#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —> 300+ placed at top companies.

Ranked The Top Career Coach Worldwide On LinkedIn | Helping Senior ICs & People Leaders Land $200K-$500K Dream Jobs

Ready to grow your salary and land a role you actually love?

I've helped over 300 professionals break through salary ceilings and land life-changing positions at Google, OpenAI, Microsoft, LinkedIn, Apple, Nvidia, Amazon, and other top companies.

Here's what makes my approach different:

Most job seekers waste months applying to hundreds of jobs with no results. My clients land multiple offers in 6-12 weeks using "The Simple Success Method" - my distilled 5-step system that focuses only on what gets you hired. After 300+ successful placements, I've learned that executive-level results come from doing the RIGHT 5 things perfectly, not overwhelming yourself with complicated processes.

My track record speaks for itself:
✓ 300+ clients placed at dream companies  
✓ Average salary increase: 40-80%  
✓ 300M+ content views helping job seekers  
✓ Featured in Forbes, Fast Company, Business Insider  
✓ Built my own 7-figure business using these exact strategies
✓ Ranked the top job search coach on LinkedIn (#1 in the U.S. and Worldwide by Favikon)  

What you get in Career Leap:
→ The Simple Success Method™ (my battle-tested 5-step system)  
→ 1:1 coaching sessions with me personally  
→ Exclusive access to proprietary AI job search tool  
→ Group coaching with other high-performers  
→ Private community of ambitious professionals  
→ Complete confidentiality throughout your search  

This isn't for everyone. I only work with senior-level individual contributors and people leaders who are serious about making a major career move and ready to invest in themselves.

My guarantee: If you don't land a $200K-$500K role within 90 days, we'll keep working with you until you do. That's how confident I am in this system.

More about me: Currently living in Chicago. I worked at LinkedIn for 4 years helping Fortune 500 companies hire top talent, then founded my own 7-figure recruiting start-up. Now I use that complete 360° perspective - platform insider knowledge + hiring expertise + entrepreneurial success - to help people land jobs they actually love.

Ready to transform your career?
  
Send me a DM with "CAREER LEAP" or book a free job search strategy call: https://lwspuk8wil4.typeform.com/to/LeHkspKC

P.S. - Spots are limited. I only take on a select group of professionals each month to ensure everyone gets the attention they deserve.

Reno Perry

Before you say yes to the job offer... 

9 real signs a company values their people:

↳ Transparency in Action
• Regular town halls with honest financial updates
• Clear communication about company direction
• Open discussions about challenges and wins

↳ Feedback That Creates Change
• Employee suggestions become actual policies
• Regular pulse surveys with published results
• Visible improvements based on team input

↳ Recognition That Matters
• Spot bonuses for exceptional work
• Public acknowledgment of contributions
• Peer recognition programs that work

↳ Market-Leading Compensation
• Regular market adjustments without asking
• Equity at all levels
• Benefits that actually support life needs

↳ Real Growth Investment
• Dedicated L&D budgets
• Clear promotion paths
• Internal mobility programs that work

↳ Work-Life Integration
• Unlimited PTO with minimum requirements
• Mental health support
• No-meeting days

↳ True Inclusive Culture
• ERGs with executive sponsors
• Pay equity audits
• Diverse leadership at all levels

↳ Accessible Leadership
• Skip-level meetings
• Open office hours
• Transparent decision-making

↳ Trust & Autonomy
• Freedom to experiment
• Budget authority
• Flexible work arrangements

The difference? These aren't just policies.
They're actions I've seen work.

What would you add to this list?

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —​> 300+ placed at top companies.

73% of employers expect you to negotiate.
55% of professionals don’t.

That’s a costly silence.

Negotiation isn’t about being difficult.

It’s about showing up prepared and knowing your value.

Here's how to do it right:

1. Research what’s fair
↳ Know the going rate for your role and level.

2. Know your impact
↳ Have proof of what you’ve led, built, or improved.

3. Define your range
↳ Set your target and your bottom line.

4. Look beyond salary
↳ Include PTO, bonuses, equity, flexibility.

5. Practice out loud
↳ Once is better than never. Confidence shows.

Common missteps to avoid:

🚫 Accepting an offer on the spot
🚫 Leading with your lowest number
🚫 Ignoring the full compensation picture

Smarter ways to respond:

🗨 “Based on what I bring, let's revisit the package.”
🗨 “What flexibility is there in total compensation?”
🗨 “Thanks. Can I take some time to review this?”

Coaching 100s of people into roles they actually love 
has taught me: 

You don’t get what you deserve.
You get what you negotiate.

Your new boss is expecting it.
You just have to be ready.

🔖 Save this for when the offer comes in.
📤 Send it to someone who’s due for a raise.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

(73%, 55% Stat Source: CareerBuilder)

You don’t get what you deserve.
You get what you negotiate.
And most people negotiate poorly.

Staying silent can cost you up to $1.5 million over your career.

After coaching hundreds of professionals into $200k+ roles, here’s what I’ve learned:

Most people don’t get underpaid because they lack experience.
They get underpaid because they use language that weakens their leverage.

One weak phrase can cost you $50k+ instantly…and that compounds over time.

❌ Lower raises
❌ Smaller bonuses
❌ Less equity

Your negotiation language sets the baseline for everything that follows.

If you catch yourself saying things like “I’m flexible on compensation,” stop right there.

Here are 3 powerful phrase swaps that changed the game for my clients:

❌ Never: “I just really need this job.”
✅ Instead: “I’m excited about the opportunity and want to ensure compensation aligns with the value I bring.”

❌ Never: “I’m currently making X at my job.”
✅ Instead: “Based on market data for similar roles, I’m seeing a range of X–Y. How does that align with your budget?”

❌ Never: “I’d be willing to take less to get started.”
✅ Instead: “I’m very interested in this position and would like to work together to finalize the compensation.”

See the difference?

You’re not being difficult.
You’re being clear.

You’re not demanding more.
You’re defining your worth.

Weak phrases cost you for decades.
Strong language changes everything.

($1.5M stat source: Forbes & Business Insider)

📌 Negotiation is just one piece of the bigger picture. Inside my Career Leap Accelerator, I help sr. level ICs and people leaders position themselves for high-level roles and navigate interviews, offers, and comp strategically. 

If you’re targeting a $200K+ role and want support at that level, fill out the short form in my Featured section and, if it’s a fit, we can talk.

I see people spend 20 hours perfecting their resume.

Then blow the interview in 20 seconds.

After coaching hundreds of professionals into $200K+ roles, I've seen the same pattern:

They know WHAT to say.
They don't know HOW to say it.

Here's the truth:
AI is a huge advantage for jobseekers.
It's replacing outdated interview prep.
Making it way better.

The people landing dream roles aren't smarter.
They're using AI to practice scenarios you'll actually face.

Take this prompt that helped a client land a VP role at Microsoft:

"My potential weakness is [X]. Create an authentic response that shows self-awareness, growth mindset, and proactive improvement. Include specific actions I've taken."

Or this one that generated a $40K higher offer:

"I'm interviewing for [role] at [company]. Market rate is $[X]. Generate 3 counter-offer data points and negotiation phrases that maintain the relationship while maximizing value."

These aren't generic templates.
They're precision tools for high-stakes conversations.

While others memorize canned answers, you're building dynamic responses.

While they hope for easy questions, you're ready for curveballs.

While they accept first offers, you're negotiating with data.

The gap between good and great isn't talent.
It's preparation.

And preparation is now 10x easier with AI.

Your competition is still using 2010 strategies for 2026 opportunities.

That's your advantage.

Every interview has predictable moments:
• The weakness question
• The salary discussion  
• The "why should we hire you"
• The cultural fit probe

Master these moments and you'll dramatically increase your chances of landing the offer.

Doing well in interviews isn’t about memorizing answers.
It’s about preparing for the moments that actually decide offers.

That’s the work we do inside my Career Leap Job Search Accelerator.
I work with a handful of professionals each month who are targeting $200K–$500K roles and want to prepare at a higher level.

If that sounds like you, fill out the short form in the featured section of my profile to book a strategy call to learn more.

I can tell when someone's networking out of desperation.

So can everyone else.

Here's the pattern I see after coaching 300+ people:

Most people only reach out when they need something.

They lead with what they want, not what they offer.

They disappear the second they land a role.

Then 24 months later? They're back. And it's obvious.

Look - if you need a job right now, you still need to network. I get it.

But HOW you do it makes all the difference.

The people landing $200K+ roles (even when they're actively searching)?

They network differently.

They still give value even while asking for help.

They're genuinely curious about the other person.

They build real relationships, not transactional connections.

Things like:
→ Targeting weak ties (research shows 70% of jobs come through loose connections)
→ Asking for advice instead of "are you hiring?" (opens way more doors)
→ Mastering the 30-minute coffee chat framework that feels like a conversation, not an interview

I put together 10 specific strategies in the graphic below 👇

Whether you're happily employed or actively searching, these work.

The difference is: one group builds relationships as insurance. The other builds them as lifelines.

Both work. One's just a lot less stressful.

Start today: Pick 3 people you haven't talked to in 6+ months and send them something useful.

An article. A congrats on a win. A simple "thinking of you.”

No ask. Just value. 

That's how you build a network that's there when you actually need it.

📌 P.S. This is exactly the kind of strategic networking I help clients build inside my Job Search Accelerator. We focus on outreach that compounds over time and leads to senior-level opportunities.

If you’re targeting a $200K–$500K role and want to approach your job search more intentionally, fill out the short form in my Featured section and if it’s a fit, we’ll talk.

Most candidates lose interviews even when their answers are “right.”

Here’s why.

Good candidates just answer questions.

The ones who get hired answer what's really being asked.

Coaching 100s of professionals into roles they love has taught me:

Every interview question has a hidden concern behind it.

Here's how to translate the questions into what they actually want to know:

❌ "Tell me about yourself."
✅ Can you connect your story to this role?

❌ "Why should we hire you?"
✅ What makes you stand out from everyone else?

❌ "Why are you leaving your current role?"
✅ Are you moving toward growth, or running from problems?

❌ "What's your greatest weakness?"
✅ Do you know your gaps and are you actively improving?

❌ "Tell me about a challenge you faced."
✅ Will you fix problems or just complain?

❌ "How do you handle pressure?"
✅ Will you deliver or fall apart when things get crazy?

❌ "Where do you see yourself in 5 years?"
✅ Will you stick around if we invest in you?

❌ "What are your salary expectations?"
✅ Are we aligned on compensation?

❌ "Do you have any questions for us?"
✅ Did you research us, or could we be any company?

❌ "We'll be in touch."
✅ I haven't decided. Your follow-up could tip the scale.

And remember:
Great interviews aren't about giving perfect answers.

They're about showing you understand what really matters to them.

If you can hear the concern behind the question and speak to that....

You'll stop sounding like every other candidate.

And start sounding like the only candidate.

📌 P.S. Interview prep isn’t about memorizing answers. It’s about knowing how to think in the room. If you want support building that skill and targeting higher-level roles, check the Featured section of my profile for details on how I work with clients.

 What_Hiring_Managers_(Actually)_Mean

Wise words for those considering a change.

I took a pay cut to move into a new industry.

The result?

12 months later I 3x'd my previous salary.

4 years later, another 2x increase.

Worked for world-changing companies.

Met smart, incredible friends, mentors, colleagues.

Gained skills to start my own business and help others with their careers.

It was scary at first but it was an intelligent risk that paid off.

That was my choice but there are no "right" career paths.

What’s important is you do what’s best for you. 

Some questions to think about if you’re considering a change:

↳ What drives you? Are you chasing it in your current job?

↳ Long-term goals vs. current path - do they match up?

↳ Are you ready to leave your comfort zone for something new?

↳ How would you feel looking back in 5 years if you stayed in your current role versus making a change? What regrets might you have either way?

↳ What skills and experiences from your current role could transfer to your target industry in unexpected ways?

Whatever you decide...

Just make sure you're running your own race.

Not someone else's.

🏃

I’ve had jobs that look great on paper but still felt like I was in the wrong role. 

The smartest career move you can make this year?

Aligning your ambition with your energy.

If you're crushing goals but feeling completely off-track, you're not broken.

You're just misaligned.

I see this all the time with people “doing well”

Great title. Good money. Totally drained.

They think they need to blow up their career and start over.

But that's not it.

You don't need a career overhaul. You need realignment.

There's a Japanese concept called Ikigai - it means "reason for being."

It's basically the intersection of what you're great at, what energizes you, what pays well, and what fits your life.

I've adapted it into a career framework I use with clients to find that sweet spot.

It's four overlapping questions:

→ What are you trusted to deliver? (Your zone of mastery)
→ What would you do even if it didn't pay? (What drives you)
→ What's actually in demand? (Market reality)
→ What fits your life right now? (Not just your ambition)

The magic happens at the intersection.

That's where you get focus, clarity, and motivation without burning out.

I broke down the full framework in the graphic below 👇

Look at it. See where you're strong. Notice where you're missing.

That gap? That's what's making you feel off.

—

P.S. This kind of clarity work is what we do with clients inside my Job Search Accelerator. I help professionals align their skills, ambition, and energy so their next role actually compounds their career. 

If you want to explore working together, you can apply and book a strategy call here: https://lnkd.in/gCKpEsYg

ADHD Career Coach | Founder of Momentum — the 8-week coaching program built to get ADHD brains off the overthinking line and into a rhythm of task execution (even on low-energy days)

If you're like most senior leaders I work with, you're not stuck because you lack experience, but because locking into your next move feels impossibly heavy.

I know that feeling well.

For years, I could lead teams, close deals, and make high-stakes decisions without blinking.

But when it came to my own next step?

– Everything blurred.
– The options multiplied.
– The second-guessing crept in.

And the longer I sat with it, the harder it got to move at all.

You can probably relate:

– You can see multiple lanes.
– You can imagine yourself in all of them.
– You can talk yourself into each one if you're not careful.

But eventually, the weight of all those possibilities starts to work against you.

➝ Your story doesn't point anywhere.
➝ Your positioning feels scattered.
➝ Your confidence nosedives.

And you start asking the real question:

"𝗪𝗵𝗮𝘁 𝗽𝗮𝘁𝗵 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗺𝗮𝗸𝗲𝘀 𝘀𝗲𝗻𝘀𝗲 𝗳𝗼𝗿 𝗺𝗲 𝗻𝗼𝘄?"

Most people assume it's a motivation problem.

It's not.

𝗜𝘁'𝘀 𝗮 𝗵𝗲𝗱𝗴𝗶𝗻𝗴 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

Because when you're keeping too many options open, nothing really lands.

Once you stop hedging and lock into one clear lane, 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗱𝗼𝘄𝗻𝘀𝘁𝗿𝗲𝗮𝗺 𝘀𝘁𝗲𝗮𝗱𝗶𝗲𝘀:

➝ Your direction locks in. 
➝ Your positioning becomes clear. 
➝ Your visibility grows in the right spaces. 
➝ Your authority increases with the people who matter.

Small wins start stacking again.

Movement feels normal.

Confidence comes back online.

𝗧𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝗜 𝗱𝗼.

Through 𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺 — my 8-week 1:1 career accelerator — I help leaders in transition stop hedging, lock into one clear path, and build visibility and authority where it actually matters.

Here's what you get:

– A structure for clarity, positioning, visibility, and authority
– The accountability and scaffolding that keep you steady
– 1:1 support to reduce friction instead of adding pressure
– A 2nd brain to guide the work between calls (Persona™)

By the time the conversations start, people already understand who you are, what you bring, and where you fit.

And once you lock in?

Momentum becomes the norm.

📩 𝗗𝗠 𝗺𝗲 "𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺" 𝗶𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝘀𝘁𝗼𝗽 𝗵𝗲𝗱𝗴𝗶𝗻𝗴 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁 𝗺𝗼𝘃𝗶𝗻𝗴 𝗳𝗼𝗿𝘄𝗮𝗿𝗱.

David Hannan

I keep coming back to this photo.

I almost didn't take it.

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

I was 48 when I became a dad.

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

People didn't say it outright.

They rarely do, but the message was there:

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

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

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

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

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

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

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

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

Translation: ageism in disguise.

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

That same stretch of life is often when things click.

That was true for me.

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

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

It forced me to strip away the noise.

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

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

We're sold a neat timeline:

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

Real life doesn't follow that script.

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

I turn 54 next month.

I don't feel late.
I feel settled.

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

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

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

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

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

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

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

Her resume and LinkedIn profile told two different stories.

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

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

So what changed?

4 things:

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

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

4. Consistently posting authority-building content

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

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

Before, her job search efforts looked like this:

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

Now, her strategy looks like this:

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

See the difference?

❌ Less guesswork
✅ More intentionality

But that's not all.

We got crazy specific about her LinkedIn content:

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

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

It's like a magnet.

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

Get it wrong though?

You're left wheel-spinning.

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

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

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

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

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

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

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

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

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

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

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

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

Here’s what I know for sure:

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

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

2026 gets a cleaner version of everything.

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

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

If time off didn’t shift the direction question, it probably wasn’t ever about energy.

I keep noticing this in the first week back. 

People get a bit of distance over the holidays. 

Quieter mornings. Fewer meetings. 

Just enough space to breathe and think that once the noise drops, things will probably feel clearer.

And then you make it to Friday.

You’ve been back in it long enough to tell what actually changed and what didn’t. 

The same career question’s still there. 
The same next role that isn’t quite defined. 
The same sense that the story still isn’t clear.

Even though you really hoped it might be by now.

Nothing really shifted. 

It’s not heavier, but it’s not lighter either.

From the hiring side, this is usually the part people don’t clock straight away.

It’s rarely about motivation, or effort, or a reset.

What lingers tends to be quieter than that. 

It’s the part where what’s next still feels fuzzy, where every option can still be justified. 

Where the story sounds fine in your head but wouldn’t quite land in a real conversation yet.

That’s the stuff a few days off doesn’t touch.

I don’t think that moment gets talked about much. 

That realization in the first week, when the calendar’s filling back up but the direction still hasn’t locked.

You’re left sitting with the same unanswered question you parked a couple of weeks ago.

It tends to just sit there for a bit, whether you’re ready to deal with it or not.

Some questions just take longer than a break.

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

I was sixteen years into a recruiting career. 

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

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

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

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

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

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

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

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

I didn't do anything about it that week. 

Or the week after.

But it didn't go anywhere either.

P.S. Ever had one of those moments?

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

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

But most senior leaders act like they do.

That usually means:

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

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

That's a lot of weight. 

No wonder it feels exhausting.

Here's the reframe most leaders need:

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

The goal is just to gather information:

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

Clarity doesn't come 𝗯𝗲𝗳𝗼𝗿𝗲 you start.

It comes 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 you start.

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David Hannan

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Reno Perry's LinkedIn Performance

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