event, or experience; you can pull a bunch of stuff together to create a single "aha!" 
 
𝗧𝗵𝗲𝘀𝗲 𝘁𝘆𝗽𝗲𝘀 𝗼𝗳 𝗿𝗲𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀? 
 
They lift and shift from job to job 
 
𝗔𝗻𝗱 𝘀𝗺𝗮𝗿𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀? 
 
Of course they want someone who can do the job 
 
𝗕𝘂𝘁 𝗺𝗼𝗿𝗲 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁𝗹𝘆? 
 
𝗦𝗺𝗮𝗿𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗵𝗶𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗵𝗼 𝗰𝗮𝗻 𝘁𝗵𝗶𝗻𝗸, 𝗿𝗲𝗳𝗹𝗲𝗰𝘁, 𝗮𝗻𝗱 𝗹𝗲𝗮𝗿𝗻. 
 
Try these phrases on in your next interview. 
 
Let me know how it goes. 
 
What questions do you have about interviewing? 
 
Meet me in the comments...

Head of Account Management, Amazon Business | Executive Coach for Women | Driving Strategic Growth & Leadership Excellence

"I don't have metrics to put in my resume"

First, let's prove you wrong:

𝗕𝘂𝘀 𝗗𝗿𝗶𝘃𝗲𝗿:
→ Number of years as a bus driver
→ Number of years without a traffic violation
→ Number of children safely transported
→ Safety certifications (e.g., CPR)
→ Awards and recognition from your boss

𝗦𝗮𝗹𝗲𝘀:
→ Size of quota, performance against it
→ Size of customers served (e.g., SMB)
→ Number of new customers acquired
→ Value of large deals won (and how you won)

𝗙𝗮𝘀𝘁 𝗙𝗼𝗼𝗱 𝗪𝗼𝗿𝗸𝗲𝗿:
→ Number of customers served
→ Speed/accuracy of your work v. average
→ Attendance record
→ Awards and recognition from your boss

(𝘐 𝘤𝘰𝘶𝘭𝘥 𝘨𝘰 𝘰𝘯 𝘢𝘭𝘭 𝘥𝘢𝘺 𝘸𝘪𝘵𝘩 𝘦𝘹𝘢𝘮𝘱𝘭𝘦𝘴, 𝘣𝘶𝘵 𝘺𝘰𝘶 𝘨𝘦𝘵 𝘵𝘩𝘦 𝘪𝘥𝘦𝘢 𝘢𝘵 𝘵𝘩𝘪𝘴 𝘱𝘰𝘪𝘯𝘵)

So

Here's the deal:

𝗪𝗵𝗲𝗻 𝘆𝗼𝘂 𝘀𝗮𝘆 "𝗜 𝗱𝗼𝗻'𝘁 𝗵𝗮𝘃𝗲 𝗺𝗲𝘁𝗿𝗶𝗰𝘀"

𝗧𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝘂𝘀𝘂𝗮𝗹𝗹𝘆 𝗺𝗲𝗮𝗻:

1. "I am looking for a new job doing what I already do and I don't want to spend time figuring out my own performance because I didn't keep a record as I worked and now it's really hard and I just want a job and I don't want to have to figure this out"

OR

2. "I am looking for a new job in a new role/industry (pivoting) and I don't understand what my new target role values and I also don't know how (or don't want to) do the work to convert 'what I've been doing' into something that shows I can do what I want to do next. Also, there's a chance I may truly have an experience gap that will prevent me from being a strong candidate and I don't want that to be true so I'm blaming the metrics rather than doing something about it."

Whether you're making the move in your current industry OR navigating a pivot...

𝗛𝗲𝗿𝗲'𝘀 𝘆𝗼𝘂𝗿 𝘀𝘁𝗲𝗽𝘀 𝘁𝗼 𝗳𝗶𝗻𝗱 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗺𝗲𝘁𝗿𝗶𝗰𝘀:

1. Identify the 3-5 core 'things' the job you want values

2. Write those things on a piece of paper

3. Next to each of those things, brainstorm ideas of how you've done them in each role and how you know you did a good job.

4. Turn *those* things into bullet points for each previous role.

𝗕𝗼𝘁𝘁𝗼𝗺 𝗹𝗶𝗻𝗲:
You DO have metrics
Yes, you CAN do this.

Break the 'figuring it out' into small steps like I've done above

While it won't be effortless

it'll be MUCH easier.

If we were besties AND you were pivoting careers...

Here's what I'd tell you:

(first, I'd hug you. so, *virtual hug*)

Then I'd be honest (but kind):

The market is tough right now.

There are a lot of very talented people looking for work.

Many of them have been doing the job (and doing it well). Your competition includes people who have been abnormally displaced from roles due to layoffs. These are talented people.

When you decide to pivot into a new role?

Exciting? Yes
Possible? Yes

𝗕𝘂𝘁 𝗵𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆:

𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘀𝘁𝗮𝗻𝗱 𝗼𝘂𝘁 𝗶𝗻 𝗮 𝗰𝗿𝗼𝘄𝗱 𝘁𝗵𝗮𝘁 𝗰𝗼𝗻𝘁𝗮𝗶𝗻𝘀 𝘁𝗵𝗲 𝘁𝗮𝗹𝗲𝗻𝘁𝗲𝗱, 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱 𝗽𝗲𝗼𝗽𝗹𝗲.

And it isn't someone else's job to see your potential or take a chance on you or try harder to connect the dots on your resume.

It is your job to understand what the job requires.

(no, not teamwork or collaboration - I mean real, tangible, job-critical capabilities)

And deeply research your new role so that you: 
1) understand it

2) show that you can absolutely meet/exceed those requirements *better than* (or at least as well as) everyone else.

𝗧𝗵𝗲 𝗯𝗮𝗱 𝗻𝗲𝘄𝘀?
It will take work.
And focus.
And probably patience.

𝗧𝗵𝗲 𝗴𝗼𝗼𝗱 𝗻𝗲𝘄𝘀?
There are SO MANY people out there who are walking proof that it's possible.

You can do this. 

It IS possible.

--------------------------
I help career changers just like you make clear, smart, confident, and successful pivots. 

My approach? Kind + Direct. 🧡
(aka I'll be nice to you but also tell you exactly what you *need* to hear)

If I were changing careers today...
5 Questions I'd ask myself:

𝟭. 𝗖𝗼𝘂𝗹𝗱 𝗜 𝗱𝗼 𝘁𝗵𝗲 𝗷𝗼𝗯 𝗳𝗼𝗿 𝟭𝟮 𝗺𝗼𝗻𝘁𝗵𝘀?
One trip around the sun will allow you to see the full cycle of a role including busy and slow seasons. It will also give you enough time in role to learn your job, get good at it, and meet a new people who could open doors to something new/next.

𝟮. 𝗪𝗶𝗹𝗹 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲 𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹𝗹𝘆 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗺𝘆 𝗹𝗶𝗳𝗲?
There's no better feeling than walking away from a job you hate. Unfortunately, there's no worse feeling than not being able to pay your bills each month because your 'escape job' doesn't meet your basic financial requirements. I always tell clients to know their 'no-go' number: the amount of money that they *must* make in a job to even entertain it. Know what you need to make (this is different from *want to make*). Don't consider roles that don't pay what you need.

𝟯. 𝗗𝗼𝗲𝘀 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲 𝗻𝗲𝗲𝗱 𝘁𝗼𝗻𝘀 𝗼𝗳 𝘂𝗽𝘀𝗸𝗶𝗹𝗹𝗶𝗻𝗴?
Some will disagree with me here, but I'm not a fan of investing a ton of time, energy, money, and effort into becoming a viable candidate for a job I don't even know if I'll like (lookin at you, Instructional Design. Sorry not sorry). Until you do the work, you'll never know whether you like the job. If pivoting is your primary focus, choose something with lower barriers to entry.

𝟰. 𝗪𝗶𝗹𝗹 𝘆𝗼𝘂 𝗴𝗲𝗻𝗲𝗿𝗮𝗹𝗹𝘆 𝗲𝗻𝗷𝗼𝘆 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸?
Talk to people in the job. Read about the job. Maybe attend a local or online event related to the role type you're pursuing. Do your best to understand the role and the day-to-day of the job. Would you like doing this every day? Do some of this research, then be done. You'll never be 100% certain that you'll like the work until you do it yourself. Aim for 80% certainty here.

𝟱. 𝗪𝗶𝗹𝗹 𝘁𝗵𝗲 𝗷𝗼𝗯 𝘀𝗵𝗼𝘄𝗰𝗮𝘀𝗲 𝘆𝗼𝘂𝗿 𝘁𝗮𝗹𝗲𝗻𝘁?
We all have things we're naturally good at. Find roles that value the things that feel easy for you.

Helpful?

If you're stuck in choosing mode...drop your questions below!

Resume game changer for you on a Sunday: 
 
Go through each bullet point on your resume. 
 
𝗔𝘀𝗸 𝘁𝗵𝗲𝘀𝗲 𝟰 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: 
 
𝗤𝗨𝗘𝗦𝗧𝗜𝗢𝗡 𝟭: 
Why am I telling the reader this? 
 
𝗤𝗨𝗘𝗦𝗧𝗜𝗢𝗡 𝟮: 
What do I want them to know? 
 
𝗤𝗨𝗘𝗦𝗧𝗜𝗢𝗡 𝟯: 
How does this show I can do a critical skill required by the job I'm applying for? 
 
𝗤𝗨𝗘𝗦𝗧𝗜𝗢𝗡 𝟰: 
Would a stranger understand this bullet? 
 
(𝘵𝘩𝘪𝘴 𝘪𝘴 𝘦𝘴𝘱𝘦𝘤𝘪𝘢𝘭𝘭𝘺 𝘪𝘮𝘱𝘰𝘳𝘵𝘢𝘯𝘵 𝘧𝘰𝘳 𝘱𝘪𝘷𝘰𝘵𝘦𝘳𝘴 𝘸𝘩𝘰 𝘮𝘢𝘺 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘵𝘳𝘢𝘯𝘴𝘭𝘢𝘵𝘦 𝘱𝘳𝘦𝘷𝘪𝘰𝘶𝘴 𝘫𝘰𝘣 𝘭𝘪𝘯𝘨𝘰 𝘵𝘰 𝘯𝘦𝘸 𝘫𝘰𝘣 𝘭𝘪𝘯𝘨𝘰) 
 
𝗧𝗛𝗘𝗡 𝗪𝗛𝗔𝗧? 
Once you've answered for each bullet, go back and make adjustments based on what you've uncovered. Edit. Remove bullets. Clarify language...you get the idea. 
 
𝗪𝗛𝗬? 
Because the sole point of a resume is to get you a phone screen/initial interview. That's it. This isn't your career autobiography. It's a sales sheet. 
 
Keep your bullets simple 
 
Make sure each one provides one more piece of compelling evidence that says, 'I understand what this job requires and YES I have the skills....SEE?" 
 
-------------------------- 
Free Resume Template
Resume Blueprint Course 
Hourly Sessions 
Podcast Episodes... all linked in the comments👇

Don’t pay for a resume template

Here’s my 𝗳𝗿𝗲𝗲 one in the comments👇

50k+ jobseekers have used it

Many claim it was the game changer in their search

Pivoting careers?

𝗬𝗼𝘂𝗿 𝗳𝗶𝗿𝘀𝘁 𝘀𝘁𝗲𝗽?
→ Find your Focus Role.

𝗗𝗼𝗻'𝘁 𝗯𝘂𝗶𝗹𝗱 𝗮 𝗿𝗲𝘀𝘂𝗺𝗲 𝘂𝗻𝘁𝗶𝗹 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂'𝗿𝗲 𝗽𝘂𝗿𝘀𝘂𝗶𝗻𝗴 𝗻𝗲𝘅𝘁.

Why?

Because a resume for Project Management is going to require different content than Sales or Instructional Design or Curriculum Design or Recruiting.

You can't build a resume that's effective until you know what you need that resume to say.

Figure that out by choosing a focus role.

--------------------------
I'm Erin.

I help high ownership career changers just like you make smart, confident pivots. Find your focus role first. Link in the comments for my formula.👇

Most common thing I coach on in interview prep sessions?

"Me not We"

𝗠𝗼𝘀𝘁 𝗼𝗳 𝘂𝘀 𝗻𝗮𝘁𝘂𝗿𝗮𝗹𝗹𝘆 𝘀𝗮𝘆 𝘁𝗵𝗶𝗻𝗴𝘀 𝗹𝗶𝗸𝗲:

→ We built a new system to...
→ We worked on creating an event...
→ We arranged the program so that...
→ We developed the process to help solve...

𝗛𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺:
You worked on a team.
Most of us do.

However, in an interview, they're trying to decide whether or not to hire *you*, not your entire team.

𝗪𝗵𝗲𝗻 𝘆𝗼𝘂 𝘁𝗲𝗹𝗹 "𝗪𝗲" 𝘀𝘁𝗼𝗿𝗶𝗲𝘀, 𝘆𝗼𝘂𝗿 𝗿𝗼𝗹𝗲 𝗶𝗻 𝘁𝗵𝗲 𝘀𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻 𝗯𝗲𝗰𝗼𝗺𝗲𝘀 𝘂𝗻𝗸𝗻𝗼𝘄𝗮𝗯𝗹𝗲.

And that's not good in interviews.

𝗜 𝗸𝗻𝗼𝘄 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂'𝗿𝗲 𝗴𝗼𝗶𝗻𝗴 𝘁𝗼 𝘀𝗮𝘆:

But Erin, I'm just a really humble person. I don't want to sound like I'm bragging. And I really didn't accomplish that thing all by myself - I *did* work with a team.

𝗔𝗿𝗲 𝘆𝗼𝘂 𝘁𝗲𝗹𝗹𝗶𝗻𝗴 𝗺𝗲 𝘁𝗼 𝗹𝗶𝗲 𝗼𝗿 𝘁𝗮𝗸𝗲 𝗮𝗹𝗹 𝗼𝗳 𝘁𝗵𝗲 𝗰𝗿𝗲𝗱𝗶𝘁?

Uh, no, silly.
Of course not.
You should know me by now.
I'm a massive fan of honesty.

𝗛𝗲𝗿𝗲'𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗮𝗻𝘀𝘄𝗲𝗿 *𝗵𝗼𝗻𝗲𝘀𝘁𝗹𝘆* 𝗔𝗡𝗗 𝗺𝗮𝗸𝗲 𝘀𝘂𝗿𝗲 𝘆𝗼𝘂𝗿 𝗿𝗼𝗹𝗲 𝗶𝗻 𝘁𝗵𝗲 𝘀𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗰𝗹𝗲𝗮𝗿:

𝙏𝙝𝙚𝙢: Tell me about a time when you developed a new process to solve a business problem?

𝙔𝙤𝙪: When I was working at [company] as a [role name], I was part of a small team of 3 people who took on [problem needing to be solved]. While the team worked collaboratively to deliver the final solution, I was specifically responsible for [things you did in the situation]. I chose/was nominated to take on these items because [insert reason]....

𝗗𝗼 𝘆𝗼𝘂 𝘀𝗲𝗲 𝘁𝗵𝗲 𝗠𝗲 𝗻𝗼𝘁 𝗪𝗲 𝘀𝗵𝗶𝗳𝘁?

→ You don't sound like a credit-stealer
→ You aren't lost in the background of the story

𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝘁𝗵𝗶𝘀 𝘀𝗶𝗺𝗽𝗹𝗲 𝗿𝘂𝗹𝗲:

If the story involves a team, always acknowledge the WE, then move to (and focus on) ME.

Fantastic, right?

P.S. There's a bonus tip hidden in this post. Notice this sentence, "When I was working at [company] as a [role name]'? Do this. when you give answers. Grounding every answer in where you worked and what role you did will help the listener have clear context for your story.

Is it a *fact*?
or does it just *feel* that way?

This ↑ is a question I ask so many jobseekers

You make statements like:
- I can't move into this role without XZY
- They won't hire me because [insert reason]
- I think ageism is at play here, so there's nothing I can do...

Best piece of advice I can give you?

Separate fact from feeling.

Feelings are important 

(but they also come from weird, emotional places sometimes)
((places that don't hold hands with facts))
(((feelings can lead us to make decisions based on...not reality)))
((((and that's not super helpful))))
(((((so we aren't gonna do that, k?)))))

Here's what I want you to do instead:

"I feel like I need XYZ certification"
Go talk to some people working in the role and literally ask them if you need the certification

"They won't hire be because [reason]"
Get some feedback from someone on your candidate branding (resume, LinkedIn, interview performance). Rule all of those out before you come up with a random reason why they're not hiring you. If you're a pivoter, chances are they're not hiring you because you aren't the strongest fit and you need to promote yourself differently.

"I think ageism is at play here, so there's nothing I can do..."
Look, it happens, but not nearly at the rate LinkedIn says it does. I've seen enough applications/resumes/interviews of people who claim 'ageism' when really, its skills, professional marketing, and interview skills. Rule those things out 100% before you give power to something you can't control. And if it's really ageism...it isn't right....but also, you dodged a bullet by them not hiring you if that's the way they operate 🧡

Question: What do fruit and job postings have in common?

Answer: 𝗙𝗿𝗲𝘀𝗵𝗻𝗲𝘀𝘀 𝗺𝗮𝘁𝘁𝗲𝗿𝘀.

When applying to a job, rather than focus on number of applicants, focus on how recently the job was posted.

𝗪𝗵𝘆?

Because a freshly posted job has high odds the recruiter/hiring manager are reviewing resumes actively.

As the job ages (> 1 week), you can generally assume the company is talking with candidates.

𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗲𝗮𝗻 𝗳𝗼𝗿 𝘆𝗼𝘂?

While a job may be "open" (because they haven't officially placed someone in the role and closed the job), the company may not be calling any more candidates for interviews.

Typically, once a company has a few candidates in the interview process, they won't add more unless none of the Round 1 candidates work out.

𝗗𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗲𝗮𝗻 𝘆𝗼𝘂 𝘀𝗵𝗼𝘂𝗹𝗱𝗻'𝘁 𝗮𝗽𝗽𝗹𝘆?

Not necessarily.

If the job is a good match and you're interested, apply. There's no harm other than time spent applying.

But also manage your expectations.

Know that the odds of that job turning into an interview are likely lower than a freshy posted job.

𝗜 𝗼𝗳𝘁𝗲𝗻 𝗵𝗲𝗮𝗿 "𝗜'𝘃𝗲 𝗮𝗽𝗽𝗹𝗶𝗲𝗱 𝘁𝗼 𝗼𝘃𝗲𝗿 𝟭𝟬𝟬 𝗷𝗼𝗯𝘀 𝗮𝗻𝗱 𝗵𝗮𝘃𝗲𝗻'𝘁 𝗵𝗲𝗮𝗿𝗱 𝗮𝗻𝘆𝘁𝗵𝗶𝗻𝗴"

But when we dive into those roles?

Lots of apps to old jobs that didn't have a high probability in the first place.

Which means the person was kind of waiting on a train that was unlikely to ever come.

So remember:

Just like you wouldn't waste your money on old blueberries...

Don't waste your time on old jobs

🧡

"I'm not getting any interview requests" 
 
𝗠𝗲: What role are you applying to? 
 
𝗧𝗵𝗲𝗺: Customer Success, Project Management, and Instructional Design mostly 
 
𝗠𝗲: You need to pick one 
 
𝗧𝗵𝗲𝗺: I know, but it is so hard to pick just one. And I think I could do all of them. 
 
𝗠𝗲: Know what else is hard? Applying to a bunch of jobs and never getting an interview 😑 
 
--------------------------------------------- 
𝗜𝗳 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗽𝗶𝘃𝗼𝘁𝗶𝗻𝗴 𝗼𝗿 𝘁𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝗼𝗻𝗲 𝗿𝗼𝗹𝗲 𝘁𝗼 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗰𝗼𝗺𝗽𝗹𝗲𝘁𝗲𝗹𝘆 𝗻𝗲𝘄.... 
 
𝗦𝘁𝗲𝗽 𝟭? 
 
𝗣𝗶𝗰𝗸 𝗮 𝗳𝗼𝗰𝘂𝘀 𝗿𝗼𝗹𝗲 
 
- Not 2 roles 
- Not mostly one role with maybe some of a second one sometimes when you feel frustrated 
-Not one role this week then a hard pivot to another one next week. 
 
O-N-E 
 
Why? 
 
𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗮 𝗰𝗮𝗿𝗲𝗲𝗿 𝘁𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻𝗲𝗿 
 
𝗕𝘆 𝗮𝗹𝗹 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝘀, 𝘆𝗼𝘂 𝗮𝗿𝗲 𝘁𝗵𝗲 𝘂𝗻𝗱𝗲𝗿𝗱𝗼𝗴. 
 
You aren't the obvious choice because you don't have tons of obvious experience that obviously shows you're obviously great at the the job you'd like to get. 
 
Picking one focus role helps you dig deep into your experience, find examples from your career that relate to the role you want. 
 
When you try to build a resume or LinkedIn profile that kinda sorta works for a couple of jobs because you'd really like to maybe probably do either one of them and you're still making up your mind.... 
 
That 100% shows in your content 
(resume and LinkedIn profile) 
 
𝗜𝘁 *𝗶𝘀* 𝗵𝘂𝗿𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝗵𝗮𝗻𝗰𝗲𝘀 𝗼𝗳 𝗹𝗮𝗻𝗱𝗶𝗻𝗴 𝗮𝗻 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 
 
Narrow your focus for better results. Link in the comments for my formula.👇

Guess the number: 
 
𝐈 𝐫𝐚𝐧 𝐬𝐮𝐩𝐞𝐫 𝐟𝐚𝐫 𝐭𝐡𝐢𝐬 𝐦𝐨𝐫𝐧𝐢𝐧𝐠 
𝘏𝘰𝘸 𝘧𝘢𝘳 𝘥𝘪𝘥 𝘐 𝘳𝘶𝘯? 
 
𝐈 𝐚𝐭𝐞 𝐚 𝐥𝐨𝐭 𝐨𝐟 𝐜𝐨𝐨𝐤𝐢𝐞𝐬 𝐲𝐞𝐬𝐭𝐞𝐫𝐝𝐚𝐲 
𝘏𝘰𝘸 𝘮𝘢𝘯𝘺 𝘤𝘰𝘰𝘬𝘪𝘦𝘴 𝘥𝘪𝘥 𝘐 𝘦𝘢𝘵? 
 
𝐈 𝐰𝐚𝐬 𝐢𝐧 𝐜𝐡𝐚𝐫𝐠𝐞 𝐨𝐟 𝐬𝐞𝐯𝐞𝐫𝐚𝐥 𝐩𝐞𝐨𝐩𝐥𝐞 
𝘏𝘰𝘸 𝘮𝘢𝘯𝘺 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘢𝘴 𝘐 𝘪𝘯 𝘤𝘩𝘢𝘳𝘨𝘦 𝘰𝘧? 
 
𝐈 𝐬𝐢𝐠𝐧𝐢𝐟𝐢𝐜𝐚𝐧𝐭𝐥𝐲 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐦𝐲 𝐭𝐨𝐭𝐚𝐥 𝐬𝐚𝐥𝐞𝐬 
𝘏𝘰𝘸 𝘮𝘶𝘤𝘩 𝘥𝘪𝘥 𝘐 𝘪𝘯𝘤𝘳𝘦𝘢𝘴𝘦 𝘮𝘺 𝘴𝘢𝘭𝘦𝘴? 
 
Do you see the problem yet? 
 
Words like these: 
- Significantly 
- Several 
- Many 
- A lot 
- Most 
- A few 
 
𝗔𝐫𝐞𝐧'𝐭 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 and 𝐭𝐡𝐞𝐲 𝐚𝐫𝐞𝐧'𝐭 𝐚𝐜𝐭𝐮𝐚𝐥 𝐧𝐮𝐦𝐛𝐞𝐫𝐬 
 
These are words that pretend to be numbers 
 
Which means someone reading your resume or LinkedIn profile will have to guess and assume what you actually mean 
 
This is not good for you. 
 
Or them. 
 
When your resume is up against someone else’s resume that has actual numbers.... 
 
their resume has a better probability to win. 
 
So if you aren’t getting interviews 
 
check your resume 
 
You'll probably find more than *a few* of these words that moonlight as numbers 
(𝘴𝘦𝘦 𝘸𝘩𝘢𝘵 𝘐 𝘥𝘪𝘥 𝘵𝘩𝘦𝘳𝘦?😉) 
 
𝗕𝗢𝗡𝗨𝗦 𝗧𝗜𝗣: Not sure of the number? 
It is ok to your most truthful estimation 
Your estimation will always be more informative than saying "a lot"

Want some terrible career pivot advice? 
 
Here you go: 
 
"Highlight your diverse skill set and entrepreneurial spirit by emphasizing your role as a successful business owner and manager. Show your adaptability, resilience, and growth mindset" 
 
This was shared in the comments the other day. 
 
𝘞𝘩𝘪𝘭𝘦 𝘱𝘳𝘰𝘣𝘢𝘣𝘭𝘺 𝘸𝘦𝘭𝘭-𝘪𝘯𝘵𝘦𝘯𝘵𝘪𝘰𝘯𝘦𝘥, 𝘪𝘵'𝘴 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦𝘭𝘺 𝘶𝘯𝘩𝘦𝘭𝘱𝘧𝘶𝘭 𝘢𝘥𝘷𝘪𝘤𝘦 𝘪𝘧 𝘺𝘰𝘶'𝘳𝘦 𝘱𝘪𝘷𝘰𝘵𝘪𝘯𝘨. 
 
𝗧𝗵𝗲 𝗼𝗿𝗶𝗴𝗶𝗻𝗮𝗹 𝗽𝗼𝘀𝘁𝗲𝗿 𝗮𝘀𝗸𝗲𝗱: 
 
How do I quantify my experience on my resume when I've worn so many hats as a small business owner? 
 
𝗪𝗵𝗮𝘁'𝘀 𝘄𝗿𝗼𝗻𝗴 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗮𝗱𝘃𝗶𝗰𝗲 𝗴𝗶𝘃𝗲𝗻? 
 
Let's use an example: 
 
Say you want someone to cut your hair. 
 
𝗕𝗲𝗳𝗼𝗿𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗵𝗲𝗺, 𝘆𝗼𝘂'𝗱 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝘁 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲 𝘀𝘁𝘆𝗹𝗶𝘀𝘁 𝗶𝘀: 
 
- experienced (done lots of cuts) 
- accurate (can create the cut you want) 
- talented (has great customer reviews) 
 
𝗞𝗻𝗼𝘄 𝘄𝗵𝗮𝘁 𝗴𝗲𝗻𝗲𝗿𝗮𝗹𝗹𝘆 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗲𝗻𝘀𝘂𝗿𝗲 𝘁𝗵𝗮𝘁 𝘆𝗼𝘂'𝗹𝗹 𝗴𝗲𝘁 𝗮 𝗴𝗼𝗼𝗱 𝗵𝗮𝗶𝗿𝗰𝘂𝘁? 
- an entrepreneurial spirit 
- a growth mindset 
- resilience 
 
While these skills are wonderful and definitely help a person grow their business ... 
 
𝘁𝗵𝗲𝘆 𝗮𝗿𝗲𝗻'𝘁 𝘁𝗵𝗲 𝗰𝗼𝗿𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝘆𝗼𝘂'𝗿𝗲 𝘁𝗿𝘆𝗶𝗻𝗴 𝘁𝗼 𝗰𝗼𝗻𝗳𝗶𝗿𝗺 𝗮𝘀 𝘆𝗼𝘂 𝘁𝗿𝘆 𝘁𝗼 𝗵𝗶𝗿𝗲 𝘆𝗼𝘂𝗿 𝗻𝗲𝘄 𝗵𝗮𝗶𝗿𝘀𝘁𝘆𝗹𝗶𝘀𝘁. 
 
Same goes for your job search. 
 
Show you have the core skills, not the supporting ones. 
 
 -------------------------------------- 
𝗛𝗲𝗿𝗲'𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗳𝗶𝗴𝘂𝗿𝗲 𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲 𝗰𝗼𝗿𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗿𝗲: 
 
1. Confirm you have a focus role 
(a single type of role that you're trying to get. the role you're building a resume for) 
 
2. Read a bunch of job postings for the role, identify the 𝙘𝙤𝙧𝙚 𝙘𝙖𝙥𝙖𝙗𝙞𝙡𝙞𝙩𝙞𝙚𝙨 the job values. 
(not teamwork or other soft skills, we're talking hard skills and core job functions) 
 
3. Write those things down 
 
4. Brainstorm examples from your career that show that you did those types of things 
 
5. Add some type of proof to each example to show you were good at it (aka data) 
 
(example: hairstylist has over 1k 5 star reviews, hairstylist has an Instagram (portfolio) with tons of before/after) 
 
That's it. 
 
Remember: the whole point of a resume is to get an interview. that's it. Write a document that shows you can do the job.

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

I keep coming back to this photo.

I almost didn't take it.

— Last summer
— Olivia's first day of kindergarten
— I was just focused on getting her through the door

I was 48 when I became a dad.

— Older than expected
— Less apologetic than I imagined
— Already more at peace with it than I realized

People didn't say it outright.

They rarely do, but the message was there:

— It's selfish
— You won't keep up
— She'll graduate before you retire

I didn't debate it.
I just carried on.

Last year, at 53, I walked my daughter Olivia into her first day of kindergarten.

— Her hand in mine
— Purple backpack bouncing
— That half-skip kids do when they're excited

That's when it landed: if I'd listened to them, this moment wouldn't exist.

And while that decision was playing out at home, I was watching the same pattern play out at work.

I've spent years watching people edged out after 50.

— Resumes stop getting traction
— "Too experienced" turns into a liability
— "Not a fit" says everything without saying anything

Translation: ageism in disguise.

Here's the part that's stayed with me since.

That same stretch of life is often when things click.

That was true for me.

In my early 50s, I was diagnosed with ADHD.

— A clearer view of my patterns
— A new way of working with my brain
— A reframing of everything that came before

It forced me to strip away the noise.

— Better systems
— Cleaner decision-making
— Fewer obligations I never agreed to

I grew more in my early 50s than I had in decades before.

We're sold a neat timeline:

— Career first
— Family on schedule
— Progress in orderly stages

Real life doesn't follow that script.

Some of the most important things arrive once you stop racing the clock.

I turn 54 next month.

I don't feel late.
I feel settled.

And when someone quietly decides I've missed my window, I don't feel the need to correct them.

I know what opened once I stopped believing in that clock.

P.S. A lot of people already have a "late" moment behind them.
They just haven't given it credit yet.

Helping high-performing leaders get clear on their next move and show up with confidence | Founder of Momentum | Former $4M full-desk recruiter

My client, a Head of Marketing in EdTech, recently received a $265K offer because of this:

We'd been working 1:1 to get clear on her next step after feeling stuck for months—riddled with overwhelm and imposter syndrome.

Before then, she had no clarity on what role she wanted next.

Her resume and LinkedIn profile told two different stories.

Every rejection felt personal, feeding her imposter syndrome and making it hard to keep going.

Networking felt overwhelming and random (which is fine, but not effective).

So what changed?

4 things:

1. Clearer, more specific career direction
2. Cohesive resume and LinkedIn branding
3. Targeted engagement/networking strategy

But #4 has been the wildest unlock of them all ↓

4. Consistently posting authority-building content

Once her approach changed, she not only landed conversations with key decision-makers…

But she built real momentum and started drawing the right roles without overthinking every step.

Before, her job search efforts looked like this:

— Applying to roles without tailoring outreach
— Sending connection requests with no purpose
— Hesitating to engage out of fear of being judged
— Never sharing her insights or perspective publicly

Now, her strategy looks like this:

— Clear direction on the role she wanted
— Cohesive resume and LinkedIn throughline
— An engagement strategy that built real visibility
— Posting original content weekly to build authority

See the difference?

❌ Less guesswork
✅ More intentionality

But that's not all.

We got crazy specific about her LinkedIn content:

— The exact topics she wanted to align with
— The companies that should be paying attention
— The decision-makers she wanted reading her posts
— The exact message she wanted to communicate
— The clear value her expertise demonstrated

This works because your content shapes who pays attention and what happens next.

It's like a magnet.

Attract the right people and the right conversations, and it's just a matter of time before you get that offer.

Get it wrong though?

You're left wheel-spinning.

P.S. If you're feeling stuck and:

➝ struggle with focus challenges or overthinking
➝ have zero clarity on what you want to do next
➝ have a confusing resume and LinkedIn profile
➝ want a strategy that plays to your strengths

I'm opening up 4 more spots to work 1:1 with US-based senior leaders to help them do just that.

DM "Momentum" if you want to see how this works.

2025 David: What I got wrong (and what actually worked):

1. Every tough year means something is broken.
↳ Last year stretched me.
- It also sharpened the business.
- Some things worked. Others needed rebuilding.
- Both were true at the same time.

2. Growth required grinding harder each year.
↳ That belief aged poorly.
- Revenue stabilized when systems replaced urgency.
- Fewer calls, better containers, clearer expectations.
- Momentum came from consistency, not exhaustion.

3. More availability meant better service.
↳ Wrong math.
- Being always on blurred boundaries fast.
- The work improved when I protected my time.
- Clients got a calmer version of me. Family did too.

4. Recruiting expertise alone would be enough.
↳ Half true. Half naïve.
- I knew hiring systems inside out. 
- I underestimated the impact of identity loss.
- Execution followed once people felt steady again.

5. Transparency would land the same for everyone.
↳ That was projection.
- My ADHD diagnosis reshaped how I work and talk.
- I assumed everyone shared the same openness.
- Meeting people where they are built trust.

6. One unified workspace would solve everything.
↳ Spoiler: it didn’t.
- Persona worked for strategy and layered thinking.
- Content suffered when context got too crowded.
- Custom GPTs restored clients' voices fast.

7. More structure always equals more progress.
↳ I learned this one the uncomfortable way.
- Granular milestones worked for me.
- Clients experienced the same system as overload.
- Fewer steps created more follow-through.

Here’s what I know for sure:

☑ Clarity compounds faster than effort.
☑ Systems fail quietly before people do.
☑ Protecting your energy is part of the work.

Grateful for the clients who trusted me through the experiments and the resets.

2026 gets a cleaner version of everything.

P.S. What’s one shift from last year that stuck?

——
Hi, I’m David. I help high-performing leaders get clear on their next move and show up with confidence.

The hardest roles to leave are the ones you're stuck explaining why you stayed.

I was sixteen years into a recruiting career. 

It wasn't bad, it just wasn't right anymore.

I remember this one Friday night, dinner done, sitting on the sofa half-watching Dexter, phone in my hand.

And there it was again, that question, the one I'd been carrying around for months but kept putting off because there was never a good time to deal with it.

I wasn't stressed or spinning, and to be honest, my week had been fine, which was the weird part.

When things are bad, you have a reason to move.

But when deals are closing, and big commission checks are rolling in, you start wondering why you're still thinking about leaving at all.

I sat there for a bit, finished my tea, and went to bed.

Woke up the next morning, same commute, same desk, same pipeline to work, and that question was right there with me like it had been the whole time.

I didn't do anything about it that week. 

Or the week after.

But it didn't go anywhere either.

P.S. Ever had one of those moments?

——
Hi, I'm David. I help high-performing leaders get clear on their next move and show up with confidence.

You don't need a perfect story to start a job search.

But most senior leaders act like they do.

That usually means:

- Waiting until the story feels "tight"
- Believing every chat has to go somewhere
- Pressure to sound confident before you feel clear

At senior levels, you're carrying identity, reputation, and expectations into every single conversation. 

That's a lot of weight. 

No wonder it feels exhausting.

Here's the reframe most leaders need:

A search is a private, low-pressure exploration phase.

The goal is just to gather information:

- What energizes you now
- What you don't want anymore
- What trade-offs you're willing to make

Clarity doesn't come 𝗯𝗲𝗳𝗼𝗿𝗲 you start.

It comes 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 you start.

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