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 🤝

No alternative text description for this image

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

Shelley Piedmont, SPHR, SHRM-SCP

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

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

I work with people in two situations:

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

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

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

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

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

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

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

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

Interview the Right Way Coach

Shelley Piedmont

Is 2026 the year when you can finally breathe?

That was all a client of mine wanted when I asked her to imagine what achieving her career goals would do for her life. 

In 2025, many professionals were holding their breath. They stopped dreaming about what was possible because they were paralyzed by what they thought was probable:

—News stories about 6-month+ job searches and ghosting made staying in toxic cultures feel like the "safe" choice.
—Losing the emotional energy required to actually go for it, because it seems so out of reach.
—Starting to doubt your marketability, because you don't get positive affirmation that your work is valued.

To start breathing in 2026, you have to follow my client’s lead and move from "surviving" to "strategizing":

—Write down what "breath" means to you. Is it more autonomy? Better leadership?
—Separate the horror stories from your specific market reality. Many job seekers who struggled did not apply a strategic, relationship-based search.
—You don't have to do this alone. High-performers use coaches to maintain the accountability and perspective they lose when they’re burnt out (ask my clients).

We are in a new year. At this time next year, do you want to bemoan another year where you still can't breathe, or do you want to say you have found your fresh air?

If it is the former, I am here to help you out.

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

Shelley Piedmont🧭

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

Campus recruiting is changing (again).
And not in a good way for most students.

A note: I usually focus on mid-career job seekers in my posts. This will likely apply to your children, nieces, and nephews who are in college or about to graduate. It is something you should know.

My Monday's number: 26%

That's how many companies were exclusively recruiting from a shortlist of elite schools in 2025, up from 17% in 2022, according to a Veris Insights survey of over 150 companies.

The "talent is everywhere" message from the hot job market? Gone. Now, hiring from elite schools and near corporate HQ is a priority.

Let's look at what is happening.

GE Appliances cut their campus visits from 45-50 schools down to just 15.
McKinsey removed  "We hire people, not degrees" from their career page. Evidently, that is not true anymore (but what is ever?).

If you're not at a target school, you're starting from a massive disadvantage.

And the timing couldn't be worse for new grads.

The unemployment rate for "new entrants" (recent college grads trying to break into the full-time workforce) hit a nine-year peak in 2025, according to federal data analyzed by the Burning Glass Institute.

For the first time in modern history, bachelor's degree holders ages 20-24 are experiencing unemployment rates closer to those of those with only a high school diploma. The gap between the two groups is the smallest it's been since at least the early 2000s.

One think tank called the U.S. "no country for young grads." It is pretty bleak right now.

I get some of this.

I did campus recruiting as a recruiter. When companies want in-person work, recruiting close to the corporate office makes sense. Fewer companies are willing to pay to relocate.

Plus, when you focus on fewer schools, you can build deeper relationships. You're not spread so thin.

What this means for students:
If you don't attend an elite university or a school near a major corporate hub, one expert put it bluntly: "God help you."

His advice? Referrals, LinkedIn, and networking (always best practice). Because traditional campus recruiting won't reach you.

The doors that opened during the hot job market are closing again.

And I haven't seen any data showing that this narrower approach is actually producing better hires. 

Mid-career professionals: If you have a college student or recent grad in your life, what's one concrete thing you're doing to help them navigate this? Referrals? LinkedIn coaching? Honest talk about what schools/locations actually matter now?

Sources: Wall Street Journal (January 2026), CNBC analysis of Burning Glass Institute data (October 2025).

Purple background featuring 'MONDAY NUMBER' text in tan/beige lettering with '26%' written in white handwritten style below. Shelley Piedmont, wearing a burgundy sweater, has her hand cupped to her ear in a listening gesture. Website URL www.mycareergps.com appears at the bottom. This is Shelley Piedmont's Monday Number post about the percentage of companies exclusively recruiting from a shortlist of elite schools, showing how campus hiring has narrowed and is affecting college graduates' job prospects.

Is a traditional full-time job search actually holding you back from the work you love?

When mid-career professionals think about career success, they've been trained to look for a seat at one table. But for many, that model no longer works for them.

If you’re frustrated by long hiring cycles or looking for more variety in your day-to-day work, you might not have considered a path many of your peers are already taking: The Fractional Shift.

This isn't just about a filler job until you can find a permanent home. It’s about building a 'Portfolio Career' where you: 

✓ Solve diverse, high-stakes problems across different industries. 
✓ Regain autonomy over your schedule and who you work with. 
✓ Get paid well for your expertise and are respected.

Instead of waiting for one company to say "yes," imagine multiple companies saying "yes" to your problem-solving abilities.

I’ve broken down why this might be the right path for you and what you need to know.

Many of you are stymied in a full-time search because you are selling time when we should be selling results. For my fractional pros: what was the most challenging part of that mindset shift? 

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

Fractional Work For Mid-Career Professionals

Are you in the mid-career gray area?

You know, where you feel the following:

You’re good at your job, but not "lit up" by it.
You’re respected, but they won't move on your best ideas.
You’re wondering if a new title, industry, or career is the answer. 

It is not that you are miserable, dreading every workday. It is more that you are feeling underutilized.

This was my conversation with "Michael" yesterday. He has a lot of ideas about what else he could do, but he can't pinpoint one and say that it is it.

"Michael" is not alone. Many of you have that "January itch." You want 2026 to be the year that you find something more fulfilling, but don't know what that is.

Well, what are you going to do about it? Keep thinking and thinking, but not making any progress?

Or are you going to take constructive steps like "Michael" and get support?

You can end 2026 the same way you ended 2025, or you can do something different—your choice.

If you want help to get career clarity, DM me (it is always free). I'd love to make your 2026 one of your best years.

"Why should we hire you?" 

Many of you are getting this interview question wrong.

You think, "I'll tell them I am a great problem solver or build strong relationships. That's what they want to hear, right?

Well, sort of.

Saying that makes you sound like everyone else. Getting an offer is not about being like everyone else; it is about showing you're uniquely qualified for the role.

You have to provide this proof.

Instead of: "I'm great at problem solving." Try: "I reduced customer complaints by 40% in six months by creating a new tracking system that caught issues before they sidetracked us."

Instead of: "I'm a team player." Try: "I started weekly cross-department check-ins at my last job. Within three months, we saw project delays drop by 25%, and it increased morale."

Also, when answering this question, don't forget to talk about your cultural fit.

You are hired not only because you can do the job, but also because you fit in with the culture.

For example, I worked at an organization that used a repeatable scaling process. When interviewing candidates, I enjoyed hearing about their comfort level and preference for our business approach. I knew they could work within our way of doing business.

So, here is a cheat sheet on how to answer this question.

Before your next interview, write down three specific examples:
—A problem you solved (with numbers)
—A time you improved something (with results)
—How you embody their company values (with a story)

Skip the buzzwords. 
Give them the evidence. 

That's how you stand out when everyone else is giving the same generic answers.

Need help with your interview prep? DM me (always free).

----------
💜 Helping mid-career professionals find clarity, build confidence, and land jobs they love.
📖 Follow me for career tips, job search strategies, and interview advice.
💌 Need support in your career journey? Reach out—I’m here to help!

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The Battle

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