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.

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 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

Your salary grows slow when no one teaches you to ask - here's what changed for one of my clients.

"Thank you.. I'm in."

That first job out of college hits different.
First real paycheck, you take whatever they offer.

Then the years roll by.

3-10% bumps here and there.
Maybe something wild if you're in tech, banking, or consulting.

But here's what nobody teaches you:

How to have the "here's why I'm worth more" conversation.

I just watched a client move their offer up $20K in one conversation.

They asked. They didn't apologize for it.
And they got it. If you do great work AND you're in a solid industry, the money is there.

The difference?
You have to speak up.

Most people wait for someone to notice.
The ones who win? They make the case.

Don't be afraid to schedule the chat ✌🏼

You "get" to do work that changes lives.

If you're lucky enough, you'll serve people through their biggest transformations.

Last 4 weeks, watched folks accept offers in:

Communications Associate
Project Management - Delivery Lead
Strategy and Operations Consulting Manager
CRM and User Retention

Fired off a couple of "first day" texts this morning.

Truly a blessing to see people chase down work they love and make their transformation real.

Here's to the folks next up:

Director of Clinical Operations
Life Sciences Consulting
Senior Backend Engineer
Project Manager (Healthcare)
Civil Engineering Graduate
Director of Manufacturing
Pre-Sales Solution Engineer
VP of Customer Success
Enterprise Architect
AI Operations Consulting
IT Director / Delivery
Accounting Manager

This works because:

- People commit when they see the path forward.
- The right story attracts the right opportunity.
- Information opens up new doors for us.

By staying in it, you'll:

- Build confidence in your next move.
- Prove to yourself what's possible.
- Find people that advocate for you.
- Land the role that fits your career.

Let's go have a week 🤝

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 ✌🏼

Friendly reminder: you never know who you'll run into during the interview process. The only piece you can control is your preparation and creating more options.

#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —​> 300+ placed at top companies.

Ranked The Top Career Coach Worldwide On LinkedIn | Helping Senior ICs & People Leaders Land $200K-$500K Dream Jobs

Ready to grow your salary and land a role you actually love?

I've helped over 300 professionals break through salary ceilings and land life-changing positions at Google, OpenAI, Microsoft, LinkedIn, Apple, Nvidia, Amazon, and other top companies.

Here's what makes my approach different:

Most job seekers waste months applying to hundreds of jobs with no results. My clients land multiple offers in 6-12 weeks using "The Simple Success Method" - my distilled 5-step system that focuses only on what gets you hired. After 300+ successful placements, I've learned that executive-level results come from doing the RIGHT 5 things perfectly, not overwhelming yourself with complicated processes.

My track record speaks for itself:
✓ 300+ clients placed at dream companies  
✓ Average salary increase: 40-80%  
✓ 300M+ content views helping job seekers  
✓ Featured in Forbes, Fast Company, Business Insider  
✓ Built my own 7-figure business using these exact strategies
✓ Ranked the top job search coach on LinkedIn (#1 in the U.S. and Worldwide by Favikon)  

What you get in Career Leap:
→ The Simple Success Method™ (my battle-tested 5-step system)  
→ 1:1 coaching sessions with me personally  
→ Exclusive access to proprietary AI job search tool  
→ Group coaching with other high-performers  
→ Private community of ambitious professionals  
→ Complete confidentiality throughout your search  

This isn't for everyone. I only work with senior-level individual contributors and people leaders who are serious about making a major career move and ready to invest in themselves.

My guarantee: If you don't land a $200K-$500K role within 90 days, we'll keep working with you until you do. That's how confident I am in this system.

More about me: Currently living in Chicago. I worked at LinkedIn for 4 years helping Fortune 500 companies hire top talent, then founded my own 7-figure recruiting start-up. Now I use that complete 360° perspective - platform insider knowledge + hiring expertise + entrepreneurial success - to help people land jobs they actually love.

Ready to transform your career?
  
Send me a DM with "CAREER LEAP" or book a free job search strategy call: https://lwspuk8wil4.typeform.com/to/LeHkspKC

P.S. - Spots are limited. I only take on a select group of professionals each month to ensure everyone gets the attention they deserve.

Reno Perry

My biggest hiring mistake taught me everything.

I passed on someone because they didn't fit the mold.

She had passion. 
She had drive.

But no industry experience.

So I hired the "safe" choice instead.

9 months later, they were gone. 
I was just a stepping stone. 

The person I rejected?

She's now embedded and thriving at another company. 
With no plans to move on. 

That's when it clicked:

People never forget the leader who took a chance on them.

And leaders who don't take chances?

They miss out on incredible talent.

What I’ve learned:

↳ Drive beats degrees
↳ Potential beats pedigree
↳ Character beats credentials

But most of all: 

Attitude beats everything. 

The intern we promoted over more senior candidates.
The career changer who became our top performer.
The self-taught developer who built our best systems.

They all had one thing in common:

Someone believed in them before they proved it.

Now that's how I lead.

I look for hunger, not just qualifications.
I bet on people, not just resumes.
I build futures, not just teams.

Because when you give someone their shot?

They don't just remember. They deliver.

Who's someone who gave you a shot? 

Tag them in the comments below.

"Cool office perks" are dying.

And the companies you actually want to work for
already know that.

I talk to hiring leaders every week
who are building teams at the $200K–$500K level.

Here's what the best companies are spending on instead of ping pong tables:

True flexibility.
Could be hybrid, async, or remote work.

AI upskilling across every level.
Not just engineering. Everyone.

Mental health and wellness support
that goes beyond a meditation app.

Family care benefits that actually cover
the messy reality of having a family.

Career development budgets
people can use without jumping through hoops.

Equity compensation at all levels.
Not just C-suite. 

Transparent pay scales.
No guessing. No negotiating against yourself.

Leadership coaching programs
because promoting someone without support
is just setting them up to fail.

Notice the pattern?

None of these are perks.
They're investments in the kind of people
these companies can't afford to lose.

And the data backs it up.
Companies doing this see dramatically higher retention,
employee satisfaction, and productivity.

So if you're job searching right now,
especially at the senior level,
stop asking "what are the perks?"

Start asking "where is this company actually investing?"

That answer tells you everything
about whether they'll invest in you too.

What's the most meaningful investment
a company has made in you?

---

The companies making these investments
are also raising the bar on who they hire.

If you're targeting a leadership or senior IC role
in the $200K–$500K range,
I run a small accelerator built for exactly that.

DM me the word "READY"
or check the link in my Featured section.

I've interviewed 2,000+ people.

The best candidate usually isn't the most experienced.
It's the one who's most prepared to show their value.

Not with memorized lines.
With real answers that build confidence and spark trust.

You're almost guaranteed to hear these 5 questions.
Here's the mindset behind answering each one well:

"Tell me about yourself"
Lead with one clear result that connects to the role.
End with why their future excites you, not just yours.

"What's your greatest weakness?"
Pick something real but not role-critical.
Show the system you've built to improve.

"Why are you leaving?"
Stay positive and forward-focused.
Frame the move as a step toward greater impact.

"Where do you see yourself in 5 years?"
Align your ambition with their growth path.
Show how this role is the bridge.

"Why should we hire you?"
Point to results that solve their exact pain.
Make it obvious you'll add value from day one.

But here's what most candidates miss…
being ready when it's YOUR turn to ask questions.

That's your chance to show you're thoughtful,
strategic, and serious about the role.

I put together a cheat sheet with
10 high-impact questions that set you apart.

Save it. Screenshot it. Send it to a friend
who's got an interview coming up.

If you're preparing for interviews at the
$200K–$500K level and want strategic support,
I'm opening a few seats in my Job Search Accelerator.

Book a strategy call here to see if it's a fit: https://lnkd.in/gCKpEsYg

I've helped 100s of candidates land 6-figure roles.

The best offers don’t always go to the best candidates.

They go to the most prepared ones.

Save this for your prep.
Share it with someone who needs a win.

12 tough interview questions with A+ answers
(from someone who’s seen what works):

1. “Tell me about yourself.”
↳ Share your value, impact, and what you’re building next.

2. “Walk me through your resume.”
↳ Show how each step made you stronger and more strategic.

3. “Why are you leaving your current role?”
↳ Don’t trash the past—focus on what’s ahead.

4. “I see a gap in your resume. Why did you take time off?”
↳ Be real. Keep it brief. Then move forward.

5. “How do you lead without authority?”
↳ Show how you align people and drive results anyway.

6. “Have you ever disagreed with your boss?”
↳ Prove your maturity: challenge with logic, solve with impact.

7. “What’s a decision you regret?”
↳ Pick one. Own it. Share what changed because of it.

8. “What’s something you’d do differently if you could?”
↳ Point to one thing that would’ve made a big difference.

9. “If I called your boss, what would they say about you?”
↳ Share real feedback that shows clarity, trust, and leadership.

10. “What’s your biggest weakness?”
↳ Be honest. Keep it small. Explain how you manage it now.

11. “What’s the biggest risk you’ve taken?”
↳ Walk through the bold move and the payoff.

12. “Tell me about a project that failed and what you did.”
↳ Own the mess. Show how you fixed it and rebuilt trust.

Great answers don’t just sound good.
They show you’re already thinking at the next level.

So if this helped you rethink how you prep...

Save it.
Remember it. 
Use it. 

Because your next big opportunity could come down
to just 1 question.

But you’d better be ready for all 12.

—

📌 P.S. Ready to land a stronger role in 2026?

I'm hosting a free masterclass where I'll walk you through exactly how senior-level candidates engineer the offers they want.

Grab your spot here: https://lnkd.in/g8fyNm7g

Your LinkedIn profile is costing you opportunities.

(And you don't even know it.)

I've reviewed 1000+ profiles.

Most make the same 7 mistakes.

The good news?

They're all fixable today.

Here's what separates profiles that get ignored
from profiles that get interviews:

1. Your Photo

Blurry selfie → Professional headshot
Dark lighting → Natural light
Busy background → Clean, simple backdrop

2. Your Headline

"Marketing Manager" → "Helping B2B SaaS Companies 
Triple Pipeline Through Data-Driven Campaigns"
Job title only → Keywords + impact + value

Try these headline formulas ↓
[Title] | [Keyword 1] | [Keyword 2] | [Keyword 3] | [Value Statement]
[Title] | [Industry/Expertise] | [Value Statement or Achievement]

3. Your About Section

Resume copy → Your actual story
Third person → First person, conversational
List of duties → Problems you solve

4. Your Skills

23 random skills → Up to 100 strategic ones
Old terminology → Current industry keywords
Set and forget → Update every quarter

5. Your Recommendations

2 generic ones → 3+ specific ones
Old colleagues → Recent success stories
Vague praise → Measurable outcomes

6. Your Custom URL

in/12345abc → in/yourname
Hidden profile → Easy to share and find

7. Your Activity

Ghost mode → Weekly engagement
Broadcasting → Conversations
Silent scrolling → Strategic commenting

The reality?

Recruiters spend 6 seconds on your profile.

Make them count.

I've helped 100s land 6-figure roles.

Every single one started here.

Your competition isn't just sleeping.
Their profiles are working 24/7.
Yours should be too.

Pick one section.
Fix it today.
Then move to the next.

Small changes. Big results.

—

📌 P.S. If you’re serious about making a move and want help positioning yourself for $200K–$500K roles, I work with a small number of clients inside my Job Search Accelerator. You can fill out the short form in my Featured section and, if it’s a fit, book a strategy call.

I stopped asking "What's the culture like?" in interviews.

Not because culture doesn't matter. It determines everything…your growth, confidence, stress, and well-being.

I stopped asking it because it never reveals the truth.

Ask any hiring manager and you'll hear the same three lines:

"Collaborative." "Innovative." And dare they say "Like family."

Vague. Rehearsed. Meaningless.

If you want real insight, you need questions that force specifics, not slogans. Questions that uncover actual behavior, not branding.

The 12 on this cheat sheet do exactly that.

Pay attention to how leaders respond, not just what they say. 

Do they lean forward or get guarded? Do they name real people and real examples or speak in theory? Do they admit where they're still improving or pretend everything is great?

Those moments tell you everything.

Because you're not just interviewing for a job. 

You're interviewing for the next 2,000 hours of your life.

Ask the questions most people are too afraid to ask. 

You deserve real answers.

📌 Want help landing a better role and a healthier team environment? Visit the featured section on my profile to learn more and book a free strategy call.

The most successful people I've met share 1 skill:

They’re powerful communicators.

I've watched so many talented professionals get overlooked.

(Especially in job interviews these days)

All because they couldn't package their value into stories that stick.

The right frameworks can help you do that.

Here are 5 story frameworks every professional or job seeker needs to know:

1. PCAR Method
↳ Forces you to set the scene before jumping to what you did
↳ Makes interviewers feel the weight of your impact

2. The Minto Pyramid Principle 
↳ Saves time by leading with conclusions
↳ Perfect when you must make your point quickly

3. AIDA Framework 
↳ Builds momentum from the first word to the final ask
↳ Keeps readers engaged through your entire message

4. StoryBrand Framework 
↳ Shifts focus from what you did to what they need
↳ Makes your value instantly relevant to your audience

5. The Hero's Journey
↳ Turns career gaps into growth stories
↳ Shows resilience instead of just listing jobs

Each framework helps you:

✅ Build real connections
✅ Make your message stick
✅ Say more with fewer words
✅ Stand out from everyone else

Your experiences already matter.
These frameworks just help others see it too.

Which of these frameworks are you using right now?

If storytelling in interviews is the piece that's costing you offers (which it probably is tbh), that's exactly what we fix inside Career Leap.

My clients don't just learn frameworks. We practice real reps with them until their stories land every time.

Link in my Featured section if you want to see how it works.

Many candidates overthink this question.

They try to answer it by:

❌ Proving everything all at once
❌ Sharing their needs instead of the company
❌ Giving answers that are too generic/general

But what often works better?

Stories that show your impact.

(I would do this for most interview questions btw)

Research suggests stories are remembered up to 22x more than facts.

And the best ones follow a clear structure:

Problem → Constraint → Action → Result

Here’s what that looks like: 

1. Problem
What challenge were you solving?

2. Constraint
What made it harder—tight deadline, limited budget, unclear direction?

3. Action
What steps did you take? What skills did you use? What was your role?

4. Result
What changed because of you? Use data when you can or clear outcomes.

Some questions I always come back to:

☑ Does this story solve a problem they care about?
☑ Can it be shared concisely in no more than a few minutes?
☑ Does it highlight your decisions, not just your tasks?
☑ Will they remember both the result and how you work?
☑ Does it feel like your story, not a script?

When those answers feel solid, your story will feel solid too.

At the end of the day, you don’t need a perfect answer.
You need a structured one that connects.

Ever shared a story in an interview that really landed?
Would love to hear how you approached it.

📌P.S. If you want support using stories like this to land a better, higher-paying role, I’m opening a few spots this month in my job search accelerator. We have people leaving this month due to landing jobs! Fill out the short form in my Featured section and if it’s a fit, we can talk.

How_to_Answer_Why_Should_We_Hire_You

I’ve had jobs that look great on paper but still felt like I was in the wrong role. 

The smartest career move you can make this year?

Aligning your ambition with your energy.

If you're crushing goals but feeling completely off-track, you're not broken.

You're just misaligned.

I see this all the time with people “doing well”

Great title. Good money. Totally drained.

They think they need to blow up their career and start over.

But that's not it.

You don't need a career overhaul. You need realignment.

There's a Japanese concept called Ikigai - it means "reason for being."

It's basically the intersection of what you're great at, what energizes you, what pays well, and what fits your life.

I've adapted it into a career framework I use with clients to find that sweet spot.

It's four overlapping questions:

→ What are you trusted to deliver? (Your zone of mastery)
→ What would you do even if it didn't pay? (What drives you)
→ What's actually in demand? (Market reality)
→ What fits your life right now? (Not just your ambition)

The magic happens at the intersection.

That's where you get focus, clarity, and motivation without burning out.

I broke down the full framework in the graphic below 👇

Look at it. See where you're strong. Notice where you're missing.

That gap? That's what's making you feel off.

—

P.S. This kind of clarity work is what we do with clients inside my Job Search Accelerator. I help professionals align their skills, ambition, and energy so their next role actually compounds their career. 

If you want to explore working together, you can apply and book a strategy call here: https://lnkd.in/gCKpEsYg

The best companies don't have to beg people to stay.

I talk to hiring leaders every week.

The ones with great retention aren't doing anything complicated.

Their people feel challenged. Trusted. Recognized. Like their career is actually moving somewhere.

These are exactly the things you should be testing for in your interviews.

Most candidates never ask the right questions to find out if a company actually operates this way.

Or just says it does.

The difference between a role that energizes you and one that burns you out in 18 months usually comes down to how well you interviewed them.

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Reno Perry

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The Battle

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Reno Perry

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