Chason Forehand

HR-4U INC.

My story consists of years of physical and mental abuse, drug addiction, homelessness, shame, self-loathing, incarceration and suicidal ideation.

I thought I was worthless.

I was offered a gift by someone in the culinary field that wanted to pay it forward, as it had been paid forward to them.  This set me on a path to get clean and see how I could pay it forward.

Forty-four percent (44%) of the U.S. makes below a living wage.
  
Poverty is on the rise.

Food Insecurity is at an all-time high.

How do we address these socioeconomic challenges with actionable change that breaks the cycles?

On the Advocacy side, we lock arms with End Workplace Abuse, Workplace Fairness, over 115 partners in 8 countries, to stand firm that people matter over everything else.  We are currently charging in the NY/NJ/CT area to help pass the Psychological Safety Act.

Our boots on the ground is our Transformation Kitchen(™️) program which builds strong communities of mentally and physically healthy humans that leave their addictions, violence, incarceration and past decisions behind to move forward in a positive way.  

With our Director of Student Wellness, Sarah O'Brien, we make sure those moving through our program are set up to thrive, not survive.

We are much more than a culinary training facility; we are a beacon of hope in the darkness.

Our first #TK is in Matagalpa, Nicaragua, working in tandem with Rayo de Sol to build a legacy of economic change.

Our next one will be in NY and we will be making more announcements soon.

If you would like to know more about our programs and how to get involved reach out here:
https://linktr.ee/chasonforehand

Founder

The Outlier Project

A dedicated professional development and growth community.  A special focus of The Outlier Project is to develop leaders who believe that companies and individuals alike succeed or fail based on the quality of the teams they build and the relationships they invest in.  We call this having a “People Over Everything” mindset.

Proud Audacious Member

Success Champion Networking (SCN)

The Success Champions Network is a B2B networking platform designed to connect like-minded businesses for genuine conversations, introductions, and growth opportunities. 

It aims to foster collaborations and substantial business growth through a community of professionals who adhere to the Success Champion's Code. Members gain access to actionable insights, immediate knowledge for business growth, and exclusive training programs. 

The network is not just about networking; it's about building a community, expanding business opportunities, and accessing practical knowledge to help members take their businesses to the next level.

Hospitality Table Member

Transform

The Transform Community is a dynamic network of professionals and leaders dedicated to enhancing their professional journeys through a dedicated online member experience. 

Members can leverage the collective wisdom of the community, engage in discussion forums, and access specialized groups. The community also offers real-time chats and a membership directory, providing rich resources and events to keep members connected and inspired.

U.S. Member

HR Consultations

I am the Founder and creator of a company designed to help small to medium sized Not-For-Profit, and Social Good organizations receive sound, expert advice, technical system assistance, and services without sales pressure and upselling. Our team has created a robust portfolio of helping many organizations thrive in tough economic times and a global pandemic.  We support our clients in every aspect of HR, developing policies, procedures, technical advice, developing programs and platforms to enhance their needs and put them on an empowered path of self-reliance.

Founder / Fractional HR

Spartan/LifeLab

As a senior leader of the organization, I was tasked with developing strategies for retaining the best talent, including how we recruited, engaged. and communicated with staff members across three countries and in multiple US states.  

My teams and I built the entire HR stack, award winning Safety Protocols for our warehouses, and all of the policies and procedures for the company.  We also developed, created, and marketed natural, food grade, nutrient-based supplements, and personal care products which were manufactured and distributed in the US.  

Our incredible marketing and Sales teams worked in tandem to double our YoY numbers in every division category, opening pathways to new markets, while solidifying relationships with Amazon, Walmart, Sally's Beauty, and others.  We developed strategies to increase our market space in traditional brick-n-mortar, B2B and B2C capacities while challenging ourselves for "what's next".

Our Warehouse teams went over 2 years without a single accident, maintained cGMP standards, and received excellent ratings from the FDA, Health Department, and other agencies, while shipping 100% on time to our partners each week.  This won us two coveted awards where we all shared the victory.

Director Of Operations

Founder of hr-4u.org▪︎Breaking down employment barriers▪︎People over Everything▪︎Neurodiversity Inclusion▪︎Disabilty Equality▪︎Military Ready

I believe in the power of people.

When we collaborate and work together we can move mountains, build communities, and conquer socioeconomic issues plaguing our cities.

Everyone should have a safe space to call home.

Everyone should have consistent access to nutritious food.

Everyone deserves to make a living wage.

I believe there is a way that companies and their teams can thrive.

At HR-4U INC, we are known for empowering change-driven companies and their leaders to advocate for and uplift their employees with living wages, worth, and wellbeing. 

Using a specialized grassroots approach, we empower change-driven leaders to stand up, speak out, and take action. This approach includes strategically collaborating with other nonprofits to shine a light on leaders who prioritize people first. 

This collaborative spirit stems from over 40 years of honing my “people-first” passion and experience in the Culinary, Human Resources and Diversity, Equity & Inclusion spaces. 

We are thrilled to announce that HR-4U has achieved the prestigious Platinum Seal of Transparency from Candid/GuideStar for the fourth year in a row. This remarkable accomplishment is a testament to our unwavering commitment and relentless dedication.

Our newest program, Transformation Kitchen™, is designed to provide participants skilled training, a strong sense of community, wellness checkups, healthy meals and living wage careers.

Find out how you can get involved to create positive change in your community.

We are a charitable 501c3 Nonprofit, incorporated as hr-4u inc., in Delaware.  We're on a mission to remove the roadblocks that create barriers to finding living-wage employment for all communities. 

How we affect change:

We create meaningful relationships with employers, of all sizes, that are already exhibiting equitable hiring behaviors, creating meaningful diversity measures, and align with our mission.  We also look for individuals that are coaching leader behaviors towards people over everything.

We shine a light on the successful behaviors of our Employer-Partners & Leader-Partners through social media avenues, video recordings, speaking engagements and other venues.  By shining this light on positive behaviors, we create change for all to see and witness.  As our partnerships grow, the intensity of our light will grow, creating organic change while supporting fantastic leaders that are changing the world.

At Success Champion Networking (SCN) we make real connections to help people learn, share, and grow, together.

I'm fairly new at the Hospitality Table, but these guys are like my family.

Our meetings are at 11 AM ET on Tuesdays for an hour.

I'm truly amazed by what Donnie Boivin has created, and how each incredible chapter has it's own vibe while keeping to the the core principles that make up what SCN is all about!

Noelle Labrie, Chef Simon Zatyrka, Todd Vahlsing and I are here to serve our members and guests.

Grateful to Ruth Mallon, Cristina Gia Luciano, Zev Gotkin, Neil Newman, Mike Porto, Daran Adair, Melissa Long, Kristen Chimack and others that make the Hospitality Table so amazing!

Special shout out to Paul McCarthy....you can never leave us buddy! 

If you're interested in connecting with incredible people, let me know & Ill get you situated.

#SCN #HospitalityTable #VC

Breaking the cycles of poverty, homelessness, and food insecurity with Transformation Kitchen™️ because everyone has a right to thrive, not just survive. “We don’t just flip eggs, we flip lives.”

We've been working behind the scenes, making connections, building the plane while we're flying it to #DotheWork.

Last night after a day of in-person and virtual meetings, mainly around #TKNY, we had our first Board of Directors Meeting of the year and solidified plans, strengthened partnerships, and reversed-engineered how we're going to get it all done.

Thank you to Kylie van Luyn FIEP, Candice Van Dertholen, and Desiree Goldey for your time, energy, resources, and wisdom.  We couldn't do this work without your leadership.

We are also very grateful to our Advisory Board members who daily share their insights, time and talents with HR-4U INC. so that we can break cycles of poverty, homelessness, and food insecurity around the world.

Nicole (Nic) Angai-Galindo
Felecia W.
Dr. Melissa Robinson-Winemiller,
Scott Raven
Harris G.
Sharon Birn
Sheena Lance-Nold PCC, BCC, MS
Chef Christopher Follari
JenLyn enJEN of COR SYStems-ACI-P
Viswa Prasanna
Derek Strokon - BA Econ, CPC, MFA-P
Amanda Prince, PHR, PMP
Alysa Southall 💜❤️💚💙

If you would like to know more about our work, our Boards, and how you can get involved, please reach out.

"We flip more than eggs. We flip lives."

#BoardWork #Community #DoTheWork #TKNY #TKNicaragua #TKAU #TKTexas #TKCostaRica #TKCanada

My wife lost part of her hair and her eyebrows when she was going through chemo.

We joke about her not really having eyebrows now, but back then, it wasn't funny.

At the time there wasn't anything like what Courtney Turich 's company Cooler Heads Care
is doing.

When I told Jo, about Courtney 's post earlier she said, I'll flip my hair to help others!

Jody Forehand thank you for being a light!  

Thank you to all of the ladies out there that stand out and UP to celebrate others.

Thank you Courtney Turich.

Thank you Cooler Heads Care.

#DoTheFlip #CoolerHeadsCare

We built HR-4U INC. to fight for those that don't have a voice.

For the 44% of U.S. workers that don't make enough to put food on the table and support themselves and their families. 

We advocate for organizations to pay living wages to their employees.

We bridge the gap between immediate relief and long-term stability, empowering people to move from crisis to self-sufficiency with our Transformation Kitchen ™️ program.

We differentiate ourselves by the quality and level of services we offer.

AND...

Once people enter the forge, they will always have a home and family to support them.

People say we're mad.

All the best people (and organizations) are.

Find out more from my profile or on our website at HR-4U.ORG.

#Impact #BeTheChange #DoTheWork #TK

Happy #FunkyFriday friends!

It's our time to drop those worries in the wastebasket outside and jump into the virtual roller-skating rink where we can:
🎆meet new people
🎆cheer on others
🎆learn something new
🎆have some fun

I'm schreeching the tires, running into the rink from in-person meetings today and WOW....do we have a #FunkyFriday drop for you today.  

Buckle up!

As I walk in the mood is vibing and the music is jiving!  DJ Prince (aka Amanda) is that Chaka on the mic?

I saw the Outlier VW Van in the parking lot and I see Tom has dropped off all of the awesome folks from The Outlier Project into the rink to celebrate with us!  Gracias!

Twenty #Outliers are in Matagalpa with Peter, Audra, and the team of Rayo de Sol Nicaragua building, painting and moving the needle!  

We can't wait to hear all about it.  I will be heading back this Summer to do some work with the team for #TKNicaragua and I'm excited!

Over at The Muse Tiki Bar my friends Noelle, Todd, Simon, Ruth, Paul, John  and Founder Donnie are chatting up all of the cool chapters we have in Success Champion Networking (SCN).

I'm honored to be the Member Chair for the Hospitality Table.  Reach out if you would like to know more about this amazing group!

On the other side of The Muse I see Melissa, Jerry, Nicole (Nic), and Derek talking about our first #TKCookbook available March 28th at our #CookingUPChange event (then globally in April).

Huge thanks to Melissa Carson who was our Signature Sponsor for the cookbook and GUIDING BRILLIANT WRITERS (GBW) PUBLISHING, LLC for the amazing work to put this together.

OK, I'm in line for my skates, so you know what that means.....it's time for the rink chatter....

Welcome to Season 8 of #Time2CHANGE! 

We are powered by the wonderful folks at Maono!

Current Sponsors:
Do Better Consulting
Melissa Carson 
Curious Elixirs
Saratoga Spring Water Company
Mid-Hudson Valley Federal Credit Union
PepsiCo Newburgh Distro 
HR Consultations
Chef Christopher Follari
Hudson Valley Kitchen 
Industrial Arts Brewing Company

Our #Time2CHANGE guest today Dr. Jeff Wetzler’s ASK method helps leaders unlock the hidden wisdom within their teams to drive stronger collaboration smarter decision making and lasting community‑wide impact.

Go to wherever you listen to podcasts and tune in AND grab a copy of his best-selling book "Ask" (📌link in the comments) !

💥Remember to like, download, and leave us a review on your favorite platform to listen in to podcasts💥

I've got my skates and it's time to go. 

Check on 3 people as my buddy Cindi says!

#FunkyFriday #ASK #Curiosity #TK #SCN #Outliers

Paul Upton

Want to get to your next Career Level? Or into a role you'll Love? ◆ We help you get there! | Sr. Leads ► Managers ► Directors ► Exec Directors | $150K/$250K/$500K+ Jobs

"With no exaggeration- Paul and the LeaderUP program changed my life!" – James
(See more in recommendations)

👉 Message me on LinkedIn

Why Senior Leads, Managers, Directors & VPs choose to work with me:
▶️ You want to break into your next leadership role, get promoted, or move to a promotional opportunity. Maybe you are seeking to break into your next level or senior leadership.

▶️ You're stuck in your current role, not much company growth, or growth opportunities. Or you do not like your current company/role and want to find a better one and level up your career to the one you deserve!

▶️ You're in a job search, you know you are good, but something is missing, you are not getting interviews, or are not getting offers!

▶️ You're tired of being frustrated & wasting time!

𝐀𝐛𝐨𝐮𝐭 𝐦𝐞: I've spent the last 14+ years working at top Fortune 100 companies.
◾️ 10+ jobs over this time and 2 highly competitive leadership programs
◾️ 7 times promoted/found promotional opportunities (often they found me)
◾️ Most recently an executive director at a telecom leading an organization of 150+ people.

𝐈𝐧 𝐭𝐡𝐢𝐬 𝐭𝐢𝐦𝐞 𝐈'𝐯𝐞 𝐥𝐞𝐚𝐫𝐧𝐞𝐝:
◾️ What it really takes to stand out in the Top 1% of leaders
◾️ How to be a great leader and more importantly how to develop this in others
◾️ How to hire the best, I've done over 500+ interviews and hired multiple high performing 10X teams

I am one of the few career coaches who has leadership/hiring manager experience and knows what they are looking for!

𝐍𝐨𝐰 𝐈 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐘𝐎𝐔 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐌𝐎𝐑𝐄 𝐒𝐔𝐂𝐂𝐄𝐒𝐒!

I have put these learnings together and have created the 𝐋𝐞𝐯𝐞𝐥𝐔𝐏 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐨𝐩 1% 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 to help leaders and aspiring leaders reach the next level and land their dream jobs/promotions. 

Are you someone who wants...
✅Wants more MONEY, TIME, FLEXIBILITY, and GROWTH?
✅Gets multiple offers and CHOOSES the best one for them?

And would rather...
✅Follow a proven step-by-step process that works!
✅With the 1:1 support, you need along the way!
✅That takes 70% less time & effort and 99% less frustration!
✅And finally, get that dream job that they deserve and are excited to jump out of bed for?

► LeaderUP Job Offer System & Coaching Program -  Reach out to learn more!

👉 Learn more: message me!

Founder, CEO & Chief Career Officer - Career Expert | Career Success Coach | Leadership Coach

👉 Message me on LinkedIn

I am one of the few career coaches who has Fortune 50 leadership & hiring manager experience. This gives me the perspective to know exactly what hiring managers (not just recruiters) are looking for in a Manager, Director, VP+, how to stand out, and what it really takes to be a top 1% Leader & Candidate!

I have partnered with recruiters, HR leaders, hiring managers, and leaders to understand and distill the most important qualities and traits of successful leaders and how to find these in candidates and develop them in leaders. 

Through all this and hundreds of interviews, I have learned what the Top 1% of candidates do and built a system that works to help leaders, aspiring leaders, and high performers learn these skills and get the jobs & opportunities they really deserve!

► I help YOU master YOUR resume + LinkedIn so you STAND OUT and get NOTICED

► I help YOU learn how to ROCK your interviews and build real, memorable connections with hiring managers & GET OFFERS!

► I help YOU learn the skills to negotiate like a PRO to get the best total compensation package possible

► I really care. My sole reason for LeaderUP is to help YOU find success and fulfillment in your career. Success YOU DESERVE and have earned by working harder, learning more, and putting in the effort to SUCCEED!

I have created the LevelUP Leadership Top 1% Candidate Coaching Program to help leaders get promoted and land their dream jobs using Top 1% Applicant Strategies, leveraging the top SECRETS learned from Expert Resume Writers, Recruiters, Hiring Managers, Leaders, and Top Candidates, as well as many failures, successes, and continuous improvement!

► LevelUP Leadership Top 1% Candidate Coaching Program

MESSAGE me on LinkedIn to learn more and how I can help you!
Email me at Leaderup.Program@gmail.com

She accidentally saw her colleague's offer letter.

Same title.
Same level.
Same responsibilities.

$47,000 more than her.

She had been there 6 years.
He had been there 6 weeks.

She requested a meeting with her VP.

VP: Market rates have changed. We can't adjust everyone.

Her: So loyalty is penalized?

VP: That's not how I'd phrase it.

Her: How would you phrase it?

VP: We value your contributions.

Her: But not enough to pay me fairly?

VP: Our hands are tied.

---

Her hands weren't.

She started interviewing strategically.
Not desperately. Strategically.
With LeaderUP's help.

She targeted companies that posted salary ranges.
She prepared like each interview was her only chance.
She negotiated like she already had the job.

8 weeks later: Director title. $71,000 increase.

Her old company posted her replacement role.

At the salary she had asked for.

---

The money is there.

It's just not there for people who don't ask—or don't leave.

Your loyalty won't be rewarded.

Your leverage will.

Agree?

HR: We'd like to offer you the Director role at $165,000.

Her: I appreciate the offer. Based on my research and the scope of this role, I was expecting something closer to $195,000.

HR: That's above our budget. $165,000 is our max.

Her: I understand. I'm genuinely excited about this opportunity. Can I share something?

HR: Of course.

Her: In my current role, I reduced vendor costs by $2.3M annually. For a role at this level, I'd want to ensure the compensation reflects the value I'll bring. Is there flexibility in the total package?

HR: Let me talk to the hiring manager.

24 hours later:

HR: We can do $178,000 base with a $23,000 signing bonus.

---

She didn't beg.
She didn't threaten.
She didn't accept the first number.

She stated her value with evidence and asked if there was flexibility.

That one conversation was worth $36,000.

Most people lose thousands because they're afraid of one uncomfortable moment.

---

The offer is never the offer.

It's the opening of a negotiation.

Would you have asked—or accepted?

A VP candidate walked away from a $280K offer.

Two weeks later, she proved “playing safe” is the real risk.  

She came to me as a Director. Strong track record. Clear VP potential.

A big brand posted a VP role.

Scope looked huge. Title looked shiny. Process dragged for 10 weeks.  

Panels. Presentations. Homework. Politics everywhere.

Final offer: $280K total.

Low range for VP in her market. Messy scope. Weekend “fire drills” baked into culture.  

Her words: “I feel I should say yes. Roles at my level feel rare.”  

My reply: “You do not need a VP title that pays Director money with burnout hours.”  

She declined. With grace. No bridge burned.

Next day we went all in on a different plan:  

• Clear VP narrative for her resume and LinkedIn  
• Tight value story for board, CEO, COO problems  
• Target list of growth companies that need decisive leaders  
• Direct outreach with short, sharp messages  

Within 10 weeks:

• Three new processes, all true VP scope  
• Two clean offers  
• One dream role  

Final package:  

• Real VP role  
• $52K more total comp than the first offer  
• Fewer direct reports, clearer charter  
• Culture that respects boundaries  

Same market. Same time.

Different result because she refused a misaligned “safe” choice.

Right now leadership hiring splits into two groups:

• Companies clinging to power with slow steps plus low offers  
• Companies hungry for leaders who decide, act, own outcomes  

Senior leaders win when they market themselves to the second group, not beg the first group.

Alignment over fear is the move that changes careers.

Leaving after 1-2 years isn't "job hopping" anymore.
It's career strategy in 2026.

Top earners will have 12+ jobs in their lifetime.

You're not "disloyal" for:
• Walking away from toxic leadership that drains your mental health
• Rejecting the 2% annual "raise" that's actually a pay cut with inflation
• Escaping a boss who takes credit for your work but blames you for mistakes
• Declining to sacrifice your life for a company that would replace you in 48 hours
• Refusing to stay where your skills are underutilized and your growth is stunted

The new loyalty is to yourself first.

Companies that retain talent:
Pay fairly, promote growth, and treat people like humans.

Companies that complain about "job hoppers":
Offer stagnant wages, burnout, and guilt trips.

Which one are you working for right now?

Every time I've "job hopped," my salary jumped 20-30%.
Every time I stayed "loyal," it rose 3%.

Your career is a marathon, not an arranged marriage.
Run it on your terms.

Have you made more with staying loyal and internal raise?
Or through switching jobs?

HR: We're promoting someone else to Director.

Her: I've led this department for 3 years. We hit 147% of target.

HR: You're a strong performer, but we don't think you're ready for leadership.

Her: Who did you select?

HR: Someone from outside. He has "executive presence."

Her: What does that mean?

HR: He interviews well.

---

She trained that external hire for 4 months.

He asked her how she built the systems that made the team successful.

She smiled and said nothing.

4 months later with LeaderUP's help,
So she could "interview well" too.

She accepted a Senior Director role elsewhere.

$65,000 more.
Direct reports: 34.
Scope: National.

Three weeks into her new role, her old company called.

"The new Director didn't work out. Would you consider coming back?"

Her answer: "No thank you."

---

If your company can't see your value, stop trying to convince them.

The right company will compete for you.

Not make you compete for recognition you've already earned.

Would you have waited—or walked?

♻️ Repost to help someone stuck in the same situation.

They reality was she was leading the entire department.

His boss asked him to train the new hire.

"She's your backup," the boss said.

Six months later, he found out the truth.

She wasn't his backup.

She was his replacement.

Salary? $40,000 less than his.

He was the "Senior Manager restructuring" nobody told him about.

They wanted his knowledge at a junior price tag.

---

Here's what he did:

He didn't explode.
He didn't complain.
He started a strategic job search with LeaderUP that same week.

Within 90 days, he had three Director-level offers.

He accepted one with:
•	35% salary increase
•	Actual leadership scope
•	A boss who values transparency

His last day, HR asked for "knowledge transfer documents."

He handed them the same training manual he gave the new hire.

---

Companies will extract your value without recognizing it.

Don't wait to be told your worth.

Go find employers who already know it.

Are you ready to get to your next level?

Comment "Next Level" below and we'll send you the same playbook to get these 3 director-level offers.

4 years stuck at Senior Manager.

Every promotion cycle: "Not yet."

His VP's feedback:

"You're doing great work."
"The timing isn't right."
"Maybe next quarter."
"We need to see more visibility."

He led a $12M program.
He managed 18 people.
He presented to the C-suite monthly.

But he wasn't "Director material."

---

Here's what he finally realized:

The bar wasn't unclear.

The bar didn't exist.

They had no intention of promoting him.

He was too valuable where he was.

---

So he started with LeaderUP and
We changed his strategy:

He stopped waiting for permission.
He stopped believing "next quarter."
He started treating his job search like a second job.

Result:

Director of Operations.
New company. New industry.
$52,000 raise.
Clear path to VP.

Three months later, his old boss reached out:

"We're finally ready to promote you."

Too late.

---

Waiting for a promotion that's always "almost here" is not patience.

It's a trap.

If they wanted to promote you, they would have.

Would you keep waiting—or start looking?

He got the call on a Tuesday.
"We're eliminating your position."

12 years. Senior Manager. Gone in one conversation.

The next 48 hours could have been panic.

Instead, he called me.

So he started working with LeaderUP that same week.

Here's the exact playbook we ran:

Day 1-2: Positioning Reset
• Rewrote his LinkedIn headline to lead with outcomes, not titles
• Updated his About section with three quantified achievements
• Changed "Open to Work" settings to visible to recruiters only

Day 3-4: Targeted Outreach
• Identified 15 companies with active Director openings in his space
• Found 2nd-degree connections at each one
• Sent 22 personalized messages

Day 7: Interview
• One connection responded: "We actually just opened this role yesterday"
• Hiring manager call that afternoon
• Panel interview scheduled for Monday

Day 18: Offer

Director of Operations.
$67,000 more than his previous role.
Better title. Smaller company. More impact.

---

Layoffs don't end careers.

Slow responses do.

He didn't wait to "process his feelings."

He processed them while executing.

---

Your network is an asset. But only if you activate it.

Have you ever turned a setback into a setup?

Instead of just bouncing back, instead LEAP FORWARD!

The system wants you to wait until you break.

Jason was a Senior Director. On paper, he had it all.
In reality? He was drowning.

60-hour weeks.
Answering emails during his daughter’s recital.
Doing the work of three people because of a "hiring freeze."

He was stuck in the weeds. A glorified firefighter.
He waited 3 years for the VP spot.
They gave it to an external hire.

"You're too valuable where you are," they said.
That broke him.

He joined LeaderUP the next day.
He was terrified. He thought he was too old to pivot. He thought the market was dead.

We looked at his strategy. It was passive. He was waiting to be picked.

We stopped talking about his "responsibilities."
We started quantifying his financial impact.
We turned "Managed operations" into "Recovered $12M in lost revenue."

The result?
He didn't beg for a job. He attracted offers.

Jason signed as VP of Operations.
$75k increase in base comp.
Full equity package.

But the text he sent me wasn't about the money.
"I just had dinner with my family. No phone. Thank you."

The system wants you to wait until you break.
Don't give them the satisfaction.

♻️ Repost if you’re ready to reclaim your life.

I was an invisible top performer for years.  

I became Executive Director when I finally changed my story.  

For a long time I believed numbers spoke for me.  

• Exceeded every target  
• Fixed broken processes  
• Saved millions in cost  

Yet I got passed over.  
Told to “be patient”.  
Watched others with more visibility move ahead.  

My work lived in slides, trackers, late nights.  
Not in decision rooms.  

The turning point came when a mentor said:  
“Your impact is strong. Your story is missing.”  

I stopped dumping data.  
I started sharing simple stories leaders could repeat.  

Instead of:  
“I reduced cost by 12% across three regions.”  

I said:  
“I found a way to save us millions without cutting headcount. Here is what changed for our teams.”  

Key shift:  
I made my impact clear, human, easy to retell in promotion talks.  

Here is what I did different:  

• Tracked every win with numbers and a one-line story  
• Framed work as problems solved for the business, not tasks done  
• Gave my manager short updates they could forward word-for-word  
• Shared credit with my team, claimed clear ownership for my part  

Promotions started to find me.  
Roles came to me, not the other way round.  

The move from hard worker to Top 1% leader is not more effort.  
It is a story of impact leaders cannot ignore or forget.  

Share your thoughts on this shift from invisible top performer to visible Top 1% leader.

I walked away from a Fortune 100 Executive Director title.  
I wanted impact, freedom, and the right people instead.  

For years my identity came from:  

• Big logos  
• Large teams  
• The next promotion  

Stress climbed.  
Travel climbed.  
Politics climbed.  

My health dropped.  
Family time dropped.  
Joy at work dropped.  

On paper everything looked perfect.  
Inside I felt empty and trapped.  

My biggest fears before leaving:  

• Losing status  
• Losing steady pay  
• Disappointing people  
• Wasting fourteen years of work  

I stayed longer than I should from fear and habit.  
My body started to send clear signals.  
Sleep went bad.  
Energy went low.  
Sunday dread became normal.  

One day I realized my ladder leaned on the wrong wall.  
Safe did not feel safe anymore.  

I chose a different path.  

I took the same executive playbook I used for years:  

• How to stand out in the top 1 percent  
• How hiring leaders think  
• How promotion decisions happen behind closed doors  

Then I built LeaderUP.  

Now I help senior leaders land roles they love, with lives they can sustain.  
More money, more meaning, more space to breathe.  

Success for me no longer means title plus chaos.  
Success means work I care about, people I trust, a life I can keep.  

My hope: more leaders choose a new version of success before burnout makes the choice for them.

She had 47 interviews.... ZERO offers.

Her resume was perfect. 
Her experience was solid. 
She was doing Director-level work with a Senior Manager title.

But every final round ended the same way:

"We decided to go with another candidate."

She couldn't figure out what was wrong.

So she started working with LeaderUP.

Here's what we discovered in our first session:

She was answering interview questions like an individual contributor.

"I did this. I managed that. I handled this project."

We rebuilt her entire interview approach using the SERI method:

Situation - Set the strategic context
Escalation - Show the business impact at stake
Resolution - Demonstrate YOUR leadership decision
Impact - Quantify the outcome in dollars, time, or scale

Her next interview?

Same company that rejected her 6 months earlier.

Different result.

Director of Program Management.
$58,000 raise.
Team of 22.

The difference wasn't her experience.

It was how she communicated it.

---

Most Senior Managers don't have a qualification problem.

They have a positioning problem.

Are you answering questions like a manager—or a leader?

Comment "Training" below if you want our free training on leveling up, just like this!

She was the ‘go‑to fixer’ for 7 years.  
One mindset shift, now she leads 28 people as Director.  

For a decade she lived in firefighter mode.  

Late nights.  
Weekend emergencies.  
Last‑minute saves before executive reviews.  

Leaders praised her hustle.  
They sent thank you emails.  
Promises of "next cycle" promotion.  

Title stayed Senior Manager.  
Pay stayed flat.  

Inside LeaderUP we named the pattern:  

• High trust in crises  
• Low trust in strategy  
• Seen as doer, not builder  

The market rewards builders.  

We built a new story for her career.  

She stopped volunteering for every rescue.  
She started owning cross‑functional programs with clear outcomes.  
She mentored two successors, then pushed work down to them.  
She translated wins into business language: revenue, cost, risk.  

Within 90 days recruiters treated her as Director level.  

Panels asked about her systems, not her late nights.  

Offer she accepted:  

• Director, national scope  
• Team of 28  
• 51% increase in total compensation  

Same person.  
New mindset.  
New evidence.  

Promotion arrived when she stopped proving she could take more tasks.  

Progress started when she showed she could build leaders & systems which worked without her.  

Firefighters keep lights on.  
System architects change level.  

Many high performers stay stuck in fixer mode for years.  

Career breakouts come when leaders shift from hero work to scalable work.

He was passed over for promotion 4x.

He asked me why he wasn't getting promoted...

"Does your boss's boss know what you do?"

Silence.

He'd been a Senior Manager for 5 years. Consistently exceeded targets. Led the highest-performing team in his division.

But every promotion went to someone else.

So he started working with LeaderUP.

First thing we did: an influence audit.

We mapped every stakeholder who had a say in his promotion.

The result?

His direct boss loved him.
Everyone else had no idea who he was.

Here's what we changed:

1. Monthly visibility touchpoints
↳ Started sending brief email updates to skip-level leadership
↳ Not bragging—sharing wins, learnings, and upcoming initiatives

2. Strategic project selection
↳ Volunteered for one cross-functional initiative with executive exposure
↳ Not more work. Different work.

3. Executive communication style
↳ Shifted from detailed updates to outcome-focused summaries
↳ "Here's what we delivered and what's next" (3 bullets max)

4 months later:

His boss's boss requested him for a special project.

3 months after that:

Director of Strategic Initiatives.
$44,000 raise.

---

Hard work doesn't speak for itself.
You have to translate it for the people who matter.

---

Are you visible to decision-makers—or just busy?

7 reasons you're stuck at Senior Manager (That nobody tells you)

1. They're solving problems instead of preventing them.
↳ Directors don't fix fires. They build systems so fires don't start.

2. They're managing tasks instead of managing outcomes.
↳ Their boss doesn't care how busy they are. They care what changed because of them.

3. They're waiting for the promotion to act like a Director.
↳ Wrong order. Act like a Director first. The title follows.

4. They're invisible to the people who matter.
↳ Their boss's boss doesn't know their name. That's a problem.

5. They're competing with peers instead of elevating them.
↳ Directors build leaders. That's how they prove they can lead leaders.

6. They're underselling their impact in interviews.
↳ "I led a team" vs "I built a team that delivered $4.2M in cost savings." Night and day.

7. They're loyal to a company that's not loyal to them.
↳ Internal promotions have a ceiling. External moves break it.

---

The Director jump isn't about working harder.
It's about working differently.

Most Senior Managers are one strategic shift away from the breakthrough.
Which of these is holding you back?

Let me know below 👇

♻️ Repost to help a Senior Manager in your network level up.

Hard work doesn't speak for itself.
It just makes you a reliable workhorse.
They don't promote workhorses; they ride them until they collapse.

He was the "Fixer".

The guy you call at 10 PM when the server crashes.
The guy who silently cleans up the mess before the client notices.

He stared at his laptop screen. 1:17 AM.
His boss had just presented the quarterly results. Record numbers.

His boss got the bonus.
He got a "Good job, keep it up" Slack message.

He was invisible.

"I'm doing the work of a VP," he told me during our first call, voice cracking.
"But I'm getting paid like a Senior Manager."

He was trapped in the weeds.
He thought if he just worked HARDER, they would finally notice.

That is the great corporate lie.

HR isn't your friend. 


Let me repeat the important part:
Hard work doesn't speak for itself.
It just makes you a reliable workhorse.
They don't promote workhorses; they ride them until they collapse.

He was ready to quit. He said, "If nothing changes in 6 months, I'm done."

We didn't wait 6 months. 
We started LeaderUP coaching program immediately.

We deployed the **Visibility Playbook**:

1. Stop fixing problems silently. If they don't see the fire, they won't value the firefighter.
2. Shift language. We stopped talking about "tasks completed" and started talking about "revenue protected".
3. Bypass the blocker. We mapped the stakeholders who actually hold the budget and got him in that room.

The result?

He didn't have to beg for a promotion.
He presented a strategic roadmap to the SVP. The SVP looked at him and asked, "Why isn't this guy running the department?"

8 weeks later: Director of Operations.
$60k raise.
Equity package.

And he logs off at 5 PM.

If you feel stuck, stop waiting for permission to lead.
Take what is yours.

♻️ Repost if you are done being invisible.

Hot take: For $150K+ leaders in 2026, playing it safe is the most dangerous career move.  
Here’s why.  

For years I thought safety meant:  
• Stay in one company  
• Keep my head down  
• Wait for the “right time”  

On paper I looked strong.  
Inside I felt smaller every year.  

I stayed in roles that no longer stretched me.  
I knew I could lead at a higher level.  
I kept telling myself, “One more safe year.”  

Each “safe” year did three things:  
• My market value grew  
• My salary stayed flat  
• My confidence quietly dropped  

The gap between my value and my reality got wider.  
I was not safe.  
I was stuck.  

For $150K+ leaders, risk needs a new meaning.  

Real risk looks like:  
• Stagnant skills → same problems, no new tools  
• Single income stream → one decision away from zero  
• Zero decision‑maker network → no one with power knows your name  

Safe on the surface.  
Danger under the hood.  

Smart risk looks different.  
Smart risk grows your options, not your fear.  

Pick one smart risk for this quarter:  
• Start one new conversation with a senior decision maker  
• Raise your hand for one visible project that scares you a little  
• Make one bold career move you delayed for years  

You will not win every time.  
You win more by taking clear, smart risks than by waiting for perfect safety.  

How long will you keep calling “safety” what is really slow career decline?

I review hundreds of Senior Manager resumes every year.

The same 5 mistakes show up again and again:

1. Leading with responsibilities instead of results.

↳ "Managed a team of 12" tells me nothing.
↳ "Built and led a team of 12 that delivered $4.2M in new revenue" tells me everything.

2. Burying the number that matters most.

↳ Your biggest achievement should be in line 1 of your summary—not page 2.
↳ If you saved $3M, that's your headline.

3. Using the same resume for every application.

↳ Each role needs a tailored version.
↳ Match their language. Mirror their priorities.

4. Listing skills nobody asked for.

↳ "Proficient in Microsoft Office" in 2025 is like saying you know how to use email.
↳ Include skills that differentiate you, not qualify you.

5. Writing like a job description, not a value proposition.

↳ Job descriptions list duties.
↳ Winning resumes prove impact.

---

The Director resume isn't about showing what you did.
It's about proving what you're capable of doing next.

Most Senior Managers are one resume rewrite away from doubling their interview rate.

---

Which of these mistakes are you making?
Let me know below 👇

♻️ Repost to help someone break through.

Hands gripping the steering wheel so hard his knuckles turned white.
He wasn't having a heart attack. He was having a realization.
He couldn't walk into that building one more time.

On paper? He was a Senior Director at a F500.
In reality? He was the office janitor.
Cleaning up messes. Staying until 8pm. Missing his kid's soccer games.

No raise in 3 years. "Budget constraints," his boss claimed.
(While the company posted record profits in Q3).

He had sent out 50 applications on LinkedIn. Silence.
He thought he was too old. Too expensive. Washed up.

That's when we spoke.
He was tired. He sounded defeated. He was ready to settle.

I looked at his resume. 
It was a tragedy.

It listed tasks. "Managed team." "Oversaw operations." "Attended meetings."
It screamed "Doer."

Companies don't hire SVPs to do. 
They hire them to lead.

We deployed the LeaderUP Resume Impact Formula.
We stripped out the fluff.
We stopped asking for permission.

"Managed team" became "Led 40-person unit to generate $22M revenue increase."
We stopped talking about responsibilities. We started selling ROI.

6 weeks later.
He didn't get an interview. He got a bidding war.
Two offers. Both $60k over his current base.

But the money didn't matter.
The text he sent me did:
"I just resigned. I feel like I can breathe again."

Stop waiting for them to notice you. 
They won't.

The system is designed to keep you exactly where you are—cheap, reliable, and stuck.

♻️ Repost if you're ready to take back control.

He was invisible on LinkedIn.  
6 weeks later, recruiters called him a top 1% candidate and chased him.  

Director of Customer Experience.  
Strong track record.  
Happy teams, higher NPS, lower churn.  

On paper he looked perfect.  
Online he looked silent.  

Dead profile.  
Generic headline.  
No content.  
No views from decision makers.  

Inside LeaderUP we ran him through our 4x4 Marketing Method.  

Step 1: Niche  
• We narrowed focus to B2B SaaS customer experience  
• We highlighted turnaround stories, not task lists  

Step 2: Headline + About  
• We rebuilt both to speak in numbers  
• Revenue saved, churn reduced, teams built  
• Clear promise: “Director who turns support orgs into profit centers”  

Step 3: Profile as landing page  
• Banner for his target roles  
• Featured section with wins, not files  
• Experience written for executives, not HR screens  

Step 4: 15‑minute daily system  
• 5 minutes: comment on posts from VPs, founders, recruiters  
• 5 minutes: share one short insight from his work  
• 5 minutes: send 2–3 targeted connection requests  

After 6 weeks:  
• Profile views up 10x  
• Inbound messages from two Fortune 100 companies + one high‑growth startup  
• He accepted a Director role without a formal application  

Truth in a noisy market:  
The market cannot hire you when no one sees you.  

Treat LinkedIn as a landing page for decision makers, not a static resume, signal strength rises fast.  

What would shift in your career if hiring managers saw you as a clear, must‑interview leader before you touched the apply button?

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Chason Forehand

Paul Upton

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The Battle

Chason Forehand

Paul Upton

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