Talent Executives

We don’t just fill roles, we help companies build high-performing teams.

We partner closely with company leaders to understand their priorities, culture, and what success looks like for their teams, delivering exceptional candidates who contribute immediately and grow with the organization.

Clients rely on us as an extension of their recruiting arm: trusted, fast-moving, and committed to their long-term success.

Chief Executive Officer

Networking Executives

The right connections. The right opportunities. The right time.

But how do you know where to be and when?

Networking Executives removes the guesswork by curating local, industry-specific events, so professionals spend less time searching and more time connecting.

Founder and President

Capital One

Led a strategic initiative from concept to launch that was recognized as Capital One Auto Finance’s Most Influential Project of the Year, an honor presented by the CEO for its significant impact on the organization.

Delivered results by translating strategy into action, exceeding goals while upholding operational excellence and accountability in a competitive market.

Expanded Capital One’s market share by cultivating and managing high-value relationships with franchised dealerships, driving consistent revenue growth while becoming a trusted partner to clients.

Area Sales Manager

Tapped to support the nationwide launch of Regional Buying Centers (RBCs), a high-impact expansion initiative critical to the company’s growth strategy.

Worked in close partnership with the executive team, traveling to new markets to assess talent needs and align hiring with Capital One’s culture and operational priorities. Led efforts to attract top talent from competitors through targeted market events while overseeing full-cycle recruitment for essential roles in each launch market.

This initiative required precision, speed, and a deep understanding of both the business and local market dynamics, resulting in successful, on-time RBC openings across multiple regions and the seamless integration of high-caliber talent into the organization.

Strategic Talent Acquisition Partner

Thrived in a competitive environment, consistently exceeding goals while earning Chairman & President’s Team honors, ranking in the top 2% nationwide.

Selected to represent the National Sales Team in evaluating and recommending a new CRM platform, enhancing customer relationship management across all divisions.

Consistently drove business growth while building trust-based relationships that supported long-term success.

Led national recruiting operations for Capital One Auto Finance, overseeing high-performing teams in multiple states during a period of significant company growth.

Executed efficient, scalable hiring strategies that reduced cycle times and controlled costs while maintaining a high-quality candidate experience, ensuring leaders had the talent needed to drive results.

Managed talent integration during key acquisitions, aligning workforce strategies with business objectives to support smooth transitions and continued growth.

National Recruiting Manager

Oversaw regional recruiting efforts, partnering with senior leaders to understand hiring needs and build high-performing teams aligned with business goals.

Drove full-cycle recruiting during high-growth periods, building and mentoring a high-performing recruiting team that consistently delivered quality hires while supporting organizational expansion and culture alignment.

Focused on relationship-driven recruiting to attract and retain top talent, supporting the company’s growth and culture.

Regional Recruiting Manager

Business is personal, and great recruiting goes beyond just filling roles.

It’s about understanding people, solving real-world problems, and building lasting relationships.

At Talent Executives, we help companies build exceptional teams through high-impact leadership searches and hard-to-fill niche roles.

As a trusted recruiting partner, we operate as an extension of our clients’ teams, delivering results with speed, clarity, and intention. Our approach is collaborative, transparent, and rooted in trust.

Clients and colleagues often describe our work as:

🔹Trusted partners who help companies hire with confidence
🔹Strategic and straightforward, yet grounded and approachable
🔹A partner who shows up, follows through, and delivers

That same philosophy drives Networking Executives, a curated platform helping professionals find and attend local, industry-specific events. 

It’s built around meaningful conversations, authentic connections, and the belief that showing up matters.

For companies and professionals who value heart, strategy, and results, this is where it all comes together.

Let’s build something great!

 Amy Sulgrove

In-Person Connection Hits Differently

The skyline was spectacular
But the story happening inside was even better.

Leadership isn’t about the view from the top.
It’s about the vision you share with the people beside you.

It’s amazing how much clarity comes from stepping into someone else’s world for a day.

A fantastic trip to NYC to visit a client
And a reminder of why in-person connection still matters.

Talent Executives Group

Hiring Leaders Who Elevate Culture and Performance 🔹 Executive and Leadership Search for Mid-Market and Enterprise Companies 🔹 Relationship-Led Recruiting With Transparent Metrics

In the last few weeks, I’ve attended more networking events than I can count.

But here’s the truth:

Networking isn’t about how many people you meet. 

It’s about how many meaningful conversations you have.

The best connections aren’t transactional. 
They’re built on curiosity, shared experiences, and genuine interest.

Some of the most impactful business relationships I’ve built started with conversations that had nothing to do with business.

Networking isn’t collecting contacts. 
It’s cultivating relationships.

Dan Sinawat Renard Henry Amir Khawaja Joe Fang Ash Weiss Kim Abmeyer, CFA, CFP®, EA Kelly Anderson, CPA Ron Bruno Imran Jan Tyler White Karen Bruno

Leadership Recruiting, Mid-Market to Enterprise Companies🔹Grounded in Relationships, Driven by Results🔹Backed by Transparent Metrics🔹Passionate About Professional Networking and Real Connections

Yesterday was one of those mornings that makes you check your phone twice.

7:15am text: SVP Marketing offer accepted.

7:28am email: VP Financial Planning & Analysis offer signed.

Two positions closed.
Before most people had caffeine, we had two offers accepted.

Huge shoutout to our Talent Executives Group team!  Clear expectations, real transparency, and organized communication make all the difference. That’s what gets leadership hires across the finish line.

Not a bad way to start the day and a solid way to head into the last 8 weeks of 2025!

With budgets being finalized for 2026, if you’re adding to your leadership, we’d love to help!

Winning in business starts with the right people.

And for our clients to win, we have to be:
⚡️ Quick to act
🎯 Right on target

Every placement builds two futures:

🔹 A future for the candidate, by pairing them with their next company
🔹 A future for the client’s team, by bringing the right leader into the fold

That’s not just recruiting.

That’s transformation.

Recently, I had the privilege of attending a @Best Buddies event.
An organization dedicated to building friendships, opportunities, and unforgettable experiences for people with intellectual and developmental disabilities.

The joy, energy, and authenticity in the room was beyond words.

It was a reminder that inclusion isn’t a corporate initiative. 

It’s human. 

It’s about creating spaces where everyone is seen, heard, and valued.

Sometimes the most memorable moments come from simply showing up and being present.

Looking forward to becoming a Best Buddy and creating special memories.

Proud to support an organization doing such important work.

Thank you for the invite Kevin Naylor ! Great evening all the way around! Dylan M. Rafaty, MADR, CDP (deaf/HoH) , MADR, CDP (deaf/HoH) it's always great when we get to catch up! And that view off the balcony... incredible!

The best recruiting work?
You’ll never hear about it.

No dramatic fallout.
No toxic hires.
No rescinded offers.

→ Because the damage never happens in the first place.

Last week, we pulled a candidate right before the client ever met him.

🟢 On paper? Solid.
🟢 Initial screen? Smooth.
🟢 Next round was queued up.
 
But in our prep calls?

🔴 Dismissive.
🔴 Unresponsive.
🔴 Just enough ego to raise concern.

He would’ve impressed in the interview room.

But we saw what the hiring team never would’ve.

And that’s the point.

The best recruiters aren’t just matchmakers.

→ We’re filters.
→ We’re protectors.
→ We’re your early warning system.

If you only see the finalists…
It’s because we’ve already blocked what could’ve cost you.

Talent Executives Group

Looking forward to joining the Cohort Café’s Speaker Series at The University of Texas at Dallas to talk about authentic leadership, purposeful networking, and the power of people-first recruiting. 

Appreciate the invite Antonio Paes - always grateful for opportunities to connect and share.

Talent Executives Group
Networking Executives

MS Business Analytics & AI Cohort and Online at UT Dallas

View company: MS Business Analytics & AI Cohort and Online at UT Dallas

🌟 Cohort Café | Speaker Series 🌟 
 
Experience the insight and energy of Amy Sulgrove, CEO of Talent Executives Group, as she joins us for our Cohort Café Speaker Series! 
 
Amy is a dynamic leader and relationship-driven recruiter with over two decades of experience helping organizations nationwide build strong leadership teams. Through her family of brands, including Talent Executives and Networking Executives, she champions a people-first approach to recruiting and professional growth rooted in authenticity, trust, and measurable impact. 🤝 
 
Join us for an inspiring session as Amy shares insights on leadership, networking with purpose, and building a career grounded in real connections! ✨ 
 
📅 Date: Wed, Oct 29th 
⏰ Time: 11:00AM - 1:00PM 
📍 Location: JSOM 11.305 
👥 Attendance is limited to Cohort students only 
 
#UTDMSBACohort #TalentExecutives #CohortCafé #UTD #MSBA #AI #Leadership #CareerGrowth #Networking #ProfessionalDevelopment

📸 Calling out to all Networkers! 
Please send me your event photos!

Been to an amazing networking event recently? 

A speaker series, mixer, panel, or coffee meetup that brought the right people together?

I’m collecting standout moments from real professionals to feature on NetworkingExecutives.com

And I want your photos to help bring the site to life.

Send me your best shots of handshakes, full rooms, speaker highlights, or just you and your crew making great connections. 

I want to showcase the energy of real events, and there’s no better way than through your eyes.

👇 Drop them in the comments, tag me in a post, or email them to Info@TalentExecutivesGroup.com. 

I want to be flooded with them.

Let’s show what powerful networking really looks like.

Networking Executives 
Dan Sinawat Heather Lisle Tim Mata 🎯 Eli Goldaris Timothy Abbracciamento Mollie Greenwood, CFP® Heather McDaniel, ChFC®, CFP® Joe Fang Tyler White Amir Khawaja Chris Barnes Renard Henry Jesse Karassik Carson Gibbons Amanda Matthews Alice Fu Amy Chaney Bill Nemecek Caitlin McMinn Chiedu Bosah Chris Bryant Damon Wright Kait Grey, CBPA Kevin Naylor Antonio Paes Nick Araco JR Pamela Cytron Sameer Ranjan 

#NetworkingExecutives #NetworkingEvents #DFWNetworking #ProfessionalNetworking #CareerConnections

Open article: Networking Executives by networkingexecutives.com

We’re ready to grow 📈 
And we’re looking for the right marketing mind to help us do it!

Networking Executives is hiring a Part-Time Marketing Manager based in DFW. 

This isn’t a social media coordinator role.

It’s for someone who can develop and execute full marketing plans that drive awareness, partnerships, and measurable growth!

You’ll shape campaigns, create content that connects, and build relationships with organizations across the Metroplex.

If you love connecting creativity with strategy,
And want to help build something with national expansion ahead,
I’d love to have you apply!

📍 DFW-based | 💼 $35/hour | Flexible, ongoing contract
🔗 Apply here: https://lnkd.in/geqs8z3N

It’s not just a marketing role.
🌟 It’s your chance to partner with powerhouse organizations across DFW and help shape a brand expanding nationwide next year!

⏳ 48 hours until one of the biggest nights in Dallas networking!

This Thursday, DallasMeetup takes over Community Beer Co. 
And we’re expecting 1,500+ professionals under one roof. 🔥

If you’ve ever said “I should get out and meet more people,” this is your moment!

Networking Executives will be there early to help kick things off, greet new faces, and meet the incredible community that makes Dallas so special. 

Whether you’re building your network, searching for talent, growing your business, or just want to be in the room with movers and shakers, you’ll want to be there.

✅ Come say hi
✅ Bring a friend or teammate
✅ Come ready to mingle

Huge shoutout to @DallasMeetup and Carson Gibbons for consistently creating some of the best connection-driven events in the city. 

See you Thursday!

https://lnkd.in/gX8a4ppx

Think your social media isn't your resume? 

Think again! 

With 70% of employers reviewing social profiles before extending offers and 51% deciding against candidates based on their online presence, your digital footprint is more crucial than ever.

You can't afford to overlook the impact of your online persona.

Sharing a phenomenal concept in action, from my good friend of 30 years, David Weitzenfeld.  I’ve had an opportunity to try it out and the ease of the platform is fantastic!  Kudos on the CareerSpawn.com, Dave!

Tech-driven business leader, CPA, Lawyer | GenAI Process Enablement | Executing innovative solutions to transform organizations and drive business growth.

I sat down with the CEO of a successful online business yesterday.

He told me about a job he recently posted — Head of Operations. Great salary, benefits, options — the works.

In just 24 hours, he received 1,400 resumes.

Not one person included a simple cover letter or even a few bullets explaining the value they could bring.

Not one resume was customized for the role.

It was clear that most people were just throwing resumes over the wall, hoping something would stick.

That’s exactly where CareerSpawn.com
 comes in.

We help candidates stand out — by instantly tailoring each resume to the job description.
👉 Save time
 👉 Stand Out
 👉 Get hired
#jobsearch #resumetips #career #jobseeker #AI #CareerSpawn CareerSpawn.com

Retention and Rewards Partners

Founder and Principal Consultant - Total Rewards leader with 15+ yrs comp & ben exp. in healthcare, real estate, cybersecurity, M&A

Founder

The Introverted Networker

I teach introverts how to be better networkers👊🏼Get my weekly newsletter with my best networking tips in the link below

Acera Partners

At Acera Partners, we view talent and compensation strategies as an integrated system. This integration unleashes innovation and growth for the organization and its people. We call this Talent Agility. 

With talent scarcity increasing, organizations must build integrated approaches that ignite employee talents and create purposeful work. Rather than relying on external talent pools to solve skill gaps, organizations can create mechanisms and incentives for people to reskill and upskill. This means creating flexible and transparent career pathways that are more agile and responsive to the rapidly changing business environment. 

Organizations can proactively establish pay strategies that recognize and reward skill development and organizational impact, encouraging employees to proactively reskill. This includes creating compensation plans that motivate employees to continually enhance their capabilities and align career progression with the organization's evolving needs. By integrating talent strategies with forward-looking compensation strategies, organizations foster a culture of growth and agility to meet business demands and maximize business results.

Managing Consultant

Gig Talent

Fractional Total Rewards Leader

UnitedHealth Group

I started this role with DaVita Medical Group (DMG) in January 2018. In June 2019, DMG joined the UHG family.

I led non-physician compensation for Optum Health, which is focused on healthcare delivery within the UHG/Optum organization.

Our compensation team supported our healthcare delivery markets for non-physician compensation. We provided market and job analysis and maintained the salary structures and comp processes.  We administered the annual merit and bonus process.  We are also involved in the design of variable incentive plans.

My previous role in this organization was leading our compensation and benefits teams for our legacy DMG groups

I left this role in Sept 2024 to focus on building my own business.

Vice President Compensation

Optiv Inc

This role gives me the opportunity to combine my experience in compensation and benefits under the banner of Total Rewards.

On the compensation side, we implemented a new market pricing methodology and laid the foundation for the development of a formalized salary structure.  We also worked with our incentive compensation group to help administer the variable compensation plans.

In benefits, we managed all health and welfare and retirement benefit plans.  Our health plans were administered through a private exchange platform.  We focused our efforts on starting a wellness program which included bio-metric screening and activity-based programs to help our employees get acquainted with the concept of employee wellness.

Director of Compensation and Benefits

Envision Healthcare

This role got me back into benefits.  I enjoy thinking about designing benefit plans and programs employees understand.  I have a personal interest in living a healthier life and the wellness component of benefits is something that resonates with me.

Envision Healthcare has a complex benefit environment: Private Exchange, Non-Exchange populations, union, non-union, multiple acquisitions and integrations with their own benefits obstacles and opportunities.

This complexity drew me to the role and challenges me everyday.

National Director of Benefits

DaVita

Started off as a Director of Benefits where I was responsible for benefits strategy and DaVita’s wellness program.  I worked on the 2014 benefits renewal which included the financial analysis of the “pay or play” decision related to healthcare reform.

In July 2013, I took on the role of leading the compensation team.  Our team managed executive and non-executive compensation, including merit, bonus, profit sharing programs, and equity programs.

This role allows me to gain deeper experience in the compensation function for a large, global organization.

Aimco

Expanded role that added Benefits, Compensation, Executive Compensation, and Performance Management to my existing HR Analytics, HRIS, Engagement, and Reporting responsibilities.

This role allows me to take all of the previous years of work on HR analytics and engagement and apply the information to the areas of HR where we can execute on the findings.

Currently managing 4 direct reports and 13 total team members.  Reporting to the Senior Vice President of Human Resources.

Vice President Human Resources

Building on my previous work with engagement and retention, we took a broad look at the entire Talent Lifecycle - that is, the cycle that starts when prospective team members first learn about Aimco through their departure and ultimate return to the organization.

Our focus has been building talent information and metrics to give us a "look under the hood" at our talent processes.  In gathering this information, we have created a team of 7 that is able to collect the information from our various HR systems and synthesize it into talent intelligence that helps our business partners understand their people.

Going one step further, we have paired this talent intelligence with best practices inside and outside the organization to provide highly customized talent solutions to our business partners.

Director - Talent Lifecycle Solutions

Responsible for developing strategies and tactics for engaging and retaining team members at Aimco.

These strategies are being developed through a structured approach that focuses on Commitment, Visibility, Diagnose, Tools, and Measurement.

Each of these stages has tactics and deliverables that support the strategy.

Accomplishments include:

Developed online engagement activity that allows employees to assess their engagement, gives suggestions for improving their engagement, and provides real time results to leadership

Provided content and expertise to develop online and instructor-led interview and selection training

Managed development of interview guides to reinforce interview and selection training

Developed process for conducting an engagement and retention case study that allows leadership to deep dive into engagement and retention issues and develop action plans to address these issues

Director of Employee Engagement and Retention

This role was a transition from my position in Conventional Property Operations to my role as the Director of Employee Engagement and Retention.

In this role, I learned about the recruiting process and the challenges faced when trying to fill open positions.  It gave me a much better appreciation for the difficulty in acquiring talent and emphasized the importance of retaining that talent.

Recruiter

This role is where I learned all about Aimco and how to navigate the organization to get things done.  This is where I "cut my teeth," as they say.

I started working on a project with the legal department.  We were updating our residential leases in every state where we owned properties.  I had to manage the revisions of the documents with the legal department and then train and deploy the new leases to all of the properties.  I still get questions about leases at Aimco.

Then I worked on the process of transitioning our newly acquired properties into the Aimco operating platforms.

I added service and maintenance projects to my plate and developed processes and metrics for measuring our product quality, improving our inventory build time, and delivering residential service and maintenance in a proactive, customer-oriented fashion.

Project Manager

Accenture

This was my second stint at Accenture.  I went back there after the cruise ship because my future wife and I wanted to live in New York City and I needed a job.

I worked on SAP Sales and Distribution design and configuration.  I was at BP most of the time.  The project went through the full project lifecycle while I was there.  I showed up, we gathered requirements, built the system, tested it, went live, and then supported it.

I was traveling 100% and that helped drive my decision to seek other employment.

Consultant

I used to think networking was just for extroverts, salespeople, or people trying to land their next job. Then I learned that real networking—the kind that builds trust, opens doors, and helps people stay and grow in their careers—is just consistent, human connection.

That realization shaped everything I do now.

Today, I split my time between two worlds:

At Retention and Rewards Partners, I work with HR leaders to solve complex problems around compensation, benefits, and employee retention. I’ve led total rewards teams through M&A deals, culture transformations, open enrollments, and board-level pay strategy. But underneath all the spreadsheets and systems is one simple goal: build workplaces where people want to stay.

And as the founder of The Introverted Networker, I teach professionals how to build strong relationships—without small talk, events, or pretending to be someone they’re not. I write a weekly newsletter, lead corporate workshops, and coach people on how to connect with others in a way that feels real and doable.

My work might look different depending on the day, but it’s all connected by one belief: when people feel seen, supported, and fairly treated, they stay. And when they build trusted relationships at work, they thrive.

If you care about building workplaces where people stay and succeed—or you’re trying to grow your network in a way that actually feels good—I’d love to connect.


Here are other ways I can help you:

⇨ Sign up for my newsletter, "The Introverted Networker," to get tips to improve your networking.

⇨ Get my FREE course, "5 Steps To Grow Your Professional Network," to get the exact networking blueprint I follow every week to grow my own network.

⇨ Follow me to learn how to find new connections without going to networking events

⇨ Download my guide "15 Minute Networking"

⇨ Get my book "The Fast and Easy Guide To Networking For Introverts"

All the links for these resources are in my Featured section above!

The best way to contact me is via email: greg@gregsroche.com

Greg Roche

Some people post career milestones. 
Others share leadership lessons.
Today, I’m sharing…my hair journey.

I call it the 𝘏𝘢𝘪𝘳-𝘖𝘶𝘴𝘦𝘭.

Because sometimes we just have to laugh at our past selves.

What’s your most questionable hairstyle era? 
Drop it in the comments.
Bonus points for photos.

I teach professionals to connect and build trust. Founder Retention and Rewards Partners. Solving retention and total rewards challenges for HR leaders who need results, not more noise. Aka: The Introverted Networker.

Hairosel

20 connections in 4 weeks. All it took was 5 minutes a day.

Most people want to grow their network, but
They don’t make it a priority.

They tell themselves,
“I’ll start when work slows down.”
“I’ll reach out when I have more time.”

But here’s the truth:
Networking doesn’t require hours a week.
It requires 𝗳𝗶𝘃𝗲 𝗺𝗶𝗻𝘂𝘁𝗲𝘀 𝗮 𝗱𝗮𝘆.

Send:
One message to
One person that leads to
One conversation.

That’s how you build real momentum.

If you did that every weekday for the next month, you’d reconnect with 20 people.

That’s 20 new conversations.
20 chances to learn, help, or be helped.

What’s one small step you could take today to reconnect with someone you haven’t talked to in a while?

Drop it in the comments, and then check out this week’s issue of 𝘛𝘩𝘦 𝘐𝘯𝘵𝘳𝘰𝘷𝘦𝘳𝘵𝘦𝘥 𝘕𝘦𝘵𝘸𝘰𝘳𝘬𝘦𝘳 for the simple system that keeps those connections alive.


I'm Greg, The Introverted Networker!

If you want to become a better networker,

Do one of these:
✅ Leave a comment: it tells the algo you want more
✅ Hit "View my newsletter" at the top of this post
✅ Share this post with your LinkedIn network

Doing these guarantees I'll be in your feed.

You’re on LinkedIn during work hours. Your boss walks by. Awkward?

So what do you say?

If your boss ever asks why you’re on LinkedIn, here are my top three answers.

𝗦𝗽𝗼𝗶𝗹𝗲𝗿 𝗔𝗹𝗲𝗿𝘁: None of them involve job hunting.

1. 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 - “My network is full of experts. When I hit a problem, I ask them what they’d do. It’s like having free consulting, boss.”
   
2. 𝗙𝗶𝗻𝗱 𝗧𝗮𝗹𝗲𝗻𝘁 - “My network helps me spot and recruit great people for 𝘰𝘶𝘳 team. That’s called initiative, boss.”
   
3. 𝗖𝗮𝗿𝗲𝗲𝗿 𝗜𝗻𝘀𝘂𝗿𝗮𝗻𝗰𝗲 - “Companies change. Industries change. Bosses change. My network makes sure I’m never stuck when things do. Speaking of change… when are 𝘺𝘰𝘶 retiring, boss?”

There’s no reason to tell yourself, “I have a job, I don’t need to network.”

Because one day, you’ll wish you had started earlier.

𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸: 𝗪𝗼𝘂𝗹𝗱 𝘆𝗼𝘂𝗿 𝗯𝗼𝘀𝘀 𝗯𝘂𝘆 𝗮𝗻𝘆 𝗼𝗳 𝘁𝗵𝗲𝘀𝗲?


𝗣.𝗦. Feeling bold? Next time your boss asks why you’re on LinkedIn, say:

“You’d only know that if you were on LinkedIn too. Thinking about a move, boss?”


I'm Greg, The Introverted Networker!

If you want to become a better networker,

Do one of these:
✅ Leave a comment: it tells the algo you want more
✅ Hit "View my newsletter" at the top of this post
✅ Share this post with your LinkedIn network

Doing these guarantees I'll be in your feed.

The best networking I’ve ever done?
Happened when I wasn’t even talking to anyone.

Most people think networking happens when you talk to someone.

But the real work happens when you’re 𝘯𝘰𝘵 talking at all.

It happens when you’re making your list of people to reach out to.

When you’re thinking about the questions you’ll ask.

When you’re deciding what kind of help you actually need.

That’s the hidden part of networking no one talks about.

It’s the prep work. 

The:
• Organization,
• Reflection,
• Follow-up

That turns conversations into real opportunities.

When you do that work in between conversations, 

You take control of your networking.

You stop waiting for the next event or invite.

You start building momentum on your own schedule.

I wrote about this in this week’s issue of 𝘛𝘩𝘦 𝘐𝘯𝘵𝘳𝘰𝘷𝘦𝘳𝘵𝘦𝘥 𝘕𝘦𝘵𝘸𝘰𝘳𝘬𝘦𝘳: “𝗧𝗵𝗲 𝗛𝗶𝗱𝗱𝗲𝗻 𝗣𝗮𝗿𝘁 𝗼𝗳 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗡𝗼 𝗢𝗻𝗲 𝗧𝗮𝗹𝗸𝘀 𝗔𝗯𝗼𝘂𝘁.”

You’ll learn how to keep your connection loop moving.

Even when you’re not having conversations. 


I'm Greg, The Introverted Networker!

If you want to become a more confident networker,

Do one of these:
✅ Leave a comment: it tells the algo you want more
✅ Hit "View my newsletter" at the top of this post
✅ Share this post with your LinkedIn network

Doing these guarantees I'll be in your feed.

Most people "don’t have time" to network.
I solve that with a weekly habit.

The most common excuse people give me for not networking: They don't have time.

Here's how to fix that:

𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘀𝗰𝗵𝗲𝗱𝘂𝗹𝗲.

Here’s the weekly schedule I use to keep my networking on track:

• Monday - Add new people to your networking list
• Tuesday - Send messages to people on the list
• Wednesday - Reply to messages to schedule IRL meetings
• Thursday - Talk to connection via phone or video chat
• Friday - Meet local connection IRL for coffee or lunch
• Saturday - Update networking list with notes for week
• Sunday - Rest and reflect

These actions will take less time than you think and will put you on a path to growing your professional network.


I'm Greg, The Introverted Networker!

If you want to become a more confident networker,

Do one of these:
✅ Leave a comment: it tells the algo you want more
✅ Hit "View my newsletter" at the top of this post
✅ Share this post with your LinkedIn network

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If people don’t understand what you do for a living, the problem isn’t them. 

It's you.

If you want people to help you,

You have to describe what you do in their words, not yours.

I was talking with my new friend Linda recently (met through LinkedIn).

She runs large-scale 𝘳𝘦𝘴𝘬𝘪𝘭𝘭𝘪𝘯𝘨 projects inside companies.

But here’s the thing: when she tells people that, 

Most of them have no idea what that means.

Especially outside of HR.

We started talking about how to make it clearer.

I said, "What if instead of saying 'I lead reskilling projects,' you said:

'I help companies who say: Our workforce doesn’t know how to do the new work we’re asking them to do.’"

That’s the solving the same problem.

But now it’s said in the words of the CEO/COO/CFO/CHRO with the problem.

It’s the difference between jargon and clarity.

Between being interesting and being 𝘦𝘢𝘴𝘺 𝘵𝘰 𝘩𝘦𝘭𝘱.

Because if you say “reskilling,” I might nod politely.

But if you say:

“I help companies teach their people how to use AI when no one knows where to start,”

I’ll think of someone who has said that exact phrase recently.

And that’s how you get people to go find opportunities for you.

Whether you're networking for a job or to find new clients, get specific on the problem you solve and describe it to other people in the words of the person who needs it solved.

You'll be so easy to help, people will be begging to help.

PS - If you’re leading a company right now and struggling to get your workforce ready for AI and new technologies, 𝘁𝗮𝗹𝗸 𝘁𝗼 Linda Haywood . She’s helping companies figure out how to actually 𝘵𝘦𝘢𝘤𝘩 their people to do the work that’s coming.



I'm Greg, The Introverted Networker!

I talk a lot about networking. 
And building better workplaces.

If you want to become a more confident networker,

Do one of these:
✅ Hit "View my newsletter" at the top of this post
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Doing these guarantees I'll be in your feed.

From blindsided to hired in 90 days.
Here’s how I did it:

At 12:30PM on October 12, 2012, my boss walked into my office and changed my life forever.

She sat down and said, “I’m eliminating your position.”

I was shocked.
This was unexpected.
I never saw it coming.

I didn’t know it in the moment,
But my life would never be the same.

Over the next few weeks, a lot happened.

I prepared to leave the company where I had worked for the past nine years.

I also realized I had no network to help me find a job.

Or, so I thought...

𝗧𝗵𝗿𝗲𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀 𝘀𝗵𝗼𝘄𝗲𝗱 𝗺𝗲 𝗜 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗵𝗮𝗱 𝗮 𝗻𝗲𝘁𝘄𝗼𝗿𝗸, 𝗲𝘃𝗲𝗻 𝘁𝗵𝗼𝘂𝗴𝗵 𝗜 𝗵𝗮𝗱𝗻’𝘁 𝗱𝗼𝗻𝗲 𝗮𝗻𝘆 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝗽𝗮𝘀𝘁 𝗻𝗶𝗻𝗲 𝘆𝗲𝗮𝗿𝘀.

I learned there were three groups of people in my network that could help me find a job.

And you have them in your network as well:


𝗩𝗲𝗻𝗱𝗼𝗿𝘀 - The first thing I did was tell the vendors I worked with I was leaving.

Many of them offered to help me in my job search.

I realized vendors talk to people who do the job I was doing in other companies.

They also know when people leave jobs just like what I was doing.

So, they know of openings at other companies.


𝗙𝗿𝗶𝗲𝗻𝗱𝘀 𝗮𝗻𝗱 𝗙𝗮𝗺𝗶𝗹𝘆 - My immediate family was shocked and worried.

My extended family and friends offered to help immediately.

I didn’t really think of them as my network, but when I told them the type of roles and companies I was interested in, they were on the lookout.

One extended family member was the key to getting a referral for my next job.


𝗙𝗼𝗿𝗺𝗲𝗿 𝗖𝗼𝗹𝗹𝗲𝗮𝗴𝘂𝗲𝘀 - I never realized how many people were in my network until I started contacting former colleagues about my layoff.

All of these people knew me so they responded to my outreach.

They also worked in other companies and industries and were willing to give me advice and assistance.


𝗕𝘆 𝘁𝗮𝗽𝗽𝗶𝗻𝗴 𝗶𝗻𝘁𝗼 𝘁𝗵𝗲𝘀𝗲 𝘁𝗵𝗿𝗲𝗲 𝗴𝗿𝗼𝘂𝗽𝘀 𝗼𝗳 𝗽𝗲𝗼𝗽𝗹𝗲, 𝗺𝘆 𝗻𝗲𝘁𝘄𝗼𝗿𝗸 𝗴𝗿𝗲𝘄 𝗾𝘂𝗶𝗰𝗸𝗹𝘆 𝗮𝗻𝗱 𝗵𝗲𝗹𝗽𝗲𝗱 𝗺𝗲 𝗳𝗶𝗻𝗱 𝗮 𝗻𝗲𝘄 𝗷𝗼𝗯 𝗶𝗻 𝘁𝗵𝗿𝗲𝗲 𝗺𝗼𝗻𝘁𝗵𝘀.

If you aren't sure where to start networking, start with these three groups of people.

I bet you know more people than you think.


P.S. - If my boss hadn’t fired me that day, I would've never learned how to network.

And, I wouldn't be here sharing the lessons I learned with you.



I'm Greg, The Introverted Networker!

If you want to become a better networker,

Do one of these:
✅ Leave a comment: it tells the algo you want more
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Doing these guarantees I'll be in your feed.

I built a powerful network without cold-calling, awkward events, or spammy DMs.

For the last 6 weeks, I've been sharing my step-by-step process in 7 Weeks To Better Networking 


This process will work, 

𝙄𝙛 𝙮𝙤𝙪 𝙙𝙤 𝙞𝙩 𝙘𝙤𝙣𝙨𝙞𝙨𝙩𝙚𝙣𝙩𝙡𝙮.

Networking is a habit you can create, 

AND if you stick to this habit, you will find new opportunities.


This week is about how to create this networking habit.

It's the most important step of The Connection Loop.

If you do all the other steps, but don't learn to make networking a habit, your network won't grow.


So, how do you create a networking habit?

Get smaller.

Small actions compound over time.

Do 1% more each day, and you'll be 38x better in a year.


Instead of saying, "I'm going to send 10 networking messages today," say, "I'll send one message to one connection."

That's it.

You're more likely to get it done if the action is smaller.

And, you'll feel like you accomplished something.

Which makes it easier to show up tomorrow.

And that's how your network grows over time!


What's one small networking action you can take today? Let me know if the comments 👇


P.S. - All week, I'll be talking about creating a networking habit, and tomorrow's 𝘐𝘯𝘵𝘳𝘰𝘷𝘦𝘳𝘵𝘦𝘥 𝘕𝘦𝘵𝘸𝘰𝘳𝘬𝘦𝘳 newsletter gets into the nitty gritty details.

Don't already get it in your inbox? Hit the View my newsletter link under my name at the top of the post.



I'm Greg, The Introverted Networker!

If you want to become a better networker,

Do one of these:
✅ Leave a comment: it tells the algo you want more
✅ Hit "View my newsletter" at the top of this post
✅ Share this post with your LinkedIn network

Doing these guarantees I'll be in your feed.

3 lies that crush your job search
And what to do instead.

When you’re looking for a job, it’s easy to feel like clicking “Easy Apply” 100 times is being productive.

Or that when you are reaching out, you’re bothering people.

Or that practicing answers in your head will somehow make you sound confident.

I talked with career coach Shayna Cavanaugh about why none of those things work, and what to do instead.


𝟭. 𝗬𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝗯𝗼𝘁𝗵𝗲𝗿𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲. 𝗬𝗼𝘂’𝗿𝗲 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗺

Shayna hears this all the time: “I don’t want to reach out because I’ll be a bother.”

But as she pointed out, that fear only exists because so many of us have been on the receiving end of bad networking.

Real connection isn’t about asking for favors.

It’s about genuine curiosity.

If you’d be happy to hear from an old colleague, chances are they’d be happy to hear from you too.


𝟮. 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗘𝗮𝘀𝘆 𝗔𝗽𝗽𝗹𝘆 𝗶𝘀 𝗮 𝘀𝗹𝗼𝘁 𝗺𝗮𝗰𝗵𝗶𝗻𝗲

We talked about how the “Easy Apply” button tricks people into thinking they’re making progress.

You click, you feel productive, but you’re just pulling the lever and hoping for a jackpot.

Real progress comes from slowing down, targeting fewer roles, and building conversations around them.

Technology makes it easier to apply but also easier to get ignored.


𝟯. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗼𝘂𝘁 𝗹𝗼𝘂𝗱, 𝗻𝗼𝘁 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗵𝗲𝗮𝗱

Most people “prepare” for interviews silently.

They think through their answers and assume that’s enough.

Shayna said the real confidence comes when you 𝘀𝗮𝘆 𝗶𝘁 𝗼𝘂𝘁 𝗹𝗼𝘂𝗱.

Even better if you record yourself.

It feels awkward at first, but that’s how you train your brain and body to stay calm and clear when it counts.


𝗕𝗼𝗻𝘂𝘀 𝗧𝗶𝗽: Shayna runs a job search group called “𝗬𝗼𝘂 𝗖𝗮𝗻 𝗦𝗶𝘁 𝗪𝗶𝘁𝗵 𝗨𝘀,” a study hall for job seekers.

It’s a simple, quiet hour where people show up, work on their resumes or applications, and connect in the chat.

It’s part co-working, part community, and a reminder that you don’t have to job hunt alone.

If you don't already know Shayna, give her a follow and check out her job search study hall if you're stuck in your search.

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The Battle

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