Mel Fox Dhar Coaching

Career Coach

Career Growth Coaching

Day One Careers

Behavioural Interview Coach

Amazon

Senior Product Marketing Lead, UK Prime

Senior Product Marketing Lead, Fire Tablets (EU)

Senior Product Marketing Manager,  Fire TV (Global)

Training Lead, Amazon Field Sales

Channel Marketing Manager, Amazon Devices

Microsoft

Channel Marketing Manager, Office

Travel Leaders Corporate, LLC

Team Lead, Training and Member Development

Verizon Wireless

Assistant Manager Retail Sales

University of Colorado at Boulder

Graduate Teaching Assistant

Amazon + Microsoft recognized leader | Proven coaching programs to help you land a job you love

You’ve worked too hard to feel this stuck.

You’ve led high-stakes projects, delivered results that mattered, and climbed further than most ever will.
But somewhere along the way, the work stopped feeling like it fit.

Maybe the role’s too small now.
Maybe the company’s changed.
Maybe you have.

I know what that moment feels like — because I’ve lived it.

The first time I left a “perfect” job, it made no sense to anyone but me.

On paper, I’d made it.
I was at Amazon, leading product marketing for high-profile products like Prime and Fire tablets.

I’d started in academia and retail, then landed at Microsoft in a role that valued my retail background (who knew?). That move brought me from D.C. to Seattle.

Just as I’d settled in, Amazon came knocking — asking me to get offline retailers ready for the Fire Phone launch. That move took my Big Tech career to a whole new level.

But I couldn’t shake the feeling something didn’t fit.
The work moved faster, the bar kept shifting higher — but my sense of purpose was shrinking.

When I looked around, I saw smart, capable colleagues stay in roles they no longer loved because the comp or title looked good. I realised I was on the same path — and I didn’t want to be.

So I walked away and rebuilt my career on different terms.
Ones that gave me impact and energy.
Ones that felt tangible, sustainable, and worth showing up for.

That change in focus led me to coaching.

Now, I help experienced Big Tech professionals navigate bold career moves — especially when they want their next step to look nothing like their last.

How we work together:
🧭 Clarity – Define your values, strengths, and direction
🎯 Job Search – Own your story and land roles you actually want
🚀 First 90 Days – Lead with purpose from day one in your new role

Results my clients see:
✅ Leadership roles at companies they believe in
✅ Bigger comp and better alignment
✅ Confidence in interviews, negotiations, and decisions
✅ A definition of success that fits their life

Because you’re too smart to waste your best years in the wrong role.
Especially when the next chapter can be the best one yet.

Want to know how coaching can accelerate your career? 
📅 Book your 20-minute clarity call:
https://calendly.com/mfdcoaching/clarity

Cheeky client update of the week:

“Okay fine, you tell me this all the time.
I finally sent a note.
I’m shocked to report... it worked.
I have a coffee chat booked tomorrow.” ☕️

Every. Single. Time.
A small, human outreach beats “perfect timing” every time.
If you’ve been sitting on a message you could send today… this is your sign.

Mel  Fox Dhar

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Talks about #career, #bigtech, #purpose, #coaching, and #professionalgrowth

Land & Thrive in a Role You Love | Career Coach for Big Tech | 10 Years at Amazon + Microsoft

Let’s be honest - the “AI efficiency” explanation doesn’t tell the whole story.

Another round of Amazon layoffs just hit, and if you’re there right now, 
it probably feels unsettling - whether you’re directly affected or not.

I’ve been laid off before. Even when you didn’t love the job, it’s harrowing.
It shakes your footing overnight.

The company line this time is AI and efficiency.
And sure, automation is changing how some work gets done - but this isn’t about thousands of roles suddenly being replaced by AI.
My money is it being about optics and investor confidence.
A signal to the market that costs are being managed and the company is “future-focused.”

For the people inside, though, that doesn’t make it easier.
And if you’re reading between the lines, you’re not wrong to feel uneasy.

So I'll tell you to start the same place I tell my clients - if you're impacted or if you're just uneasy about what's next: 

1️⃣ 𝗚𝗲𝘁 𝗰𝗹𝗲𝗮𝗿 𝗼𝗻 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁.
Before you hit apply, take stock of what you actually want more of (and less of) in your next role. Otherwise, you’ll waste energy chasing every shiny role.

2️⃣ 𝗨𝗽𝗱𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗽𝗿𝗼𝗳𝗶𝗹𝗲.
Visibility matters more than ever. Telling a clear story of where you fit and what you bring to the table is key. If you want some help here, I'm running a free workshop on 12 November to help you tune up your profile so recruiters actually find you and understand your value.

3️⃣ 𝗔𝗰𝘁𝗶𝘃𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗻𝗲𝘁𝘄𝗼𝗿𝗸.
Reach out to people you’ve worked with - to reconnect, compare notes, and open doors you might not even know exist yet. We're not of a referral campaign, but to rekindle relationships. 


This is a tough week, especially if you’re watching friends or teammates get impacted. And my heart absolutely goes out to you. It sucks. 

So do take care of yourself first.

And when you’re ready, take steps that help you regain a sense of agency.
Calmly, deliberately and very much on your terms.

I'm cheering you on from the sidelines. 

#careertransition #jobsearch #amazon #layoffs #linkedinstrategy

A client recently asked if she should turn on the Open to Work banner. 
She was hesitant; trying to balance not looking desperate with not missing out on opportunities.

Here’s what I told her: the banner itself doesn’t hurt you.
But using it poorly does. 

Too many people flip it on and write a post that basically says,
> “Hey, I’m looking - if you know of anything, let me know.”

That’s not strategic. We need to do a bit of “𝗵𝗲𝗹𝗽 𝗺𝗲, 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂” - especially if you're looking to jump from Big Tech. 

✅ Be specific.
What roles are you targeting? Think title, function, and industry.

Protip for my big tech peeps: think beyond the walls of Amazon, Microsoft or Google - not everyone knows what a PMT is or what a PMM actually does, use titles and descriptions that aren't just "if you know, you know."

✅ Show impact.
Mention 2–3 of your biggest wins, think things like launches, growth metrics, or transformations you’ve led.

If you're targeting smaller companies, be sure that you talk in terms they'll understand too - so not just buckets of money spent or millions of customers acquired but growth rates or retention stats. 

✅ Describe fit.
What kind of company or culture brings out your best work?

Please leave the obtuse "people-first culture", solving "real problems" for somewhere else. If you want to work on sustainability say that. If you love upstart CPG brands because they're values-led, say that. 

✅ Invite connection.
Encourage people to reach out, introduce you to others in similar roles, or share relevant opportunities.

And one more tip:
𝗦𝗲𝘁 𝗮 𝘁𝗶𝗺𝗲𝗿.
Leave your banner up for 30–60 days, then turn it off for 30 days.

You can’t control that some folks will judge you for having the banner up at all. But, if it’s been live for months, it starts to look like a leftover rather than a signal that you’re actively on the hunt now. Bonus, when you turn it back on, you get another go at positioning yourself and inviting connection. 

The “Open to Work” banner doesn’t need to scream desperation.
Done right, it signals clarity, confidence, and connection.

Have you flipped on your "open to work" banner - what impact have you seen? 

#JobSearchStrategy #CareerAdvice #LinkedInTips #OpenToWork #CareerClarity

Remember 2022?

When recruiters were sliding into DMs like, “Hey, want to double your salary and work from a beach?”

Yeah... those were the days... 

Now the market’s packed with talented people - and a lot of them are still waiting for someone to magically sort through the 700 resumes on their desk and hand them the perfect offer.

But that’s not how it works anymore.
It’s not enough to be good. You’ve got to make it easy for people to see why you’re a fit.

That means clarity, specificity, and a story that cuts through the noise.
That’s exactly what we’ll cover in my workshop on November 12 - how to get noticed (and actually land) in a market where being great isn’t the differentiator anymore.

If your last job search was a few years ago, come hang out.

It’s a new game now - but once you get the scoop you'll get things moving in no time.

🔗 in 💬

Forte feedback hits in December.

Here’s what most people miss: remembering your own wins is only 20% of the problem. The other 80% is what your reviewers remember about you.

And by year’s end, half your best work is already invisible.

Savvy Amazonians don’t leave that to chance. 

They make it easy for reviewers to recall specifics.

That’s where an Impact Bank comes in. 
It's a running list of 10–15 outcome-first bullets you can share when you ask for feedback.

Example:
“Built a Quip tracker for updates → cut status meetings from 60 → 30 mins.”

When December comes, you’re not relying on someone else’s memory. You’re giving them proof points they can plug straight into their Forte.

If you don’t spell it out, even great work gets missed.

Have a different mechanism for tracking your wins? Drop it in the comments. 👇

One of the biggest hangups I see with my client in their job searches:
Delaying networking because it feels like admitting, 
“𝘛𝘩𝘪𝘴 𝘮𝘪𝘨𝘩𝘵 𝘵𝘢𝘬𝘦 𝘢 𝘸𝘩𝘪𝘭𝘦.”

So they start with cold applications - something that 𝙛𝙚𝙚𝙡𝙨 faster - and tell themselves they'll start reaching out, “later if I need to.”

But that’s backwards.

Networking early isn’t an admission that the process will take longer, 
it’s the exact thing that makes it move faster.

Because momentum comes from people, not job boards. 

The people who start early, by reconnecting with old colleagues, showing up in conversations, getting 'visible' again -
they're the ones who build traction first.

👇 The carousel walks through what that actually looks like, specifically how to start small, build visibility, and get things moving before you feel ready.

Save it for later
Or share it with someone who's in the middle of a search

What would you add?

Fallacy that is keeping your job search stuck 

Woohoo! Look at this awesomeness 👀
Thank you for your kind words Jo Douse 🤩
Congratulations on your new role. I am so pleased you've landed somewhere great  🎉 🥳 🎉

Program Manager | Project Delivery Manager | Delivering Growth, Customer Delight, and Innovation | Ruthless Prioritiser with 18 Years Transforming Digital Experiences

I used to get full-on purpose panic every time someone asked,

“But what’s your why?”

It always felt too big, too vague, and honestly—not that helpful when you’re trying to figure out your next step.

So instead of chasing one grand purpose, I started looking at my career 
through four different lenses:
𝗗𝗲𝗽𝘁𝗵: do I want to go deeper and become an expert?
𝗕𝗿𝗲𝗮𝗱𝘁𝗵: do I want to stretch into adjacent roles or functions?
𝗣𝗿𝗼𝗯𝗹𝗲𝗺: what kinds of challenges do I love solving?
𝗦𝗸𝗶𝗹𝗹𝘀: what do I want to learn next?

That shift helped me navigate transitions between industries and roles with a lot more clarity—and way less existential dread.

👉 The carousel walks through each approach if you’re rethinking your own path.

What would you add?
#careerplanning #careergrowth #coaching #professionaldevelopment
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Career planning without purpose panic

This time of year can feel like a full-on triathlon.

End-of-year deliverables.
Next-year planning.
Performance reviews.
Maybe even a quiet job search on top of it all. 

It’s easy to lose track of time and sanity -
and roll into December feeling like you got run over by all eight reindeer.

Been there. To the point that for five years at Amazon - after learning the hard way - I used simple one-pager for every 1:1 with my manager. 

I know it sounds extra, but it saved me so much churn.

The gist:
> Agree on priorities and talk through trade-offs before stuff got out of hand.
> Provide visibility without dumping ownership.

If you’re feeling stretched thin right now, this practice will help you get through Q4 with a little more clarity (and a lot less chaos).

And bonus — it’s a tool you can take with you into any new role (which, let’s be honest, might be why you’re here 😉).

Swipe through the carousel to see a break down.

Steal this 1to1 meeting template 

Single until married.

This gem, 
courtesy of my 98-year old grandmother, Ruthi,
flew from my mouth when a client, fresh from two interviews, asked, 
"Should I keep applying for roles?" 
 
"Yes! There's no offer. 
Single until married." 

My clients will tell you that I'm obsessed with their pipelines - 
and I'll be real with you - it's because a strong pipeline changes everything.

It’s not just about momentum.
It’s about leverage.

Harvard calls it your BATNA - Best Alternative to a Negotiated Agreement.
Basically: your ability to show up confidently in a negotiation comes from having options

When you’ve got other conversations in motion,
you negotiate calmly,
you ask better questions,
and you don’t cling to the first “maybe.”

When you don’t,
you start making decisions from fear -
accepting too fast, backing off asks, ignoring red flags.

We make 💩 decisions when we feel backed into a corner. 

So, like in so many other ways, Ruthi was right: 
Stay single until married.
Keep building that pipeline, right up until your butt’s in the seat on day one.

It's not just a job search tactic, but a way to help you stay optimistic in your search and confident in your negotiations.

Have you ever found yourself negotiating from scarcity?

#career #jobsearch #negotiation #coaching

“It feels like shouting into the void.”

That’s what someone said to me in a DM this week about posting on LinkedIn.

And I get it - it can feel that way.
But here’s what I know (and what I tell my clients):
People are reading.
They’re just not always engaging where you can see it.

When you start posting as a job seeker, it’s not about announcing your search, 
it’s about building credibility.
> Adding heft to your profile.
> Showing how you think, not just what you’ve done.
Because when a recruiter or hiring manager checks you out, and they will, those posts are proof.

Proof that you know your stuff.
Proof that you’re engaged in your field.
Proof that you have opinions and perspective.

If you’re wondering how to start posting without feeling awkward, here’s what works best:
1️⃣ Stay close to your expertise.
Talk about the problems you solve, the trends you’re curious about, or what good looks like in your space.

2️⃣ Personalize it.
Frame posts around your experiences or lessons learned — not abstract advice. People connect with real stories, not bullet points.

3️⃣ Keep it simple.
One idea per post. Short lines. Easy to skim. It’s not a blog — it’s a conversation starter.

Because every post you publish adds dimension to your profile:
→ It makes your headline and summary feel more real.
→ It gives context to your experience.
→ It helps people picture you in the role you want next.
→ And it boosts visibility.

All my clients who post regularly - even with low visible engagement -
see 2–3x more profile views, better responses to networking messages, and more recruiter outreach.

The conversations they have are richer.

People show up already feeling like they get them.

And honestly? This is one of the few platforms where thoughtful content still gets noticed.

Insight lands. Generosity sticks. You never know who’s watching.

So if you’ve been holding back because it feels like no one’s watching...
They are.
Keep showing up.

#jobsearch #careerchange #personalbrand #linkedinstrategy

For years, I did none of this stuff. 

Weeks just blurred together - one meeting rolling into the next - and I’d lose track of what I was *actually* trying to do.

I kinda hate “influencer routine” posts, 
and I make no claims on "having the answer,"
but lately a few small things have helped the week feel a little more manageable, and I figured I’d share in case it helps someone else, too.

Nothing groundbreaking. Just 10% improvements.
1️⃣ End of each day: 
I jot down the top three things I need to get done tomorrow. 

It clears my head and helps me actually log off.

2️⃣ Start of the week: 
I grab a pen and notebook during a weekly planning call to get my big ideas out and map what matters most. 

The pen and paper bit is key - I even have a special notebook. It calms my nerves and keeps me from spinning my wheels.

3️⃣ End of the week: 
I look back at my calendar to see where my time actually went.

It’s not about guilt - it’s about noticing where my energy goes and seeing if it's working (or not) for me. 

None of it’s fancy.

But it’s helped me feel more grounded, less reactive, and more in control of my own time - which, some weeks, is more than enough.

What works for you? 

#reflection #productivity #careerdevelopment #coaching

Stop overthinking the follow-up.

You don’t want to be that person - the one who pings too soon, sounds needy, or bombards a hiring manager.

So you wait.
And then wonder if the silence means it’s over.

Here’s the truth:
Good follow-up doesn’t create pressure.
It builds trust.

It shows you’re thoughtful, clear, and invested - the kind of person people want to work with.

In tomorrow’s issue of my newsletter, I’m breaking down:
1️⃣ What makes a follow-up land (without overdoing it)
2️⃣ The exact messages to send after a recruiter screen or hiring manager interview
3️⃣ Why silence doesn’t mean rejection - and how to re-engage gracefully

If you’ve got interviews in play or feel ghosted after a great call, this one’s for you.

👉 Subscribe here to get it: https://lnkd.in/ehCKXp-w

Top 5 Job Search Questions (from clients actively in the hunt)

All of these came from my current clients - real people navigating interviews, pivots, and re-entry after layoffs.

I put my money where my mouth is: I work with my clients until they’re 90 days into their new role.

That means I’m right there in the middle of their search - seeing what’s working, what’s shifting, and what’s just noise. 

Here are 5 questions that came up this week (and the advice that hit hardest).

👇 Swipe through for the real talk.

And if you want to ask your own questions, I’ll be online for the next hour or so - drop your questions below, I'll answer as many as I can. 🥳

Community job search Q and A

Career etiquette in 2025: ghost now, cringe later.

Apparently, people are ghosting after networking chats — and then trying not to cringe when they end up on the same team.

If you’ve had a good conversation with someone at a company and later decide to apply, send a quick note.

Something simple like:
> “Hey, I saw the [role title] posted - I’m applying! Thanks again for the earlier chat.”

That’s it. You don’t need to “network.” You just need to not vanish.

People remember who follows up... and it’s WAY less awkward than your future coworker reading about you in a 'welcome to the team' note and thinking, “Didn’t we talk once?”

Thanks for joining this Monday morning PSA.

Seen this happen?

Let’s be honest — the goalposts aren’t just moving.
For a lot of people, they’ve been pulled clean off the field.

I’ve had this conversation with multiple clients lately:
They’ve done the work, taken on more scope, mentored others... and still, the promotion doesn’t come.

Not because they’re not ready.
Because the business isn’t growing.

One client finally got tired of waiting.
He moved to a new company where the business (and teams) are expanding, not consolidating.
Within six months, he had his first direct report.

Same person. Different context.

That’s the part we sometimes forget about being promoted or moving into people management:
It’s not just about proving you can lead.
It’s about being somewhere that actually 𝙣𝙚𝙚𝙙𝙨 new leaders.

If your org is shrinking, your odds are too.

When teams are growing, that growth has to come through people.

I’m curious - have you seen this on your side too?
Has that line between “not ready yet” and “no room to grow” getting blurrier?

For years, big tech made you believe your skills were endlessly fungible.

Ops today, strategy tomorrow, product the next.

But in this market, no one’s buying “I can do anything.” They want experts.

Here’s where most job searches go off the rails - and what to do instead:

𝗣𝗿𝗼𝗯𝗹𝗲𝗺: Applying everywhere, hoping breadth = hireability.
𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Narrow your positioning. Show up as the expert for this kind of role, not “a good athlete” for any.
👉 Example: Instead of “general manager who can flex across ops, strategy, and product,” try “strategic operations leader who drives scale.”

𝗣𝗿𝗼𝗯𝗹𝗲𝗺: Positioning yourself around responsibilities instead of outcomes.
𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Build a resume + LinkedIn that prove impact, not just scope.
👉 Example: Replace “owned global campaign execution” with “drove adoption up 18% across 3 regions by launching and scaling a global campaign.”

𝗣𝗿𝗼𝗯𝗹𝗲𝗺: Following every job search tip you see on LinkedIn.
𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Focus on 2–3 strategies that actually work in this market — like targeted networking and narrative alignment.
👉 Example: Stop spraying 50 applications a week; instead, connect with 5 hiring managers in your lane and frame your story around their business goals.

𝗣𝗿𝗼𝗯𝗹𝗲𝗺: Losing steam when things don’t move fast.
𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Structure and accountability. Progress compounds when you’re not doing it alone.
👉 Example: One client kept starting and stopping their search - sending out a handful of applications, waiting, then giving up for a few weeks. Progress never built. Once we put structure around their approach and added accountability, things shifted. Within two months, they were in active interviews at multiple companies.

If you focus here, you’ll start seeing traction and results.

💡 Save this for later, so you can apply these strategies. 

And if you want the structure, accountability, and support of someone who helps people land new jobs they love all day - join the next cohort of my 𝙍𝙚𝙖𝙙𝙮 𝙩𝙤 𝙇𝙖𝙣𝙙 program. We kick off October 9.
👉 https://lnkd.in/eycPacB8

If you’ve been leaning on fungibility, now’s the time to make the shift.

#CareerStrategy #JobSearch #BigTech #CareerGrowth #PersonalBrand

Last week we were working on personal brand in the cohort. I'm stoked, it's so cool to hear folks owning their story and clearly stating their unique value. 

The confidence that's coming to life - amazing! 🤩

But they didn't start there. At the start, I kept hearing the same thing:
> “I’ve done a bit of everything... how am I going to string this together into a career story that makes sense?”

Have you thought something similar? 

In big tech especially, most people have done a bit of everything - because the work demanded it.

You filled gaps, covered shifting priorities, kept things moving.

The tricky part is what happens next.
People start believing that because 𝘵𝘩𝘦𝘺 𝘥𝘪𝘥 a bit of everything, they have to 𝘬𝘦𝘦𝘱 𝘥𝘰𝘪𝘯𝘨 a bit of everything.

Like they have to carry the burden of 14 specialties for the rest of their career. 

Nope. That's not a thing. 

Here’s what I told them, focus here: 
> 𝙃𝙤𝙬 𝙙𝙤𝙚𝙨 𝙞𝙩 𝙖𝙡𝙡 𝙛𝙞𝙩? 
> 𝙃𝙤𝙬 𝙙𝙤𝙚𝙨 𝙖𝙡𝙡 𝙩𝙝𝙞𝙨 𝙚𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚 𝙢𝙖𝙠𝙚 𝙢𝙚 𝙢𝙤𝙧𝙚 𝙞𝙢𝙥𝙖𝙘𝙩𝙛𝙪𝙡 𝙞𝙣 𝙬𝙝𝙖𝙩 𝙄 𝙬𝙖𝙣𝙩 𝙩𝙤 𝙙𝙤 𝙣𝙚𝙭𝙩? 

Then you own it and give meaning to the variety - making it a feature, not a bug. 

Curious - what’s the through-line you’ve found in your own zigzag career?

In nearly every client conversation lately, I’ve seen the same thing:

People approach recruiter screens in one of two ways.
1️⃣ Obsessive
They memorise ten STAR stories and rehearse every line like it’s a final loop.

2️⃣ Laissez-faire
They glance at the JD while they’re waiting for the Zoom link to load.

Neither are useful. 

A recruiter screen isn’t a test of how well you’ve practiced your stories or a deep dive into your technical chops - it’s a fit check.

They’re scanning for:
Do you understand what problem this role exists to solve?
Have you solved something similar before?
Does your story make sense for this move, right now?

You don’t need to wow them with depth.
You need to make it easy for them to say: “Yep, this one’s a fit.”

I broke this down in this week’s newsletter - what recruiters are really testing, how to prepare without overdoing it, and what to say when they ask, “So, why this role?”

📬 Catch up here (and get future issues every Wednesday):
https://lnkd.in/ehCKXp-w

Recruiters are looking for you on LinkedIn - 
but have you made it easy to be *found*?

Join my masterclass on Wednesday, 12 November to learn how. 

Every time I host it people are blown away. 
Describing it as "...by far the most useful one I’ve attended on LinkedIn optimisation" 

95% of participants rate it as Excellent or Very Good. 
Here's what others had to say: 
"Very well organized and utilized the time with actionable steps without any fluff"
"...truly actionable ways to improve my linkedin profile"
"Info is fast paced, tangible, and useful"
"It was short and had actionable steps"

It's no joke. Want in? 
👇click the things + register.

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