ADHD Career Coach | Founder of Momentum — the 8-week coaching program built to get ADHD brains off the overthinking line and into a rhythm of task execution (even on low-energy days)

If you're like most senior leaders I work with, you're not stuck because you lack experience, but because locking into your next move feels impossibly heavy.

I know that feeling well.

For years, I could lead teams, close deals, and make high-stakes decisions without blinking.

But when it came to my own next step?

– Everything blurred.
– The options multiplied.
– The second-guessing crept in.

And the longer I sat with it, the harder it got to move at all.

You can probably relate:

– You can see multiple lanes.
– You can imagine yourself in all of them.
– You can talk yourself into each one if you're not careful.

But eventually, the weight of all those possibilities starts to work against you.

➝ Your story doesn't point anywhere.
➝ Your positioning feels scattered.
➝ Your confidence nosedives.

And you start asking the real question:

"𝗪𝗵𝗮𝘁 𝗽𝗮𝘁𝗵 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗺𝗮𝗸𝗲𝘀 𝘀𝗲𝗻𝘀𝗲 𝗳𝗼𝗿 𝗺𝗲 𝗻𝗼𝘄?"

Most people assume it's a motivation problem.

It's not.

𝗜𝘁'𝘀 𝗮 𝗵𝗲𝗱𝗴𝗶𝗻𝗴 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

Because when you're keeping too many options open, nothing really lands.

Once you stop hedging and lock into one clear lane, 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗱𝗼𝘄𝗻𝘀𝘁𝗿𝗲𝗮𝗺 𝘀𝘁𝗲𝗮𝗱𝗶𝗲𝘀:

➝ Your direction locks in. 
➝ Your positioning becomes clear. 
➝ Your visibility grows in the right spaces. 
➝ Your authority increases with the people who matter.

Small wins start stacking again.

Movement feels normal.

Confidence comes back online.

𝗧𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝗜 𝗱𝗼.

Through 𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺 — my 8-week 1:1 career accelerator — I help leaders in transition stop hedging, lock into one clear path, and build visibility and authority where it actually matters.

Here's what you get:

– A structure for clarity, positioning, visibility, and authority
– The accountability and scaffolding that keep you steady
– 1:1 support to reduce friction instead of adding pressure
– A 2nd brain to guide the work between calls (Persona™)

By the time the conversations start, people already understand who you are, what you bring, and where you fit.

And once you lock in?

Momentum becomes the norm.

📩 𝗗𝗠 𝗺𝗲 "𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺" 𝗶𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝘀𝘁𝗼𝗽 𝗵𝗲𝗱𝗴𝗶𝗻𝗴 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁 𝗺𝗼𝘃𝗶𝗻𝗴 𝗳𝗼𝗿𝘄𝗮𝗿𝗱.

David Hannan

Most people don't realize how easy it is to find recruiters on LinkedIn.

I shared this in a comment a while back and people found it useful, so I'm putting it here properly.

4 ways to find recruiters:

1. People + Industry search.

Run a blank search from your home page, then filter by 'People'. Inside 'All filters', scroll down to 'Industry' and add 'Staffing and recruiting'. You can also filter by 'Location' if you're looking for someone local.

2. Company pages.

Visit a company's LinkedIn page and click on the 'People' tab. Add ("talent" or "recruit") in the search field and hit run. Results will show everyone in talent or recruiting at that company (remove parentheses).

3. Jobs posted in public feed.

From your homepage, search for ("hiring" AND "JOB YOU WANT"), and filter by Posts. Add "staffing and recruiting" again under 'Industry' in 'All filters'. Now you have a list of jobs posted in the personal feeds of recruiters/employers vs doom-scrolling LinkedIn's job boards. Note: "JOB YOU WANT" is the actual job title you're searching for, like "VP of Operations" or "Marketing Director."

4. Recruiters attached to reqs.

When browsing job search results, recruiters' profiles are usually attached to LinkedIn job descriptions. Check them for profile/contact details.

Please reach out like a normal human. 

Be clear. 
Be respectful. 
Be easy to work with.

And recruiters will bend over backwards for you. 

I know I used to.

P.S. ♻️ Repost to help someone else in your network.

Helping senior leaders stop hedging and lock into one clear path | Founder of Momentum | Former $4M full-desk recruiter

10 harsh truths I learned switching careers at 50.

Thinking about a pivot? Read this twice:

1️⃣ You're not too old to change.
But you are too old to keep pretending you're fine

2️⃣ Purpose doesn't just appear.
You create it through messy action and alignment

3️⃣ Confidence won't lead the way.
But it will follow consistency.

4️⃣ Long careers makes choosing difficult.
Each option looks like the right and the wrong one.

5️⃣ Your old career isn't wasted.
It's raw material for your next chapter.

6️⃣ Focus won't magically show up.
You have to build systems that hold you together.

7️⃣ Motivation lies.
You need momentum, even tiny steps count.

8️⃣ You won't feel clear before you start.
Clarity comes after commitment, not before.

9️⃣ Reinventing yourself takes guts.
Especially when it’s easier to stay put than moving. 

1️⃣0️⃣ Progress will feel invisible.
Until one day, you realize how far you've come.

I learned these the hard way by breaking patterns I didn't even know I had. 

If I knew them sooner?

I would've spent less time overthinking and more time trusting the process.

Which one feels the most true for you?

Share below in the comments—let's compare notes.

There are only two ways to show up on LinkedIn:

1. You turn up and think.
2. You throw in the towel.

For longer than I should have, I went along with the second one.

I replied to comments that were clearly AI-generated and engaged with copy-paste slop from people I’ve known for years, telling myself it was just part of staying visible.

But it never really felt right. 

Maybe it’s my ADHD, but I’m bad at faking. 

Responding to zero-effort comments just to keep the numbers up always felt off to me.

“But Dave, you use ChatGPT.” 

Yeah, I do. Every day.

I want to be clear about something though. I make the calls. I don’t drop a prompt in and paste whatever comes out. I use it like an assistant, to help me think, shape ideas, and get unstuck.

It doesn’t replace the work.

That’s where it breaks for me. It feels like throwing in the towel. Like deciding you don’t care enough to show up anymore.

And I do care. I’m not playing along anymore.

I’m blocking people who leave obvious AI comments on my posts, the flat, generic filler that could land anywhere without changing a word. 

I’m also stepping away from the beige content cycle, even if it’s coming from people with much bigger audiences or people I’ve known since the beginning.

If my metrics take a hit or my follower count drops, I’m fine with that.

I’ve spent years building a reputation I’m proud of, and I’m not willing to water that down to inflate vanity metrics. 

I show up here because I care about the people I’m trying to help, especially those navigating real career pivots, and I’m not compromising that.

If it means a smaller room with real conversations, I’ll take it.

10 surprising job search truths I know at 53.

(that I wish I knew at 33)

1. Networking is essential.

Realize that building authentic relationships can open more doors than just handing out business cards.

2. Building a personal brand is crucial.

How you present yourself online and offline can make or break opportunities in your industry.

3. The myth of job security. 

Recognize that the concept of lifetime employment is largely outdated. Diversifying your skill set and being adaptable are your best insurance policies.

4. Self-care is a priority. 

Prioritizing self-care can enhance both your job satisfaction and performance. Ignoring this can lead to burnout and reduced productivity.

5. The value of cultural fit. 

While high salaries or brand-name companies may seem attractive, finding a workplace where you fit in culturally can be equally, if not more, important.

6. Facing ageism. 

Discrimination based on age is a real challenge; staying relevant and adaptable are keys to overcoming it.

7. The importance of time management. 

Understand that being busy isn't the same as being productive. Effective time management is a crucial skill for a fulfilling career.

8. The power of negotiation. 

Whether it's your salary, role, or benefits, strong negotiation skills can significantly impact your path.

9. More than just job titles. 

There's more to job satisfaction than just your title. It's about work-life balance, company culture, and a sense of purpose.

10. Financial planning is a necessity. 

Planning for financial stability is essential, whether for retirement or navigating potential job losses.

The only thing I'd change? 

Start believing them sooner.

PS. What would your #11 be?

10 Job Search Truths I Learned the Hard Way

I turned down $3k and a new client in January. 

Zero regrets.

A Head of Comms DM’d me about working with me. 

Before I responded, I checked their comment history.

Three scrolls in, I found him going off on a recruiter I know. 

Not pushing back or disagreeing respectfully. 

Just mean.

The kind of mean that tells you exactly how someone shows up when things get hard.

Guess what? Coaching’s hard, too. 

On paper, he was solid. But I’m not working with him.

It’s the reason I read beyond someone’s headline. 

Your comments are the realest thing on your profile. 

They show me how you treat people who disagree with you, what you sound like when you’re tired, the version of you nobody’s edited.

I’ve left frustrated comments too, but there’s a difference between saying something’s broken and being rude about the people who don’t see it your way. 

Here’s what I notice with people stuck in their search.

They’re pointing outward. 

All recruiters are idiots. 
Hiring managers are clueless. 
Their last boss was a scumbag.

And that outward pointing keeps them stuck.

Because it’s not about any of those people, it’s about misplaced anger. 

If you’ve been unloading in the comments, do something this weekend. Go through your activity and look at what you wrote.

Ask yourself if that’s someone you’d want to hire. If the answer is no, clean it up.

Not because I’m watching, and many won’t notice. 

But you will.

The person who shows up Monday with a cleaner feed moves differently. 

That person gets callbacks.

You can tell the truth and be smart about it. You can be frustrated and also be someone you’d hire.

I get it, a job search is hard.

Just don’t be a dick about it.

Your reputation’s tied to every single comment.

And it’s why I check them every single time.

PS. Got you thinking about that comment, didn’t I?

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The biggest networking mistake senior leaders make on LinkedIn.

Ever sent a cold DM asking to pick someone's brain?

Of course you have. Who hasn't?

Here's what's happening on the other end: You're asking a stranger for help. For time. For attention. 

And they don't know you yet, so it feels icky.

What actually works is totally different.

Instead of reaching out to that person directly, show up in the rooms where they're already hanging out. 

And I'm not talking about sliding into their DMs. 

I'm talking about finding content that connects:

Could be from a recruiter. 
Could be from a company posting. 
Could be from a thought leader in your space. 

Something that actually resonates with you.

Then you engage in the comment thread. 

Real engagement. 

Not "love this" or some anemic platitude.

You add something to the conversation. Show up where others are already discussing the same stuff.

Do that over and over. Ten, twenty times. 

In the spaces where the people you want to know are already present.

Here's what happens: You become visible. People start recognizing your name. And then—this is the key part—you start becoming familiar. 

That familiarity builds trust. 

And once you've got trust, that's when you can actually reach out and have a real conversation.

It's the relationship rule of three:

Comments boost visibility. 
Visibility leads to familiarity.
Familiarity is the key to trust.

And trust is when you can start picking brains.

P.S. ♻️ Repost to help someone else in your network.

Everything possible makes you impossible to place.

I was on a call the other day with a VP of Engineering.

As he walked me through his background, I remember thinking everything made perfect sense. 

But I also couldn’t follow where he was going with it.

He talked through his roles, the scope, and the kinds of problems he’d been brought in to solve. 

Every part of it added up, but at the same time, each answer opened into another direction he could also see himself taking. 

Deeper technical lanes, operations, and CTO roles.

It all stayed a little too open.

At some point, I asked what he was aiming at next.

He started answering, then stopped. Changed the title. Backed into it, adjusting the wording as he went.

You could hear him trying to say something specific without closing any other doors at the same time.

Nothing was broken, but it’s the part people miss. 

Recruiters were still taking his calls, and yet the whole thing felt heavier than it should have.

What was getting in the way wasn’t experience or credibility, but carrying too many possible futures at once and trying to keep them all alive in the story.

And when everything stays possible, it’s impossible for anyone listening to know where you’re heading.

Honestly, including yourself.

Last week a client said, "I could do any of these five things."

That's where most people get stuck.

I've been sitting with a lot of people whose background just makes sense. 

They've got the experience, and they've done some pretty cool things, but then you ask them what they want next, and there's this shift.

They can talk for twenty minutes about what they've done. 

But when you ask, "So what's the next move?" something happens. It's like they suddenly realize they're choosing which version of themselves to lead with. 

Not which job, but which identity.

One version is the operations person. The systems builder. Another is the people leader. Hired well and trained people up. And then there's the strategist. The one in the room where decisions got made.

They're all real, and they've all got proof.

But when they try to hold onto all of them, their voice changes. There's this hesitation. 

I'll hear it when they talk about what they want next. They'll start clear and then it softens. "Or I could also..." shows up mid-sentence.

It's not a confidence thing because they know they're capable. It's just that their story doesn't actually point anywhere. It sits there in all directions at once.

A hiring manager can hear that. 

They hear the capability, the experience, but they don't hear where the person is actually trying to go.

It's not that any one version is weak, they just haven't decided which version is actually driving the ship yet.

So everything stays flexible, and everything stays technically true.

And why they're stuck between all five.

PS. The first in your list is usually the one.

Defending my team didn’t rattle me, the train ride home did.

This was 2018, back when I was still recruiting.

I had to push back on senior leadership about something that would have landed badly on my team. 

In the room, I kept it together. I listened, took notes, tried not to react. They said I handled it well.

But on the Metro-North ride home, I felt completely detached, just staring out the window. 

I got home and shut down, and the next couple of days took more out of me than I thought.

When you’re the one carrying the weight in the room, you don’t really get to fall apart.

You regulate yourself, you absorb what’s coming at you, and you try to make it usable for everyone else.

That’s how you end up in bigger rooms.

It also takes something out of you.

Before that meeting, I’d already rehearsed what I was going to say and run the objections in my head. 

While I was sitting there, I wanted out, but I kept it together because that was the job.

None of that shows up on a resume or in a performance review.

When I talk to senior leaders now who are between roles or thinking about their next move, this is usually the part that doesn’t come up.

They’ve been carrying that weight for years, and it just feels normal.

The calm exterior, and underneath it, a steady internal burn rate.

You don’t really notice it while you’re still in it.

Sometimes in a career transition, the exhaustion’s been building long before the search even starts.

P.S. What other parts of leadership don’t get airtime?

This is some of the best news I’ve heard on automated/AI generated comment moderation come out of LinkedIn in ages. 

This will have a direct impact on all the big name accounts who’ve relied on engagement pods to boost reach through automated comments. 

Christmas came early. 

LIAM DARMODY — LFG!

Back with a Friday update - today, it's about a comments and the steps we are taking to keep the conversations in the comments authentic and helpful. 

tldr: Automated comments - comments submitted to LinkedIn via a browser extension, script, or third party tool, without human action involved in clicking the “comment" button - are not allowed on LinkedIn. Instead, we want to focus on the comments that are authentic and spark genuine conversations.

Founder of The Strategic Student

College is a big investment. I help students get a return on it.

Students invest time, money, and energy into college, but many graduate with uncertainty instead of job offers. Why? Because earning a degree isn't enough to stand out in today's market — you need a strategic approach to identifying and leveraging the right opportunities your tuition buys you access to.

That’s where I step in.

I provide practical advice, 1:1 coaching, and workshops to students so that they can create a purposeful college strategy.

One that turns their degrees into offers. 

—

• Weekly Content (Mon | Wed | Fri — Make sure to hit the bell!)
• 1:1 Coaching to College Students and Career Services Staff
• Workshops to College Students and Career Services Staff

—

I've partnered with 35+ universities (including UCLA, Cornell University, and UT Dallas) to lead workshops on college strategy, internship / job search tactics, and other career readiness topics. 

And I'd love to partner with you too!

My most popular workshops:

"Leveraging LinkedIn as a College Student"
"Internships that Count" 
"Using AI in Internship and Job Search"
"College by Design" (Ideal for first-year and sophomore students)

—

Interested in learning more about my services? 

Check out my website at www.thestrategicstudent.com or DM me "Strategic" and I'll share the full details!

Lasse Palomäki

Your college tuition is like a gym membership.

Paying for it doesn’t make you career ready, just like paying for a gym membership doesn’t make you strong.

What makes you career ready (or strong) is actually using the resources you're paying to have access to.

At the gym it’s the equipment, accountability, and trainers.

In college it’s the involvement opportunities, campus resources, and faculty and staff.

→ Build relationships with your professors
→ Take advantage of free certifications
→ Use your student status to network
→ Seek internships and externships
→ Conduct informational interviews
→ Join / lead student organizations
→ Consult with career coaches
→ Participate in case studies
→ Become a student leader
→ Attend employer treks

The list goes on.

If going to class is the only thing you're doing, you're missing out on 90% of your potential ROI.

You wouldn't pay for a gym membership to use just one piece of equipment, so don't do it with college either.

When it’s time to get on stage and flex your muscles, your audience (= recruiters) can tell how much work you put in.

Lasse Palomaki

I help college students turn their degrees into offers | Founder @ The Strategic Student | Led career workshops to students at 40+ universities | Associate Director of Career Services | Speaker

A common cause for not landing internships:

Self-rejection

I’ve seen many students not apply to roles because…

• ”I don’t meet all the qualifications”
• ”There will be so many better applicants”
• ”I’ve never worked on those kind of projects before”
• “It’s too late now — all the roles are already filled"

These thoughts don’t just discourage you from applying.

They guarantee you won’t get the role.

So let’s flip the script.

• “I can apply even if I don’t meet all the qualifications”
• ”I'll learn to tell my story and what makes me unique”
• ”I'm excited to try new projects and learn new skills”
• “I’ll keep checking — new roles are regularly posted”

Now you’re giving yourself a chance. 

The reality is that they’re going to hire someone. That might as well be you. 

But only if you apply. 

So don’t make the decision on the recruiters’ behalf. Apply and let them decide. 

You might just be surprised with the outcome. 

—

PS: First-year students — this applies to you too. Even if you’re not the ideal candidate yet, applying now builds your application skills (e.g., resume building, networking, and storytelling).

An added bonus? 

Reading job descriptions early on gives you insight into the skills/knowledge you need to develop to become a competitive candidate for your target roles down the line.

You’re not just applying for today. You’re preparing for tomorrow.

By the time sophomore or junior year rolls around, you’ll be way ahead of the game.

Students, connect with your career services team members on LinkedIn. It's one of the lowest-effort ways to get more out of your career services.

• They'll see your updates, learn more about your path and goals, and can even act as cheerleaders in your comments (which builds visibility to their network too) 
  
• You'll see the career events, job and internship postings, and career advice they share (they do this a lot)
  
• You'll see the content they engage with — accounts, advice, and career resources you might not have found on your own

All in all, strong ROI for a small time investment.

If you haven't met with them before, send a short connection note. Something like:

"Hi [Name]! I'm a [major] student at [University] and would love to connect. I'm currently exploring opportunities in [field/industry]. I’m working on being more proactive with my career planning this semester!"

(There’s no single “right” way to write this — this is just a simple example.)

Not sure who to connect with? Google “[University] career services staff” and start with the advisor aligned to your major or career interests. Most offices list their team by specialty.

And yes — then take it one step further by scheduling an actual career appointment after you connect.

—

PS. Before connecting, make sure your profile is up to date and your university is listed in your education. 

Need help updating your profile? Check out my free LinkedIn profile guide for students here: 

www[.]https://lnkd.in/eH8xfRXm

The most common cover letter mistakes I see: 

(After reading hundreds of student cover letters)

But first a quick note: There’s no single right way to write a cover letter — different formats and approaches can work.

That said, there are certain pitfalls worth avoiding — and these three are a good place to start.

(Each pitfall includes real examples I’ve seen.)

—

1. Talking about what the role can do for you, not what you can do for the company.

It’s great that you want to grow and learn — but many students write as if the main goal is their development, not the employer’s needs.

• “I want to build my knowledge in the finance field.”
• “This would help develop my skills in digital marketing.”
• “I believe this internship would help me a lot and launch my career.”

It’s fine to mention your learning goals briefly, but if every sentence revolves around what YOU hope to gain, the focus shifts away from the organization.

Employers aren’t hiring just to help you grow (though that’s part of the dynamic) — they’re hiring because you care about what they do and can help them do it better.

A stronger approach is to explain your interest through the lens of the company’s work (why their mission, clients, or projects excite you) and how your background aligns with that.

For example: “I’m drawn to this role because of your team’s focus on sustainable business practices and green energy initiatives, which aligns with my experience leading a campus initiative to reduce waste in student housing.”

—

2. Saying “I feel” without substance.

• “I feel I’d be a great fit for the position.”
• “I feel that I’m a fast learner and good with data.”
• “I feel this would be the perfect opportunity to learn more about marketing.”

Phrases like 'I feel' can weaken your message if they take the place of proof. The better approach is to anchor your confidence in evidence.

For example: “With experience managing social media strategy for two student organizations with 5,000+ combined followers, I’m confident I can support your marketing team’s content calendar.”

—

3. Listing skills without showing why they matter for this specific role.

Students often list skills without explaining how they connect to the position or the company’s needs.

• “I have strong communication and teamwork skills.”
• “I’m detail-oriented and organized.”
• “I’m proficient in Excel and Google Sheets.”

Those are fine — but why do they matter here? How do they help the team you’re applying to join? That’s what employers are looking for.

The right way is to show context: link each skill to something that demonstrates its relevance to the role.

For example: “Using Excel, I helped my research team identify data discrepancies and improve our final report’s accuracy — a skill that aligns well with the analytical demands of this internship.””

—

Bottom line: Many students write cover letters like a wish list. The ones who get interviews write them like a value proposition.

11 of my favorite informational interview questions: 

(Students in all majors can use these)

Most students have heard of informational interviews. Many have even done a few.

But too often, they default to asking vague, recycled questions that lead to little clarity.

Let’s change that.

—

11 of my favorite questions below.

(Don’t use these just because I like them — pick and choose the ones that align with your goals, are relevant to your situation, and that you can act upon.)

— High-ROI questions about the person:

1. What qualities, skills, or routines do you believe have contributed most to your professional success?
2. What were some of the biggest challenges you faced early in your career, and how did you overcome them?

— High-ROI questions about the role:

3. What skills are essential for success in your role and how would a college student start to develop them?
4. How do you measure success in your role?

— High-ROI questions about the organization:

5. When you think about the colleagues you've seen thrive in this organization, what qualities come to mind?
6. How does the organization support employees’ professional development and growth?

— High-ROI questions about the industry:

7. What innovations, technologies, or new laws/regulations are having (or will have) the most significant impact on this industry?
8. How do you stay informed about news, new developments, and trends in this industry?

— Other high-ROI questions:

 9. What skills or knowledge do you think are underrated in life and career but are crucial for success?
10. How do you handle setbacks or failures in your career?

— The one question you should always ask:

11. Based on our conversation, is there anyone else you recommend I should connect with?

— Bonus (ask only if you actually want to reconnect): 

12. Would you mind if I reach out to schedule a follow-up conversation for us in a few weeks’ time?

—

Are there other fantastic questions? Sure there are — this list is just a sample. 

(Add your favorites in the comments!)

But whatever you do, do not ask questions you can easily find the answer to through a quick search on Google, LinkedIn, ChatGPT, etc.

• “What roles have you held in your career?”
• “Who are your company’s competitors?”
• “What does your company do?”

These add little value to the conversation and suggest you didn’t do your homework (not a great look in a professional setting).

—

PS. Want more informational interview tips for students? 

Check out my full Informational Interview Guide for college students. 

It shows students how to: 

Find and reach out to their target people
↳ LinkedIn and email outreach templates included

Prepare and ask high-impact questions
↳ 50+ example questions included

Lead conversations with confidence 
↳ 10+ page prep workbook included

Leverage gained insights to advance their career
↳ Post-interview reflection prompts included

Check it out here: https://lnkd.in/ekMfM9Ev

Job search isn’t some task you do at the end of college.

It’s a four-year process of building credibility.

It starts when you choose a college.
When you pick a major.
When you join a student org.
When you land an internship.
When you interact with professors.
When you take on a personal project.
When you participate in a case competition.
When you engage alumni in informational interviews.

Those moments are the job search — not the moment of hitting “Apply.”

Because here’s the reality: by the time you hit “Apply,” 90% of the work that moves the needle is already done.

Applications are just the output. The last-mile delivery. The display cabinet of your qualifications.

The inputs are the years of action that came before.

Every skill, project, and experience you build now makes your future application easier to write — and harder to ignore.

And if you never build them, it becomes harder to write — and easier to ignore.

So if you want job search to feel less stressful later, treat it as a long-term process that starts the moment you step on campus.

Because whether you realize it or not, that’s when the process starts. If not for you, then for the students competing for the same roles you want.

No reference, interview, or thank-you note will help you stand out if the foundation isn’t there.

So start building it now. Don’t give others the head start.

Pop quiz for college students.

Try to answer these questions about your target career:

 1. What entry-level roles exist in this field?
 2. What skills are critical for these roles?
 3. What certifications are valued in this field?
 4. What tools or software are commonly used?
 5. What do typical projects and challenges look like?
 6. What does the typical career path look like?
 7. What relevant professional organizations exist?
 8. What trends are shaping this field?
 9. How is success measured in this field?
10. What is the occupational outlook for this career?

How did you do? 

If you struggle to answer these, I encourage you to dive deeper through research, informational interviews, etc. 

Why? 

Because if you want to land your target career, step one is understanding what to expect and what’s required to get there.

Only then can you be purposeful about truly targeting it. 

So figure out answers to these questions, and then do a gap analysis:

• What key skills/knowledge do I already have? 
• What key skills/knowledge am I missing? 

Now you know what you need to work on. 

From there, it's about taking purposeful action to bridge those gaps.

Do this, and you'll be ahead of most of your peers applying to the same roles.

—

P.S. Not sure what your target career is yet? Check out my free Career Exploration Guide for students below: 

https://lnkd.in/ekMfM9Ev

(Found under the "Other" section)

What does it mean to "create your own experience" in college? Here’s a great example:

A college senior I was working with wanted to land a social media marketing role after graduation.

The problem? She hadn’t built any real experience in that space.

With six months until graduation, she wanted to find a way to build some.

Here’s what she did:

1. Found a local animal shelter with poor online presence
2. Offered to help improve their social media strategy
3. Got to work (for free)

She applied what she had learned in marketing classes (and filled the gaps through free online courses).

Six months later:

• Took the shelter from 1 to 4 active platforms 
• Boosted their follower count significantly 
• Helped increase pet adoptions through better reach

All this using the exact skills her target roles were asking for:

• Audience research 
• Content strategy 
• Social media marketing

The result? 

A relevant experience she could speak to confidently on her resume and in interviews.

Was she an expert? No. Was everything she did perfect? No. She still had a lot to learn.

But it helped the shelter attain real, positive outcomes. 

Here’s the point: 

There are more ways to gain experience than getting an internship. 

One way is to create it by solving problems around you.

You can start by looking around your local community:

• Nonprofits 
• Small businesses 
• Community centers or events

Many don’t have in-house experts for things like social media, data, or content. And many are still running on outdated systems.

They need help. You need experience. 

That’s a win-win.

Maybe they’ll pay you, maybe they won’t. But either way, the ROI is real if it helps you land your next opportunity.

—

A couple of final thoughts:

1. Don’t just show up and say, “I want to help!” 

Do a little homework first. Review the organization’s website, social media, or physical location. Identify a few gaps or opportunities. Then approach them with a short, clear proposal: what you noticed, what you’d do, and how it could help. Make it easy for them to say yes.

2. This example was about social media marketing, but the same concept applies to any field. 

Web development. Graphic design. AI automation. Data analysis. If you already have some skills, apply them. If you don’t, start learning through free courses and small personal projects. Then go put those skills to use.

Want to stand out in your internship interviews?

Use confident language.

What does that mean? 

It means not undermining your own experiences and stories with words that lack confidence. 

Here are some of the usual suspects I hear in mock interviews with students: 

(And what you should say instead)

"I think / feel like..."
↳ "I'm confident that..."

"I was just a volunteer, but I..."
↳ "I had a great volunteer experience, where I..."

"Not sure if that makes sense"
↳ "Let me know if I can clarify anything!"

"It wasn't really a real job, but I..."
↳ "I gained valuable experience in my role as..."

"I'm sorry if I was rambling"
↳ "I hope that provided a good picture of the..."

"This might be a dumb question, but..."
↳ "I'd love to learn more about..."

—

Bonus: 

Be mindful of "We" statements v. "I" statements. 

Your goal is not to just highlight what your team did or achieved, but what YOUR individual actions and responsibilities were that contributed to that success. 

Compare the two examples below:

• "We organized an event that had 100+ attendees..."
• "I led the marketing efforts for an event for 100+..."

One highlights your team's efforts, the other highlights your individual contributions.

Bottom line: your language matters. Your words either reinforce confidence — or quietly undermine it.

And that can make all the difference in an interview.

Excited to keynote this fantastic career event at Menlo College next month!

Career Connect Day 2026 is right around the corner here at Menlo College 💼

On Wednesday, March 11, 2026, students, alumni, and industry professionals will come together for a full day of networking, career exploration, and professional development with no classes held so students can focus entirely on their career journey.

From 7:30 AM to 3:00 PM on campus, students will:
✅ Engage with employers across mental health, business, technology, life sciences, and innovation
✅ Attend breakout sessions led by experienced professionals
✅ Hear from keynote speakers Christina J., Senior Director of Inclusion & Culture at the San Francisco 49ers, and Lasse Palomaki, Founder & CEO of The Strategic Student
✅ Participate in a Career Fair connecting them with internship, part-time, and full-time opportunities

Employers represented include Enterprise Mobility, Northwestern Mutual, BMW Group, TechEquity Ai, Silicon Valley Clean Water, Kadiant, Shashi Hospitality Group, and more.

7:30 - 8:30 AM - Breakfast (Dining Hall)
8:45 - 9:45 AM - Breakfast Keynote (Dining Hall)
10:00 - 11:30 AM - Morning Sessions (Florence Moore)
11:30-1:00 PM Lunch & Keynote Presentation (Dining Hall)
1:00 - 3:00 PM - Career Fair (Haynes-Prim Pavilion)

Career Connect Day reflects Menlo College’s commitment to career readiness, access, and meaningful industry connections. Thank you to our sponsors - Enterprise Mobility, Mark Herold Wines, Vector Marketing, and Northwestern Mutual San Jose - for supporting this impactful experience.

Send us a DM if you’d like to learn more about how you can participate this year or next. We’re excited to welcome everyone on campus and continue building bridges between education and industry!

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