#1 Female Creator Worldwide 🌎 | CEO & Founder of BetterMe, Health Coach, Harvard Guest Speaker, Forbes 30 Under 30. On a mission to create an inclusive, healthier world

With an Executive Program from Stanford University Graduate School of Business, my journey has led me to become the CEO & Founder of BetterMe. At BetterMe, we've achieved global recognition by focusing on inclusive, affordable, and fun wellness solutions. My competencies in analytical skills, strategy, and market research have been pivotal in driving our mission.

The BetterMe team is dedicated to promoting a healthy lifestyle that is accessible to all, from individual users to entire organizations. Driven by my belief in the transformative power of inclusive wellness solutions, we’ve developed innovative programs like anywhere pilates, yoga, and stress relief workouts. 

BetterMe now extends these solutions to workplaces, empowering companies to foster healthier, more productive teams. We are committed to transforming lives and building a culture that values diverse perspectives and empowers our community to lead healthier, more balanced lives!

Victoria Repa

Never trade your nervous system for a salary.

Most people think job changes are mainly about money.

But over time, something else becomes obvious.
People move to places where work doesn’t feel like pressure.

Because a higher paycheck rarely makes up for:

↳ Sunday night anxiety
↳ fear of telling the truth
↳ a 11:40 pm “urgent” message
↳ the feeling of not being heard
↳ constant tension of “don’t mess up”

We often call it “being tired.”
But it’s actually a lack of safety.

That’s why peace of mind has become the new currency in the job market.

It looks simple, 
but it’s built every day:

• support instead of blame
• dialogue instead of silent tension
• respect for time instead of overtime
• meaning instead of endless “shoulds”
• clear expectations instead of guessing

People don’t leave because of hard tasks.

They leave the atmosphere where every task turns into stress.

So the question for every leader is simple:
Does your team feel calmer or more anxious because of you?

Because sometimes the strongest benefit isn’t a bonus.

It’s the ability to work without constant inner tension.

What creates “peace of mind” at work for you?
___

♻️ Share this if you believe strong results start with a calm, safe team environment.

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I used to think people changed jobs for money

Now I know they’re looking for peace of mind.

Victoria Repa
BetterMe

This leadership skill holds teams together in hard moments.

When everything goes according to plan.

Almost any leader can look confident.
The real test starts when things go bad.

And kindness is often the one thing that saves the team in those moments.

It is simple:

A mistake. 
A missed deadline. 
Numbers dropping.

And suddenly you see the real person behind the title.
Because pressure reveals leadership fast.

Some leaders react with fear.

And fear always looks the same:

↳ control instead of trust
↳ harsh words instead of clarity
↳ blame instead of responsibility
↳ public humiliation instead of private feedback

In teams like this, people learn one rule quickly:

Hide the bad news.

• So problems get buried.
• Meetings go quiet.
• Risks are raised too late.
• People stop taking initiative.

Not because the team is weak.
Because the culture is unsafe.

But there is another type of leader.
The one who stays kind when it is hard.

Keeps a human tone.
Holds standards without breaking people.

They ask:

→ What happened? 
→ What do we fix first? 
→ What support do you need from me? 
→ How do we make sure this does not happen again?

This is not softness.
This is emotional strength.

And it is rare.

So, if a leader stays kind when things go bad, 
you’ve found the right leader.

What is the strongest sign for you that a leader can be trusted under pressure?
__

♻️ Share this if you agree.

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If a leader stays  kind when things  go bad, you've found the right leader.

Victoria Repa
BetterMe

True leadership isn’t about being #1.

It’s about treating everyone like they’re #1:

↳ your team,
↳ your clients and audience,
↳ your partners and peers.

That’s why servant leadership is the new standard.

But most leaders confuse it with being convenient.
And that almost always ends with a loss of effectiveness.

Because a team doesn’t need someone who agrees with everything.

A team needs someone who protects what truly matters: 
growth and the ability to speak openly.

Because true service is about creating the conditions
where people can do their best work.

Servant leadership isn’t about:

• Avoiding conflict
• Pleasing everyone
• Saying “yes” to everything

Servant leadership is about:

• Lifting others up
• Supporting growth
• Empowering others
• Clearing roadblocks
• Leading from behind
• Amplifying quiet voices
• Coaching, not controlling
• Creating safety to speak up

Strong leaders don’t try to please everyone.
They transform:

→ Control → into coaching.
→ Politics → into clear agreements.
→ “I’ll decide” → into “I’ll help you decide.”
→ Fear of mistakes → into the courage to speak up.

Because when there’s space to speak openly,
people don’t hold back.

They challenge.
They contribute.
They take ownership.

And that’s how effectiveness happens.

Which habit of a convenient leader do you see most often in teams?
__

♻️ Share this if you agree.

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Here’s why most KPIs don’t work:

Many companies build their systems around numbers.
But not around people.

Because if people aren’t motivated and don’t feel safe, 
no metric will save the outcome.

The real KPIs are the small signals that keep a team moving:

→ Keep people invested in results 
when everyone knows what “winning” looks like.

→ Keep people inspired by purpose, 
so work feels meaningful, not automatic.

→ Keep people included in decisions, 
because ownership grows where voices matter.

→ Keep people in sync with priorities, 
so energy goes into the few things that actually move the business.

→ Keep people informed about change, 
because uncertainty kills focus faster than workload.

→ Keep people innovating without fear,
because fear stops initiative, and without initiative there’s no progress.

You can track revenue, retention, performance.

But if you don’t track the human system behind them, 
you’ll keep coming back to the same problems again and again.

So start measuring what keeps your team energized and engaged, 
and the numbers will follow.

Which of these KPIs has the biggest impact on your motivation to perform at your best?

_

♻️ Share this with someone who needs a different view on KPIs.

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KPI’s
KEY PERFORMANCE INDICATORS
KEEP PEOPLE INVESTED IN RESULTS
KEEP PEOPLE INSPIRED BY PURPOSE
KEEP PEOPLE INCLUDED IN DECISIONS
KEEP PEOPLE IN SYNC WITH PRIORITIES
KEEP PEOPLE INFORMED ABOUT CHANGE
KEEP PEOPLE INNOVATING WITHOUT FEAR

For more valuable content, follow me:
Victoria Repa 
BetterMe СEO & Founder

The fastest way to lose a strong team...

Not pressure.
Not competition.
Not even tough deadlines.

It’s the absence of kindness.

The most underrated superpower in leadership.

People do their best work where they feel safe, respected, and seen.

Because when kindness disappears, 
people don’t become stronger.

They become guarded:

→ they stop taking risks
→ they stop fully showing up
→ they stop sharing ideas early

Here’s what KINDNESS looks like in action:

K — Kick the ego 
Lead with humility. No one trusts a know-it-all.

I — Inclusion 
Invite diverse voices into every conversation.

N — Nurture 
Check in regularly, not just during performance reviews.

D — Decency 
Keep your word, even when it’s inconvenient.

N — Notice 
Celebrate small wins as often as big milestones.

E — Empathy 
Ask “How are you?” and listen without rushing.

S — Support 
Be someone people can talk to, not tiptoe around.

S — Soft strength 
Set boundaries with clarity and respect.

If you want a team that moves fast, speaks honestly,
and grows, start here.

Kindness isn’t a nice bonus.

It’s how you hold high standards without devaluing people.

What kind act from a leader changed how you saw them?
_

♻️ Share this if you believe kindness builds strong teams.

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These 7 types of leaders are remembered with gratitude.

(they change your life forever)

The leaders we remember don’t just deliver results.
They unlock your potential.

Years later, you may forget the project.

But you won’t forget who made you believe in yourself.

Made you feel like you’ll figure it out.
Made you feel seen.

Here are 7 types of leaders people remember for life:

1/ The one who challenged you to grow, even when it was uncomfortable.

2/ The one who showed up consistently, even on hard days.

3/ The one who celebrated your wins like their own.

4/ The one who believed in you before you believed in yourself.

5/ The one who never needed to be the smartest person in the room.

6/ The one who led with kindness, not fear.

7/ The one who saw potential where others saw limitations.

Leadership isn’t a title.
It’s a trace.

And one day you’ll realize:

Your leadership isn’t what you say.
It’s who people become after working with you.

It’s how they speak after working with you.

The standards they keep.
The confidence they carry into the next room.

Which type of leader shaped you the most and why?
_

♻️ Share this to build an environment where people unlock their potential.

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This isn’t taught in business schools, but it should be 👇

Kindness is a KPI most leaders ignore.

Because it reduces tension, strengthens trust,
and makes teams more productive.

In most companies, tension doesn’t come from hard tasks.

It comes from small daily interactions:

↳ ego in conversations
↳ wins that go unnoticed
↳ silence instead of inclusion
↳ promises that don’t get kept
↳ feedback that feels like a fight

That’s why, to build an environment where people actually want to work,
I rely on a simple kindness framework.

Here’s what KINDNESS looks like in action:

K — Kick the ego 
Humility builds trust.

I — Inclusion 
Invite varied viewpoints.

N — Nurture 
Make check-ins routine

D — Decency 
Keep your promises.

N — Notice 
Celebrate small wins too.

E — Empathy 
Check in and truly listen.

S — Support 
Be open to conversation.

S — Soft strength 
Set respectful boundaries.

And here’s the part that changes culture the fastest:

Kindness isn’t limited to your team.
It should work 360°:

→ Kindness to yourself
Notice and log small wins. Make time to rest and recharge.

→ Kindness to your teammates
Ask: “How can I help?” Step in when they’re swamped.

→ Kindness to your manager
Always say thank you for help. Show support when it’s tough.

→ Kindness to your subordinates
Praise publicly, coach privately. Listen without interrupting.

Kindness isn’t a “nice tone.” 
It’s a productivity driver.

People don’t need perfect leaders.

They need leaders who create a safe, clear, and human environment.

If you could improve one daily interaction at work, what would it be?
__

♻️ Share this framework if you believe kindness is a real KPI.

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The leadership formula that actually works:

IQ + EQ + SQ = A Great Leader

The strongest leaders I know don’t develop just one type of intelligence.
They grow in three dimensions at once:

→ how they think → how they feel → how they build connection with people.

Here are 3 types of intelligence every strong leader needs:

1/ IQ

• Limit multitasking
• Set learning goals weekly
• Plan your day with priorities
• Analyze data before deciding
• Write to clarify your thoughts
• Reflect on mistakes and lessons
• Read daily (especially non-fiction)
• Take online courses or certifications
• Review and improve processes monthly

IQ helps leaders think clearly.
It helps them see situations clearly, make better decisions, and keep growing.

2/ EQ

• Pause before reacting
• Give regular appreciation
• Ask open-ended questions
• Notice body language cues
• Learn to apologize sincerely
• Celebrate small wins together
• Set clear emotional boundaries
• Journal your emotional triggers
• Check in with your emotions daily

EQ helps leaders lead themselves first before leading others.
Because self-awareness creates emotional stability,
and emotional stability builds trust.

3/ SQ

• Handle conflict calmly
• Remember names and stories
• Build trust by being consistent
• Be present in every conversation
• Adjust your communication style
• Collaborate instead of competing
• Attend networking events regularly
• Genuinely care about how others are doing
• Focus on real relationships, not just contacts

SQ is what turns leadership into real human connection.
It helps people feel seen, respected, and safe around you.

And that is often the reason why people want to follow your lead.
The best leaders do not rely on just one strength.

↳ They keep learning.
↳ They build real relationships.
↳ They learn to manage their inner state.

That is what makes leadership effective.

And that is what makes it sustainable.

Which intelligence do you want to strengthen most right now: IQ, EQ, or SQ?

_

♻️ Share this if you believe strong leadership starts from within.

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90% of managers ignore the power of introverts.

Translation:
They miss the best ideas and the most consistent execution.

Introverts do not need to get louder to deliver results.
They need the right environment.

Because most workplace cultures reward visibility, 
not value.

↳ The loudest voice gets remembered. 
↳ The fastest reply gets counted as contribution. 
↳ The person who talks the most looks “engaged.”

And quiet people learn one thing fast. 
To perform, they first have to fight the culture.

That is wasted talent.

A simple formula for consistent introvert performance:

1/ Basic needs: 
quiet focus time and space to recharge solo 

2/ Safety: 
clear expectations, steady routines, predictable check ins 

3/ Belonging: 
small group connection and easy ways to contribute 

4/ Esteem: 
recognition in a comfortable format and time to prepare ideas 

5/ Self-actualization: 
autonomy, meaningful work, and expertise-driven growth.

When those conditions exist, 
introverts become a team superpower:

→ they raise quality through care
→ they catch small mistakes early
→ they reliably finish what they start
→ they reduce tension without drama
→ they listen deeply and hold context
→ they show up with prepared solutions

The question is not “How do we make them talk more?”

The question is “How do we make it easier for them to contribute?”

A few leadership moves that change everything:

• Reward outcomes, not volume.
• Send the agenda before the meeting.
• Ask for input after the call, not only during it.
• Create smaller discussion spaces, not only big rooms.
• Share updates in a message and document decisions in writing.

Because motivation for introverts is not loud words.
It is autonomy, clarity, and space for deep work.

Quiet people do not need to become louder.

They need the right conditions to do their best work.

What is one change your team could make to help introverts thrive?
_

♻️ Share this with anyone who’s building a calmer, smarter culture.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

I create mindful remote work experiences for you, your team, and your company.

Most career coaches I meet are constantly hunting for leads.
Posting.
DMing.
Launching.
Just to get a “I need to think about it” on the discovery call.

Not because they cannot find people.
Because more people hesitate than move forward.

Many job search offers attract people who hesitate even when the problem is clear.

People who are stuck.
Who need “clarity”.
Who hesitate.

Who show up to sales calls looking for advice, not direction.

That’s not a “do better marketing” problem.
That’s a buyer problem.

And once they get hired, they are gone.
Not because they did not need your help.
Because the offer ends there.

Which leaves even great coaches stuck in acquisition mode.

I work with experienced career coaches who want leaders moving.
Not job seekers hesitating.

Leaders with high responsibility.
Leaders under executive pressure.
Leaders who want support as they step into the role.

When you attract that level of client:
• they come ready to move when you present the offer
• the relationship doesn’t end once they get hired
• the work evolves from landing the role to surviving it
• income stops resetting as a side effect

I’m currently focused on helping experienced career coaches build for that level of client.

Not more leads.
Better ones.

If this sounds familiar, my inbox is open.

Jean Carlo Him
jc@jeancarlohim.com

Jean Carlo Him

Last year I microdosed psilocybin for 3 months.

It exposed things in my business I had been avoiding.

From September to December 2025 I microdosed psilocybin every three days.

The intention was simple. I wanted more focus.

I have ADHD but I stopped medicating when I was 10. Ritalin didn’t sit well with me mentally, so focus has always been something I had to manage myself.

On those days the pace slowed down.

I could write 5 posts in one sitting.
Reply to follow ups without re-opening 7 tabs.
Finish the work I started instead of jumping to the next thing.

But the bigger effect showed up when I stepped away from the screen.

Things that had been sitting in the background started showing up clearly.

A client thread I had stopped replying to.
A project that kept expanding but was not producing anything.
An idea I was excited about for two days and then ignored.
Tasks I was still doing myself even though someone else could do them faster.

Instead of closing the laptop and moving on, I started looking at those properly.

Each time I asked myself the same question.

If I do these few things well, what would make it irrational that the business works for me or my clients?

That question forced a lot of cuts.

Work that filled the week but moved nothing forward.
Client situations that had been dragging for months.
Ideas that sounded good but created more work than value.

After a while something became obvious.

The work that kept pulling my attention was the same.

A coach describing a sales call that ended with “let me think about it” and having no idea why.

A post with hundreds of likes that never got a lead.

An offer that sounded good but did not move someone to act.

Those gave me energy.

Those were the conversations I kept working on.

I haven't microdosed since.

I got what I needed from that period.

What stayed with me is a small habit.

Most of my mornings when I start new work, I look at the things already sitting open, and start closing before diving in.

Your discovery calls with job seekers feel solid until “I need to think about it”.

No alternative text description for this image

20 years and still having to prove you belong.

This paper is from 1950.

It says my great grandfather, a Chinese immigrant in Panama, had been living there for more than 20 years and should not be treated as a foreigner under labor law.

But fitting in was not the goal. Creating something was.

He built a large convenience store next to what is now a historic building in Santiago, Panama. The house where the business was is still there.

Years later, his son, my grandfather, opened a car repair company in 1978. It became one of the best known in the country. My dad, my uncle and most of the Him family worked there. The business still runs today.

I grew up around that.

In my family, being an entrepreneur was normal. It wasn’t framed as bold or exceptional. It was simply one of the ways you could make a living. You could work for someone, or you could build something yourself. 

I’ve done both. Neither felt strange or better when I was a kid.

What never felt strange was the idea that you could create stability for your family by owning the company.

I don’t think you grow up around that and stay neutral about building your own thing.

This year is the Year of the Horse in the Chinese calendar. They say it represents drive and stamina.

Feels aligned with where I come from.

This $3,000 had nothing to do with posting more.

In 2025, we rebuilt how this career coach was showing up online.

We clarified her offer.
Adjusted her messaging.
Improved her content so it sells, not teaches.

By the end of that sprint, she had steady inbound calls.

Then 2026 came in. 
She came back and todl me:

“JC, I want to raise my prices and close with more confidence. People are booking… they’re just not buying.”

So I took a listen to some of them.

The calls weren’t too bad.
There was interest.
There was trust.

But they kept ending with:
“I need to think about it.”

So this time we didn’t touch her content.

We worked on three things.

1/ Who was booking.

If your language attracts people who are casually exploring or not fully committed to change, hesitation shows up at the end of the call. Not at the beginning.

2/ The structure of the conversation.

A coffee chat is one thing.
A discovery call is another.
A sales conversation is another.

She had been blending them. Coaching inside sales calls. Teaching when she should have been leading.

3/ The pressure to close in one sitting.

She was trying to “close” every call. That can work in some industries. Not in career coaching at a high level.

We changed the goal. Help the other person see clearly whether moving forward made sense now.

That changed how she showed up, more calm and confident becuase shw know what she was selling.

—

Yesterday she sent me the screenshot above.

$3,000.

No new offer.
No new niche.
No sudden viral post.

We just wrote the right words 
to trigger with someone who was actually ready
and follow a simple process that moves strangers to customers.

If your calls feel good but stall at the end, DM CALL.

I’ll tell you what I’d pay attention to in yours.

graphical user interface, application, chat or text message

This week reminded me why I do this work.

One director landed a job. Three inbound leads for a client.

Most of the wins I feel are not the ones with my name on them.

They are the ones my clients get.

A client I worked with signed job seeker 21 days ago signed someone into her program.

That person has now landed a job as a director. 

She messaged me today, excited for her, and I sat with that for a moment.

Because that is the part I care about most.

Seeing good people help other good people with what they are already great at.


At the same time, another sprint is running really well.

My client is doing this while working a full-time job.

Posts with her story are going out.

DMs are moving across her network

The VA support is solid.

Two small mistakes came up, we cleaned them, and now leads are coming in.


With another client, we have gone from almost no traction to real movement.

More engagement from people who are not peers just being supportive.

More replies from the right department heads.

More conversations where there is real interest in the offer.

A good week.

A memorable one.

The kind that makes you want to keep going.

If you have been on LinkedIn for a while you have probably received messages that make you regret opening the app in the first place.

The copy-paste pitch.

The compliment about a post the person clearly didn’t read.

The message that arrives a few minutes after you accept the connection.

After a while you start expecting a sales ambush the moment a DM appears.

Last week I sent a cold message to a career coach, as I do every day.

Within a few replies she told me she was not looking for more clients.

Her calendar was already full.

So there was nothing to offer.

But we still kept talking.

She explained how she filters people before a call and why her calendar stays full.

I shared what I usually see when someone reaches a discovery call, clearly fits the work, and still hesitates to start.

The exchange lasted around 10 messages.

In the end she said:

“Thanks for the thoughtful response. I appreciate it. More often sales guys just want to sell. Clearly you don’t do that, and that’s refreshing.”

Honestly, made me a bit proud.

That conversation started with a cold message.

Sometimes a DM is just two professionals talking about how they handle the same moment in their work.

If this week you heard “I need to think about it” more than once, this is probably why:

There is one question most skip before they judge their calls:


Where is this person when they first find me?


Most clients don’t wake up one day and get career coaching.

They move through 4 rough stages like this:

1. Career direction. “What do I want next?”
2. Professional story. “How do I talk about it?”
3. Job search. “Where do I find the right roles?”
4. Interviews. “How do I land the offer?”

You know this better than me.

But here is the important detail:

As they move forward, urgency goes up.
At the same time, fewer people are in that stage.

Last month I spoke with a coach who was tired of hearing “I need to think about it”.

Almost every person she spoke to was in stage 1. Career direction.

They were drained and frustrated.
Annoyed with their role.
Still testing the idea of a move, not committed to it.

On calls she heard things like:

“I’m not sure if I should leave yet.”
“Maybe this is just my manager.”
“Let me sit with this for a bit.”

Nothing was wrong with her offer.
Nothing was wrong with the way she held the call.

The timing of the client was early.

If your offer sits at the career direction stage, you can still build a strong business.

You just need to expect a different outcome.

- More conversations before they commit.
- Longer gaps between touch points.
- People who disappear and come back months later when it finally hits them.

If you want faster yeses, you need more people who are already in job search or interviews.

They are already in motion.
They feel the urgency to move.


So before you blame your selling skills, ask something simpler:

At what stage do most people find me now?

And what would need to change so more of them arrive closer to where the urgency is high?

If you charge €3–5K for 1:1, your content cannot be vague.

“They want more money, better jobs, and to feel valued.”

That’s how one successful career coach I work with described her best clients.

She was not talking about people trying to figure out whether they want more.

Those became her worst clients.

The ones who converted already knew they wanted to earn more and move forward in the market.

They didn’t lack desire. They lacked direction.

Yet many coaches say they want committed clients.

But their content speaks in broad language.

“Clarity.”
“Purpose.”
“Aligment.”

When the message is abstract, it resonates widely.

But it rarely converts.

And when it does it relies on volume.


When someone reads your message and they say “yeah that sounds nice” you are pushing away those who might say “I need do do that”


You can still do the deeper work.

In some cases is the foundation of it all.

Just make your entry point concrete.

The clients who move are already moving.

If you want to see how I tighten this in 21 days, check the comments.

“I see the value, but I can’t pay,” his prospect said.

l had a chat with a career coach. Let’s call him Mike.

He gives everyone a free hour to experience his coaching. By the end of the call, people usually see exactly what’s going on and what they would need to change. They understand what working together would do for them.

Some become clients.

Others don’t.

It’s not “let me think about it.”  
It’s not “maybe later.”

It’s groceries. Credit cards. Real life.

They see the value. They just can’t fund it.

He doesn’t want to screen people by income. He doesn’t want to filter based on who can pay. He wants to help, even if they never become clients.

At the same time, he has limited capacity. He doesn’t want to double his roster. He doesn’t want to raise prices. He doesn’t want to reposition himself as premium.

But he wants better clients.

So the door stays wide open.

And his calendar fills with conversations that are meaningful and generous, and that often end right at the moment where work would begin.

But it never does.

He’s tired at the end of the week.

Not from clients.

From almost-clients.

He had 3 good calls this month. 0 converted.

... and money wasn't the problem.

He told me early on he only works with employed people.

Professionals who can pay and already see the value of having someone run their job search for them.

So by the time they're on a second or third call, they've heard the whole thing.
They understand what the program does.
They've asked the questions.

And then:

"Sounds good... but… let me think about it."

Not "I can't afford it."
Not "this isn't for me."
Not "this is not a good time."

Sometimes they book another call.

And still the same answer that leaves them in limbo.

It's easy to call that a price issue...

especially when you've done "everything right" on the call and when you know what you offer can help them.

These people are employed.
They are making 100K+ per year.
They already said it makes sense — intellectually.

Nothing changed enough for them to act.

The call went fine.

Their perception didn't.

If your post says “on paper everything looks fine,” you’ve already blended in. Here is why:

It used to catch attention in 2023.

Now every second post I read has this line.

Your potential leads read you.
They also read 5 other coaches in their feed.

When the language is the same, you blend in.
(like, literaly the same)

Have you ever had a lead open a call with,
“On paper everything looks fine...”?
It almost never happens.

(how do I know? check the comments)

They start with:

“My manager says I’m doing great, but I haven’t learned anything new in a year.”

“I got a raise and still feel undervalued.”

“My experience looks strong, yet no recruiter calls back.”

“I feel a knot in my stomach every Sunday.”

That’s how it shows up, and you have heard it.


If you write the summary everyone else writes, you lose them.

Write it how they would say it.

Not how a one-line AI sentence sounds.

I read his entire offer page and still didn’t know if I should buy.
Everything was listed.
And that’s exactly why no one bought.

B. asked me to take a look at his offer page last week.

This was the same page he shared with leads right before the call so they know what he does.

Career strategy map.
Resume & LinkedIn rewrite.
The networking plan.
The outreach strategy.
9-5 Slack support.
AI role play interview prep.

You could see there was real work.
It was all there.

I finished reading the entire thing and still couldn’t see what changes for me if I buy it.

If I’m employed, doing fine, got the money, land on that page, 
I’m thinking:

What does my life look like in three months paying $2-5K?

Am I in a better role?
Am I earning more?
Am I better connected?
Do I have interviews lined up?

Or am I just applying with better tools?

None of that was on the page.

The page gave more questions than when the person started.

It would’ve been better not to send the page at all.

Because now there’s more doubt than before.

So what ends up happening is this:

Someone books a call.
He walks them through it.
It clicks.

Sort of.

And right at that moment, the price comes up.

Because the value only became real once he explained it live.

Now the call has to do all the work.

And you end up with people who are interested, but not ready.

When someone reads everything and still says  
“I need to think about it”

that’s usually where it’s breaking.

I broke this down into what to change across your posts, DMs, and calls over 21 days.

Link in the comments.

When I scroll LinkedIn, I can usually tell in a few seconds if a career coach is getting leads from their posts. (or not)

Most posts stay in advice.

CV tips to pass ATS

Recycled networking tips

Top 10 sites to find jobs for XYZ industry


But the posts that turn into conversations usually start somewhere else.


From the moment a client rewrites their CV for the third week and still hesitates to send it.

From the fourth interview that ends with “you’re overqualified.”

From the moment someone starts second guessing a role they were certain about two months ago.

Those are the moments people recognize.

taplio

The Battle

Victoria Repa

Jean Carlo Him

Followers

Posts

Engagements

Likes

Performance ScoreVictoria Repa's LinkedIn Performance

Performance ScoreJean Carlo Him's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Victoria Repa

Jean Carlo Him

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);}Victoria Repa's LinkedIn Performance

Performance ScoreJean Carlo Him's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreVictoria Repa's LinkedIn Performance