My mission is to help executives and C-Suite leaders become more visible.

I'm a nationally recognized voice in executive resumes, LinkedIn, career, and job search strategy for workers who are 50 and over, cited as an industry expert by Fast Company, Forbes, CNBC, Business Insider, CBS News, Yahoo Finance, LinkedIn News, and FlexJobs. 

As a former engineer and senior analyst for Fortune 500 leaders Procter & Gamble and FedEx, I bring a data-driven approach to today’s most pressing market challenges. Since launching my business in 2006, I’ve partnered with major media outlets and job search platforms including The Motley Fool and Glassdoor to deliver actionable insights to broad audiences. 

Today, I've built an engaged LinkedIn following of 90,000+ with 40+ million views on my content since 2023. I’m known as a trusted advisor on age inclusion, with a dual mission: to help executives position themselves for their next great role and to help organizations engage and retain the 50+ workforce.

I offer:
* Executive resumes, executive bios, and LinkedIn profile upgrades
* LinkedIn strategies for small businesses and executives
* Best practices on fighting ageism, workforce trends, and job search strategies
* Presentations/webinars on age inclusion, LinkedIn, and resume best practices

Collaborations include:
* The ABplatform (advisory board member)
* Randstad RiseSmart (career coaching/outplacement)
* CEO Connection (board strategy for mid-market CEOs)
* Glassdoor (career expert/content creator)
* Carnegie Mellon Tepper MBA admissions (reader/interviewer)

Colleen Paulson

If you're making $250,000, a 5% raise is $12,500.
After taxes? Closer to $7,500.

With inflation, it won't meaningfully change your lifestyle, but it's just enough to feel "fair."

And for many companies, it’s a rounding error.

That's why the "peanut butter raises" trend is so interesting to me: moving away from merit-based increases and toward flat raises across the board.

I ran a poll on this 2 weeks ago.
1,400+ of you voted.

Only 9% expect a raise above 5%.
59% expect 0–2%.
32% expect 3–5%.

That’s not a long-term retention strategy.

As I shared with CNBC: Companies may not feel the impact of “peanut butter” raises right now - especially in a slow hiring market. But market's shift and people will remember how you treated them.

Top performers always know their market value.
The best ones won’t wait around.

When the market shifts, top talent will have options.
And they'll remember who valued them.

My advice for companies: Don't confuse a tough job market with loyalty. And don't mistake retention for satisfaction. I'm talking with so many folks who are "job hugging" but will move quickly when the right opportunity comes along.

And for executives feeling undervalued: Keep building your visibility. Keep tracking your wins. Keep your network warm.

Your value doesn’t change because the market is tight.
The right opportunity will recognize it.

Empowering Men to Discover their Inner Warrior // The Modern Day Warrior // Triatholon Enthusiast // Whiskey Drinker // Practitioner of Wordle // Reignite Your Warrior Spirit // Let’s Chat // 👇

I work with successful executives and founders who refuse to coast and recognize that their current operating model will not sustain their next level of responsibility.

High-performing leaders often sense misalignment long before results suffer. Decisions take longer. Execution feels heavier. Focus fragments as complexity increases.

The issue isn’t motivation, talent, or effort.

It’s structural.

Most leaders are still operating on performance models built for an earlier stage—models that don’t scale with pressure, responsibility, or complexity.

My work is not coaching.
It is a performance strategy.

I partner with leaders to diagnose misalignment, redesign execution systems, and upgrade decision-making so performance becomes sustainable and independent of intensity or availability.

We will build this work on The Warrior Performance Protocol™, a disciplined performance operating system designed to help leaders think clearly, execute decisively, and maintain authority under pressure.

Whom I Work With
• CEOs, founders, and senior executives
• Leaders with P&L, people, and strategic responsibility
• Organizations navigating growth, transition, or complexity

How Engagements Begin
All work starts with a Strategic Performance Review, a structured diagnostic to determine whether a system-level intervention is required.

No pitches.
No pressure.
Just clarity.

What This Is Not
• Motivation or inspiration
• Open-ended coaching
• Leadership theater

This work is for leaders who value structure over slogans, execution over noise, and systems over willpower.

Reclaim. Refine. Rise.

Be Extraordinarily Bold!

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The Battle

Colleen Paulson

Rob Fenstermaker

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Performance ScoreColleen Paulson's LinkedIn Performance

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taplio

The Battle

Colleen Paulson

Rob Fenstermaker

Followers

Posts

Engagements

Likes

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

Ready to grow your LinkedIn presence?

Performance ScoreColleen Paulson's LinkedIn Performance