Adam Broda

Broda Coaching

I started Broda Coaching with the mission to improve the world by elevating the Technology & Engineering professionals that influence it daily. Our career transformation program (called 'Better Work') helps clients maximize their visibility and value proposition by coaching them from the perspective of the hiring teams they need to attract.

Today, over 250 clients have used our strategic job search program to land $150k-$300k+ offers at companies like Microsoft, Tesla, Lockheed, Meta, Intel, and many more. 

To learn more about how we can transform your career, visit:   https://brodacoaching.com/
Or, sign up for one of our weekly Masterclass calls using the link in my featured section.

Founder and Lead Career Coach

Amazon

-Owns the holistic product portfolio, and execution strategy for all North American health, safety, and wellness products within the WHS - DataTech organization. Currently directs a team of Principal and Senior level Product & Program Managers to deliver tech products focused on improving the wellbeing of +1.4M Amazonians.

Sr. Manager, Product Management - Worldwide Health & Safety, Data & Technology

-Adam directed teams of Product Managers, Researchers, and Software Engineers to develop innovative technology solutions that delivered medical, health, and wellness impact throughout the world. Global Health Technology programs included exciting ventures into virtual reality, biofeedback devices, mobile app technology, software and analytics platforms, computer vision, virtual healthcare, and more.

Sr. Manager, Product Management - Global Health Technology

Boeing

-Responsible for the performance, direction, and growth of Additive Manufacturing (AM) Production Engineering teams. Managed organizational strategy, staffing, compliance, safety, and finances.
-Managed the facilitization of a $16M, +160,000 ft^2 production space and materials test lab.
-Created printer qualifications strategies for parts and tools. Integrated new printing, machining, simulation, and inspection technologies into an operating AM production system in Auburn, WA.
-Captured valuable AM applications and technology from engineering teams and leveraged these across the Boeing Enterprise. Organized AM efforts that saved over $80M in 2019. Received a corporate Stock Award for contributions.
-Served as Interim Executive Director of BAM Auburn in October 2019
-Boeing Engineering Management Focal (EMF) for Virginia Tech University

Sr. Production Engineering Manager - Boeing Additive Manufacturing (BAM)

Engineering Manager - Boeing Additive Manufacturing (BAM)

Manufacturing Manager - Operations, 777 Program

Equipment & Tool Engineering Manager - Production Engineering, 777 Program

Tooling Engineer - Production Engineering, 747 Program

AREVA NP

Mechanical Engineering Intern/Co-Op

WileyWilson

Engineering Intern

I Help Industry Professionals Break Into Competitive Companies and $150k - $300k+ Roles | Hiring Manager for 11+ Yrs | Founder and Lead Career Coach | Sr. Manager, Product | Husband, Dad

In 2019, I founded Broda Coaching, my career transition program where I help industry professionals land $150k to $300k+ jobs, by teaching a value-based, job search strategy that I've refined for over a decade (as both a coach and hiring manager in tech). 

My system focuses on leveraging the skills and experiences my clients already have, and delivers a step-by-step method for how to repackage their value proposition and market it to their target audience.

Since launch, my program, originally delivered as a 1:1 coaching system, has helped over 250 individuals achieve life-changing careers and the financial status they've dreamed of. 

My career transition program (called 'Better Work') teaches job seekers how to:

- Identify the roles/levels/companies that are right for them
- How to write effective resumes and use LinkedIn to market their value
- How to build and leverage relationships, and generate interviews w/o sending applications
- How to stand out in interviews using the right examples and stories
- How to negotiate correctly and get paid

In the last 4 years I've...

-Worked with +250 job-seekers who've made successful transitions
-Placed clients in top companies like Meta, Google, Spotify, Microsoft, Tesla, Lockheed, and more!
-Helped hundreds of non-tech workers find jobs in the tech industry in under 5 months
-Grown my LinkedIn following to over 380K

If you're interested in joining our community-based Career Transition Program, send an email to: hello@brodacoaching.com

You can also join one of our free discovery calls by signing up through our website: brodacoaching.com 

Let us help you break out, and land your next job in the tech industry. 


💻  For more information on Broda Coaching services, or resources visit: brodacoaching.com 
🚀  For partnerships, collaboration, or speaker inquiries please reach out via: hello@brodacoaching.com
👍   All comments, messages, and posts reflect my personal opinions.

Founder

-I started Broda Coaching (BC) with the mission to improve the world by elevating the Technology & Engineering professionals that influence it daily. BC helps customers maximize their visibility and value by coaching them from the perspective of the hiring teams they need to attract.
-BC offers an online course called the Career Transition Program; featuring 6 Modules, 194 lessons, and over 20 downloadable files/templates to help you crush your job search in a new industry or role.
-We also offer flexible and personalized 1:1 coaching for those looking for a more tailored experience.
-Since late 2019, BC has served over 200 clients; and grown our LinkedIn following from 1.2K to +165K
-Check out our website to learn more: https://brodacoaching.com/

If your employees aren’t working out of the same office, why are they forced to go in? My typical ‘WFH’ day looks like this ↓

- Wake up, stretch, exercise (30 min)
- Journal, breakfast, electrolytes (25 min)
- Help get kids ready for school (20 min)
- Morning work session 4-5 hours)
- Take short breaks, walk outside
- Make lunch, eat while I work
- Afternoon work session (4-5 hours)
- Hang out with family (5-8:30pm)
- Put kids to bed
- Clean up the house, Hang with wife
- Bed time (around 11pm)

A typical ‘Office’ day looks like this:

- Wake up, shower, get dressed (20 min)
- Early work session (30 minutes)
- Pack lunch, say ‘good bye’ to family
- Grab food, Drive to work (1-1.5 hours)
- Find parking, walk to the office
- Find an agile desk, set up work desk
- Work Session (5-7 hours)
- Eat lunch while I work
- Drive home (1-1.5 hours)
- Hang out with family (5-8:30pm)
- Put kids to bed
- Late night work session (1-1.5 hours)
- Bed time (around 11pm)


I don’t mind going to the office.
There are some ‘pros’ to in-office time.

I appreciate that I even have a ‘hybrid’ option.

But…

Employers should be aware of the potential for productivity losses with RTO mandates.

Not to mention, the impact to work/life the RTO policies immediately create for employees.

In a typical week, 

I lose 3-5 hours of work time simply because I’m going to the office, or preparing to go to the office.

And I usually take work calls in my car!

Employers; if you truly trust your employees, 
What’s the ‘real’ cost of RTO?

#hybridwork #wfh #careertips

I watched an Executive decommission a leadership training program for Early Careers because they “didn’t have enough experience to lead”

To this day, I’ve never understood the reasoning of logic behind that sentiment.

Leadership is necessary at every level,
regardless of title or years of experience.

Besides,

Who benefits more from leadership training?

The high-potential new hire who isn’t sure what it means to lead, or the 10+ year employee who’s already been indoctrinated into the culture.

Employees,

If your leadership team isn’t offering training and development to employees of all levels, the question “why” should be asked.

Future employees,

These are great questions to ask when you have the opportunity to interview the interviewers. 

Gut-check their stance on leadership development.

Do you agree with my take?

Should early careers get leadership development support?

Every week I talk with job seekers who believe a ‘dream job’ will give them the joy and happiness they desire. 

I’m not saying that can’t indirectly happen,

but happiness is almost entirely a mindset. 

You don’t need cars, houses, paychecks, or titles to achieve it - heck, you don’t even need marriage, children, or health.

Happiness is the feeling of truly enjoying your life, and the desire to make the very best of it.

You can have that feeling at any level, on any day, or in any place…

If you have the right mindset. 

For me, here’s how I create happiness each day:

1. Be grateful 

- Nothing in life is guaranteed, and there is almost always something I can be thankful or grateful for. 

2. Create joy for others

- Offering kindness and encouragement is totally free, and incredibly easy to do.
- Making someone’s day is a great first step towards my own temporary happiness. 

3. Acknowledge adversity 

- Taking the time to process or reflect on difficult or challenging things, help helps me clear mental space for items one and two on this list. 
- Don’t ignore your problems - instead,  accept the challenge they offer. 

Let me leave you with this quote:

“It is what you do with the gift of life that determines who you are” 

Yes, that’s a quote from Mewtwo, 
in the 1999 Pokémon movie. 

Still inspiring 25 years later. 

Happy Friday everyone!

For anyone considering a career pivot, you’re NOT ‘starting over’ in a new job.

Regardless of what others might say,

Or what companies might want you to think,

You’re bringing with you all the experiences, personal growth, lessons learned, soft skills, and wisdom gained.

Those things hold value. 

Just because a skill is less transferable,
Doesn’t mean it has zero value.

Here’s a simple framework for identifying transferable skills when considering new roles:

1. Do a ‘core competency analysis’

List your top 5 to 7 strengths from your current role, identify which our industry agnostic, research how these competencies apply in your target industry.

2. Do an ‘experience translation exercise’

Review your major accomplishments, strip away industry-specific jargon, reframe your achievements in terms relevant to your target industry.

3. Do a ‘skills gap assessment’ 

Research key skills required on job descriptions, compare these with your current skills, identify overlapping skills and skill areas you’re missing.

Bonus Tip: create a plan to upscale in the gap areas (ie, certification, side project, boot camps). 

- - - 

ALL of what you bring holds some value.

Even if you’re skills aren’t 100% relevant, don’t convince yourself you’re starting from zero…

You’re not.

Happy job searching!

Google, Microsoft, and Amazon have all posted publicly available ‘Interview Guides’ - Here are the links ↓

 
Amazon - https://lnkd.in/dTw6ih49

Google - https://lnkd.in/dirtHtmJ

Microsoft - https://lnkd.in/dzyxGDck


Don’t pay for information that’s publicly available.

Additionally - Meta, NVIDIA, and others have similar docs and materials. I’ll share more in the comments below. 

Happy job searching!

Helping Industry Professionals Break Into $150k - $300k+ Roles at Competitive Companies | Hiring Manager for 11+ Yrs | Founder and Lead Career Coach | Sr. Manager, Product | Husband, Dad

Want to connect with real people hiring for your skills? Find them on LinkedIn using this 4-step process ↓


1. Search using the ‘Exact Match’ method

- add your target job title in the search bar
- then type the word ‘AND’
- add the word ‘hiring’ at the end

Here’s an example of how it should look:

‘program management AND hiring’

- run your search 

2. Filter for ‘Posts’ in the top bar menu

- click the “posts” button; it will turn green
- this should generate a list of people who’ve posted about hiring your target title
- select 10 people and start networking
(you could DM them, or engage their content)

3. Refine your search, filter for target companies

- click “all filters” in the top bar menu
- find “author company” in the filters menu
- type your target companies, and add them

This should help refine the list of posts to people hiring for your target position, at your target firms.

4. Send a connection message like this:

 "Hi _____, I hope you're well. I wanted to learn more about the mid-level PM role you posted about. I'm currently a _____ with _____ years of PM experience in the tech industry; including roles at _______ and ________. I’m looking to continue my career in the PM space. I’m passionate about ______ and I’d love the opportunity to show you how I can create value for your health technology team, just like I delivered this project (insert hyperlink) for my last employer. I hope to hear from you soon and am happy to provide a resume! Thank you."

- - - 

I use with this approach a few times a week to help my clients land interview opportunities.

I hope it helps you!

♻️ Repost if you found this helpful.

If you want employees back in office, you should be prepared to deal with the consequences of an ‘in-office’ hiring strategy.

Too many firms are trying to have it both ways - and it’s borderline unethical.

If you’re unfamiliar, here’s what’s happening ↓

Companies posting roles as ‘Remote’ - or with ‘Remote’ as a possible work location to increase search visibility and the applicant pool, 

Only to later communicate that the role is hybrid, or requires some X number of days in-office. 

In my opinion, this is a very poor hiring practice. 

Whether it’s…

- ‘Ghost-jobs’ to look like you’re growing 
- Remote roles that aren’t 100% remote
- Ghosting candidates for weeks

Corporations need to do better.

Let me know if you agree?

Have you seen any roles offering remote, that really aren’t?

Friendly Reminder: Avoid building your identity around uncontrollable things like: the company you work for, your title, your salary, your success in a job.

You don’t have ‘more value’ because you work at NVIDIA, Google, Netflix, or EY.

You don’t have less value because you’ve been laid off, or decided to take a gap year. 

Sure, titles and companies CAN help validate some of your qualities and capabilities,

But the value was always there, and it should follow you when/if you go somewhere else. 

Companies,
Salaries,
Titles,

…are great things to pursue. 

But be careful not to get them confused with things that actually make you, “you”

“You” are more than temporary, corporate data points.

You are,

your values,
character,
beliefs,
actions,
interests,
relationships.

All things corporations can’t take away.

Remember that.

Does your job search feel disorganized?
Many professionals who come to me for career help have problems that look like this ↓

1. They are applying to job openings suggested to them by LinkedIn without…

- First checking that the role is legitimate on the companies careers page

- Looking to see how ‘early’ they are with their application (the job could’ve been up for weeks)

- Tailoring their resume to the job description, in order to pitch the right value

OR

2. They are applying to jobs where they don’t…

- Meet the Basic Qualifications 

- Have any internal contacts to recommend them

- Are simply not competitive for a position based on their previous skills and experiences


I’ve been coaching people for 5 years, and I can honestly say; many professional simply don’t have a plan to stand out when it comes to finding their next role.

If that’s you, than I’d love to help. 

Every Monday (4:00 pm EST) I run a FREE, 30-minute MasterClass designed to teach people how to get career clarity, and run an effective/efficient job search. 

I give examples of what’s working in todays highly-competitive job market.

And I share practical advice from the perspective of a hiring manager in tech.

Don’t spin your wheels forever.
I’d love to have you join!

(Sign up link in the comments)

Every week I work with job seekers in their 30s and 40s pivoting away from a work-life balance they no longer want.

Truthfully, many of them have been ‘living to work’ as opposed to ‘working to live’

But that’s changing.

With all the layoffs,
Return to office mandates,
And reduced flexibility,

Many professionals are thinking their careers over again - and I’m here for it!

It’s so important to design your ideal lifestyle first, before you select a career, job, or company.

In an ideal world (which isn’t always possible), 

the job you do should align with enabling the lifestyle you want to live when you are not working.

- hobbies
- family time
- volunteering
- travel and leisure
- health and exercise

Work should ‘fit’ around those things.

I think many millennials like myself we’re set up to fail before we ever hit the job market, 

We were sold the idea that we needed to pursue dream jobs, and if we land those, everything would be OK.

Fast forward to 2024, many career professionals are finally starting to figure things out.

My hope is that the next generation learns this much earlier - ideally BEFORE they choose a career path.

What do you think?
Do you agree with my take on work/life?

“Product Manager @ Amazon | 5x Rejections”
…is no one’s LinkedIn title. 

Friendly reminder for all job seekers ↓

Landing your dream job after 100 rejections is still landing your dream job - the rejections do absolutely nothing once you’ve recorded that one ‘yes’

So keep going. 

→ I was rejected 30+ times out of college.
→ I was rejected twice by my now wife.
→ I am rejected everyday by folks that don’t want to work with me as a coach.

Failing isn’t something to run from.

It’s something to grow from.

If you can change your mindset around rejection, you can change your life.


♻️ Repost this for those who need the reminder!

Here are 9 job boards I use to help my clients find remote (WFH) job openings ↓
(Plus a Bonus Tip on Startups)

1 - FlexJobs
2 - We Work Remotely
3 - Freelancer[.]com  
4 - RemoteOK 
5 - ProBlogger 
6 - Upwork 
7 - Fiverr 
8 - Jobspresso
9 - RemoteJobs[.]io

Pro Tip: 
Check sites that focus on startup companies - due to tighter budgets, many startups hire remote.

Here are 2 resources for finding startups:

- VentureLoop 
- Y Combinator 

Happy remote job hunting!

—————

No, this is not a sponsored post.
I generally want to help people find remote roles.

♻️ repost for others looking for virtual work!

At age 25 I wanted to be an Executive, running large organizations, and cutting deals. But then I watched several executives closely…

-They worked late into the night
-They responded to calls on weekends 
-Some were generally unsatisfied with life
-Several got divorced

What’s even more crazy?

Many of them tried to justify the way they operated as ‘normal’ or ‘necessary’

And for me, that’s where the doubt started.

Why was I working so hard to achieve something with such a diminishing return?


I’m not saying all executives or leaders operate this way, many do a far better job.

I’m also not saying that pursuing leadership roles is bad, lots of successful people make it work.

Here’s what I am saying ↓

What I wanted for my life at age 25, is not what I want now at age 35.

Don’t get overly fixated on…

- Dream jobs 
- Dream companies
- Titles and salries

What you want, what interests you, and what you prioritize, will likely change over the years. 

And that’s okay. 

Just keep asking the question,

‘What do I actually want?’

3 ‘things to avoid’ when submitting any job application (from a 10+ yr Hiring Manager):


1. Writing a resume to ‘beat’ the ATS

No matter what you believe about the ATS, you still have to convince a human to make a decision. 

Things like:

- Copy/pasting the job description
- Hiding white text in the open spaces
- Overusing buzz words or tech jargon

are more often more confusing than helpful.

- - -

2. Treating Recruiters as the opposition

Most recruiters are incentivized to help you, so use them like the advocate they are!

Ask them questions like:

- What do you recommend I wear
- When should I follow up with a ‘Thank You’
- What can you share about my interviewer
- What kind of questions should I prepare for
- How should I structure my interview answers

Learn to give yourself an advantage.

- - - 

3. Not leveraging connections after applying 

After you submit, a simple practice to help improve your chances is sending a message to connections inside of the company you applied for.

A simple note, Informing them of the job requisition ID, and a targeted resume can go along way. 

- - - 

Let me know what you’d add to my list!
And follow Adam, for more daily career tips.

This post won’t go viral, but you need to read it.
One of my career transition students landed 4 referrals in 10 days by running this simple networking strategy ↓


1. They targeted folks who’d just posted about landing a new job at a new company.

They’d run LinkedIn searches like this in order to find the right people/posts:

‘Microsoft’ AND ‘announce’
‘Product’ AND ‘starting’


2. They’d like and comment on the posts

Simple comments like:

‘Congrats [name], I’ve heard [company] is a great place to work. I’ve had them on my shortlist due to their amazing work culture. I hope you find that to be true during your time there.’


3. If the person responded to the comment, they’d follow up (quickly) with a connection request and custom message. 

Something like:

‘Hi [name], I saw you responded to my comment and I thought it best to follow up with a connection request. I’d love to stay in touch and continue learning as you start your journey at [company].’


4. Over the next week, they send a message with questions about the company, followed by a separate request for a 15 minute chat.

Something like:

‘Hey [name], I just saw a job posting at [company] and I’ve got a quick question for you about how to [task].’

‘Hi [name], I’m officially gearing up to submit my application to [company], I was wondering if you’d be open to chatting on the phone for 15 minutes in order to give me some tips on how to stand out during the process.’


5. A majority of the contacts would volunteer a referral on the call - some contacts would volunteer one later in a follow-up message.

And that’s it!

A few things to point out:

- This strategy takes a few days (sometimes weeks) from start to finish - the payoff isn’t immediate.

- Not everyone will respond, jump on a call, or be willing to refer - this strategy was roughly 30% successful.

That said, 

A much higher payoff than cold applications.

What do you think of this approach?
Is this a strategy you’d try?

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