Austin Belcak

I Teach People How To Land Amazing Jobs Without Applying Online // Ready To Land A Great Role In Less Time (With A $44K+ Raise)? Head To 👉 CultivatedCulture.com/Coaching

CultivatedCulture.com/Coaching // I teach people how to land jobs they love in today's market without traditional experience and without applying online.

In 2013, I graduated from college with a biology degree, terrible grades, and a job in healthcare that paid me next to nothing.

Two years later, I scored interviews at Google, Microsoft, & Twitter and I accepted an offer from Microsoft with a $70,000 raise

All without “traditional” experience and without applying online.

Today, I teach people (just like you!) how to use the same system to land their dream job without applying online.

That system has helped thousands of job seekers land offers at places like Google, Microsoft, Salesforce, Amazon, Facebook, Apple, Twitter, Uber, Spotify, Deloitte, Accenture, Sequoia Capital, Tesla, SpaceX, ESPN, The NFL, & more.

The people we work with don't just land offers at great companies. They also get:

💰 Average Raise: $44,000+ 
🧭 Average Time To Offer: 3.5 Months
⭐ Satisfaction Rating: 9.52/10
🤝 End-To-End Job Search Support
✅ 3X+ ROI Guarantee

Ready to land your dream job? 

Head to 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲𝗱𝗖𝘂𝗹𝘁𝘂𝗿𝗲.𝗰𝗼𝗺/𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 and book a *FREE* 30 minute Career Clarity Call.

These calls are 30 minute, one-on-one sessions with our team where you'll learn:

1. The exact reason why your current job search strategy isn't working

2. Why traditional hiring processes are broken (and what you can do instead)

3. How to overcome the biggest challenge that's preventing you from achieving your job search goals

4. How to pick and choose where you land job interviews (seriously!)

5. Exactly what you need to do to land your dream job and salary

Don't just take my word for it though. Here's what a few of our clients have to say about working with us:

“I recently left a job with nothing else lined up. My visa was tied to that job so I had 60 days to get hired and land visa sponsorship. Austin helped me land a Program Manager role at a leading tech company, a 30% raise, AND H1-B sponsorship.” - Jasleen

"I was unemployed and close to losing my house. Working with Cultivated Culture helped me land multiple interviews and two offers for senior-level roles in less than 70 days." - Karina

"I spent years struggling to take the transition from vendor to full time employee. Austin helped me land a job in Product Marketing at a Fortune 30 tech company with a $40,000+ raise." - Amyr

Learn more and book your free Career Clarity Call here 👉 CultivatedCulture.com/Coaching

Founder

I teach people how to use unconventional strategies to land jobs they love in today's market (without connections, without traditional "experience," and without applying online).

My strategies have been featured in Forbes, Business Insider, Inc., Fast Company, and more. My students have landed interviews and offers at Google, Microsoft, Amazon, Apple, Facebook, Twitter, Uber, Deloitte, Accenture, ESPN and more. 

Ready to take your career to the next level? Check out my step-by-step breakdown of the process that has helped hundreds of people like you land amazing jobs at the world's best companies (it's totally free): https://cultivatedculture.com/dreamjob/

Want to chat? Shoot me an email at austin@cultivatedculture.com

Cultivated Culture is a carbon negative business. Our contributions help remove 60+ tons of CO2Es from the atmosphere and plant over 2,000 new trees every year 🌲

7 AI Prompts That Will Transform Your Job Search After Being Laid Off:

Context: The Harsh Reality of Starting Over

Job seekers with 10, 15, or 20+ years of experience often face:

 – Long gaps with zero responses
 – Pressure to “keep up” with new tech
 – Bias toward “fresh” or entry-level talent

AI levels the playing field by helping you showcase value, not just history.

Here's how:

1. Resume Transformation Prompt

To revamp your resume, use:

"Analyze my resume for a [target role]. Identify gaps between my experience and job requirements, then rewrite my bullets to highlight transferable skills and quantifiable achievements."

This reframes long experience into modern, relevant, value-driven language.

 The result? Higher response rates and more recruiter engagement.

2. LinkedIn Headline Generator

 Most headlines are just job titles.

A smart, keyword-optimized headline boosts profile views, search visibility, and inbound recruiter messages.

Try this:

"Create 5 LinkedIn headlines for a professional with 10+ years in [industry] targeting [new role]. Include keywords that attract recruiters and highlight experience."

3. Value Validation Project Creator

Use AI to create a mini project that proves your value before you’re hired:

"Design a small project I could complete to demonstrate my capabilities for [target company] in [target role]. Include 2–3 deliverables that showcase relevant skills."

Hiring managers view project-driven candidates as proactive problem-solvers.

4. Interview Question Predictor

Start prepping for your interview by rehearsing the questions you'll be asked:

"Based on this job description [paste JD], generate 15 likely interview questions, including 5 behavioral questions about adapting to new technologies."

This prepares you for tough questions on tech, change, and adaptability.

5. Age-Proofing Communication Prompt

Shift communication away from “years served” and toward results delivered.

Try this:

"Review this email/cover letter and identify any language that may hint at age or dated experience. Suggest alternatives that emphasize value, adaptability, and expertise."

This helps position experience as an asset, not a red flag.

6. Salary Research Assistant

Want to aim for a higher salary? This prompt can help:

"Analyze current market salary ranges for [role] in [location] for experienced professionals. Include negotiation arguments that emphasize value, not tenure."

This produces tailored salary insights + value-based negotiation points, leading to stronger offers and more confidence at the table.

📈 James was overwhelmed after a layoff. Our AI + coaching approach helped him land an EdTech leadership role with a 42% raise.

👉 Ready to get back on track with a system that works? Free 30-min Clarity Call: https://lnkd.in/gdysHr-r

 7 AI Prompts To Bounce Back After Being Laid Off:

Dave Kline

Become the Leader You’d Follow | Founder @ MGMT | Coach | Advisor | Speaker | Trusted by 250K+ leaders.

Hey, I’m Dave Kline.

I teach leaders how to build All-Star teams and level up their careers.

After decades of leading in pretty intense environments, from Bridgewater Associates to Moody’s Analytics, I know what it takes to be the manager your team remembers (for the right reasons).

Why I can help you is simple:

I’ve been through it.

And to prove it, here’s my background (by the numbers) ⤵️

2: Decades leading high-impact teams in asset management (Bridgewater), consulting (PwC), & financial services (Moody’s Analytics).

4: Years as an entrepreneur. My portfolio includes Skillscouter (an online course & career site), and MGMT Accelerator (a cohort-based management training course).

14: Cohorts of early-career leaders that I’ve taught at multiple companies.

100: Managers I recruited, onboarded & mentored at Bridgewater Associates.

1,000: Performance evaluations with grace and respect for stars and terminations alike.

205,000+: My community across LinkedIn & Twitter interested in management tactics & leadership lessons

385,000,000: My team’s top revenue year at Moody’s.

Now that we’ve covered the why, here’s the how:

- The MGMT Accelerator – an intensive management training course for both new and senior leaders
- MGMT Fundamentals – a course that covers all the need-to-know management basics for rookie leaders
- The MGMT Playbook – a weekly newsletter that gives practical management insights

Through our MGMT courses, my wife Marsden and I have played the assist with over 1,100 leaders so far, who’ve now learned how to:

- Practically tackle the most common leadership challenges
- Build their Management OS’s CODE (Coach, Operate, Delegate, Engage)
- Refine their individual leadership Decision-Making System

With our 30+ years of combined experience, you won’t just get our knowledge.

You’ll get to ask us questions directly and get access to coaching that’s more tailored to your own experience.

We always say – if we could do it like a dinner party, we would.

If you’re interested in leadership advice (that doesn’t just sound nice but actually works), drop me a follow – I post daily.

And if you like what you see, our MGMT courses could be just what you need to level up.

DM me if you’re interested.

Co-Founder

We created the MGMT Accelerator to help managers rapidly develop into trusted leaders by combining the art & science of management. 

This 4-week program consistents of eight 90-minute modules where I share the tactics I learned leading high-performing teams for 25 years. During each session, we tailor those insights together to build your personalized management system together. 

You'll learn alongside ~50 peers and become part of an expert community of more than 300 alums.

9 Signs Your Team Might Be Toxic

(And it's costing you more than you think)

No team is perfect.

But there's a critical difference between:
Temporary Discomfort and Permanent Dysfunction.

The ❌'s reveal the hidden damage.
The ✅'s show you what excellence looks like.

The more signs you recognize,
The faster you need to move.

Good People Leave
❌ Your best talent quits, replaced by whoever applies
✅ A-players recruit and develop other A-players

Mediocre People Stay
❌ Average becomes the accepted norm
✅ Excellence is supplied, recognized, and multiplied

Conflict Never Gets Fully Resolved
❌ Tension builds privately until it erupts publicly
✅ Problems are surfaced, discussed, and solved

The War Inside Our Walls
❌ Departments compete instead of collaborating
✅ Everyone focuses on beating external competition

Decisions Get Made and Unmade
❌ Choices get revisited endlessly, killing momentum
✅ Decisions are made, with clear owners and follow-through

Questions Are Met With Silence
❌ Information is hoarded for leverage and protection
✅ Knowledge is shared openly to strengthen everyone

Feedback is Nonexistent
❌ People guess at their performance without clarity
✅ Consistent, direct feedback accelerates growth

Tomorrow Never Comes
❌ Promises are made but never kept
✅ Commitments today become results tomorrow

Success Is Accidental
❌ Wins are downplayed, high standards feel threatening
✅ Success is analyzed, replicated, and built into systems

The opposite of a toxic environment is a high-performing one. 

Building one requires:  
✅ the right people, 
✅ the right systems, 
✅ and the right leader. 

Our MGMT Accelerator will help you become one faster. 

Learn more: https://lnkd.in/eFwuqzh3

See why 1,400+ leaders said it was worth 25x what they paid.

Remember:
If you're quietly tolerating a toxic team,
You're slowly becoming part of the problem.

You either shape your environment or it shapes you.
Choose to be the catalyst, not the casualty.

♻️ Please repost to help others.
✅ And follow Dave Kline for more.

9 Signs You Might Have a Toxic Team

One choice hurts more managers than any other:

The 'More People' Paradox.

Here's what it is and how to avoid it...

Most teams fall into this pattern:

❌ Problem →
❌ Add People →
❌ More Complexity →
❌ Bigger Problems →
❌ Add Even More People

In an effort to add capacity,
They drown themselves in complexity.

Here's the trap: 

Capacity grows linearly. 
Complexity grows exponentially. 

High-performing teams know this. 
They choose a different path: 

❌ Problem →
✅ Diagnose →
✅ Delete, Simplify, or Automate →
✅ Refocus & Execute →
✅ Scale

Why does this order change things? 
Pruning is required for healthy growth.

They fix the model to scale. 
They don't hope scale fixes the model. 

Ask these 3 questions before you hire:

1️⃣ What could we stop doing?
• Nice-to-have projects
• Low-impact meetings
• Redundant reports

2️⃣ What are we overcomplicating?
• Communication channels
• Project workflows
• Decision making

3️⃣ What are we avoiding?
• Technology improvements
• Difficult conversations
• Priority decisions

BONUS: What could AI handle?
• Document processing
• Standard responses
• Data aggregation
• Routine analysis

✅ Remember:
Our optimal path to greater success...
Doing half as much, twice as well.

If this post resonated with you...
🔔 Follow Dave Kline for more
♻️ Share to help others go big by thinking small

PS - We have another free AI-Enhanced Leader workshop coming up. 
"Build Your AI-Powered Leadership Coach in 30 Minutes"
Join 352 leaders already signed up: https://lnkd.in/guyyAMdN

Managing up doesn't require sucking up.

If you know how to do it right.

Managing up isn't about:
• Power
• Politics
• Persuasion

It's about building a relationship with your boss.
And making them successful while you do it.

And that starts by knowing who your manager is.

Here are 3 common manager archetypes
(and how to speak their language):

The Relentless Micromanager
• Needs to control every detail
• Constantly checks in for updates
• Language: High-velocity details before they ask

The Volatile Visionary
• Focuses on big ideas and long-term goals
• Everything is extreme: failure or excellence
• Language: Contrarian insights tied to their vision

The Disconnected Diva
• Out of touch with day-to-day operations
• Doesn't understand frontline challenges
• Language: Repeatable stories that connect dots

Once you know who you're talking to,
You can apply a range of practical tactics. 

The carousel below has one proven tactic
To overcome 10 common objections to managing up.

Swipe through and give one a try.

Make your boss's goals your goals, and three things happen:
• You get more support for your team
• You get more opportunities for growth
• You get more autonomy in your decisions

This isn't politics. 
This is partnership.

Want help applying this skill?

Join MGMT Fundamentals starting next Tuesday.

"Managing Up" is one of the 6 core skills we teach.

• One hour a day over two weeks.
• Critical Skills + Proven Systems. 
• Group coaching to unlock your challenge.

Enrollment closes in 3 days: https://lnkd.in/ewTRApB5

Join 33 leaders looking to level up.

♻️ Share this to help a new manager.

🔔 Follow Dave Kline for more leadership insights.

How to Manage Up (and get what you deserve)

Most new managers fail (nearly 60%). 

Not because they aren't capable. 

It's because they focus on the wrong things. 

Here's what I wish someone had told me:

1. Define a Clear Mission

Average teams execute tasks.
High-performing teams drive outcomes.

Your team needs to know:
• Why their work matters
• How it impacts the company
• What winning looks like

Test: Can each person explain the mission in one sentence?

2. Hire Slowly, Fire Fast

High performers want to work with high performers.

Never compromise on:
• Proven ability to deliver
• Self-direction and ownership
• Character over credentials

One A-player is worth three B-players.
One C-player destroys team standards.

3. Give Earned Autonomy

Top talent doesn't need micromanagement.

Define the outcome, not the process.

Let them:
• Set their schedule
• Choose their methods
• Make meaningful decisions

Your job: Remove obstacles, not create them.

4. Protect Their Time

Meetings are overhead, not output.

Only meet to:
• Align on priorities
• Solve blocking problems
• Make decisions

Default to async communication.
Protect their time to create value.

5. Kill Bureaucracy

High performers hate administrative waste.

Cut ruthlessly:
• Unnecessary approvals
• Redundant reporting
• Meeting theater

Ask: "Does this help us win or just look busy?"

6. Guard Their Focus

Concentration beats distraction.

Say no to:
• Random committees
• Shiny object syndrome
• Everything that's not the main thing

The best teams do half as much twice as well.

7. Track Outcomes, Not Activities

Set clear expectations.
Measure results, not hours.

Focus on:
• Results delivered
• Quality standards met
• Timeline commitments kept

Outputs matter more than inputs.

8. Remove Friction Daily

High performers solve problems relentlessly.

Will it be customer problems?
Or the ones you create?

Daily question: "What's slowing my team down?"

Then fix it immediately.

New managers succeed when talented people have:
• Clear direction
• High autonomy
• Zero friction

Want to start strong as a manager?

Get the training 85% of managers never receive.

MGMT Fundamentals starts January 27th.
10 hours over two weeks. The 80/20 skills and systems to lead effectively.

Learn more: https://lnkd.in/ewTRApB5

85% of managers get reimbursed by their company. Just ask.
Bonus: Bring a colleague and you both save 20%.

Come learn how to become a leader you'd follow.

♻️ Share this to help a new manager.

🔔 Follow Dave Kline for more practical management insights.

 Quick Tips for New Managers

Success isn't determined by what you know.

It's determined by how fast you move.

And how quickly you adjust based on what you learn.

But before every action, there's a decision.
And before every decision, there's indecision. 

Those who win work from data: 
• Data from experience. 
• Data from customers. 
• Data from doing.

And they know: 

The faster you decide, the faster you learn.

Here are 7 simple tips to make better decisions:

Empty Your Mind
• Write down every swirling thought
• Focus only on your top 3 factors

Flip a Coin
• Not for the result, but for your reaction
• Your gut reveals the right answer

Find a Partner
• Direct partner shares the journey with you
• Trusted advisor shows the path ahead of you

Sell Then Build
• Get one real customer to pay first
• Let revenue validate your next step

Price Your Indecision
• Calculate what waiting costs you
• Compare it to the cost of choosing wrong

Only Commit to Today
• Skip the 10-year questions
• Answer one question today

Burn the Ships
• Make a call you can't reverse
• This meeting ends with a decision

Remember:

The faster you decide, the sooner you learn.

Indecision only creates one thing: anxiety.

Stop waiting for clarity.
Start creating it.

You can almost always go back.
But not without moving forward first.

Helpful?

✅ Follow Dave Kline for more.

♻️ Share to help others get unstuck.

7 Simple Ways to Make Better Decisions 

Everyone wants accountability.

No one wants to be held accountable.

This guide makes accountability the default mode.

Accountability is not something you do.
It's the outcome of doing things the right way.

Most leaders think accountability is about confrontation:
• Creating consequences for failure
• Calling people out in meetings
• Tracking every detail

That's not accountability.
That's micromanagement.

Real accountability happens when your people want to win. 
And your systems make it hard to fail.

Here are the 5 systems that make accountability automatic:

1. Crystal Clear Outcomes
Define success before you start. Vague goals create average results. Specific targets create clear accountability.

2. Visible Progress Tracking
Make progress public. When everyone can see the scoreboard, people naturally step up their game.

3. Regular Check-In Rhythms
Weekly reviews, not quarterly surprises. Frequent small course corrections beat big dramatic overhauls.

4. Ownership Assignment
One person owns each outcome. Shared ownership means no one is responsible.

5. Outcome Clarity
Know what happens when you hit the target and what happens when you miss. No surprises, no excuses.

The result?

Teams that hold themselves accountable.
Leaders who coach instead of complain.
Results that speak for themselves.

What's your biggest accountability challenge?

Getting people to own their results?
Having the hard conversations?
Making progress visible?

Steal my step-by-step playbook from the carousel below 👇

And make Mutual Accountability your team's default mode.

And if you found this playbook helpful: 

♻️ Share to help others build success through accountability
🔔 Follow Dave Kline & Marsden Kline for more leadership systems

PS - We've got our first free Lightning Lesson for 2026 on Thursday. 
"AI-Powered Planning: Get Buy-In, Stay Agile, and Win 2026"
Sign up here: https://lnkd.in/gGGcRKMp

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The Battle

Austin Belcak

Dave Kline

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The Battle

Austin Belcak

Dave Kline

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Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Austin Belcak's LinkedIn Performance

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