I’ve spent years building and leading hospitality teams that have generated millions in revenue, and now, I help professionals like you tell your unique story on paper.

As an executive resume writer with hands-on experience in operations, I partner with leaders who have well-deserved accolades but struggle to position themselves for the next significant step. 

I've sat on the other side of the table as a hiring manager, so I know what stands out. I excel at transforming your complex, behind-the-scenes accomplishments into clear, compelling narratives that grab attention.

Whether your background is in hospitality, operations, or broader business leadership, my goal is simple: 
To position you as the clear choice for high-profile roles, promotions, and opportunities that truly align with your skills and aspirations.

Specialties include crafting executive and professional resumes, optimizing LinkedIn profiles, and guiding career transitions in the hospitality and operations fields. 

I take pride in working with a select number of clients each month, ensuring a personalized and high-quality experience for each one. If you’re ready to take your career to the next level, let’s connect!

Luke Duggan

People learn how to value your work by how you describe it.
If you minimize, they discount it.
If you generalize, they assume replaceability.
If you’re precise, they see you as credible.

It’s not about sounding impressive or grandiose (see what I did there😊).

It’s about being specific enough that your contribution can’t be mistaken.

📍 What does your language (and body language) teach people about your value?

Luke Duggan 

Executive Resume Writer | Led Multimillion $ Teams, Now I Help You Land High-Visibility Roles

Most senior resumes don’t fail because they lack results.
They fail because they hide judgment.

When you get to a certain rung on the career ladder, hiring leaders already assume competence.

What they’re scanning for is how you decide.

What you prioritize.
What you protect under pressure.
The tradeoffs you’re willing to make.

If your resume only lists outcomes, you look capable. (But at your level, aren't you capable?)

If it shows decisions, you look promotable.

📍 Where could you replace “what happened” with “how you chose”?

There’s a quiet difference between being trusted and being relied on.

Trusted leaders are respected.
Leaders who are “relied on” are leaned on.

They catch what others miss.
They stabilize moments before they escalate.
They absorb complexity so others can function.

But, 

Reliance doesn’t always translate to recognition.

I continue to see leaders who are essential day to day yet invisible on paper. 

Their resumes describe tasks, not gravity.

Careers don’t stall from a lack of contribution; they stall when the contribution isn’t articulated clearly.

📍 Where are you relied on but not fully recognized?

Building a solo business is not a clean upward line.
Some weeks, you do solid work, and nothing moves.
Some weeks, you have good conversations that go nowhere.
Some weeks, you question whether any of this is translating.

What keeps me going is not motivation.

It’s paying attention to what actually creates momentum, even when it’s small.

Which conversations led to follow-ups?
Which posts led to profile views?
Which work did people ask questions about?

Progress shows up quietly before it shows up financially.

📍 If you’re building something on your own, what’s the smallest signal you’ve noticed that tells you you’re not wasting your time?

When asked during an interview, “Tell me about a challenge you handled.”
Some provide a detailed answer that details the effort.
Others reveal leadership.

When you talk about what you did, you sound busy. We are all busy, right?

When you explain why you chose the solution when you had a split second to decide, you sound credible.

Authority shows up in decisions:
•	what you didn’t escalate
•	what you corrected early
•	what you chose to carry yourself

📍 What decision do you avoid naming directly when you tell your story?

Most leadership growth isn’t dramatic.
It’s directional.

What you reinforce.
What you let slide.
What you finally name instead of carrying quietly.

Either way, those choices compound.

Over time, they tell people exactly who you are to work for.

📍 If someone watched your last 30 days, what direction would they see? Firm, fair, and consistent or wishy washy when it matters most?

High performers often believe one thing will take care of everything else:
“If I keep delivering, the right people will notice.”

Sometimes they do.
Often times, they don’t.

However, consistency builds trust. Trust that you can handle the task at hand.

But trust alone doesn’t create opportunity.

I’ve seen impressive leaders stall not because they lacked results, but because they never articulated what those results actually required:

The judgment calls.
The tradeoffs.
The moments they stepped in when things could’ve gone sideways.

When you don’t name that work, others fill in the blanks, and they usually fill them in smaller than reality.

This isn’t about self-promotion.
It’s about accuracy.

If your work carries weight, it deserves to be described with the same care you put into doing it.

📍 What part of your contribution have you been assuming others “just know”?

Most professionals don’t undersell themselves on purpose.
They do it to stay comfortable.

They describe outcomes without decisions.
They mention results without pressure.
They talk about teams but not the weight they carried.
It sounds humble.
And yet it reads unclear.

Hiring decisions aren’t made on effort.
They’re made on trust.

And trust is built when someone can say:
•	Here’s what I saw
•	Here’s the call I made
•	Here’s what changed because of it

If you don’t give your work its proper shape, others will shrink it to something safer, and smaller.

📍 Where are you choosing comfort over clarity in how you talk about your work?

I don’t measure progress by how much I produce anymore.
I pay attention to resistance.

When decisions need less explaining.
When conversations don’t require backtracking.
When the work moves forward without constant justification.

Misaligned work creates drag, even when it looks productive.
Aligned work feels quieter, but it moves with purpose.

Lately, I’ve been noticing what no longer needs force.
That’s how I know I’m heading in the right direction.

📍 Where has your work started to feel clearer instead of heavier?

Most LinkedIn profiles are clean.
Polished.
Technically correct.
And completely interchangeable.

If someone finishes reading your profile and can’t clearly say:
• who you help
• how you think
• what problem you solve

you’re not positioned for the role you want, so you end up blending in.

Professionalism gets you seen.
But being specific gets you remembered.

📍 What do you want a decision-maker to know about you after 30 seconds?

Most people stall because their story stops evolving.
Their scope expands.
Their judgment deepens.
The risk they carry increases.

But they keep describing themselves the same way they did years ago.

That needs to change.
Hiring decisions are made on what is seen.

If your story hasn’t kept pace with your responsibility, your value gets misread.

Growth doesn’t require exaggeration.
It requires translation.

📍 Where has your responsibility increased without your narrative catching up?

Anyone can describe effort.
Leaders describe decisions.
What they chose.
What they ruled out.
What they took responsibility for when there wasn’t a clear answer.

Effort shows involvement.

Judgment shows readiness.

📍 What decision do you soften when it should be owned directly?

I used to say yes based on capacity.
If I could do the work, I would take the work.

What I pay attention to now is different.

I notice whether the work requires:
•	constant clarification
•	urgency without direction
•	emotional smoothing to keep things moving

That kind of work looks productive on the surface.
In reality, it drains judgment and hides impact.

The work that moves me forward doesn’t need performance.
It needs thinking, ownership, and decisions that hold.

📍 What kind of work keeps you busy but makes your contribution harder to see?

Most senior resumes don’t move forward because they don’t help the reader assess risk.
Hiring decisions at this level are about trust in the face of uncertainty.

On this sheet of paper, can this person show me they can:
make judgment calls without a playbook?
protect standards under pressure?
absorb complexity without creating noise?

Yes, most resumes demonstrate- “Here’s what I was responsible for.”

Effective resumes show: “I can be trusted to make the right decisions when it mattered.”

That sight difference can move someone from the “qualified” to the “shortlist” pile.

📍 Does your resume describe your role, or your reliability?

You’re reliable.
You deliver.
People trust you when things go wrong.
And slowly, that becomes your ceiling, and you’ve plateaued.
Because you’ve become operationally indispensable yet professionally invisible.

I see this when clients are:
•	people doing director-level thinking
•	carrying director-level consequences
•	while presenting themselves as “support” on paper

At this level, careers don’t stall from a lack of impact.

They stall because impact isn’t framed clearly enough to be valued.

Working harder won’t fix it.
Naming the work you’re already doing will.

📍 Where might your reliability be hiding in your leadership?

There’s a moment in interviews where the tone shifts.

It’s not when someone lists achievements.
It’s when they explain a decision.

Why did they choose one path over another?
Did they make a decision that was best for the business?

That’s when interviewers stop evaluating competence
and start evaluating judgment.

And judgment is what senior hiring is really about.

📍 What decision would immediately change how someone perceives your leadership if you owned it clearly?

How you describe the importance of your work (the task at hand) trains people to value it.

Generalize it, and it sounds too common.
Minimizing it discounts its impact.
Stay precise, and they feel the weight of what you want to accomplish.

Don’t make your own leadership voice invisible.

📍 Where could sharper language change how your work is taken seriously?

This year, I’ve stopped trying to measure progress by how motivated I feel.

Instead, I keep a simple weekly log:
What did I actually ship?
Who did I help make a decision?
What moved forward because I was involved?

No dashboards. No goals wallpaper.
Just a notebook and a pen at the end of each week.

It’s less inspiring, but it’s nice to measure (and see) the momentum.

📍 What would show up in your notebook if you tracked outcomes instead of effort?

Consistency helped me build trust early in my career.
It stopped helping when expectations changed.

At a certain level, showing up is assumed.

What people look for next is how you think.

If your value isn’t clearly articulated,
others decide for you, and they’ll get it wrong. Promise.

📍 Where might people misunderstand your contribution right now?

Most professionals don’t hit a wall because they lack skill.
They hit it because their story is outdated.

Their expertise has grown.
Their judgment is sharper.
The decisions they make carry more weight.
But they’re still describing themselves the same way they did years ago.

That disconnect comes across: 
In interviews.
When promotions become available.
In how seriously they’re taken.

📍 Where is your experience ahead of the way you currently explain it?

Performance Psychologist, International Speaker & Author

AI doesn’t transform businesses. 
It exposes weak leadership.

The real risk isn’t technology. 
It’s whether your team has the discipline, accountability, and collective intelligence to scale with it.

As a performance psychologist,
I've spent years helping CEOs build leadership teams that rise to the challenge of leadership within uncertain, constantly changing environments. 
 
And now, through my Scale Your Game Leadership Program, 
I work directly with you and your entire team to master the leadership skills required to successfully adopt AI and use it to scale your business performance.

This intensive, high-touch, tailored program works across 5 levels of performance:
1️⃣ Build Awareness  → expose any unconscious patterns that are controlling you and limiting your performance without you realising

2️⃣ Build Control  → strengthen your emotional regulation, and take strategic control of your actions

3️⃣ Build Individual Identity → stop forcing actions and controlling others, and instead become the person that acts the way your business needs, automatically and instinctively 

4️⃣ Build Team Mastery → establish radical accountability and unwavering standards that encourage your team to work to their full potential

5️⃣ Build Flow  → create excellence that is instinctive, collaborative and self-sustaining to leave a legacy on your organisation that long outlasts your time


By the end of the program, you and your team will:
✅ Take ownership without deflection
✅ Make faster, higher-quality decisions
✅ Communicate with clarity and alignment
✅ Delegate effectively without micromanaging
✅ Operate with standards that sustain performance under pressure
✅ Use AI to accelerate growth, not scramble to keep up 


By the end of the program,
AI will have NO chance of replacing your business.

It will accelerate it, because you are ready 🔥

Want to get started?  DM me “SCALE YOUR GAME” to learn more. 


Baiju Solanki 🔥 Keynote Speaker, MC, Accountability Coach

Yesterday was our first Scale Your Game event and based on the feedback everyone gaind massive value from it

35 business owners in one room, having real conversations about AI, cyber security, and what it actually takes to scale as humans in this rapidly changing world.

Massive thanks to my partners Sunny Vara and Sachin Parmar MIH for speaking and supporting the event and a huge thanks to Big Tom Mortimer speaking at the last moment!

Special thanks to Cybercy Group for sponsoring the event and also thanks to FOUNDXRS Club, Founder in the Chair Podcast (Veena Nayyar) and Graphic Kitchen for their support!

This is what struck me most about yesterday...how relieved everyone was to discover they weren't the only ones feeling overwhelmed by AI. 

That sense of "I thought everyone else had figured this out" disappeared pretty quickly.

This was our first event and my vision is to grow it into something even bigger and more valuable for business owners who want to navigate this AI revolution without losing their humanity.

The feedback has been incredible and it's clear there's a real appetite for this kind of honest, practical approach to AI and leadership.

To everyone who joined us yesterday thank you for being part of something special

To those who couldn't make it - we'll be announcing details of the next event soon.

Sometimes the best growth happens when we stop pretending we have all the answers and start having real conversations about the questions that keep us up at night.

Remember this ... AI is no longer optional, it’s the new baseline for competitive business performance.

#ScaleYourGame #AILeadership #BusinessOwners #RealConversations #London

Baiju Solanki

🔥 I help CEOs build leadership teams that scale with AI, not get replaced by it | Performance Psychologist & Professional Speaker | 4x Published Author | 2x Founder

So excited to have this published my new book Humanity's Edge


Why did I write this book?

I saw what was coming with AI.

I'm sure you'll agree it's exceeded all our expectations in terms of how it's impacted every area of our lives.

Now when you look at social media feeds and YouTube, you can't escape the power of it.

Here's the thing the one thing we cannot underestimate is the power and the edge that we have as humans.

What that entails. 
How we lead. 
How we hold ourselves and others accountable in order to achieve what we want in life.

That's the one thing we cannot forget.

AI, when used in the right way, can enhance our productivity, enhance our effectiveness, enhance our efficiency but it does not ever. ever, ever replace us.

Humanity's Edge is all about that.

If you agree, I'd love to hear from you in the comments.

That's why I wrote this book.

#HumanitysEdge #Leadership #AI 

Huge thanks for Daniel Priestley, Piers Linney MBE, Tj Power, Bianca Errigo, Ben Wathen, Simon Alexander Ong, Tre Lowe, Robin Waite, Jamie Lewis, Nathan Ott, Thomas Power, Jatin Ondhia, Lucy McCarraher MBE, Aftab ‘Af’ Malhotra, Paul Harvey, Chris Caffrey, Vijay Parikh, Ketan Makwana, Kalpesh Patel, Abby Anderson, Duncan Gledhill, Chris Ducker, Charles Maloney, Nigel Risner Chief Zoo Keeper, Michelle Reynolds & Andy Lopata FLPI FPSA PSAE for the endorsements.

The highest level of success you can achieve as a leader has nothing to do with your own accomplishments. 


It’s about the team around you and the legacy you leave.

When I work with leadership teams, I focus on collective excellence.
That is, a level of performance well beyond the sum of each individual’s potential. 

To get there, I break things down into 5 levels of work.

Every CEO and their team has to progress through the 5 levels for the team to reap the benefits as a collective. 

Without help, most teams stay stuck at Level 2, which is the most dangerous place to be.

Can you pin-point where you and your team are right now? 

🔥 Level 1: Awareness

You begin to see the subconscious patterns driving your behaviour, and your results. 

🔥 Level 2: Control

You learn to regulate your emotions and act in accordance to your goals.

🔥 Level 3: Individual Identity

You embody what it means to be a leader, so leadership no longer feels forced.

This internal conviction encourages those around you to rise to your standards.

🔥 Level 4: Team Mastery

You empower your team to step into their leadership identity, building a culture where everyone rises to their highest potential. 

The performance of your team no longer rests on your shoulders, but is spread evenly across each team member.

🔥 Level 5: Flow

You and your team build the architecture required so that excellence is automatic. 

The team generates better insights than any individual could on their own, and the standards persist, regardless of who comes and goes.

As a good leader, your goal should always be to reach the flow state.

You want to build the structure and systems so that your team, and every team that succeeds you, can be great. 

This is what impact and legacy is about.

And in the age of AI, this distinction is more important than ever,  because teams that adopt AI successfully aren’t the most technical, but the most mature. 

They adapt quickly, hold high standards, and don’t drop them under pressure. 

—-----------------------------------------------------------------------------
Interested to learn what Level 5 Mastery could look like for your team? 

I help CEOs and their leadership teams scale business performance in the age of AI, by mastering accountability, decision discipline, and collective standards. 
 
Through my Scale Your Game Leadership Program, we’ll build the kind of leadership architecture that sustains excellence, despite any disruption. 

Start with this FREE Leadership Assessment to see what level your team is at right now, and how I can get you to Level 5: https://lnkd.in/ez4RZEbc

AI will never move this slowly again. The question is how you respond.



Technology shifts always bring gain and risk. 

The internet did. 
Social media did. 
AI does. 

The difference is speed and scale. You feel it in your work, your decisions, your future.

This event focuses on three things.

• How to use AI in your business with clear purpose
• How to stay ethical and secure as technology accelerates
• How to lead yourself and others in a fast changing world

If you feel overwhelmed, uncertain, or behind, get informed and take control.

Join me and Sunny Vara and Sachin Parmar MIH on  Thursday 5th March in London. 

Scale Your Game sponsored by Cybercy Group will help you navigate the impact of AI in your life and business 

Limited tickets available here 👉🏽 www.ScaleYourGame.com

The question isn’t if AI is going to take your job.


It’s when AI will take your job or at least, the current roles you perform

But the strongest leaders aren’t worried about that.
Because they are confident in their ability to rise to the next level of performance that allows them to work with AI, rather than be replaced by it.

For example, when calculators became mainstream, people thought accounting jobs would disappear.

Instead, manual arithmetic became irrelevant,  and accountants shifted their focus to higher-level financial judgement and advisory.

Calculators didn’t replace accountants, they elevated how much they could do. 

As a professional development psychologist, I’ve spent years analysing exactly what differentiates leaders who become redundant when new technology emerges, vs those that evolve with it, adopting it to scale business performance. 

Surprisingly, the skills you need to succeed with AI aren’t all that different from what’s required to be a good leader.

🔥 Self-awareness.
🔥 Emotional control under pressure. 
🔥 Accountability.
🔥 Ownership.
🔥 Effective Decision-Making. 
🔥 The ability to influence others to live up and beyond their potential too. 

And this is exactly the premise I built my Scale Your Game Leadership Program on. 

Through this intensive, high-touch program,  I work with you and your leadership team to develop the leadership skills that allow you to be READY to adapt and grow with whatever new technology comes out now or in the future. 

The program features group workshops, 1-on-1 feedback sessions, and structured environmental challenges. 

By the end of the program, your leadership team will:
✅ Take ownership without deflection
✅ Make faster, higher-quality decisions
✅ Communicate with clarity and alignment
✅ Operate with standards that sustain performance under pressure
✅ Use AI to accelerate growth, not scramble to keep up 


Interested in learning more? 

Start with this FREE Leadership Assessment to see how your leadership team performs right now, and how much AI is going to disrupt your model:  https://lnkd.in/eNnqjSnG

Every business is now a media company.



If you run a business, you are in the business of attention.
If you do not communicate, you do not exist.

AI has lowered the barrier to entry.

• You can build websites in minutes
• You can generate assets in hours, not months
• You can distribute content at scale
• You can test ideas faster than ever

The gap is widening.

You will either be a creator or a consumer.

Creators attract.
Consumers scroll.

AI will exaggerate that difference.

This is not about hype.
It is about responsibility.

You need to:

• Understand the tools
• Ask better questions
• Think critically
• Protect your data
• Lead with intent

On 5th March at Scale Your Game, we are covering:

• Practical AI implementation
• The mindset shift required
• Security and risk awareness
• How to stay human in an AI world
• How to connect with other founders who are adapting

We do not know everything. No one does.
We aim to stay informed and make better decisions.

If you are building something, you need to be in the room.

Creator or consumer.
The choice is yours.

A few tickets remain.
Check out www.ScaleYourGame.com

Uncertainty is loud right now. 

Conflict. 
Mixed reports. 
Real fear for people on the ground, and for anyone with family and friends nearby.

You cannot control the headlines. 
You can control your next move.

This week, focus on three things.
Your nervous system.
Your information.
Your people.

When you feel informed, you feel steadier.
When you feel steadier, you make better decisions.
When you make better decisions, you lead better at home and at work.

On Thursday I am hosting Scale Your Game with Sunny Vara & Sachin Parmar MIH

We will cover how to show up as a human, how to use AI with intent, and how to stay secure.

If you are a founder or business owner and you want the details 

DM me and I will send them over - https://ScaleYourGame.com

Look after yourself. Then you can look after others.

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Luke Duggan

Baiju Solanki 🔥 Keynote Speaker, MC, Accountability Coach

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The Battle

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Baiju Solanki 🔥 Keynote Speaker, MC, Accountability Coach

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