I often meet people who lean on achievement inflation without much specificity. One phrase that illustrates this: “I built that team from scratch.” In my experience, when someone says this, it reveals more about how they see themselves than what actually happened.
I get a lot of LinkedIn requests from people I don’t know. That’s expected—and welcome. The “Add a note” field is often underused.
I spoke with a CMO candidate who sent over a sharp, well-structured breakdown of his experience—something he’s used to campaign for stakeholders and recruiters. It’s a smart approach. Take a look and consider crafting one for yourself:
Lately, my calls with creative execs have reinforced just how crucial it is to ask better questions. I’m always learning this myself in my role. Next time you’re speaking with a recruiter or hiring manager, consider these:
I always appreciate people who “take the call.”
The way we communicate our experience has shifted. Resumes cover the basics—names, dates, and data—but LinkedIn should feel more like your personal brand story
When I talk to creatives searching for their next job, I’m always curious about their targeting.
The employer dictates the schedules, interviews, and job outlines. However, this person has challenged that norm with a simple approach after the first interview.
I've spoken to a lot of candidates who go through a process with a potential employer and some even do (unpaid) assignments, and then, get ghosted.
Consider this headhunter question: “when I call your references what will they say about your work?”
On your profile, strike a tone that bridges the casualness of Facebook with the professionalism of your resume.
Be prepared to critically evaluate your past job performance. Show some humility.
I've seen employers decide not to move forward in hiring because the candidate did not follow up.
I hear this a lot, “I just want to know what’s out there.”
A great resource for insider tips on management and leadership, as well as smart career-focused inspiration, is …
My business model is set up to help brands find people, not people find brands.
I've been getting more than the usual number of emails from employed people interested in exploring new opportunities.
I can always improve at delivering better candidate feedback, especially for those who won't be moving forward in the hiring process.
I don't entirely share this from a point of self-empowerment but rather a note to help you potentially re-frame your understanding of the recruitment process.
In the spirit of improving your EQ, when speaking to a potential employer (or a headhunter), it's important to calibrate the speaking/listening equation.
