Coaching

As long as you have 2-3 years of experience and an existing version of a resume you will gain something from this work together.

That said, I always start with an initial discovery call to ensure that your objectives are well aligned to my experience, ensuring our mutual expectations are aligned.

No, we will work on it together. Before meeting for our first working session, I will review your existing resume and cover letter, provide a full markup against all the elements that are key to an excellent finished product. If you are unsatisfied with or want improvement in overall structure of your CV, I will provide you tested templates to select from. You implement changes, and we will repeat the process a 2nd time for refinement.

If you do not have a cover letter, I will introduce examples that I have written in the past to help provide a strong starting place.

My objective is to empower you with the skills and understanding to create and iterate for yourself with confidence and precision in the future. If I did the work for you, it would limit that overall benefit. In other words, my goal is that after our work, you are confident in your ability to understand what good looks like and you don’t need additional coaching around future iterations of your resume or cover letter.

Of course, I will always be a resource that you can turn to for advice, coaching, and support as you move through your career.

I find that this coaching and work can be accomplished in two ( 2) 45-minute conversations. In the event a third is beneficial, we can schedule it but most of my clients feel great without it.

Our first conversation will focus on the primary components that are critical to a resume from the perspective of tech recruiters and hiring managers, followed by the remainder of that first conversation focusing on my initial mark-up, edits, and recommendations.

The second conversation is focused on refinement and narrative-alignment. How to tell your story in the most advantageous way to your audience.

I have used this approach probably 10+ times over the past 10 years. My confidence is based on direct feedback from hiring managers and others. Additionally, those I have coached have provided similar indirect feedback.

Using this asset correctly accomplishes several things:

1. It helps illustrate who you are much better than a resume

2. It demonstrates a willingness to prepare, your commitment to the role and company, as well as methodical discipline that the HM will be keenly looking for.

3. It proactively demonstrates how you can command and present content as there are many direct parallels in selling yourself as the right candidate for a sales role and selling the product or services you will promoting if hired.

4. It creates a work product that you can use to send to interviewers prior to your interviews that pre-conditions them to ask about your strengths and experiences vs leaving them to ask about topics that they see as important but you may not be as prepared to discuss.

5. It provides an asset you can promote as a leave behind which may get circulated internally to sales leaders who may want to understand who you are without interviewing you.

You should plan on around four (4) 45 minute conversations to cover orientation, content, refinement, and then a final conversation on how to effectively use the candidate profile to compliment the selection process.

Yes, the candidate profile is company-agnostic.

I demonstrate how to quickly and properly re-brand it to align to the company and role you are applying to in just minutes so it can serve you in the pursuit of any role and any company.