Bernadette Pawlik, Job Search Strategist/Recruiting Insider

CoffeeandConsult

The goal of Coffee and Consult is simple:

To give you what you need to move forward, be it an effective resume, a Linkedin profile, networking strategy, interview practice or simply a sounding board.

I know how recruiters and hiring managers make their decisions because I've been "behind the curtain" of over 200 executive hiring decisions for over 20-plus years.  First, as a senior consultant with Korn/Ferry International, the world's largest retained executive search firm, and then with my own boutique retained executive search firm:  www.pawlikdorman.com

My services are individualized and intense.  I work with no more than three clients at any given time.  The objective is not only to provide what a client needs immediately but to teach clients how recruiters and hiring managers think---when they read a resume, a Linkedin profile, evaluate a candidate during the interview process. As a consequence, my clients have a toolkit they can use for the rest of their careers.

Career & Job Search Strategist

Pawlik/Dorman Custom Search

I began my retained executive search career with the world's largest global retained executive search firm, Korn/Ferry International.  During my years as a senior consultant, I had the opportunity to conduct searches for the world's biggest brands as well as privately held companies.

My goal in founding my own firm was to provide high touch, in-depth retained search to a strategically selected group of clients. To develop in-depth long-term relationships, so that my knowledge of the culture would equal my knowledge of specific roles.  I am proud to say that 80% of my firm's business came from repeat clients.  The remainder came from candidates who appreciated that my commitment to quality was not only to my clients but to the candidate's experience.

I continue that mission of high-touch, in-depth individualized services in my career strategy practice.

Senior Partner

Why should you trust me with your time, energy, and money? 

Here's why:

.  I am an expert in how companies attract, evaluate, and hire executives.

.  I am a true executive recruiting "insider". My expertise is based on 25 years of executive recruiting including those as a senior consultant with #Korn/Ferry International.  ((You can view that experience on my search firm's website:  www.pawlikdorman.com).

.  Hiring me means working directly with me.  Not a subcontractor.  Not an anonymous member of "staff".

.  I am focused on what you need, be it a resume review, LinkedIn rewrite, networking strategy, or overall mentoring.  I'm not selling you a "package".  You are an individual, and what you receive from our consulting sessions is individualized.

.  I am a founding member of the #JobSeekerGuides, an all-volunteer, unpaid team of recruiting professionals who work tirelessly to correct the misinformation about job seeking that floods LinkedIn.  I was thrilled to be recruited by several recruiting professionals to be the only career service provider to join these tireless MythBusters.

I'm a keen proponent of "radical transparency."  If you would like to learn more about my services, send an email to bernadettedorman@gmail.com. I'll respond with my Discovery Guide, which outlines my process, deliverables, and fees in detail.

Pawlik/Dorman conducts retained senior executive searches for a strategically limited number of clients.  Our mission is client relationships that are long-lasting, not merely transactional.  Our goal is to understand not only our client's talent needs, but their culture, strategy and vision. 

We focus on an initial client needs assessment which requires input in writing from each member of the hiring team to conduct not only a comprehensive search but to expedite the process. 

Our goal is candidates who not only "fit", but who thrive. 80% of our business is from repeat clients or referrals. Those referrals come from both clients, and candidates who were not hired, because we believe how we represent our clients build or detract from their brand as well as our reputation--so each candidate is treated with respect.
  
We welcome your questions at pawlik@pawlikdorman.com or 773 296 0950.  In addition, we are always delighted to brainstorm on search issues, career guidance or resume effectiveness.  To do so, please send an e-mail to pawlik@pawlikdorman.com referencing Linkedin.

Here's how I got three "hidden job offers".

I was waiting for the bus to the airport after a conference wrapped up, and began chatting with the person next to me. I had no idea who this was, and 3 months later, he called and offered me a job.

After the conference, I had some questions, so I stopped the speaker and gave him an index card with three questions (I'm the Index Card Queen). We took an empty table, talked, and he offered me the job right then and there.

A speaker bowed out at the last minute, and the meeting organizer asked me to take their place.  I had a raging sinus infection, but I did it anyway.  The next day, I was invited out to lunch, and over lunch, I was offered a job.

Please note:

None of these involved buying a list of hiring managers and using a script to write an "eye-catching" scintillating cover letter or DM.

I showed up. I like to learn from others, and if I'm asked to help, I'll do so.

If there is such a thing as magical networking, I believe the above represents that magic.

(I'm on vacation till the 30th.  If you want to explore working with me, here's my website: www.coffeeandconsult.net  Comments keep my posts alive, so if you might do me the kindness of commenting, that would be appreciated.)

#RecruitingINsider, #jobsearch, #careers, #executivesearch

Bernadette Pawlik

Executive Job Search Consultant, Former Retained Executive Search, "Recruiting Insider", Vacation 4/14-30.

Let me welcome you to my tough love...

Get comfortable.

You'll need it. 

Select from these beverages and snacks.

I'm going to respond candidly to the most frequent complaints I read on LinkedIn:
 
1) Why do I have to fill out an application and attach my resume?

Answer:

Because that's the way it works.  If you don't want to do the work, you don't have to.  Other people will.

2) Why am I ghosted?

Answer: 

Damn if I know. There are all kinds of reasons. But you're wasting your energy brooding about it.

3) Why am I 100% qualified and still didn't move forward?

Answer:  

You aren't. There is so much misinformation on LinkedIn and elsewhere that no one deeply experienced in the hiring process can be heard. If they could be heard, they would have succeeded in teaching you and others how to read a job posting.  Blame the fact that you don't know the "noise" of those selling in this vast, unregulated social media marketing marketplace.

4) Why did they interview me x times, and I didn't get the job?

Answer: 

Someone else was better qualified.

5) Why is job searching so hard?

Answer: 

Because, partially, see above.  There is more misinformation about how hiring works than accurate information. That makes it even harder.

6)  It isn't me, is it?

Answer: 

Sometimes, it is you. You're anxious, so you apply without reading the job posting thoroughly. You think your past elite status as an A player makes you superior to all the other A players. You believe your degrees automatically confer authority.

Finally:

Thank you for your time and attention.

You can cease to follow me.

Disconnect from me.

However, please know this:

It isn't my intention to attack you.

It is my intention to impart this simply:

Job search is hard.

It just is.

It's learning a portfolio of new skills frequently under the most stressful circumstances.

Knowing that this is just true may help.

Perhaps not.

I sincerely hope it does.

(Note:  I do a daily Karma Hour, during which time I answer quick, specific questions about job search, don't collect your data, and don't sell you anything. Comments are most welcome.)

#RecruitingInsider, #jobsearch, #careers, #executivesearch, #jobsearchtips

The candidate was livid:

"They hauled my ass in 9 times and they give that job to someone else.  I'm angry."

The candidate had every right to be.

And, as someone who lived behind the curtain in over 100 executive hiring decisions, here are the reasons why this kind of maddening stuff happens:

1) When companies go to market with a search, they don't know what's available until people start applying and they start to see them.  

Our hauled ass 9 times in candidate may match the job description perfectly.  But the person they hauled in 10 times matched it perfectly and had something extra... perhaps an expertise in a specific high-needs area.

2) There is a mismatch within the team.  

Many companies rush into the talent marketplace without a clear definition of a role. The definition is sorted by looking at an endless number of candidates.
 
3) The hiring process is breaking under the weight of too many open roles and too few resources.  

In my executive search practice, I worked on only 3 searches at a given time.  Most executive recruiters do 8 to 10. Internal recruiters can work on scores.
  
4) Lack of trust and communication. 

Hiring teams are a collection of egos and agendas. And, we all know what a sweet (not) mess that can be!

And, here is the most important reason:

5) Recruiting is one of the most human functions. 

Trying to get 6 people to decide where to go for lunch can be messy.  

Getting a hiring team to move forward on a candidate and come to a conclusion can be a nightmare. 

Make the wrong decision, and careers are put in jeopardy. So decisions are delayed because of that apprehension.

None of the above totally eases the frustration of a protracted hiring process, but it may help a little.

(I lived behind that curtain for 25 years, and post daily. Likes and follows are appreciated. Comments are beyond wonderful! )

(I am on vacation till the 30th.  My website is this: www.coffeeandconsult.net)
#RecruitingInsider, #Jobsearch, #careers, #jobs, #executivesearch

We're almost home!

Our son has completed his freshman year of college. During our long, interminable road trip, we strategized on what else he could do this summer to enhance his professional qualifications.

This summer, in addition to running his farmer's market booth, he's going to bake and serve homemade treats at the homeless shelter near our house.

This resonates with him.

When he was still a toddler in my arms, we used to spend part of every Christmas holiday handing out "goodie bags" to the unhoused who asked for donations on a major shopping street.

As he got older, we would bake muffins and cookies and put them in pretty holiday wrapping, and give out bags of treats. (Yes, we also went out for a pastry afterwards ourselves.)

And not only does this resonate, but it will also allow him to work on perfecting some of what he learned in culinary school last year.

Is this "networking"... maybe... but the unhoused aren't usually on hiring teams.

Will this show who he is on his resume? You bet.

If you are a college student, think about how you can "show who you are" this summer, either in a paid role or an unpaid one.  For ideas, check out Volunteermatch.com.

#RecruitingInsider, #jobsearch, #careers, #collegestudents

Nothing pleases me more (well, okay, a big cream-filled Napoleon) than pointing out excellence-even if it's not my own:

So, here's some excellence from someone I believe may be considered my competition in the career space.

But, I believe when you share excellence, the pie gets bigger...so I'm happy to share Sam's. Please read.

(And, Sam and I are no pod buddies and don't have any kind of weird quo pro quo thing.)

Recruiter | Résumé Writer for 100K-500K+ Roles | ~10 years in recruitment | 650+ reviews completed – visit samstruan.com for client testimonials

IMO, here’s how the 90%, the Top 9%, and the Top 1% of candidates stand apart in 2025:

90%:

• Mass-apply to jobs without a strategy
• Résumés packed with buzzwords but no real proof of results

Top 9%:

• Target 2–3 roles
• Résumés with measurable results
• Leverage their network for warm referrals

Top 1%:

• Show, not describe, their work online
• Build community, not just join one
• Create opportunities for others

If I were looking for a Talent Acquisition role in this market, I would use Loom to record:

• A sourcing strategy for a real role (how I'd find, qualify, engage)
• Rewriting a job advert to be more compelling
• Interview questions I'd develop for a role

I would demonstrate my work and thinking process weekly on LinkedIn. 

9 other examples: 

Customer Service Rep
→ Show how you'd handle a difficult customer email or request – steps in a ticketing system like Zendesk or building a Notion guide.

Project Manager
→ Walk through your tracking setup – Trello board, Asana project, Gantt chart, or Notion template you've customized.

Software Engineer
→ Record a code review, bug fix, or build a mini-feature live that's relevant to your target company or industry.

Marketing Specialist
→ Structure a paid ad campaign, SEO strategy, or repurpose content across multiple channels.

Product Manager
→ Outline a feature using a product requirements document (PRD) or wireframes in Figma.

Financial Analyst
→ Build a forecasting model in Excel or a dashboard in Power BI, explaining key assumptions relevant to the target company's size and scope.

Graphic Designer
→ Screen share while designing a simple logo, social media post, or brand mood board – explaining your choices live while tying it back to business goals.

HR Business Partner
→ How you'd approach an employee relations situation – e.g., steps you'd take after a manager complaint.

Salesperson
→ How you'd research a prospect and customize outreach, demos, or write a cold email.

It doesn't have to be perfect – real, scrappy demos actually build more trust. 

The reality is:

There are more white-collar workers than white-collar jobs.

Being "top 10%" isn't rare anymore – it's the minimum.

The top 1%:

• You see their skills in action
• They make it easy to trust them
• They open doors for themselves and others

Yes, it’s one more thing to think about.
Yes, it’s uncomfortable.
But if you want a rare and shiny job, you have to be rare and shiny.

No one's handing out $100K+ roles for "good enough" anymore.
You have to show you're different – not just say it.

And LinkedIn is a great place to do it. 

Drop an idea for your role in the comments – I'll review it and suggest improvements.

Most people won’t actually record and build a simple mini-portfolio.
Will you?

This post is about one of the worst parts of the job search:

#ghosting

1) Here's why I believe it happens:

There are no consequences to the organization. 

However, there are consequences for the recruiting team if they fail to fill roles.

Your job search is what is most important to you.

Filling those open roles is what is most important to them.

2)  What is the best mindset to manage ghosting?

Accept that it is not only a possibility, but a probability. 

3) What can you do to lessen the pain of ghosting?

When a recruiter says I'll get back to you, you need to ask: 

Can I call you in 10 days for an update?  If you don't respond, can I assume you've moved on to other candidates and I'm no longer being considered?

Why do I recommend this?

Because it gives you some measure of control.

If the organization is interested in you, this increases the chances that the recruiter will respond. If there is no response, you can move forward with some confidence.

If the company won't give you some measure of certainty, achieve some measure of certainty yourself.

It won't lessen the sting of ghosting, but it can soothe it and promote healing.

(Comments keep my posts alive, so if you believe this might help others, please do comment below.  Evidently, today's Algo Craziest is 12 words or more.)

#RecruitingInsider #Jobsearch #Careers, #jobs, #executivesearch

If you are new to the world of job search, let me give you five resume tips:

1). Put the company name, your title, and dates of employment flush on the left. 

The more a recruiter has to hunt, the less time they have to read your content.

2) . Include a 2-line description of each employer and a 3-line description of your responsibilities for each job.  

Context matters.  Manager X at Company A differs from Manager X at Company B, if A is a 500 million multinational and B is Joe and Larry's body shop.

3) In your bullet points, get a metric up in the first 3 words if not five. 

The rubric is: Metric (that's results) why (what was the problem I had to solve) how (how I did it.) Companies care about: Did you make money or save money.

4) "Write to the middle". 

Assume there's an 80% probability that the people determining if you should see the hiring manager don't know your function/industry. Write for the smart nonbusiness person.

5) Don't apply if you can't take rejection. 

You may have to build a mighty shield around the part in each of us that remembers not being asked to dance, not being chosen for the team, and eating alone in the lunchroom. Those parts tend to float to the surface no matter how smart, accomplished, or well compensated you are.

Now advice that has nothing to do with your resume.

When you lose or need a job, the hardest part can be losing that sense of self.

You may have worked with turkeys or in a nest of vipers.

But, they were your turkeys and your vipers.

Seek, find, or build a community that supports your sense of self.

Not a victim.

Not obsolete.

But someone who has a contribution to make to any organization that will matter.

(Comments keep my posts alive, and since I don't "pod" and haven't gotten in considerable hot water for refusing overtures to do so, your comments make a difference.  I'm on vacation till the 30th but will drop in when I can.)

#RecruitingInsider, #jobsearch, #careers, #executivesearch, #jobs

Here I go again, getting myself into trouble.

Don't ever, ever, ever, ever, ever, pay for a career service unless you know how the service works in detail.

Too many of those in the career practices space focus on "branding".

Using every possible strategy to sell--from "I'm a great guy" to "Look, I have 4 million followers" to "Everyone is lying to you.  I'm a real job seeker advocate!"

And, here's what some of my clients who fell for that first before coming to me received:
 
A $200 "coaching" session that was 15 minutes.

An expensive "resume review" that had hand-scrawled margin notes.

An "exclusive executive coaching package" that included templates, scripts, and 5 conversations with the provider's team member, who just happened to be the provider's spouse.

Now, my website is very specific, to almost an obsessive degree.  

Everything I do is described, what I charge is upfront, and how I work is upfront.

You don't need to work with me, but before you "pay here now," make sure the website urging you to "pay in full" is just as detailed, if not more so.

(I'm on vacation till the 30th.  My website is www.coffeeandconsult.net)

#RecruitingInsider, #jobsearch, #careers, #executivesearch, #jobs

Are you shy or even afraid to post on LinkedIn?

I have posted every day for the last three years, and here's how I do it. 

I think of one or all of the following:

1) Our son, who is a new adult, is in college.  

I've worked with him on his internship search (and he got four offers), and he's shaping his career through the connections he is building on campus and LinkedIn.  He struggles with professional confidence, as well as expressing his goals.

2) She who I once was.

The person who did not grow up in privilege, who has always felt that at any moment she will be unmasked.  The person who was always immensely grateful to be underpaid simply because being in the room with the table was considered a gift, rather than a place she had earned.

The 3-time jobseeker, who, no matter what, always thought that the next job would never come.

3)  My husband.

A brilliant man. The guy who had a triple honors major in math, economics and computer science, a Ford Foundation Fellowship winner, the youngest partner ever made at his Big Law Firm, who found himself hit by the first "rightsizing" in his firm's history.

4)  My brother.

He took his own life when his job search ran aground. A decorated Marine, who felt that asking for help signaled weakness. Who had a lifeline to an experienced person (me!) and who never took it.

So, when you think about writing, think to whom and why.

Somewhere out there beyond the screen is someone who would benefit from what you have to share...be it about career development, career progression, job search, or job loss.

Yours might be the voice that makes a difference in their lives.

(Comments help my posts live, and living is a good thing!)

#RecruitingInsider, #jobsearch, #careers, #jobs, #executivesearch

This morning I was inspired! 

I've posted daily on LinkedIn for almost three years, and it's about time I introduced myself.

I am the daughter of functionally illiterate immigrant parents and grew up in a basement apartment in a dying mill town.  I am the first person in my family to graduate from high school.

My parents gave me a remarkable example of what "scrappy, don't take no for an answer" can do.

I bounced around in the career fog for about 10 years after graduate school and found the perfect fit for my restless intellect: retained executive search.
  
I was a senior associate with the largest retained executive search firm in the world, where I learned how companies hire from many long hours identifying, interviewing, and advocating for candidates.

I founded my own retained executive search firm when the Managing Director said, 'Bernadette, you're the smartest one here, but when a client looks across the desk, they want to see someone like themselves. '

The marketplace proved him wrong because, for over 20 years, many clients, from nonprofits to Fortune 500 companies, cared more about delivery than anatomy. (I no longer do retained search, however, the website for that practice is this: www.pawlikdorman (add the .com)

And, yes, I do pinch myself — moving from a basement apartment to a boardroom seems to me to be an example of the American dream coming true.

I started writing on LinkedIn to maintain my sanity during the COVID-19 pandemic. 

The volume of people asking for help with their job search became overwhelming. Consequently, I started my job search and career strategy practice.

It has taken me over 3 years to go from: Well, this is fulfilling, to well, I can't keep up, so I need a formal website, which is this: www.coffeeandconsult.net

My enthusiasm is fairly boundless.  I'm indiscriminately interested in just about everything, which makes my executive search career and what I do now a pleasure, as I'm able to learn so much. 

I don't use any "LinkedIn strategies" to gain visibility on this platform.  I write about what I know, from deep experience — both as an executive search professional and a three-time job search survivor.

My goal is to write positive, actionable content. 

I believe that everyone should have the opportunity to fulfill their potential. 

That mission drives my content and participation on LinkedIn.

If you believe my posts might benefit you, please hit like and follow.

Because LinkedIn is algorithm-driven, and the algorithm needs to be fed, likes and comments keep this and future posts "alive".

(I am on vacation till the 30th.)

#RecruitingInsider, #jobsearch, #careers, #executivesearch, #jobs

Open article: Home | Coffee and Consult by coffeeandconsult.net

Ah, #keywords.

You're told to use them like Ginsu knives or nunchucks in your job search.

Big fancy words designed to by their presence to say: Look, I'm qualified!

I want to suggest a different use for them.

As a big red flashing light that says: Danger! Danger!  You're about to be sold something that doesn't work by someone only interested in separating you from your hard-earned money.  

Here are the biggest ones:

1) "Hidden":

It could be the hidden job market or hidden secrets, but for some inexplicable reason, "hidden" is the most frequent strategy for selling stuff.

2) "Secrets": 

 The premise is that companies don't want to hire and spend lavishly on technology and staff. I believe the reason for this must be very well hidden, because I can't figure out that logic, and I've tried!

3) "Special":

A special one-time offer, the list of "secret" words to add to your resume, the "special" LinkedIn learning event.   Special is invoked to say limited, unique, and, of course, our jolly friend "secret".

In truth, there's nothing "special" about any of this.  It's just a way to capture your contact information so they can bombard you with offers and services. 

When you spot any of these keywords in a profile or a post, it is time to consider this:

Why is this person selling so hard?

My experience is that people who know how recruiting works aren't selling "secrets, "specials," or "hidden" information.

They don't have to do so.

They know how it works, and they're happy to explain it to you clearly.

Among those are Jan Tegze (please subscribe to his newsletter, it is fantastic! Amy Miller, who has the best all-time ever YouTube channel titled "Recruiting in Yoga Pants", and for those who love to read well-thought-out analytical articles, you can find over 170 of them via Kristen Fife she/her/'s profile.

Finally, having returned from vacation, I'm just unlocking my legs after 8 hours in the car, bringing our son home from college. Working intently to catch up! 

#RecruitingInsider, #Jobsearch, #careers, #executivesearch, #jobs

For Easter:

Only two more days till we drive back to Chicago with our son as he completes his freshman year of college.

As he hunkers over probability theory (don't ask me why pastry students need to learn probability), I think about the notable moments of his life:

1) First Halloween: Each time someone put candy in his bag, he took out a piece and gave one to the person who gave one to him.

2) First consideration of soccer for kids: We were walking by a little kid soccer practice in the park. He heard an adult male screaming at little kids to move faster.  He turned to me and said:  Mom, that man's an asshole.

4) First foray into business: When he baked dog biscuits, he went out with me to sell them, and as the rain started to pour, he refused to move because he wouldn't leave until he sold some.  Which he did.

5) First public failure: When he was in the final show at magic camp, he flubbed his trick 3 times, and got the audience to laugh at his jokes, kept his composure, and got it right.

He's chosen a profession — becoming a pastry chef —where cooperation, empathy, and persistence are crucial to success.

For someone like him, a profession that requires a cutthroat, no-prisoners mentality would only lead to a life of unhappiness.

As you consider where you are today, consider this:

Does your path now allow you to live what you value? To express who you-- at the core-- are?

And, if it doesn't...perhaps this, too, could be a day for you to think about a new beginning.

Happy Easter to all who celebrate.

#RecruitingInsider, #jobsearch, #careers, #executivesearch, #jobs

Here's the awful truth about working with me:

I'm judging you--and I'm being intentionally harsh:
 
I'm evaluating a carefully crafted resume with the eyes of a recruiter who must decide: 

Can I advocate for this person? 

Or is this resume so hard to understand that I'll choose not to do so?

I'm evaluating your interview skills from the perspective of "Person X".

Person X may have an agenda. They want their nephew to get the job. And, they will do what they can to slow down the process.
 
Why do I do this?

Because that resume should "speak" to the recruiter...

Your interview skills should impress Person X.

Now--

 On top of this unattractive description of my work, my website isn't easy to use either!

I don't believe that having X followers or being quoted in Big Kahuana Weekly is why anyone should pay me money.

I have extensive experience in senior-level recruiting. You can verify it on my firm's website www.pawlikdorman (add the .com)

I know how hiring decisions are made. I've been "behind the curtain" on scores of them.
 
It might take someone 10 minutes to read my website, but after they've gone through it, they know exactly what they are getting, why they should trust me, and precisely how I work.

This is as close as I get to a sales post.

No dreams, no promises. 

Hard effort, that works.


(I am on vacation till the 30th.  My website is www.coffeeandconsult.net. You can also reach me at bernadettedorman@gmail.com.

#RecruitingInsider, #Jobsearch, #careers, #executivesearch, #jobs

Here's the real "secret" to resume success.

One no one tells you cause you can't make any money from this:

The majority of those involved in the recruiting and hiring process aren't experts in every function or industry.

Here's why this is wonderful:

Because, despite what you've been told, no one in the hiring process wants to look at fancied-up resumes or read fancified-up language--what I call "circus" churned through a big old jargon machine.

That's just stuff that Influencers tell people to sell them stuff.

How do you use this "secret" to your advantage?

1) Write clearly. 

The goal is to communicate, not to impress.  You're presenting evidence of your qualifications, not selling a timeshare. 

2) Make sure to add context (company descriptions) and responsibilities (yes, those boring old responsibilities). 

Not everyone in the hiring process understands the difference between, e.g., a Director of Finance and a CFO.  Or, that company x is a Fortune 1000, and company is a start-up.

3) Verify that the resume speaks to a human.  

Give your resume to 10 people who will tell you the truth--not just what you want to hear, and ask each this:

If you had to describe me to someone else, what are the top 3 things that stand out to you in this resume?

4) Record yourself as you read your resume aloud. 

If it sounds stilted and full of jargon, go back and ask yourself  What is the simplest way I can say this?  

Simplicity communicates.

Circus resumes obfuscate. (Yes, and I am aware of the irony of my using a fancy word there!)

(Plug for me :

I write clearly about what I've learned in over 25 years of recruiting. I provide 12 services, each of which is described clearly on my website. Also described clearly is my process and my hourly charge.

That website is: www.coffeeandconsult.net

I'm on vacation till the 30th.)

#RecruitingInsider, #Jobsearch, #careers, #executivesearch, #jobs

For #federal and #notforprofit professionals who were hit by the mass layoffs!

Creating solutions to improve lives and produce just and efficient systems

In light of the mass layoffs at many federal agencies and nonprofits, Harvard Impact Labs has teamed up with labs and centers at other universities to create a list of open research, civic tech, data, and policy job openings at universities and nonprofits and in state and local government. 

Check out Public Solutions Jobs: https://lnkd.in/g7hv5-vq

We hope to see this effort grow. To add an open position at your own organization, submit it here: https://lnkd.in/g_cdzi8i

We hope this helps mission-driven professionals find new positions where they can continue to drive public impact. 

Many thanks to my colleagues at the Yale Tobin Center for Economic Policy for taking the lead on this, as well as at California Policy Lab, HKS Government Performance Lab, J-PAL North America, Stanford Impact Labs, University of Chicago Urban Labs, and others in the Working Group on Public Solutions.

Why are you on Linkedin?

This sounds like a belligerent question, but it isn't intended to be one.

Complete this sentence.  I am on Linkedin to

I need some help thinking this through.

I have over 20 years of experience recruiting at senior levels.

I have been told repeatedly that my hourly rate is too cheap.

I pegged my rate to be affordable to as many people as possible, but I'm wondering about this:

If I raised my hourly rate, would that give me more room to write "how-to" books, which I could make available on Kindle for free to anyone who needs help?

What do you think?

And, a poll below.

Is my rate too low given my depth of experience.

Taplio

Bernadette Pawlik's Linkedin Analytics

What is Bernadette talking about?

's Best Posts (last 30 days)

Want to drive more opportunities from LinkedIn?

Taplio

.css-1jgreyo{background-image:linear-gradient(284deg, rgba(39,43,72,1) 0%, rgba(33,47,183,1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Bernadette Pawlik's Linkedin Analytics

What is Bernadette talking about?

's Best Posts .css-qqfgvy{font-size:var(--chakra-fontSizes-md);}(last 30 days)

Want to drive more opportunities from LinkedIn?

Bernadette Pawlik's Linkedin Analytics

's Best Posts (last 30 days)