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 & CEO | Executive Career Coach

Creator Authority

Strategic Advisor 

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

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

Certified Executive Coach (ICF) | I help women leaders amplify their performance + presence to become Executives | Wife & Mom of 3 | Exec Group Coaching Program launching in Aug 2024 | Book a call today ⬇️

I’ve lived 20+ lives within my 1 lifetime.

(I plan on ‘living out’ many more.)

Food Retail Leader ➡️ Pharmacy Tech ➡️ Administrative Assistant ➡️ Recruiter ➡️ HR Leader ➡️ Executive Career Coach

Every pivot expanded my skill set.
Each one built a new layer of clarity and confidence.
Reinvention isn’t a gamble. It’s a strategy.

The women I coach today are in their 40s, 50s, and 60s.

They’ve outgrown roles that once made sense.

Now they’re ready to step into executive leadership on their own terms.

Here’s what I’ve learned about starting over at that level:

Past roles leave clues.
➡️ Managing teams in retail showed me how to lead before I had the title.

Nontraditional paths build range.
➡️ Working in pharmacy sharpened my people skills in ways I still use today.

Progress moves faster with a real plan.
➡️ The right structure builds momentum and protects your energy.

No one is starting from scratch.
You are starting from a place of deep experience.

It is never too late to make a bold move.

It is only too late to stay stuck in what’s no longer working.

Share this with someone who needs a reminder that their next chapter can start now.

April Little

bondpersonalsecurity

lavender-resumes

Talks about #leadership, #storytelling, #careeradvancement, #executivepresence, and #professionaldevelopment

Former HR Exec Helping Women Leaders ($150k–$500k) Get Promoted to Vice President. ✨2025 Time 100 Creator✨ | Careers, AI & Tech Creator | 2 Million Monthly Views | DM “Executive Material” for Coaching

Jacqueline Corley

Every time I thought I was being punished
I was being realigned to something much better.

Getting fired lit a fire in me I didn’t know I had.

Being betrayed made me rethink who deserved access.

Losing a role forced me to find my voice again.

It wasn’t the end

It was the beginning.

Looking back, I stayed far too long.

The signs were there. 

I just kept ignoring them.

Drop a heart if you’ve been there too.

Happy Sunday 💗

Urshala Bowles

I stopped explaining myself to people who were committed to misunderstanding me.

Power dynamics are not optional. 

If you don’t understand how they work, they will shape you anyway.

The word influence makes people uncomfortable because it sounds like deception or selfish control.

Influence, at its highest form, is the ability to manage your response when things feel personal.

Most of the work happens in how you study people, not how you speak to them.

The way someone escalates, withdraws, deflects, or performs under pressure tells you everything.

There are archetypes in every room. 

Knowing who you’re dealing with helps you avoid losing control.

When you don’t know the pattern, you become part of someone else’s.

Your tone.
Your timing.
Your silence.
Your posture.
Your delivery.

You do not have to burn with them to prove you saw the fire.

You can hold your ground without lighting a single match.

OFFLINE | Former HR Exec Helping Women Leaders ($150k–$500k) get VP Ready: Comms, Power Dynamics & Influence | ✨2025 Time 100 Creator✨| Careers, AI & Tech Creator | Wife & Mom | Live every Wed on TikTok @iamaprillittle

I turned down a $60k in office recruiter role for a $52k remote position, and I would do it again.

For one reason: time.

(I was also living at home at the time so I could make this choice)

Up until this point, I prioritized money.

Until I learned that time and harmony mattered more than any salary bump.

This decision changed everything:
	•	Saved 3 hours daily by eliminating commute and prep time
	•	Delivered better work by eliminating office distractions
	•	Built a thriving side business as an independent recruiter

Over the next decade, I continued choosing remote work even as higher paying office roles came knocking.

Throughout my 15 year career, I worked remotely for nearly 10 of them.

The freedom of remote work even accelerated my career growth from recruitment specialist to leading virtual training programs for global teams.

That period also taught me something important about how teams work.

That is why I am excited to be a #TangoPartner, which is transforming how remote teams learn and share information.

Tango.ai helps teams teach it once so work moves without delays.

People avoid mistakes when instructions appear right when they need them.

Their digital adoption platform lets you create step by step guides in seconds.

Perfect for onboarding, training, documenting processes, and eliminating repeat questions.

No more endless communication loops or micromanaging. 

Remote teams thrive when knowledge flows easily across every daily tool.

The future of work is not about location.
It is about giving people what they need to succeed from anywhere.

Try 𝗧𝗮𝗻𝗴𝗼 today!

I used to think imposter syndrome was a personal flaw. Now I know it’s a side effect of surviving low quality experiences.

Being interrupted. Overlooked. Underpaid.

Having your ideas credited to someone else.

Being called “bossy” instead of “leader.”

Feeling like you have to work twice as hard just to be seen.

These aren’t personal issues.

They’re systemic patterns we were taught to normalize.

✨✨That’s why I’m so excited to share my friend Brianna Doe’s new book, The Unapologetic Professional , launching November 11.✨✨

Through her stories and strategies, Brianna helps women build sustainable careers, navigate change with confidence, and redefine success on their own terms.

I was honored Brianna asked me to contribute some of my experiences in the book, alongside other professionals shaping the future of leadership.

Thank you, Brianna, for creating something so powerful and necessary.

If you’ve ever questioned your value or felt the need to shrink, this book is for you.

Go check out The Unapologetic Professional — and tag your favorite women leaders below 🙌🏾

https://lnkd.in/gW4vz-Zf

Seeking A Board Position | Former HR Exec Helping Women Leaders ($150k–$500k) get VP Ready: Comms, Power Dynamics & Influence | Speaker | ✨2025 Time 100 Creator✨| Careers, AI & Tech Creator

If your leader isn’t developing you, it’s because they don’t plan to promote you.

A client came to me after years of hearing praise, but never seeing real development.

She had been with the company for over a decade and had every reason to stay.

There were strong benefits, long-term financial incentives, and a short commute that made leaving feel costly.

Her boss offered reassurance but avoided giving visibility, stretch assignments, or decision-making opportunities that built trust.

She had made the mistake of delegating her growth to him and assumed he would follow through.

The introductions he promised never happened, and the connections she needed were never made.

She stayed hopeful while others advanced, until she realized she had to take control herself.

We built a strategy that made her readiness clear to decision-makers across the organization.

She led an operations project that improved efficiency and reduced costs across three major business units.

She established credibility with senior leaders who saw her delivering outcomes at a strategic level.

She won a company-wide award that gave her visibility and recognition from executive leadership.

She raised her hand for high-impact initiatives that required cross-functional collaboration and measurable results. 

None of this came from her boss.

Every opportunity was created through intention, relationship building, and proof of performance.

You cannot afford to confuse kind words with real investment in your future.

The people being passed over are being quietly told the truth.

Your career is not their responsibility but it is yours.

It takes 6 months, 200 applications, and over 100 hours of resume tweaks just to get 1 job offer.

As an executive coach, I see it firsthand.

For many of my clients, the job search takes 8-12 months, even with strong credentials and solid experience.

They spend hours tailoring resumes, completing assessments, and preparing for interviews. 

That is the reality of job searching today.

The level of specificity employers expect makes resume tailoring no longer optional but necessary.

(And often a full-time job in itself.)

That is why I am grateful to partner with Teal.
 
Teal helps job seekers manage their search, tailor resumes faster, and track every application in one place.

Several of my clients in tech and healthcare cut their resume customization time from hours to minutes using Teal’s AI Resume Builder.

(Before, it took hours to apply and they could only send one or two a day. Now, they apply to five or more landing roles nearly 50% faster.)

It helps you focus your time on other activities that move the needle: 
→ Updating your career story.
→ Refining your resume and LinkedIn strategy.
→ Building relationships that lead to opportunities.
→ Preparing for interviews with clarity and confidence.
→ Researching interviewers to create a genuine connection.

If you are in the thick of it right now, know this. I see you, and I am cheering you on.

The market is tough. 

But you’re tougher. 

Try Teal here: https://tealhq.co/3La50m0 

#tealpartner

Former HR Exec Helping Women Leaders ($150k–$500k) get VP Ready: Comms, Power Dynamics & Influence | Speaker | ✨2025 Time 100 Creator✨| Obvious Choice Interviewer 🚀 Dec 25 | Careers, AI & Tech Creator

As a soloprenuer I face REJECTION daily.

It looks something like this:

1. No
2. Nah
3. I need to think about it (No)
4. Woah that’s expensive (No)
5. Let me pay a few bills first (No)
6. No
7. Ok, sounds good I’ll follow up (No)
8. Sounds amazing (Yes)
9. Let’s do it (Yes)
10. Nope
11. I need to shop around (No)
12. Hmmm (No)
13. I need to consult my pet first (No)
14. No
15. Whew, Chile that’s expensive (No)
16. I need to fix it myself first (No)
17. Let me think about it (No)
18. Nope
19. Love the offer, where can I sign up (Yes)
20. I’m excited (Yes)
21. Can you lower your prices (absolutely not)

This is what a month full of discovery calls used look like for me even after DM qualification. 

(I don't deal with this present day due to a better process)

I could give up given that I often experience a pattern on No’s before getting a few Yes’s.

But I decide to keep going because the law of effort has shown me time and time again that I will get a Yes.

This is the same for you:

You’re going to get a ton of No’s during the course of your career:
1. Promotions
2. Job Offers
3. Ghosting after Interviews
4. Difficult blocking bosses and co-workers

Despite those No’s keep going.

Because YOU are bound to make changes to get your YES!

The only thing that guarantees a No, is no action.

Seeking A Board Position | Former HR Exec Helping Women Leaders ($150k–$500k) get VP Ready: Comms, Power Dynamics & Influence | Speaker | ✨2025 Time 100 Creator✨| Careers, AI & Tech Creator | Wife & Mom x 3 💙💙💗

Mwelwa Chisenga

Being the “FIRST” can feel like winning and drowning at the same time.

I was the first in my household to go to college.
The first to make six figures.
The first to reach executive leadership.

I used to feel caged by the weight of being the first. 

Eventually, I saw the freedom in it.

Now I work with women who are creating new firsts:
• Becoming first-generation millionaires
• Buying homes no one else in their family could
• Parenting with intention instead of survival

One woman used her executive role to open three new manager seats and mentored others into those roles. 

That decision created life-changing income for people who had never been given a real shot.

I’ve done the same by helping the people I led secure raises, promotions, and visibility that opened doors for the next person behind them.

I understand the weight of being the first. 

That’s why I always cheer when someone does the thing they’ve never seen done.

And I remind them it’s still possible, even when they don’t have the “proof” yet.

Being the first is a privilege.

It’s also a responsibility.

Make sure you’re not the last.

Senior Level Interviews pt. 1 #interviewing #executives

At most jobs, I was always given the official handbook but never the one that mattered.

The official one covers PTO, policies, and where to submit your expense reports.

The one that matters explains how influence moves, who actually decides, and what gets rewarded.

No one tells you there are two handbooks, but only one is written down.

If you want to be successful or become an executive, you will have to decode the invisible handbook. 

Here's what helped me: 

I started listening closely to who repeated certain ideas and who got quietly ignored.

I paid attention to what leaders complimented out loud versus what they never mentioned again.

I watched who ended the meeting and who everyone stopped speaking to when they entered the room.

→ Who gets credit without doing the talking
 → What earns budget before a business case
 → Which tone leaders use when describing potential
 → Who loops people in before they need to ask
 → What behaviors quietly attract mentorship or protection

You do not get handed the second handbook, but you can learn to read it.

And once you do, the way you lead and get seen will never be the same.

It’s taken me almost four decades to learn how much my work improves when I slow my mind down. 😩

Quiet moments created the space needed to think clearly about the projects that matter.

A week away helped me notice how much focus returns when interruptions disappear.

My full project lived inside Notion Offline and supported every step of my writing process.

Longer periods of silence made my ideas feel stronger and more organized each day.

The entire experience reminded me how powerful deep thinking becomes with consistent focus.

Thank you to Notion for supporting this trip and helping me protect my attention.

#notionpartner

If you've been thinking about becoming an executive, the time is NOW.

Especially for those stuck on the career ladder wondering if you should go up or down. 

Growth is happening at the TOP. 

LinkedIn confirmed what I shared last month: there is a ton of hiring for senior leadership/executive roles. 

When you go to any job board right now, you'll see several roles starting at the director level. 

My theory in addition to this article is the soft skills and leadership required for acquisitions and technological shifts happening with AI. 

These skills will NEVER be automated. 

Check out the article below for LinkedIn's take.

#aLITTLEadvice

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