Jeff Young

𝗣𝗹𝗲𝗮𝘀𝗲 𝗰𝗹𝗶𝗰𝗸 𝗙𝗼𝗹𝗹𝗼𝘄 𝗮𝗯𝗼𝘃𝗲, double 𝐫𝐢𝐧𝐠 𝐦𝐲 𝐛𝐞𝐥𝐥, 𝗮𝗻𝗱 𝗰𝗹𝗶𝗰𝗸 "𝘀𝗲𝗲 𝗺𝗼𝗿𝗲" 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 𝗮𝗯𝗼𝘂𝘁 𝗺𝗲!
Namaste  🙏  🖖  As a Professional Networker and #TheLinkedInGuru (Teacher), I have provided nearly 200 free LinkedIn workshops in the last 3 years.  I've been on LinkedIn since May 13, 2004 (one of the first 600,000 members to join-member #594945).

🙏  I do not do one-on-one training.  I provide free LinkedIn seminars!  🖖

I talk about #TheLinkedInGuru #GuruGoodNews, #TrustYourTribe, #LinkedInTraining, and #CareerDevelopment

Please subscribe to my Newsletter (Click or Copy/Paste the link)

https://www.linkedin.com/newsletters/thelinkedinguru-gazette-6693632635048091649/

I have been teaching LinkedIn for 18 years now.  That's over 1000 seminars X about 20 people per seminar = over 21,000 people (without taking into account the "ripple" effect)!

🙏  I have provided the text below for use as a Speaker Bio should you need one.  Please use whatever portion you think appropriate.  🖖

🙏  𝐉𝐞𝐟𝐟 𝐘𝐨𝐮𝐧𝐠 𝐝𝐨𝐞𝐬 𝐧𝐨𝐭 𝐰𝐨𝐫𝐤 𝐟𝐨𝐫 𝐚𝐧𝐝 𝐢𝐬 𝐧𝐨𝐭 𝐢𝐧 𝐚𝐧𝐲 𝐰𝐚𝐲 𝐚𝐬𝐬𝐨𝐜𝐢𝐚𝐭𝐞𝐝 𝐰𝐢𝐭𝐡 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧 𝐨𝐫 𝐌𝐢𝐜𝐫𝐨𝐬𝐨𝐟𝐭.  🖖

Jeff is a highly qualified Education and Performance Development executive with 30+ years of progressive experience in program design and delivery, and 35+ years of engagement and project management experience. His expertise lies in his ability to identify organizational needs and develop training programs suited to all levels of personnel. Just as significant are his contributions to improved business performance, productivity, quality and profitability.

Jeff is a former Director and Account Manager with Intellinex, an eLearning venture of Ernst & Young, LLP and has helped manage and mentor thousands of people in many different organizations. Since his retirement from OCLC, where he worked as an Enterprise Project Manager, Jeff has been deeply involved in community service by volunteering for and helping manage several local non-profit organizations.

Specialties:
★ Networking, Social Networking
★ LinkedIn Training, LinkedIn Trainer
★ Project Management
★ eLearning
★ Management Consulting

Most recently, Jeff has been devoting his time to being a Professional Networker, teaching Networking and LinkedIn and he has trained thousands of professionals in how to maximize their networking skills and best utilize networking tools. Please see the links in Jeff's Featured Section for examples of his presentations and tips on how to use LinkedIn.

Namaste 🙏 🖖

Professional Networker, LinkedIn Training, LinkedIn Trainer, LinkedIn Tips, ★ #TheLinkedInGuru ★

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 ready. When 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 can tell many of you do not know the difference between a persona descriptor and a performance descriptor.

Recruiters do, and this could be one of the reasons you are not getting interviews.

A persona describes a character or trait. On a resume, this is often a self-described title, such as "I am a creative visionary." 

The problem: Often, it is an unsubstantiated claim. Because you say it doesn't mean it is true.

Now, performance descriptors are different. They describe what you have done. Your accomplishments. You are providing proof.

Which do recruiters and hiring managers care more about? Yes, the latter.

Effective job seekers take a persona descriptor and ask themselves, "What did I do that makes me say I have this trait?"

Team Player (Used ad nauseum on resumes) → Aligned sales and product teams to hit an aggressive launch deadline.

Innovative (Subjective) → Architected a new billing workflow that saved 10 hours weekly.

Hard-working (Baseline requirement) → Exceeded quarterly KPIs by 15% for three consecutive years.

Problem Solver (Aren't most people?) → Negotiated a $20k vendor credit after a service disruption.

Your homework: Go through your resume and LinkedIn About section. Highlight your persona descriptors. Swap them out for a metric or a specific action.

Now see if that doesn't draw more interest.

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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.
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🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Shelley Piedmont🧭

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

Don't apologize for wanting to leave a job after 90 days.

In this market, survival jobs are real. Many took jobs they knew were not a great fit to pay the bills or to stop having to look for work.

Now, you’re back interviewing, facing the awkward question, "Why are you looking again after only 3 months?"

You don't help your cause by sounding defensive or saying, "I just needed a paycheck." 

You haven't lessened the risk of hiring you.

If you can’t explain why the current role isn’t the right fit, recruiters assume you don’t know what you want. 

That isn't an interviewing problem; it’s a career clarity problem.

Position yourself as not running away from a situation that is not working for you. Instead, you are running toward a role/organization that is strategic for your career.

When you have clarity, you are no longer a risk. You are a desirable asset who knows exactly where to drive the most ROI.

Check the carousel for tips on how to stop apologizing and start positioning yourself.

📤👥If this is not your current situation, share it with someone struggling in this situation.

I have a YouTube channel. My latest video is about how to overcome being "overqualified" in an interview: https://lnkd.in/eUjkTGfb

I write about this and other job-search topics in my biweekly newsletter. Please subscribe: https://lnkd.in/er6DT_8P

If you have an upcoming interview and need help to prepare, I have a one-session Rapid Readiness interview prep service: https://lnkd.in/erMzc3Si

How To Answer The Job Hopper Question.

"That was so exhausting."

If you’re an introvert, you’ve likely felt this after a networking event.

You feel the job search is an extrovert's game. 
You feel like you're "selling" yourself, which feels fake.
You feel you need to be someone you are not in the room to get noticed. 

But to be clear: Introverts are hired every day.

Some of the most effective CEOs and leaders are introverts. They are successful because of what they do, their value. They got their positions by showing this.

As a career coach, I see too many talented people burn out by trying to be extroverted.

Stop doing that.

Instead, I’m breaking down how to navigate the job search on your own terms, including:

Strategic networking: Why 1:1 conversations are your safe place.

Depth over breadth: Why one meaningful connection beats 25 elevator pitches.

The power of preparation: Using your reflective nature to research and strategize better than the competition.

Energy management: How to build routines that allow you to recharge after social interactions.

Think of your introversion as a competitive advantage. You just have to know how to use it.

Check this out to find out how your introversion can work for you.

📤👥If you're an extrovert, share it with those introverts you know struggling in this situation.

I have a YouTube channel. My latest video is about how to overcome being "overqualified" in an interview: https://lnkd.in/eUjkTGfb

I write about this and other job-search topics in my biweekly newsletter. Please subscribe: https://lnkd.in/er6DT_8P

If you have an upcoming interview and need help to prepare, I have a one-session Rapid Readiness interview prep service: https://lnkd.in/erMzc3Si

Introvert Job Search Strategy

When I was in HR, 3-3.5% raises, across the board, were the standard. Some years there may be more, some years, a bit less, but most everyone got something.

Those days might be over. 

My Monday Number is 75%. That is the number of companies that gave raises to at least 80% of employees. 

This year, that number may be significantly lower. Many are rethinking "peanut butter" raises (where salary increases get spread across everyone like, well, peanut butter on bread). 

Instead of giving everyone a little, more firms are considering giving top performers a lot and everyone else little to nothing. 

The total raise pool isn't shrinking (it's still about 3.5%), but how it's distributed may change.

The job market is terrible for white-collar workers. With fewer openings and limited options to leave, employers have less incentive to spread raises around. Raised are going to those they want to keep. Everyone else? Well, if you are unhappy and go, they're also betting that automation and AI can fill any gaps from departures.

What this could mean:

Top performers: You might see 6-8% or higher instead of 3%.

Average performers: You might see nada. The money that used to be spread around now goes exclusively to those seen as valuable.

Those with in-demand skills: Skills scarcity could work in your favor even if you're not top-ranked.

Adding insult to injury: Jobs are no longer secure, and doing your job well may no longer earn you a raise. You need to be doing it better than your peers or bringing skills that are hard to replace.  This also means you need to document your wins, build valuable skills, and make sure your manager knows your contributions. That way, you can be put in a group they are eager to reward and retain.

Source: Korn Ferry Insights, February 11, 2026

Monday Number episode featuring Shelley Piedmont with hand cupped to ear in listening gesture on purple background. The number 75% is displayed. This episode reveals that 75% of companies gave raises to at least 80% of employees last year, but many are now abandoning 'peanut butter' raises in favor of giving larger increases only to top performers. Website: www.mycareergps.com

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The Battle

Jeff Young

Shelley Piedmont

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The Battle

Jeff Young

Shelley Piedmont

Followers

Posts

Engagements

Likes

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);}Shelley Piedmont's LinkedIn Performance

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