Deloitte

• Selected to participate in a fellowship program focused on enhancing understanding of the ER&I (Energy, resources, and Industrial) industry across the firm. Engaged in projects aimed at supporting firm leaders in growing their practices within the ER&I sector.
• Transitioned to the Internal Audit offering to support Agile IA & strategic IA engagements influencing departments to create purpose-driven teams embracing new technology, navigating risk, and leading learning practices
• Led redesigning of organizational structure (30+ team members) from a technical and teaming perspective while facilitating internal and external relationships, recapturing metrics, and building change management documentation
• Established relationship with Deloitte Consulting and aided in expanding their health care Human Resource Advisory board by facilitating in-person experiences with over 25+ attendees
• Created shark tank-style analytics competition driving innovation and automation ideas for the firm, client, and stakeholders with over 40+ attendees and global leaders

Internal Audit - Consultant

• Relocating to Indonesia to support internal audit control design from a business process and technology standpoint for a 3 billion dollar mining investment, the largest copper mining plant in the world.
• Navigated intense situations with government officials that ultimately led to my return back to the US. An opportunity I'm forever grateful for, Indonesia is a beautiful place!

Internal Audit - Senior Consultant

• Educated team members and improved understanding of relevant IT systems; SAP, Oracle, Workday, SuccessFactors
• Built out global documentation for Agile methodology and obtained Agile Coaching ICP-ACC certification
• Managed collaboration and virtual production among 50+ attendees for internal Agile bootcamps

IT & Specialized Assurance - Consultant

• Performed general information technology control testing, report logic testing, and business process controls testing while working on over 10 SEC external audit engagements within the Energy, Resources, and Industrials industry offering
• Facilitated client walkthroughs for newly implemented IT systems and headed the system implementation control testing
• Energized recruiting efforts at Deloitte by participating in local, regional, and university-based events

IT & Specialized Assurance - Analyst

DxConsulting, LLC

A business I started to better serve job seekers struggling in their careers.


• 2024 LinkedIn Top Voice 
• 2022 Top Job Search Expert To Follow On LinkedIn  (JobScan)
• Captured over 21k followers and 5M+ content views through LinkedIn with daily content creation and producing a year-long weekly video series
• Formulated a job search method, “Conversations > Applications” that reverses the traditional job search process for candidates

Visit www.dxconsults.com for more information. 

Or...scroll down further for some client testimonials.

PS... If you made it this far and really can't find a reason to connect or are struggling to personalize your invite. Just send me a message saying "#Whynot?", happy to connect and start a conversation! I appreciate you taking the time to read about my passion

Founder

Audience & Income

Audience & Income is an exclusive membership community for creators, dedicated to helping them grow their audience and create income online.

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Helping job seekers revitalize their networking strategy in Q3 | Conversations > Applications ✌️

I believe you should be able to obtain your career dreams and that’s what I help professionals do. 

My clients have landed roles at Oracle, Deloitte, EY, Tata Consultancy, JP Morgan, Goldman Sachs, Eaton, Salesforce, KPMG, PWC, Dell, Higher Education or started their own venture 😌

But, landing your dream role doesn’t happen by chance, or with me creating an offer letter for you. My most successful clients know it takes hard work, patience, and perseverance.

The results? Massive career pivots, finding clarity in what you wanted to do, landing your target role in 2 months, and getting 2x your current salary. 

Ultimately, the people I work with feel respected, valued, and paid fairly in their career path.

I am a career coach guiding frustrated mid-career professionals to their target roles by teaching them to have the right conversations with the right people

I specialize in 1:1 coaching that covers job search strategy and career clarity.

Sick of hearing from me?  Scroll 👇🏼  to see what my clients have to say

Note: All opinions expressed are solely my own and not of any employers

Who am I and why should you listen to me?

I was an underdog, I never had the perfect GPA, experience, or stories to tell and I still broke into the #1 professional service firm in the world. Before that, I spent time in public accounting, start-ups, and fortune 500 companies.

But... your LinkedIn doesn't show a recruitment or hiring team experience?

They were internships and I decided to remove them. Hiring isn't rocket science + I had the below opportunity

I sat behind the scenes in HR and watched resumes pile in, held phone screens and reference checks, and interviewed candidates, and rejected candidates (yes, all while utilizing an ATS). 

I’ve seen how treacherous the job searching process can be; automated rejections, ghosting, 14 rounds of interviews, and 250 applications a week. I don’t want you to have to live in the process that every candidate believes to be normal.

I was born and raised in Cleveland, Ohio, and also had the opportunity to live in Austin, Texas for four years. After four years, incredible weather, and "Keep Austin Weird" vibes, I finally decided that I missed home and wanted to see the Browns win a Superbowl. I headed back to Cleveland and started working with my dream company + starting my own business. I'm an avid sports fan, enjoy being active, and spending time with my family + and friends

A rejection letter hits your inbox.

Most people avoid reading it, take it personally, and never respond.

But that's leaving opportunity on the table.

Here's what the best job seekers do instead:

Reply with gratitude.

-  Thank the recruiter and hiring team.
-  Keep the door open for future roles.

Request feedback (if possible).

-  Not every company can share details.
-  But a small note can help you refine your approach.

Explore other roles.

-  Check if they're hiring for similar positions.
-  Be extremely specific about why you're interested.

Reflect and refine.

-  What went well? What needs improvement?
-  Talk with someone already in the role you want.

Because here's the truth:

The worst thing you can do is walk away without learning anything. Admit it, this didn't go the way you wanted it to go and now it's time to pivot or press forward.

A rejection isn't the end - it's data.
It's an insight into what companies are looking for.
It's a chance to build relationships for the future.

The people who get hired?
They treat every interaction like it matters.

Because it does.

Dominic Imwalle

Platforms don’t hire you, people do. I help job seekers unlock $100K+ roles by mastering the story that sells // Conversations ​> Applications // Career Coach // Resume Writing

I'm tired of watching talented people get blindsided by layoffs when the signs were everywhere.

Had a reality check conversation with a client yesterday.

Here's what most people miss during "restructuring":

Companies don't just cut costs - they redirect them.

Professionals make the critical mistake thinking:

- "Budget cuts mean no opportunities."
- "All departments are equally affected."
- "I should wait for things to stabilize."

We assume layoffs equal company-wide freezes.

- "I'll just ride this out quietly."
- Then we miss the entire picture.
- "They're not hiring anyone right now."

The truth: money flows where priorities live.

- Study their recent investments
- Notice which teams are still hiring
- Position yourself in their growth areas

That's what Sarah figured out after her division got cut.

- She researched where her company doubled down.
- AI and automation initiatives.
- Better positioning. Strategic conversations.

If you continue to play defense while others position strategically, you're missing the game.

Conversations > Applications

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I sat with someone who's built 20+ years in IT, submitted 2,000+ applications, and came close in 10 interviews  -  but never crossed the finish line.

The issue wasn't technical skill.
It was narrative.

We talked about shifting from scattered energy to strategic momentum.

Here's what we focused on:

- Treating interviews like interrogations instead of conversations
- Applying everywhere without clear direction
- Articulating their unique value proposition

We took 3 critical ideas:

- What is the conversion moment in the interview?
- Who is the type of advocate that would vouch for you?
- What's the team's biggest unlock and how do you show it?

But here's what hit us most:

The honesty about real financial stress.
Real uncertainty.
And still showing up every day.

That kind of resilience sticks with us.

Now the goal is to remove the overwhelm:

- With confidence that aligns with what roles need
- With stories that make experience obvious
- With focus replacing scattered applications

Most people don't need to work harder.
The tone of the conversation needs to change. 

"What do I bring to the business?"

vs.

"Will they reject me again?"

Conversations > Applications

Make no mistake: I love waking up with the opportunity to change someone's career. 

I spoke with 12 different folks this week, from 5-15+ years of experience and all of them had one piece of their journey in common. 

They were ready to make a change. 

The work, the title, the location, the pay, etc. 
They want more for their career. 

It starts with getting on the phone and admitting it. 
S/o the folks putting up reps this weekend ✌🏼

Kicking off a 1:1 session in 30 minutes, have a day

I reset expectations with a job seeker last week because the search is rarely ever pretty.

Here's what we focused on to find one single piece of momentum:

STEP 1:

Find a role you like OR someone doing "cool" work you admire.

STEP 2:

Send 5 messages to your existing network - mutuals, alumni, organizations. This is non-negotiable.

Every single time you take action, 5 real messages go out.

STEP 3:

Ask yourself where you're different from other candidates. Did you beat others on speed?

Know someone they didn't? Connect to a current business pain point crushing them?

STEP 4:

Follow up three times. You're not annoying anyone - send the message.

A few helpful frames:

- Use what you already have.
- "Did you try? Or did you move mountains?"
- Send the message. In 10 years, no one will remember.

Following these steps builds muscles that few people have:
- Getting around the right people
- Not caring what people think
- Prioritizing speed

The search isn't pretty.
But if you outlast the noise, you win.

In 20 years, no one will remember you sent the message, connection request, or left the comment. Except for the one time where it counted and made the difference. 

Send the message today ✌🏼

Ps) we onboarded 3 folks to Conversations > Applications this week who are ready to send the message. Don't wait! Q4 is here.

We love quick wins: the perfect resume tweak, the magical conversation that reveals a role.

But the +$100k position with 20+ days off? That requires depth over speed.

Here's what we'd do (and what a client recently did) to change their career narrative:

STEP 1) Admit it's not working

- The 19th application won't change the game. Draw a line in the sand with someone who's been where you want to go.

STEP 2) Go deep on your network

- Find people you've worked with who are doing what you want. Focus 100% on them and their career, not your job search. Expect ~75 thoughtful outreaches.

STEP 3) Speed matters for applications

- Track opportunities obsessively. Be first to apply and first to reach the hiring team. Prioritize referrals within 48 hours.

STEP 4) Connect the dots

- After 8 weeks of 3-4 conversations weekly, what are employers saying for this role? Attack their pain points and draw commonalities across roles.

STEP 5) Prepare obsessively for interviews

- Say no to distractions. Mock every question from phone screen to final panel. If they haven't done what you want to do, it's "noise".

Every interaction counts.
Focus on one approach, and you become attractive.

Conversations > Applications ✌️

I noticed this on an office hours call yesterday. If you're in the job search, find a place where you have to introduce yourself on a weekly basis. 

- What story do you run to?
- Where do you light up?
- What pulls people in?
- Do you give on too much?

Charisma is everything today.
Can you pull people into where you're going?

S/o the folks putting up reps on the weekend ✌🏼

What does a day of real career conversations look like? Yesterday I spent time with 7+ professionals at different stages.

Each conversation revealed something critical.

Whether it was clarity, strategy, or mindset.

There was a pattern; honest feedback leads to breakthrough moments.
That was the theme across every single interaction.

Here's what we unpacked together:

1) Make sure leadership knows what you want, and put them on notice early.

Not at the end of the year.

2) Guidelines, find em - what route do we not want to go down?

What will you not entertain?

3) Our expectations are not the same. You expect 5 outreaches, I expect 50. Level set and increase the amount of volume + measure results.

4) What lane do you operate in?

Know where your target is and what you want to do next.
Being specific pays off.

5) Staff vs. leadership reporting is different; practice it. 

6) Admit the work you don't enjoy, a career you love is on the other side.

7) "If you were coaching yourself right now - what would you tell you?"...

Everyone else is having surface-level conversations about work.

What happens when you dig deeper into the real questions that matter?

You stop spinning your wheels on the wrong things.
You start moving with intention and clarity.

It's a beautiful process, but it requires honest reflection.

These breakthroughs happen when you're willing to ask the hard questions ✌️

Conversations > Applications

I held 6 calls with leaders deep into their careers this week (10+ years).

One topic we touched on each time? Duration of search. 

The median time we're seeing from search to first offer is ~65 days and not one person on these calls expected to have a role before the end of the year.

Is this what you want to hear?
No, not at all. Nothing pretty about this. 

So, how can it serve you? Baseline your expectations. 

If you're doing the "right" work at minimum, it's going to take you this amount of time to break into a new role. 

Nail an offer earlier? Beautiful. 
Goes longer than expected? Ask for help.

Any unlock in my life personally or professionally has come from resetting on expectaitons and understanding the timeframe for which I have to operate. 

Set expectations and fall back on them...

If needed

PS... It doesn't take 65 days to build a conversation where someone will vouch for the work you do. That person already exists.

I've asked a few folks I'm working with to answer these questions when they come across a role they love...

These should be your unique take. 
You've done the work for years, what do you want folks to know about how you approach your expertise?

As you come across the role, ask yourself...

• What you see as their biggest unlock.
• What you've built that proves you can help.
• What else you bring that isn't on the resume.

If you can answer these questions fast, you start a different conversation than... "I'm interested"... or, "I applied, excited to hear back"

You've shown you have an opinion. 
That supports where they're headed. 

And they need to take you along for the ride 🤝

Most professionals make this exact mistake when they finally start landing interviews.

There's never been a better time for you to:

- Send the message
- Reach out to someone in the role you want
- Do deep research on a company you love
- Refine the story you're selling in the process

If you want to go fast, bring people along with you

You don’t need another application. You need a conversation.

Start one with me. ✌🏼

https://lnkd.in/gSMkv-A9

Every email you send in the job search is either building an advocate (or turning people off).

Don't fold on getting feedback, asking a question, starting a conversation, or sharing an idea you have for the role. Winners in the search grab and hold attention.

They do so by being wildly different than most. 

Not “Interested.” Not “DM’d you.” 

Comment with something that shows your thinking, asks a smart question, or gives a micro-insight. This draws attention back to you. 

Conversations > Applications

Don't get it confused. Emails are being sent today, people are working, and the wheels of commerce are still moving. 

Send the message. Invite the friend over. Pull someone into a conversation. 

Only so many days left in 2025 🤝

Client said, ‘I just don’t want to sound desperate.’
So I asked, ‘Then why are you writing like a LinkedIn hostage?’

The subtle pause in conversation. You and I both know it. I've done it in posts myself. Writing to please others and game the system. But, people only connect (truly) when they get to see or hear something you wholeheartedly believe in. 

If you're writing an #OpenToWork post, try these:

- How am I different than other people posting this?
- What can I rant about for 10 minutes without a script?
- Why would my target organization find it captivating?
- What have I done in the past to support this?

Short and sweet, you can get out of this post in a few paragraphs and bullet points. I don't need you to say you're taking over the world, but you do want to create attention & shock value here. 

People should leave the post saying: I need more. 

I need them in the room with my team 🤝

Need help writing? Join me Friday at 8:00am 👇🏼

https://lnkd.in/gG2BuFyT

I believe this is the pinnacle question to measure progress in a job search that is stunted (3+ months). 

If you're not in the 5+, I'd highly recommend studying people. There exists someone out there who has done what you wanted to do with less. Find them, be curious about how they did it, and then go implement. 

Sure, you'll get to a point where information is capped out. But it never hurts to share your story and impress people in your field. 

Conversations > Applications

Out of the last 14 days job searching, how many times have you spoken with someone doing the work you want to do?

The author can see how you vote. Learn more

Most people think, "Screening interviews are quick chats to get to the real interview."

Yet most candidates miss the biggest opportunity to stand out early.

I spent time with two winners today, here was the focus:

1) Talk about the role like you're already in it
→ What does this business need based on your experience?

2) Make assumptions about why the role exists
→ This demonstrates business curiosity beyond the job description.

3) Control the timeline conversation
→ You have to end this call asking about their timeline.

Even in 15-30 minutes, you can shift the dynamic from candidate to, "damn, we need to hear more about what they're selling".

Shoutout to the two folks who crushed their mock sessions this morning - they're ready to tell their story.

What's your next screening interview strategy?

It's not a skill issue. 
It's an access issue. 

If you are looking for a leadership role, every conversation is either creating an advocate (or distracting a potential one). 

- What is ONE piece you will solve for the customer?
- Why do they need to bring you into the fold?
- Where have you done this work before?

Build access. Be remembered in conversations. 
Craft your next role 🤝

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