Pinkcareers

I started Pinkcareers with the mission to close the gender gap in the c-suite. Our signature career accelerator program (THE FEARLESS HIRE) teaches mid-senior women in male-dominated industries the life-changing skill of strategic self-promotion, so they can land high-impact, high-paying roles without ever worrying about a recession. 

110+ ambitious women have trusted Pinkcareers to build a meaningful career, one that allows them to do work that matters, while also prioritizing themselves and their family.

We guide our clients through every step of their job search using the same process that originally helped me transition to a $200k+ role at Amazon, and now has helped our clients land $150k - $300k roles at companies like Amazon, Meta, Apple, Novartis, KPMG and more.

When you work with us, there is no more guessing. 

THE FEARLESS HIRE gives you personalized 1:1 support, accountability, community, proven strategies, and done-for-you templates so you can land your next offer within 90-120 days. 

Here’s how we support you: 

- Online curriculum teaching you our proven step-by-step job search strategies, so you can cut the confusion and approach your job search with clarity and confidence
- Private 1:1 support for accountability and implementing the strategies for your unique career situation, so you are never left wondering if you are doing it right
- Weekly office hours for getting personalized feedback and support
- Personalized Resume and LinkedIn reviews so you can attract the right opportunities
- Unlimited interview prep so you can confidently communicate your impact and convert interviews into high-paying offers
- Expert sessions from immigration lawyers, top leaders, and recruiters at Google, Amazon, and Uber
- A community of like-minded senior-level alumni and peers, who you can leverage for networking and referrals

To learn more about how THE FEARLESS HIRE can transform your career, apply HERE: https://calendly.com/ms-richa-bansal/45mins-strategy-call

Executive Career Coach @ Pinkcareers

In support of Pinkcareers' mission to close the gender gap in the c-suite, we run highly effective and actionable leadership training, workshops, and keynotes for organizations that are serious about retaining their top female talent. 

Our clients include:
» Government of Canada (Fintrac, DnD, ISED, TBS, NRCan, StatCan, LAC, CSC, GAC, RCMP, DoJ, CBSA, HRSDC, SSC, CRA, HC, Service Canada) --> we are the only women's leadership program currently run across the Government of Canada
» Amazon, CBC, Scotiabank, SAP, SLB, Halliburton, HESS, 3M, Twilio, Funnel Leasing and others. 

Hear directly from program participants about their experience HERE: https://www.youtube.com/watch?v=K7fF7uhvIiA
For leadership programs, workshops, and keynote inquiries, contact richa@pinkcareers.com.

Services: Leadership Coaching | Career Coaching | Job Search Coaching | Personal Branding | Confidence Coaching | Leadership Training | Keynote | Global Speaking |Assertive Communication

Global Speaker @ Pinkcareers

ThisWay Global

Investor

Amazon

- Led a team of program managers to develop and implement large-scale recruiting programs to reduce Amazon's global recruiting costs by $27M.
- Owned stakeholder relationships with all talent acquisition organizations across Amazon (Amazon AWS, Consumer, Operations, Devices, etc.) to define service roadmap, secure commitments for global transitions, expand product adoption, improve efficiencies in existing processes, identify opportunities for process automation, and enable customer success. 
- Partnered with Recruiting Technology Product teams to develop enterprise-wide mechanisms to collect the Voice of the Recruiter and leading indicators of recruiter attrition. Whitepaper presented to SVP of HR at Amazon.
- Led BizOps for the Recruiting Experience Programs and Services organization. Supported Group Leadership with strategic and operational planning cycles, including support for brand and mission refresh.

Senior Program Manager - Recruiting Strategy and Operations

Cistel Technology Inc.

- Led the BizOps function, collaborating with the CEO and Executive team to develop 5-year strategy for 10% YoY revenue and gross margin growth at the Microsoft consulting firm. 
- Facilitated strategic discussions with sales, and product development teams to identify customer segmentation and go-to-market strategy, meeting 70% of the annual revenue target within six months.
- Designed first-ever performance management system and OKR structure to measure performance for 60+ employees.

Senior Manager, Corporate Strategy

Schlumberger

- Led a $4M budget and a cross-functional team of 15 engineers across the US, Mexico, India, and China to provide manufacturing and aftermarket support for a $65M portfolio of downhole oilfield technologies.
- Led development of two industry-first products and 30+ product enhancement requests for global oilfield services (OFS) customers to deliver on the product line's strategic objectives, go-to-market strategy, and product adoption.
- Deployed process improvements to increase the engineering program’s revenue by 110% and margin by 15%.
- Enabled successful transition of one of the largest manufacturing plants from Belfast, Ireland to Houston, USA by developing supplier capabilities, manufacturing processes, standard operating procedures (SOPs), and engineering support.

Senior Technical Program Manager – Engineering and Sustaining 

•	Defined global sourcing strategy and created predictive models to enable $60M savings as part of a special task force, with findings presented to Schlumberger's Board of Directors.
•	Led a team to manage $10M/year spent, manage the technology center's 80+ suppliers, and provide Design for Manufacturability and Supply Chain (DfM/DfSC) support to a portfolio of 20 New Product Development (NPD) projects.
•	Designed and deployed a new Quality Management System cross-center, eliminating supplier process-related defects.
•	Negotiated contracts with several mission-critical material suppliers to reduce manufacturing costs by $12M.

Supply Chain Manager - New Product Development

•	Managed E2E product development lifecycle from conceptualization to commercialization for Intelligent Flow Control valves, with a market capitalization of $15M/year.
•	Led product visioning, product roadmap creation, requirements gathering, prototype design, testing, and commercialization for the first EMS tool in Schlumberger's downhole product portfolio. 
•	Developed the world's first-ever 10k Solenoid Valve for water-based downhole injection applications. Awarded US National Patent (Application No. 15/677860) titled 'Chemical Injection System.'

Product Manager - New Product Development

- Executed complex deep-water installations, supporting $50M annual revenue for location.

Completions Engineer

Intern | New Product Development

In 2009, I packed my bags and landed in the US to pursue my big American dream. 

Armed with hardwork as my core virtue, having gone to all the right schools and doing all the right things at work, I thought my path to success was set.

Only when I found myself stuck in a role for 4 years after being passed over for promotion by a junior male colleague did I realize what I had missed. 

I needed to learn how to strategically and fearlessly market myself. 

This one skill, LITERALLY, changed my career and my life. 

→ I got 5 promotions in 10 years, leading projects with CEO and Board of Directors visibility.
→ I transitioned from the Energy industry to a $200k+ leadership role at Amazon.
→ I self-petitioned my EB1A, without having a PhD or 100s of papers to my name.
→ I built the largest women’s leadership program run across the Government of Canada.
→ I started Pinkcareers, a career coaching company helping women build high-impact careers.
→ I wrote for Forbes, Thrive Global, TWA and hosted countless podcasts.

My signature career coaching program, THE FEARLESS HIRE, teaches other mid-senior women in male-dominated industries how to combine the life-changing skill of strategic self-promotion with my proven job search system to land $200k+ roles within 90-120 days, without ever worrying about a recessive economy. 

110+ ambitious women have trusted Pinkcareers to build a meaningful career, one that allows them to do work that matters, while also prioritizing themselves and their family.

We provide personalized coaching through every step of the job search process helping our clients land Manager, Sr. Manager, and Director level roles at companies like Amazon, Meta, Apple, Novartis, KPMG, and more. 

It is time to play big in your career and your life. 

To apply for THE FEARLESS HIRE, go here: https://cklv5q2vybf.typeform.com/to/vEp200Wi

To see client success stories inside THE FEARLESS HIRE, go here: https://www.pinkcareers.com/course/thefearlesshire


𝐂𝐎𝐑𝐏𝐎𝐑𝐀𝐓𝐄 𝐋𝐄𝐀𝐃𝐄𝐑𝐒𝐇𝐈𝐏 𝐏𝐑𝐎𝐆𝐑𝐀𝐌𝐒 𝐀𝐍𝐃 𝐖𝐎𝐑𝐊𝐒𝐇𝐎𝐏𝐒
To support Pinkcareers mission to close the gender gap in the C-suite, we also run actionable leadership programs, workshops, and global keynotes. Clients include the Government of Canada, CBC, Scotiabank, SAP, 3M, Amazon, HESS, and SLB amongst others.

For corporate enquiries, contact: richa@pinkcareers.com

Services: Leadership coaching | Career coaching | Job Search Coaching | Personal Branding | Confidence Coaching

I was a hiring manager for Amazon and SLB for 5 years.

Here is the 5-point checklist I used to decide who to bring on my team:

PS: These are the same things I teach our clients during interview prep that help them convert $150k - $400k offers and land $15k - $150k compensation raises.


1. MCKINSEY'S AIRPORT TEST

McKinsey has a simple filter for who to get onto the team that I stole as well:
Would I want to be stuck at the airport with this person?

If the answer was no, I simply moved on.


2. ENTHUSIASM FOR THE COMPANY

When I brought someone on the team, I was more interested in their enthusiasm for the company than their interest in the role or the product.

Teams shift, products overhaul, projects get killed… all the time.

But if the candidate showed strong cultural fit and interest in the company, I knew they would stick around even when things got rough.


3. BUSINESS IMPACT

As a hiring manager, my goal was to hire candidates who had the potential to replace my job.

The best candidates demonstrated their desire and ability to progress to the next level by talking about not just their responsibilities but their impact on business results, i.e. top line and bottom line of the company.


4. EMOTIONAL INTELLIGENCE

I can teach someone how to do their job, but I cannot teach anyone Attitude.

The best candidates gave strong examples of how they navigated difficult conversations with their coworkers, pacified angry customers, and empathized with team members when they deviated on goals.


5. EXECUTIVE PRESENCE

Perhaps the biggest thing I looked for when hiring for my teams was executive presence.

Can he maintain his confidence during a difficult client interaction?

Can she hold her ground when a cross-functional team member pushes back?

Can I trust them to represent me in high-stakes meetings?

The candidates who got hired had a confident on-screen presence, maintained eye contact, spoke slowly with ease, and did not lose their balance with difficult questions.

If you want to convert $150k - $400k offers with $15k - $150k compensation raises in today’s market, technical competence alone will not cut it.

How else do you decide who to bring on the team?

Ready to ditch the fear of a bad economy and land your next job offer as a mid-senior woman in Tech?

Then THE FEARLESS HIRE, my 4-month job search accelerator is for you. Apply for the program and learn how my proven blueprint can help you land your next $200k+ offer in 90 days.

Richa Bansal, MBA

My first ever coaching client was a 50+ old single mom.

She had just sent her daughter to the top medical school in the US.

Life had been hard for her.

She had jumped from one consulting role to the next, moving cities and saving every penny to get her daughter the best education possible.

So, after prioritizing her family for 18 years, she was ready to prioritize herself.

And get a permanent role as a Sr. Business Analyst at a company that respected her 20+ years of experience.

When we started working together, she confessed, “what if I can never land my dream job because of my age?”

Here’s what we did to help her land a Sr. Business Analyst offer and negotiate a $35k salary raise.


1. Remove Age Bias from Resume

Regardless of the best intentions of recruiters and companies, age bias is real.
We reduced age bias from her Resume through:
- Removing her year of graduation
- Combining her first 10 years of experience under a single job header
- Simplifying the Resume format by adding white space, using simple modern fonts, and removing redundant sections like references.


2. Communicate Impact During Interviews

Next we worked together to prepare her for behavioral interviews.

Having jumped from one consulting role to another, she struggled with seeing the big-picture impact of her work on business results.

Through our coaching sessions, she learned to talk about her work as impact instead of tasks, which positioned her as a senior candidate for the roles she was interviewing for.


3. Negotiate the Offer

In less than 60 days of working together, she landed her first offer. And the next day, she landed her second.

She then used my proven word-by-word script to pitch one offer against the other and increase her total compensation by $35k, significantly above the maximum posted range on the job description.

Her new role has allowed her to move back closer to friends and family, and spend mentoring young adults through college applications.

To date, she sends me pictures of her volunteering her heart out.

And I couldn’t be more proud of her.

Why? Because she decided to prioritize herself despite the fear of ageism, wrong timing, or wrong market.

Have you lived your life so far prioritizing your family but are now ready to prioritize yourself?

Then THE FEARLESS HIRE, my 4-month job search accelerator, is for you.

Go to comments to learn how you can take the next best step for your career.

One of the most underrated questions in the interview process is:

Tell me about yourself.

The way you answer this seemingly innocuous question can literally make or break your interview.

The question, “Tell me about yourself” is actually not about you at all.

Instead, it’s all about the role you are interviewing for.

The hiring manager is not interested in learning where you hail from, where you worked, or what skills you have.

Instead, they are interested in learning where you worked and what skills you have THAT will enable you to hit the ground running from day one.

Here is a simple 5-step framework I teach my clients for answering “Tell me about yourself”:

1. Your top strengths and skills relevant to the job
2. 1-2 experiences that directly match the JD
3. 1-2 accomplishments you are most proud of
4. A note on why you are interested in the role
5. A line about your personal passions

Pro tip: Keep your answer to 120 seconds.

Here’s a sample answer you can steal for your next interview:

“I am a Technical Program Manager with over ten years of experience spanning FinTech and e-Commerce industries. I am passionate about delivering high-quality products and services that meet the needs of both customers and stakeholders at scale.

In my current role at XYZ Corporation, I lead a team of 3 program managers to oversee the planning, execution, and delivery of complex technical projects, support product prioritization and enable the delivery of projects on time and within budget. I work closely with cross-functional teams to identify project risks and issues, develop mitigation plans, and ensure alignment with the company's strategic goals.

One of my accomplishments that I am quite proud of is leading a project to develop a new mobile app for a major retail client. The project had a tight deadline, a large cross-functional team, and many competing priorities. Despite these challenges, we were able to successfully deliver the app on time, within budget, and with all features working as expected. The client was thrilled with the result, and the app went on to receive high ratings and exceeded half a million downloads in the first year.

I am particularly drawn to the Technical Program Manager role at ABC Corp because of its focus on delivering innovative solutions and driving business outcomes. I personally use the company’s app across all of my devices, and I am excited about the opportunity to contribute my skills and experience to further such high-impact product.

In my free time, I enjoy hiking, playing tennis, and volunteering at local non-profit organizations that support education for children in underserved communities. I am excited to speak more with you about this role.”

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Know someone who can benefit from seeing this post? Repost this to help a friend who is preparing for their upcoming interview.

The first time I followed up with a contact, I didn’t hear back.

A close connection had offered to make a key introduction for my business.

“Just drop me a reminder, and I will make the introduction,” she told me when I met her for our networking breakfast.

But when I wrote to her, all I heard was crickets.

I followed up in a week’s time and still got radio silence.

Just like many of my clients tell me, my brain told me, “Richa, it’s time to move on.”

But then a month later, I took the chance one last time.

“Richa, I’m so sorry”, she gushed.

“In the last few weeks, we had significant yard damage in the ice storm, our family dog died, and we had a fire in the house.”

Her note was immediately followed up with an email to 25+ of her close contacts… multiple CIOs across her network… praising the work Pinkcareers was doing and essentially putting us on the map as the top women’s leadership training company across the Government of Canada.

99% of the time, when people are not responding to your connection request or LinkedIn message, it’s not about you at all.

Giving up after one ghosted message is a mistake.

Because the gold is in the follow-up.

Ready to ditch the fear of a bad economy and land your next job offer as a mid-senior woman in Tech?

Then THE FEARLESS HIRE, my 4-month job search accelerator, is for you. Apply for the program and learn how my proven blueprint can help you land your next $200k+ offer in 90 days.

My client is interviewing with 7 companies this week for Lead Data Scientist/Data Science Manager roles.

Here are three things he did that helped him land these interviews, with the exact process he followed:

1. Keyword Optimized his LinkedIn

He followed our step-by-step process to keyword optimize this LinkedIn profile for Lead Data Scientist roles.

He updated his profile in the following order:
- Headline
- About Section
- Job Titles
- Job Description

For the About section:
- He copy-pasted his executive summary from his Resume
- Listed three key accomplishments with quantitative results
- Add the list of 30 target keywords, industry terms, and technical skills

For the Job titles, he cleaned up past job titles that distracted from his target roles and keyword-optimized them further.

Half of the interview requests came directly from LinkedIn optimization.


2. Direct Outreach to Hiring Managers

He searched for hiring manager who are actively hiring for their teams through the following:

- He liked multiple “I am hiring” posts to prime the LinkedIn feed to show him more posts about “I am hiring”.
- He searched for “Hiring + Lead Data Scientist”. Then narrowed down the search further using “Actively Hiring” feature on LinkedIn Premium.
- He did direct outreach to hiring managers to request an informal chat.

When the hiring manager asked him to reach out to the recruiter, he “closed the loop” by letting the recruiter know he was sent their way directly by the decision maker.


3. Networked with Senior Alums

He built out his list of networking contacts from his IIT, MS, and MBA databases. 

He started the outreach by contacting the most senior contact first (VP, CTO, Director) and requesting strong referrals.

The more senior the contact, the shorter the time to an interview.


RESULT: 7 interviews (recruiter call, hiring manager call, partner call) with 7 companies.

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PS: Think this post will help a friend? Share the love. 

Are you ready to ditch the limiting belief about the “bad market” and land your next offer? Then we should chat… see comments for more.

If you have a recruiter call scheduled with only two days to prepare, here are 3 things I would spend my time on:


Learn these 7 things about the company:

Values
Competitors
Core customers
Business outlook
Product and services
Core value proposition
Salary range for the role


Prepare for these 7 common interview questions:

Tell me about yourself
Explain your employment gap
What are your salary expectations?
How do you handle conflicts at work?
What are you looking for in your new job?
Why do you want to leave your current job?
Tell me about your proudest accomplishment.


Ask these 7 questions of the recruiter:

What are the top priorities in the role?
What does success look like in this role?
Who are the key stakeholders in the role?
How is performance evaluated in this role?
What do you like best about working here?
What does a typical day look like on the job?
What do the 30-60-90 days look like on the job?


Ready to ditch the fear of a bad economy and land your next job offer as an ambitious mid-senior woman?

Then THE FEARLESS HIRE, my 4-month job search accelerator is for you. Apply for the program and learn how my proven blueprint can help you land your next $200k+ offer in Tech within 90 days.

What’s happening inside Team Pinkcareers this week?

Absolutely nothing.

I am taking the week off to unplug and enjoy some well-deserved time with friends and family.

You’ll not be seeing any step-by-step job search advice or fist-pumping wins from me this week.

You’ll probably not hear from me at all…

Well… except for maybe a picture or two of me hitting the water on my paddle board and enjoying the Canadian summer.

If you are in my DMs this week, hold tight… I’ll be with you in just a short bit…

Till then.. I wish you all some well-deserved time off, too! :)

I’ve had 10 bosses in 10 years of my corporate career.

The worst managers:
-      Micromanaged everything I did.
-      Failed to give clear directions.
-      Undermined my confidence.
-      Ignored my boundaries.
-      Played favorites.

The best managers:
-      Recognized my hard work.
-      Gave constructive feedback.
-      Advocated for my promotion.
-      Empowered me to make decisions.
-      Put me up for high-visibility opportunities.

My managers either fast-tracked my career or held it back.

Choosing the right leader is now a non-negotiable for me.

Because life is too short to work with a manager who doesn’t build you up.


PS: I have two spots left in July for my coaching program for mid-senior women ready to fast-track their next $200k+ offer in Tech. DM me "CAREER" to get started.

3 of my clients have interviews scheduled this week:

Three interviews at Google
Two interviews at Amazon
One interview at Samsung

There is one thing that’s common among all of these three success stories:

All of these interviews came through networking.


Here’s the exact script they used (and you can use to) to ask your network for a referral:

Hi [NAME],

Hope all is well with you. I saw pictures of the family vacation in Peru. Looks like a fantastic trip! [ADD A PERSONAL NOTE]

I’m reaching out to seek some help from you. As you know, I have been with [CURRENT COMPANY] for over [NUMBER OF YEARS] and am ready for a new challenge / I was with [CURRENT COMPANY] for over [NUMBER OF YEARS] and have recently entered the job market.

BOX THE ASK: Given my experience and skills in [MENTION EXPERIENCE AND SKILLS THAT ARE ALIGNED WITH THE ROLES YOU WANT TO PURSUE], I am actively seeking roles in [DOMAINS, FUNCTIONS OR INDUSTRIES].

Would you be available for a quick 15-minute chat later this week? I would love to get your input on what companies to target in my job search.

Thank you for all the help in advance. Let’s meet up for a coffee sometime, it has been a while since we last met! [END WITH A PERSONAL NOTE]

Regards,

[YOUR NAME]
[EMAIL] | [PHONE] | [LINKEDIN] | [WEBSITE]


Here’s an example to make it real:

NOTE: The best way to ask a contact for their input on potential open roles is through face-to-face, video, or a phone meeting. The email template is for requesting that meeting.

Hi Claire,

Hope all is well with you. I saw pictures of the family vacation in Peru. Looks like a fantastic trip!

I’m reaching out to seek some help from you. As you know, I have been with Amazon for over five years and am ready for a new challenge.

Given my experience and skills in digital supply chain transformation, global logistics, and program management, I am actively seeking supply chain leadership roles in leading consumer brand, logistics, and technology companies.

Would you be available for a quick 15-minute chat later this week? I would love to get your input on what companies to target in my job search.

Thank you for all the help in advance. Let’s meet for a coffee sometime; it has been a while since we last met!

Regards,
Aditi


It’s time to send out those networking connects!

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♻️ Repost with your network to help those in the job market.

PS: Are you a high-achieving woman ready to land your next $200k role in Tech? Apply for THE FEARLESS HIRE, where you’ll get the 1:1 coaching, community, and step-by-step strategy you need to land your next role within 90 days, recession or not 💙

Remote added an extra 90 minutes to my day. 

Time that I use to:

Cook healthier meals.
Manage home chores.
Do multiple walks a day.
Play games with my kids.
Pick kids earlier from school.
Help my kids with schoolwork.
Plan my next travel destination.
Start DIY home upgrade projects.
Build my side hustle (now business).

Remote work helped me become:
- A better wife
- A rested parent
- A productive employee

It gave me the time, freedom, and flexibility I needed to build my career on my own terms.

Remote work literally changed my life.

Repost if remote work changed your life, too. 🙌🏼 🙌🏼

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PS: I am opening two more spots in my Job Search accelerator for those ready to land their next remote role in Tech within the next 90 days. DM me 'CAREER' to get started.

This week, one of my clients is interviewing with both Google and Amazon for a Senior Business Analyst role.

Here’s how we are preparing to convert these into $200k+ offers.


1. RECRUITER PHONE SCREEN

The first step was to get past the gate-keeper.

I helped her craft answers to some of the most basic yet the most important questions like “Tell me about yourself”, “Why do you want to leave your current role?”, and “What are your salary expectations?”

We then helped her practice her answers through our weekly mock interview sessions so that she could get the jitters out and smoothly cruise to the next round.


2. ONE-WAY VIDEO INTERVIEW

A one-way interview is no different than a recruiter phone screen; only now you don’t have the luxury of getting visual/verbal feedback from the recruiter to adjust your answers.

She prepared shorter 120-second answers for all common interview questions for her one-way video interview, leveraged a cheat sheet with her notes in front of her (because why not?), and dressed up for success.


3. WORKPLACE ASSESSMENTS

Next up were the hiring assessments. These were workplace assessments, aka personality, and working style assessments.

Three tips that helped her most here were (1) creating a deeper understanding of Google values and Amazon’s LPs, (2) expressing a strong opinion on the assessment questions, and (3) not overthinking the process.


4. HIRING MANAGER ROUND

She used my signature SOARR(c) behavioral interview framework to write down all of her detailed stories in a way that demonstrated the complexity of the scope she has managed.

She then used my “Impact conversion framework” to learn how to estimate the quantitative impact of her work, which is key when interviewing for F5 companies like Google and Amazon.

Finally, she is leveraging weekly mock interview calls to practice her answers and get feedback on her executive presence on the call.

You bet she will get an offer soon.

Why?

Because she is not the one to waste time.

She is willing to invest in her job search skills, get feedback, improve quickly, and convert the offer.

If you are done betting on your job search and want to follow a proven step-by-step process, my upcoming masterclass, RECESSION-PROOF YOUR CAREER is for you.

In this 90-minute workshop, I am going to break down the exact 5-step process my clients are using every single day to land interviews and offers at companies like Google, Amazon, Meta, and Microsoft.

Just like always… 100% action.. 0% fluff…

DM me “CAREER” or find the registration link in comments.

If you want to fast-track your growth to the c-suite, you need to have only two things in your next role:

1. People management
2. P&L management

I see so often women getting stuck in "support" or "enablement" roles.

These are roles where you think you have the ownership and authority… 

but not really.

These are roles in the cost center, you know, the part of the business that does not make the company money.

These roles are the first ones to hit the chopping block when the stock market dips or it’s time to get the earnings release out.

You would often find more women in these roles.

Sometimes because our manager assumes on our behalf that we cannot take high-stake roles when we have a young family to look after… 

and sometimes we lean ourselves out.

But to be brutally honest, the longer you stay in the cost center, the further away you get from reaching your dreams to be in the c-suite.

If you want to fast-track your career, you must move to the profit center.

This looks like roles in Sales, Growth, Customer-facing Engineering, Product, and Operations.

Yes, they are hard to get.
Yes, they are uncomfortable.
Yes, there will be no one who looks like you.

But that’s where real impact, freedom, and $$$ lies.

If you are ready to land a role that gives you the ownership and money you are looking for, DM me “CAREER” and let’s chat.

To get to the next level of success, accelerate your unlearning. 


As a high-achieving immigrant woman of color, I credit much of my career and business success to my cultural upbringing.

My value system, drive to work hard and excel, ambition to be known for something, resilience when things get hard, and respect for diversity are all grounded in my ethnic roots.

But the same roots also held me back, especially when they challenged socially acceptable norms of hierarchy.

Here are 10 things I had to unlearn early on to break into a $200k+ leadership career and get to the next level of success:

1. People pleasing
2. Asking for permission 
3. Believing failure is bad
4. Saying yes to everything
5. Externalizing my success
6. Keeping my salary a secret
7. Doing everything by myself
8. Internalizing negative feedback
9. Shying away from office politics 
10. Shaming myself for wanting more

What did you have to unlearn to get to the next level in your career?

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Found the post useful? Share it with your network. 🚀🚀 

Ready to make your next career move? Book a call to learn how THE FEARLESS HIRE, my job search accelerator can help you land your next $200k+ leadership role.

99% waste the most precious real estate on their Resume by writing a generic professional summary.

It usually starts like this, “I am a dedicated, results-focused professional…”

#careercoach #jobsearch #resume

Richa Bansal, MBA on LinkedIn • 2 min read

99% waste the most precious real estate on their Resume by writing a generic professional summary.

I almost didn’t apply to Amazon because of imposter syndrome.

In September 2021, I was at my lowest.

I had no line of sight as to when our Greencard will become current and when we’ll be able to return to the US.

I felt completely miserable in the workplace… doing work that I could literally have done in my sleep.

#careercoach #impostersyndrome #jobsearch

I almost didn’t apply to Amazon because of imposter syndrome.

Are recruiters bypassing your profile on LinkedIn, fix this common mistake!

If you don’t have at least one recruiter reach out to you every week on LinkedIn despite having an All-STAR profile, you are making this common mistake.

#jobsearch #linkedinprofile #careercoach

Are recruiters bypassing your profile on LinkedIn, fix this common mistake

As an Amazon Hiring Manager, I helped dozens secure multi-six-figure roles.

Here are 5 things that differentiated the top candidates from all the rest.

#amazon #careercoach #jobsearch

As an Amazon Hiring Manager, I helped dozens secure multi-six-figure roles.

Most people approach their job search backward.

They write their Resume before getting clear on their target role.

I see this happen over and over again with my clients before they start working with me.

They:
- Create a Resume with their career history
- Apply to multiple different roles
- Hear back on zero interviews
- Question their skillset
- Question the market
- Lose confidence
- Quit applying

But you cannot get a $200k+ job by throwing darts in the dark.

That’s why I always start with helping my clients get clear on what they are good at.

Here’s the exact 7-step blueprint I follow with my clients:

1. Get clear on unique skillset
2. Get clear on one target role
3. Create keyword optimized Resume
4. Duplicate your Resume into LinkedIn
5. Network with close connections to get referrals
6. Prepare for interviewing using SOARR(c) Framework
7. Land multiple offers and negotiate a $200k+ dream role

That is exactly how

- Sanya landed two $210k+ offers as a Sr. Software Engineering Manager
- Aditi landed a $400k+ offer as a Product Marketing Manager at Meta
- Kristi landed a $180k+ offer as a Sr. Operations Manager at Amazon

(names changed) 

Experimenting with your job search is a costly mistake.

One that’s costing you 1000s of $$$, career progression, your sanity, and your confidence.

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PS: I have two spots left in July for my coaching program for mid-senior women ready to fast-track their next $200k+ offer in Tech. DM me "CAREER" to get started.

Taplio

Richa Bansal, MBA's Linkedin Analytics

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