Practical strategies on job search, interviewing, and career advancement — drawn from 18 years as a CIO and decades of executive recruiting.
Most candidates walk into an interview thinking their job is to talk — to sell themselves, list their accomplishments, and fill every silence. That instinct is exactly backwards. The candidates who consistently land offers are the ones who ask great questions, listen deeply, and make the interviewer feel heard.
Here's how to put this principle to work in your next interview.
Read the full article →A résumé that reads like a list of job duties will not get you an interview. Learn how to reframe every role around impact, using PAR accomplishment statements that quantify your results.
The hidden job market is real — and it's where the best opportunities live. This is the networking framework that actually works, starting with the people already in your network.
The 30-second commercial is the most important answer you'll give in any interview. Here's the exact formula — and how to customize it for every role you pursue.
Your summary is the first thing a recruiter reads — and in most cases, the last if it's weak. Learn how to write a 4-sentence brand statement that makes them keep reading.
Most candidates thank the interviewer and hope for the best. The ones who get offers ask one final question on their way out — one that surfaces objections while you can still handle them.
Recruiters use LinkedIn's search algorithm every day — and skills with endorsements rank significantly higher. Here's exactly what to add and how to get them.
Most candidates spend an hour. The ones who land the offer spend a week. Build your full library of PAR stories before you send a single application.
Send a personalized thank-you note to every person you met. Reference something specific from your conversation. Most candidates skip this step.
When an offer comes in, express enthusiasm first — then ask for 24 hours to review. Negotiate total compensation once, in writing, not in real time on the phone.
For senior roles, two pages is acceptable. Beyond that, you're making the reader work. Cut ruthlessly: the goal is the interview, not a complete career history.
Every insight on this page is covered in depth in the book — with examples, templates, and the full framework.