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

Career advice nobody wants to hear:

Close your laptop.
Grab a whiteboard (or paper).
Map your stories.

Last week, VP-level client in a 1:1.

They kept looking left during our session.
Finally I asked: "Did you do the work on a board?"

"Yes - collected my thoughts and wanted to make sure I had the stories right."

So few people do this.

Get off the laptop.
Grab a pen and paper.
Start mapping where you want to go.

What will you sell to the next person who takes a chance on you?

Your pivot starts with clarity.
Your clarity starts with writing it down.

Few are doing this work.

Which is exactly why it'll help you stand out.

Platforms don’t hire you, people do | Conversations ​> Applications

If you're getting interviews but not offers, here is what I’ve noticed over the last month:

You're missing translation.

Most think more interviews = more success/options. But the gap isn't your experience. It's how you're packaging it.

Here's what changes things:

- Connect your work to their outcomes
- Use their internal language
- Speak to their problems

When you learn to translate your value into their vocabulary, interviews convert.

You will constantly start to drive answers towards, "what do they get from bringing me into this role?"

This is what it takes to win. 

The person hired isn't always most qualified. It's the one who made it easiest to say yes.

Learn their language, close the role ✌🏼

I believe universities should be required to dedicate a full semester to structured job placement support before students graduate. 

I talk to talented students all the time who either don't use the resources or have a university that isn't working towards supporting them professionally

Ps) this comes from someone who just hired an intern from alma mater, excited to talk about this more soon. A major focus of our work will be helping them land a full-time role post grad.

If you're not obsessively preparing for interviews, you're leaving the outcome to chance.

- Not "I'll be myself and see what happens" mode.
- Not "hope they like me" mode.
- Not "I'll wing it" mode.

Whether you've got 5 years of experience or 15, the prep work stays the same (to an extent).

Here's what I ask every client to do 👇

STEP 1) Study their LinkedIn profile

- No need to connect yet, but go see where they've spent time.
- What companies? What roles?
- What do they care about?

STEP 2) What will you reference from your last interview?

- If this is round two or three, what did you learn? What thread can you pick up and build on?

STEP 3) What 3 stories will hit home with this interviewer?

- Match your wins to what matters to them. Don't just recite your resume - connect the dots for them.

STEP 4) What are you tweaking from the last interview that went wrong?

- If something didn't land, fix it. Don't repeat the same mistake twice.

STEP 5) Prepare 5-10 questions

- Not 1-3. Aim for 10. Go back through all the steps above - does it drive any further questions?

The preparation is what you control and where you can win.

AND also... you'll know if you left something on the table. 

KNOCK out your prep 🤝

I can't put to words how important it is to hang around for a long time and serve people at the highest level you can. 

I'm having so much fun on LinkedIn right now.

I get to work with great people. 
I get to see them smash their dream role.
I get to help them negotiate the salary they want.
I get to sit with them in the brutal moments of the process.

This doesn't happen if I don't hang around for 5+ years. 

All the moments of people hating on your content, telling you you're too young to serve people, or the content being "cringey" are part of the game. 

This is it. Here's to the long game. 

Smile and wave 👋🏼

ps) it's cringey until it works. and it still feels like the early days.

Friendly reminder: this job search is for a "period of time", it's not a forever thing. Hang in there. People are rooting for you from the shadows. Make them proud.

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

The best candidates are already in motion.

Building, connecting, creating "value" (yes I know you hate that word as a job seeker at times)

Breaking down a piece I've been working on in mock interviews with folks

let's have a week 🤝

Ps) someone embody conversations > applications this past week, I highlighted them in my newsletter here 👇🏼

https://lnkd.in/g44PJ6vT

I've had 3 clients this past week encounter the same obstacle: roles they loved, but requiring 5+ detailed application questions.

- Not "just another hoop to jump through."
- Not "questions no one reads."
- Not "busy work from HR."

They're all fair questions, I don't mind them but it can take time!

The best play?

→ Answer them if you love the role.
→ Answer them if you've been tapped for it.
→ Answer them with a unique side of yourself.

I used to read hundreds of these responses.
No one wants robotic garbage about "producing value for stakeholders."

You have cool stories.
You do things outside of work.
You've worked on awesome projects.

Share it.

People want to see that side of you - the human behind the resume.

These questions aren't obstacles. They're opportunities to stand out when everyone else is copying and pasting.

Ps) I'm dropping a few cool roles here in the next hours + highlighting a job seeker who's top tier. Subscribe in the comments if you want that in your inbox!

The smartest candidates assess their interviewer before asking a single question (here's why it matters)

Not every interviewer has the same context.

The best candidates don't ask generic questions.
They gather intelligence strategically.

Don't miss out obsessively preparing for your interviews, there's always more to do and if you're going to spend time - focus on the questions. Interviews can be won there 🤝

I watched my clients land ~$426k in combined comp over the last week. My 3 reasons why they won (and you can too)

1. Stay even-keeled through the chaos

→ This market will test you. One week you're interviewing at a top-tier startup or FAANG. The next week your pipeline is empty.

→ We weren't always great at this, but it's mandatory now. The emotional rollercoaster will drain you if you let it.

2. Keep creating options until the very end

→ You never know when someone will pull the rug or come through. I wouldn't be against entertaining calls up until a few days before your first day.

→ More options mean more leverage. More leverage means better outcomes.

3. Ask PHENOMENAL questions

→ The bar is low here, which means you can stand out fast.

→ Grab information from a 1st round interview that you'll use in the 3rd round when you get closer to the specifics of the role.

And here's the bonus most people miss:

Speed wins.

→ From scheduling interviews to responding to the team
→ The market rewards people who move with urgency
→ Fast doesn't mean sloppy - it means intentional

These aren't theories.

They're what my clients did to win $426k in offers (not including ~10% bonuses per person).

ps) 6 interviews this week across 11 folks, let's keep the motion!

I didn't realize how many folks are out there running a service with people where they don't spend time with them.

Won't get on a call.
Won't respond to a message. 
Won't grab a coffee in-person. 

Don't work with someone that doesn't make time. You're better off taking a risk with someone that'll dive into the trenches with you. 

Food for thought, let's have a Saturday

3 coaching engagements wrapped up recently. Here are the questions I asked to close them out:

"What was the first moment you thought, 'Oh… this is different than anything else I've tried'?"

"What part of the process felt uncomfortable at first, but ended up mattering the most?"

"If someone shadowed you for a week during the search, what would they be surprised you weren't doing?"

"What would you tell '3-months-ago you' to stop worrying about?"

"If someone came to you today saying 'the market is terrible,' how would you respond now?"

These calls have been incredible:

- Honest feedback that helps me serve better
- Proof that the right questions unlock clarity
- Laughs and shocking realizations

This matters because:

- You stop repeating what didn't work
- You admit where you were wrong
- You learn what actually moved the needle

The people you serve deserve your best work.
Ask the right questions.

Take their progress seriously.

Learn from what's working ✌🏼

Maureen McCann, Executive Career Strategist 💎

Trusted advisor to six-figure executives navigating role changes. 💎15X award-winning Executive Resume Writer.💎11X Canadian Certified Career & Job Search Strategist. Stop searching, start leading.

Haven’t looked for work in decades and suddenly you need to?

Unsure how your leadership experience fits in today’s executive job market?

If that feels familiar, you’re exactly who I help.

I partner with senior leaders facing high-stakes career moments; unexpected notice, stalled advancement, and market shifts that leave decades of experience undervalued. 

My approach is direct, practical and focused on impact. We translate your leadership into clear executive positioning, giving you confidence, clarity and momentum.

With 20+ years of experience supporting thousands of Canadian executives coast to coast, from C-suite leaders and senior government officials to scientists, academics, and legal and financial executives, I offer evidence-based strategy and market insight. I’m a 17× award-winning, 11× Canadian-certified career strategist trusted by industry leaders to guide high-stakes transitions.

Here’s how we turn uncertainty into action:

💡 Build a comprehensive, tailored executive career strategy

💡 Target your search to your industry, company and role

💡 Identify gaps in your current approach and fix them fast

💡 Translate decades of leadership into a narrative hiring managers understand

💡 Create a clear, actionable plan that accelerates your next move

When we work together, overwhelm disappears. You trust your decisions again. Your executive positioning sharpens. Self-doubt fades. And you move forward with a strategy that opens doors and maximizes your value.

If you’re ready to approach your next career move with confidence and precision, use the link in my bio to schedule a free 15-minute consultation.
=====

Curious about what it’s like to work with me? Scroll down to read 50+ glowing recommendations from executives who’ve successfully transformed their careers with my help.

Owner, Executive Career Strategist

Maureen McCann

Before the day takes over, take a deep breath. 

Whatever you’ve been carrying this week… you made it. 

You have everything you need to handle what comes next.

Maureen McCann 🇨🇦

Top Canadian career strategist. Empowers senior executives to secure roles faster. Trusted advisor to leaders navigating high-stakes career transitions. 17X Award-Winning Resume Writer | 11X Certified Canadian Strategist

I've read your resume before. 

Different name, same words. That's a problem that needs fixing.

This pattern keeps showing up because of resume templates, AI-generated content, and because people don't know how to articulate their value. So we default to language that feels familiar, assuming it will work.

And each time I read resumes like this, I ask: 

What do you actually do? 
What did you deliver? 
What results did you produce and for whom? 
Why does any of this matter to the employer?

If I'm asking these questions, so are the hiring managers and recruiters reviewing your resume.

Here are examples I saw last week:

"𝘚𝘦𝘳𝘷𝘦𝘥 𝘢𝘴 senior advisor to the CEO" is a weaker version of 
"Advised CEO on workforce strategy, resulting in Y."

"𝘙𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘭𝘦 𝘧𝘰𝘳 outreach and networking" is a weaker version of 
"Built $2M strategic partnership through targeted outreach."

"Transformed technology for 𝘢𝘭𝘭 business units" is a weaker version of
"Transformed technology for 18 business units across 5 countries."

These may seem like small details, but they determine whether you're invited to interview for the six- and seven-figure roles you're targeting.

Your resume may be costing you opportunities you're perfectly qualified for, you just can't see it yet.

That's exactly where I can help. 

Book a consultation and let's find out together.

A gentle reminder for anyone consuming career advice online:

Not all advice is meant for you.
Even when it sounds confident and comes from people who mean well.

Scroll LinkedIn long enough and you’ll see the contradictions pile up:

• Only connect with people you know → Your network should be expansive

• Cover letters are obsolete → Cover letters are your edge

• One-page resumes only → Why one-page resumes hurt senior candidates

• Follow your passion → That’s the worst career advice ever

• Always do this → Never do this

It can start to feel like you’re doing everything wrong… no matter what you do.

Most advice is written for a moment in time, a specific person, or a recent client experience.

I’ll be honest, I do this too.

If I’ve just worked with someone who minimizes their impact, I may talk about the importance of owning your accomplishments and using clear “I” language.

If my last client struggled with coming across as overly forceful, I might write about collaboration, humility, and leading with “we.”

Both pieces of advice are valid.
They’re just not universal.

And that’s the part we don’t talk about enough.

Career advice isn’t a rulebook.
It’s a lens.

If the lens doesn’t fit your situation, it can distort instead of clarify.

So here’s a healthier way to consume what you see online:

• Read widely
• Notice what resonates
• Question what doesn’t
• Leave the rest behind without guilt

Think of career advice like a buffet. You don’t need to eat everything on the table to be well-nourished. Some dishes are delicious. Others were never meant for you.

Take what strengthens you.
Skip what doesn’t.

And don’t let advice written for someone else quietly undermine your confidence.

You’re allowed to be selective.
You’re allowed to trust your judgment.

Happy scrolling! 
—-

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically.

If what I do sounds like something you need or would like to know more about, let’s connect.

Early in your career you cast a wide net with your resume, trying to catch every opportunity.

Now, as an executive in 2026, your resume is more like a tailor-made suit. 

It's measured for the position you're targeting and cut for the mandate of the organization.

When people look at a tailor-made suit, they don't wonder whether it 'fits'.

The same is true of your executive resume. At the executive level, it's less about chance and more about intention.

Your resume should invite you to conversations with decision-makers.

It's time to book an appointment with your tailor. https://lnkd.in/gS2pUC6V

You won’t believe the things I say to executives before they hire me.
 
When I meet with executives for the first time, many are interested in learning about career transition services. I ask them questions and listen to them to understand where they’re at and how I can support them.

Occasionally, I hear an executive say something about career transition that is grossly inaccurate. A myth that has permeated the way we think about career change, or a strongly held belief or misconception that’s out of alignment with common career practices. 

Allowing inaccuracies to persist does a disservice to others, so I call them out. Some examples of things I’ve said to executives, already this year:

* Yes, you have very valuable skills that qualify you for the position. You need to do more than qualify; that’s the bare minimum. You need to aim to be their top choice. 

* "𝘔𝘢𝘶𝘳𝘦𝘦𝘯, 𝘐 𝘩𝘢𝘷𝘦 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦 𝘪𝘯 𝘨𝘰𝘷𝘦𝘳𝘯𝘮𝘦𝘯𝘵 𝘳𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴 𝘢𝘯𝘥 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥 𝘨𝘰𝘷𝘦𝘳𝘯𝘮𝘦𝘯𝘵 𝘴𝘺𝘴𝘵𝘦𝘮𝘴." You and every other Government of Canada employee who knows cuts are coming. What is it about YOUR skills that makes you uniquely qualified for the role?
 
* Your job search skills are outdated because you haven't had to look for work in years (or maybe decades!). In a sense, you’re a beginner who is competing with experts.
 
* I understand you don't want to eliminate opportunities, but stop treating ‘volume’ of activity as a strategy. It isn’t. And it waters down your brand, not to mention your reputation in the industry/community.
 
* Your resume doesn't do you justice. You're underselling yourself.
 
* You may believe you meet the criteria, but your resume tells a different story than the one you have in your mind. You might have the experience, but it’s not clearly communicated, so you’re the only one who knows you’re a fit for this role. 
 
* The leap from public to private sector isn’t easy, especially if you believe the hiring processes look the same. They don't; not by a long shot.
 
* Go into this job market knowing precisely what constitutes the best possible job offer for you. 
 
* I understand you’ve been working for 30+ years, and you have no idea how to look for work. It’s OK. You’re not alone. I’ve got you.
 
* No one is looking for you. “If something comes along…” is as likely a strategy as Arlene Dickinson driving to your house, knocking on your door and asking you if you have a business idea you’d like to pitch for Dragon’s Den.
 
* You can’t be ‘focused’ on all the jobs. You can’t focus on five different sectors. That’s not focus, that’s a scarcity mindset at best and risk aversion at worst. 
--
I get it. It’s not your job to know all of this, of course. Things change and shift, markets move. 

But it is my job to advise executives how to navigate this changing landscape. If you’re looking for honest feedback about your executive career transition, book a consultation. I’m happy to share my expertise.

Hiring is not fair - even when companies try to make it fair.
 
Opportunities are shaped by relationships, timing, and, yes, bias. Insiders influence opportunities before most job seekers arrive on the scene.
 
If you're expecting a level playing field, rethink your strategy.
 
Job search is competitive, not passive. This is your Olympics. 🥇 
 
When you prepare at a championship level, you're positioned to convert your experience into opportunity.
 
Understanding the realities of the job search helps you perform better and compete to win. Forewarned is forearmed.
=====

𝗪𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝗵𝗶𝗿𝗶𝗻𝗴 𝘂𝗻𝗳𝗮𝗶𝗿?
I asked AI to generate a list: 
Nepotism
Favouritism
Patronage
Preferential treatment
Bias
Affinity bias
Insider advantage
Gatekeeping
Old-boys’ network
Office politics
Backchanneling
Power play
Strategic alignment
Alliance-building
Turf protection
Stakeholder pressure
Internal lobbying
Influence dynamics
Closed-door decision-making
Informal pipeline
Unwritten rules
Legacy relationships
Institutional bias
Embedded culture
Systemic advantage

Please, go into your job search with your eyes wide open. 

Understanding the landscape of today’s hiring practices will help you stay grounded and focused on what you can influence.
——-

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically, not reactively.

If what I do sounds like something you need or would like to know more about, let’s connect.

Job searches are stressful enough. Don't make your network guess how to help you.

Most people reach out and say, "Let me know if you hear of anything." That puts the work on them and it usually leads to nothing.

Instead, act with clarity:

🌟 Clear goals: what role, industry or company are you targeting?

🌟 Clear roles: who in their network would be useful to meet?

🌟 Clear asks: what, specifically, do you need from them?

Here are 10+  ways your network can support your search. 
Pick one or two and make a direct ask:

* Refer you to a hiring manager
* Make a warm introduction
* Advocate for you internally
* Recommend you on LinkedIn
* Raise your visibility in their circles
* Flag hidden or upcoming roles
* Share market intel and salary benchmarks
* Clarify what companies actually look for
* Sharpen your messaging
* Give honest feedback
* Challenge your assumptions
* Encourage you when it gets hard

The difference between a vague ask and a specific one? 

One gets forgotten. The other gets results.

Your network wants to help. Make it easy for them.

How do you know when to invest in resume writing services?

I got this question from a client last week. Here was my answer:

The people who land well are usually known before a role becomes urgent.

Now is the time to lay your groundwork, to ensure:

* Your network is well aware of where you want to land

* The right people are thinking of you when conversations and opportunities surface

* You’re not scrambling to get “ready” at the exact moment someone asks for materials or an introduction

On the resume specifically: 

Be thoughtful about timing. 

The risk I see (and I’ve watched this happen many times) is waiting until there’s sudden momentum, only to need a resume immediately. That’s rarely the moment you want to be building something from scratch.

=====

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically, not reactively.

Let’s connect.

“You get to where you’re going 𝙬𝙝𝙚𝙣 𝙮𝙤𝙪 𝙠𝙣𝙤𝙬 where you want to go.”

Oprah reminds us that 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗶𝘀 𝗮 𝘀𝘂𝗽𝗲𝗿𝗽𝗼𝘄𝗲𝗿.

Goals are decisions that shape our behaviour.

Without a clear destination, we can work hard and still feel like we're not getting anywhere.

When we know where we want to go, our path and our choices become intentional. Job search stops being a series of random steps and becomes a journey we actually want to be on.

Open video: "The most important question you can ask yourself is: what do I really want?" #Oprah #TDSThrowback on youtube.com

"The most important question you can ask yourself is: what do I really want?" #Oprah #TDSThrowback

Yes. You can over-prepare for a job interview and the outcomes can be just as bad (if not worse than) if you're underprepared.
 
Signs include:
 
* sounding too polished, too formal, not human enough, not someone we/our staff is going to get along with
 
It can also lead to you:
 
* tying yourself in knots 

* creating pressure, anxiety and nervousness

* overthinking scenarios 

* trying to remember every nuance of every stories

* answering too quickly, adding chaos and confusion to your answers
 
Instead - may I suggest your goal at every interview is: 

to feel calm and confident in your answers
 
Breathe! Slow down. Take your time. 

Get to a place where you know your stories well enough; practice and feel comfortable telling them.
 
Then stop. You’re ready. 

—-
 
If you have time, the morning of/before your interview, warm up with a few practice questions to prepare. 

Notice your answers arrive with ease and comfort. 

You’re not pushing or forcing your delivery; you’re not nervous or feeling like you have to prove something…
 
You are educating the employer that you can handle the role with confidence, make them look good and work well with their team.

Calm and confidence. 

You’ve got this!

What’s the holdup? Why is your executive job search taking longer?

You're not imagining it, the hiring process at the executive level looks different. There are more stakeholders, more due diligence and far less transparency about what’s available.

“51% of executive positions are never publicly posted”, says one Forbes article. 

“64% of hiring leaders say AI-generated applications are making the process more challenging”, according to a recent Robert Half survey.

𝗪𝗵𝗮𝘁 𝗰𝗮𝗻 𝘆𝗼𝘂 𝗱𝗼 𝘁𝗼 𝗻𝗮𝘃𝗶𝗴𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝘀𝗲𝗮𝗿𝗰𝗵 𝘄𝗲𝗹𝗹?

The executives who navigate this best leverage their networks with intention, starting with how they message people. They go from:

“Hey John, What do you know about company ABC and their open role?”

to

“Hi John, Tell me about the challenges ABC is facing in light of (specific) recent industry events.”

I had a client recently reach out to the recruiting team the minute he learned they were in talks to hire the role he wanted. He asked the recruiter smart questions about the organization's pain points and the anticipated timelines for initial screenings and candidate interviews. This gave him a competitive edge.

He knew he had a four-week window to build and tailor his resume for the role. He knew precisely what the recruiters would want to find in his application. 

While his resume was under review, he moved on to scheduling meaningful, influential conversations with people within the organization (information interviews) to learn about company culture and fit. This prepared him perfectly for the screening interview. Because he knew the hiring process timeline, he knew it would be a quick turnaround (five business days) before he’d be in his second round of interviews with the CEO.

In an executive search, there are a few things outside of your control. For those within your control, take full advantage.

Your next role won't come from applying faster or more often; it'll come from building the right relationships before the role is ever posted.

If you're in the middle of a search and feeling stuck, let's talk. Sometimes one conversation can reframe everything.

——-

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically, not reactively.

If what I do sounds like something you need or would like to know more about, let’s connect.

Most executives don’t give their resume the attention it deserves.

Sure, AI and automation play a role in how candidates are initially reviewed, but what can really set you apart is understanding the employer’s real challenges and showing how you solve them.

Your resume should build a business case. 

One that proves why you’re the candidate who can deliver results faster and smarter than anyone else in the talent pool.

𝗕𝘂𝗶𝗹𝗱 𝗮 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗰𝗮𝘀𝗲 𝗯𝗮𝘀𝗲𝗱 𝗼𝗻 𝘁𝗵𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿'𝘀 𝗻𝗲𝗲𝗱𝘀. 

That’s how you get noticed by humans and algorithms alike.

——-

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically, not reactively.

If what I do sounds like something you need or would like to know more about, let’s connect.

——-

💾 Save this post for when you’re next updating your resume.

♻️ Share this post with friends worried about workforce adjustments (WFA), layoffs or career change. 

——-

Not every executive job is right for you.
 
I get it. As a senior leader, you feel pressure to chase promising roles, networking conversations, recruiter calls and those "almost right" offers.

You feel productive in your search, but with every meeting that's 'not quite right,' you're spreading yourself thinner, second-guessing your priorities and losing sleep over roles that don't excite you.
 
The irony? All this activity might be driven by fear; fear of missing out and/or appearing inactive.
 
𝗜 𝗶𝗻𝘃𝗶𝘁𝗲 𝘆𝗼𝘂 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗹𝗲𝗰𝘁𝗶𝘃𝗲. 𝗧𝗼 𝘀𝗵𝗶𝗳𝘁 𝗳𝗿𝗼𝗺 𝗰𝗵𝗮𝘀𝗶𝗻𝗴 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘁𝗼 𝗰𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝘁𝗵𝗲𝗺.
 
Here are some questions to help define your "bullseye":
 
* What problems do I most enjoy solving?

* Where do I do my best work?
(what types of environments have seen me perform at my best?)

* What do I know for sure about my next job? 
(tasks, people, industry, company)

* What do I know for sure 𝘸𝘪𝘭𝘭 𝘯𝘰𝘵 be part of my next job? 
(tasks, people, industry, company)

* What does the right job offer include? (beyond compensation)

* How will I know I've found the right job? (What will it feel like?)
 
Evaluate opportunities against this framework.
 
Because making your search faster and calmer isn't about more conversations...

... it's about the right conversations, with the right people, at the right time.

——-

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically, not reactively.

If what I do sounds like something you need or would like to know more about, let’s connect.

The Government of Canada’s Workforce Adjustment (WFA) is well underway. 

Savvy public servants are reaching out to me now to establish working relationships and an understanding of career services. They need to know what it takes to secure roles in other sectors. 

If you haven’t looked for work in decades and suddenly you need to…

If you’re unsure how your leadership experience fits in today’s executive job market…

…you’re exactly who I help.

I partner with senior leaders facing high-stakes career moments; unexpected notice, stalled advancement, and market shifts that leave decades of experience undervalued. 

——-

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically, not reactively.

If what I do sounds like something you need or would like to know more about, let’s connect.

#careerstrategy #careertransition #executivesearch

I love it when the kids (now young adults) in my family’s life reach out to me for career advice. 

A friend of Kid1’s was just offered a job, but not sure they want it. What to do?! 

The thing is not to freak out! Talk it out with a trusted friend; weigh the pros and cons. 

It’s tough out there!! And while my clients are executives, much of the advice I share with them is applicable to twenty-somethings just starting out.

Trust your gut. No one knows you better than you. Make responsible decisions that make sense for you and your life. 

Your parents love you and want what’s best for you. They’re also scared for you. Often their fear leads them to pressure you into making “financial” decisions that put them at ease. Financial stability is important, so is purpose and fulfilment. 

Ever meet someone who dislikes their job? What are they like?

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Like any skill, career development weakens when it’s ignored.

When we wait until a crisis hits, we panic, throwing effort in every direction, 

instead of strengthening the right muscles at the right moment.

When it comes to your career, consistency beats urgency. 

𝗪𝗵𝗲𝗻 𝘄𝗮𝘀 𝘁𝗵𝗲 𝗹𝗮𝘀𝘁 𝘁𝗶𝗺𝗲 𝘆𝗼𝘂 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝗲𝗱 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁? 

* Track your wins (not just responsibilities).

* Strengthen relationships before you “need” them.

* Initiate an internal PR campaign featuring where you add value.

* Stay ahead of market shifts and emerging trends. 

* Clarify where you're going next (not just where you've been). 

* Position yourself for your next move. 

——-

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically, not reactively.

If what I do sounds like something you need or would like to know more about, let’s connect.

——-

💾 Save this post

♻️ Share it with friends experiencing workforce adjustments (WFA), layoffs or career change.

——-

Hi, I’m Maureen. 

If you’re new here, I am one of Canada’s top career strategists.

I empower senior executives to secure roles faster. 

As a trusted advisor for more than two decades, I help you navigate high-stakes career transitions. 

If you’re looking to: 

* clarify your next career move

* translate your experience into a strong personal brand

* navigate a job change or job loss

* establish a job search strategy

* prepare for a high-stakes interview, 

Let’s connect.

If what I do sounds like something you need or would like to know more about, let’s talk. You can book a free consultation from the link in my bio. 🔗

As an executive career strategist who regularly talks to senior leaders about job loss and job search, I have insight into the situations and circumstances that arise in today’s executive career transition.

While it may appear from the outside that a career transition is as simple as saying ‘yes’ to a job offer, there are things happening in your self-directed search that often go unnoticed or unspoken. Risks that can and should be mitigated to ensure a smoother transition.

In this article, I’ve compiled a short list to bring these to your attention so you can protect yourself when looking for your next role.

Let's shine a light on this topic to help you identify and examine the risks you may face when experiencing a job loss, so you can mitigate them and f

Open article: Your pay cheque isn't the only thing at risk when you experience job loss by Maureen McCann 🇨🇦 • 3 min read

Your pay cheque isn't the only thing at risk when you experience job loss

At senior levels, the rules change.

Fewer roles. 
More stakeholders. 
Longer timelines.

Success comes from clarity and alignment not volume.

If your search feels slower or more complex than before, it’s not you;

…it’s the nature of executive hiring.

________

Hi, I’m Maureen. 

I guide six-figure executives through career changes.

I take the worry and wonder out of changing jobs at senior levels.

Let’s find time to talk about your career goals and ambitions. 

Reach out and we can get started!

Twenty years of guiding executives as they navigate job changes. What actually works and what doesn’t.
 
𝗪𝗵𝗮𝘁 𝗜’𝘃𝗲 𝘀𝗲𝗲𝗻 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀 𝗱𝗼 𝘄𝗲𝗹𝗹 𝗶𝗻 𝗰𝗮𝗿𝗲𝗲𝗿 𝘁𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻:
* move slowly, with precision.
* prepare well in advance
* make strategic moves
* pinpoint timing and execution
 
𝗪𝗵𝗮𝘁 𝗜’𝘃𝗲 𝘀𝗲𝗲𝗻 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀 𝗱𝗼 𝘁𝗵𝗮𝘁 𝗜’𝗱 𝗰𝗮𝘂𝘁𝗶𝗼𝗻 𝗮𝗴𝗮𝗶𝗻𝘀𝘁:
* move quickly without clarity
* rush through applications
* say yes to every introduction
* add unnecessary volume to their searches
 
𝗧𝗵𝗲 𝗰𝗼𝘀𝘁 𝗼𝗳 𝗺𝗼𝘃𝗶𝗻𝗴 𝘁𝗼𝗼 𝗳𝗮𝘀𝘁?
Feeling pressured to make quick moves, only to realize shortly afterwards, you’ve landed in the wrong job, creating an internal battle whether to stay (fearing it looks bad to jump so quickly after landing) or start the job search process again.

I get it, being between roles can mess with your identity, so you want to move quickly, avoiding the discomfort. But at what cost? Slow down. Move with the same intention and authority that got you here.

The discomfort of being between roles is temporary. A wrong landing can cost you years. At this stage, direction is far more important than speed.

——-

Hi, I’m Maureen.

I help executives make smart, confident career moves when the path ahead isn’t obvious.

For the past two decades, I’ve worked with senior professionals and executives to clarify what they want next, translate their experience into a strong personal brand and navigate job changes strategically, not reactively.

If what I do sounds like something you need or would like to know more about, let’s connect.

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