#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

My biggest hiring mistake taught me everything.

I passed on someone because they didn't fit the mold.

She had passion. 
She had drive.

But no industry experience.

So I hired the "safe" choice instead.

9 months later, they were gone. 
I was just a stepping stone. 

The person I rejected?

She's now embedded and thriving at another company. 
With no plans to move on. 

That's when it clicked:

People never forget the leader who took a chance on them.

And leaders who don't take chances?

They miss out on incredible talent.

What I’ve learned:

↳ Drive beats degrees
↳ Potential beats pedigree
↳ Character beats credentials

But most of all: 

Attitude beats everything. 

The intern we promoted over more senior candidates.
The career changer who became our top performer.
The self-taught developer who built our best systems.

They all had one thing in common:

Someone believed in them before they proved it.

Now that's how I lead.

I look for hunger, not just qualifications.
I bet on people, not just resumes.
I build futures, not just teams.

Because when you give someone their shot?

They don't just remember. They deliver.

Who's someone who gave you a shot? 

Tag them in the comments below.

I've helped 100s of candidates land 6-figure roles.

The best offers don’t always go to the best candidates.

They go to the most prepared ones.

Save this for your prep.
Share it with someone who needs a win.

12 tough interview questions with A+ answers
(from someone who’s seen what works):

1. “Tell me about yourself.”
↳ Share your value, impact, and what you’re building next.

2. “Walk me through your resume.”
↳ Show how each step made you stronger and more strategic.

3. “Why are you leaving your current role?”
↳ Don’t trash the past—focus on what’s ahead.

4. “I see a gap in your resume. Why did you take time off?”
↳ Be real. Keep it brief. Then move forward.

5. “How do you lead without authority?”
↳ Show how you align people and drive results anyway.

6. “Have you ever disagreed with your boss?”
↳ Prove your maturity: challenge with logic, solve with impact.

7. “What’s a decision you regret?”
↳ Pick one. Own it. Share what changed because of it.

8. “What’s something you’d do differently if you could?”
↳ Point to one thing that would’ve made a big difference.

9. “If I called your boss, what would they say about you?”
↳ Share real feedback that shows clarity, trust, and leadership.

10. “What’s your biggest weakness?”
↳ Be honest. Keep it small. Explain how you manage it now.

11. “What’s the biggest risk you’ve taken?”
↳ Walk through the bold move and the payoff.

12. “Tell me about a project that failed and what you did.”
↳ Own the mess. Show how you fixed it and rebuilt trust.

Great answers don’t just sound good.
They show you’re already thinking at the next level.

So if this helped you rethink how you prep...

Save it.
Remember it. 
Use it. 

Because your next big opportunity could come down
to just 1 question.

But you’d better be ready for all 12.

—

📌 P.S. Ready to land a stronger role in 2026?

I'm hosting a free masterclass where I'll walk you through exactly how senior-level candidates engineer the offers they want.

Grab your spot here: https://lnkd.in/g8fyNm7g

Your LinkedIn profile is costing you opportunities.

(And you don't even know it.)

I've reviewed 1000+ profiles.

Most make the same 7 mistakes.

The good news?

They're all fixable today.

Here's what separates profiles that get ignored
from profiles that get interviews:

1. Your Photo

Blurry selfie → Professional headshot
Dark lighting → Natural light
Busy background → Clean, simple backdrop

2. Your Headline

"Marketing Manager" → "Helping B2B SaaS Companies 
Triple Pipeline Through Data-Driven Campaigns"
Job title only → Keywords + impact + value

Try these headline formulas ↓
[Title] | [Keyword 1] | [Keyword 2] | [Keyword 3] | [Value Statement]
[Title] | [Industry/Expertise] | [Value Statement or Achievement]

3. Your About Section

Resume copy → Your actual story
Third person → First person, conversational
List of duties → Problems you solve

4. Your Skills

23 random skills → Up to 100 strategic ones
Old terminology → Current industry keywords
Set and forget → Update every quarter

5. Your Recommendations

2 generic ones → 3+ specific ones
Old colleagues → Recent success stories
Vague praise → Measurable outcomes

6. Your Custom URL

in/12345abc → in/yourname
Hidden profile → Easy to share and find

7. Your Activity

Ghost mode → Weekly engagement
Broadcasting → Conversations
Silent scrolling → Strategic commenting

The reality?

Recruiters spend 6 seconds on your profile.

Make them count.

I've helped 100s land 6-figure roles.

Every single one started here.

Your competition isn't just sleeping.
Their profiles are working 24/7.
Yours should be too.

Pick one section.
Fix it today.
Then move to the next.

Small changes. Big results.

—

📌 P.S. If you’re serious about making a move and want help positioning yourself for $200K–$500K roles, I work with a small number of clients inside my Job Search Accelerator. You can fill out the short form in my Featured section and, if it’s a fit, book a strategy call.

I stopped asking "What's the culture like?" in interviews.

Not because culture doesn't matter. It determines everything…your growth, confidence, stress, 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." And dare they say "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.

The 12 on this cheat sheet do exactly that.

Pay attention to how leaders respond, not just what they say. 

Do they lean forward or get guarded? Do they name real people and real examples or speak in theory? Do they admit where they're still improving or pretend everything is great?

Those moments tell you everything.

Because 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.

📌 Want help landing a better role and a healthier team environment? Visit the featured section on my profile to learn more and book a free strategy call.

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.

I’ve seen many get 1000+

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

After helping hundreds 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 essentials 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.
Most 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 essentials are your system for standing out in 2026.
→ Your strategy beats talent every time.

—

📌 If you're spending more time applying than positioning, then we need to fix that. Visit my Featured section to learn how my Job Search Accelerator (Career Leap) can help and book a free strategy call.

10 phrases that quietly kill interviews.

Most candidates don't realize they're saying them.

"I'm open to any role here." 
"I'm considering a career change." 
"I just really need to get back to work." 
"My greatest weakness is working too hard." 
"What's the work-life balance like?"

And it isn't just these exact phrases.

It's anything that sounds like them.

Anything that signals uncertainty, desperation, or lack of direction 
(even when that's not what you mean)

Hiring leaders at the senior level are reading between the lines on every answer.
 
One unguarded moment can quietly close a door you didn't even know was closing.

After coaching hundreds of professionals through this process, I've learned that interviews aren't lost on qualifications.

They're lost in the moments that candidates don't even know are happening.

The full cheat sheet breaks down phrases to avoid and what to say instead.

If you're a mid to senior-level professional targeting your next big move and want to know exactly how your words, positioning, and story are landing with hiring leaders, Career Leap was built for this.

Visit my featured section to apply and book a free strategy call.

Everyone's chasing the next AI productivity tool.

Meanwhile, the rules that actually work have been around for decades.

No prompts. 
No subscriptions. 
No learning curve.

Just clear frameworks built by people who figured out how to do more without burning out.

Warren Buffett built one to protect his focus. 

Cal Newport built one to protect his attention. 

Tim Ferriss built one to protect his time.

None of them needed an app to do it.

The problem most people have isn't that they lack the right tools. 

It's that they never built the right habits in the first place. 

A better app won't necessarily fix that. 
A better system will.

I put 9 of the best ones in the playbook below.

Some you've probably heard of. A few might surprise you.

But all of them work. And none of them require anything except a decision to start.

Pick the one that fits where you are right now and build from there.

The best companies don't have to beg people to stay.

I talk to hiring leaders every week.

The ones with great retention aren't doing anything complicated.

Their people feel challenged. Trusted. Recognized. Like their career is actually moving somewhere.

These are exactly the things you should be testing for in your interviews.

Most candidates never ask the right questions to find out if a company actually operates this way.

Or just says it does.

The difference between a role that energizes you and one that burns you out in 18 months usually comes down to how well you interviewed them.

Daniel Botero

On a Mission to Normalize Career Coaching! I help career coaches grow from inconsistent revenue to $10k- $80K+ months by building a high-converting offer, lead gen machine, and scalable backend...guaranteed!

I help career coaches scale to consistent $10k - $80k months with proven systems that drive consistent growth and efficiency. With over 10 years of experience, I’ve developed a results-driven framework that’s successfully transformed 85% of my clients’ practices into sustainable, 6 and 7-figure ventures.

My approach is designed for high-level coaches, recruiters, hiring managers, and industry experts who have the expertise but need structure to convert visibility into revenue. From lead generation and client acquisition to daily business operations, I provide the systems that turn views into leads, leads into clients, and clients into long-term success.

Together, we’ll establish scalable, efficient processes that replace guesswork with predictable outcomes. If you’re ready to achieve consistent growth, financial freedom, and a streamlined coaching practice, let’s connect. My mission is to empower coaches with the systems and strategies they need to thrive in a competitive market.

Here’s How We Help You Thrive:

1. Attract More Clients: Leverage proven strategies to consistently generate qualified leads and convert them into high-paying clients. No more guesswork—just results.

2. Scale Effortlessly: Build the right systems to scale your business while reclaiming your time. Imagine a coaching practice that runs smoothly, even when you’re not working.

3. Deliver Greater Impact: Increase the value you bring to clients without adding hours to your schedule. Achieve more impact, gain testimonials, and drive referrals.

Why Work with Us?

Our success stories speak for themselves. Scroll down to read client testimonials, or visit our website at https://www.opny.co/success-stories for more.

If you’re ready to grow your business or want to explore what’s possible, message me and apply for a free business audit here https://www.opny.co/linkedin-business-audit

Founder and CEO

OPNY CAREER ACADEMY
A Step By Step Guide To Graduating College With A Job

Gain Clarity
-Go from feeling lost to having clarity by completing our self-assessments that will help you create a target list of ideal companies and dream careers. 

Build Your College Strategy
-Maximize your college career by walking away from this online program with a personalized college strategy that will make you the ideal candidate.

Get Recruited Like A 5 Star Athlete
-Learn how to best market yourself to your dream employers and have them fighting for you to come work for them.

WHAT DOES THE ACADEMY INCLUDE?

25 Unique Lessons
-You will have access to all 25 lessons covering topics such as Self-Assessments, Personal Finance, Networking, LinkedIn, Resumes, Interviewing, and many more...

Weekly Live Coaching
-Every week, Daniel goes live on a private Zoom call to review that week's lessons and to answer any questions that you may have regarding your journey. 

All The Templates You Need
-We not only give you a step by step process, but we also give you access to all of the templates and examples you need to land your dream job!


For more information watch visit: opny.co

Most people think progress starts with wanting more.

It actually starts with seeing what you already have.

I talk to experienced professionals every week who tell me they're not ready.

They say they need more credentials before they can start.

More confidence before they can sell.

More proof before they can charge what they're worth.

But here's what I see:

They're sitting on 10+ years of experience that someone would pay thousands to learn.

Experience they're treating like it's worthless because it feels normal to them.

The problem isn't that they lack ambition.

It's that they can't see their own value.

They think their career is just background.
But it's actually their curriculum.

They think their mistakes are failures.
But they're lessons someone else is desperately trying to avoid.

They think their knowledge is common.
But it's specialized expertise people are searching for right now.

Gratitude doesn't mean settling for where you are.

It means recognizing the foundation you're already standing on.

When you stop chasing what you think you're missing, you can start building with what's real.

And growth gets exponentially faster when it's built on something solid.

The coaches making $10K+ months aren't the most experienced.

They're the ones who recognized their value first.

I help career coaches grow from inconsistent revenue to $10K-$80K per month by building a high-converting offer, a LinkedIn lead gen machine, and a scalable backend... guaranteed!

Most entrepreneurs obsess over growth.

But very few obsess over their mental stability the same way.

And that’s a mistake.

That’s why you see so many founders doubling down on things that look extra.

Cold plunges.
Morning routines.
Working out at 6am.

People talk about them like they’re biohacks.

Like they’re about abs or discipline.

I don’t think they are.

For entrepreneurs, they’re about mental fortitude.

Because entrepreneurship is not a straight emotional line.

One day you feel unstoppable.

Like you’re building something massive.

The next day you question everything.

It’s a constant internal swing.

And I’ll be honest with you, it might get a little easier with experience.

But it never fully goes away.

If you’re not prepared for that battle in your own head, this path will feel heavier than it needs to.

That’s why your well-being can’t be optional.

It’s not about looking fit.

It’s about being stable enough to handle the highs without ego and the lows without quitting.

So if you’re building something of your own,
treat your mental strength like a core business asset.

Because your company will only grow as strong as the mind running it.

This quote changed how I think about business growth.

Most companies are obsessed with the wrong metrics.

Revenue. Headcount. Market share.

But they're missing the most important one:

How many leaders are you creating?

Here's what I've learned:

Companies that build followers:
- Everything flows through the top
- Decisions get bottlenecked
- Growth hits a ceiling
- One person leaves, chaos follows

Companies that build leaders:
- Innovation happens everywhere
- Teams solve problems independently
- Growth becomes exponential
- The business runs without you

The math is simple:

1 leader who creates 1 follower = 2 people

1 leader who creates 1 leader = infinite potential

Because that new leader will create another leader.

And that leader will create another.

And another.

This is how Amazon scaled.

How Google innovates.

How the best companies stay ahead.

They don't just hire talent.

They multiply it.

The real question isn't "how can I control everything?"

It's:

"How can I make myself unnecessary?"

When your people can lead without you.

When they can create other leaders.

When they think like owners, not employees.

That's when you know you've built something that lasts.

Stop collecting followers.

Start creating leaders.

The future belongs to companies that multiply leadership, not hoard it.

One of the most underrated traits in life:

Being genuinely happy when someone else wins.

Not pretending.

Actually happy.

Because when you stop seeing other people’s success as a threat…

You start seeing it as proof.

Proof that it’s possible.
Proof that the path works.
Proof that your turn can come next.

Scarcity celebrates quietly.

Abundance celebrates loudly.

When was the last time you were actually present at dinner?

Not physically there. Actually present.

Your kid is talking.

Telling you about their day. About a friend. About something they're excited about.

You're nodding. Smiling. Responding.

But your mind is still in that meeting.

Still thinking about tomorrow's deadline.

Still mentally drafting that email.

You worked hard to build a stable career.

To provide. To be responsible. To give your family security.

And you did it.

But here's what no one tells you:

Stability doesn't equal control.

You can't decide to show up to the random Tuesday school event.

You can't take a morning off because your kid asked you to.

You need permission for your own time.

And don’t get me wrong, I'm not here to tell you entrepreneurship is easier.

It's absolutely not.

But at least you're building leverage.

You're creating the possibility that one day, your calendar adjusts around your family.

Not the other way around.

And no, you don't have to quit tomorrow. 

(Please don’t. Terrible mistake)

But if you want more mornings where you don't ask for permission.

You can't wait until you're burned out.

You start small.

One client. 
One system. 
One predictable stream.

And slowly, your time becomes yours again.

Unpopular opinion: Remote work is overrated.

Before you come at me, hear me out...

I run an online business.

We use Zoom and Slack.

And yes, 99% of meetings can be done remotely.

That’s not the debate.

The debate is this:

In 2026, are people really craving more efficiency?

Or are companies craving real culture?

Because efficiency is easy now.

AI, automation, and async communication are efficient.

But culture?

It’s built in the five minutes before the meeting starts.
 
The lunch after.
 
The random inside joke.

It’s built when you sit across from someone and actually feel their energy.

You see their tonality, their mannerisms, and how they react under pressure.

I’ve never met a client or partner in person and felt the relationship weaken.

It always deepens.

Start online. That’s fine.

But if you’re building something meaningful, don’t confuse efficiency with connection.

A good leader doesn’t just build a business.
 
They build people.

That means defending your team when it matters.
 
Taking the blame when things go wrong.
 
And passing the praise when things go right.

I’ve seen what happens when leaders don’t:

– Morale tanks
– Good people burn out
– Trust disappears

And suddenly, the problem isn’t the team.
 
It’s the leadership.

Your team isn’t just there to execute your vision.
 
They are the vision.

And if you’re not protecting them, supporting them, and helping them grow…
 
you’re not leading.

Great leaders don’t micromanage.
 
They don’t deflect blame.
 
They don’t hide when it gets hard.

They show up.
 
They listen.
 
They lead by example.

The way you lead shapes everything:
 
Your culture.
Your retention.
Your reputation.

So if you’re scaling, hiring, or just trying to build something that lasts…

Start with how you lead.

The business follows.

Reshare ♻️ to help others who need to hear this.
And follow me for more posts like this.

Credits to Adam for the quote!

“LinkedIn is saturated for career coaches.”

No, it isn’t.

You just don’t have a system.

Most coaches either post randomly and hope.

Or overthink and never commit.

Meanwhile, their potential clients are already on the platform scrolling, researching, and wondering who actually understands their situation.

LinkedIn still works.

But only if you build it correctly.

Here’s the structure.

1. Understand Where Demand Actually Lives

Your feed is not the market.

Your feed is made from other creators.

Your clients don’t comment much or post.

They might not even announce they’re job searching.

They observe.

Which means your job isn’t to be loud.

It’s to be clear.

2. Build Content in Sequence

Your posts should follow a pattern.

Top of funnel → Broad problems and relatable struggles.
Middle of funnel → Specific frameworks and tactical guidance.
Bottom of funnel → Proof, case studies, clear CTAs.

If you only do TOF, you attract everyone and convert no one.

If you only do MOF, no one new sees you.

If you never do BOF, momentum dies.

Every post should move someone one step closer to trust.

3. Turn Your Profile Into a Conversion Asset

When someone clicks your name, you have seconds.

Your headline should answer: 

Who do you help and what result do you create?

Your banner should reinforce the outcome.

Your About section should:
- Show you understand their problem
- Show your method
- Show proof
- Show the next step

If it reads like a resume, you lose.

If it’s vague, you lose.

If it’s unclear who it’s for, you lose.

In the carousel below, I break down a LinkedIn profile that consistently generates clients (shoutout to Adam) so you can put that knowledge into practice.

LinkedIn Page for a successful career coaching business

“Career coaches are scammers.”

Someone actually wrote that about me on LinkedIn.

They even posted a screenshot of my company and said we were helping people become scammers.

At first, I took it personally.

Not because criticism hurts.

But because the person saying it had zero context of what we actually do.

Now here’s the part I do agree with.

There’s a trust problem online.

Everyone claims to have the secret.

Everyone promises transformation.

And yes, there are bad actors.

But that’s true in every industry.

Real estate has bad agents.
Finance has bad advisors.
Fitness has bad trainers.

Career coaching is no different.

The difference is that the good ones change lives.

Especially in a moment like this.

Because information isn’t the problem anymore.

Execution is.

So no, career coaches aren’t scammers.

Like any industry, there are bad apples.

But the good ones?

They help people build better careers, better income, and better lives.

Do you agree with this? I would love to hear from you in the comments.

“Do I need a certification to be a successful career coach?”

Most people expect me to say yes, BUT…

My answer is usually, it depends.

Because it comes down to the kind of coach you want to be.

And most people don’t realize there are two different paths.

Traditional coaching certifications teach incredible skills.

How to ask powerful questions.
How to guide reflection.
How to hold space for someone going through change.

Those skills are valuable.

But they solve for a different outcome than what most career coaching clients are actually paying for.

Most clients aren’t coming to you saying:

“Help me discover myself.”

They’re saying:

“I want to land a $120k job.”
“I want to switch industries.”
“I want an offer in the next 90 days.”

That’s career strategy.

Not just coaching.

And the skill sets behind those two things are different.

Which is why I usually see two types of successful career coaches.

One focuses on facilitation, and they use coaching frameworks to guide transformation.

The other focuses on strategy.

They build systems that help people position themselves, run a job search, and land offers.

Both can work.

Both can build successful businesses.

But they’re different models.

The problem is that most coaches try to mix them without realizing it.

And that’s when things start to feel confusing.

So the real question isn’t “Do I need a certification?”

The real question is “What kind of coaching business am I actually trying to build?

Once that’s clear, everything else gets easier.

Kindergarten kids vs MBA students.

Same challenge: build the tallest spaghetti tower.

The MBAs did what you’d expect.

They planned, assigned roles, and discussed strategy.

The kindergarteners just started building.

It fell, they adjusted, and built again.

They won.

That story stuck with me.

Because for a long time, I was quietly insecure about something.

My team is in Colombia.

Mid-20s.
No Ivy League degrees.
Operating from what most people would call a third-world country.

On paper, it doesn’t look impressive.

And early on, I thought that mattered.

I thought pedigree created trust.

I thought geography signaled quality.

Then reality corrected me.

In 8 years of business, not one client has complained about the quality of our work.

Not one.

Because what we may lack in prestige, we make up for in culture.

And here’s when it really clicked for me.

My business partners started flying to Colombia.

Not out of obligation.

Out of respect.

Because once you see the standard up close, you understand it’s not about where someone is from.

It’s about how they show up.

Do you marry someone on the first date?

Of course not.

But that’s exactly how most coaches try to sell.

One post. One DM. One call.

And they expect someone to invest $3K, $5K, $10K.

That’s not how trust works.

Google studied buying behavior across millions of data points.

Their conclusion?

It takes:

7 hours of engagement.
11 touchpoints.
4 different platforms.

Before a stranger becomes a client.

Yet most career coaches are posting daily and hoping visibility alone will convert.

It won’t.

Because attention is not belief.

And belief is what sells high-ticket coaching.

This is where the Domino Effect comes in.

Your content is just the first domino.

It gets someone to spend seconds with you.

Then DMs move it to minutes.

Long-form content like masterclasses or YouTube moves it to hours.

Then (and only then) a sales conversation make sense.

Every step isn’t meant to close.

It’s meant to move them forward.

And most coaches skip steps, then wonder why leads never convert.

If you build the sequence correctly, sales stop feeling forced.

I’m breaking down the full Domino Effect on my latest YT video.

How to structure it, how long it actually takes (hint: longer than you think), and how to build this in a way that compounds.

Watch it now here: https://lnkd.in/etriN6R7

Something surprising happened during our last hiring process.

The candidate who did the worst in the interview got the job.

Let me tell you the full story.

We had three finalists for a marketing role.

They all went through multiple rounds.

Phone screening.
Hiring manager interview.
Final cultural interview.

But here’s the twist.

The candidate who performed the worst in the interview was actually the best person for the job.

Great experience.
Great skills.
Great potential.

But she struggled to communicate that in the interview.

What saved her?

A referral.

Someone inside the company vouched for her and said:

“Just give her the assessment. Let her show what she can do.”

We did.

And she crushed it.

So she got the offer.

But this situation made me think about something important.

Most people assume job searches are about qualifications.

They’re not.

They’re about positioning.

You can be excellent at your job and still lose opportunities if you can’t:

Communicate your value.
Tell your story clearly.
Position yourself as a low-risk hire.

That’s a completely different skill.

And most people only practice it once every few years when they look for a new job.

That’s why referrals matter so much.

That’s the hidden job market.

Opportunities where someone inside the company helps you get seen differently.

But it’s also why a good career coach can make such a big difference.

Think about it.

When you buy a house, you use a real estate agent.

When you plan retirement, you use a financial advisor.

But when it comes to the decision that determines your income for the next decade…

Most people try to figure it out alone.

And that doesn’t make much sense.

Do you agree with this? I would love to hear from you in the comments section.

One thing people don’t realize about successful professionals.

They rarely get there alone.

Athletes have coaches.

Founders have mentors.

Executives have advisors.

Yet when it comes to careers, people are expected to figure everything out by themselves.
- Navigate the market.
- Position their experience.
- Negotiate compensation.

That’s where great career coaches make a difference.

The ones I know aren’t just posting motivational quotes.

They’re behind the scenes, helping people change the trajectory of their lives.
Not theory.
Real outcomes.

In the carousel below, you’ll see a few examples from career coaches in our community.

Stories of professionals landing new roles, negotiating better offers, and creating opportunities they didn’t think were possible.

If you’re a career coach, remember this:

Every high performer has someone in their corner.

You’re that person for someone else.

Scammers? I don't think so.

If I looked at your calendar, I could explain why your business isn’t scaling.

Because if you run a business, your calendar is your real P&L.

Dan Martell explains this well in Buy Back Your Time.

Your job as a founder isn’t to do more.

It’s to spend your time on the highest-value work in the company.

Here are 10 time rules every founder should know:

(You may want to save this)

1. Know Your Buyback Rate

This is the hourly value of your time.

Anything that can be done below that rate
should eventually be delegated.

2. Audit Your Time First

Before you fix your schedule, track where your time goes.

Most founders are shocked by how much time disappears into low-value tasks.

3. Identify Energy-Draining Work

Not all tasks cost the same energy.

Dan recommends labeling tasks:

Energy-giving
Neutral
Energy-draining

Energy-draining work is the first thing you should remove.

4. Delegate Before You Optimize

Most founders try to improve a process first.

But Martell argues the opposite.

Delegate it first.

Then improve it later if needed.

5. Follow the Replacement Ladder

Start by replacing yourself in:

Admin tasks
Operations
Customer support
Delivery

So you can focus on growth.

6. Protect Your Highest-Value Work

Your job should increasingly move toward:

Strategy
Partnerships
Product
Sales

Not operations.

7. Build Systems Around Repeating Tasks

If something shows up on your calendar every week,
it should eventually become a system.

Not a permanent founder responsibility.

8. Stop Being the Bottleneck

If every decision requires you, the company can’t scale.

Delegation isn’t optional.

It’s structural.

9. Buy Back Time With People

The goal isn’t to save money.

The goal is to free the founder’s time for leverage.

Sometimes the best investment is hiring earlier than feels comfortable.

10. Design the Calendar You Want

Your business should eventually support the life you want.

Not trap you inside your own schedule.

That starts with protecting your time.

What’s the biggest time leak in your calendar right now?

Most coaches don’t want a business. They want freedom.

But a lot of them end up building another job.

(Just without the salary guarantee)

Here’s the part no one talks about…

If your business only works when you’re on…

It’s not a business.

It’s employment with extra steps.

One of our clients recently shared something that says it better than I could.

She barely put effort into January.

Life was busy and she had other priorities.

And she was still attracting leads.

One signed. Two more booked calls.

Not because she hustled harder.

But because the systems were already in place.

When the structure is right, the business doesn’t collapse the moment you slow down.

You don’t need to work 12-hour days.

You need:

Clear positioning.
A predictable lead flow.
A sales process that doesn’t depend on mood or motivation.

That’s how you build something that works for you.

Not the other way around.

Freedom isn’t about working less tomorrow.

It’s about building correctly today.

2026 is the year building a coaching business finally makes sense.

Not because it's guaranteed to work.

But because the hard parts got way easier.

Here's what changed:

AI handles what used to drain your entire day.

Client onboarding? Automated.
Scheduling? Done.
Content creation? Hours instead of days.

The grunt work that used to take 20 hours a week now takes 2.

This is what people mean when they say "1-person business."

Not that you do everything yourself and burn out.

But that execution doesn't require a full team anymore.

And don't get me wrong, this doesn't mean you won't make mistakes.

I'm a firm believer you still need to learn from someone who's already done it.

Someone who can help you avoid the expensive detours.

But the execution part? Easier now than ever.

Once you set up the right foundation, you'll be able to scale a lot faster.

That's the real opportunity in 2026:

The barrier isn't resources anymore.

It's deciding to start.
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Speaking of coaches who figured this out:

This Tuesday at 9 AM EST, I'm going live with my friend Gaurav Valani.

Gaurav built a strong coaching business by selling high-ticket offers without a huge team.

We're breaking down exactly how he did it.

The systems he built. The mistakes he avoided. The foundation that made it scalable.

If you want to learn from his story, tune in live or catch the replay later on our podcast.

You can sign up for the event below.

María Escobar, Karen Ayoub and 17 other attendees

Building a Scalable Coaching Business Without a Big Team with Gaurav Valani

If you’re a career coach right now, this is a truth we can’t ignore:

The market is changing faster than most advice.

Your clients can tell it.

They’re seeing headlines about job growth.
At the same time, they’re struggling to get interviews.

They’re hearing companies talk about skills over degrees.
But still getting filtered out by systems.

They’re watching AI enter coaching conversations.
And wondering what that means for their future.

It’s confusing.

And when the market feels confusing, clients look to you for clarity.

That’s the real value of being a career coach in 2026.

Not just motivating people.

Interpreting what’s actually happening.

Because when hiring patterns shift, your frameworks have to shift.

When job search behavior changes, your strategies have to change.

When technology enters the space, your positioning has to evolve.

That’s what next week's episode of The Career Coaches Podcast is about.

Adam Broda and Reno Perry will be joining me to give their perspective on:

- What’s changing in the market
- What’s noise
- What actually impacts how you coach

If you’re serious about building a coaching business that lasts, keeping up with the industry isn’t optional.

It’s part of your responsibility.

Sign up for the live event below:

María Escobar, Karen Ayoub and 11 other attendees

The Job Market in 2026: Signals vs Noise with Adam Broda and Reno Perry

Most career coaches undercharge for their services.

Not because they’re inexperienced, but because they’re selling the wrong thing.

There are two very different services in this industry:

Career coaching.
Career strategy.

A career coach helps someone gain clarity.

They ask questions.
They guide reflection.
They help people figure out what they want.

A career strategist helps someone get a result.

Landing a job.
Negotiating an offer.
Switching industries.

And the market pays very differently for those two things.

You’ll often see coaching packages around $500 - $1,500.

Meanwhile, career strategists regularly charge $3,000 - $7,000.

Same industry.

Different value proposition.

So how do you know which one you’re actually building?

Ask yourself four questions:

1. What is the promise?

If your program promises clarity, confidence, or direction, you’re selling coaching.

If your program promises interviews, offers, or salary increases, you’re selling a strategy.

2. What do clients actually want? 

Listen to your discovery calls. Do they ask about certifications?

Or do they ask, “What results do your clients get?”

That usually tells you everything.

3. What do you spend your time doing?

Do you spend most of your time asking questions?

Or helping them execute?

4. What creates trust?

In coaching, credentials create trust.

In strategy, results create trust.

Two different currencies.

Many coaches deliver strategy but position it like coaching.

And that’s why they struggle with pricing.

Because clients don’t pay for credentials.

They pay for results.
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If you want to find out what the simplest way is to scale your career coaching business to $20k in 2026...

Join me on Wednesday, March 25th at 7:00 pm EST, where I’m having a workshop about the strategies needed to get to that point.

Sign up here: https://lnkd.in/ekYhuUkj

Followers don’t build coaching businesses.

Niches do.

I’ve seen coaches with 100k followers and no clients.

And coaches with 3k followers have 6 and 7-figure businesses.

The difference isn’t the audience.

It’s clarity.

When your niche is clear:

- Your content speaks directly to someone.
- Your offer solves one painful problem.
- Your clients recognize themselves instantly.

No convincing required.

That’s when marketing gets easier.

Because you’re not talking to everyone.

You’re talking to the right people.

That’s part of what we’re unpacking this Tuesday on The Career Coaches Podcast with Scott Blostein.

Scott built his business by focusing on one niche: Sales professionals.

One market.
One problem.
One transformation.

And that focus turned attention into clients, and eventually into a really successful business.

If you’re a coach chasing followers, this conversation might change how you think about growth.

Sign up for the live event below:

Mónica Hidalgo Gallegos, Sandip Sontakke and 9 other attendees

Building a Successful Business Without Thousands of Followers with Scott B

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The Battle

Reno Perry

Daniel Botero

Followers

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Performance ScoreReno Perry's LinkedIn Performance

Performance ScoreDaniel Botero's LinkedIn Performance

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taplio

The Battle

Reno Perry

Daniel Botero

Followers

Posts

Engagements

Likes

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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Performance ScoreReno Perry's LinkedIn Performance