Adam Broda

I Help Senior, Principal, and Director Level Professionals Land Life-Changing $150k - $350k+ Roles | Founder & Career Coach @ Broda Coaching | Hiring Manager & Product Leader | Amazon, Boeing | Husband & Dad

Are you ready for a role that levels up your salary and career? 
I've got the solution. 

After a successful corporate journey in Aerospace and Big Tech, I moved into the career coaching space. I fell in love with helping employees level-up as a Manager, and wanted to make it my full-time calling.

Since that moment, I've helped over 400 Sr-level professionals land life-changing roles at companies like Meta, Airbnb, Google, Spotify, Deloitte, GE, Lockheed, JPMorgan, Microsoft, Amazon, and more.

My job search methodology is different.

Yes, I'm a career coach, but I'm also a job placement systems engineer.

My program leverages personalized 1:1 coaching sessions, exclusive networks of people, streamlined job search strategies, and cutting-edge tools & resources.

I've refined my coaching system (called 'Better Work') to focus on proven systems that get jobs fast, while deprioritizing tasks that don't produce.

The results speak for themselves.

↳ 400+ professionals placed into better roles
↳ Helped increase Final Offers by an average of 13%
↳ The average client lands 8.1 interviews with my system
↳ Create 3X more LinkedIn profile views in the first 30 days
↳ In 2025, we increased client compensation by $34K on average

We'll help lock in on your optimum target audience.
We'll reposition your brand, your stories, and your marketing strategy.
We'll drive visibility while connecting you with decision makers and industry contacts.

And most importantly: I don't stop until you're in a better job. Guaranteed.

Disclaimer: My program is not for everyone.
It's completely optimized for Senior, Principal, and Director-level professionals. 

The program is also selective (I can't take everyone), and seats are limited to ensure clients get ample  1:1 time and attention.

If you're interested in learning more about my program, book a free discovery call:  https://tally.so/r/w4GlQ5

OR - Click the "APPLY TO WORK WITH ME" page in my featured section.

PS - My program has maintained a 4.9-star rating over several years. You can check out testimonials here: https://www.brodacoaching.com/testimonials

More About Adam Broda:

- Hiring Manager for 13+ yrs; I've built three organizations from scratch during this time
- I've been career coaching since 2016; launching as a legit business in 2019
- Featured in Fast Company, CNBC, and LinkedIn News
- Former Production Engineering Leader at Boeing
- Former Sr. Manager of Product at Amazon
- LinkedIn Creator with +495k followers
- High school wrestling coach
- Former NCAA D1 wrestler
- I have two kids (6 and 4)

Founder

-I started Broda Coaching (BC) with the mission to improve the world by elevating the Technology & Engineering professionals that influence it daily. BC helps customers maximize their visibility and value by coaching them from the perspective of the hiring teams they need to attract.
-BC offers an online course called the Career Transition Program; featuring 6 Modules, 194 lessons, and over 20 downloadable files/templates to help you crush your job search in a new industry or role.
-We also offer flexible and personalized 1:1 coaching for those looking for a more tailored experience.
-Since late 2019, BC has served over 200 clients; and grown our LinkedIn following from 1.2K to +165K
-Check out our website to learn more: https://brodacoaching.com/

Most executives spend 2-3 hrs a day job searching and get very little. Here's a breakdown of how I'd spend 1 focused hour each day.

First: 20 minutes on Visibility and Engagement

↳ Leave 10-15 intentional comments on posts from creators with big audiences, leaders at your target companies, and niche content in your space.

(Keep a list of the profiles you're targeting to save time)

Spend the last 5 mins engaging with anyone who interacted with you. Comment to start conversations, not to just be seen.

Then: 20 minutes on Outreach and Relationships

↳ Send 3-5 short, specific messages to target connections and people active on LinkedIn. No pitching. Just a real reason to connect. Then send 1-2 messages to old colleagues you have not talked to in a while.

Next: 10 minutes on Profile Work

↳ Optimize your headline, headshot, banner, and featured section for the roles you actually want. Aim for 5-6 recommendations from leaders, peers, and direct reports. Your profile is your first interview. Treat it that way.

Last: 10 minutes on Content Creation

↳ Build a small project that solves a real problem your target audience has. Turn that journey into content. 10 focused minutes a day stacks up fast over a few weeks.

There you have it.
You can rinse and repeat every hour.

Not doom-scrolling.
Not sending 10 'Easy Apply' applications.

Your time is valuable.
Do what moves the needle most.

I Help Senior, Principal, and Director Level Professionals Land Life-Changing $150k - $350k+ Roles | Founder & Career Coach @ Better Work | Hiring Manager & Product Leader | Amazon, Boeing | Husband & Dad

Digital Marketing and Technology Recruiter @ Knak Digital | Fractional Talent Acquisition | Hitting Hiring Roadblocks? I can help 🙋🏻‍♀️ Job Search Advisor & Myth Debunker | Baltimore & D.C. 🔊 (Riv-Knack)

Are you struggling to hire tech and marketing talent to keep up with your organization’s growth?

Maybe your internal applications are jammed with tons of inbound resumes, but very few that are actually on target. Meanwhile, your team is buried, deliverables are slipping, and the right roles stay open way too long.

That’s where I come in.

I’m Kelli Hrivnak, a Marketing & Tech Recruiter, who helps hypergrowth companies fill critical roles faster than traditional methods.  For nearly two decades, I've been a trusted ally to small to midmarket businesses in DC, Virginia, and Maryland, building teams that boost revenue, innovation, and collaborative success.  

My background in hospitality and outside sales taught me the art of relationship building and high-pressure, often intense, decision-making skills that translated to the recruiting world.  That experience shaped how I recruit.

Hiring Hurdles Impacting my Clients:

✔️ Speed to hire.   A vacant position is slowing down your project deliverables and product development.
✔️ Hiring surge and internal recruitment/TA team is swamped.
✔️ Burned by past mis-hires and unsuccessful track record of hiring
✔️ No time to review resumes or screen candidates thoroughly.
✔️ Job Postings that result in 100's of applicants with no time to review
✔️ Underlying need to replace underperformers, confidentially
✔️ Skills gap and the relentless competition for the same pool of talent

Knak Digital Solutions:

Placement & Sourcing:
✔️ 30,000+ vetted tech and marketing contacts in our proprietary database
✔️ 100% dedication to networking, sourcing, and interviewing for faster fill times
✔️ Tailored recruiting approach that fits your team’s culture
✔️ Project-based consultants when you don't need full-time specialists

Embedded Recruiting Support:
✔️ On-demand, flexible recruiting help that scales with your needs
✔️ Extra capacity during hiring spikes so your team doesn’t get overloaded
✔️ Alternative model to project-based searches, especially when hiring 3 or more roles.

Talent Consulting:
✔️ Discreet searches for underperformers, leadership changes, and succession planning
✔️ Employer brand support to improve candidate attraction
✔️ Market intel on competitors, salary trends, and talent movement

Ready to break through your hiring bottlenecks?  Let's start a conversation. 

📧 Email: kelli@Knakdigital.com

Search job listings here ▶ https://jobs.crelate.com/portal/knakdigital

Kelli Hrivnak

When you outreach to a Yahoo address thinking it’s inactive…and it delivers.

And they actually write back.  #recruiterwin

IYKYK.

Toggling from tech to GTM recruiting, there is one interesting difference.

In some tech searches, fraud is an issue.  As in bait and switch, deepfakes, or just fraudulent profiles in general.

In GTM, I haven't come across this (yet).   The only deception is the interpretation of results.

Quota numbers.  Millions worth of business.  Strong pipelines.  But the nuance of not knowing team dynamic, support, and strength of territory can change things.

A few weeks ago, I was talking through this exact problem with a sales leader, specifically how to sniff out BS.  So how to get past the actual numbers and understand what a candidate actually did to drive them. 

Because any outcome is only meaningful with context around strategy and process.

Anyone can put those important numbers in a resume.  It's the story behind the numbers that is a differentiator.

What questions are you asking to gain clarity around metrics in a resume?

Attention to my lady community interested in building apps!  

In honor of International Women's Day, Lovable is offering free usage of its platform for 24 hours on March 8th.   Anthropic is throwing in $100 worth of API credits, too.

If you have time next Sunday, this could be a good opportunity to bring an idea to prototype.

Open article: SheBuilds on Lovable for International Women's Day by shebuilds.lovable.app

SheBuilds on Lovable for International Women's Day

Some hiring managers don't see what goes into a search.  Here is what is happening in my day when leaders are focused on scaling business:

🔹Researching the landscape first, before a single outreach goes out. This is mapping competitors, understanding the skill sets, and finding those gems that are adjacent and could be overlooked.  (Yes, there are AI tools that can help, but they don't always pick up nuance.)

🔹Fielding and engaging in emails, texts, calls, and video conversations with prospects.  This can consume hours on end per day.

🔹Creating and maintaining a running list of these targets. In an ATS or even a simple spreadsheet.  Tracking who's a miss and why (comp misaligned, timing off with a growing family, skill set not quite there)

🔹Gathering real-time comp data, not what's published on Level.Fyi.

🔹Learning WHY talent is passing.  This is the intel to bring back to hiring teams when time-to-fill exceeds the usual TTF.

🔹Hearing where your brand resonates and where it doesn't.

Every prospect who passes is still giving data.  Hesitations on equity, comp, benefits, team structure, title inflation, or off-leveling.

Some of those things just can't be changed, period. Budget or onsite needs. But bringing those market realities back to a hiring team, with legit intel instead of gut or opinion, is where that advisory piece comes in.   

 At the end of the day, a search is the outbound strategy. Inbound is dandy, especially when it attracts solid talent, but it's not JUST the plan.

Are you validating your hiring strategy with real candidate feedback?

Attrition.  There tends to be two waves.

The first wave could be a single employee departure on a team or a mass RIF.  

The second wave is one I think most should anticipate but often don't:  the people who stayed.

The disruption of the team dynamic can stir up a feeling of instability and uncertainty.  And some can power through.  In some cases, a toxic employee peaced out, which can improve the dynamic among the standing soldiers.

The adverse?  Workloads are reshuffled and reporting lines are changed.  Teams could be understaffed and overworked.    Just the catalyst for those still on the team to start thinking and planning for options outside the company.   Typical in M&As.

If you're hiring right now for a replacement role or just leading a team through it, pay attention to who's still standing and check in on them.

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The Battle

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Kelli Hrivnak

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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);}Adam Broda's LinkedIn Performance

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