Kyle Thomas

Early

We have built a proven system and community that has helped hundreds of ambitious job seekers land their dream roles at world-changing startup companies and make their career visions a reality without the anxiety, uncertainty, and loneliness of the job search.

Early's job seekers have landed their next role in an average of just 3 months.

And these compensation increase numbers are for just the last 12 months...

Average % Change in Salary: 24% or $24,475

Average % Change in Equity: 994% (9x the Equity) or $100,828

Average % Change in Total Compensation: 66% or $125,303

Total Salary Increases: $420,800

Total Equity Increases: $1,218,874

Total Compensation Increases: $1,639,674!!!

And we're just getting started.

We have helped people land roles as...
Chief Operating Officer
Head of New Products
Head of Product Marketing
Head of Brokerage & Expansion
Director of Platform
Director of Operations
Director of Global Sales
Senior Project Manager
Sales Operations Manager
Marketplace Growth Manager
Program Manager
Technical Sourcer
Growth Manager
Go To Market Finance & Strategy Manager

The list goes on and on because the method works no matter your area of expertise or desired startup stage.

You don't need an upskill program or a certificate to land your next role.

You need the systems and processes that work and a well-connected startup community.

That's what we have built.

It's my mission to eliminate the anxiety, uncertainty, and loneliness of the job search and to help millions of others have the same career-accelerating dream job startup experience I had as an early Uber employee... 

and maybe make some millionaires and even billionaires along the way!

These methods took me from cubicle data entry to a job as Uber employee 250 and from unemployed to startup executive.

It's everything I wish I had when I was looking for my next startup role.

I'm not special. 

I can teach you to do the same.

Come join us and make your startup dream a reality!

Founder

On Deck

A community of senior startup operations leaders sharing best practices from the trenches.

Strategy and Operations Fellow

Kyle C Thomas Consulting LLC

I leverage my past experience growing and managing the Uber and JUMP businesses to advise and consult start-up companies, primarily focused on launching and scaling two and three sided marketplaces, overall business strategy, business growth, operational best practices, and best techniques for scaling processes, teams, and organizations

Consultant / Advisor - Business Operations & Strategy

• Scaled and matured the operations organization from $2M annual run rate to over $15M in a little over a year while growing a mostly in-person team from 10 to 170+ during the height of the COVID-19 pandemic.

• Expanded service operations from one market into three (NYC, CHI, HOU) and from one product line to five.

• Managed HR, recruiting, finance, data reporting, merchandising, and procurement from Series A ($29.6M) through Series B ($45.0M).

• Assisted with fundraising efforts, including pitch decks and presentations to investors like Kleiner Perkins and Insight Partners.

• Created operational SOP’s, HR guidelines, employee onboarding, employee experience and growth programs, review process, and data reporting structure including operational KPI’s and financial metrics.

• Worked cross-functionally with teams across the business (sales, account management, growth, customer service, product, data, finance, legal, etc.) to build products and processes to address the company’s operational needs.

• Worked directly with the founding team on overall company strategy and operationalization of their vision.

• Drove the operations organization’s efforts to achieve perfect product/experience quality through monitoring and improving the “defect rate” while aggressively pursuing profitability targets.

Vice President Operations

Uber

• Led JUMP launch in New York City and oversaw all business management and operations resulting in the completion of hundreds of thousands of trips within the first year
• Managed a team of over 100 across two warehouse locations (Bronx & Staten Island)
• Fostered positive relationships with community organizations and local elected officials

Senior Operations Manager - JUMP New York City

• Led the launch of Uber Rides in New York State resulting in the fastest growing US launch in the history of the company with over 1MM trips and $300MM in bookings in the first year
• Created and implemented an analysis framework to account for seasonal changes resulting in healthier business metrics, increased growth, and hundreds of thousands of dollars saved
• Monitored key marketplace metrics (growth, P&L, competition) for New York City (the largest Uber market in the US) and executed recommendations to resolve market issues and boost growth

Senior Operations & Logistics Manager - New York City Territory Management

• Successfully passed a ridesharing bill through the Connecticut state legislature
• Managed driver growth and recognition
• Built the first remotely operated driver support network at Uber consisting of 1 permanent and 3 remote locations
• Created strong ties in the community through partnerships with the NAACP, MADD, local colleges & universities, Connecticut state legislators, and other local organizations

Operations & Logistics Manager - Connecticut

•  Launched Uber operations in New Jersey and Connecticut and oversaw all efforts until annual run rate reached $24M in Connecticut and $137M in New Jersey.
•  Created expansion and launch operations strategy and execution including rider and driver growth, rider and driver support, marketplace efficiency, and incentives.

Operations & Logistics Manager - Launcher (Connecticut & New Jersey)

• Organized first ever NYC driver insurance event providing over 700 partners with access to affordable coverage
• Managed all payments for Uber the Tri-State including weekly payments, incentives, guarantees, and payment issues
• Responsible for driver supply growth

Operations & Logistics Manager - New York City

Expeditors International

• Account manager and consultant for imports from large national and multi-national companies
• Analyzed data and processes to inform clients of product functions, industry information, and best practices
• Specializations in customs brokerage and customer relations

Customs Brokerage Representative - National Accounts

United States Senate

Office of Senator Dick Lugar and Senate Foreign Relations Committee

Kotis Design

I smiled and dialed selling t-shirts and other swag to fraternities, sororities, and college groups across the country.

College Sales Specialist

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 would like to learn how startup job seekers can cut their job search by 50%, beat over 95% of all other candidates, and land a job at a top startup check out my newsletter in my Featured Section!

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!

If I lost my job tomorrow, here’s how I’d spend the first 7 days to land a new startup role. 

First step: leave your resume alone. And I know that sounds backwards. 

But this method is exactly how I landed my last two startup roles - including Uber - without ever applying. 

Here's exactly what I'd do instead:

Days 1-2: Map my network

I’d identify 10 people doing work I admire at companies I 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 want to work for. 

Not recruiters, or job posts. Actual people who are close to the problems I want to solve. 

Then I’d reach out with intent: 

“Hey [name], I love the work you and the team are doing at [company]. I see you're workingon [XYZ]. Would you be open to a 15-30 min call? I'd love to ask about [specific topic] and how you [specific topic].”

Here’s an example of what that might look like: 

𝘏𝘦𝘺 𝘚𝘵𝘦𝘷𝘦, 𝘐 𝘭𝘰𝘷𝘦 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶 𝘢𝘯𝘥 𝘵𝘩𝘦 𝘵𝘦𝘢𝘮 𝘢𝘵 𝘞𝘩𝘢𝘵𝘕𝘰𝘵 𝘩𝘢𝘷𝘦 𝘣𝘶𝘪𝘭𝘵. 𝘐 𝘴𝘦𝘦 𝘺𝘰𝘶'𝘳𝘦 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘰𝘯 𝘴𝘦𝘭𝘭𝘦𝘳 𝘴𝘶𝘱𝘱𝘭𝘺 𝘨𝘳𝘰𝘸𝘵𝘩. 𝘞𝘰𝘶𝘭𝘥 𝘺𝘰𝘶 𝘣𝘦 𝘰𝘱𝘦𝘯 𝘵𝘰 𝘢 15-30 𝘮𝘪𝘯 𝘤𝘢𝘭𝘭? 𝘐'𝘥 𝘭𝘰𝘷𝘦 𝘵𝘰 𝘢𝘴𝘬 𝘺𝘰𝘶 𝘢𝘣𝘰𝘶𝘵 𝘵𝘦𝘢𝘮 𝘱𝘳𝘪𝘰𝘳𝘪𝘵𝘪𝘦𝘴 + 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶'𝘷𝘦 𝘵𝘳𝘪𝘦𝘥 𝘴𝘰 𝘧𝘢𝘳 𝘵𝘰 𝘣𝘶𝘪𝘭𝘥 𝘵𝘩𝘦 𝘴𝘶𝘱𝘱𝘭𝘺. 𝘐 𝘣𝘶𝘪𝘭𝘵 𝘥𝘳𝘪𝘷𝘦𝘳 𝘴𝘶𝘱𝘱𝘭𝘺 𝘧𝘰𝘳 𝘜𝘣𝘦𝘳 𝘪𝘯 𝘕𝘠, 𝘕𝘑, 𝘢𝘯𝘥 𝘊𝘛.

You're not asking to pick their brain. You're coming to them with a specific ask to conduct targeted research.

Days 3-4: Publish something that proves how I think 

I’d then work on publishing something on LinkedIn to show where I can add value, like: 

- A teardown of a product issue
- Insights that I found in my previous role
- A GTM idea

Nothing fancy or new - things that I already live and breathe. 

Posting some updated thoughts will mean that when people check my profile, they immediately see signals that I know what I’m talking about. 

Days 5-6: Go where the operators are

I’d plan to show up at two events where people in my target roles actually spend their time.

Not to hand out resumes. To ask smart questions and get into real conversations.

Being memorable beats blending in with everyone applying through job boards.

Day 7: Make a targeted offer of value

I’d pick my top two companies and create something useful for them.

A competitor breakdown. A user journey map. A simple 30-60-90 hypothesis. A problem I think they’re underestimating.

Then I’d send it:
“I’ve been digging into X problem and put some thoughts together on how I’d approach it. Here’s the breakdown.”

This creates pull instead of hoping an application gets seen.

This approach helped me launch new markets at Uber, work with founders raising millions, and build a career without competing against hundreds of applicants.

The uncomfortable truth: your resume makes you one of many. Your work makes you the obvious one.

If you want to land a startup role in the next 90 days, follow me, Kyle Thomas, for strategies that actually work.

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

Two weeks ago our sales lead told me he was leaving for a new role... and I am incredibly happy for him.

He joined Early last year when we had a massive backlog of interested leads - more than I could handle alone.

Over the last year, he absolutely crushed it.

He completely took over the application process.

He reviewed all the applicants thoroughly.

He spoke with every one of them.

He had worked in a startup before this role. 

That gave him a deep understanding of what they were going through.

It didn't matter whether they were in a job but looking for their next big break or between roles, seeking their next opportunity.

He knew them because he was one of them.

He leveraged that deep understanding to secure the help they needed and welcomed almost 100 new members into the Early Accelerator so far this year.

Those members have gone on to land roles at top startups with tremendous growth and top VC backing. 

Many received significant title bumps, massive pay increases, and the dream job they were after.

When all was said and done, he had a significant impact on their careers and ultimately their lives.

We have a great culture, great people, and a great product at Early. 

But Early is not a hyperscaling venture backed startup with $422M raised, a $2.2B valuation, hockey-stick growth, and a PitchBook IPO success probability of 97%.

But... EliseAI is all of those things.

And that's who came knocking with a sales opportunity he couldn't refuse.

The opportunity to spin up a new office in Boston and join a team and a product that is absolutely ripping.

So when he gave me the news, I was sad to see him go but incredibly happy for him and where this will take him next.

As a manager, it's not your job to hold back your team.

It's your job to support them and their growth, helping them reach the heights they envision for themselves.

I remember the days at Uber when people moving onto their next opportunity weren't looked down upon, they were celebrated.

So, in the morning meeting today, we played "Graduation" by Vitamin C and celebrated him and all he brought to Early and our members.

Congrats to him and to the team at EliseAI.

Go build something special in Boston! 🚀

I want to hear from you all...

Who's the company (or manager) that most supported you to take your next big step?

Tag them in the comments and share what they did that made the difference.

NYC is consistently #2 in startup funding behind SF. Curious who's hiring fast? Check out this list👇

The companies below all have:
💰 Investment from a top VC
🗽 HQ or an office in New York
👫 Headcount btwn 25 and 250 employees
📈 90D headcount growth btwn 15% to >166%
✅ Current open roles on their careers page

These are 30 of the fastest-growing startups not just in NYC but worldwide.

Join them and have fun building a rapidly growing startup with some of the smartest, driven people around.

I'll shut up now and just give you the list...

 1. Polymarket - Decentralized prediction markets
 2. Tabs - AI-driven revenue automation
 3. Profound - AI search analytics
 4. Norm Ai - AI-driven compliance automation
 5. Savvy Wealth - AI-enhanced wealth management
 6. FLORA - AI content creation platform
 7. Adaptive Security - AI cybersecurity training
 8. Finch - AI legal case automation
 9. Allara - Women’s hormonal health platform
10. Taktile - Credit decision automation
11. Garden - AI patent automation
12. Basis - AI accounting automation
13. Eight Sleep - Intelligent sleep optimization
14. Hungryroot - Personalized grocery delivery
15. Reflection AI - AI code automation
16. Twill - Referral-based recruiting platform
17. Eon.io - Automated cloud backups
18. Oasis Security - Machine identity management
19. Rilla - AI sales coaching platform
20. incident.io - AI-powered incident management
21. Rain - Crypto payment card platform
22. Starbridge - Public sector sales intelligence
23. Diana Health - Tech-enabled women’s healthcare
24. Graphite - Automated code review
25. Sesame - Voice-assisted smart glasses
26. Phia - AI resale shopping assistant
27. HERE - Secure enterprise browser
28. Assured - AI healthcare credentialing automation
29. Inspiren - AI senior care monitoring
30. NetBox Labs - Open-source network management

Go get that job and build something awesome 💪

____________________________________
For more lists of who's hiring, follow me, Kyle Thomas.

We create unlimited lists like these for the startup job seekers in the Early Accelerator, tailored to the exact size, stage, industry, growth, and success metrics they're looking for.

If you want to land your next startup role in the new year, use the link in my profile to apply to our Startup Job Search Accelerator, and we can jump on a free strategy call.

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

#startups #startupjobs #hiring #NYC #NewYorkCity

Microsoft and Amazon made Seattle a tech powerhouse. Now there’s a next generation of startups looking to follow in their footsteps. Here’s who’s hiring...

No Seattle startup with top VC investors has grown headcount faster over the last 90 days than these companies.

Chainguard - Trusted container security & supply chain
L90D Hires: 72
Current Openings: 46
Careers Page: https://lnkd.in/eYyNyu8x

Temporal Technologies - Durable workflow execution platform
L90D Hires: 54
Current Openings: 30
Careers Page: https://lnkd.in/ehCEepDv

TerraPower - Nuclear innovation company developing advanced reactors
L90D Hires: 51
Current Openings: 68
Careers Page: https://lnkd.in/eRHwhWaS

XBOW - Autonomous pentesting platform
L90D Hires: 31
Current Openings: 7
Careers Page: https://xbow.com/careers

Zenoti - AI-powered unified platform for medspa management
L90D Hires: 31
Current Openings: 99
Careers Page: https://zenoti.com/careers

Helion - Building the world's first fusion power plant
L90D Hires: 26
Current Openings: 97
Careers Page: https://lnkd.in/ea5bSKT7

Qumulo - Modern file data platform for edge & cloud
L90D Hires: 24
Current Openings: 31
Careers Page: https://qumulo.com/careers

BRINC Drones - AI-powered drones for public safety
L90D Hires: 21
Current Openings: 15
Careers Page: https://lnkd.in/eaQejW6S

Stoke Space - Unlocking the space economy with reusable rockets
L90D Hires: 15
Current Openings: 49
Careers Page: https://lnkd.in/ekGKKwmX

Supio - AI platform for law firms
L90D Hires: 15
Current Openings: 8
Careers Page: https://supio.ai/careers

Common Room - AI-driven customer intelligence for GTM teams
L90D Hires: 14
Current Openings: 5
Careers Page: https://lnkd.in/e_pVwnQ3

Porch Group - Vertical software & insurance platform for homebuyers
L90D Hires: 12
Current Openings: 38
Careers Page: https://lnkd.in/eZbp-tTP

Dropzone AI - Autonomous AI SOC analyst platform
L90D Hires: 11
Current Openings: 3
Careers Page: https://lnkd.in/eYWnpKu9

Rippl - On-demand dementia care platform
L90D Hires: 11
Current Openings: 11
Careers Page: https://rippl.com/careers

Gradial - Agentic marketing platform using AI
L90D Hires: 10
Current Openings: 22
Careers Page: https://lnkd.in/eJqrPsEC

Orchard - AI farming company building an AI farmer
L90D Hires: 8
Current Openings: 14
Careers Page: https://orchard.ai/careers

More companies in comments 👇

I live in New Jersey now, but Washington State will always have a massive part of my heart.

Go get that job and build something awesome in the Emerald City! 💪☔

And Go Hawks!

---------------------------------

P.S. Want more lists like these? 

We share personalized target company lists with the members of the Early Accelerator so you can find the hiring companies that match your dream job description.

If you’re looking for your next startup role, apply using the link in my profile.

Last week, 𝟮𝟯𝟳 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 w/ US offices closed $𝟱.𝟵𝟴𝗕 𝗶𝗻 𝗳𝘂𝗻𝗱𝗶𝗻𝗴. Here are 23 of the top ones hiring 👇

Together, the 𝟮𝟯 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗯𝗲𝗹𝗼𝘄 closed $𝟯.𝟭𝟰 𝗕 of the $5.98B in funding last week and all have investment from top VC firms.

Use this list to…
↳ Identify interesting companies
↳ Check for open roles in your function
↳ Reach out to people on the team
↳ Land your next startup role at a growing company

𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲:
• Company Name
• 🦄 = Valuation > $1 B
• ⭐ = Top VC Investors
• 🏆 = > 90 % PitchBook success probability
• Round stage, round size
• Position locations

Kalshi 🦄⭐🏆
Event-based trading
Series E, $1B
NY, Remote

Eon.io 🦄⭐🏆
Cloud backup management
Series D, $300M
TLV, NY, SF, DC, TX, Remote

Black Forest Labs 🦄⭐
AI visual media
Series B, $300M
Freiburg, SF, LDN

ICEYE 🦄⭐🏆
Radar satellite imaging
Later Stage VC, $232M
ATH, Espoo, WAW, VLC, KYIV, AUH, DXB, LDN, Remote

Harvey 🦄⭐
AI legal platform
Series F, $185M
DE, LDN, MX, NY, SF, ES, SE, SYD, TOR, Remote

Angle Health ⭐
AI health insurance
Series B, $134M
NY, IN, MI, OH, Remote

Protego Bio ⭐🏆
Protein-folding therapeutics
Series B, $130M
SD

7AI ⭐
Agentic security automation
Series A, $130M
BOS, Remote

TRIANA Biomedicines ⭐🏆
Molecular glue therapeutics
Series B, $120M
BOS

Antithesis ⭐🏆
Autonomous QA software
Series A, $105M
SF, VA, LDN, Remote

Excelsior Sciences ⭐
AI-enhanced small-molecule discovery
Series A, $95M
NY

Paradigm Health ⭐
Clinical research technology
Series B, $78M
Remote

Zafran Security ⭐🏆
Cybersecurity risk assessment
Series C, $60M
TLV, NY, Remote

PermitFlow ⭐🏆
Permit application platform
Series B, $54M
NY, US, CAN, Remote

Vinci4D.ai ⭐
AI hardware design
Series A, $36M
Palo Alto

Tutor ⭐
Industrial AI cobots
Series A, $34M
BOS

Ostium ⭐
On-chain commodity markets
Series A, $24M
NY, Remote

Raindrop ⭐
AI product analytics
Seed, $15M
SF

Quanta ⭐
Automated accounting
Series A, $15M
SF

Circulate ⭐
Therapeutic plasma exchange
Seed, $12M
SEA, US (multiple)

Phind ⭐
AI search engine
Early Stage VC, $10.4M
SF, NY

Reditus Space | YC W25 ⭐
Reusable orbital spacecraft
Seed, $7.35M
ATL, LA

RMFG ⭐
SMB manufacturing robotics
Seed, $4.5M
DFW

Go get that job and build something awesome 💪 

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

____________________________________
For more lists of who's hiring, follow me, Kyle Thomas.

We create unlimited lists like these for the startup job seekers in the Early Accelerator, tailored to the exact size, stage, industry, growth, and success metrics they're looking for.

If you want to land your next startup role in the new year, use the link in my profile to apply to our Startup Job Search Accelerator, and we can jump on a free strategy call.

After facing rejection, you don’t need to “think positive.”

You need to rebuild your self-belief, one step at a time.

This is called the Belief Ladder, and it’s how you climb back from doubt to confidence without relying on fake affirmations or blind optimism.

Most people try to jump from “I can’t” straight to “I believe I can.”

But that’s not how belief actually works.

Belief is built through evidence, small, credible actions that rebuild self-trust.

Each step you take, no matter how small, becomes a rung in your ladder.

𝘏𝘦𝘳𝘦’𝘴 𝘩𝘰𝘸 𝘪𝘵 𝘸𝘰𝘳𝘬𝘴:

𝗦𝘁𝗲𝗽 𝟭: “𝗜 𝗰𝗮𝗻’𝘁.”

This is where most people start after rejection. You feel defeated. You question your ability, your direction, maybe even your worth.

That’s okay, it’s honest. Awareness is the first rung.

𝗦𝘁𝗲𝗽 𝟮: “𝗜 𝘄𝗮𝗻𝘁 𝘁𝗼.”

You begin to want change more than you want comfort. The desire to try again starts flickering, even if you’re not ready to act yet.

Shifting from "I should do this" to "I want to do this" is a major step.

𝗦𝘁𝗲𝗽 𝟯: “𝗠𝗮𝘆𝗯𝗲 𝗼𝘁𝗵𝗲𝗿𝘀 𝗰𝗮𝗻.”

You start noticing proof around you, people who’ve succeeded after setbacks. Instead of feeling envy, you start feeling curiosity.

If they did it, maybe it’s not impossible.

𝗦𝘁𝗲𝗽 𝟰: “𝗠𝗮𝘆𝗯𝗲 𝗜 𝗰𝗮𝗻.”

You take a small, believable action, apply for one role you actually want, send one message, redo one section of your portfolio.

You don’t need proof yet - you’re just gathering data.

𝗦𝘁𝗲𝗽 𝟱: “𝗜’𝗺 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗜 𝗰𝗮𝗻.”

You start seeing signs of progress, better replies, smoother interviews, a clearer story.

Your confidence grows because your effort is producing evidence.

𝗦𝘁𝗲𝗽 𝟲: “𝗜 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗜 𝗰𝗮𝗻.”

This isn’t some empty mantra. You've earned this confidence.

You’ve proven to yourself that you can follow through, adapt, and recover.

The Belief Ladder is a reminder that you can't create brute force positivity and confidence through brute force. 

Confidence is built and rebuilt through small, repeatable proof.

So if you’re in that post-rejection fog right now, don’t pressure yourself to “bounce back.”

Start with one small action you can actually believe in, and let that action rebuild the next rung.

You’ll climb faster than you think.

Tell me about a time you struggled with belief the most, and how you overcame it.

I’ll go first in the comments: a time I completely lost belief, and the one action that started rebuilding it.

Let’s normalize rebuilding confidence without the fake positivity.

📌 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.

Some of you need tough love right now so here it is.

You have to 𝗗𝗢 𝗧𝗛𝗘 𝗪𝗢𝗥𝗞 to 𝗦𝗘𝗘 𝗥𝗘𝗦𝗨𝗟𝗧𝗦.

𝗧𝗛𝗜𝗡𝗞𝗜𝗡𝗚 about the thing is 𝗜𝗦 𝗡𝗢𝗧 doing the work.

𝗧𝗔𝗟𝗞𝗜𝗡𝗚 about the thing 𝗜𝗦 𝗡𝗢𝗧 doing the work.

𝗥𝗘𝗦𝗘𝗔𝗥𝗖𝗛𝗜𝗡𝗚 the thing 𝗜𝗦 𝗡𝗢𝗧 doing the work.

𝗣𝗟𝗔𝗡𝗡𝗜𝗡𝗚 the thing 𝗜𝗦 𝗡𝗢𝗧 doing the work.

𝗗𝗢𝗜𝗡𝗚 other things 𝗜𝗦 𝗡𝗢𝗧 doing the work.

𝗗𝗢𝗜𝗡𝗚 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚 𝗜𝗦 𝗗𝗢𝗜𝗡𝗚 𝗧𝗛𝗘 𝗪𝗢𝗥𝗞.

𝗬𝗢𝗨 𝗛𝗔𝗩𝗘 𝗧𝗢 𝗗𝗢 𝗧𝗛𝗘 𝗪𝗢𝗥𝗞 𝗧𝗢 𝗦𝗘𝗘 𝗧𝗛𝗘 𝗣𝗥𝗢𝗚𝗥𝗘𝗦𝗦.

Sounds simple.

But I guarantee that the majority of you reading this right now are avoiding doing the work.

It's natural because the work sucks at the start.

Which is why we avoid it and also precisely why we need to do the work in the first place.

I just see so many smart people who would make much faster progress in whatever they're pursuing if they just looked in the mirror and said, "Am I actually doing the work?"

What is the work you need to be doing?

What is the thing that you've been avoiding?

What is the thing that, if done, will eliminate half of your to-do list or make all the other tasks easier or more effective?

If you're brave enough, write it in the comments below.

If you're not, no sweat, write it on a piece of paper.

Then ask yourself, am I doing the work I need to be doing to see the results I want and expect?

The right recruiters aren’t ignoring you, they just can’t find you.

Here’s how to fix that with a simple 3-part LinkedIn personal-brand system.

If your profile isn’t getting views, messages, or interviews, it’s usually not because you’re unqualified.

It’s because your brand isn’t clearly communicating who you are and the value you bring.

Recruiters don’t scroll endlessly hoping to stumble onto potential. They search with intent using 𝗸𝗲𝘆𝘄𝗼𝗿𝗱𝘀, 𝗰𝗿𝗲𝗱𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗺𝗮𝗿𝗸𝗲𝗿𝘀, and 𝗽𝗮𝘁𝘁𝗲𝗿𝗻𝘀 they know lead to success.

𝗪𝗵𝗶𝗰𝗵 𝗺𝗲𝗮𝗻𝘀: if your profile doesn’t instantly show who you are, what you do, and how you help, you’re invisible to the people looking for someone like you.

And yes, you’ll see founders or execs with minimal profiles still winning great roles. They’re the 1% of the 1%. Assume that’s not you. Give yourself every advantage.

Not sure where to start?

Use this 3-part personal brand playbook to build a clear, credible LinkedIn presence that attracts the right roles without posting every day.

Here’s the system 👇

1️⃣ 𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗲: 𝗕𝘂𝗶𝗹𝗱 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 + 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴

This is your foundation. When someone lands on your profile, they should instantly understand what you do and what problems you solve.

Your headline should include your role, skills, and niche - the exact terms recruiters search for.

Your About section should communicate your expertise, what drives you, and what you want next.

Your goal: help recruiters decide in 10 seconds that you’re relevant.

Clarity doesn’t limit you - it amplifies you.

2️⃣ 𝗦𝗵𝗼𝘄𝗰𝗮𝘀𝗲: 𝗧𝘂𝗿𝗻 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗶𝗻𝘁𝗼 𝗽𝗿𝗼𝗼𝗳

Once you’re positioned clearly, back it up.

Use your Featured section to highlight 2–3 pieces of work - a project, a post, a case study - that show how you think and what you’ve achieved.

Focus on outcomes. What changed because of your work?

You don’t need to post daily. You just need what’s already on your profile to do the heavy lifting.

Value beats volume every time.

3️⃣ 𝗘𝗻𝗴𝗮𝗴𝗲: 𝗕𝘂𝗶𝗹𝗱 𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆

Engagement turns a static profile into a living brand. It keeps you visible to your network and the people in your industry.

Comment thoughtfully on relevant posts, connect with people in your target companies, and share insights when you genuinely have something to add.

When you show up consistently, people start recognizing your name. That’s when opportunities start finding you.

Visibility builds trust. Trust builds opportunity.

The right recruiters aren’t overlooking you.

They’re just not seeing you clearly yet.

𝗢𝗻𝗰𝗲 𝘆𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝗿𝗲𝗳𝗹𝗲𝗰𝘁𝘀 𝘁𝗵𝗲 𝘃𝗮𝗹𝘂𝗲 𝘆𝗼𝘂 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗯𝗿𝗶𝗻𝗴, 𝘆𝗼𝘂𝗿 𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗲𝘅𝗽𝗮𝗻𝗱𝘀 𝗻𝗮𝘁𝘂𝗿𝗮𝗹𝗹𝘆.

Before you apply to 100 more jobs, spend an hour optimizing your profile.

It’s the most leveraged hour you’ll spend this week.

How do you go from 4 months of silence… to a $100k salary increase, triple the equity, and a role created around you?

One member of the Early community just did exactly that, after completely changing the way they approached their job search.

Here’s what the final outcome actually looked like:
✔️ Nearly $100k increase to base
✔️ 3× the equity of the original offer
✔️ Three competing offers in the final round
✔️ A role that was 𝘤𝘳𝘦𝘢𝘵𝘦𝘥 around them

But the offer isn’t the most interesting part.

The real story is the shift that happened after months of zero traction. Let’s break it down so you can copy the process:

𝟏. 𝐂𝐥𝐚𝐫𝐢𝐭𝐲 = 𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐢𝐨𝐧

When they joined Early, they were applying to 6–7 unrelated job titles because they saw themselves as a “generalist.”

It stalled their entire search.

Early’s coaching narrowed their positioning to:
“𝘚𝘦𝘯𝘪𝘰𝘳 𝘚𝘵𝘳𝘢𝘵𝘦𝘨𝘺 & 𝘖𝘱𝘦𝘳𝘢𝘵𝘪𝘰𝘯𝘴 𝘓𝘦𝘢𝘥𝘦𝘳 𝘢𝘵 𝘵𝘩𝘦 𝘪𝘯𝘵𝘦𝘳𝘴𝘦𝘤𝘵𝘪𝘰𝘯 𝘰𝘧 𝘗𝘳𝘰𝘥𝘶𝘤𝘵, 𝘖𝘱𝘦𝘳𝘢𝘵𝘪𝘰𝘯𝘴 & 𝘛𝘢𝘭𝘦𝘯𝘵.”

One clear direction.

They even had a day with five interviews across five companies, and performed in all of them - because every conversation aligned to one north star.

𝟐. 𝐀 𝐇𝐢𝐠𝐡-𝐂𝐫𝐞𝐝𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧 𝐏𝐫𝐨𝐟𝐢𝐥𝐞 𝐃𝐨𝐞𝐬 𝐭𝐡𝐞 𝐒𝐞𝐥𝐥𝐢𝐧𝐠 𝐅𝐨𝐫 𝐘𝐨𝐮

The role they accepted came from a cold recruiter outreach, not an application.

Because they rebuilt their LinkedIn into an outcomes-driven, high-signal profile:
→ Clear positioning
→ Impact-focused experience
→ High-quality content

Their digital presence created authority before they even spoke to anyone.

𝟑. 𝐕𝐚𝐥𝐮𝐞-𝐃𝐫𝐢𝐯𝐞𝐧 𝐎𝐮𝐭𝐫𝐞𝐚𝐜𝐡

Before they joined Early, they spent months:
❌ Sending hundreds of cold applications
❌ Spending weeks in silence
❌ Gaining zero traction

After joining, they stopped sending volume and started sending 𝐯𝐚𝐥𝐮𝐞.

Their outreach focused on insight, commercial understanding, and relevance to what the company cared about right now.

That shift took them from being 1 of 2,000 applicants, to 3 genuine conversations.

𝟒. 𝐍𝐞𝐠𝐨𝐭𝐢𝐚𝐭𝐢𝐨𝐧 𝐖𝐢𝐭𝐡 𝐃𝐚𝐭𝐚, 𝐍𝐨𝐭 𝐆𝐮𝐞𝐬𝐬𝐰𝐨𝐫𝐤

They didn’t “get lucky” in the negotiation stage, they approached it with a plan:
→ Evaluated competing offers
→ Identified misaligned scopes
→ Pushed back multiple times (even when it felt uncomfortable)

The result:
💥 +$100k base
💥 3× equity
💥 A role shaped around their strengths

Negotiation is a hard skill to be good at because you use it so infrequently. Thankfully, a strong negotiation is a system you can learn.

They joined Early discouraged and stuck, but just 66 days later, their:
→ Positioning was clear
→ Confidence rebuilt
→ Momentum had returned
→ Inbox was full of offers

This is what happens when you stop playing the job search game on hard mode and follow a proven process.

𝐖𝐚𝐧𝐭 𝐭𝐨 𝐬𝐞𝐞 𝐬𝐢𝐦𝐢𝐥𝐚𝐫 𝐣𝐨𝐛 𝐬𝐞𝐚𝐫𝐜𝐡 𝐬𝐮𝐜𝐜𝐞𝐬𝐬?

Apply to join the Early Accelerator at BeEarly.com

Early Wins November Deep Dive

If you think switching roles every two years makes you look unreliable, think again.

In startups, that’s often the mark of experience.

The data tells a clear story: shorter tenures are normal in high-growth companies.

Let me be very clear. I don't advocate for job hopping just for the sake of it. 

What I mean is it’s important to understand that as a startup scales, the role you signed up for often becomes a different job entirely.

Teams evolve, roles shift, founders pivot; and the skill sets needed to take a company from 𝟬→𝟭 are rarely the same ones needed to go 𝟭→𝟭𝟬 or 𝟭𝟬→𝟭𝟬𝟬.

On a recent podcast, Molly Graham (one of tech's top scaling operators - ex-Google, Meta, & Quip) said the average executive tenure in a startup is about 18 months, and that’s not a failure, it’s the rhythm of growth.

Here’s what this means for you:

1️⃣ 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗱𝗮𝘁𝗮. Early-stage roles average around 18-24 months; growth-stage around 2-3 years; corporate often 4+. Anyone familiar with startups knows this indicates a different pace, not a lack of loyalty.

2️⃣ 𝗥𝗲𝗳𝗿𝗮𝗺𝗲 𝘁𝗵𝗲 𝗺𝗶𝗻𝗱𝘀𝗲𝘁. Shorter tenures often show agility, people moving as the company changes, or doubling down where they’re most effective.

3️⃣ 𝗞𝗻𝗼𝘄 𝘄𝗵𝗲𝗻 𝗶𝘁’𝘀 𝘁𝗶𝗺𝗲. If your role’s shifting away from what you’re great at or what energizes you, moving on is the oposite of instibility. It’s purely smart career design.

I went through this myself. 

Once Uber hit 33,000 people, the role I loved (building new markets) turned into optimizing spend spreadsheets - not what I was great at, or what I loved doing.

So I joined JUMP, Uber’s startup-within-a-startup, to get back to the 1-10 stage where I thrive.

This is the cycle of startup careers.

Build, grow, pivot, repeat.

Sounds just like a startup, right? Hmm... I wonder why?



Want to understand the real patterns behind startup careers?

📌 Save this post - you’ll want it when you’re planning your next move.

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

Industry Insights

If you’re 6 months into a job search and nothing’s moving…
it’s not your skillset, it’s your mindset.

After months of rejections, ghosting, and “we’ll be in touch”, even the most qualified people will start to lose momentum.

Not because they’re doing anything wrong - but because the experience wears you down in ways you don’t always notice.

And that’s usually when five mindset traps creep in and quietly stall your progress.

There’s enough competition out there. Don’t make your mindset one of them.

Avoid these 5 traps:

𝟭. 𝗧𝗵𝗲 𝗖𝘆𝗰𝗹𝗲 𝗼𝗳 𝗗𝗼𝘂𝗯𝘁

You start questioning if you’re even qualified anymore. Each rejection chips away at your confidence, so you stop applying, convincing yourself, “it’s just not the right time.”

𝘚𝘩𝘪𝘧𝘵 𝘵𝘩𝘪𝘴 → The longer you stay in motion, the luckier you get. Confidence comes from action, not outcomes. Reframe every rejection as feedback.

𝟮. 𝗧𝗵𝗲 𝗖𝗼𝗺𝗽𝗮𝗿𝗶𝘀𝗼𝗻 𝗧𝗿𝗮𝗽

You scroll LinkedIn and see everyone else landing roles, assuming you’re behind. That mindset kills focus and rewrites your story as a failure.

𝘚𝘩𝘪𝘧𝘵 𝘵𝘩𝘪𝘴 → Comparison is data, not judgment. Analyze what worked for them (better yet, reach out to them and ask what they did), take notes, and get back to your lane.

𝟯. 𝗧𝗵𝗲 𝗖𝗼𝗺𝗳𝗼𝗿𝘁 𝗼𝗳 𝗕𝘂𝘀𝘆𝘄𝗼𝗿𝗸

You’re endlessly “updating your résumé,” rewriting cover letters, or researching companies, but avoiding the real, uncomfortable work: outreach, networking, value creation.

𝘚𝘩𝘪𝘧𝘵 𝘵𝘩𝘪𝘴 → Progress feels uncomfortable. If you’re not slightly nervous and if you don't feel any internal resistance, you’re probably just tidying the edges.

𝟰. 𝗧𝗵𝗲 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝗜𝗹𝗹𝘂𝘀𝗶𝗼𝗻

You rely on AI optimization and “Easy Apply,” hoping sheer volume will save you. But the more you chase the masses, the more invisible you become.

𝘚𝘩𝘪𝘧𝘵 𝘵𝘩𝘪𝘴 → Depth wins over volume. A thoughtful message to the right person beats 100 blind submissions.

𝟱. 𝗧𝗵𝗲 𝗙𝗲𝗮𝗿 𝗼𝗳 𝘁𝗵𝗲 𝗡𝗲𝘅𝘁 𝗡𝗼

After months of rejection, you start subconsciously pulling back, applying to safer, smaller roles just to protect your ego.

𝘚𝘩𝘪𝘧𝘵 𝘵𝘩𝘪𝘴 → A “no” isn’t personal. It’s just proof you’re playing at your next level. Keep aiming high.

Let me be clear: I know it’s a tough job market.

Competition is fierce and the noise is loud.

But every single week inside Early, I see candidates land roles in under 90 days, not because the market changed, but because they did.

They stopped repeating the same strategies. They took accountability.

And they treated their job search like a growth process, not a waiting game.

If any of these hit home, you’re not alone, most job seekers get stuck here before things finally click.

📌 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.

78 days after joining Early, Cooper landed his dream role in a top startup.

But what he saw next, once he became a hiring manager, shocked him.

Like many in this market, Cooper had been laid off despite a stellar background leading finance for startups.

He’d spent a month searching for a new role:

💼 20 applications

🎯 4 interviews

❌ 0 offers

🧠 Confidence in his strategy: 6/10

He knew there had to be a better way.

78 days after joining the Early Accelerator, Cooper had 3 offers, and chose to join a Series B startup with over $100M raised from Sequoia and Andreessen Horowitz.

But this post isn’t about how he landed that job…. It’s about what happened next.

Two months into his new role, Cooper posted an opening on his team, to which over 500 people applied, 𝘪𝘯 24 𝘩𝘰𝘶𝘳𝘴. He had to take the post down.

A week later, he shared something in the Early community that floored all of us:

“Out of 500+ applicants, only 4 people sent me a personal message.”

Four.

That’s less than 0.8% of all applicants.

And guess what? Because that level of effort and humanity was so rare, he’s interviewing every single one of them.

𝗦𝗼 𝘄𝗵𝗮𝘁 𝗰𝗮𝗻 𝘆𝗼𝘂 𝘁𝗮𝗸𝗲 𝗮𝘄𝗮𝘆 𝗳𝗿𝗼𝗺 𝘁𝗵𝗶𝘀?

Stop trying to optimize your job search for speed, this isn’t a numbers game.

It’s a connection game.

In the age of AI, anyone can apply to 50 jobs a day, but the people who win are the ones who slow down and show up like humans.

Efficiency is focusing on the right roles and taking every meaningful step to land them.

Humanity is showing who you are, what you do, and why you care. You won’t get that from an auto-apply service.

So yes, submit your applications, but also:

💬 Send cold outreach messages.

🤝 Leverage your existing network.

🎯 Craft value deliverables for the team.

🎨 Find creative ways to stand out.

It might feel like more effort, because it is, but the people who take those extra steps shorten their job search, build real momentum, and end up in better roles, faster.

Because in 2025 and beyond:

Humanity > Speed.

“I feel like I’m sending applications into the void.” 

…is something I hear from job seekers all the time, and there’s a reason it keeps happening.

When I speak to people on the job search, they’re usually trying to move 𝘢𝘸𝘢𝘺 from something. 

They can list out everything they don’t want: 

 • Toxic culture
 • Micromanaging bosses
 • Companies without traction
 • Companies without robust funding
 • An employee base where they’re the smartest person in the room

And they apply in volume to applications which feel like the opposite. 

But the issue is rarely tactics. It’s because they’ve skipped the first step of the process. 

Figuring out what their ideal role looks like. 

It’s helpful to know what you’re running from, but there’s a problem with using your ‘don’t wants’ as your only source of motivation. 

The further you get away from those things, the less motivation you feel to keep going.

But the closer you get to the thing you really want, the harder you push because you’re ALMOST there.

So yes, write out all the things that you don’t want in your next role.

But crucially, take the time to put pen to paper and figure out what it is you do want.

 • Where do you want to be in 2-5 years?
 • What are the skills, experiences, network, and teachers you need in your next role to get there?
 • What is the title of the next role?
 • What is the role scope, scale, and responsibilities?
 • What are the industries you want to work in?
 • What are the problems you want to be solving?
 • What are the sizes and stages of companies that will allow you to do your best work?
 • What is it that is really exciting you out in the world today?

Here’s an exercise we walk everyone through in the Early Accelerator to get clear about what they want. 

Follow these steps to a T before sending another application, and I promise you’ll get more traction out of every future action.

📌 Save this post - you’ll want it when you’re planning your next move.

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

If you’re not getting rejected, you’re not aiming high enough. You've got to stop seeing rejection as failure.

As cliché as it sounds, rejection is feedback, not failure.

But, that's only the case if you know how to learn from it.

So, gather around and let's explore how you can make the most of every “no” 👇

1️⃣ 𝗥𝗲𝗳𝗿𝗮𝗺𝗲 𝗶𝘁

Don’t turn rejection into a story about your worth.

“They said no, I guess I suck” - this attitude is neither true, nor helpful.

The best operators ask: “Isn’t that interesting? I wonder why that happened.”

Approach it with curiosity instead of criticism.

2️⃣ 𝗟𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝗶𝘁

Pull what you can from the experience.

Take the time to evaluate your performance, and give yourself feedback on where you could’ve shown up better.

Often, we can pinpoint areas where we didn’t feel 100% confident.

Notice these things to best prepare yourself for the next one.

The goal isn’t to win every role; it’s to improve each time.

(I'm going to assume you're ambitious and want to win, so that's a given, but you can only control your inputs, not the outcome.)

3️⃣ 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸

Always ask, but expect silence.

Most companies are legally advised not to give detailed feedback.

But, you should still ask, as some will be open to sharing this with you.

If you do get a few insights, treat them as a gift and learn from them.

(P.S. Don't expect feedback after a rejection to feel good. Typically, it sucks. But that's how we grow.)

4️⃣ 𝗗𝗲𝘁𝗮𝗰𝗵 𝗳𝗿𝗼𝗺 𝗶𝘁

Don’t spiral.

Sometimes a “no” has nothing to do with you.

The startup world moves fast, and you have no idea what's going on behind the scenes.

This is not you being rejected by the market.

Detach your emotions from the rejection and move on to the next.

(P.S. Salespeople are great at this. They don't crumble after a prospect says "no". They hang up the phone and dial the next number with a smile.)

5️⃣ 𝗥𝗲𝗰𝗼𝗻𝗻𝗲𝗰𝘁

A “no” today doesn’t mean “never.”

Keep the lead warm, comment on their posts, share thoughtful replies, and stay visible.

We just saw this inside the Early community:

Amr applied for a role and got rejected.

Two weeks later, the same company reached out about a new opening, and just last week, he completed his final-round interview.

Don’t burn the connection because of a “no”.

𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿:

People call it "luck" when preparedness meets opportunity.

You cannot get prepared without rejection.

So rejection isn't a dead end. It's the necessary next step for you to land your next role.

The candidates who learn fastest from rejection are the ones who land great jobs the fastest.


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

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

✉️ To learn how Early helps you pick the right company, DM me.

Committing to the wrong startup can set your career back years. 

But most people only realize this 𝘢𝘧𝘵𝘦𝘳 they join. 

The team might look exciting. The mission may be inspiring. 

But if the fundamentals aren’t there, you’ll spend your best energy trying to fix what should’ve been vetted before you joined. 

And you won’t gain the experience you need to drive forward your career. 

Here’s how to set yourself up for success - a method that’s been tried and tested with hundreds of startup candidates through the Early Accelerator: 

𝘛𝘳𝘦𝘢𝘵 𝘺𝘰𝘶𝘳 𝘤𝘢𝘳𝘦𝘦𝘳 𝘭𝘪𝘬𝘦 𝘢𝘯 𝘪𝘯𝘷𝘦𝘴𝘵𝘰𝘳. 

Investors make dozens of bets, and they only really need one to pay off. 

Here’s how you evaluate the role before you jump in. This 12-question framework from Initialized Capital breaks a startup into three parts: 

𝟭. 𝗧𝗵𝗲 𝗣𝗿𝗼𝗱𝘂𝗰𝘁: does it solve a real problem?

𝟮. 𝗧𝗵𝗲 𝗠𝗮𝗿𝗸𝗲𝘁: is there demand and room to grow?

𝟯. 𝗧𝗵𝗲 𝗧𝗲𝗮𝗺: can they actually pull it off?

Your job isn’t to predict the future.

Your job is to evaluate the 𝘴𝘪𝘨𝘯𝘢𝘭𝘴 that increase your odds of success.

I’ve broken the full 12 questions down in the carousel - with examples, context, and how to find the answers for any startup you’re evaluating.



📌 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.

The Wrong Startup Can Set You Back Years

You don’t need to apply to more jobs. You need better clarity. 

Here’s how to get it. 

Most job seekers assume the secret is speed - applying faster, saying yes to more interviews, chasing every opportunity that pops up.

But speed isn’t what lands your dream role.

Inside Early, I tell people this all the time: 𝘁𝗵𝗲 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵 𝗶𝘀 𝗮𝗯𝗼𝘂𝘁 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆, 𝗻𝗼𝘁 𝘀𝗽𝗲𝗲𝗱.

Think of it like this:

A lot of people approach their search like a Ferrari - 0 to 100, firing out applications, trying to cover as much ground as possible as fast as possible.

It 𝘧𝘦𝘦𝘭𝘴 productive (and sounds sexy)… but Ferraris burn the most fuel, need constant maintenance, and only look fast in short bursts.

They need to stop and refuel every 3-7 days. Just like how, if you take this approach, you burn out and need days or a week to recover while losing all momentum.

But what if you approached your job search like a Prius? On the other hand.

It’s slower and definitely not as sexy. But every move is intentional. Every mile is efficient.

It gets to the exact same destination in a little bit longer time but with far less energy. 

Prius owners only need to refuel every 10-20 days (3x more efficient than the Ferrari).

And in the job search, 𝘁𝗵𝗮𝘁’𝘀 𝘄𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗶𝗻𝘀 - not doing more, but doing what matters.

Your goal is to approach it in a way where you're tired at the end of the day, but excited to get back after it tomorrow.

Here are four reflection prompts to help you slow down and find your compass again 👇

1️⃣ 𝗔𝗺 𝗜 𝗽𝗹𝗮𝘆𝗶𝗻𝗴 𝘁𝗵𝗲 𝗴𝗮𝗺𝗲 𝗜 𝘄𝗮𝗻𝘁𝗲𝗱 𝘁𝗼 𝗽𝗹𝗮𝘆?

Have you drifted into chasing what’s available instead of what’s aligned?

2️⃣ 𝗗𝗼 𝗜 𝗸𝗻𝗼𝘄 𝘄𝗵𝗮𝘁 𝗲𝗻𝗲𝗿𝗴𝗶𝘇𝗲𝘀 𝗺𝗲 𝗮𝘁 𝘄𝗼𝗿𝗸?

You can only sustain momentum if the work fuels you.

3️⃣ 𝗪𝗵𝗲𝗿𝗲 𝗱𝗼 𝗜 𝗳𝗲𝗲𝗹 𝗜’𝗺 𝗼𝘂𝘁𝗴𝗿𝗼𝘄𝗶𝗻𝗴 𝗺𝘆 𝗿𝗼𝗹𝗲?

Growth comes from tension. Comfort can be a major constraint.

4️⃣ 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 “𝘀𝘂𝗰𝗰𝗲𝘀𝘀” 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲 𝗳𝗼𝗿 𝗺𝗲 𝗻𝗼𝘄?

Not five years ago. Not for someone else. For 𝘠𝘖𝘜... TODAY.

If you take ten quiet minutes to reflect on these, you’ll notice your energy start to shift, because clarity creates direction.

𝘎𝘰𝘵 𝘢 𝘲𝘶𝘦𝘴𝘵𝘪𝘰𝘯 𝘢𝘣𝘰𝘶𝘵 𝘺𝘰𝘶𝘳 𝘫𝘰𝘣 𝘴𝘦𝘢𝘳𝘤𝘩 𝘰𝘳 𝘤𝘭𝘢𝘳𝘪𝘵𝘺? 𝘈𝘴𝘬 𝘪𝘵 𝘣𝘦𝘭𝘰𝘸 𝘰𝘳 𝘋𝘔 𝘮𝘦. 𝘐 𝘳𝘦𝘱𝘭𝘺 𝘵𝘰 𝘦𝘷𝘦𝘳𝘺 𝘤𝘰𝘮𝘮𝘦𝘯𝘵 𝘢𝘯𝘥 𝘋𝘔 𝘐 𝘨𝘦𝘵! 



📌 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 you want your work to make real impact on the environment - these 23 climate-tech startups are scaling fast and hiring right now.

All of the startups below have:
• Hired the most new employees in the last 90 days
• At least one top VC investor
• Are actively hiring today

Across these companies, there are 𝟴𝟲𝟮 𝗼𝗽𝗲𝗻 𝗿𝗼𝗹𝗲𝘀 𝗮𝗰𝗿𝗼𝘀𝘀 𝟭𝟳 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀* 
• Engineering 409
• Operations 147
• Sales 52
• Product 27
• Finance 28
• Manufacturing 53
• Customer Success 22
• Supply Chain 38
• IT 18
• Marketing 17
• Hardware 20
• Legal 7
• People/HR 6
• Data/AI 6
• Design 5
• Security 3
• Support 1

📁 I also included a report I created using NotebookLM using the data I pulled and attached it below.

Crusoe 🦄 — Low‑carbon digital infrastructure (Denver, San Francisco, Chicago, Remote)

Base Power Company 🦄 — Energy grid optimization (Austin, Dallas, Houston, San Francisco)

Commonwealth Fusion Systems — Compact fusion power plants (Devens, Milpitas, Somerville)

Harbinger — Electric medium‑duty vehicles (Gardena, Los Angeles, Remote)

Upway — Refurbished e‑bike marketplace (Paris, Berlin, Remote)
join.com

Seneca — Autonomous electric seaplanes (Sausalito)

The Modern Milkman — Eco‑friendly grocery delivery (Loughborough, Manchester, London)

X-energy — Advanced modular nuclear reactors (Rockville, Oak Ridge, Lexington Park, Remote)

Emerald AI — AI‑powered climate risk intelligence (Washington D.C., Boston, San Francisco, Remote)

Redwood Materials 🦄 — Battery recycling and materials (San Francisco, Carson City, McCarran)

Torus — Grid‑scale energy storage solutions (South Salt Lake)

Runware — Grid analytics platform (Remote)

Terra One — Renewable energy asset developer (Berlin, Remote)

Daylight — Solar financing & design software (New York City)

Uplight — Utility customer engagement platform (Remote)

Phaidra — Industrial AI optimization (Remote)

Nitricity — Zero‑carbon nitrogen fertilizer (San Francisco, Delhi)

Gridware — Wildfire detection sensors (San Francisco)

PassiveLogic — Autonomous building control (Salt Lake City, Netherlands)

Ridepanda — E‑bike subscription marketplace (New York City, Remote)

Palmetto — Clean energy home platform (Charlotte, Remote)

Exowatt — Thermal battery energy storage (Miami)

TrueMeter — AI energy savings platform (San Francisco)

Go get that job and build something awesome 💪
————————————
For more lists, follow me, Kyle Thomas.

Want personalized lists of startups for your job search? Use the link in my profile to apply to our Startup Job Search Accelerator.

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

INSIGHTS: Climate Startups w/ Top VC $'s & Most 90D Hires

Rushing applications in December is a 𝗯𝗮𝗱 𝗶𝗱𝗲𝗮.

It feels like the end of the year should be the final sprint.

It's easy to convince yourself that if you send enough applications, something will land before January.

It's just as easy to convince yourself to take the whole month off because "It'll be wasted effort anyway."

𝗕𝗼𝘁𝗵 𝗮𝗿𝗲 𝘄𝗿𝗼𝗻𝗴.

So how should you spend December if you're looking for a new startup job?
It depends on where you are in the process.

𝗣𝗔𝗧𝗛 𝟭: 𝗝𝗨𝗦𝗧 𝗦𝗧𝗔𝗥𝗧𝗜𝗡𝗚 𝗢𝗥 𝗡𝗘𝗪 𝗧𝗢 𝗧𝗛𝗘 𝗝𝗢𝗕 𝗦𝗘𝗔𝗥𝗖𝗛

𝘛𝘓𝘋𝘙; 𝘠𝘰𝘶𝘳 𝘨𝘰𝘢𝘭 𝘪𝘴 𝘵𝘰 𝘭𝘢𝘺 𝘢 𝘴𝘵𝘳𝘰𝘯𝘨 𝘧𝘰𝘶𝘯𝘥𝘢𝘵𝘪𝘰𝘯 𝘵𝘰 𝘩𝘪𝘵 𝘑𝘢𝘯𝘶𝘢𝘳𝘺 𝘧𝘶𝘭𝘭 𝘧𝘰𝘳𝘤𝘦 𝘢𝘴 𝘢 𝘴𝘵𝘢𝘯𝘥𝘰𝘶𝘵 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦.

1️⃣ 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗰𝗹𝗮𝗿𝗶𝘁𝘆. 𝗠𝗼𝘀𝘁 𝗷𝗼𝗯 𝘀𝗲𝗲𝗸𝗲𝗿𝘀 𝘀𝗸𝗶𝗽 𝘁𝗵𝗶𝘀 𝘀𝘁𝗲𝗽 𝗮𝗻𝗱 𝗽𝗮𝘆 𝗳𝗼𝗿 𝗶𝘁 𝗹𝗮𝘁𝗲𝗿.

Spend time determining what you actually want next and why: 
• Role scope/scale/responsibility 
• Company size/stage/industry 
• Title

Turn off the external noise. Connect with the true you.

Tightening your direction now will mean sharper, more confident conversations in January.

2️⃣ 𝗕𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗼𝗻𝗹𝗶𝗻𝗲 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲.

Update your resume, LinkedIn profile, LinkedIn presence, and how you tell your story using your new clarity.

A well-aligned LinkedIn profile is a magnet that brings opportunities to you.

Your goal = Be unshakeably confident in how you appear to the world and how you tell your story.

If you do both of those before the end of the month, you're in great shape for 2026.

𝗣𝗔𝗧𝗛 𝟮: 𝗠𝗜𝗗-𝗝𝗢𝗕 𝗦𝗘𝗔𝗥𝗖𝗛

𝘛𝘓𝘋𝘙; 𝘐𝘧 𝘺𝘰𝘶'𝘳𝘦 𝘯𝘰𝘵 𝘨𝘦𝘵𝘵𝘪𝘯𝘨 𝘵𝘳𝘢𝘤𝘵𝘪𝘰𝘯, 𝘴𝘦𝘦 𝘗𝘢𝘵𝘩 1.

𝘐𝘧 𝘺𝘰𝘶 𝘧𝘦𝘦𝘭 𝘭𝘪𝘬𝘦 𝘺𝘰𝘶'𝘳𝘦 𝘤𝘭𝘦𝘢𝘳, 𝘤𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘵, 𝘢𝘯𝘥 𝘮𝘢𝘬𝘪𝘯𝘨 𝘵𝘳𝘢𝘤𝘵𝘪𝘰𝘯, 𝘧𝘰𝘤𝘶𝘴 𝘰𝘯 𝘯𝘦𝘵𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘢𝘯𝘥 𝘩𝘪𝘨𝘩𝘭𝘺 𝘵𝘢𝘪𝘭𝘰𝘳𝘦𝘥 𝘢𝘱𝘱𝘭𝘪𝘤𝘢𝘵𝘪𝘰𝘯𝘴.

1️⃣ 𝗦𝗽𝗲𝗻𝗱 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲 𝗼𝗻 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵.

People think December is a bad month for networking.

It's actually o͟n͟e͟ ͟o͟f͟ ͟t͟h͟e͟ ͟b͟e͟s͟t͟.

Holiday cheer is high, and people are looking to give.

A single introduction now can do more for your job search than 50 cold applications.

2️⃣ 𝗔𝗽𝗽𝗹𝘆 𝗼𝗻𝗹𝘆 𝘁𝗼 𝗵𝗶𝗴𝗵𝗹𝘆 𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝗿𝗼𝗹𝗲𝘀

Spend time on highly tailored applications.

Send networking messages to the team (5-10 people).

Create value. Stand out (video is great).

People are still hiring in December but there's diverted focus and this market is full of slop.

So you apply be human, be memorable.

And finally, regardless of your path...

3️⃣ 𝗧𝗮𝗸𝗲 𝘀𝗼𝗺𝗲 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗿𝗲𝗹𝗮𝘅.

Momentum is important, but so is your mental health.

Going into January, being burnt out is a bigger risk than missing a week of applications.

What do you think? Is December a waste or a time to get ahead in the job search?

I'd love to hear your thoughts in the comments.

Did you know, most of Uber’s early hires didn’t have any startup experience?

A while back I pulled a list of the 249 people who joined Uber before me.

They came from corporate, consulting, finance, but what mattered in their application wasn’t where they worked.

It was how they told their story.

𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝘀𝘁𝗮𝗿𝘁𝘂𝗽 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝘁𝗼 𝗹𝗮𝗻𝗱 𝗮 𝘀𝘁𝗮𝗿𝘁𝘂𝗽 𝗿𝗼𝗹𝗲.

You need to know how to show founders that you can create clarity in chaos (and that you want to work hard).

Here’s how to turn your corporate past into startup potential 👇

1️⃣ Reframe your story for impact, swapping responsibilities for results. 

Founders don’t want to know what you managed, they want to know what you impacted.

2️⃣ Show your entrepreneurial traits, moments you took initiative, solved problems, or pushed through a new idea. 

These examples are proof you’ll thrive without a playbook.

3️⃣ Bridge the gap, connect your structured experience to their speed. 

You’re not too corporate, you’re the person who brings systems to the startup disorder.

Each of these small shifts changes how a founder or hiring manager sees you, from “corporate background” to startup-ready hire.

For those who’ve already made the jump, what’s one skill you didn’t expect to translate so well into startup life? 

Drop it in the comments.


📌 Save this post - you’ll want it when you’re planning your next move.

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

How To Translate Corporate Skills for Startup Newbies

Hey, how’s your job search really going right now?

We talk a lot about strategies and frameworks here, but sometimes the most useful thing is just saying: “This is where I’m stuck.”

If you’re feeling slow, stuck, or stressed about your next move, you’re not the outlier, trust me.

Most ambitious people I work with hit the same bottlenecks.

I’m talking people with multiple unicorns on their resume, top MBA programs, and amazing track records.

None of these job search feelings mean you’re not good enough.

They’re common struggles most operators face, not a you-problem.

Here’s the ask:
Vote in the poll so we can see where people are getting stuck.

Then drop a comment (or a DM!) with either:

[IF YOU’RE JOB SEARCHING] The bottleneck you’re facing, or
[TO PAY IT FORWARD] One concrete tactic that helped you break through (so others can steal it).

There’s a lot of expertise in this audience. Let’s make it visible and help each other move closer to our next dream role.

So cast your vote, then check the comments to see how others are approaching it. If you see someone stuck where you were 6 months ago, help them out.

Which one’s hitting you hardest right now? (DW, your boss won’t see that you voted)

Angela Lau Coaching

Land a $100k+ role: https://www.angelalaucoaching.com/consult

I work with mid–senior level marketing and analytics professionals who are ready to accelerate their careers, step into leadership roles, and command $100K+ compensation.

Through my Intentional Job Search Framework, I help you:

- Target high-impact roles in marketing, analytics, and data-driven business functions.

- Position yourself as the top candidate by aligning your experience with employer priorities.

- Master interviews and salary negotiations so you secure offers with confidence.

I combine data-backed strategies, personal branding expertise, and AI-powered tools to make your job search faster, more strategic, and less stressful without spray + pray.

If you’re a marketing manager, growth strategist, product marketer, campaign manager, marketing analyst, or analytics lead, I help you land the role that matches your skills, experience, and earning potential.

CEO & Lead Career Coach

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Business Coach

Pathrise

Managed, sourced and interviewed 5+ requisitions.

Technical Sourcer

• Oversee pipeline of 30+ Engineering, Product & Data candidates by developing networking and interviewing strategy resulting in a 66% retention rate, on a metric goal of 60% – identified as top performer 3 quarters in a row
• Successfully coached 20+ clients to negotiate their offers for an additional $400k+ of compensation
• Full-cycle recruiting strategist including resume, networking, interviewing & negotiations
• Lead negotiation workshop with 50+ attendees on a monthly basis
• Network of 100+ passive and active candidates

Technical Career Coach

Plant Your Intention

Founded a B2C mental health brand connecting houseplants with people during the COVID pandemic. Managed end-to-end marketing and sales funnel.

Lyft

• Led weekly engineering testing meeting, performance analytics and ruthless prioritization for 5 teams (Product, Engineering, Data Science, Marketing and Design) resulting in a QoQ 3% increase in driver recruitment activations
• Served as cultural interviewer to hire 2 analysts on Regulatory team and made hiring recommendations to increase headcount within the Regulatory team
• Spearheaded 4 business analysts to teach SQL for 20 operations associates reducing ad-hoc requests by 40%

Business Analyst, Growth Product Operations

Stitch Fix

• Reduced annualized clearance risk by $200k (30%) through optimizing operational distribution of seasonal inventory
• Improve 23% of operational efficiency by implementing receipt and return scorecards to measure KPI and identify high-impact priorities for warehouse staff that is utilized daily
• Developed onboarding material and trained all new merchandising hires on allocation best practices

Allocation Operations Analyst

Allocation Operation Coordinator

•	Evaluated accuracy journal entries and financial line items by collecting and assessing validity of evidence 
•	Forecasted expectations of financial statement balances based on historical data, market trends, and business knowledge to understand unusual relationships and fluctuations

Assurance Associate

Associated Students of UC Santa Barbara

•	Chaired weekly public Senate meetings open to 20,000 students using parliamentary procedures and provided quality leadership that created a safe and open environment 
•	Managed $10 million student government budget and voted on allocations to student organizations on a weekly basis

Vice President

Assurance Intern

Sony Pictures Entertainment

Production Accountant Intern

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

Good people don't leave companies.

They leave bad managers.

I’ve worked under both.

The bad ones who:
 ↳ Took my ideas and ran with them like their own.
 ↳ Called me “entitled” just for asking for a development plan.

And the great ones who:
 ↳ Fought for my growth, not just their own.
 ↳ Made me believe I deserved a seat at the table and to take up space in it.

A bad manager makes you question your worth.

A great one reminds you of it.

If you're job searching, here are 3 signs you're meeting a manager you can trust:

1️⃣ They care about where you're going
 ↳ Ask about your goals, not just what you’ve done.
 ↳ Talk about how this role can stretch you and open new doors.

2️⃣ They give credit where it's due
 ↳ Celebrate team wins before taking personal praise.
 ↳ Focus on building with you, not managing over you.

3️⃣ They treat the interview like a real conversation
 ↳ Welcome your questions; not just tolerate them.
 ↳ Care just as much about you finding the right fit.

The right manager won’t just grow your career.

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

Choose wisely. 

⏬
⏬
⏬

If you’re job searching and stuck, not getting results,

I’ve helped 70+ professionals land top roles, often with $20K–$40K increases.

I have a couple spots open for job search audits.

👉 DM me "AUDIT" and I'll send the deets.

Job Search Coach & 5x Career Pivoter | I help Analytics & Marketing pros get UNSTUCK in the job search and land $100k+ offer | 80+ successful clients

Saying no is the kindest thing you can do

If you’re in interviews for a role that doesn’t align. 

You don’t owe anyone your continued time.

One of my clients did this recently.

She’d made it to final rounds for a well-known brand.

On paper, it looked great.

But she wasn't going to learn what she wanted, and the culture wasn't aligned.

She declined the offer and sent a thank-you note that included two referrals.

3 weeks later, she landed a different role that fit what she actually wanted.

You’re not helping the recruiter by staying in a process you’re no longer excited about.

AND you’re not helping yourself by chasing something out of fear.

If the role doesn’t match what you want, 

Be honest.

Let them know what you actually want. 

That transparency gives everyone time back

And keeps your reputation strong.

Having a good heart doesn’t mean saying yes to everything.

One of the kindest things to do is to say no. 

⏬ ⏬ ⏬

Are you a marketer or analyst in the US learning when to say no in your job search?

I have a couple spots open this week for job search audits

We’ll talk about what to shift in your strategy. 

👉 DM me “AUDIT” and I’ll send the deets.

Job Search Coach & 5x Career Pivoter | I help Analytics & Marketing pros get UNSTUCK in the job search and land $120k+ offer | 75+ successful clients | DM me “AUDIT” for a job search audit

Stop replacing employees who leave.

Start fixing why they want to leave in the first place.

Retention isn’t about hiring faster.

It’s about leading better.

Most people don’t leave because of one bad day. 

They leave because the system makes it hard to stay.

We've all experienced companies:
↳ Refill roles without addressing root issues.
↳ Ignore workload, boundaries, and mental space.
↳ Let bad behavior slide because "they deliver."
↳ Ask for input, but never act on it.

People stay where they're seen, safe, & supported.

6 ways companies can fix the real retention problem:

1️⃣ Stay Conversations
↳ Ask engaged team members why they stay and then build on it.

2️⃣ Support Over Perks
↳ Make rest, flexibility, and clarity non-negotiable.

3️⃣ Growth Maps
↳ Help people see what’s next and how to get there.

4️⃣ Culture Debt Audits
↳ Address the stuff no one talks about before it costs you more.

5️⃣ Responsive Leadership
↳ Feedback should lead to action, not silence.

6️⃣ Stop Blaming Turnover
↳ Fix what’s broken in the system instead of blaming the people who leave.

Retention doesn’t start with job postings.

It starts with the day-to-day experience.

Fix the foundation and people will stay.

Photo credit to Dr. Chris Mullen. Give him a follow!

"You talk too much."

That was the feedback I got when I worked in analytics.

Now I get paid to talk.

Turns out, I wasn’t a bad employee.

I was just in the wrong environment.

I spent years trying to “fix” my weaknesses,

Until I realized they weren’t weaknesses at all.

The problem wasn’t me. It was the role.

If you feel like a fish trying to fly,

Stop flapping your fins.

Jump into the water instead.

Here’s how to tell if you’re in the wrong role:

1️⃣  You’re constantly trying to “fix” yourself.
↳ The right job plays to your strengths, not just your ability to adapt.

2️⃣  Your best traits feel like liabilities
↳ What one manager criticizes, another will celebrate.

3️⃣ You’re drained, not challenged
↳ Growth is hard, but the right role energizes you, even when it pushes you.

Maybe you're not bad at your job. 

You're just in the wrong one.

⏬ ⏬ ⏬

If you’re a marketer or analyst in the US looking to get unstuck in your job search,

I have a couple spots open next week for job search audits

We’ll break down what to shift in your resume, LinkedIn, or outreach.

👉 DM me “AUDIT” and I’ll send the deets.

Manager: No, I can’t approve your time off then it's a really busy time

Employee: But, I’ve been feeling pretty burnt out and haven’t taken time off in 6 months. 

Manager: Sorry, I can’t let you go. We need you here then. 

Employee: *Takes a quiet vacation anyways because it wasn’t actually busy*

—
Companies & managers, why are we creating a culture where this is what employees need to result to?

Stealth PTO. Quiet vacationing. My goodness.

Just let people take time off and recharge.

While you’re at it, pay people what they’re worth.

♻️ Repost if this has ever been you.
🔔 Follow Angela Lau for more.

7 signs it’s time to look for a new job:

Especially when you’re unsure. 

 1️⃣ You aren’t learning. 
↳ It feels like there is no more room to grow here. 

2️⃣ You feel like there must be more to life:
↳ You're capable of much more than this job. 

3️⃣ You have the Sunday scaries every day. 
↳ You can’t seem to ever shake off the anxiety.

4️⃣ You're unfulfilled.
↳ Every day feels like you’ve become the cog on the wheel. 

5️⃣ You’ve become invisible. 
↳Your work isn’t valued, and you’re not making the impact you want.

6️⃣ You've lost sight of life outside of work. 
↳ You haven’t seen friends or family and lost all your hobbies. 

7️⃣ You’re drained.
↳ Your energy is zapped after each day. 

If these signs feel familiar, 

It’s time to put you first.

7 Signs it’s time to look for a new job

You don’t need every company to say yes.

You only need one.

One yes from the right company.

One yes to the opportunity that fits your skills and goals.

One yes that end the job search.

All it takes is that ONE yes 

For your life to change. 

♻️ Repost if one yes changed your life. 
🔔 Follow Angela Lau for more.

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I used to be addicted to caffeine.
Like 7 cups of coffee a day... plus caffeine pills.

It started in college and carried into my career.

I was working 80+ hour weeks, 7 days straight.

But it didn’t feel like a problem because everyone else was doing it.

Until one night, I fell asleep behind the wheel, driving home from a client.

That’s when I realized I wasn’t building a career.

I was destroying my health.

Your health isn’t separate from success.

It’s the foundation of it.

If work costs your health, it’s not worth it.

♻️ Repost if health is your most important priority. 
🔔 Follow Angela Lau for more.

Josh was rejected and hired by the SAME company within 3 months. 

He got the typical "we went with someone else" email.

Instead of moving on, they sent a thank-you note. 

Mentioned they'd love to stay connected and asked to be considered for future roles.

3 months later, that same hiring manager reached out.

Different role that was a better fit.

They skipped straight to the final round.

Got the offer within a week.

Most people treat rejection like a door closing. 

My clients treat it like the start of a relationship.

The hiring manager remembered them because they were the only candidate who followed up after rejection with grace.

That "no" turned into their best "yes".

Just because its a no today, 

Doesn't mean its a no forever. 

⏬ ⏬ ⏬

If you're a marketer or analyst in the US looking to turn rejections into relationships,

I have a couple spots open next week for job search audits.

We'll break down what to shift in your resume, LinkedIn, or outreach.

👉 DM me "AUDIT" and I'll send the deets.

64k people were laid off this week.

Many of these weren’t “at-risk” teams.

Which meant everyone across the company was filled with anxiety this week. 

Even the high performers. 

Your job doesn’t give you security. 

Your ability to find a new job does. 

♻️ Repost to remind others to stay ready, not scared.
🔔 Follow Angela Lau for more.

graphical user interface, text, application, chat or text message

My manager once called me “entitled.”

All because I wanted to discuss my path to my next promotion. 

I wasn’t asking for a shortcut or for it to happen in a couple months. 

I’m so glad that happened because it showed me their true colors. 

Good leaders don’t get threatened by ambition.

They help you channel it.

If asking for growth makes you a problem,

You’re not the problem.

♻️ Repost if you’ve ever been called “too ambitious.”
🔔 Follow Angela Lau for real stories about career growth and leadership.

When someone quits a job without another lined up, 

The only response is: “Congratulations!”

Why?

Because it took courage to make that leap.

Because it took courage they can't comprehend.

Because they spent countless sleepless nights at 3am, running the numbers one more time.

They chose their sanity over a steady paycheck.

They've been dying inside at that desk for months.

So yes, congratulations are absolutely in order.

If you’ve taken that leap of faith and haven’t heard this yet, 

Know that I’m proud of you and excited for your next chapter.

What was your tipping point? Share below 👇

I bet it wasn't the money.

6 red flags to NEVER ignore in a job description:

1. Willing to wear many hats

You’ll be expected to do many tasks outside your primary role, leading to confusion and inefficiency.

2. Unrealistic expectations

If the role has a million +1 job requirements, imagine all the expectations that will be required of you IN the job.

3. We're a "family" here

This is a euphemism for not having boundaries. 

Meaning long work days, messages at all hours of the day and disrupting your vacation.

4. Thick-skinned

Indicates a critical work environment and poor client relationships.

5. Dynamic/rapidly changing environment

The target will always be moving and leadership does not have a clear roadmap. 

Be ready to never have a win and a lot of reorgs.

6. Urgent/immediate hire

Needing to hire so quickly probably means someone left yesterday.

You'll be left cleaning up a mess. 

If the description sounds exhausting,

The job probably will be too.

📌 If you’re ready to be intentional with your job search,

DM me AUDIT and I’ll see if I can help!

I predicted layoffs 6 months early at my last company.

The business model made no sense. 

They were burning cash to acquire customers who'd never be profitable.

When I raised concerns, my manager said: 

"Just focus on your job. That's not your concern."

6 months later they did layoffs.

A year later they needed a complete pivot.

Now I run my own business where questioning everything IS my job.

That "problematic" habit of spotting what doesn't work is exactly what has helped me thrive. 

They wanted me to turn off my brain and follow orders. 

Turns out, my brain was the most valuable thing I had to offer.

If you see problems others ignore and it makes you "difficult," 

You're not the problem.

You're surrounded by people who prefer comfortable lies to uncomfortable truths.

♻️ Repost if you've ever been told to stop asking questions.
🔔 Follow Angela Lau for more.

I naturally assume no one likes me.
(and I know I'm not alone)

When I first joined Lyft, I spent months convinced my manager regretted hiring me.

I rewrote every Slack message 3x before hitting send.

I’d walk out of meetings replaying what I said, wondering if I sounded off.

After speaking with 100s of professionals,

I’ve seen this invisible weight hold too many back in their careers.

It shows up as:

↳ Not reaching out to an old coworker for help because “They’ll think I’m annoying.”
↳ Skipping interviews for jobs you want because “I’m not qualified enough.”
↳ Not applying to top roles because “They wouldn’t pick someone like me.”

The belief that no one likes you isn’t reality

It’s a story your mind tells to protect you from rejection.

But that means you just reject yourself.

Don’t let this belief keep you stuck.

↳ Challenge your thoughts instead of taking them as truth. 
↳ Reach out even if you're nervous.
↳ Apply even when you don't meet 100% of the criteria.
↳ Take the leap anyway.

You might be surprised at how much people are rooting for you.

You’re not as alone as you think.

♻️ Repost to remind others they're not alone in life. 
🔔 Follow Angela Lau for more.

It took 200+ apps to land the right offer.

40 interviews > 12 final rounds.

1 offer that finally fit!

When I met Brian, he had a ton of interviews 

But no offers. 

He had the experience, the numbers, the drive

But he wasn’t communicating like a manager.

He spoke like a worker bee instead.

Once he started speaking to business impact and not tasks,

His confidence changed.

And soon after he landed a $120k+ role,

AND a $75/hr contract on the side,

Almost doubling his income.

You don’t get hired for what you’ve done.

You get hired for how you talk about it.

📌 If you’re a marketer or analyst in the US getting interviews but no offers and want help getting unstuck,

I have a couple spots open this week for job search audits

We’ll break down what to shift in your resume, LinkedIn, or outreach.

👉 DM me “AUDIT” and I’ll send the deets.

Hiring managers aren’t trying to stump you.

They’re hoping you make it easy to say yes.

If you’ve made it to the interview, 

You already meet the requirements on paper.

Now it’s about helping them see 

How you think and how you drive impact.

That’s what builds trust and gets offers.

Take a breath if you’ve got an interview soon. 

Just connect the dots for them.

You’re not there to prove yourself.

You’re there to make the decision easier.

♻️ Repost if you’re done doubting yourself.
🔔 Follow Angela Lau for more.

8 phrases that quietly ruin interviews.

(and what to say instead)

1️⃣ “I don’t have any questions.”
 ↳ Sounds like you didn’t do your homework.
✅ Ask: “I saw [insert article you research], how has that affected X team?”

2️⃣ “I’ll take anything right now.”
 ↳ Comes off as desperate, not flexible.
✅ Say: “I’m excited about this opportunity because it aligns with X.”

3️⃣ “I don’t have experience with that.”
 ↳ Dead end.
✅ Try: “I haven’t done that yet, but here’s how I’d approach it.”

4️⃣ “I didn’t get along with my last boss.”
 ↳ Red flag.
✅ Try: “I learned a lot from my last role, but I’m excited for a new environment.”

5️⃣ “I’m a perfectionist.”
 ↳ The oldest fake weakness in the book.
✅ Share a real growth area and what you’re doing to improve it.

6️⃣ “My last company was toxic.”
 ↳ Even if it’s true, it puts people on edge.
✅ Focus on what you’re looking for next, not what you’re leaving behind.

7️⃣ “What does your company do again?”
 ↳ Automatic rejection.
✅ Come prepared. Mention something you learned about the product or mission.

8️⃣ “I don’t have any leadership experience.”
 ↳ You probably do, but you’re just not framing it right.
✅ Try: “While I haven’t managed people, I’ve led X projects and influenced key decisions.”

Every sentence in an interview is a signal.

Make sure yours are working for you, not against you.

⏬ ⏬ ⏬

Are you a marketer or analyst in the US looking to get unstuck in your job search?

I have a couple spots open next week for job search audits

We’ll break down what to shift in your resume, LinkedIn, or outreach.

👉 DM me “AUDIT” and I’ll send the deets.

8 Phrase to NEVER Say in an Interview

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 your recruiter

I've reviewed 100's of resumes this year

And there's one big problem I see that too many experienced candidates make. 

They summarize their work experience

Instead of pulling out RELEVANT wins. 

So I built a resume template that fixes that.

 It’s designed to help you:
 ↳ Translate your experience into business impact
 ↳ Write results that sound strategic, not busy
 ↳ Pick out only relevant wins

This template has helped people land jobs at 

Google, Meta, Lyft, and Expedia. 

Your resume isn’t a list of what you’ve done.

It’s proof of what you can do next.

✏️ Grab my free resume template here: https://lnkd.in/gkS5_Zb8

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Angela Lau

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The Battle

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