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.

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?

No alternative text description for this image

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.

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.

Shelley Piedmont, SPHR, SHRM-SCP

You've spent years building real expertise. You've solved many problems and delivered great results.
 
But when it comes time to talk about what you do, whether you're considering a career change or sitting in an interview, you can't quite put your finger on what makes you valuable. You know you're good at what you do, but you can't clearly explain why or how that matters to someone else.You're struggling because you've never stepped back to truly understand what your experience adds up to and how to talk about it in a way that makes sense to someone else.

I was a recruiter for 20 years, which means I've interviewed thousands of leaders. I've also coached 400+ mid-career professionals through career transitions and interview prep.What I've learned is this: most people know what they're good at. They don't know how to talk about it.

I work with people in two situations:

1) You're thinking about a career change.You know you need something different, but you're stuck. You're worried your experience won't translate. You're scared of starting over or taking a pay cut. You don't know how to explore options without blowing up your current stability.

I help you figure out what actually makes sense for you, then show you how to talk about your background so it sounds like an asset, not a liability.

2) You have interviews coming up, and you're not ready. When you try to explain what you do, it either comes out as a rambling career history or three vague sentences. You leave interviews kicking yourself because you forgot to mention half your accomplishments.I teach you how to tell your story in a way that's clear, confident, and actually lands. The organization has a strategy; you should, too.

Here's what's different about working with me: I've been on the other side of the table. I know what hiring managers are actually listening for. I know why some answers work and others fall flat.

For example, everyone says they're a "strategic thinker," but almost no one shows how they think strategically or what results that thinking produces. That's the difference between an answer that sounds good and one that gets you hired.

"I was feeling very lost when we started. Shelley helped me organize my plan, understand my strengths, and put an actionable plan together. I now feel ready to move forward with purpose."

"Shelley gave me different ways of looking at how I answer interview questions, which will help tremendously."

Book a free consultation, and I'll show you what's getting lost in translation. Check out the link in my contact information.

Interview the Right Way Coach

Shelley Piedmont

I can tell many of you do not know the difference between a persona descriptor and a performance descriptor.

Recruiters do, and this could be one of the reasons you are not getting interviews.

A persona describes a character or trait. On a resume, this is often a self-described title, such as "I am a creative visionary." 

The problem: Often, it is an unsubstantiated claim. Because you say it doesn't mean it is true.

Now, performance descriptors are different. They describe what you have done. Your accomplishments. You are providing proof.

Which do recruiters and hiring managers care more about? Yes, the latter.

Effective job seekers take a persona descriptor and ask themselves, "What did I do that makes me say I have this trait?"

Team Player (Used ad nauseum on resumes) → Aligned sales and product teams to hit an aggressive launch deadline.

Innovative (Subjective) → Architected a new billing workflow that saved 10 hours weekly.

Hard-working (Baseline requirement) → Exceeded quarterly KPIs by 15% for three consecutive years.

Problem Solver (Aren't most people?) → Negotiated a $20k vendor credit after a service disruption.

Your homework: Go through your resume and LinkedIn About section. Highlight your persona descriptors. Swap them out for a metric or a specific action.

Now see if that doesn't draw more interest.

-----
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Shelley Piedmont🧭

Clarity↣Strategy↣Hired For Managers to VPs • Job Search Strategist & Interview Coach • Career Coach, Job Change Advisor & Resume + LinkedIn Strategist

Don't apologize for wanting to leave a job after 90 days.

In this market, survival jobs are real. Many took jobs they knew were not a great fit to pay the bills or to stop having to look for work.

Now, you’re back interviewing, facing the awkward question, "Why are you looking again after only 3 months?"

You don't help your cause by sounding defensive or saying, "I just needed a paycheck." 

You haven't lessened the risk of hiring you.

If you can’t explain why the current role isn’t the right fit, recruiters assume you don’t know what you want. 

That isn't an interviewing problem; it’s a career clarity problem.

Position yourself as not running away from a situation that is not working for you. Instead, you are running toward a role/organization that is strategic for your career.

When you have clarity, you are no longer a risk. You are a desirable asset who knows exactly where to drive the most ROI.

Check the carousel for tips on how to stop apologizing and start positioning yourself.

📤👥If this is not your current situation, share it with someone struggling in this situation.

I have a YouTube channel. My latest video is about how to overcome being "overqualified" in an interview: https://lnkd.in/eUjkTGfb

I write about this and other job-search topics in my biweekly newsletter. Please subscribe: https://lnkd.in/er6DT_8P

If you have an upcoming interview and need help to prepare, I have a one-session Rapid Readiness interview prep service: https://lnkd.in/erMzc3Si

How To Answer The Job Hopper Question.

Nothing is more frustrating than trying to return to a company and being told "no," and not understanding why this is happening.

You didn't leave because you hated them. Maybe it was for a promotion, a better commute, or a new challenge. Now, the timing is right to go back, and you know you can do the job.

You reach out or they reach out to you. You have a great conversation with a recruiter. The hiring manager seems thrilled.

Then...nothing. Crickets.

As a former recruiter, I’ve seen this happen. I encountered something called The Block List or Do Not Hire List.

These lists can stop a return, even if you were a top performer.

Today, I am talking about:
— Why "good work" doesn't always guarantee a return. 
— How to tell if you’ve been blocked from returning.
— What you can do to uncover is you are on this list.

Here is a video where I speak more to this: https://lnkd.in/epduvtYE

Here is a blog post where I speak about block lists: https://lnkd.in/eD_VHGQb

I write about this and other job-search topics in my biweekly newsletter. Please subscribe: https://lnkd.in/er6DT_8P

📤👥You may not want to return to a former employer, but this could be happening to someone you know. Share this point with them.

Are You On A Do Not Hire List?

I've always hated the advice that a one-page resume is the only way to go.

So, I am glad my Monday Number 2 debunks this advice. 

Two is the number of pages that most resumes are these days. Not one but two.

Here is what the data shows.

Entry-level:  Nearly all stick to one or two pages, with two pages emerging as the clear winner at 60% of submissions. 


Mid-level professionals: Two-page resumes remain the standard, but three-page resumes have doubled from 7% to 15%. More experience means more to say.

Senior leaders: While two-page documents still dominate, 40% of senior professionals exceed three pages. A 20-year career can't be credibly summarized in the same space as a 3-year career.

And the interview rate for each tells what works.

Two-page resumes achieve a 3.24% interview rate; the highest of any format.
 
•     One page: 3.06% interview rate. 
•     Three pages: 2.6% interview rate. 
•     Four-plus pages: 2.12% interview rate. 

Provide enough detail to prove your qualifications, but know when to stop. Recruiters have a breaking point, and it's around page three.


Remember, length is all about relevance. It should never be a goal in itself.

Your resume should be as long as it needs to be to demonstrate you can do the job, no longer and no shorter. For most people, that's two pages. 

Cutting your most impressive accomplishments to hit one page is self-sabotage. Padding to three pages with marginal details is equally counterproductive.

Context matters more than page count.

Stop obsessing over page count. 

Source: Huntr 2025 Annual Job SearchTrends Report

Monday Number episode 2 thumbnail: Woman with hand cupped to ear in listening gesture on purple background. This episode reveals that 2-page resumes achieve the highest interview rate at 3.24%, debunking the one-page resume myth with data from over 128,000 job applications. Website: www.mycareergps.com.

You can spend your time complaining about ghosting, or understand why this is happening, so you can be a better candidate.

(I think the latter is better, but hey, your choice)

Statistics show that 31% of recruiters manage 21+ roles simultaneously. With 100+ applicants per role, that’s over 2,100 resumes to skim while juggling interviews and hiring manager meetings.

Recruiters don't want to ignore you, but they’re drowning. They are putting on their own life vests.

So how can you be a better candidate?

Remember, recruiters are not investigators.

If a recruiter has 6 seconds to look at your resume, they won't hunt for your qualifications. 

If your ROI isn’t visible immediately, the opportunity is lost. 

You have to show that you are the obvious solution to their specific problem.

So this is how you become a better candidate.

1) Place your most relevant achievements where the eye lands first. This is the top-third, or in publishing, what is called "above the fold."

2) Think like an engineer and reverse engineer a job description. Ask yourself where on the resume I addressed a bullet point.  If it’s not clear, you haven't made yourself the best solution for them.

3) You rely only on job boards and applying online. This simply isn't enough in 2026. Build relationships before you need them and connect with team members directly.

The smart job seekers don't complain about the system. That is a waste of energy.

They learn how to navigate around it.

What’s the one piece of advice you ignored at the start of your search that you now take seriously?

-----
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

"That was so exhausting."

If you’re an introvert, you’ve likely felt this after a networking event.

You feel the job search is an extrovert's game. 
You feel like you're "selling" yourself, which feels fake.
You feel you need to be someone you are not in the room to get noticed. 

But to be clear: Introverts are hired every day.

Some of the most effective CEOs and leaders are introverts. They are successful because of what they do, their value. They got their positions by showing this.

As a career coach, I see too many talented people burn out by trying to be extroverted.

Stop doing that.

Instead, I’m breaking down how to navigate the job search on your own terms, including:

Strategic networking: Why 1:1 conversations are your safe place.

Depth over breadth: Why one meaningful connection beats 25 elevator pitches.

The power of preparation: Using your reflective nature to research and strategize better than the competition.

Energy management: How to build routines that allow you to recharge after social interactions.

Think of your introversion as a competitive advantage. You just have to know how to use it.

Check this out to find out how your introversion can work for you.

📤👥If you're an extrovert, share it with those introverts you know struggling in this situation.

I have a YouTube channel. My latest video is about how to overcome being "overqualified" in an interview: https://lnkd.in/eUjkTGfb

I write about this and other job-search topics in my biweekly newsletter. Please subscribe: https://lnkd.in/er6DT_8P

If you have an upcoming interview and need help to prepare, I have a one-session Rapid Readiness interview prep service: https://lnkd.in/erMzc3Si

Introvert Job Search Strategy

Come with me to San Diego!

This will be my third year attending the Career Thought Leaders Professional Development Symposium.

Why do I go?

I learn a ton about job search and career development. As "Learner" is one of my top strengths, it is an opportunity to deepen my understanding of my profession. The more I know, the better for my clients.

It is also a great community (my Relator strength loves this). I have built great relationships with many of the career practitioners that I have met at this conference.

The lineup is great this year. A whos-who of career pros sharing their knowledge:

Alex Budak
Angie Callen, PCC, MJSC
Anthony Musso (MSW, ACRW, CCSP)
Debra Boggs
Denise Bitler, MRW, MJSC, CERW, CDBS, CHJMC, CICNC
Kathleen Dohoney, ICF ACC
Kyla Duffy
Laura Lee Ellen "Laura" Johnson, MBA, MPBS, CDBS, CICNC
Marie Zimenoff (who puts this on)
Meredith Pasekoff-Dinitz, CCMC
Paula Christensen

And many more.

So will you join me April 19-22 at the Courtyard Liberty in San Diego?

You can learn more and register here: https://lnkd.in/eqSm7d68

When I was in HR, 3-3.5% raises, across the board, were the standard. Some years there may be more, some years, a bit less, but most everyone got something.

Those days might be over. 

My Monday Number is 75%. That is the number of companies that gave raises to at least 80% of employees. 

This year, that number may be significantly lower. Many are rethinking "peanut butter" raises (where salary increases get spread across everyone like, well, peanut butter on bread). 

Instead of giving everyone a little, more firms are considering giving top performers a lot and everyone else little to nothing. 

The total raise pool isn't shrinking (it's still about 3.5%), but how it's distributed may change.

The job market is terrible for white-collar workers. With fewer openings and limited options to leave, employers have less incentive to spread raises around. Raised are going to those they want to keep. Everyone else? Well, if you are unhappy and go, they're also betting that automation and AI can fill any gaps from departures.

What this could mean:

Top performers: You might see 6-8% or higher instead of 3%.

Average performers: You might see nada. The money that used to be spread around now goes exclusively to those seen as valuable.

Those with in-demand skills: Skills scarcity could work in your favor even if you're not top-ranked.

Adding insult to injury: Jobs are no longer secure, and doing your job well may no longer earn you a raise. You need to be doing it better than your peers or bringing skills that are hard to replace.  This also means you need to document your wins, build valuable skills, and make sure your manager knows your contributions. That way, you can be put in a group they are eager to reward and retain.

Source: Korn Ferry Insights, February 11, 2026

Monday Number episode featuring Shelley Piedmont with hand cupped to ear in listening gesture on purple background. The number 75% is displayed. This episode reveals that 75% of companies gave raises to at least 80% of employees last year, but many are now abandoning 'peanut butter' raises in favor of giving larger increases only to top performers. Website: www.mycareergps.com

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Shelley Piedmont

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taplio

The Battle

David Hannan

Shelley Piedmont

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);}David Hannan's LinkedIn Performance

Performance ScoreShelley Piedmont's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDavid Hannan's LinkedIn Performance