#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 #1 Career Coach Worldwide | 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%  
✓ 220M+ content views helping job seekers  
✓ Featured in Forbes, Fast Company, Business Insider  
✓ Built my own 7-figure business using these exact strategies  

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

The best career advice President Obama ever gave?

“Just learn how to get things done.”

Not “be the smartest in the room.”
Not “get another certification.”
Not “grind 80-hour weeks.”

Just get things done.

It sounds obvious.
But it’s rare.

Most people:
→ Overthink
→ Over-plan
→ Wait for permission
→ Get stuck in “polish mode”
→ Confuse motion with progress

And while they’re spinning, someone else executes.

That’s who moves up.
That’s who earns trust.
That’s who gets remembered.

Getting things done isn’t about being a robot.

It’s about being reliable.
It’s about following through.
It’s about making things happen.

Because perfection doesn’t build careers.
Progress does.

If you want to lead at any level…

Start with action.
Stay consistent.
Ship the work.

Be known as the person who gets it done.

The rest will follow.

Agree? disagree? 
Drop it in the comments below. 

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

(Video from LinkedIn News)

#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.

I see people spend 20 hours perfecting their resume.

Then blow the interview in 20 seconds.

After coaching 300+ 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 2025 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.

That's exactly what we do in my Career Leap program.

I'm taking on 5 people this month who are serious about landing $200K-$500K roles using AI-driven prep that actually works.

If that's you: https://lnkd.in/gCKpEsYg

Googling the company name isn’t enough anymore.

Here’s how the candidates who get offers prepare.

Having coached 100s of people into $200k–$500k jobs, 
I see a pattern.

Some clients show up knowing basic facts about their 
target company.

Others understand the business like they’ve been 
working there for years.

It’s the latter who usually receives the offer. 

They do it by researching at 3 levels:

1. BEGINNER RESEARCH
- Company wins and growth moments
- Leadership team backgrounds and styles
- Product demos to see what they actually do
- Recent news to know what's happening

2. INTERMEDIATE RESEARCH
- Money trends from earnings reports
- Employee chats through LinkedIn messages
- Customer reviews to understand reputation
- Culture insights from Glassdoor

3. ADVANCED RESEARCH
- Competitors and where they struggle
- Partnerships and what they mean
- Industry problems they're likely discussing
- Executive interviews about future plans

Why spend the time? 

To stand out, you can’t just answer questions well.

You have to ask better questions.

Discuss challenges like an insider.

Sound confident because you understand the business.

This preparation may take hours.

But it's what separates a "good candidate" from a 
"must-have hire."

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

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.

Reshare ♻️ to help someone avoid leaving money on the table.
Follow me for proven scripts, templates, and negotiation strategies.

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

You're one interview away from changing your life.

But here's what nobody tells you about landing
a great job:

It's not about having all the right experience.
It's about telling the right story.

I just watched a client (who was laid off) beat out
7 other candidates for a $300k role.

His secret?

He had answers that made the hiring manager
lean in and say “tell me more.”

Today, I’m giving you those exact
kinds of answers. For free.

After helping 300+ professionals land roles
they love (many with 40%-80% salary jumps)...

I’ve decoded what separates forgettable candidates
from unforgettable ones.

The truth is:
You already have what it takes.
You just need to package it right.

Companies aren’t looking for perfection.

They're looking for someone who can articulate
their value with confidence and clarity.

That someone can be you.
Starting today.

📌 P.S. I’m opening a few December spots for professionals who want to land a stronger role in early 2026. If you’re aiming for a $200K–$500K role and want support, fill out the short form in my Featured section. If it’s a fit, we’ll talk.

33 Tough Job Interview_Questions (With A Answers) 

I stopped asking “What’s the culture like?” in job interviews.

Not because culture doesn’t matter.
It determines everything — your growth, confidence, stress, performance, and well-being.

I stopped asking it because it never reveals the truth.

Ask any hiring manager and you’ll hear the same three lines:

“Collaborative.”
“Innovative.”
“Like family.”

Vague. Rehearsed. Meaningless.

If you want real insight, you need questions that force specifics — not slogans.
Questions that uncover actual behavior, not branding.

Here are 12 that expose what it’s really like to work somewhere:

“What surprised new hires in their first 3 months?”
 ↳ Hesitation or generic answers = hidden chaos.

“Can you give me an example of someone who grew here?”
 ↳ They should name names, not speak in theory.

“What employee feedback turned into real changes?”
 ↳ No examples means your voice won’t matter.

“How are achievements celebrated here?”
 ↳ Only sales wins = limited recognition.

“How does the team encourage different viewpoints?”
 ↳ Buzzwords without action = fake inclusivity.

“What does professional development look like in practice?”
 ↳ Ask for budgets and examples, not promises.

“How does information flow between leadership and teams?”
 ↳ One-way communication kills trust.

“When did your values guide a tough decision?”
 ↳ If they can’t recall one, the values don’t matter.

“What’s changed since you started working here?”
 ↳ No change = stagnation.

“How can I understand how people think here?”
 ↳ Being caught off guard = culture isn’t intentional.

“What happens when someone makes a mistake?”
 ↳ Fear-based answers reveal toxicity instantly.

“What would your team say about you?”
 ↳ Discomfort here is a major red flag.

The best companies don’t have perfect answers.
But they do have leaders who:

- Lean forward when you ask
- Share specifics, not slogans
- Name real people and real examples
- Admit where they’re improving
- Aren’t threatened by honest conversations

The worst companies?

They hide behind mission statements.
They dodge specifics.
They get defensive.
They try to sound “fine.”

Remember: You’re not just interviewing for a job.
You’re interviewing for the next 2,000 hours of your life.

Ask the questions most people are too afraid to ask.
You deserve real answers.

What question would you add?

–

📌 P.S. If you’re interviewing right now and want help landing a better role and a healthier team environment, my Job Search Accelerator walks you through the exact system my clients use to get more interviews, evaluate companies clearly, and secure stronger offers.

If you want support, fill this out before we talk → https://lnkd.in/gHdjzb4d

6-figure offers don't go to the best candidates.

They go to the ones who follow a system, not luck.

Applying to jobs feels like shouting into a void.
Recruiters get 250+ applications for every role.

Your resume has 6 seconds to make an impact.
But there's a better way to stand out.

After helping 300+ professionals land amazing roles, 
I've noticed a pattern:

The most successful job seekers aren't 
using the same LinkedIn as everyone else.

They're using these 5 proven hacks that most people miss:

1️⃣ Your profile is your sales page, not your resume

Headline: Role + industry Focus + your Impact
About: Tell us who you are, what you do, why it matters
Featured: Showcase wins with real evidence

2️⃣ One good comment can outperform ten average posts

Comment on executives' content (they notice)
Add genuine insight to show your credibility.
Ask a thoughtful question to build a relationship

3️⃣ Consistency beats viral content every time

LinkedIn rewards weekly posters with 5X more 
profile views and 7X more connections. 

Your formula:

Start with a valuable insight
Add a quick personal example
End with a simple call-to-action

4️⃣ The DM template that gets 50%+ response rates:

"Hey [Name], I saw your post on [topic]. 
Really resonated with your take. 
I've worked on something similar, 
curious how your team is approaching [X] right now?"

5️⃣ The hidden "Open to Work" hack

Set your status to "Recruiters Only" - 
you'll get the algorithm boost 
without broadcasting to your network.

The job market has SERIOUSLY changed.
97% of recruiters find talent on LinkedIn, not job boards.

Most still apply the old way and remain invisible.
While others wait for luck to strike, you need to be creating your own opportunities.

These 5 hacks are your system for standing out.
→ Your strategy beats talent every time.

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

This right here is why I tell my coaching clients to spend as much time interviewing the manager as they do interviewing for the role.

The quality of your manager directly impacts your growth trajectory.

In my career, I've seen all three types:

1. Bad bosses who held me back, refusing to acknowledge my potential.

2. Good bosses who helped me grow within their organization, creating paths for me to learn new skills.

3. And great bosses who supported me even when my growth meant moving on. One even helped me network for my next role because she knew it was the right step for me.

When interviewing, ask these revealing questions:

↳ "How many people on your team have been promoted in the last year?"
↳ "Can you share an example of someone who left your team for a better opportunity?"
↳ "What's your philosophy on developing people who might eventually outgrow their roles?"

Their answers will tell you everything.

Remember: You're not just choosing a job, you're choosing a boss who will either accelerate or stall your career.

Who's had a great boss who encouraged their growth, even when it meant leaving?

——

Reshare ♻️ if you've been fortunate enough to work for a leader like this.
And follow me for more career advice like this.

Your next job isn't coming from your best friend.

It's coming from that person you barely know.

LinkedIn did a massive study with 20 million users to test this theory.

What it revealed:

↳ You're 2x more likely to land a job through weak connections vs. strong ones.

↳ Weak ties = people you aren't close with (e.g. former colleagues, acquaintances)

↳ LinkedIn's definition of a weak tie: less than 10 mutual connections

Why weak ties are powerful:

- Access to new information
- Connections to new people
- Exposure to fresh opportunities

Strong ties play in the same circles you do, limiting access to new opportunities. 

Your action plan this week:
Reach out to 3 people you don't know well or haven't spoken to in years.

Your next big opportunity might be just one weak connection away.

---

♻ Repost to help your network with their job search.
And follow me for more posts like this.

Shelley Piedmont, SPHR, SHRM-SCP

You've spent years building real expertise. You've solved many problems and delivered great results. But when it comes time to talk about what you do, whether you're considering a career change or sitting in an interview, you can't quite put your finger on what makes you valuable. You know you're good at what you do, but you can't clearly explain why or how that matters to someone else.You're struggling because you've never stepped back to truly understand what your experience adds up to and how to talk about it in a way that makes sense to someone else.I was a recruiter for 20 years, which means I've interviewed thousands of leaders. I've also coached 400+ mid-career professionals through career transitions and interview prep.What I've learned is this: most people know what they're good at. They don't know how to talk about it.I work with people in two situations:1) You're thinking about a career change.You know you need something different, but you're stuck. You're worried your experience won't translate. You're scared of starting over or taking a pay cut. You don't know how to explore options without blowing up your current stability.I help you figure out what actually makes sense for you, then show you how to talk about your background so it sounds like an asset, not a liability.2) You have interviews coming up, and you're not readyWhen you try to explain what you do, it either comes out as a rambling career history or three vague sentences. You leave interviews kicking yourself because you forgot to mention half your accomplishments.I teach you how to tell your story in a way that's clear, confident, and actually lands. The organization has a strategy; you should, too.Here's what's different about working with me:I've been on the other side of the table. I know what hiring managers are actually listening for. I know why some answers work and others fall flat.For example, everyone says they're a "strategic thinker," but almost no one shows how they think strategically or what results that thinking produces. That's the difference between an answer that sounds good and one that gets you hired."I was feeling very lost when we started. Shelley helped me organize my plan, understand my strengths, and put an actionable plan together. I now feel ready to move forward with purpose.""Shelley gave me different ways of looking at how I answer interview questions, which will help tremendously."Book a free consultation, and I'll show you what's getting lost in translation. Check out the link in my contact information.

Interview the Right Way Coach

Shelley Piedmont

A post this week claimed job seekers shouldn't be nervous in interviews. It got 279 comments, and many people pushed back hard.


What was the disconnect? The poster didn't account for what people are actually living through right now.

This was the reality from the comments:
—Single parents with rent due and Christmas approaching
—Professionals unemployed for 6+ months and behind on their mortgage
—Experienced workers over 50 constantly battling ageism 
—Talented people building portfolios at night, researching companies thoroughly, doing everything "right," but still getting ghosted

These people do not lack preparation or confidence. It's about a market that's crushing people, good people.

I'll be honest: I still get nervous in interviews.

My last interview was for an internal promotion. People who already knew my capabilities. Panel format, probing questions about my thinking and past decisions. I could feel my heart beating faster.

I acknowledged it. Did deep breathing and pushed through. I got the job. 

But those nerves were real, and I make no apology for them.

Here's what I've learned: Acknowledging nerves and pushing through is completely different from pretending they shouldn't exist in the first place.
Nerves don't mean you're unqualified. Often, they mean you care deeply about the opportunity and understand what's at stake.

The problem, as I see it, isn't nervous candidates: 

It's interview processes designed to intimidate rather than get to know you. It's interviewers who can't see talent past a few moments of anxiety. 
It's a market that treats people like cogs in a machine.

For hiring managers: You've felt nerves in the past (don't lie). Why are you creating a process so intimidating, then?

For job seekers: What's one thing that's helped you show up fully despite the nerves?

This market is testing everyone. Let's be real about it.

-----
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Shelley Piedmont🧭

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

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