Kyle Thomas

Went from cubicle data entry to Uber Employee 250 & Startup Exec | Helping you land your career-accelerating role in less than 90 days | Founder & CEO of UpEmployment Accelerator

When it comes to startup job seeking everyone wants to be an early employee at a unicorn 🦄 & earn millions 💸.

But what's the secret to landing those opportunities? 

Here's a hint...

They don't come from the "traditional job search".

When I was job seeking I had no idea what I was doing, but with experience and research, I found ways to stack the deck in your favor.

That's what led me to land a job as Uber's 250th employee. 

After Uber, it's what led me to a VP role with a $100k salary increase at a Y-Combinator startup.

That's why I built Early.

Do you have amazing experience & want to take the next step to accelerate your career in a startup, but not sure where to start?

I wished that someone had a playbook for how to do that. 

It didn't exist, so I created it.

The Early Accelerator gives highly talented job seekers a complete playbook for how to land your next dream role plus accountability & a community to guide you along the way.

The program is designed to allow you to:
- 10x your job hunt efficiency
- Know where you want to go
- Build your personal brand
- Know the salary and equity you command
- Create a system to generate connections & opportunities
- Generate 100x more warm network connections
- Leverage repeatable frameworks
- Get in a peak performance state
- Create unwavering confidence
- Get to your dream role

Despite the challenging job market, we have seen incredible results.
↳ Average job searches lasting ~3 months (90 days vs US avg of 5 months).
↳ >$200k in salary increases.
↳ >$800k in equity increases.
↳ Total compensation increases of over $1M.
↳ Advancements from Manager to Department Head.
↳ Major career jumps from VP to the C-Suite.

I formalized the proven system into an easy-to-execute framework that anyone can use to land their dream job.

My mission is to help millions live extraordinary lives by accessing opportunities that change their careers forever.

You deserve to work in a job that lights you up, pays you what you are worth, and accelerates you toward your vision of your dream future.

Let's go get you that job!

So, D.M 📩 me here or email me at kyle@BeEarly.com today so we can accelerate your startup career the right way.

Stop wasting time applying to every company where you meet the minimum qualifications and learn our proven way to land your dream job!

P.S. If you're a startup job seeker looking to cut your job search in half, outperform over 95% of other candidates, and land a top startup job, click the link in my Featured Section and apply today!

Founder

I take groups of people from A to Z in their job search so they can land their dream job without applying online.

These methods took me from cubicle data entry to a job as Uber employee 250 and from unemployed to startup executive. I'm not special, I can teach you to do the same!

More than 80 startups became unicorns in 2025.

Here are 20 that are hiring 👇

1) Reflection AI 
• Stage: Series B
• Recent Raise: $2B
• Recent Valuation: $8B
• Employees: 60
• Hiring In: SF, NYC, DC, LDN

2) Lila Sciences
• Stage: Series A
• Recent Raise: $235M
• Recent Valuation: $1.26B
• Employees: 195
• Hiring In: CAM, SF, LDN

3) Tempo 
• Stage: Series A
• Recent Raise: $500M
• Recent Valuation: $5B
• Employees: 50
• Hiring In: SF, NYC, Remote

4) NewLimit 
• Stage: Series B+
• Recent Raise: $45M
• Recent Valuation: $1.6B
• Employees: 43
• Hiring In: SF

5) LangChain
• Stage: Series B
• Recent Raise: $125M
• Recent Valuation: $1.25B
• Employees: 136
• Hiring In: SF, NYC, BOS, DAL, MSP, CHI, LDN, Remote

6) ShopMy
• Stage: Series B
• Recent Raise: $70M
• Recent Valuation: $1.5B
• Employees: 140
• Hiring In: NYC, LA, AUS, Remote

7) Substrate
• Stage: Seed
• Recent Raise: $100M
• Recent Valuation: $1B
• Employees: 50
• Hiring In: SF

8) Fireworks AI 
• Stage: Series C
• Recent Raise: $250M
• Recent Valuation: $4B
• Employees: 148
• Hiring In: NYC, SM

9) Modal 
• Stage: Series B
• Recent Raise: $87M
• Recent Valuation: $1.1B
• Employees: 14
• Hiring In: NYC, SF, Remote

10) Gamma 
• Stage: Series B
• Recent Raise: $68M
• Recent Valuation: $2B
• Employees: 52
• Hiring In: SF, LA, Remote

11) MainFunc
• Stage: Series B
• Recent Raise: $275M
• Recent Valuation: $1.25B
• Employees: 40
• Hiring In: PAO

12) Luma AI 
• Stage: Series C
• Recent Raise: $900M
• Recent Valuation: $4B
• Employees: 24
• Hiring In: PAO, LA, NYC, LDN, Remote

13) Harmonic 
• Stage: Series C
• Recent Raise: $120M
• Recent Valuation: $1.45B
• Employees: 37
• Hiring In: PAO

14) Curative
• Stage: Series B
• Recent Raise: $152.55M
• Recent Valuation: $1.3B
• Employees: 2800
• Hiring In: AUS, DAL, FL, Remote

15) Heven AeroTech
• Stage: Series B
• Recent Raise: $100M
• Recent Valuation: $1B
• Employees: 67
• Hiring In: WA, VA

16) Kalshi 
• Stage: Series E
• Recent Raise: $1B
• Recent Valuation: $11B
• Employees: 75
• Hiring In: NYC, Remote

17) Unconventional AI
• Stage: Seed
• Recent Raise: $475M
• Recent Valuation: $4.5B
• Employees: 15
• Hiring In: PAO

18) Serval
• Stage: Series B
• Recent Raise: $74.82M
• Recent Valuation: $1B
• Employees: 50
• Hiring In: SF

19) Lovable
• Stage: Series B
• Recent Raise: $425.01M
• Recent Valuation: $6.6B
• Employees: 120
• Hiring In: STO, BOS, SF, LDN, Remote

20) K2 Space Corporation 
• Stage: Series C
• Recent Raise: $250M
• Recent Valuation: $3B
• Employees: 200
• Hiring In: LA, Remote

I dropped the final 5 in the comments below.

📆 Come back next Monday for another list of top startups looking for their next great hires.

Give me a follow, (Kyle Thomas) so you don’t miss it.

Go get that job and build something awesome 💪

♻️ Share this to help startup job seekers find a new role.

I Teach Ambitious Startup Job Seekers How To Land Career-Accelerating Roles at World-Changing Startups | “De-Risk” the Search w/ Proven Methods & Investor-Grade Data | Apply to our Startup Job Search Accelerator Below

If you’re job-searching in 2026, start here: 

These are my top 7 most useful posts of the year, distilled into one list.

1. Interviews are won in advance

The separation is in the preparation.

Use AI to simulate interviews, identify doubts, and rehearse answers out loud.

The people who practice the most win the most.

Post: https://dub.sh/2syNUyQ

2. Top candidates don’t just apply, they make the team feel something

They research deeply, understand the product, the priorities, and the people.

They walk into the interview already feeling like part of the team.

Post: https://dub.sh/Ldadro6

3. Scrolling job boards is fake work

Build an AI-driven newsfeed that surfaces roles, angles, insights, and outreach opportunities every morning. 

Replace doomscrolling with daily momentum.

Post: https://bit.ly/K2sVVEX

4. Measure your outreach

Most people underestimate the numbers.

If your response rate is ~10%, you may need 300–800 messages to land 1 offer.

Don’t look at the numbers as discouraging. Use them to drive commitment to action.

Once you see the math, you can stop taking rejection personally.

Post: https://dub.sh/PkyI6K2

5. If your job search has stalled, you haven’t failed - you’ve stopped experimenting

Most people repeat the same 3 tactics and expect new results.

Try 50 micro-experiments instead.

Track what works, adapt, iterate.

Post: https://dub.sh/2YXxqoT

6. Creativity wins, sloppiness loses

Creative applications stand out, but a lack of attention to detail kills your chances instantly.

One Early member got an offer after spending $11 on a bus ticket to record a personalized video for a startup.

Post: https://dub.sh/soykHKH

7. Momentum > motivation

Job searches get overwhelming.

Build micro-habits: move your body, send the message, ask for help, revisit your “why.”

Progress compounds.

Post: https://dub.sh/NmDNmpP

Yes, these were my top posts of the year.

But they were also the lessons that actually moved people into new roles, new industries, and new opportunities.

If you found this helpful, follow me, Kyle Thomas.

2026 is going to be packed with even more value-dense, practical, and brutally honest job search frameworks to help you land the role you want.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you.

AI should make your job search faster - not soulless.

I was chatting with a hiring manager of a rapidly growing Series C startup about a position she was looking to fill.

This company has: 

- $78M raised to date
- A>$450M valuation
- Multi-time founders with successful exits
- Top VC investors

“We generally look for a cover letter of someone really saying why they’re interested in [COMPANY]. I reject people who have AI-written cover letters. It’s an initial screener of whether or not this person cares enough to be here.”

This quote is word-for-word from the conversation.

AI is one of the most powerful tools in your job search, but only if you use it properly.

Used Well: It helps you find roles faster, prepare smarter, research deeper, and articulate your strengths clearly.

Used Poorly: It makes you look generic, lazy, and un-hirable.

Here are the dos and don’ts of using AI in your job search so you get the speed without losing the human connection.

𝗔𝗜 𝗗𝗼’𝘀:

- Use AI to scrape job boards to find roles and score them against your ideal job
- Use AI to research companies, founders, product roadmaps, and competitors
- Let AI help you structure your stories, case studies, and portfolio work
- Let AI help you draft thinking (think bullets), not your final messaging
- Use AI to simulate interview scenarios and rehearse answers
- Ask AI to identify interviewer doubts based on your résumé

𝗔𝗜 𝗗𝗼𝗻’𝘁𝘀:

- Don’t publish raw AI output without editing it heavily in your voice
- Don’t submit AI-written cover letters or outreach messages
- Don’t think AI auto-apply bots will land you a great role
- Don’t outsource your thinking, only your processing
- Don’t use generic prompts with no context
- Don’t rely on AI as your personality

AI is an amazing co-pilot. 

But it is far from being your replacement.

Used well, it helps you be more efficient and speeds up mundane tasks.

But used poorly, it’ll ruin your search and remove you from opportunities or relationships that could have dramatically accelerated your career.

Don’t let laziness be your downfall.

Use it to remove the mundane, think sharper, prepare smarter, and move faster than other candidates - not to copy-paste your way through the process.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you.

Burnout isn’t caused by work.

It’s caused by the 𝘸𝘳𝘰𝘯𝘨 work.

Most people think they’re exhausted because they’re overworked.

But the truth is far simpler:

When your job drains you, 4 hours feels like 14.

When your job energizes you, long days feel light.

During my career, I’ve lived both versions.

I started out working in a cubicle data-entry job.

Clocked in at 9 am. Clocked out at 5 pm.

And I was dead tired before, during, and after work.

Not because it was “hard.”

But because it gave me nothing back.

Then I joined Uber in the early days.

I’d get in at 8 am and leave at 11 pm some nights -

and I had 𝘮𝘰𝘳𝘦 energy than I’d ever had in my life.

Same body. Same brain. Different work.

Here’s what nobody tells you:

Good work gives energy, but bad work steals it.

And your body knows the difference long before you admit it.

If you wake up every day needing caffeine just to feel human…

it’s not a coffee problem.

It’s a career problem.

You deserve work that fills your cup, not empties it.

When did you realize an old role was draining you? 
Drop it below 👇🏻 Lets talk about it.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you.

If I had to start from scratch, I wouldn’t touch my résumé.

This is what I’d do instead 👇🏻

After coaching hundreds of startup candidates, the fastest path into a great startup role always follows the same shape:

Less résumé polishing.

More relationship building, clarity, and conversations.

Here’s exactly how I’d structure my job search, week-by-week, if I was starting today:

𝗪𝗲𝗲𝗸 𝟭 - I’d prep for rejection & get clear on what I want

→ Reset my mindset and limiting beliefs
→ Expect rejection (it’s part of the game)
→ Define what I want & the exact role characteristics I’m targeting

Clarity comes before momentum.

𝗪𝗲𝗲𝗸 𝟮 - I’d build confidence

→ Benchmark comp (what I could earn)
→ Refine my “About me” story (my hero’s journey)
→ Review my highlight reel of accomplishments
→ Refresh LinkedIn & résumé, so they speak directly to those roles
→ Build my target startup list

Confidence is the second step in a strong job search foundation.

𝗪𝗲𝗲𝗸 𝟯 - I’d create opportunities instead of waiting for them

→ Start with my warm network
→ Then cold outreach to people in target companies
→ Ask real questions, share interests, and engage publicly on LinkedIn
→ Show up where they hang out (online & in person)
→ Look for ways to deliver even small amounts of value

Early connection is more powerful than applications.

𝗪𝗲𝗲𝗸 𝟰 - I’d apply & prep before interviews get booked

→ Apply to companies that match my ideal job description
→ Never “just apply”, pair it with outreach & value
→ Do deep research on the company (yes, using AI)
→ Practice stories out loud, identify gaps, prep examples

Interview prep is 10x easier when you do it before you’re stressed.

𝗪𝗲𝗲𝗸 𝟱 - I’d follow up like a top candidate

I’d send value deliverables:

→ Insights
→ 30-60-90 ideas
→ Product thoughts
→ Short frameworks
→ Connections to my network

Be politely persistent.

Show excitement, agency, & what you’re capable of.

𝗪𝗲𝗲𝗸 𝟲 - I’d convert the momentum

→ By now, I should be in conversations.
→ I’d prepare for each one like it’s my last.
→ I’d demonstrate excitement + impact with examples, case studies, past wins, and mini-deliverables.

𝗪𝗲𝗲𝗸 𝟳 - I’d evaluate & refine

→ Track what worked.
→ Track what didn’t.
→ Update messaging.
→ Repeat what performed well.

Consistency compounds.

𝗪𝗲𝗲𝗸 𝟴 - I’d keep going

Applications + outreach + value delivery.

This is the system that lands outsized opportunities.

If you follow this 8-week plan, your job search becomes a system, not chaos.

This is the exact roadmap I’ve seen help hundreds of candidates land roles at companies they once thought were out of reach.

Commit to it. Stay consistent. Track it. Improve faster than 90% of job seekers.

📌 Save this post - you’ll want it when your next interview loop starts.

👋 Follow me, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ Want clarity on your job search? DM me to learn how Early can support you.

For the love of all that is good, stop clicking “Easy Apply”.

I get it, it makes you feel productive.

You’re tired, you’re stressed, and hitting one button gives you that tiny dopamine hit that says, “At least I did something today.”

But here’s the truth that no one wants to hear:

The Easy Apply button is a trap.

It feels like progress, but it puts you in the same pile as 1,200 other candidates, most of whom also didn’t read the job description.

And with AI tools now submitting 50+ applications per minute, you’re competing in a volume game you simply cannot win.

If you want to work in startups, spamming the Easy Apply button is the worst strategy you can choose.

Startups don’t hire people who blend in.

They hire people who stand out.

The ones who are excited, passionate, sharp, opinionated, action-oriented, and creative.

And you can only show those qualities by being intentional.

𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

↳ Instead of 40 easy applies → pick 5 roles you genuinely want.

↳ Instead of spraying resumes → deeply research the company, product, and team.

↳ Instead of hoping the algorithm boosts your application → message the hiring manager, founder, and anywhere from 5-20 people on the team.

↳ Instead of generic cover letters → send a short, sharp note about why you’re excited and exactly how you’ll add value, and include a link to a Loom video of you speaking about why you’re a good fit.

↳ Instead of waiting → build one thing that proves you can do the role.

In a world where applying takes three seconds or less, effort and “human-ness” are the differentiators.

When you apply intentionally, people notice.

When you reach out like a human, people respond.

When you make it clear you understand the role and the company, people take you seriously.

Easy Apply helps you feel busy, but it’s intentionality that gets you hired.

If you can replace 60 minutes of scrolling with 60 minutes of targeted outreach, research, and personalized messages, you will outrun 99% of candidates in this market.

Trust me when I say - your next role 𝘞𝘖𝘕’𝘛 come from a button.

It’ll come from clarity, effort, and showing up like someone a founder or executive would actually want to hire.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you.

Most job searches fall apart because everything happens at once:

Applications, outreach, interviews, self-doubt, urgency

Landing a start-up role isn’t about having the best-looking résumé.

It’s about running a 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝘀𝘁𝗮𝗿𝘁-𝘂𝗽 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵 𝗮𝗻𝗱 𝗳𝗼𝗰𝘂𝘀𝗶𝗻𝗴 𝗼𝗻 𝘁𝗵𝗲 𝗶𝗺𝗺𝗲𝗱𝗶𝗮𝘁𝗲 𝗺𝗼𝘀𝘁 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗵𝗶𝗻𝗴.

Often members join Early with no system… just scattered effort.

The people who succeed in landing great startup roles don’t necessarily work harder. 

They follow a 𝗰𝗹𝗲𝗮𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵 𝗽𝗹𝗮𝗻, broken into stages.

They know when to get clear on the role they want. When to build momentum through outreach and conversations. And when to convert trust into offers.

That’s exactly what the 𝟯𝟬–𝟲𝟬–𝟵𝟬 𝗱𝗮𝘆 𝘀𝘁𝗮𝗿𝘁𝘂𝗽 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵 𝗽𝗹𝗮𝗻 is designed to do.

It turns your job search from:

 • scattered → focused
 • reactive → intentional
 • emotional → manageable

Once you have a system, you stop asking:

“Am I doing enough in my job search?”

And start asking:

“Am I doing the right thing 𝘢𝘵 𝘵𝘩𝘪𝘴 𝘴𝘵𝘢𝘨𝘦?”

That shift is what helps candidates land startup roles faster without burning out or second-guessing every move.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you.

30 60 90 Day Plan

Comp can gets the offer signed.
Culture decides whether they sprint or quietly plan their exit.

Here’s the truth most founders and startup hiring managers learn the hard way:

You can’t buy anyone’s commitment.

You can’t bonus your way into long-term loyalty.

And you definitely can’t “culture-deck” your way out of a bad environment.

At early-stage Uber, none of us were printing money.

We had equity we hoped would be worth something, but… it wasn’t worth anything at the time. Nor did we have any guarantee the whole thing would work out.

And we definitely weren’t sitting on giant salaries.

I made $65k in my first role at Uber in 2013. That was an 85% increase over my prior role and ~$95k in today’s dollars (I thought I was RICH!).

There were people with degrees from Harvard and Stanford and masters degrees from top programs who were earning similar amounts.

But despite all that, we were willing to run through walls for the company.

Why?

Because we believed in the mission, the founder, and the product.

People don’t sprint because the comp is great, they sprint because the environment makes them want to show up with everything they’ve got.

𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐢𝐬:

→ Whether the people around them are high caliber A players
→ Whether people are safe to speak honestly and critically
→ Whether there is transparency with data and progress
→ Whether the people like to see each other every day
→ Whether effort and impact are seen and recognized
→ Whether people are given autonomy to do their job
→ Whether the mission actually means something
→ Whether the team feels trusted
→ Whether credit is shared

Compensation gets all the attention.

But CULTURE gets outsized performance.

And if someone leaves because of a bad culture, guess what?

They’re gone for good.

There’s no counter-offer that fixes “I don’t want to be here anymore.”

In fact, I’ve heard SO many times, “You couldn’t pay me enough to go back there.”

But if they leave for money, and the culture was strong?

They’ll think about coming back.

I’ve seen quite a few of my early Uber colleagues leave after 4+ years at the company, only to return because they loved the culture.

People always remember where they did their best work.

📌 Save this post - you’ll want it when your next interview loop starts.

👋 Follow me, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ Want clarity on your job search? DM me to learn how Early can support you.

You’re treating LinkedIn like a social media profile.

It’s not.

Your LinkedIn page is a sales landing page and LinkedIn is the search engine.

Here’s how to rank higher in the job search in just 1 hour.

1. 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗵𝗲𝗮𝗱𝗹𝗶𝗻𝗲, 𝗶𝘁 𝗱𝗼𝗲𝘀 𝟴𝟬% 𝗼𝗳 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸.

If it’s vague, generic, or stuffed with buzzwords, you won’t appear in relevant searches. 

And if you do, they won’t know what the heck you do or how you fit in their org.

In 3 seconds, they should be able to tell:

 • Who you are
 • What you do
 • The results you drive
 • Who you drive them for

If that’s not the case with your headline today, change it.

Think: “Senior Startup Operations Leader | Scaling Systems, People & Processes Leveraging AI | Led the operational launch of multiple marketplaces from $0 - $500M ARR.”

2. 𝗡𝗲𝘅𝘁, 𝗳𝗶𝘅 𝘆𝗼𝘂𝗿 𝗔𝗯𝗼𝘂𝘁 𝘀𝗲𝗰𝘁𝗶𝗼𝗻.

Lead with who you are today and your mission, then back it up with proof.

Use keywords and case studies that founders and recruiters already search for: operations, product, GTM, strategy, growth, project management, AI, SaaS - whatever applies to the work you want.

(Hint: These are found in the JD, so create a long list of JDs and extract the keywords and case studies using an LLM)

Also, inject something personal. Show that you’re an actual human with real interests.

Being “passionate about process optimization“ is not a personality.

3. 𝗧𝗵𝗲𝗻 𝗴𝗼 𝗿𝗼𝗹𝗲 𝗯𝘆 𝗿𝗼𝗹𝗲, 𝗽𝘂𝗹𝗹 𝗼𝘂𝘁 𝘁𝗵𝗲 𝗾𝘂𝗮𝗻𝘁𝗶𝗳𝗶𝗲𝗱 𝗮𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀, 𝗮𝗻𝗱 𝘀𝗵𝗼𝘄 𝗽𝗿𝗼𝗼𝗳.

Search engines love clarity.

Recruiters love impact.

Your job is to give both.

Attach links to documents, PR releases, anything that shows you actually did what you say you did.

4. 𝗔𝗳𝘁𝗲𝗿 𝘁𝗵𝗮𝘁, 𝘂𝗽𝗱𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝘀𝗸𝗶𝗹𝗹𝘀.

Not 60 random ones.

The top 60 that map directly to the job you want.

Some recruiters use these in their search filters, but most candidates ignore them entirely.

(Hint: Remember where I told you to find these skills? In the JDs)

5. 𝗙𝗶𝗻𝗮𝗹𝗹𝘆, 𝗮𝗱𝗱 𝗮 𝗰𝗿𝗲𝗱𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝘀𝗶𝗴𝗻𝗮𝗹.

Pin a post that proves your thinking, showcases a win, or highlights a perspective that matters in your niche.

You could start a newsletter, a podcast, or share a badass proof of work example.

It’s the fastest way to turn a profile view into an outreach message.

Most people treat LinkedIn like a digital resume without realizing that founders, recruiters, and operators treat it like Google.

They search for skills, functions and people who signal credibility in the first 3 seconds.

LinkedIn itself has changed its search functionality to be more conversational and function like a search engine instead of a database with filters.

The people who win on LinkedIn aren’t the loudest, they’re the most discoverable.

👋 Follow me, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

“Do I actually want this role?”

That’s the question you need to answer honestly if you resent the pre-job assignment.

I’m talking about the case studies, presentations, and work samples as a part of the hiring process.

The hiring team didn’t create a pre-job assignment as a thoughtless hoop to jump through just to make the process harder.

It’s a trailer for the movie.

And if you hate the trailer… you’re going to hate the movie.

Assignments are the best way for the team to get an idea of what it would actually feel like to work with you.

They’re also a great way for you to stand out in the process.

They’re also a great gut check of how much you want to work there.

They show you:

 • How the team thinks
 • What problems you’ll work on
 • Whether the work energizes or drains you
 • Whether you’d enjoy doing this every day, not just once

And yes - some people argue candidates “shouldn’t have to do pre-work before speaking to a hiring manager.”

I disagree 100%.

If you want the job, you’ll do the work.

If you resent the work, you don’t want the job.

Simple.

It may sound harsh, but it shouldn’t.

Take for example Caleb Ralston. 

He has helped build the personal brands for some of the largest founder-led brands out there. 

He was recently hiring for YouTube editors, and do you know what the process looked like?

YouTube editor TRYOUTS over the course of 4 days.

Candidates needed to sign up, were sent the raw video/audio files, and had four days to edit and submit their final video edit.

No interviews before the exercise, just “show me what you got”.

Hundreds of people signed up and did the free work for the opportunity to work with one of the best out there.

And that’s the thing, if you’re not willing to do it, in this market (and in any market at most top companies), there will be people who are more than willing to do the free work.

If you find yourself procrastinating, irritated, or indifferent, that’s your signal not to push harder… but to walk away.

But if you find yourself getting curious, going deeper, losing track of time…

That’s a signal that you should lean in.

That the role might actually be right for you.

That this is work you'll enjoy, not just endure.

The pre-job assignment is a preview of the next chapter of your career.

If you hate the trailer, don’t buy the movie ticket.

If you love it, that’s your green light to go hard.

A quick aside: I know people abuse these exercises but that’s not the norm. I spoke with a new grad last week who worked 80 hours a week for two weeks for a founder on an “exercise” to build them a product. The founder even asked her to work on Christmas day. After the two weeks they shared the salary and equity and it was far lower than market rate.

So do people abuse exercises, yes. But in my experience they’re few and far between. The best companies will run you through thoughtful exercises and the exercises and “free work” are an incredible way to stand out.

Most people sabotage their startup job search by misreading silence.

Early in my career, I was wary of being annoying.

If I had a good conversation with someone and they said, “Happy to help” or “Let me look into that”, I’d leave it there.

Then a week would pass. Then two.

And then... I’d start to spiral.

 • 𝘚𝘩𝘰𝘶𝘭𝘥 𝘐 𝘧𝘰𝘭𝘭𝘰𝘸 𝘶𝘱?
 • 𝘞𝘩𝘢𝘵 𝘪𝘧 𝘵𝘩𝘦𝘺 𝘧𝘰𝘳𝘨𝘰𝘵?
 • 𝘞𝘩𝘢𝘵 𝘪𝘧 𝘐 𝘭𝘰𝘰𝘬 𝘥𝘦𝘴𝘱𝘦𝘳𝘢𝘵𝘦?

So most of the time… I didn’t. I told myself the silence meant something about me.

Everything changed once I became the “busy” person on the other side.

I loved being helpful, so I started having back-to-back calls.

 • Offering intros.
 • Promising reviews.
 • Making mental notes.

And then life happened.

Deadlines. Kids. Travel.

I forgot to follow up, this time from the other side.

My lack of action wasn’t because I didn’t care but because startups (and life) are all-consuming.

Every now and then, someone would politely follow up.

And instead of being annoyed... I loved it!

I'd take the necessary action then and there and fire a message back to the person.

That’s when it clicked.

So many people sabotage their job search because they create these elaborate stories in their head to explain the silence.

The truth is almost always, "Oops, I got super busy and forgot. Thanks for reminding me. I'll fire that off right away."

Follow up isn’t about being pushy or loud. It’s about not taking silence personally.

It’s about understanding that “no response” usually means “not right now,” not “not you.”

Some of the biggest breaks in my career came from messages I almost didn’t send.

So if you’re trying to land your next startup role, remember this:

 • Following up isn’t rude.
 • Persistence isn’t annoying.
 • Being organized is a signal of seriousness.

The people who make it aren’t the ones who never hear “no.” 

They're the ones who don't vanish just because they didn't hear back.

𝗔 𝘀𝗶𝗺𝗽𝗹𝗲 𝗿𝘂𝗹𝗲 𝗜 𝘂𝘀𝗲 𝗻𝗼𝘄 𝗳𝗼𝗿 𝘆𝗼𝘂 𝘁𝗼 𝘀𝘁𝗲𝗮𝗹: If someone offered to help and hasn't responded in 5-7 business days, I follow up once via our last method of communication (email, LinkedIn, text). I'm polite, clear, and non-apologetic. I'll do this two more times and if I don't get a response after the three messages I move on.

The moral of the story is this...

Follow up. Ask again. Stay politely persistent. 

And don't take silence personally.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 for the next time you’re debating whether to send that message.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies.

Everyone wants Olympic-level results. Most train like it’s a weekend jog.

From the outside, the people who land incredible roles look effortless.

“𝘙𝘪𝘨𝘩𝘵 𝘱𝘭𝘢𝘤𝘦, 𝘳𝘪𝘨𝘩𝘵 𝘵𝘪𝘮𝘦.”

“𝘔𝘶𝘴𝘵’𝘷𝘦 𝘩𝘢𝘥 𝘤𝘰𝘯𝘯𝘦𝘤𝘵𝘪𝘰𝘯𝘴.”

“𝘗𝘳𝘰𝘣𝘢𝘣𝘭𝘺 𝘫𝘶𝘴𝘵 𝘨𝘰𝘵 𝘭𝘶𝘤𝘬𝘺.”

But here’s what you don’t see:

The hours of preparation.

The rejections.

The setbacks.

The learnings.

The adjustments.

The quiet consistency.

When I tell my story of joining early-stage Uber, I usually give the highlight reel:

 • Quit my job in Seattle
 • Moved to New York with no network
 • Had 90 days of savings
 • Landed a role at Uber just before money ran out

But the real story looked a lot more like Olympic training:

 • Waking up at 6 am to job search (treating it like a job)
 • Getting no response from message after message
 • Long stretches where it felt like nothing moved
 • Trying to figure out the value I could provide
 • No applause, no certainty, no shortcuts
 • Dozens of awkward networking calls
 • Rejection after rejection

The truth is, the job search is an endurance sport.

In the same way, Olympians don’t control the medal; they only control their training.

You don’t get to control the output; you only control your inputs:

Your clarity, prep, networking and consistency.

And just like elite athletes, most of the progress happens long before anyone sees the result.

The people who win in this market aren’t necessarily the smartest or most connected. They’re the ones willing to put in the work when no one’s watching.

Stop chasing the podium moment and start building the systems that get you there.

If you want to land a role that changes your career, ask yourself honestly:

Are you training like an Olympian… or jogging like it’s Sunday?

What stage of your job search are you in? Comment below with a single emoji:

📖 Learning
💼 Networking
🎯 Applying
🏆 Interviewing

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you.

If it feels messy, you’re not doing it wrong. 

The job search is often the first real taste of start-up life. 

People think the chaos starts 𝘢𝘧𝘵𝘦𝘳 you land the role, but the interview process is just a warm-up. 

You’ll get ghosted. You’ll get rejected for reasons that don’t make sense.

A role you were excited about disappears overnight because priorities changed.

A hiring manager goes quiet because they’re juggling ten fires at once.

It’s frustrating and knocks your confidence. And it can make you start questioning yourself.

But it’s not personal, and it’s not a reflection of your ability.

It’s just how startups operate.

They move fast. They change direction. They make decisions with imperfect information.

And once you’re inside a startup, that doesn’t suddenly stop.

 • Priorities shift week to week.
 • Teams are small, so your impact (+ your mistakes) are visible.
 • Everything is an experiment.
 • You’re constantly adjusting in real time.

That’s also why the people who love startups 𝘳𝘦𝘢𝘭𝘭𝘺 love them.

They’re comfortable with ambiguity. They enjoy figuring things out as they go.

They don’t need everything to be perfectly defined to move forward.

So if you’re in the thick of the job search right now, feeling behind, dealing with setbacks, wondering if you’re doing something wrong… pause for a moment.

 Think of this process not as a punishment but as preparation.

You’re learning how to stay steady when things feel uncertain.

How to stay energized and excited while working hard.

How to keep showing up when plans change.

How to continuously experiment, measure results, and iterate. How to stay energized and excited while working hard.

How to separate noise from signal.

And guess what?

That’s exactly what you’ll need on the inside.

So keep going.

Even if “going” today just means sending one message.

Just take that first next step in the right direction.

The people who make it through the search are usually the ones built for the work.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you.

If I offered you $1,000 to collect 30 rejections in 2026… how fast would you start asking for what you actually want?

This comes from a story Joe Hudson shared about his barber on the AoA podcast.

His barber is also a talented artist, but he couldn’t get anyone to buy his paintings or represent him.

He was stuck in the mindset most of us live in:

“I need this sale to work.” “I need this person to say yes.” “I can’t afford another rejection.”

So Joe made him a bet:

“If you can get 30 people to turn you down this year, and prove it, I’ll give you $1,000.”

The job wasn’t to get clients. The job was to get rejected.

Two months later, Joe comes back for a haircut and asks how it’s going.

The barber hadn’t hit 30 rejections.

Instead?

He had 3 gallery representations, and had sold 12 pieces.

Same person. Same art. Same talent.

The only difference was the goal in his head.

He stopped aiming for “no rejection” and started optimizing for “more connection.”

That’s the shift most people need in their job search and careers.

Right now, you might be running this script:

“I can’t message that founder, they’ll say no.”
“I shouldn’t follow up, I’ll be annoying.”
“I’ll apply later, when I feel more qualified.”

You’re trying to protect yourself from rejection, but in doing that, you’re hiding yourself from opportunities.

So what if you flipped it?

Instead of tracking:
→ How many interviews you got
→ How many offers you got
→ How many people said “yes”

You track:
→ How many bold messages you sent
→ How many times you asked for a conversation
→ How many times you followed up after silence
→ How connected you felt to the positions or people you contacted
→ How many “no’s” you collected

When you aim for 30 genuine rejections… you don’t get to 30. You get a handful of yeses, a bunch of useful feedback, and a completely different relationship with risk.

You eliminate the need to be perfect so you can focus on the thing that drives momentum.

Connection to who you are and what you want.

So here’s the challenge: pick your arena (job search, networking, selling your skills) and set a rejection target.

10 rejections in the next 14 days.

Not 10 applications. Not 10 “likes” on a post.

10 clear “no’s” or “not now's”… that only happened because you actually asked for something that mattered.

If you hit 10, you’ll be a different person than the one reading this post.
"No" will lose its sting.

Your conviction will be higher, your fear will be lower, and your opportunities will be better.

You don’t need a stranger to bet you $1,000.

You just need to decide that every “no” is proof you’re in the game.

📌 Save this post - you’ll want it when your next interview loop starts.

👋 Follow me, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ Want clarity on your job search? DM me to learn how Early can support you.

How long has your startup job search taken so far?

There’s no “normal” timeline - everyone’s path looks different.

But understanding the range helps you see you’re not behind… you’re human.

How long has your startup job search taken so far?

What does it actually take to break into an AI startup as a TPM?

In this case: 287 cold messages, 1 strategy, and 3 frameworks anyone can copy.

This is Amr’s story, and it’s a perfect example of what happens when someone stops treating a job search like guesswork and starts approaching it like a system.

Five months ago, Amr joined Early with one clear goal: get a Technical Program Manager role.

Not “see what comes up” or “apply generally.” He chose the role deliberately, built toward it, and committed to doing the work most people avoid.

Along the way, he used three frameworks that completely changed his results - and anyone reading this can copy them.

1. Treat outreach like a game and track your numbers.

Most people rely on feelings when they job search. 

“It feels like no one is replying.” 

“It feels like my messages aren’t working.”

Feelings are unreliable. Data isn’t.

Amr sent 287 cold messages. His response rate was 14%. His call rate was 26%.

By tracking the numbers, he could see exactly what was working, which messages landed, and where to double down.

The lesson: you can’t improve what you don’t measure. Treat it like a continuous game.

2. Personalize your outreach using your real interests.

Personalization isn’t forced flattery or dropping someone’s name into a template. It’s creating a REAL human connection.

Earlier in the year Amr visited the Rocky Mountains for the first time and absolutely loved it.

Whenever he reached out to someone based in Colorado, he mentioned that trip.

This wasn't some sort of trick or tactic. He genuinely wanted to share how much he loved the area. 

Guess what? 

That human touch dramatically increased replies.

Most people send messages that read like AI wrote them. Amr made sure he sounded like a real person.

3. Reach out to multiple people at the same company.

This is the most uncomfortable step, but also the most effective.

For the TPM role, Amr didn’t message one person - he messaged nine.

Four replied. Three had conversations with him. One referred him internally.

When you rely on a single point of contact, your chances are low.

When you create multiple internal touchpoints, you drastically increase your referral chances.

This is how applications get resurrected, moved forward, or re-reviewed even after initial rejection.

Amr didn’t get lucky. He built a repeatable system that made success inevitable.

TL;DR: Track your outreach so you know what’s actually happening. Personalize your messages so people want to reply.

Send multiple messages to people at the companies so you’re not depending on one person’s kindness.

You don’t need dozens of people to say yes, you need one. And these three frameworks dramatically increase your odds of getting it.

📌 Save this post - you’ll want it when your next interview loop starts.

👋 Follow me, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

In 2026, being qualified isn’t enough.

Hundreds of qualified applications are being submitted for every role even at startups most people have never heard of.

I was speaking with a VC Head of Talent and she said several of their portfolio companies (we’re talking tiny, early-stage, low-visibility startups) now get hundreds of applicants per role.

Not because the roles are special, and not because the comp is outrageous.

But because the volume of people applying has exploded and the use of AI tools and bots has made it even worse.

Being qualified gets you into the pile, but it won’t get you into the room.

Only visibility can do that.

I saw this again with a candidate I coached. 

Brilliant background. 
Great skills. 
Perfect match on paper.

He’d applied to ~60 roles with almost no traction.

Except one.

For that one role, he reached out directly.

He wrote a personal note, sent it to the founder, a recruiter, and a few people on the team. 
He showed them why he cared.
He made himself visible.

And instantly, he moved forward.

Here’s why visibility wins:

𝟭. 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗳𝗼𝗿𝗰𝗲𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗶𝗼𝗻.

Everyone is qualified, but very few take the time to write personal messages, share context, or reach out to internal stakeholders.

When you do, you’re no longer competing with the full pile. 

You’re competing with the handful who bothered to do a little bit more work.

𝟮. 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝘀𝗶𝗴𝗻𝗮𝗹𝘀 𝗶𝗻𝘁𝗲𝗻𝘁.

If you send a thoughtful note to the hiring manager, you’re no longer “one of 300 applicants.”

You’re a real human who cares about their mission and what they’re building and wants to help.

Founders, recruiters and teams notice it.

Trust me, I have the receipts. 

Dozens of messages from recruiters and hiring managers saying, “Wow, this is a really unique way you reached out. It really made you stand out.”

𝟯. 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗼𝗽𝗲𝗻𝘀 𝗱𝗼𝗼𝗿𝘀 𝘁𝗵𝗮𝘁 𝗿𝗲𝘀𝘂𝗺𝗲𝘀 𝗰𝗮𝗻’𝘁.

Referrals.
Internal conversations.
Warm intros.

The thing that moves you forward is you making yourself known to the people who matter.

So in 2026, the question isn’t:

“Am I qualified?”

It’s:

“Have I made myself visible to the people making the hiring decision?”

If not, the most talented version of you will stay buried under 300 other clicks on “Apply.”

The candidates who win this year will be the ones willing to reach out, write personal notes, send value, and make themselves impossible to ignore.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you

I’ve helped 100+ job-seekers land roles in startups.
These are the 8 steps every successful search has in common.

You may think, “Those people are lucky.”
Right place, right time. Right connection, right company.

But after coaching hundreds of candidates, the pattern is painfully clear:
People who land great roles don’t rely on luck. 
They create luck their own luck by following a clear system.

A system that gets them unstuck when momentum dips, keeps them focused when the market feels chaotic, and helps them stand out when everyone else blends together.

Here are the 8 steps I see in every single successful search:
1. They get their mind right.

The job search is a sales process.

And in sales, there’s lots of rejection.

You have to steel yourself for the rejection to come. 

They create a plan for what it takes to get themselves into a peak state as often as humanly possible.

2. They get clarity before applying.

They define the exact role they want, why they want it, and what makes them a fit. 

“I’m open to anything” won’t cut it.

Clarity turns a chaotic search into a targeted one.

It makes every following step in the process easier and more effective.

3. They build a target company list.

Not 300 random companies, but 20-40 that match their skills, interests, and stage preferences.

This creates direction and eliminates distraction.

Batching this company/role searching also prevents random action.

4. Their LinkedIn and résumé signal credibility immediately.

They treat their LinkedIn/resume like a sales landing page crafted to stand out.

They make it clear to the reader who they are, what they do, the results they drive, and who they drive them for.

Every line is crafted to make hiring managers think: “I want to talk to this person.”

5. They track their progress

Applications, networking messages, calls, interviews, the works.

They understand what actions they’re taking.

The numbers tell them what’s working and what’s not working, and they adjust accordingly.

6. They send intentional outreach consistently.

Not mass messages.

No copy-paste templates.

Not “ChatGPT, what message should I send this person?”

High-quality messages that create genuine connection.

This is where most opportunities come from.

7. They prepare like a top candidate.

They run mock interviews, identify interviewer doubts, rehearse their stories, and study the company’s product deeply.

Most interviews are won in the prep.

8. They follow up and show real ownership.

Case studies. Value deliverables. Thoughtful notes.

They do the “free work” to show they’re operating like part of the team.

This is where offers are secured.

When you follow these steps, everything changes:

Your search stops feeling like hope.
Your outreach stops feeling random.
Your interviews stop feeling unpredictable.
And opportunities start showing up faster than you expect.

This will look like magic to those on the outside.
But you’ll know it’s a system.
And anyone can run it.

I've Helped 100+ People Land Start Up Roles

You think you’re being judged on your answers.

Founders are actually judging your signals.

Interviews, especially in startups, aren’t exams, they’re calibration exercises.

Most candidates show up obsessing over “saying the right thing.”

Meanwhile, founders are watching for something completely different:
Your signals.

And if you learn how to control the signals you send, your interviews instantly feel easier, clearer, and more predictable.

Here are 5 signals founders are judging, and how to nail each one:

1. How you react to friction.

There is no "standard startup interview process".

Hiring in startups can be messy, so expect more friction than a normal interview process.

More rounds. Trial tasks. Follow-ups. Unclear next steps.

If you expect this level of friction instead of being surprised by it, you stay composed while everyone else spirals.

Signal: resilience, realism, emotional steadiness.

2. Prepare like an interviewer

Founders want someone who understands and is excited about the product, the market, and - ideally - them.

Research the company like you’re the one hiring.

It may sound crazy, but people who share excitement about their product and the team are rare.

Signal: high-agency thinking, ownership, genuine interest.

3. Confidently show your strengths

Interview answers matter, but founders are tuning into:

– How you think
– What results you’ve produced
– What problems you can take off their plate

Be able to not only share what you've done, but how that experience tracks directly to what they need.

Signal: clarity, competence, self-awareness.

4. Understand that roles evolve

It is not abnormal for the original job description to change.

Funding, market dynamics, team changes, and strong candidates change quickly and can change what the company needs.

If you can articulate what additional value you bring, you’ll stand out instantly.

Signal: adaptability, initiative, strategic thinking.

5. Fix your mindset

The best interviewers aren’t rigid.

They’re calm, flexible, curious, and collaborative.

Going in with “I hope they like me” energy kills your performance.

Signal: confidence without ego.

The more you master these signals, the easier interviews become - not because you’ve memorized better answers, but because you’re playing the same game the founder is.

As someone who’s been on the hiring side:

Founders aren’t looking for perfection, they’re looking for patterns.

Do you think clearly?

Can you handle ambiguity?

Will you take ownership without needing permission?

Do you bring something the team doesn’t currently have?

Can you grow as fast as the company grows?

These signals tell founders far more than any polished answer ever will, and once you understand that, interviews become less about performing…

and more about demonstrating how you operate.

👋 Follow me, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

Your job search feels harder when your mind is scattered. Here’s how to steady yourself without hacks.

Drowning in options? → Get quiet and write down your top 3 priorities.

Low energy? → Read something that inspires you - a founder story, a memoir, a lesson learned the hard way.

Afraid of rejection? → Send the message anyway. Fear fades after action.

Feeling stuck? → Step away from the screen and go outside. Change your environment.

Mentally foggy? → Sleep. Nothing beats rest for clarity.

Unsure what to do next? → Ask someone who’s one step ahead. Borrow their perspective.

Frustrated? → Move your body. Motion creates momentum.

Burning out? → Stop. Take a full day off. Recovery is a strategy.

Losing patience? → Look at how far you’ve come since day one.

Struggling to stay motivated? → Reconnect with your why. The job is the outcome, your reason is the fuel.

The job search isn’t won by intensity.

It’s won by consistency.

What’s one tiny habit that helps you stay focused, in the job search or in life?

Share it below so someone else can use it tomorrow.

📌 𝗦𝗮𝘃𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 - you’ll want it when your next interview loop starts.

👋 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲, Kyle Thomas, for practical startup job-search strategies + weekly curated job lists.

✉️ 𝗪𝗮𝗻𝘁 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵? DM me to learn how Early can support you.

Helping mid-senior professionals get unstuck in the job search | DM me "STUCK" for a free discovery call | 5x Career Pivoter & Stitch Fix, Lyft & PwC Alumni Turned Career Coach | 56 successful clients

I’ve pivoted my career 5x, and each time felt just as scary as the first. I started out in public accounting, working 70+ hour weeks at PwC. 
During one busy season, I worked 67 days straight. I was burnt out, underpaid, and completely unfulfilled.

But I didn’t want to settle. 

So I taught myself how to pivot into tech, navigating transferable skills, interviews, and offers on my own. I broke into tech at Stitch Fix, where I helped take the company public. Then I did it again at Lyft. Along the way, I negotiated a $50K sign-on bonus and built a career I was proud of.

That first leap took everything I had, and it sparked a mission: to make the job search less confusing and more empowering for others.

That’s why I created the Intentional Job Search, a structured coaching program that helps mid-to-senior level marketing and analytics professionals land $100K+ roles—with clarity, confidence, and control.

My 3-Step Framework:

Define your target: We start by clarifying your values, strengths, and ideal next role—so every part of your search is intentional, not reactive.

Build your personal brand and visibility: We’ll align your resume, LinkedIn, and story to position you as a top candidate. When you’re clear and confident, everything clicks.

Master the interview process: You’ll get expert feedback, sharpen your stories, and walk into every interview with confidence—ready to land and negotiate the right offer.

What Clients Say:

Zach, a data engineer, increased his total compensation from $85K to $136K by rethinking his narrative and showcasing his transferable skills.

Callie, a senior analytics engineer, rebuilt her confidence after months of rejection and now works in a role she’s genuinely excited about.

Adeline, a marketing leader, refined her interview presence in real time and landed a Director of Marketing role.

Gyasi, a project manager, reengaged his network after a layoff and landed a role that matched his values and skills.

Nichole, a strategy leader, found clarity on the role and culture she wanted, then moved to California and accepted one of two great offers.

If you're a mid-to-senior marketer or analyst who's tired of vague advice and misaligned roles—
👉 Book a discovery call and let’s build a strategic job search plan that gets you hired with clarity, confidence, and $100K+ offers: https://www.angelalaucoaching.com/consult

If you want to collaborate, reach out here: angelalaucoaching@gmail.com

Angela Lau

Choosing your manager is the most critical career decision you’ll ever make. 

It matters more than the title, company,

And honestly, even the pay. 

These are 3 realities of picking your manager:

1️⃣ They set your ceiling.

The wrong manager keeps you in grunt work.  

The right one opens doors you couldn’t reach alone.

2️⃣ They shape your confidence.

Bad managers make you question your worth. 

Good ones remind you of it.

3️⃣ They determine your future.

Because promotions, opportunities, and growth all flow through them.

Choose your manager wisely.

The right one won’t just grow your career.

They’ll remind you what you’re capable of.

♻️ Repost if you’re being more intentional about your next role.
🔔 Follow Angela Lau for more.

I help Analytics & Marketing pros get break the $100k+ ceiling WITHOUT spray & pray | 80+ successful clients

Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected. Rejected.

Hired.

My friend applied to 200 jobs before she got an offer.

At first, she took every rejection personally.

Like something was wrong with her.

But then she realized:

Those companies weren't rejecting her.

They were redirecting her.

Now she's at a company she actually loves.

And it's better than anything she applied to before.

There's no such thing as rejection.

Only redirection.

♻️ Repost to remind someone who needs this
🔔 Follow Angela Lau  Lau for more

No alternative text description for this image

My resume screamed "job hopper."

3 jobs in 4 years.

And I chose to leave every single one.

↳ Job 1: I was working 60+ hour weeks and burning out.
↳ Job 2: No clear growth path.
↳ Job 3: Burning out again.

I didn't have a tragic layoff story to explain the gaps.

I just kept choosing myself over jobs that weren't working.

And I thought that made me unhirable.

Then someone took a chance on me for a career coaching role I'd never done before.

She didn't care about my short stints.

She saw how I approached people and how I thought through problems.

That changed everything.

If your resume looks "messy," here's how to stand out:

1️⃣ Own your decisions
↳ Don't apologize for leaving. Explain what you were moving toward, not just what you left.

2️⃣ Show what you gained from each role
↳ Connect the dots. Every move taught you something.

3️⃣ Find the people who ask questions instead of making assumptions
↳ The right company will be curious about your path, not suspicious of it.

Someone believed in you once.

Be that person for someone else.

♻️ Repost if you've ever been judged for your career path
🔔 Follow Angela Lau  Lau for more

My friend turned down an extra $54K.

And I've never respected her more.

She'd been grinding for years at this company.

Yet the 60+ hour weeks and stress were never-ending.

And she was surrounded by people who didn't care as much as she did.

One day, she just quit!

Just 1 month away from her vesting date.

I asked her why she couldn't just wait it out.

She said: you can always make more money.

You can't get back the years you spent miserable.

If it costs you your peace, 

It's too expensive.

♻️ Repost if you've learned this lesson too
🔔 Follow Angela Lau for more

I've always felt like I don't belong.

I'm not married, I don't have kids, and I don't know if I ever will.

I work for myself, I've traveled a lot the last 3 years, 

And I haven't had a home base in a while.

In most ways, my life looks nothing like the people around me.

This year, there's been a lot of death around me. 

And it made me realize I don't have forever to figure this out. 

Otherwise, I'll spend my whole life feeling like I don't belong.

So I started texting friends back on time, 

Scheduling FaceTimes, reaching out first.

Because belonging isn't something you find. 

You have to maintain it. 

If something's been weighing on you for years, do something about it.

The scariest place to be is the same place as last year.

♻️ Repost if you refuse to be in the same place next year.

Image credit: Maryann (MJ) Jamieson

I help Analytics & Marketing pros get break the $100k+ ceiling WITHOUT spray & pray | 80+ successful clients | DM me “JOB” to register for our FREE masterclass

January 1st is a useless date.

And I'm done pretending it's not.

At the start of 2024, I was in Thailand.

Not on vacation. 

I moved there because I wasn't making enough money to stay in the US.

By December, I hit my first 6 figures in business.

Same year, but I just kept going.

If you haven't landed that job yet, or even started applying, you're not behind.

The pressure to have it all figured out by January 1st is made up.

You can start in February, March, or June.

The year doesn't start when the calendar says. 

It starts when you do.

♻️ Repost if you're done letting January pressure run your life.
🔔 Follow Angela Lau for more.

My business made $0 for 3 months in a row.

I had already quit my job and it felt like free-falling.

Every lead I pitched said no.

So I babysat, delivered food, and sold whatever I could.

There were many points where I didn't know if I could afford groceries.

But I didn't want to be the person who didn't make it.

And I refused to work for someone else again.

Then I got one yes that changed everything.

Now I've replaced my salary and travel 8 months out of the year.

I wish I had a safety net back then (would've saved miles on my car!)

Stanley is giving away $100K.

A full year of bills covered so you can go all in on your dream.

Plus you'll get Stanley to help you build! 

It shows you exactly what's working for your audience (I'll show you mine in the comments)

And helps you write posts in under 10 minutes.

You only need one yes.

Don't stop at no.

📌 Apply by January 31 for your safety net: https://lnkd.in/grCR43HR

#StanleyPartner

Failing the CPA exam was my biggest achievement.

If I had passed, my life would look completely different.

I'd probably still be grinding in Big 4, chasing partner track, building someone else's dream.

Instead, I failed and I pivoted.

I moved into analytics, then bet on myself. 

Now I work for myself.

If you're dealing with rejection right now:
↳ A job you didn't get
↳ A promotion that passed you by
↳ A career path that didn't work out

It might feel like the end.

But that rejection is just redirection.

♻️ Repost if rejection ever led you somewhere better
🔔 Follow Angela Lau for more

Job searching during the holidays got my client a $40K raise.

He got the offer on New Year's Eve.

And it came from a networking connection.

But he didn't just network.

He worked all 4 channels at once.

Job searching is a multi-channel marketing strategy.

If you're only doing one thing, you're leaving opportunities on the table.

Here are the 4 channels and how to actually use them:

1️⃣ LinkedIn

↳ Optimize your headline for what you want, not what you have.
↳ Post about your expertise so recruiters see you as a thought leader.
↳ Turn on "Open to Work" (yes, even if it feels vulnerable).

2️⃣ Cold Applications

↳ Apply to roles where you meet 70% of the requirements.
↳ Tailor your resume to match the job description keywords.
↳ Don't spray and pray. Be strategic about where you spend your energy.

3️⃣ Networking

↳ Reach out to people at companies you want to work for.
↳ Ask for 15-minute chats, not job referrals.
↳ Be resilient and follow up 3x.

4️⃣ Warm Outreach

↳ Talk to people you already know: friends, former coworkers, family.
↳ Stop venting and start sharing what you actually want.
↳ Everyone wants to be part of your success story, but you need to help them help you.

You don't need to know which channel will land you the offer.

You just need to work all of them.

Your next opportunity isn't hiding.

It's waiting for you to show up in more places.

✍️ Which channel landed your last job?

I left a $100K+ corporate job with no plan. 

Now I make more AND on my own terms. 

5 years ago I was finishing decks at 2 a.m.

Wondering if this was it. If this was my life.

3 years ago, I bet on myself and started creating content.

But it was a grind.

I tracked hooks in an Excel and spent 4 hours on 1 post.

Tools like Stanley (Your Content Coach) didn’t exist yet. 

Today, I've built a coaching business and traveled 8 months out of the year.

What took the longest wasn't the work.

It was figuring out what content actually worked.

Before Stanley, I was:
↳ Analyzing content for hours every week
↳ Guessing what to write next
↳ Editing for 3 hours to not sound like a robot

With Stanley, I now:
↳ Write 7 days of content in 1 hour
↳ Start from real ideas instead of blank screens
↳ Publish consistently without losing my voice

You don't have to spend 3 years figuring it out on your own like I did.

Because Stanley is giving people a head start I never had.

They're giving away a $100K salary

AND the freedom to go all in on your dream. 

That means no worrying about bills or rent for a FULL YEAR. 

If you’ve been waiting for a sign to finally bet on yourself, this is it. 

Dare to dream and apply by January 31: https://lnkd.in/grCR43HR

Nice Manager: Tells you that you did a great job in your presentation.

Kind Manager: Provides specific feedback by highlighting two things you did well and one area for improvement for next time.

---

A true leader chooses kindness over niceness. 

Being nice is easy and avoids conflict,

But being kind helps elevate your employees.

Kindness fosters a solid team built on trust and growth.

It shows you genuinely care and are willing to embrace a bit of discomfort for the benefit of others.

Being kind is an investment in your employees.

Choose to invest in them.

♻️ Repost if a kind manager changed your career.
🔔 Follow Angela Lau for more.

If you have an interview, you’re qualified. 

Interviews actually aren’t tests. 

They’re alignment checks.

Your job now is to de-risk the “yes.”

Here are 3 ways to be a top choice:

1. Map your stories to their #1 priority.

- Make sure everything you share is a skill you’ll use in this job too. 

2. Show the inputs you watched, the tradeoffs you made, and the result.

- The key is to walk them through your thought process not just the steps you did. 

3. End with directly stating how this makes you a top candidate for this role. 

- The last thing you say will be what they remember. 

You’re not proving yourself.

You’re making the decision easy.

🔔 Follow Angela Lau for more

I lied in my exit interview.

I smiled, said it was a great opportunity, and left quietly. 

Like everyone else does.

But here's what I wish I could've said:

"You didn't lose me to a better offer.

You lost me to:
↳ Meetings that should've been emails.
↳ Feedback I gave that went nowhere.
↳ Watching bad behavior get rewarded because 'they deliver.'
↳ Being told to 'bring my whole self' then getting punished for having boundaries."

And that's the problem.

Companies lose their best people to silence, 

Then wonder why turnover keeps climbing.

If you're a leader, here's what your quiet exits are really saying:

1️⃣ "I stopped feeling seen"
↳ Recognition isn't a perk, it’s the lifeline. 

2️⃣ "I stopped growing"
↳ No clear path forward = one foot out the door.

3️⃣ "I stopped trusting"
↳ When feedback leads to nothing, people stop giving it.

4️⃣ "I stopped believing"
↳ Culture promises mean nothing without daily proof.

You don't owe your honesty to a company that never earned it.

♻️ Repost if you've ever left a job and wished you could've been more honest.
🔔 Follow Angela Lau for more.

graphical user interface, text, application

I used to scroll LinkedIn and feel like a loser.

Everyone was landing promotions and moving into top companies

While I was unemployed, pivoting,

Then starting a business from nothing.

Every win I saw felt like proof I was falling behind.

Then I stopped seeing others’ success as a threat 

And started seeing it as evidence of what's actually possible. 

Someone else's win is proof yours is coming.

So keep clapping until it's your turn.

♻️ Repost if you're clapping for others

9 Mid-Senior Analytics roles that are hiring NOW!

(with people to reach out to)

Note I am not the recruiter for these roles, just spreading the word.

🌸 Max Clark is hiring a Sr. Data Analyst at Miami HEAT in Miami, FL: https://lnkd.in/ggY-V_BU

🌸 Jay Harter is hiring a Lead Data Analyst at Smurfit Westrock in Atlanta Metropolitan Area (Hybrid): https://lnkd.in/gJKDiD8R

🌸 Tom Murphy is hiring a Senior Data Analyst at Babylist (Remote): https://lnkd.in/gVY8h2w5

🌸 Daniel Romotsky is hiring a Senior Product Analyst at Hungryroot  (Remote): https://lnkd.in/gA8Wm9KN

🌸 Anya Datko is hiring a Senior Product Analyst at Interplay Learning (Remote): https://lnkd.in/gZ64Vw8h

🌸 Jeff Wohlgamuth is hiring a Senior Data Analyst at Burtch Works in Los Angeles, CA (Hybrid): https://lnkd.in/gkWpZfyZ

🌸 Julio Valdez is hiring Sr. Data Analyst at hims & hers (Remote): https://lnkd.in/g7p8uuzk

🌸 Fawna Kritzer is hiring a Data Analyst at One Inc (Remote): https://lnkd.in/gFVyyyTx

🌸 Harry O'Halloran is hiring a Director of Data & Analytics at 
AIM Consulting Group in Greater Chicago Area (Hybrid): https://lnkd.in/gspRx6ZJ

♻️ Repost to help analytics job seekers in your network
➕ Hit the follow button for more jobs - Angela Lau

Business Analytics
Business Analyst
Product Analytics
Product Analyst
Data Analytics
Data Analyst
Marketing Analytics
Marketing Analyst
New Jobs
Next Play
New Opportunities
Open Roles
Hiring

Recruiters are just an obstacle in your job search.
NOT. 

They are your biggest asset. 
So instead of treating recruiter calls like a formality.

Treat them like strategy sessions.

Here are 7 smart questions to ask a recruiter so you walk into interviews fully prepared and in control:

1/ What is the top challenge this role is solving?
 ↳ Understanding the pain point helps you tailor your pitch.

2/ What does the hiring manager value most in a candidate?
 ↳ Skills on paper are one thing, but knowing what actually matters is another.

3/ What’s the company’s biggest priority right now?
 ↳ Aligning your answers with company goals makes you stand out.

4/ What is the focus of [X round] of the interview?
 ↳ Knowing what they’re evaluating helps you prepare the right examples.

5/ What’s the interview process like?
 ↳ Knowing what to expect allows you to prepare effectively.

6/ Are there any unique interests or work styles the hiring manager has?
 ↳ Small details help you build rapport and make a lasting impression.

7/ What’s the salary range for this role?
 ↳ Get clarity upfront so you can negotiate from a position of power.

Most candidates go into interviews hoping to impress.

The best candidates go in knowing exactly how to win.

Recruiters have insider knowledge.

Ask for help.

♻️ Repost to help a friend with a recruiter screen this week. 
🔔 Follow Angela Lau for more.

7 Questions you NEED to ask recruiters

9 Mid-Senior Analytics roles that are hiring NOW!

(with people to reach out to)

Note I am not the recruiter for these roles, just spreading the word.

⭐ Mike Leikin is hiring a Data Analyst at Uber in New York, NY (On-site): https://lnkd.in/gEQzwWgJ

⭐ Tom Smith is hiring a Sr. BI Engineer at Disney in Seattle, WA (On-site): https://lnkd.in/g9BVGKxz

⭐ Betty Liu is hiring a Senior Business Analyst at Aurora in Dallas, TX (On-site): https://lnkd.in/gemqf57Y

⭐ Jay Hinton, MS is hiring a Sales Operations Business Analyst at Greenix in Orem, UT (On-site): https://lnkd.in/gaubNbnD

⭐ Zach Williams is hiring a Data Engineer at Crusoe in San Francisco, CA (On-site): https://lnkd.in/gJYJ_92R

⭐ Terry Cole is hiring a Director of Data & Analytics at Fairway Corp (Remote): https://lnkd.in/gC5rz5XA

⭐ David Caldwell, PhD is hiring a Data Analyst at the Judicial Branch of California in San Francisco, CA (On-site): https://lnkd.in/g4HjBwrZ

⭐ Kris Dickinson is hiring a  Senior Analyst at Sherwin-Williams in Cleveland, OH (On-site): https://lnkd.in/gCdBdU8Y

⭐ Calli Carson is hiring a Senior Data Analyst at Navan in San Francisco, CA (Hybrid): https://lnkd.in/gGQDQSdY


♻️ Repost to help analytics job seekers in your network
➕ Hit the follow button for more jobs - Angela Lau

I talk to 200+ job seekers a month.

Most are failing interviews for the same reason.

Candidates think interviewers are checking boxes.

They're not.

They're watching how you think.

Here's how to show them:

1️⃣ Stop answering the question and start interpreting it.

↳ The best candidates ask clarifying questions or reframe the problem.
↳ That's what the job actually looks like.

2️⃣ Pick examples based on what they reveal, not what they prove.

↳ They don't care that you have a story for every bullet.
↳ They care which story you chose and why.

3️⃣ Think out loud instead of delivering polished answers.

↳ They're not grading your script.
↳ They want to see how your brain works.

4️⃣ Talk about tradeoffs, not just wins.

↳ Avoiding mistakes makes you forgettable.
↳ Showing how you weigh hard calls makes you memorable.

5️⃣ Show how you handle tension, not just rapport.

↳ Anyone can be likable when things are easy.
↳ What happens when the question gets uncomfortable?

6️⃣ They already believe you're qualified.

↳ Your resume got you in the room.
↳ Now they're deciding if they trust you.

Stop rehearsing perfect answers.

Start showing how you think.

That's what gets you hired.

♻️ Repost if you've ever nailed an interview and still didn't get the offer.
🔔 Follow Angela Lau for more.

Micromanagers: I don’t trust you to do this right. 
↳ I’ll stay involved in every detail.

Empowering managers: I trust your judgment. 
↳ I’ll set the direction and support you.

Build leaders, not dependency.

I lost my 401k because I was lazy.

When I left that job, rolling over my 401k felt like a problem for later.

I had just started somewhere new and figured I'd deal with it eventually.

Then the company shut down.

And suddenly "later" turned into calls with no answers and emails to addresses that don't exist anymore.

Now I'm chasing paperwork through three different institutions just to find my own money.

Here's what I wish I could tell my younger self:

↳ When you leave a job, roll over your 401k immediately
↳ Don't assume it'll just "be there" when you need it
↳ 30 minutes of paperwork now beats months of headaches later

The things you put off don't disappear.

They just get harder to fix.

♻️ Repost if you've ever lost track of an old account
🔔 Follow Angela Lau for more

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