Bond

In my role as a fractional Vice President of Human Resources for Bond Security, a burgeoning startup in NYC, I provide strategic recruitment and advisory services. My work focuses on enhancing organizational capabilities and driving growth through tailored HR solutions.

Here's a glimpse of my contributions:

➥ I advise on the refinement of recruitment processes, improving efficiency and aligning with industry best practices for a dynamic startup environment.

➥ I offer insights into talent acquisition strategies, focusing on attracting top-tier talent and ensuring a cultural fit that supports Bond Security's innovative ethos.

➥ I contribute to leadership development initiatives, mentoring promising individuals and supporting a culture of internal growth and professional advancement.

➥ I consult on the design and implementation of performance management systems, fostering a high-performance workplace that thrives on continuous improvement.

➥ I guide the development of diversity and inclusion programs, helping to cultivate an inclusive company culture that values varied perspectives and experiences.

➥ I assist in strategic HR planning, collaborating with leadership to ensure talent management aligns with the company's ambitious growth plans.

➥ I offer recommendations on employee retention strategies, enhancing job satisfaction and loyalty within the team.

➥ I facilitate connections with educational institutions, aiding in the creation of a talent pipeline that brings fresh, skilled professionals into the organization.

➥ I advocate for the use of HR analytics, promoting data-driven decisions that support strategic HR initiatives.

➥ My leadership and advisement are acknowledged as instrumental in bolstering Bond Security's stature as an attractive and forward-thinking employer.

Vice President, Human Resources (Fractional/Contract)

In an accelerated ascent to leadership within Bond Security, a forward-thinking startup in NYC, I was rapidly promoted to Vice President of Human Resources after just 9 months. My strategic approach to talent acquisition, leadership development, and organizational culture was instrumental in this transition. I took the helm to steer the HR department, aligning it with the burgeoning needs of a rapidly scaling company.

Here’s how I excelled in this role:

➥ I orchestrated the restructuring of the HR department to align with strategic business goals, resulting in a 40% increase in operational efficiency.

➥ I designed and implemented a comprehensive benefits package that enhanced employee satisfaction by 30%, aiding in a 15% improvement in retention rates.

➥ I led the development of a leadership training program that prepared high-potential employees for executive roles, contributing to a 20% increase in internal promotions.

➥ I played a critical role in developing a performance management system that saw a 25% improvement in employee productivity metrics.

➥ I initiated a company-wide diversity and inclusion program, which improved the diversity hiring rate by 45% and fostered an inclusive workplace environment.

➥ I navigated the company through a period of significant growth, scaling the workforce by 50% without compromising on hire quality or cultural fit.

➥ I established a talent management framework that reduced turnover by 18% and enhanced employee engagement scores by 22%.

➥ I was pivotal in negotiating strategic partnerships with educational institutions, resulting in a talent pipeline that increased the influx of qualified candidates by 35%.

➥ I drove the adoption of HR analytics and data-driven decision-making, which led to a 28% reduction in hiring costs and a 15% shorter time-to-fill for vacancies.

Vice President, Human Resources

As the Director of Talent Acquisition at Bond Security, a dynamic startup in NYC, I was instrumental in building the backbone of the company through strategic hiring. My focus was on identifying and nurturing leadership talent, which played a pivotal role in driving the organization's rapid growth. I successfully balanced the dual demands of maintaining a high-quality candidate pool and meeting aggressive hiring timelines.

Here’s how I made a transformative impact:

➥ I spearheaded the talent acquisition strategy, achieving a 35% increase in leadership hires within the first year, significantly expanding our executive and managerial teams.

➥ I executed a comprehensive recruitment plan that resulted in a 50% growth of the organization’s workforce, laying a strong foundation for future scalability.

➥ I introduced innovative sourcing techniques that enhanced candidate quality by 25%, ensuring a robust pipeline of high-caliber professionals.

➥ I championed a company-wide initiative to promote diversity in hiring, increasing the representation of underrepresented groups in leadership roles by 40%.

➥ I negotiated and managed vendor relationships that reduced recruitment costs by 20% while maintaining a steady flow of top talent.

➥ I leveraged data-driven recruitment metrics to decrease the average time-to-hire by 30%, streamlining the hiring process.

➥ I fostered a culture of continuous improvement, implementing training programs that increased our in-house recruitment team’s efficiency by 15%.

➥ I crafted and enforced a strategic employer branding campaign that elevated our market presence, resulting in a 60% increase in unsolicited quality candidate applications.

Through these efforts, I not only met but exceeded recruitment targets, positioning Bond Security as a competitive player in the tech security industry.

Director of Talent Acquisition

Little Talent Group, LLC

As an Executive Career Coach, I empower high-achieving professionals and visionary women in leadership to transcend their current successes and scale new heights in their careers.

➥ You are driven, knowing well that past strategies need to evolve for future triumphs.

➥ Despite being a stellar performer, you're navigating the "earn your stripes" mantra from leadership.

➥ You deliver exceptional results but find yourself on the sidelines in critical boardroom conversations.

➥ You observe peers advancing through influential networks, while you strive to forge meaningful connections.

➥ Leading your team diligently, you're searching for balance to prevent burnout and foster trust.

➥ You ponder if your academic leadership skills are equipped for executive challenges.

➥ Eyeing a promotion may seem daunting, but you're poised for that leap.

As your coach, here's my commitment:

➥ I'll guide you in crafting strategic alliances and articulate your value in complex workplace dynamics.

➥ I'll aid in developing a robust professional brand that resonates within your industry.

➥ Together, we'll spotlight your expertise to position you as a thought leader and prime candidate for promotions.

Leaders' testimonials on my coaching reveal transformative outcomes:

See Recommendations. 

Envision your leadership transformation:

➥ Post our coaching engagement, your command of non-verbal cues, composed demeanor, and strategic engagement will enhance your influence.

➥ You'll navigate decision-making with conviction and align teams with your vision.

➥ Utilizing success frameworks, you'll cement your excellence in your current and future roles.

➥ You'll cultivate authentic connections across the organizational spectrum.

➥ You'll be strategically positioned for lucrative promotions, with the potential to significantly boost your compensation.

Founder & Chief Career Maximalist | Career Coaching for Executives & High Potential Professionals

L3Harris Technologies

L3 Harris Technology is an American technology company, defense contractor, and information technology services provider.

I learned much about the organization, which can be explored at: www.l3harris.com 
In my role as a Senior Talent Acquisition Manager, I led 13 director reports, driving strategic hiring initiatives and promoting a high-performance culture. My leadership highlights include:

➥ I managed 7 recruiters across 4 sectors, enhancing efficiency and cutting agency reliance while reducing time-to-fill metrics. I also recruited for all Executive positions. 

➥ I built and nurtured a team of 6 onboarders, who reduced new hire onboarding times from 3 weeks to an impressive 2 weeks.

➥ I championed LinkedIn campaigns to boost our visibility, ensuring our recruiters' strong online presence and a diverse talent pipeline.

➥ I collaborated with executive leadership to meet critical staffing needs, aligning with ramp and AOP goals.

➥ I innovatively saved over $100k in advertising by optimizing hiring leaders' budgets through strategic communication.

➥ I oversaw 200+ requisitions, with a standout time-to-fill average of 40 days, showcasing a significant improvement in operational efficiency.

➥ I successfully developed strategies to fill 50 engineering roles in 90 days, showcasing our team's agility and capability.

➥ I streamlined interviews to quicken hiring while maintaining a high caliber of talent acquisition.

➥ I forged partnerships with colleges for a steady flow of candidates for operational roles.

➥ I focused on recruiter development, enhancing strategies for challenging vacancies and achieving diversity targets.

➥ I implemented a 15-day holding process for slates to reach our D&I and gender parity goals.

➥ My team's excellence was recognized with one promotion and two 'Recruiter of the Quarter' awards in 2021.

➥ I earned the RISE award for outstanding talent acquisition services, reflecting my dedication to recruitment excellence.

Senior Manager, Talent Acquisition

As the Manager of Talent Acquisition, I directed a team of recruiters to drive accountability, shape strategies, align teams, and support department-wide growth and development, thereby promoting a cohesive departmental culture amongst the recruiting team. I worked with HR executives in approving and establishing the department's strategies, goals, and procedures.

I oversaw the budget for virtual hiring events, partnerships, and job boards. I also conducted weekly presentations for key executive leadership to provide recruitment-related updates and recommendations.

Among my duties, I was accountable for managing the ‘Aged Job Club’ to strategize enhancements to requisition aging. I also mentored junior department personnel to support their professional growth.

Here are some of the ways I made significant and positive contributions to business growth:

➥ I strategically balanced and prioritized recruiting department resources to meet constantly evolving business needs.

➥ I consistently exceeded the internal goal of 7 monthly hires by averaging 10+ monthly hires for the team.

➥ I achieved an average time-to-fill metric of 40 days per position, a 47% improvement over the organization’s goal of 75 days.

➥ I successfully filled an unexpected surge of 30 critical business openings in an extraordinary 60 days.

➥ I was honored with the ‘2020 Rise Award’ for excellence in talent acquisition service.

➥ I led a team that produced 2 senior executive promotions and one ‘Recruiter of the Quarter’ awardee in 2020.

Manager, Talent Acquisition 

As Senior Specialist in charge of Talent Acquisition, I set recruitment requirements by examining the firm’s business plans, goals and growth targets. I took ownership of talent sourcing, candidate identification, networking and relationship building while introducing and refining recruitment best practices. 

I leveraged reliable applicant sources by reaching out to community services, colleges, employment agencies, recruiters, media and websites to promote the organization by providing information on opportunities and benefits. I also set applicant requirements by scrutinizing each job description and qualifications, and by conducting comprehensive intake calls with hiring leaders.

I regularly placed job advertisements, worked with recruiters, scheduled interviews and prepared and extended offers; examining candidate qualifications via interviews, references, applicant responses and other due diligence.

➥ I exceeded monthly hiring goal of 7, averaging 11 hires per month for FY19 and 10 hires per month for FY18.

➥ I exceeded Diverse Professional Hiring goals for females at 50%, and POC’s at 28% for FY19.

➥ I averaged production of 4 cleared hires per month. 

➥ I averaged time-to-fill metric of 50 days per position, a 17% improvement over our 60-day goal. 

➥ I achieved interview goals with a ratio of 2:1.

➥ I served as team lead for a successful Recruitment Marketing Material project.

➥ I designed candidate email templates to automate the communication process.

➥ I was promoted after just 10 months of service in recognition of dynamic results.

Sr. Specialist, Talent Acquisition

WilsonHCG

As a Senior Specialist in Talent Acquisition and Training Lead at Wilson Human Capital Group, I was instrumental in spearheading recruitment initiatives and devising training programs for new hires.

➥ I pioneered talent-sourcing efforts, utilizing a mix of community services, educational institutions, and online platforms to strengthen the company’s presence and attract a diverse candidate pool.

➥ I implemented rigorous candidate evaluation processes by analyzing job descriptions and qualifications in detail, which allowed for more informed discussions with hiring managers during intake calls.

➥ I consistently exceeded monthly hiring goals by efficiently managing the recruitment lifecycle from job advertising to offer extension, with a track record of surpassing the target of 8 new hires.

➥ I led diversity hiring initiatives, successfully reaching 45% female hires and 32% hires from POC communities in FY19.

➥ I maintained an impressive record of 6 cleared hires per month, showcasing my adeptness in fulfilling roles requiring security clearances.

➥ I improved the time-to-hire metric to just 45 days per position, demonstrating a 25% enhancement compared to the previous benchmark.

➥ I achieved an efficient interview-to-hire ratio of 3:1, which speaks to the effectiveness of our refined interview process.

➥ I took charge of a key Recruitment Marketing Material project, significantly boosting the company’s branding and appeal to high-caliber candidates.

➥ I innovated the candidate engagement workflow by creating automated email templates, which greatly improved communication timelines and effectiveness.

➥ I led the development and facilitation of robust training programs for new hires, ensuring their successful assimilation into our corporate culture and promoting ongoing professional development.

➥ I was recognized for my exceptional performance and outcomes in talent acquisition and training with a promotion after just 10 months of service.

Engineering Recruiter & Training Lead (UTC)

Grand Canyon University

As Talent Acquisition Specialist for Grand Canyon University, I worked with hiring managers to proactively identify recruitment needs and staff for all positions, from entry-level to PhD adjunct faculty. 

I served as site leader for recruitment, managing the full scope of hiring duties for a site of 800+ staff. I was accountable for setting interview and selection criteria, including call screenings, assessments and in-person interviews. I continually assessed candidate applications using our internal Applicant Tracking System.

I sourced resumes, pre-screened candidates, conducted interviews and assisted leadership with critical hiring decisions, applying the proven DDI interview model with multiple layers of interviews. I also trained new recruiters, developed job descriptions and interview questions that reflected each position’s requirements, led employer branding initiatives, and organized job fairs and recruitment events.

➥ I designed effective hiring strategies for a range of unique positions, including the Teacher Education Specialist and Doctoral Studies positions; resulting in fully staffed and capable teams during high-growth periods.

➥ I accurately forecasted quarterly and annual hiring needs by department; strategically sourcing candidates to prepare a streamlined succession planning pipeline.

Talent Acquisition Specialist

Cielo Talent

Adecco

Technical Recruiter

Career Strategist | Thought Partner | I help high potential women leaders to become the top 1% in their career by optimizing their performance and amplifying their presence to land promotions to Mgr-SVP | Wife & Mom of 3

If you're a high-level individual contributor or a professional woman in a managerial or leadership role, you understand that you've come a long way and there's more to achieve. 

You recognize the need to enhance your image, maintain composure under pressure, forge new workplace connections, exude confidence beyond your current position, communicate effectively to secure that next promotion, and transition from competing with your team to leading and trusting them.

▶️Here's who you are:

You're ambitious and ready for more, but you realize that the same strategies that got you here won't take you further.

You're a top performer, yet your current leadership insists that you "earn your stripes."

While you excel in delivering results, you often miss opportunities to engage in influential discussions in the boardroom.

Your peers, who may not be as qualified, are advancing faster due to their key relationships with influential stakeholders.

Despite leading a dedicated team, you feel overwhelmed by trying to control every aspect, leading to burnout.

You question if the leadership skills you acquired in academia are sufficient for reaching the executive level.

You desire a promotion but find it intimidating.

▶️As your executive career coach, I will: 

Help you build strategic relationships.

Teach you to communicate your values, even in workplace conflicts.

Assist in establishing a powerful professional internal brand.

Position your expertise and thought leadership.

Help you position yourself to land an internal/external promotion. 

▶️Here's what some leaders and creators have to say about my services:

"After interviewing with several large organizations, I moved into a C-Level position with a 55% pay increase. April knows her stuff and equips you with the tools to advance your career." - K. Tolliver

"April is a treasure! I secured a new role as the Head of Marketing with a $60,000 increase." - M.M.
Imagine becoming the leader you aspire to be:

▶️After our 3/6/12 month coaching container, you will: 

Understand the importance of body language, composure, and engagement alongside your deliverables.

Make tough decisions and persuade others to align with your vision.

Use frameworks for consistent success in your current role and future promotions.

Foster genuine relationships across all organizational levels.

Empower your team to operate independently, granting you more visibility.

Be positioned to land an internal/external promotion with a salary increase up to 400k OTE. 

Schedule a free career audit (see featured section).

You’re 42% more likely to achieve your goals if you write them down. Three months after writing this note, my client Victoria landed an external promotion to a senior leadership role with a 50% salary increase.

Getting to this point was not easy. 

She had to: 

Decline Offers 
Deal with rejections 
Go through multiple rounds of interviews 

There were times during her search that she felt she would not land a new role. 

Instead she: 

Continued interviewing 
Continued applying 
Took breaks 

She stayed the course. 

In March of 2023 she secured an offer with a Fortune 500 company with the PTO she wanted to be able to travel! 

Todays post is not a #clientwin 

It’s a reminder for you to speak what you seek until you see what you’ve said. 

Drop a 👏🏾 if this resonated with you. 

#aLITTLEadvice

April Little

I became the MAIN CHARACTER in my story once I decided to stop showing up like a FOOTNOTE.

When I showed up as a FOOTNOTE, I:

Did not invest in my development
Did not share my perspective
Did not want to do the work
Did not take risks

I foolishly thought things would get better by chance😅

My internal dialogues were toxic:

“You don’t have the money, just google it”
“No one cares what you have to say”
“You don’t have time”

The BIG one:

“You can’t afford to make a mistake”

Until I realized I couldn’t afford NOT to make a mistake.

Until I realized that while hard work guarantees nothing, the lack of it does.

Until I "prioritized PAYOFF over PRICE" - CLS

When I started sharing my perspective, investing in myself, and taking strategic risks...I:

Got promoted to VP
Raised my salary by 100%
Get invited to speaking engagements
Organically grew my LinkedIn audience to 100k+in 11 months

It was uncomfortable, painful, and expensive but it was worth it. 

This is your reminder that your story is waiting to be written.

And it won’t happen by chance.

Executive Career Coach | I teach women leaders to master their executive presence, own the room, and secure promotions 📉💰to Director, VP, SVP without compromising their authenticity | Wife and Mom of 3

Today I’m celebrating reaching 200K all because someone said my two favorite words. 

YOU CANT:

-Write content 
-Grow your audience 
-Share your perspective 
-Build a community independent of the company

“You should only be sharing company content” a previous leader said. 

I stopped writing on LinkedIn and I started writing posts in my phone. 

Once I left I started posting in February 2022.

I had around 2000 inactive connections. 

20 months later I’ve grown my platform 200x 
over. 

And along the way, I: 
-Started my business 
-Made amazing friends
-Helped countless professionals
-Established powerful connections 
-Got over my fear of sharing my perspective 

And most importantly: 

Coached the best and brightest professionals. 

All because someone said “YOU CANT” 

——-

The next time someone says “YOU CANT” 

See it as an invitation to show up for yourself in a way that you never have before. 

Today, I will select 2 individuals at random for a coffee chat in January. 

Thank you all for your support! 💗

#possibilitymodel #aLITTLEadvice

—-
Epilogue: Many don’t agree with certain concepts that I share because they believe we should challenge the status quo.  

I truly believe in striving for a better tomorrow. 

But MY purpose is to prepare you for the world we live in today. 

With that said, I’m launching a group coaching program in February 2024🎉. The accelerator will be for high performing women professionals in Lead - Director roles that want to land internal/external promotions in 12 months by mastering their performance and executive presence during a 12 week container. Interested? DM me “1%”.

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A word from a former RECRUITMENT LEADER:

The end of the year is a time when many active job seekers pause their search. As a talent leader, my team and I extended SEVERAL offers during this season. 

The likelihood of your resume breaking through the noise will EXPONENTIALLY increase. 

Be an early applicant 
Apply to 3-5 jobs per day 
Use Teal to tailor your resume 
Connect with recruiters and hiring leaders 

If you want to stand out, now is the time to customize your resume more than ever. 

Many of my clients have used Teal's AI Resume Builder to transform their experience into compelling bullet points that resonate with employers. 

The Matching Mode feature uses an existing JD of your choice to rate the effectiveness of your resume, highlight hard and soft skills, and suggest relevant keywords.

These features will save you so much time!

Remember, the 2023 job market is not a race. 

It's a marathon. 

Resist the URGE TO QUIT. 

If this helped you,♻️hit repost♻️

#sponsored 

Dear LinkedIn Feed: I have two words. THE AUDACITY. 

My feed is exhausting. 

Topics include: 

The GREEN BANNER 
▶️Why do we care what an EX-GOOGLE recruiter thinks? Make it STOP. Turn it off, turn it on who cares! And if you care you're the problem. 

The "CEO" that wants to charge $20 per app to limit unqualified applicants which in turn creates barriers and bias...
▶️Make it STOP! 

Being a Founder/CEO does not make someone qualified to speak on all subjects. Endpoint. 

Any topic about how to impress a recruiter
▶️Make it STOP! Real recruiters are impressed when you meet the qualifications. Source: My 13 years of experience. There is no need to "impress" a recruiter/hiring manager etc outside of that. 

We're complicating things again. 

It's really simple. 

The job market sucks but please don't try to make people "bend the knee."

My client, Summa, was promoted to Associate Vice President of Treasury at Victoria’s Secret! 🎉

Ready to secure a promotion in 2024? DM me!#clientwins 

——

Summa’s announcement: 

📣I am thrilled to announce my recent promotion to Associate Vice President of Treasury at Victoria’s Secret & Co.  I look forward to the opportunity to continue growing and developing within the company and am excited to take on new challenges and responsibilities in this expanded role.

Over the last 3,318 days  (~9 years and 1 month) serving across various industries and companies as a Treasury Director I have learned heaps about about the discipline and even more about myself.

I appreciate the lessons birthed from adversity, losses followed by unexpected wins and every disappointment harmoniously paired with a blessing that afforded me moments of deep self-reflection and a growing collection of anecdotes to share.

Grateful for the amazing personal cabinet of cheerleaders, sounding boards and truth tellers along the journey who have challenged, encouraged, and inspired me towards this latest milestone.  

Excited to embark on the rest of my journey - sharing snippets of my story, insights and musings in future posts. 

If you are interested, ring the notification 🔔 

#promotion #career #growth #leadership #treasurycareer #treasuryprofessional 
#retailtreasury

Executive Career Coach | I teach women leaders to master their executive presence, own the room, and secure promotions 📉💰to Director, VP, SVP without compromising their authenticity | Wife and Mom of 3 💙💙💗

If I had to restart my journey to becoming an Executive from the Director level, I'd do these 4 things:
 
1. Leadership
↳As a former Director of Talent I'd make my goal known to my leader and start with building a rock solid team:
 
Build a training program
Functionally align the team
Create a structured feedback process
Optimize systems to reduce redundancies 
Design realistic performance metrics with a reward/promotion system
 
Goal: Fill mission critical toles, create an amazing candidate experience, position the company as an employer of choice and lastly reward and promote my team. When your team shines, YOU SHINE!
 
2. Strategic Planning
↳ Look for the area in the organization that is bleeding and close to the CHROs radar i.e. Leadership Talent Gap with the goal of identifying, attracting, and grooming high potential leaders for the organization.
 
Conduct a workforce analysis
Collaborate with the CHRO to ensure alignment with the company objectives
Partner closely with department heads to understand competencies
Develop pipeline strategy & mentorship program 
Implement success metrics 

📌Regularly present progress to the Executive Team

Goal: Implement new initiative to address gaps, promote retention, succession planning, and build relationships with DOWN, UP, and ACROSS the organization. 

3. Innovation: 
↳Attend conferences to stay apprised of the latest tools in reaching top talent. Notice I did not say diverse talent because top talent is diverse 🙌🏾

Implement AI-driven tools
Use data to make talent sourcing decisions 

Goal: Increase speed of time to fill, create an inclusive workforce. 

4. Thought Leadership
↳ One of my regrets is not joining Talent Acquisition organizations and boards. 

Publish articles 
Take on public speaking events 
Join reputable TA organizations 
Write LinkedIn content (see more on this in the comments) 

Goal: Establish thought leadership and industry influence

Ultimate Goal

⬇️ 

Be the obvious choice for a promotion. 

Disclaimer: There are many paths to achieving a promotion to Executive Leadership, these are some of the ways I got promoted and would change things up If I could do it all over again. 

♻️If this was helpful, please consider sharing with your networks ♻️

#aLITTLEadvice #executivecoach 

Picture: 5/7 (out of 100) Remini AI headshots 

—-

I’m April👋🏾

I'm an experienced executive career coach, here to share my career stories to help you succeed without stumbling along the way. I specialize in empowering women leaders at the Senior Manager, Director, and Vice President levels to master their executive presence, own the room and land their next big role, whether it's within their current organization or elsewhere. This month, I'm making room for 1-2 clients to join me on a 3 or 6 month coaching journey. See comments ⬇️ to book a discovery call.

5 things I used to do in my career but would now prefer to mop the Atlantic Ocean instead.

1. Own Everything 

I felt like I needed to say YES to every task brought my way. This led to burn out and sometimes lower quality outputs. Once I Iearned how to defer and/or delegate things got much better. 

2. Overexplaining 

When I needed a day off I shared every little detail. I stopped explaining and got to the point “I’ll be off tomorrow, I’ll respond to all non urgent requests upon my return.” 

3. Feeling Like Forgiveness was Mandatory 

I used to “Assume Positive Intent” for everyone but all I really did was give some folks the impression that disrespect was ok. Now I use my discernment and the Power of ONE time before addressing issues. 

4. Work for a Management Leader vs a Development Leader  

Development Leader: Prepare you for their role 

Management Leader: Only asks you for updates and prepares you to give them more updates 

5. Minimize myself or my teams achievements. 

What would you consider mopping the ocean floor vs doing again in your career? 

#aLITTLEadvice 

Source: I saw this gif image on Jereshia Hawks IG and I could not resist!

“I’d like for you to cross-train in the scheduling department”

This was my client’s manager’s response when she inquired about being promoted for the third time. 

On the surface, it seemed like her manager was being helpful.

He even assured her that he was mentioning her to the greater leadership team.

Despite another stellar performance review, and taking on visible projects, she was tasked with yet another cross-training assignment.

She became suspicious this time.

The feedback she received from him was always vague.

It wasn’t until she found the perfect opportunity to casually bring up her interest in moving into a leadership role with her manager’s superiors.

That’s when she learned her manager had not been championing her cause.

She had suspected it but quickly dismissed the thought because he had seemed supportive.

This is what I call an insecure leader.

They don’t collaborate; they compete.

They are afraid to let their team shine for fear that it dims their own light.

They simply lack confidence.

30% of my clients encounter this issue on their journey to a promotion.

These situations are all too common, and many times, these folks are promoted because they were solely a good individual contributor.

She didn’t want to leave her company, so we built a strategy that gave her visibility to other leaders.

While it is harder to move up without the support of your direct leader (if you don’t want to leave the company)..

It’s still possible.

You will need to build a following of internal stakeholders with influence.

Here’s how:

	1.	Identify Influencers: Research the organization, learn backgrounds and active projects they’re involved in. Pay special attention to those who speak often in meetings and how others react to them.

	2.	Display Your Value: Look for opportunities to present your accomplishments, projects, presentations, etc., in front of other stakeholders.

Note: Read the comments on how to ask your manager for more visibility opportunities and document the request.

	3.	Seek out Internal Sponsors: Now that you have identified the influencers, seek out one or two and ask them to provide mentorship.

Having an insecure “Leader” (this is a tyrant) can be challenging. But it can make you stronger and protect your career fiercely.

And for the “Leaders” out there who don’t want to develop your team:

Get therapy, Career Coaching or Step Down so someone else can STEP UP! 

#aLITTLEadvice

graphical user interface, text, application, chat or text message

Today I'm celebrating a close connection of mine who landed her dream role, a Director position with the Houston Rockets! 🚀
 
When we first connected she told me about her previous role - a toxic work environment where she felt: 

▶️Unappreciated 
▶️Overworked 
▶️Underpaid 

She was so inundated with her day to day that we did not get a chance to coach together due to her travel schedule and my pending maternity leave over the summer. 

When she reached out last night to tell me that “I coached her, without officially coaching her” through my content I was so happy! 

A WIN IS A WIN 🙌🏾

Little did I know when I made a few posts about my own career over the summer it really helped her through some dark times. 

She pressed forward and interviewed for different roles. 

She didn’t give up! 

She landed her dream role with a great team (pun intended). 

All because of her grit, determination and content from a stranger. 

I write content to convert but I also write content to inspire. 

To the person thinking about giving up today, don’t. 

This is a an example of how good things can get when you don’t give up on yourself. 

This is an example of putting information into action - most people don’t do this. 💡

——

Dear reader, my goal is to encourage you to climb the corporate ladder as far as you can go 

Why? 

Because you deserve a chance to be at the top of the highest mountains in corporate environments.

When you’re ready, I’ll meet you there. 

With appreciation,

April 

#aLITTLEadvice 

—-

Todays post was written with permission. Names and pictures are not shown to protect her privacy. Message (receipts) in the comments.

Sometimes clients come to me for career coaching but end their journey ready to take on the role of CEO. That’s exactly what happened with Brianna Doe. 🎉

When Brianna reached out to me last summer, I had a true fan-girl moment. 

After all, she had already built an incredible personal brand and was an established authority in the marketing space.

Through our sessions, it became clear to her what her next step should be.

She was ready to embrace her CEO era.

And that’s just what she did!

Last month, Brianna, in partnership with Alexis Rivera Scott, launched Verbatim!

Verbatim is not just any marketing agency—it's one owned and operated by women of color, specializing in marketing strategies that truly make an impact: growth marketing, content, personal branding, and LinkedIn influencer marketing.

The best part? They’ve already started signing new clients!

And yes, I plan to be one of those clients too. 

#aLITTLEadvice #clientwins 
---

Note: This client win was posted with Brianna's permission. 💗

One of the biggest career mistakes I see professionals make is allowing a man-made Gregorian calendar to dictate when their new year starts.

If you want to take on stretch assignments, plan your promotion, or become a better communicator, the best time to start was yesterday. 

The next best time to start is today. 

If you’re wondering this is MAIN CHARACTER energy. ⬆️

Remember, deferring your goals is dressed up as procrastination. 

The title of my story today is RELENTLESS, what’s yours? 📚 

#aLITTLEadvice #executivecoaching 

I am launching my newsletter in the next week or so join my email list here: 
https://lnkd.in/eka-SyVX

Pic: Me auditioning for the lead role in my life.

I flat out REFUSE to be categorized as a LinkedIn "coach" who preys on people. 

Career Coaching, Business Coaching, LinkedIn Coaching, Copywriting Coaching, or any kind of Coaching all have one thing in common.

It's a LUXURY.

The best of the best will never sell to those who:

Can't afford it
Are out of work
Are not clear on the benefits

The best of the best will never sell services to someone they know they can't get results for.

I personally do not work with anyone who is unemployed unless they have demonstrated sustenance or severance.

Why?

It's incongruent with my primary offer which is heavily focused on career development.

When looking for a coach you should ask yourself:

1. Can I COMFORTABLY make this investment?

2. Has this person achieved the level of success I am looking to obtain?

Basically, do they have experience or a following? Because there is a difference.

One of my coaches has 5k followers.

One does not even have a LinkedIn presence.

And both are amazing!

Their following size does not matter. The level of their impact does.

3. Does this person offer job guarantees? RED FLAG.

Newsflash - NO ONE except THE MOST HIGH can promise you a job.

A coach can promise a good strategy that will lead to better outcomes.

A coach can help you become a better storyteller to perform well in the interview.

That's all and that's it (on the job search side).

4. Do they have social proof?

Do they have testimonials from folks that are not popular?

-----------

More thoughts:

Do most leaders have a coach? Yes!

As a former executive, most of my colleagues had their own coach.

As a former executive recruiter, most of my hires consulted their coach before accepting an offer.

Do I think everyone needs a coach? Nope.

Working with a coach is NOT a necessity.

Most people can achieve what they want with a little grit and coffee in hand.

However..

I will fall on my own sword (GoT fan here) that I achieved so much more than I ever could by investing in my own coaches.

And I refuse to ever be put in a category with some of the predatory coaches I'm seeing on this platform.

In conclusion:

If you have the means and you want to collapse time and work with someone to achieve your goals then by all means hire a coach.

If you don't, totally fine.

I just wanted to add my two cents.

This post was inspired by Daniel Botero.

#aLITTLEadvice

Executive Career Coach | I teach women leaders to master their executive presence, own the room, and secure promotions 📉💰to Director, VP, SVP without compromising their authenticity | Mom of 3 | Taking clients 11/1/23

“There is something poetic about a 39 year old winning NEW ARTIST of the year.” 🗣️

Some of you are going in to work tomorrow and you’re wondering if you’ve sat in your seat too long. 

If it’s too late because you: 

Are 40+ 
Have children 
Don’t have a degree
Etc, etc, ……………………

This is evidence that as long as you have life it’s never too late. 

Drop a 👏🏾 if this video moved you! 

#aLITTLEadvice

Today I’m celebrating my client turned friend, Jasmine Banks (Director, Platform Marketing) for securing two major INTERNAL wins at work! 🎉

Win #1: Was recognized by her executive team for blowing a recent campaign out of the water. 

Win #2: Recognized in front of the company for her efforts! (See image in comments) 

I’m so proud of her! 

If you’re wondering what excellence looks like it’s this! 

If you’re wondering what the path to becoming an executive looks like…it’s this! 🙌🏾

——

Jasmine’s announcement: 

I’m thrilled to share that I’ve been featured on our company’s internal hub, sharing my thoughts and perspective on what motivates me as a leader here at Pearson. 

Being given this opportunity to share my insights is an honor and a testament to the supportive environment we have here!

#aLITTLEadvice #clientwins 

FYI: all client wins are posted with permission!

Striving to be IRREPLACEABLE in the workplace is NOT a badge of honor, it's a velvet coffin. 

We've all worked with someone that refused to train others on their job. 

In fact, many of you reading this could be that very person. 

Professionals that have this mindset are similar to Gollum from Lord of the Rings. 

They are so consumed with 'being' that they fail to 'become.' 

Being IRREPLACEABLE often leads to: 

Being given opportunities to do more of the same
Being seen by your leadership team as the 'steady' 
Being seen by your colleagues as the workplace hoarder 
Being fixated on mastering your daily duties vs upskilling 

Resulting in the ultimate Job Security. 

Staying in the same role year after year. 

Here's why you should strive to be REPLACEABLE instead: 

1️⃣ Opportunities for advancement 
↳ It's easier for your company to promote you because they can fill your role. 

2️⃣ Diversifying your skill set 
↳ When you train your team/direct reports to do your job you free yourself up to learn new skills and take on different projects. 

3️⃣ Creating a stronger team 
↳ Adopting a knowledge transfer culture strengthens the team and performance outcomes. 

4️⃣ Building a name for yourself (personal branding) 
↳ Make a lasting impact by implementing systems and processes that enable the organization to run effectively with or without you. 

You have two choices: 

Anchor yourself to FEAR. 

Or FEEL IT and ASCEND. 

You are destined for more than being a mere block in a game of Jinga. 

The possibility of it all collapsing is not a strategy. 

The possibility of building reinforcements is. 

#aLITTLEadvice #executivecareercoach

If this post called you out hit ♻️repost♻️

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Hi, I'm April,

I'm an Executive Career Coach. I help women leaders at the Manager, Sr. Manager, Director, and VP levels master their executive presence to own the room and land their next executive-level role internally/externally.

As a career coach, I can't decide which one I HATE more. The "Hidden Job Market" or "Networking."

First off the "Hidden Job Market" is nothing more than confidential job searches. 

In my previous life as a Talent Leader, I never liked these kinds of roles because they promote low transparency in organizations that lead to hiring the same kind of folks. 

I still teach my clients how to network because I'm always going to prepare them to be successful in the Year of our Lord 2023 aka the world we live in today. 

-Connecting and building relationships BEFORE leaving their roles 
-Joining active Career-Based/Association Facebook groups 
-Writing content and sharing their thought leadership 
-Looking for common connections at target companies 
-Going to in-person networking events 
-Strategically adding connections 

Basically digging a well long before they need it. 

If you've read up to this point I want you to hear me. 

Networking is just as important as it is problematic. 

We can say everything is but this is what I want to discuss today. 

We tell people they should not apply to a job they don't meet 100% of the qualifications for (in this market). 

All while someone else with 50% of the qualifications lands the role because they knew someone. 

I've seen it with my own two eyes. 

Bias is everywhere. 

Elitism is everywhere. 

They both hide in dark alleys like the "hidden job market" and "networking". 

These alleys are even darker and harder to navigate for folks that identify as "the one", "the only", and "the other" because we don't have uncles, cousins, aunts, neighbors, etc that influence the hiring process. 

Many of us only have the experience and education required for the role. 

Why can't this be enough? 

To the person reading this today who has applied to over 300+ positions only to be advised "network" in a "network" that is saturated, often filled with "fake community" .... "overwhelmed" with outreach .....and "they(the people you want to network with)" can't get back to you always..

I see you. 

Keep going hell or high water. 

You'll need to work harder but you can still achieve your dream nonetheless. 

No #aLITTLEadvice today. I'm just ranting. 

Taplio

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