(Yes - I have all that media stuff too.  It's in the media subcategory.  This page actually informs you of where my expertise comes from, and why you can trust what I tell you)

What’s different about my background? What qualifies me to be able to advise you on what to do, how to do it, and assure you of success?

I know how hiring authorities think and how they hire

Because over 22 years, I consulted with hundreds of hiring authorities about hiring from entry level to C-level executives – across the US, in lots of different industries, all management levels and all salary ranges. I’ve followed up on interviews, discussed candidate behavior, planned hiring strategies, and seen the detailed workings of the hiring authority’s mind.

To you, this means I have significant depth and breadth of insight and understanding into a very wide spectrum of hiring perspectives. I was consulting with myriads of people who made decisions with my help and advice, and was part of more hiring experiences in one year than most hiring authorities turned coaches participate in during their entire careers.

My background is extremely unique

I was a recruiter for 22 years and was successful in all three recruitment industries.  To be successful in any one is an achievement, but to be successful in all three is extremely unusual.  Although the candidates didn’t pay the fee, they were every bit as important to me as the client company, and I never disrespected them, made them feel insignificant, lied to them, or blew them off. I’ve been in the trenches and seen it all, over and over and over again.

For the first 8 I did contingency placement, working with mid level management at salaries of about $50K to $90K/year. At the first company I learned and developed an industry new to their focus, and it went so well they gave me a department to train and manage. When the company decided to switch all their offices to that industry, I left, and developed and ran the same division at two other firms consecutively.

Next up was 3 years as Office Manager of a local/temp perm office in Santa Fe, NM, which was something akin to pulling rabbits out of hats on a daily basis. Here, the permanent placement was entry level, generally topping out about $40K/year.

Then I went back to contingency for 7 years but this time working out of my home. I learned and developed exclusive clients in first one, and then another new industry, before both of those industries tanked thanks to the economy. Salary levels were about $75K to $150K/year.

Following that was 4 years as a retained recruiter, working with C-level executives making $200k/year and above.  I not only correctly predicted early on which candidate my client would hire, but in one search, it was the premier expert in the industry my client handled.  At the client's request, somehow I managed to track this expert down, get through to him on the phone, and get him interested in the opportunity...and he was hired.  That one was a little stressful.

It’s very unusual to find a recruiter who has been successful in two of those three disciplines. I was successful in all three. And I’m blessed for it, because it’s given me the range and depth to be able to help a huge variety of people like you, who don’t realize job finding is a skill and therefore are hitting walls constantly and not even knowing it.

I changed sides to help you . . . the job seeker

I found that the inability to successfully manage one’s career – by short-term detail or long-term strategic plan – has absolutely nothing to do with years of experience, salary level, education, or any of those other variables.

Estimates vary on how many people don’t like their jobs but it’s always over 50%, so it’s no wonder people are skeptical about being able to find their perfect job. And now that we’re in yet another cycle not favorable to job searchers, that skepticism deepens.

But then why are my clients seeing such a dramatic difference in their results? More interviews, more confidence, – some of whom have searched fruitlessly for a long time – landing something? And about 40% of the time it’s either outside of their area of expertise or the position has been created for them? And why are they loving their job and the company for which they work?

When it’s an employers market – like it is these days – companies continue to hire, but they’re pickier. What you do for a living – banking, marketing, project management, whatever – is your skill, and that means that when you try to find a job on your own, you’re outside of your skill range.

Almost everything the others teach you is backwards

Other coaches teach you how to be a chameleon. How to get the job at any cost. How to please all hiring authorities. They don’t know – or maybe haven’t considered – you’re unique. Companies are unique. And therefore, one size does not fit all.

My viewpoints, advice, and methods are different. But they’ve been formulated from over two decades of working with people who hire. Other coaches give you their opinion – they were HR or a hiring authority or made a switch themselves. Their opinion is all they have. That’s not a broad enough spectrum to bring you results.

So I’m telling you all that stuff out there isn’t the way to do it. It’s backwards. If you’re going to beat all the others who are competing for that same position, you better know exactly why you want that position with that company.

And you’d better know how, not only to communicate that to the hiring authority, but also to make sure you learn what you need to know to make sure you do, in fact, really want to work there.

So unless you know how to differentiate yourself right out of the gate, you’ll never make it into the race. And if you don’t know how to dig out the details about why you’re there and sell yourself concurrently, you’ll either never close the deal and get hired . . . or you run the risk of starting work and learning you were sold a bill of goods in the interview.

By then of course, it’s too late. You’re already rationalizing your decision to stay.

Why settle for just . . . having a job?

Finding a job is a serious business, and don’t think for a minute it’s not. You spend too much time there to be miserable. It’s a question that needs to be settled way before you get to the point where you’ll take anything – a sure recipe for disaster that more often than not ends up perpetuating itself with each ensuing job.

Those who have held few jobs have no idea how to find a new one. And those who have held a lot of jobs don’t know either . . . or they wouldn’t have held so many. So why not do it differently this time?

I promise you it will most definitely not be boring. I also promise always to tell you the truth. And if you stick with me and do the work, you’ll get what you’re looking for, especially if you pay attention to one specific factor that is totally within your control, and yet is often the hardest part – and the one that’s usually not even factored in – of the entire equation.

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