Career Strategist I Change advisor for Leaders | I help successful professionals build freedom, income & impact through portfolio careers | Speaker I Ex-Citi COO | Follow for modern leadership, career and change

Over the past 25 years, I have built a successful international banking career.
Most recently, I was the Regional COO for Citibank’s $2Bn business across 16 countries in Asia - leading large-scale transformations in digitisation and culture.

But in 2021, I walked away from my high-paying executive role.

Why?

Because I wanted more space.
More time with family.
More alignment between who I am and how I work.

But I didn’t want to start from scratch.
So I asked myself a question:
What if I could build a career around everything I already know - and love?

That’s how my portfolio career began.
And it changed everything.

Now, I help other professionals do the same.

What I’ve built since 2021:
→ A 6-figure portfolio business with 3 income streams
→ Founder of Change is Possible - a business community for professionals redesigning their next chapter
→ 100K+ LinkedIn followers (grew from 17K in under a year)
→ Coached 100+ professionals through successful career transitions
→ Host of a Top 20 global podcast on career change, Change is Possible
→ TEDx speaker, Forbes columnist, and Bloomberg TV guest

Want to build your own portfolio career?
🚀 THE PORTFOLIO CAREER ACCELERATOR (Launching October 2025) 
Apply here: https://docs.google.com/forms/d/1thkmph_EwRxLGfuL9muCsRir1uKDdF2nXYeI7X_1oSA/edit

This is an 8-week program designed to help you:
→ Turn your expertise into income
→ Build a personal brand that opens doors
→ Create your first income stream - even before you leave your job

Only 20 spots. 12 already claimed.

Other ways we can work together:
✔️ Join my business community — Change is Possible https://changeispossible.co.uk/ - doors open for new members on Sept.10, 2025
✔️ Book me to speak — I deliver keynotes on leadership, change, career reinvention, and the future of work - send a DM.
✔️ Hire me as an advisor — I support companies navigating complex transformation - send a DM to meet and explore.
✔️ Book 1:1 coaching — For senior execs ready to design their next chapter - send a DM.
✔️ Book my LinkedIn Growth Bundle — A 2-session intensive where I teach you the exact system I used to grow to 100K+ followers. Apply here: https://docs.google.com/forms/d/1bLp7wmK8xhIpfFu8beImvD5JZQHYsbraTBx5Orjx0zs/edit

P.S. Still wondering if change is really possible?
🎧 Tune in to my podcast Change is Possible — where 100+ professionals share how they redesigned their careers and lives. Watch here - https://www.youtube.com/@ChangeIsPossiblePodcast

Ani Filipova

Your loyalty is making you poor.

Not financially - but emotionally, creatively, and mentally.

I watched loyalty turn into heartbreak.
A friend spent 12 years in one company.
For 4 years, every year, they promised her the C-suite. 
Every year, she believed them.

Then they hired an outsider.
They said they needed “new blood.”

She called me crying: "I gave them everything."

Six months later? 
She's building her own consulting firm.
Sometimes betrayal is exactly the push we need.

Here's what nobody tells you about loyalty:

Companies aren't loyal to you.
They are loyal to their balance sheets.

When I finally understood this, everything changed.
I stopped trying to earn loyalty that was never mine to win.

If you are feeling stuck, read this twice 👇

1. Stop calling it failure
Outgrowing a role is a success.
You evolved. The role didn’t. That is still growth.

2. Name what you have lost
Creativity? Purpose? Joy?
Say it out loud. Write it down. Stop pretending it’s fine.

3. Calculate the real cost of staying
Not just salary. Your health. Your relationships.
Your dreams - dying one by one.

4. Build your bridge before you burn it
Test your ideas while you still have a paycheck.
One client. One project. One proof point.

I know you are scared. I know you feel guilty.
I know you think you owe them more time.
But you don't owe anyone your dreams.

Your loyalty is beautiful.
It speaks to who you are - someone who commits, who cares.

But maybe it's time to take all that fierce loyalty
And finally, finally point it toward yourself.

💭 What would you do if you knew you couldn't fail?

💾 Save this for when courage finds you
♻️ Share it with someone who is scared to walk away
➡️ Follow me, Ani Filipova, for career clarity and reinvention

This amazing image is from my friend Loren Rosario - follow her! 🔥

Isn't it wild how society tries to map out our timelines even before we are born???

They literally have a checklist for your entire life:
Graduate by 22.
Married by 30.
Kids before 35.
Peak career by 45.
Then coast.

I broke every single rule.

💥 Had my kids at  40 - the doctor said - “geriatric.”
💥 Left my COO job at 51 - everyone thought I was crazy
💥 Gave my first TED Talk at 51.
💥 Launched my company at 52, 0 entrepreneurial skills.
💥 Started my podcast at 52 - with 0 podcast experience.
💥 Started my membership community at 54.

Now at 55?

- Writing my first book.
- Building my first portfolio-career accelerator.
- Creating something entirely new.

And I’m just getting warmed up.

You know who else refused to follow the timeline?

‼️ Vera Wang - entered fashion at 40. Built an empire.
‼️ Arianna Huffington - launched HuffPost at 55. 
‼️ Julia Child -  published her first cookbook at 50. 
‼️ Trinny Woodall - restarted at 53. 

These aren’t exceptions.
They are evidence.

Evidence that the “timeline” is complete BS.

I spent decades believing I was “too late.”
Too late for kids. Too late for change. Too late to matter.

But timing isn’t about age.
It’s about readiness.

And readiness isn’t something you wait for.
It’s something you decide.

Society will tell you there’s an expiration date on dreams.
Your family will remind you of your responsibilities.
Your mind will list every reason to stay put.

Meanwhile, life is happening.
Right now.
While you are waiting for permission.

Want to know how to actually restart?

1️⃣ Give yourself permission to want more.
Stop apologising for your ambitions.
The desire to grow doesn’t have an expiration date.

2️⃣ Use your so-called disadvantage as data.
At 55, I can’t compete on energy with 30-year-olds.
But I have 25 years of patterns they haven’t lived yet.
Your age isn’t a weakness. It’s intelligence.

3️⃣ Surround yourself with evidence, not doubt.
Unfollow the voices saying it’s too late.
Follow people who started later and won bigger.
Your environment shapes your belief in what’s possible.

The world needs what you’ve learned.
Your scars. Your failures. Your late-blooming wisdom.

Stop letting society’s timeline be your truth.

You are not too late.
You are exactly on time.
For your life.

💭 What’s one thing you’d start this year if age didn’t matter?
💾 Save this for the days doubt creeps in
♻️ Share with someone who thinks they missed their chance
➡️ Follow me, Ani Filipova, for real stories about breaking timelines

Thank you, Betsy Tong, for the image which inspired this post!

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(48) Ani Filipova | LinkedIn

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li_at

Talks about #leadership, #careerpivot, #futureofwork, and #transformation

Our age gap raised eyebrows.

No one thought it would last.

That was 25 years ago. 
Today, my husband turns 76.

Here is what I learned about choosing the right spouse 👇

He understood, early on, that I needed freedom to exist, to grow, to be myself.
He gave it freely.
I did the same for him.

No possessiveness.
No power games.
Just two people choosing each other - every single day.

That mutual freedom and trust?
It’s why everything else worked.

What he taught me:

💡 Health at 76 isn’t luck - it’s decades of daily choices.
💡 The right partner doesn’t complete you; they give you space to become yourself.
💡 Choose someone who celebrates your ambition, not tolerates it.
💡 Give freedom before you demand it.
💡 Be their biggest cheerleader, especially when they doubt themselves.
💡 Never stop being curious together.
💡 Build separate dreams that somehow make one life.

When people hear his age, they assume I’m the energetic one.
They couldn’t be further from the truth.

Here’s what 76 actually looks like when you live intentionally:

✅ Resting heart rate: 60
✅ Blood pressure: 120/80
✅ Medications: zero
✅ Gym: every single day
✅ Steps: more than most 25-year-olds
✅ Tech: uses AI daily, stays ahead of trends
✅ Fought cancer this summer: 100% cured.
He stayed in the gym, kept walking, never lost faith.

Career?
He worked intensely until 50 - entrepreneurship, C-suite, the lot.
Then “retired” into a portfolio career… and made the most money of his life.

We spent 10 years in a long-distance relationship.
I was in Bulgaria, then London.
He was moving all over the world.
Everyone said it wouldn’t last.

But it did!!

My goal?
To be exactly this healthy, this resilient, this engaged when I’m 76.

He’s proof that life doesn’t end at 50, 60, or 70 - it transforms if you let it.

He became a father at 60.
He faced cancer at 76 and treated it like a minor inconvenience.
He keeps rewriting the rules and inspiring me to do the same.

Happy 76th birthday to the man who keeps showing me what is possible. 🎂

Tag someone who is defying expectations - at any age. 💫

She was their top performer.

Then her boss destroyed her in 12 words.

She presented a brilliant strategy -
data-backed, innovative, exactly what we needed.

Then came the dagger:
“Well, that’s an interesting theory, but those of us with actual experience know better.”

The room went silent.
Her face went red.
And I knew exactly what was happening.

Her boss didn’t see potential.
He saw competition.

And that’s when the subtle sabotage begins:
• Public humiliation disguised as “feedback”
• Micromanaging you while trusting everyone else
• Excluding you from key conversations
• Your wins become “team efforts.” Your mistakes? Have your name on them.
• They challenge you publicly - then ask for your help privately

Dora Vanourek has described everything in her carousel below🔥
Save it to remind yourself how to get out of such a situation. 

When you shine too bright, some bosses don’t see potential.
They see a threat.

I’ve seen this pattern destroy careers.
Smart people start doubting themselves.
High performers play small.
All because someone else’s ego couldn’t handle their excellence.

After 25 years in corporate, I’ve witnessed again and again -
the bosses who see you as a threat?
They are usually right.

You ARE a threat!
To mediocrity.
To the status quo.
To their limited vision.

And sometimes the best revenge
is simply outgrowing the box they tried to put you in.

---
If you are done with your boss dimming your light, check your options:

🎓 Free Masterclass: Design a portfolio career that gives you freedom, impact & income → https://lnkd.in/gf-ifWqj

👥 Join my community: For ambitious professionals ready to flip the script and build their next chapter → https://lnkd.in/gKeB77z9

♻️ Repost to remind someone their light deserves to shine.

Helping execs in new roles accelerate impact, build credibility fast and avoid costly transition mistakes | xIBM Consulting | xPwC | Certified Executive Coach

Check what to do about it here..

Michell Coats CSP,CIH,CHMM

Most people watch 3 hours of mindless content daily.

I would watch these 6 TED Talks instead.

They have 166M+ views for a reason - they actually rewire your brain:

1️⃣ Amy Cuddy - Your Body Language May Shape Who You Are
Your body teaches your brain who you are. https://lnkd.in/guFtxHch

2️⃣ Julian Treasure - How to Speak So People Want to Listen
Speaking isn't about what you say. It's how you say it.
https://lnkd.in/gvUrid7T

3️⃣ Kelly McGonigal - How to Make Stress Your Friend
Stress isn't killing you - your beliefs about stress are.https://https://lnkd.in/gywaWsmJ

4️⃣ Mel Robbins - How to Stop Screwing Yourself Over
The 5-Second Rule isn't just a hack -  it's a reset button.
https://lnkd.in/gu6i3a6s

5️⃣ Rebecca Okamoto - How to Introduce Yourself and Get Hired
Forget elevator pitches - clarity beats cleverness every time.
https://lnkd.in/gE_36FH8

6️⃣ Vinh Giang - Creating the Most Influential You
People don't buy your ideas - they buy your energy about your ideas.
https://lnkd.in/g8kBCPUW

Hard truth:
🧠 Knowledge without action is just entertainment.

Pick ONE talk. Watch it today.
Then actually DO what they teach.

166M people didn't watch these for fun - they watched them to change.

💬 Tell me - which one are you watching first?

💾 Save this for your next level-up moment.
♻️ Share it with someone ready to stop playing small.

🎓 Free Masterclass: Design a portfolio career that gives you freedom, impact & income → https://lnkd.in/gf-ifWqj
👥 Join my community: For ambitious professionals ready to flip the script and build their next chapter → https://lnkd.in/gKeB77z9

For years, I only gave updates during 1:1s 

Boss: "Any questions?" Me: "All clear."

Not because I was so clear on everything..
but because I was scared to look like I didn’t.

I thought that asking meant I didn't know enough.
I was afraid that questions make me look unprepared.
I believed that if I asked I would appear uninformed.

Sounds crazy, right?
But I know I'm not the only one who felt that way..

Everything changed when I watched our newest hire,
23, fresh out of college - grill our Boss for 20 minutes straight.

No embarasment.
No hesitation.
Just pure hunger to understand.

That's when it clicked:

Your boss isn't a mind reader.
They can't develop what they don't see.
And they definitely can't fix what you won't reveal.

The right questions can change your whole career.

Here are 15 questions I used:

1. Can I get your take on how I'm approaching [project/task]?
   
2. Which 1–2 things should I give the most attention to in the coming weeks?
   
3. If you were me, what would you do differently to make a bigger impact?
   
4. Am I missing any important context that would help me do a better job?
   
5. To grow into a more senior role, what's one thing I should start doing now?
   
6. Where do you think I could stretch myself a bit more or build new skills?
   
7. Are there any projects or areas where you think I could contribute more?
   
8. What can I do to make your life easier right now?
   
9. If you could change one thing about how I contribute, what would it be?
   
10. What's something you are working on that I can provide more help with?
   
11. What should I know about decisions or changes happening higher up that could impact my priorities?
   
12. Do you think I'm using my strengths effectively? How could I apply them better?
   
13. When you think about how I work or show up in the team, is there anything you'd like to see more of, or less of?
   
14. How does the work I'm doing support what the leadership team is focused on right now?
   
15. Is there anything happening behind the scenes, shifts in direction, new goals, that I should be aware of?

Turns out, the best careers are built by people who aren't afraid to look stupid. 

I went from silent observer to COO.
Not because I got smarter.
But because I got braver about looking stupid.

Ready to stop hiding and start growing?
🎯 Join my FREE webinars this month:
- Future of work and job trends - know the trends to know how to prepare
https://lnkd.in/gT5S8Sbs
- Portfolio career: build a brand and multiple income streams
https://lnkd.in/gf-ifWqj
📩 → Get weekly insights in my newsletter 
https://lnkd.in/gzDCH9t9

👇 Drop your scariest question in the comments, then repost to help someone else grow faster.
🔔 Follow me, Ani Filipova, for daily advice on Career, Leadership and Change.

Changing jobs didn’t ruin my career.

It built it.

Last week, at a keynote someone asked me: 
"Your CV looks 'all over the place' - didn't that harm your career?"
I asked him how many industries AI is disrupting simultaneously. 
He agreed.

It reminded me how outdated the idea of "linear success" really is.

Here’s what I’ve learned from 25 years of job changes:

Every change wasn’t running away.
It was running toward mastery.

Banking taught me risk assessment and systems thinking.
Corporate leadership? How to scale without breaking people.
Consulting showed me how to diagnose problems fast.
Bootstrapping my business? That’s where I learned to build with nothing.

Now I teach others to build portfolio careers.
Because I’ve lived it.

The old rules said: Pick a lane. Stay in it.
The new reality says: 𝗬𝗼𝘂𝗿 𝗿𝗮𝗻𝗴𝗲 𝗜𝗦 𝘆𝗼𝘂𝗿 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲.

Think about it:
• Industries are converging - who better than someone who speaks multiple languages?
• Problems are complex - single-lens thinking won’t cut it.
• AI is reshaping everything - adaptability beats expertise.

💾 Save this for your next career decision.
It’s not about collecting job titles.
It’s about stacking capabilities.

My framework for intentional transitions:

1️⃣ Stay long enough to create real impact (18-24 months)
Extract the lesson before you exit

2️⃣ Build bridges between worlds
Banking→Consulting→Own Business = Unique perspective

3️⃣ Track your growth, not just your tenure
That transformation you led? That’s your proof

4️⃣ Keep your network warm
Today’s colleague is tomorrow’s client.

5️⃣ Own your narrative
Why each move made sense.

The result after 15 job changes and one complete career transformation?  
I don’t defend my path anymore.
I teach from it.

Your career isn’t supposed to be linear.
It’s supposed to be valuable.

And value comes from connecting dots that others can’t even see.

What capability are you adding to your stack?

💻🎙️ If you are navigating your next chapter - join my free Masterclasses. The first one is today - still a chance to sign up for the evening session - link in Featured.
📩 Or join my newsletter “The Change Blueprint” - link in Featured.


♻️ Repost if you believe careers should expand, not narrow.
➡️ Follow me, Ani Filipova, for hard truths about modern careers.

---
Image credit: Jan Daudi
Quote inspired by Maryann (MJ) Jamieson

I met my 85-year-old self yesterday.

She was swimming laps at the pool while I caught my breath.
“Only 55?” she laughed. “Better pick up the pace.”

Here’s what stunned me:

She wasn’t reminiscing.
She was still running her YouTube channel, 
planning her next cohort, 
and mentoring founders from five continents.
At 85.

“30% of my time I spend in my companies, 20% in charities,” she said, towelling off.
“The rest? Chasing grandkids who somehow run faster than their parents.”

I asked her secret.

“Simple. I stopped having imaginary conversations with 25-year-old me about what I should’ve done… And started having real ones with 85-year-old me about what I need to do.”

Every health screening I schedule?
She is dancing at 85 because I made time.

Every workout I don’t skip?
She is outswimming people half her age.

Every project I start - instead of waiting for the “perfect moment”?
She is leading a thriving business that gives others the same freedom.

Every family dinner, every trip and every day spent together?
She has kids who actually want to visit and spend time with her.

Before she left, she winked and said -
“See you in 30 years. Please keep up.”

And that’s exactly what I’m doing.
Because I want to be her at 85.

💡 Save this for the day you need a reminder:
Your future self is being built right now, choice by choice.

---
If you want to build similar future, here is how I can help: 

🎓 Free Masterclass: How to design a portfolio career that creates freedom, impact, and income →https://lnkd.in/gf-ifWqj

👥 Join my community of ambitious professionals (doors open Oct 27) →https://lnkd.in/gKeB77z9

💭 What’s your 85-year-old self telling you today?
♻️ Share this if your future self deserves better.
➡️ Follow me, Ani Filipova, for more real talk about work, life, and the legacy you are building.
-----
This post was inspired by Ilka, a member of my community. Only several months ago, she thought that it was so difficult to post on LinkedIn. Today, I draw inspiration from her posts.
Here is her original post: https://lnkd.in/dUsNBaDa

Every week, I meet someone who wants change.

This is what they say:

- "I'll change when things calm down at work." (work never calms down)

- "I'll start posting once I'm clear on my message." (clarity comes from posting, not before)

- "I just need to do more research." (research becomes a hiding place)

- "I should wait until the kids / partner / parents settle first." (this is how we outsource responsibility for our own life)

These are all forms of self-protection disguised as logic.

Here's what I've learned:
The problem isn't lack of time, 
money, or clarity.
It's self-sabotage. 
Very clever, very respectable self-sabotage.

We do everything except the one thing that would actually move us forward.

I've fallen into these traps more times than I care to admit. 

So today, I'm sharing the 4 patterns that keep us stuck and how to break them: 
• Productive procrastination 
• Waiting 
• Moving the finish line so you never have to start
• Staying so busy you never have to commit

But here’s what kills me:
Each pattern feels so respectable.
So responsible.
So… smart.

You are researching! 
Planning! 
Networking! 
Preparing!

Everyone thinks you are crushing it.
Meanwhile you are dying inside because nothing actually changes.
......
If this hits a nerve, good.
Because awareness is only half the work - change starts with action.

That’s exactly what I’ll be teaching in my free live masterclasses this month:
1️⃣ Future of Work & Job Trends - learn what to expect and how to prepare
🔗https://lnkd.in/gT5S8Sbs

2️⃣ How to Build a Portfolio Career - turn your experience into a personal brand and multiple income streams
🔗 https://lnkd.in/gf-ifWqj

💭 Which pattern do you recognise most? (Be honest.)

💾 Save the carousel - you’ll need it when courage finds you.
♻️ Share with that brilliant friend who’s been “planning” forever.
➡️ Follow me, Ani Filipova, for more uncomfortable truths about career, leadership and change

Swipe to see the 4 patterns I see.

95% of leaders hate their own performance review system.
Yet we keep pretending it works.

Because it’s easier to follow the form, 
than to have a real conversation.

Performance reviews aren’t paperwork.
They are people work.

If you approach them as paperwork... well -
we’ve all been in that review:
A checklist.
Polite smiles.
Zero growth.
You both leave thinking, “What was the point?”

But as a leader, your job isn’t to judge.
It’s to help people:
✅ See their strengths clearly
✅ Understand what’s next
✅ Feel proud of their progress

And people don’t grow from vague feedback or “plans for a plan.”
They need clarity.
Show them:
→ Exactly what skills they need for the next level
→ Which projects will build those skills
→ Who can mentor them
→ A timeline with milestones

When you make reviews about growth, not grades, something shifts.
People start walking away inspired, not deflated.

Over time, I built a 4-step framework that made the process easier, lighter  and more meaningful for everyone.

I’ve turned it into a carousel for you 👇
“How to Run a Performance Review That Actually Inspires People ”

If you are managing a team, or heading into review season -
📂 Save this before your next one.
🔁 Share it with a manager who wants better conversations.

Because the world has enough managers filling forms.
What it needs are leaders who develop people.

➡️ Follow me, Ani Filipova, for hard truths about modern leadership and career.

Let's fix this!!

Your team doesn’t need another meeting in the tower.

They need you on the floor.

I learned this from a COO friend during a warehouse crisis.
System failure. Orders piling up. Team panicking.

She didn’t call a meeting.
She didn’t delegate.
She didn’t create a task force.

She walked onto the warehouse floor and started packing boxes.

For three hours.
Side by side with her team.
No speeches. Just work.

That night, they shipped every single order.

The old leadership playbook says:
“Stay strategic. Don’t get in the weeds.”
“Your time is too valuable for tactical work.”

Modern leaders know:
Your team doesn’t need your PowerPoints when the building’s on fire.
They need to see you roll up your sleeves and get involved.

Because the pace of change today is brutal.
AI is disrupting companies and jobs daily.
Markets are shifting weekly.
Strategies are becoming obsolete monthly.

Your team is drowning in uncertainty.
And you are sending them another Slack about “alignment”?

Here’s what people actually need from leaders right now:

✅ Presence over process 
Don’t ping “Any updates?” - walk over and ask, “Need a hand?”

✅ Action over analysis 
The project’s on fire and you are opening a new slide deck? Just start fixing it.

✅ Speed over perfection 
Stop word-smithing the strategy doc; hit post, ask for feedback.

✅ Teaching over telling 
When someone misses the mark, don’t sigh and redo it.
Screen-share and explain your thought process. 
Turn that moment into a mini masterclass.

Ready to lead differently?

Stop scheduling meetings about the problem.

Start solving it.

💡 Save this for when leadership feels too theoretical
♻️ Share it with a leader who needs the reminder
➡️ Follow me, Ani Filipova, for truth bombs on modern leadership and change

I thought my boss didn’t like me.

He was harsh. Never helped. Always pointing out mistakes.
Nothing I did was ever good enough.

I spent months complaining and feeling so sad about myself. 

Then I was talking to a senior person in our company.
She said: “You are so lucky to work for him - you’ll learn a ton.”

When I hesitated to agree, she continued:
“He tells everyone you are his best hire.”

I felt ashamed.

All this time I thought he was against me.
But he was actually pushing me to be better.

He saw potential I didn’t see in myself.
And refused to let me waste it.

While I was busy complaining and blaming,
I missed the real lesson:

Before you start blaming everyone else - check what YOU ARE doing.

The hardest feedback often comes from the people who believe in you most.
They just refuse to let you settle for less.

The truth?
Sometimes we are so focused on what others aren’t giving us,
we don’t see what we are not giving ourselves.

I’ve watched careers derail from these exact patterns.
Brilliant people stuck in destructive habits they can’t even see.

That’s why I created this carousel 👇
“5 Habits secretly derailing your career (and how to fix them)”

Including:
• Playing the victim (and why it guarantees you’ll be ignored)
• Criticizing your boss (how it destroys your reputation)
• Avoiding feedback (the trap that keeps you stuck)
• The lone wolf mentality (when it becomes isolation)
• Being “the expert” (why it might be killing your growth)

Each with practical fixes to break the pattern.

💾 Save this for when you catch yourself in blame mode.

The best feedback often hurts because it’s meant to help

💭 What feedback have you been resisting that might actually be a gift?

♻️ Share this with someone who needs to hear it.
➡️ Follow me, Ani Filipova, for more real talk about careers and leadership.

Save this for when you catch yourself in blame mode.

I spent 3 years "thinking about" leaving Citi.

You know what changed?
Not my clarity. Not my confidence. Not some magical moment of readiness.

I scheduled time to work on it.
That's it.

The most boring, trivial action turned out to be the most important one.

Big changes don't start with a vision board or a business plan, or finally "figuring it all out."

It starts with putting something - anything - in your calendar and actually showing up for it.

90% of career changes die in Google Docs.
Not because people lack courage.
Because they lack calendar time.

I see so many brilliant people stuck in the pre-planning phase. 
Thinking about it.
Dreaming about it.
Never starting it.

If that's you, I put together a carousel that breaks down the 6 boring habits that make change inevitable - from scheduling time to work on it to tracking tiny wins.

Most people have the research, the spreadsheets, the ideas.
What they don't have is the calendar time.

You show up to meetings you don't want to attend. 
Why not show up for yourself?

If you want to move forward, try this:

- Pick one tiny action
- Schedule it within the next 7 days
- Treat it like a dentist appointment: unmissable

Put 30 minutes in your calendar this week.
Any day. Any time.
Just show up.

Most people stay stuck because their calendar never changes.
If you needed this reminder - save it.

♻️ Share with that brilliant friend who's been "planning" forever
➡️ Follow me, Ani Filipova, for more uncomfortable truths about making real change

---

P.S. If this post hit home, you’ll love the two free masterclasses I’m hosting this month 👇

1️⃣ Future of Work & Job Trends — what’s coming next and how to prepare
🔗 https://lnkd.in/gT5S8Sbs

2️⃣ How to Build a Portfolio Career — turn your experience into a personal brand and multiple income streams
🔗 https://lnkd.in/gf-ifWqj

Swipe through to see what changed.

We think discipline is punishment. 

But it’s really a promise you keep to yourself.

We think discipline is about being harder on ourselves, grinding more, forcing ourselves to do things we don’t want to do.

But the truth is:
Discipline isn’t about controlling yourself. 
It’s about respecting yourself.

1️⃣ Talent sometimes feels like being on a trampoline - bouncing you around randomly. But discipline is the bridge that actually gets you somewhere.

You are not building that bridge to prove something. 

You are building it because you respect yourself enough to keep your promises to YOU.

2️⃣ “Discipline is choosing between what you want now and what you want most”

That’s not sacrifice. That’s self-respect in action.

When you choose what you want most over what you want now, you are saying:
“I respect my future self too much to sell them out for a temporary feeling.”

3️⃣ Here’s the part that sounds backwards but is absolutely true:

Discipline doesn’t restrict your freedom. It creates it.

Without it, you are a prisoner of every impulse, distraction, and fleeting burst of motivation.

So ask yourself:
“Am I forcing myself to be disciplined - or am I simply being loyal to the person I’m becoming?”

Because when you start seeing discipline as self-respect, everything changes.

It’s not about deprivation.
It’s about devotion - to yourself, to your goals, to the life you actually want.

You don’t need more willpower.
You need more self-respect.

And self-respect looks like keeping your word to yourself - even when no one’s watching.

That’s not control.
That’s freedom.

---

Save this for the next time you think discipline means punishment - and follow me Ani Filipova for more mindset shifts like this.

Image credit: visualsbymelodie on IG

We've been sold a lie about discipline 

EXECUTIVE LIFE - the version nobody talks about

Everyone sees power and prestige.
Few see the price.

Executives are human.
They eat. They sleep. They love.
They break.
They cry.
They wonder if they are good enough.
But they can’t show it.

I have been an exec and here is what nobody tells you about the job:

𝗘𝗻𝗱𝗹𝗲𝘀𝘀 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀: your calendar owns you
𝗟𝗼𝗻𝗲𝗹𝘆 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀: the hardest calls are made alone
𝗣𝗼𝗹𝗶𝘁𝗶𝗰𝗮𝗹 𝗻𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗼𝗻: you spend more time managing egos 
𝗖𝗼𝗻𝘀𝘁𝗮𝗻𝘁 𝘀𝗰𝗿𝘂𝘁𝗶𝗻𝘆: every word, email, and decision is analyzed and criticized.

𝗕𝗼𝗮𝗿𝗱 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: always proving yourself.
𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗷𝘂𝗴𝗴𝗹𝗶𝗻𝗴: everyone wants something different
𝗖𝗿𝗶𝘀𝗶𝘀 𝗵𝗮𝗻𝗱𝗹𝗶𝗻𝗴: you are the first call when things go wrong

𝗩𝗶𝘀𝗶𝗼𝗻 𝘀𝗲𝘁𝘁𝗶𝗻𝗴: you repeat the same message 100 times
𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝘀𝗵𝗮𝗽𝗶𝗻𝗴: thousands of people look up to you
𝗧𝗮𝗹𝗲𝗻𝘁 𝘄𝗮𝗿𝘀: your best people always have better offers

𝗕𝘂𝗱𝗴𝗲𝘁 𝗯𝗮𝘁𝘁𝗹𝗲𝘀: fight for resources you need with money you don’t have.
𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗯𝗲𝘁𝘀: you make million-dollar decisions with incomplete information.
𝗥𝗲𝗴𝘂𝗹𝗮𝘁𝗼𝗿𝘆 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲: boring paperwork that can destroy everything if ignored.

𝗥𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻 𝗺𝗴𝗺𝘁: one tweet can undo years of trust.
𝗠𝗲𝗱𝗶𝗮 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴: learning to say nothing in the most articulate way possible.
𝗜𝗻𝘃𝗲𝘀𝘁𝗼𝗿 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀: explaining why reality didn’t match projections, again.

𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝘀𝗮𝗰𝗿𝗶𝗳𝗶𝗰𝗲: missing moments you can’t get back.
𝗣𝘂𝗯𝗹𝗶𝗰 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: when things fail, your are a headline.
𝗙𝗮𝗺𝗶𝗹𝘆 𝘀𝘁𝗿𝗮𝗻𝗴𝗲𝗿: your kids think you live at the airport

𝗔𝗻𝘅𝗶𝗲𝘁𝘆 𝗱𝗶𝘀𝗴𝘂𝗶𝘀𝗲𝗿: you project confidence while drowning in doubt.
𝗖𝗵𝗶𝗲𝗳 𝗮𝗽𝗼𝗹𝗼𝗴𝗶𝘇𝗲𝗿: you say sorry for things you didn’t do, to people you’ve never met.
𝗥𝗲𝗮𝗹𝗶𝘁𝘆 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝗲𝗿: even when you crush dreams

𝗔𝗹𝘄𝗮𝘆𝘀 𝗼𝗻 𝗰𝗮𝗹𝗹: there’s no “off switch” for your brain or your phone.
𝗧𝗵𝗲𝗿𝗮𝗽𝗶𝘀𝘁 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴: everyone brings you their problems; nobody asks about yours.
𝗟𝗼𝗻𝗲𝗹𝗶𝗲𝘀𝘁 𝗽𝗲𝗿𝘀𝗼𝗻 𝗶𝗻 𝘁𝗵𝗲 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴: surrounded by people, connected to no one.

Yes, there is power.
Yes, there is prestige.
But the price isn’t paid in dollars -
It’s paid in pieces of yourself you’ll never get back.

Still want the corner office?
Go for it.
Just know what you’re signing up for.

Because the view from the top is breathtaking -
but nobody tells you how lonely the climb really is.

💾 Save this for the day leadership feels heavy.
💭 Which line hit you hardest and why?
➡️ Follow me, Ani Filipova, for more real talk about leadership and the human cost of success.

I'm tired of leaders who think presence equals leadership.

Or that a good speech will fix everything.
It doesn't.

You can train someone to speak with confidence.
To present. To pitch. To own a room.

That's only one side of the full package!

The rest shows in the "behind the scenes" stuff.
Taking responsibility. Owning mistakes.
Backing your team no matter what.

Because without accountability,
Leadership is just performance in better lighting.

3 ways to spot real accountability (not just the show):

1️⃣ They follow through
If someone says they'll do something, they do it.
Even if it's boring, invisible, or inconvenient.

2️⃣ They have a line they won't cross
Accountable leaders don't say yes to everything.
They protect the standard, even when it makes things awkward.

3️⃣ They give credit away and take the hit 
You'll never see them taking all the praise.
But you'll always see them stepping in when things go wrong.

If you are promoting future leaders - start here.

Just because they can talk on stage… Doesn't mean they can lead.
I've seen too many people confuse the two.

What matters more to you in a leader - presence or accountability?

🔁 Repost to help your network
👤 Follow me, Ani Filipova, for daily content on Leadership and Career
📩 Subscribe to my weekly newsletter, "The Change Blueprint," to get these directly into your inbox. Link in the Featured section.

Never say this when they ask, "What's your weakness?" in interviews.

The cliché humble-brags:

“I work too hard.”
“I care too much.”
“I’m a perfectionist.”
“I’m always pushing myself.”

I've heard it thousands of times.

If you are still saying these things 
You are telling me you lack self-awareness.

25 years in Senior Leadership and COO at Citibank.
Interviewed more people than I can count.
Almost everyone bombs this question.

Watch this video for the exact formula that actually works.

But here's a preview:

Pick a REAL weakness.
But be strategic about it.

Going for a sales role? Don't say you are shy.
But maybe admit you used to avoid difficult conversations with underperforming team members.

Then - this is crucial - show me the system you built to fix it.

Not "I'm working on it."
Show me the solution.

I used to say:
"I took on too much myself instead of delegating because I wanted to ensure quality. But I realized this was limiting my team's growth. So I created weekly planning sessions where I assign tasks based on each person's development goals. Now my team delivers better results and I can focus on strategy."

Real weakness ✅
Real impact ✅  
Real solution ✅

The interviewer doesn't care about your weakness.
They care if you can spot problems and solve them.

Show them you can do both.

💾 Save this for your next interview prep
♻️ Share with someone preparing for interviews
➡️ Follow me, Ani Filipova, for career truth bombs and interview insights

I left Citi with a spreadsheet for everything:

✅ Money saved
✅ Schools sorted
✅ Life planned

Except one thing:
❌ What I’d actually do next.

A mentor told me,
“The road will show itself as you walk on it.”

I didn’t get it then.
Three years later, I do.

But I took one tiny step: I started writing on LinkedIn.

2,000 followers became 110,000.
Writing led to speaking.
Speaking led to a TEDx talk.
TEDx led to paid keynotes.
Keynotes led to coaching.
Coaching led to community.
Community is leading to an accelerator.

What I learned is this:

You can't see step 10 from step 1.
But step 1 reveals step 2.
Step 2 reveals step 3.

The path appears under your feet
AS you walk.
Not before.

And keeps unfolding as long as you walk.

💭 What’s the one step you’ve been avoiding?

💾 Save this if you are standing at the edge of something new.
♻️ Repost to remind someone else who’s hesitating.

------
If this post hit home, you’ll love these free sessions I’m hosting this month 👇

1️⃣ Future of Work & Job Trends - learn what to expect and how to prepare
🔗 https://lnkd.in/gYXnZkVZ

2️⃣ How to Build a Portfolio Career - turn your experience into multiple income streams
🔗 https://lnkd.in/gf-ifWqj

📩 And if you prefer bite-sized insights each week:
Subscribe to The Change Blueprint 
🔗 https://lnkd.in/gzDCH9t9

But this is what happened next

Every big leap I’ve made started with one thing:

The people I was surrounded by.

Because when you are around people who remind you of how much more you are capable of, you start to see yourself differently.

When I left my job, I was drowning in imposter syndrome.
Who was I without the title?
What did I actually know?
Could I really build something from scratch?

Then something shifted.

I started working with people who’d already built what I dreamed of :
a strategist who had scaled to 7 figures,
a speaker commanding $20K per keynote,
a creator whose course launches hit $100K.

They didn’t just teach me tactics.
They showed me what was possible.

Every conversation expanded my thinking.
Every strategy session revealed blind spots I didn’t know I had.
Every success story proved that my “crazy” ideas weren’t crazy at all.

Motivation really is contagious.

But here is what nobody tells you about finding your people:
The right community doesn’t just cheer for you.
They challenge you.
They see through your excuses.
They call you to rise higher.

That’s exactly what my community does - every single day.

Each morning, I open our community and see:
- someone making their first offer
- someone hitting publish on their first post
- someone finally believing they can do this
- people helping each other

Their courage becomes my courage.
Their growth pushes me to grow.

Because when you surround yourself with people building their next chapter,
Your own transformation stops feeling impossible.
It starts to feel inevitable.

🚪 The doors to my community are open for new members, but will close on Nov 3rd.
📘 Take your Free guide: What Is a Portfolio Career (and how to start one?) → https://lnkd.in/gJ2HJbR9
➡️ Join the community: https://lnkd.in/gKeB77z9

Tag someone who’s pushed you past your comfort zone this year 👇

Courage looks good on everyone.
But most people never wear it.

Not because they lack bravery -
But because they’re practising courage on the wrong things.

You are being courageous about your boss’s opinion.
About disappointing your parents.
About what LinkedIn might think.

Meanwhile, you are being a coward about your own life.

Courage isn’t a lightning bolt.
It’s a muscle - built in tiny, uncomfortable reps.

This is what I know about courage:

1. Most people treat courage like enlightenment
waiting for the moment they feel different.
But courage works like going to the gym. 
You don't wait until you feel strong to lift weights.

DO THIS: Name one thing you'd do if fear weren't a factor. 
Now do it afraid.

2. You are confusing courage with certainty
Certainty is knowing the outcome. 
Courage is moving without it.
Every career shift I made came with zero guarantees.

DO THIS: Write "I don't know if this will work, but I'm going to try _______."

3. Train your courage when the stakes are low.
You can't build courage on the biggest decision of your life.
That's like training for a marathon by running a marathon.

DO THIS: Practice "courage sprints"
Say "I disagree" in low-stakes meetings. 
Wear the bold outfit. 
Speak first on Zoom.

4. Courage is tolerance, not confidence
You don't need to feel confident. 
You need to tolerate discomfort.

DO THIS: Build your tolerance like altitude training. 
Start with 30 seconds of vulnerability (a slightly honest post). 
Next week, 2 minutes (a hard conversation). 

5. Courage is contagious - so is cowardice
Your five closest friends are your courage ceiling.

DO THIS: Audit your circle. 
How many made a big change in 3 years? 
Zero means you are in a comfort cartel, not a courage ecosystem. 
You need 2 people who scare you with their boldness.

Courage compounds.
Every uncomfortable moment makes the next easier.

Stop waiting to feel brave.
Start with 5 minutes of discomfort today.

The life you want isn't waiting for you to feel ready.
It's waiting for you to act anyway.

💾 Save this for when comfort feels safer than growth
♻️ Share with someone who needs permission to be uncomfortable
➡️ Follow me, Ani Filipova, for more truth about choosing courage over comfort

Little Talent Group, LLC

As an Executive Career Coach, I empower high-achieving professionals and visionary women in leadership to transcend their current successes and scale new heights in their careers.

➥ You are driven, knowing well that past strategies need to evolve for future triumphs.

➥ Despite being a stellar performer, you're navigating the "earn your stripes" mantra from leadership.

➥ You deliver exceptional results but find yourself on the sidelines in critical boardroom conversations.

➥ You observe peers advancing through influential networks, while you strive to forge meaningful connections.

➥ Leading your team diligently, you're searching for balance to prevent burnout and foster trust.

➥ You ponder if your academic leadership skills are equipped for executive challenges.

➥ Eyeing a promotion may seem daunting, but you're poised for that leap.

As your coach, here's my commitment:

➥ I'll guide you in crafting strategic alliances and articulate your value in complex workplace dynamics.

➥ I'll aid in developing a robust professional brand that resonates within your industry.

➥ Together, we'll spotlight your expertise to position you as a thought leader and prime candidate for promotions.

Leaders' testimonials on my coaching reveal transformative outcomes:

See Recommendations. 

Envision your leadership transformation:

➥ Post our coaching engagement, your command of non-verbal cues, composed demeanor, and strategic engagement will enhance your influence.

➥ You'll navigate decision-making with conviction and align teams with your vision.

➥ Utilizing success frameworks, you'll cement your excellence in your current and future roles.

➥ You'll cultivate authentic connections across the organizational spectrum.

➥ You'll be strategically positioned for lucrative promotions, with the potential to significantly boost your compensation.

Founder & CEO | Executive Career Coach

Creator Authority

Strategic Advisor 

Bond

In my role as a fractional Vice President of Human Resources for Bond Security, a burgeoning startup in NYC, I provide strategic recruitment and advisory services. My work focuses on enhancing organizational capabilities and driving growth through tailored HR solutions.

Here's a glimpse of my contributions:

➥ I advise on the refinement of recruitment processes, improving efficiency and aligning with industry best practices for a dynamic startup environment.

➥ I offer insights into talent acquisition strategies, focusing on attracting top-tier talent and ensuring a cultural fit that supports Bond Security's innovative ethos.

➥ I contribute to leadership development initiatives, mentoring promising individuals and supporting a culture of internal growth and professional advancement.

➥ I consult on the design and implementation of performance management systems, fostering a high-performance workplace that thrives on continuous improvement.

➥ I guide the development of diversity and inclusion programs, helping to cultivate an inclusive company culture that values varied perspectives and experiences.

➥ I assist in strategic HR planning, collaborating with leadership to ensure talent management aligns with the company's ambitious growth plans.

➥ I offer recommendations on employee retention strategies, enhancing job satisfaction and loyalty within the team.

➥ I facilitate connections with educational institutions, aiding in the creation of a talent pipeline that brings fresh, skilled professionals into the organization.

➥ I advocate for the use of HR analytics, promoting data-driven decisions that support strategic HR initiatives.

➥ My leadership and advisement are acknowledged as instrumental in bolstering Bond Security's stature as an attractive and forward-thinking employer.

Vice President, Human Resources (Fractional/Contract)

In an accelerated ascent to leadership within Bond Security, a forward-thinking startup in NYC, I was rapidly promoted to Vice President of Human Resources after just 9 months. My strategic approach to talent acquisition, leadership development, and organizational culture was instrumental in this transition. I took the helm to steer the HR department, aligning it with the burgeoning needs of a rapidly scaling company.

Here’s how I excelled in this role:

➥ I orchestrated the restructuring of the HR department to align with strategic business goals, resulting in a 40% increase in operational efficiency.

➥ I designed and implemented a comprehensive benefits package that enhanced employee satisfaction by 30%, aiding in a 15% improvement in retention rates.

➥ I led the development of a leadership training program that prepared high-potential employees for executive roles, contributing to a 20% increase in internal promotions.

➥ I played a critical role in developing a performance management system that saw a 25% improvement in employee productivity metrics.

➥ I initiated a company-wide diversity and inclusion program, which improved the diversity hiring rate by 45% and fostered an inclusive workplace environment.

➥ I navigated the company through a period of significant growth, scaling the workforce by 50% without compromising on hire quality or cultural fit.

➥ I established a talent management framework that reduced turnover by 18% and enhanced employee engagement scores by 22%.

➥ I was pivotal in negotiating strategic partnerships with educational institutions, resulting in a talent pipeline that increased the influx of qualified candidates by 35%.

➥ I drove the adoption of HR analytics and data-driven decision-making, which led to a 28% reduction in hiring costs and a 15% shorter time-to-fill for vacancies.

Vice President, Human Resources

As the Director of Talent Acquisition at Bond Security, a dynamic startup in NYC, I was instrumental in building the backbone of the company through strategic hiring. My focus was on identifying and nurturing leadership talent, which played a pivotal role in driving the organization's rapid growth. I successfully balanced the dual demands of maintaining a high-quality candidate pool and meeting aggressive hiring timelines.

Here’s how I made a transformative impact:

➥ I spearheaded the talent acquisition strategy, achieving a 35% increase in leadership hires within the first year, significantly expanding our executive and managerial teams.

➥ I executed a comprehensive recruitment plan that resulted in a 50% growth of the organization’s workforce, laying a strong foundation for future scalability.

➥ I introduced innovative sourcing techniques that enhanced candidate quality by 25%, ensuring a robust pipeline of high-caliber professionals.

➥ I championed a company-wide initiative to promote diversity in hiring, increasing the representation of underrepresented groups in leadership roles by 40%.

➥ I negotiated and managed vendor relationships that reduced recruitment costs by 20% while maintaining a steady flow of top talent.

➥ I leveraged data-driven recruitment metrics to decrease the average time-to-hire by 30%, streamlining the hiring process.

➥ I fostered a culture of continuous improvement, implementing training programs that increased our in-house recruitment team’s efficiency by 15%.

➥ I crafted and enforced a strategic employer branding campaign that elevated our market presence, resulting in a 60% increase in unsolicited quality candidate applications.

Through these efforts, I not only met but exceeded recruitment targets, positioning Bond Security as a competitive player in the tech security industry.

Director of Talent Acquisition

L3Harris Technologies

L3 Harris Technology is an American technology company, defense contractor, and information technology services provider.

I learned much about the organization, which can be explored at: www.l3harris.com 
In my role as a Senior Talent Acquisition Manager, I led 13 director reports, driving strategic hiring initiatives and promoting a high-performance culture. My leadership highlights include:

➥ I managed 7 recruiters across 4 sectors, enhancing efficiency and cutting agency reliance while reducing time-to-fill metrics. I also recruited for all Executive positions. 

➥ I built and nurtured a team of 6 onboarders, who reduced new hire onboarding times from 3 weeks to an impressive 2 weeks.

➥ I championed LinkedIn campaigns to boost our visibility, ensuring our recruiters' strong online presence and a diverse talent pipeline.

➥ I collaborated with executive leadership to meet critical staffing needs, aligning with ramp and AOP goals.

➥ I innovatively saved over $100k in advertising by optimizing hiring leaders' budgets through strategic communication.

➥ I oversaw 200+ requisitions, with a standout time-to-fill average of 40 days, showcasing a significant improvement in operational efficiency.

➥ I successfully developed strategies to fill 50 engineering roles in 90 days, showcasing our team's agility and capability.

➥ I streamlined interviews to quicken hiring while maintaining a high caliber of talent acquisition.

➥ I forged partnerships with colleges for a steady flow of candidates for operational roles.

➥ I focused on recruiter development, enhancing strategies for challenging vacancies and achieving diversity targets.

➥ I implemented a 15-day holding process for slates to reach our D&I and gender parity goals.

➥ My team's excellence was recognized with one promotion and two 'Recruiter of the Quarter' awards in 2021.

➥ I earned the RISE award for outstanding talent acquisition services, reflecting my dedication to recruitment excellence.

Senior Manager, Talent Acquisition

As the Manager of Talent Acquisition, I directed a team of recruiters to drive accountability, shape strategies, align teams, and support department-wide growth and development, thereby promoting a cohesive departmental culture amongst the recruiting team. I worked with HR executives in approving and establishing the department's strategies, goals, and procedures.

I oversaw the budget for virtual hiring events, partnerships, and job boards. I also conducted weekly presentations for key executive leadership to provide recruitment-related updates and recommendations.

Among my duties, I was accountable for managing the ‘Aged Job Club’ to strategize enhancements to requisition aging. I also mentored junior department personnel to support their professional growth.

Here are some of the ways I made significant and positive contributions to business growth:

➥ I strategically balanced and prioritized recruiting department resources to meet constantly evolving business needs.

➥ I consistently exceeded the internal goal of 7 monthly hires by averaging 10+ monthly hires for the team.

➥ I achieved an average time-to-fill metric of 40 days per position, a 47% improvement over the organization’s goal of 75 days.

➥ I successfully filled an unexpected surge of 30 critical business openings in an extraordinary 60 days.

➥ I was honored with the ‘2020 Rise Award’ for excellence in talent acquisition service.

➥ I led a team that produced 2 senior executive promotions and one ‘Recruiter of the Quarter’ awardee in 2020.

Manager, Talent Acquisition 

As Senior Specialist in charge of Talent Acquisition, I set recruitment requirements by examining the firm’s business plans, goals and growth targets. I took ownership of talent sourcing, candidate identification, networking and relationship building while introducing and refining recruitment best practices. 

I leveraged reliable applicant sources by reaching out to community services, colleges, employment agencies, recruiters, media and websites to promote the organization by providing information on opportunities and benefits. I also set applicant requirements by scrutinizing each job description and qualifications, and by conducting comprehensive intake calls with hiring leaders.

I regularly placed job advertisements, worked with recruiters, scheduled interviews and prepared and extended offers; examining candidate qualifications via interviews, references, applicant responses and other due diligence.

➥ I exceeded monthly hiring goal of 7, averaging 11 hires per month for FY19 and 10 hires per month for FY18.

➥ I exceeded Diverse Professional Hiring goals for females at 50%, and POC’s at 28% for FY19.

➥ I averaged production of 4 cleared hires per month. 

➥ I averaged time-to-fill metric of 50 days per position, a 17% improvement over our 60-day goal. 

➥ I achieved interview goals with a ratio of 2:1.

➥ I served as team lead for a successful Recruitment Marketing Material project.

➥ I designed candidate email templates to automate the communication process.

➥ I was promoted after just 10 months of service in recognition of dynamic results.

Sr. Specialist, Talent Acquisition

WilsonHCG

As a Senior Specialist in Talent Acquisition and Training Lead at Wilson Human Capital Group, I was instrumental in spearheading recruitment initiatives and devising training programs for new hires.

➥ I pioneered talent-sourcing efforts, utilizing a mix of community services, educational institutions, and online platforms to strengthen the company’s presence and attract a diverse candidate pool.

➥ I implemented rigorous candidate evaluation processes by analyzing job descriptions and qualifications in detail, which allowed for more informed discussions with hiring managers during intake calls.

➥ I consistently exceeded monthly hiring goals by efficiently managing the recruitment lifecycle from job advertising to offer extension, with a track record of surpassing the target of 8 new hires.

➥ I led diversity hiring initiatives, successfully reaching 45% female hires and 32% hires from POC communities in FY19.

➥ I maintained an impressive record of 6 cleared hires per month, showcasing my adeptness in fulfilling roles requiring security clearances.

➥ I improved the time-to-hire metric to just 45 days per position, demonstrating a 25% enhancement compared to the previous benchmark.

➥ I achieved an efficient interview-to-hire ratio of 3:1, which speaks to the effectiveness of our refined interview process.

➥ I took charge of a key Recruitment Marketing Material project, significantly boosting the company’s branding and appeal to high-caliber candidates.

➥ I innovated the candidate engagement workflow by creating automated email templates, which greatly improved communication timelines and effectiveness.

➥ I led the development and facilitation of robust training programs for new hires, ensuring their successful assimilation into our corporate culture and promoting ongoing professional development.

➥ I was recognized for my exceptional performance and outcomes in talent acquisition and training with a promotion after just 10 months of service.

Engineering Recruiter & Training Lead (UTC)

Grand Canyon University

As Talent Acquisition Specialist for Grand Canyon University, I worked with hiring managers to proactively identify recruitment needs and staff for all positions, from entry-level to PhD adjunct faculty. 

I served as site leader for recruitment, managing the full scope of hiring duties for a site of 800+ staff. I was accountable for setting interview and selection criteria, including call screenings, assessments and in-person interviews. I continually assessed candidate applications using our internal Applicant Tracking System.

I sourced resumes, pre-screened candidates, conducted interviews and assisted leadership with critical hiring decisions, applying the proven DDI interview model with multiple layers of interviews. I also trained new recruiters, developed job descriptions and interview questions that reflected each position’s requirements, led employer branding initiatives, and organized job fairs and recruitment events.

➥ I designed effective hiring strategies for a range of unique positions, including the Teacher Education Specialist and Doctoral Studies positions; resulting in fully staffed and capable teams during high-growth periods.

➥ I accurately forecasted quarterly and annual hiring needs by department; strategically sourcing candidates to prepare a streamlined succession planning pipeline.

Talent Acquisition Specialist

Cielo Talent

Adecco

Technical Recruiter

Certified Executive Coach (ICF) | I help women leaders amplify their performance + presence to become Executives | Wife & Mom of 3 | Exec Group Coaching Program launching in Aug 2024 | Book a call today ⬇️

April Little

As we step into November, the final harvest month, with just 60 days left in the year, I’m reminded that 3 things can be true at the same time. 🍃🍂🍁

Major layoffs are happening.

People are getting promoted and landing jobs.

Such is the duality of life.

October was tough. 

People entering the holidays without benefits. 

My family and I have been donating weekly to our local food bank, and if you have anything to spare, I recommend you do the same.

Here’s what I’m celebrating from October:
→ My client got promoted to Vice President of Human Resources
→ Started working with my new coach (so excited about this!)
→ Growing my TikTok: iamaprillittle

This month, I hope you:
→ Articulate your value with conviction
→ Attract leadership that sees your brilliance
→ Land the role you’ve been waiting for

Remember: this is a man-made calendar.

There are still 60 days left in the year for your promotion, your new job, your breakthrough.

Happy New Month and New Moon 🌑✨

Former HR Exec Helping Women Leaders ($150k–$500k) get VP Ready: Comms, Power Dynamics & Influence | Speaker | ✨2025 Time 100 Creator✨| Obvious Choice Interviewer 🚀 Dec 25 | Careers, AI & Tech Creator

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Dear Mark: Thanks for not believing in me, and firing me all those years ago. 

I made it a few steps past the lead recruiter role you didn’t believe I could do to a Vice President of HR role. 

If you’re reading this today, I want to remind you that there will be people holding their breath waiting for you to fail. 

Make sure they suffocate on your success. 

Reflection: Toxic people hide behind labels like "toxic boss" or "horrible leader" but I think it's time we name them. 

I can't confirm or deny whether my ex-bosses name was Mark. 

Happy Thursday!

Seeking A Board Position | Former HR Exec Helping Women Leaders ($150k–$500k) get VP Ready: Comms, Power Dynamics & Influence | Speaker | ✨2025 Time 100 Creator✨| Careers, AI & Tech Creator

Being the “FIRST” can feel like winning and drowning at the same time.

I was the first in my household to go to college.
The first to make six figures.
The first to reach executive leadership.

I used to feel caged by the weight of being the first. 

Eventually, I saw the freedom in it.

Now I work with women who are creating new firsts:
• Becoming first-generation millionaires
• Buying homes no one else in their family could
• Parenting with intention instead of survival

One woman used her executive role to open three new manager seats and mentored others into those roles. 

That decision created life-changing income for people who had never been given a real shot.

I’ve done the same by helping the people I led secure raises, promotions, and visibility that opened doors for the next person behind them.

I understand the weight of being the first. 

That’s why I always cheer when someone does the thing they’ve never seen done.

And I remind them it’s still possible, even when they don’t have the “proof” yet.

Being the first is a privilege.

It’s also a responsibility.

Make sure you’re not the last.

taplio

The Battle

Ani Filipova

April Little

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taplio

The Battle

Ani Filipova

April Little

Followers

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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);}Ani Filipova's LinkedIn Performance

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