Helping job seekers revitalize their networking strategy in Q3 | Conversations > Applications ✌️

I help job seekers unlock $100K+ roles by mastering the story that sells. Conversations ​> Applications // Career Coach // Resume & LinkedIn Writing // Job Search Strategy

I believe you should be able to obtain your career dreams and that’s what I help professionals do. 

My clients have landed roles at Oracle, Deloitte, EY, Tata Consultancy, JP Morgan, Goldman Sachs, Eaton, Salesforce, KPMG, PWC, Dell, Higher Education or started their own venture 😌

But, landing your dream role doesn’t happen by chance, or with me creating an offer letter for you. My most successful clients know it takes hard work, patience, and perseverance.

The results? Massive career pivots, finding clarity in what you wanted to do, landing your target role in 2 months, and getting 2x your current salary. 

Ultimately, the people I work with feel respected, valued, and paid fairly in their career path.

I am a career coach guiding frustrated mid-career professionals to their target roles by teaching them to have the right conversations with the right people

For brand partnerships or creator collaborations, reach out anytime: dominic@dxconsults.com

Sick of hearing from me?  Scroll 👇🏼  to see what my clients have to say

Who am I and why should you listen to me?

I was an underdog, I never had the perfect GPA, experience, or stories to tell and I still broke into the #1 professional service firm in the world. Before that, I spent time in public accounting, start-ups, and fortune 500 companies.

I sat behind the scenes in HR and watched resumes pile in, held phone screens and reference checks, and interviewed candidates, and rejected candidates (yes, all while utilizing an ATS). 

I’ve seen how treacherous the job searching process can be; automated rejections, ghosting, 14 rounds of interviews, and 250 applications a week. I don’t want you to have to live in the process that every candidate believes to be normal.

Born and raised in Cleveland, I took an unconventional path: four years in Austin, an unexpected detour living in Indonesia, and now a return to Austin where the weather is elite and the tacos are dangerously good.

My time abroad gave me perspective, my time in Cleveland gave me grit, and Austin has given me the space to build a business around helping people do work they love. I still root for the Browns (against all odds), and I’m usually running, creating, or hanging with family and friends when I'm not coaching.

Dominic Imwalle

Sending another application today? Cool.

Just know that hitting 'submit' isn't the win you think.

Here's the thing: applications feel productive.
They're measurable. They're safe.

But they're not moving you forward 👇

STEP 1) Redefine your finish line

- Stop counting applications sent. Start counting conversations had. One real conversation with someone at your target company beats 20 cold applications every single time.

- The goal isn't volume, it's connection.

STEP 2) Pick one person this week

- Find someone doing the work you want to do. Someone who's been where you're trying to go. Reach out with a clear, specific ask. "I'd love 15 minutes to learn how you approached X" works better than "Can I pick your brain?"

- Make it easy for them to say yes.

STEP 3) Show up prepared

- Don't waste their time with questions Google could answer. Come with insight. Share what you've learned about their company, their role, their challenges.

- Ask how they'd approach a problem you're thinking through.

- This isn't an interview, it's a conversation between two professionals.

STEP 4) Follow through

- After the call, send a thank you. Share something useful.

Stay visible. The relationship doesn't end when the Zoom closes.

- People refer candidates they remember, not resumes they forgot.

The application makes you feel busy. 
The conversation makes you memorable.

Leave  the dopamine hit of clicking 'apply' behind. Start building the relationships that actually open doors.

One conversation this week. That's the finish line that matters.

Go find it ✌🏼

Platforms don’t hire you, people do | Creating content to make your search go a level deep than “easy apply” | Career Coach

Get out in the world. 
Go do things you enjoy. 
Go push yourself to tears. 
Go hang around people you love.

The world is waiting for you.

Houston. Thank you 🤝

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I love obsessively preparing for interviews. This week alone, my clients have 8 screening calls lined up.

Here's what changes everything in that first conversation:

Understanding if you're speaking with an operator or a gatekeeper.

Gatekeepers (recruiters, HR, coordinators) manage the process.

Ask them:
- Clear, practical alignment questions
- Role scope and expectations
- Interview flow and timeline

They help you understand if this company will be right.

Operators (hiring managers, embedded team members) own the work.

Ask them:
- Real constraints and tradeoffs
- Execution-focused questions
- What success actually looks like

They help you demonstrate credibility and gather signal.

"Why am I bombing screening calls?"

- You're treating every conversation the same.
- You're missing who holds what information.
- You're asking the wrong questions.

Tailor your questions to who you're speaking with.

One lens. Two approaches.

That's how you win the first chat.

Platforms don’t hire you, people do // Creating content to make your search go a level deep than “easy apply” // Career Coach

Most people think more interviews means they're closer to landing the role.

But I spent 30 minutes with a marketing leader who had 20+ years of experience.

They'd landed 10+ interviews in the last 2 months.

- Recruiters were reaching out constantly.
- Their resume was working.
- Their network was active.

But none of these interviews were converting.

So I told them to do one thing:

You don't need to do more.
You just need to slow down.

If recruiters are calling, your profile and experience are already working.

Now the goal shifts.

Make sure the role works for you.

Use those calls to evaluate, not just impress. Ask questions that guide you closer to what they actually need.

Your job is to be curious.
To see if this is the right place for you.

There will be a moment to pitch.

And you'll know when it comes because of your expertise.

The people getting offers?

They're not just answering questions.
They're asking the right ones.
They're treating interviews like conversations.

Because when you have the experience and the interviews...

The missing piece isn't more activity.

It's more intention and curiosity. 

Conversations > Applications

Platforms don’t hire you, people do // Creating content to make your search go a level deep than “easy apply” // Career Coach // Conversations ​> Applications

If you’ve been in your career for 5, 10, or even 15 years and still get that nervous feeling before sending the first message, you’re definitely not alone.

Friendly reminder: You're not going to get blacklisted for sending a message.

Here's what actually happens:

When you reach out to someone:

1. They ignore it (most common)
2. They respond politely
3. They connect you with someone helpful

That's it. No blacklist. No consequences.
The downside you're imagining doesn't exist.

Of course, spamming 100 people won't help.
But a courteous, specific message? That's normal.

The mindset shift:

Fear-based: "What if I bother them?"

Offense-based: "They're one message away from helping me."

Your work speaks for itself.
And you've built a pretty awesome career.

Send the message and have a Friday 🤝

Some LinkedIn profiles circulate job openings, yet have no connection to the actual hiring team (I honestly love to see it)

I've been suggesting this in all of my coaching sessions recently... take the role/company/title you're going after and hit the LinkedIn search bar but instead of filtering on JOBS filter on POSTS. 

You'll have to sift through junk, but you'll also run into a team hiring posting about a role. Multiple people who sit around it are commenting, liking, and sharing with their network. 

A perfect moment for you to swoop in, drop a comment, a message, and a reason why this role is in your lane 🤝

There’s an overlooked edge to attending local events - most people never discover it.

Like most people, I get nervous or am not sure what to make of getting in-person at an event (especially solo). But immediately after, I'm flushed with excitement or energy about what came out of it.

And... I realized this is happening for the folks I'm working with.

Don't miss out on tapping into the folks around you 🤝

A client reminded me of something I've been doing wrong for years.

We see posts that resonate.

But we scroll past them anyway.
Telling ourselves we'll come back later.

I've lost count of the posts I meant to comment on.

The connections I could've made.
The conversations that never happened.

Here's what I've learned:

- That insight that clicked? Respond immediately.
- That moment of connection? Don't let it pass.
- That person you admire? Tell them today.
- That post you loved? Comment now.

The real cost?
Missing out on relationships.

- How many people never heard your perspective?
- How many conversations died in your drafts folder?
- How many connections slipped through the cracks?

I'm consistently amazed by what happens when I just hit send.

For you, if commenting feels uncomfortable, start small.

It pays to engage with content that moves you.
Pays more to believe people want to hear from you.

Because they do.

The only mistake is convincing yourself otherwise.

Stop saving posts for later.

Start building connections now ✌🏼

Never underestimate getting together with people. 

Whether it's a group of friends, alumni, or the chance to run into someone you haven't met. You won't regret going out into the world.

Texted a few fellas on Wednesday, pulled them over to an event last night, and had a ton of fun catching up. 

S/o St.Edward's University for the awesome Hillhops event, probably one of my favorite events I've seen y'all do for #seualumni

I predict career coaching will grow over the next 10 years as organizations have less and less people who care about the growth of those beneath them. They won't spend the time to develop their people because AI was supposed to replace their job. 

Coaching doesn’t replace managers, it replaces the development that no longer exists.

There will be plenty of networking conversations where it seems like nothing came from them (20+), until the one conversation that changes everything. 

Those 20 get you ready for the ONE. 
Keep finding new people.

I keep seeing incredible companies share they “can’t find good talent.”

Meanwhile, they’re buried under 700 resumes from people who never should’ve applied in the first place. Not because the candidates are bad but because the hiring system rewards volume, not fit (right now).

(S/o people and agencies not reading the job description, knowing the role, or what the company needs in this stage.)

The people who actually win roles?

They don’t play the application game.
They study the business.
They build a point of view.

They reach out like operators, not applicants.

I say this because you can still be different by trusting your gut. You've worked in a field for years, you have a unique perspective, tie it back to the company + what you plan to solve, and work like h*ll to get it in front of someone who cares. 

Companies aren’t ignoring great people.
They just never see them.

I did it this weekend but wanted to do it again with a twist. 

Along with 2 talented professionals, I'm highlighting 2 roles I absolutely love and believe the hiring team did a great job explaining what they need. 

S/o Parq and RevenueCat for putting out solid roles + have a brand I remember in Austin. 

The next home run hire isn't sitting in an ATS. 
They're 1-2 conversations and introductions away.

Right under your nose 🤝

https://lnkd.in/g6Nkz4iM

s/o the note from my mom, hats on, lets get to work. 
s/o Neutonic for keeping me fueled up.

Job search coaches selling guarantees:

- "Follow my 30-day system for guaranteed results"
- "Apply to 100+ jobs and you'll land something fast"
- "Watch these videos and get hired in 45 days"

These promises lead to:

- Burnout from mass applications.
- False expectations about timelines.
- Frustration when reality doesn't match the hype.

I don't sell guarantees. I use data to set real expectations.
(my clients can tell you this is one of the first pieces we cover)

Huntr just released their 2025 job search trends for Q4. 
s/o Sam Wright for keeping me up to date.

Here's what matters:

1) Median Time to First Offer: 83 days

That's roughly 3 months from search start to offer. Don't mess around with this timeline - put people on notice and include your network early.

2) Job Search Timeline: 12 days per interview stage

Never leave an interview without understanding their urgency or process. I don't want you waiting 12 days to hear back (or never at all).

3) Applications Before Offer: The 100+ club exists

But they're going mad in the process or paying someone to spam applications. I'm still slowing down the folks I work with - and it's working.

We don't do 25-application weeks. Nearly 38% of successful job seekers secure a role within their first 30 applications.

The harsh truth:

There are no guarantees in this market.
But you can use the data to show up smarter tomorrow.

If you're tired of chasing false promises in the job hunt, shoot me a message and let's see if we can find the right person to support you. 

(might not be me and there are a ton of great coaches here)

Endlessly scrolling through LinkedIn won’t guarantee you more interview calls.

1 massive misconception I keep seeing  -  thinking hours on the platform = interview invites.

Why it keeps you stuck instead of moving forward:

1) You confuse activity with actual progress
2) You lose consistency chasing perfection
3) You burn out trying to "do more" ("easy apply")

People respond to candidates who:

- Stay top of mind
- Show up regularly
- Build trust through repetition

So if you're exhausted (or feeling behind):

- Let small actions compound over time
- Message 2 - 3 people per session
- Track who you've reached out to
- Set 15 minutes, twice a week
- Focus on quality over quantity

Because your consistency → creates the leverage that sporadic effort never will.

"Do I need to be on LinkedIn all day?"

1) No.
2) It starts with showing up on your terms.

Build your outreach so you can:

1) Create momentum
2) Trust the process
3) Stay visible

If your goal is to land interviews without burning out...

- Play the long game
- Control your schedule
- Shift from hours to habits

People want to hear from you.

Act accordingly 🤝

Here's what I tell people interviewing this week:

"Go have some fun in there."

They invited you for a reason.

Most candidates walk in overthinking:

"What if I mess up? What if they don't like me?"

But that mindset kills your energy.
Instead, remember why you're in that room:

↳ They want to see who you really are.
↳ They believe you can do the work.
↳ They're deciding if you fit the team.

Prepare your questions.
Study who's across the table.
Practice the stories that show your best work.

Then let it fly.

People hire folks who believe in themselves, work hard, and enjoy the process

If you're serious about landing this role, show up as someone they'd want on their team.

Confidence starts with you ✌🏼

I will be your random guy on LinkedIn every single day of the week. 

S/o LinkedIn for giving me a platform.
Blue badge or not, I'll be here rocking 🤝

Founder @ SalesBrand | LinkedIn executive brand and content consultancy | Over half a billion organic LinkedIn views

The LinkedIn Top Voice blue badge summed up in two images.

1. Mel Robbins: world famous author and writer, sold millions of books, has 40 million followers across social media, gets thousands and thousands of engagements per post.

2. Dominic Imwalle: random guy, with a solo consulting business in Texas, gets 20 likes per post

UPDATE 1:

There is a third category. Big LinkedIn-native influencers. I know some of them. Top Voice for them makes sense.

UPDATE 2:

There appears to be a Blue Badge purge going on at LinkedIn right now. People are losing them left and right. So we will see how this all shakes out.

A great leader is not just a good manager - 

It's someone who transforms your entire career trajectory.

If you're 5-15 years into your career and you haven't worked under a leader who:

- Demands a high quality work product
- Requires you to share your story
- Requires you to document your story
- Magnifies where you've won
- Gives you room to grow in losses
- Helps you develop other leaders
- Gives you autonomy to find a project you enjoy
- Teaches you how to navigate compensation

Then I highly recommend working this entire year to find someone like this. 

Note: It could take a few years and still be worth it.

Switched your strategy and it feels harder? That's exactly where you need to be.

You finally have clarity on what to pursue.

You're no longer throwing applications into the void.
You're operating like the professionals who land roles.

But here's where most people quit.

The discomfort:

- Silence from companies you haven't reached.
- Doubt creeping in about the new approach.
- Fewer applications going out each day.
- Pressure to go back to what's familiar.
- Conversations that feel awkward at first.

The reality:

- You're learning skills that outlast this search.
- You're building relationships that compound.
- You're getting closer to the right opportunity.
- You're trying what 95% of people won't do.
- You have more time to do meaningful work.

Why does this work?
Because one strong lane beats scattered effort.

Consistency in a focused direction creates momentum. Depth in relationships opens doors. Commitment to a strategy long enough to see results separates you from everyone else.

Most people switch strategies every week and wonder why nothing sticks.

You don't need more roles to apply to.

You need to stay in your lane long enough to see what happens.

Stick with the discomfort and let the strategy breathe ✌🏼

I work with great people. 
I need to talk about them more. 

I wouldn't welcome someone into my coaching program if I didn't believe they were exceptional at the work they do. 

Going to keep this small and highlight a few folks each week, think of it as your private talent network. 

Sharing more on why you should hire them this morning 👇🏼

https://lnkd.in/g6Nkz4iM

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

My practice is based upon over 25 years of recruiting experience---real expertise built on real experience behind the scenes in every step of the hiring process.

I know how professionals go from jobseekers to candidates---because I identified and qualified hundreds of candidates.

I know the "secret language of job descriptions"and teach my clients how to decode them so they pursue the right roles.   I've written job descriptions from manager through CEO.

I know how recruiters and hiring managers evaluate resumes. I evaluated thousands and personally witnessed how hiring managers react to them.

I know how recruiters leverage Linkedin to find talent: I used Linkedin as the foundation of my search practice.

I know what works during the interview process, and what fails:  I'm interviewed hundreds and received feedback on scores.

My goal is to give my clients the same "insider tools" that I perfected behind the curtain for over 50k hours recruiting. (This can be confirmed at www.pawlikdorman.com)

Whether it is resume revisions, Linkedin upgrades, job search strategy, interview skills or long term networking for career success..my direct experience informs every service I am privileged to provide to clients.

I am also a founder of the #JobSeekerGuides, an all volunteer group of recruiting professionals dedicated to overturning the myths and misinformation about the recruiting process.

Finally, I can't promise you a job, a double digit pay increase or a spectacular career trajectory.  I can promise that if you are my client you'll move forward in your job search and/or career confident because you are empowered by real insider tools and skills.

Senior Partner

Pawlik/Dorman conducts retained senior executive searches for a strategically limited number of clients.  Our mission is client relationships that are long-lasting, not merely transactional.  Our goal is to understand not only our client's talent needs, but their culture, strategy and vision. 

We focus on an initial client needs assessment which requires input in writing from each member of the hiring team to conduct not only a comprehensive search but to expedite the process. 

Our goal is candidates who not only "fit", but who thrive. 80% of our business is from repeat clients or referrals. Those referrals come from both clients, and candidates who were not hired, because we believe how we represent our clients build or detract from their brand as well as our reputation--so each candidate is treated with respect.
  
We welcome your questions at pawlik@pawlikdorman.com or 773 296 0950.  In addition, we are always delighted to brainstorm on search issues, career guidance or resume effectiveness.  To do so, please send an e-mail to pawlik@pawlikdorman.com referencing Linkedin.

Friends, before you launch into your job search each day like a Sumari going headfirst into battle, consider this:

Job loss strips us of everything that keeps us upright — our income, our status, our community.

These are major losses.  They will no matter who you are, how accomplished you are--effect us emotionally and sometimes physically.

You may not want to get out of bed (particularly if it means shoveling out the car to get the kids to school)  It may mean going back under the covers after the kids are dropped off.

So, as you look at your job search activities, build in a routine for dealing with those inevitable emotions (I've worked with CEOs who were all but comatose).

I recommend:

Take 10 minutes in the morning to say:  

This is a hard road. I will get discouraged. I will feel like giving up, or worst still, filling my head with hacks and gloom and anger.

Just for today, I commit to understanding this:  Hiring is purchasing.  Recruiters are personal shoppers for hiring managers.  My goal is to address the "shopping checklist" outlined in the job posting.  If I am not selected as the "product", I'll accept that other products met the needs better than I.

I will learn each day from rejection. I won't accept bitterness or blame.

For I am a warrior.  I have fought many battles.  I have lost some battles.  But, I always ultimately emerged victorious with honor.

Repeat this every day.

Repeat it till you no longer have to read it; you have memorized it.

Bernadette Pawlik

Career Coach & Job Search Strategist/25+ Years of Executive Recruiting Experience/”The Insider’s Advantage” to Careers

Self-promotion makes me squirm.

I don't want to do it, and I hate doing it.

So bear that in mind as you read this:

I'm thinking of launching this in February:

For a set price, I'll do this:

Give you a written analysis of your resume and LinkedIn profile against 10 job postings you send me.

Offer you a list of job boards you may not have considered.

Craft a target list based on your goals.

Craft a simple networking and visibility strategy on LinkedIn.

All this in a document.

What do you all think?

I'm going to beta this on a simple page.

Why am I doing this:

1) Every "live" call I have with someone is preceded by a minimum of 90 minutes of pre-call prep time:  Reviewing documents, doing deep research, and drafting an agenda for the meeting. Fundamentally, what I'm actually making per hour is what a skilled construction worker makes.

2) I suspect that hour is so packed with information that a lot of clients are simply overwhelmed. A written document can be a reference point.

3) I enjoy writing. I don't enjoy the sound of my own voice. There's also a niggling part of me that thinks: Good grief, do I sound like a pompous f*ck or what?

So, laying it out there.

What do you all think?

In almost 30 years of senior-level recruiting, I've seen trends come... and I've seen them go.

From "let's send out the welcome fruitbasket before the contract is even signed" to "let's take 8 months to figure out whether these candidates need 6 interviews and 2 presentations to get to the next stage."

And, while this is based upon my observations, my observation is this;

When there is disruption (AI), turmoil (an economic policy that looks like it is being put on the high setting of a blender) and global uncertainty (pick one, climate change, immigration), the formerly hotly recruited --the disruptors--the sparkly unicorns--are seen as less attractive hires than those with stable careers who present themselves with humility and sincere curiosity.

So before you take any advice to sweep into an interview blazing with executive presence and wow 'em with your "leadership acumen," bear in mind that times have changed.

And, the advice should change with it.

But it hasn't.

Below is my latest AI experiment: Clydesdales riding over sparkly unicorns!

Friends:

Beware. 

There's a new crop of "magic bean" purveyors out there.

The best I can tell people with very little life experience, and no recruiting experience banging on:

The system is broken!

Let me show you how to beat the ATS.

And, if you're guessing that they have zero recruiting experience and have amassed 500 likes per post, you guess right.

There will always be opportunists.

Don't let yourself be ensnared by them.

taplio

The Battle

Dominic Imwalle

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

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taplio

The Battle

Dominic Imwalle

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

Followers

Posts

Engagements

Likes

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