Follow for posts on getting hired & hiring better | CEO @ Lander Talent | IT + ERP + Digital Transformation | People > Buzzwords

Before I helped people get hired, I helped them get famous.

I cast 250+ episodes of reality TV for:

Netflix, Hulu, Disney+, HBO Max.

Now I help overlooked tech talent get hired.
And help hiring leaders build teams they’d fight to keep.

I run a staffing firm that focuses on ERP and enterprise IT.

But my content?

It’s about giving you the playbook no one’s handed you:

✅ Job Search Strategy
↳To get hired faster, without burning out

✅ Career Frameworks
↳To find roles that fit you, not just pay you

✅ Hiring Insights
↳To build teams that scale with purpose

✅ Dad-Level Real Talk
↳ To explain ‘the cloud’ isn’t where planes live

If you’ve ever felt stuck, ghosted or burnt out,
or if you’re just ready for better…

➕ Follow for tools to make your next move your best one.
🔔 Click the bell so my toddler doesn’t get mad.

Jonathan  Whipple

Getting laid off isn’t the crisis.

Losing momentum is.

Most people treat layoffs like trauma recovery.

And that makes sense.

You’re shocked.
You’re embarrassed.
You’re unsure what to say.

I’ve watched great candidates freeze for weeks.

Not because they didn't have talent.

Because they didn't have direction.

Those quiet weeks cost you:

❌ Your story gets fuzzy
❌ Your resume stays generic
❌ Your motivation takes a nap

And hiring managers can feel it.

If you've been laid off, your first 14 days matter more than the layoff itself.

Here's a 30-minute job search reset:

1. Pick One Target Role
 ↳ “Open to anything” makes it hard for others to help you.

2. Write Five Proof Bullets
 ↳ Outcomes with numbers. Not job duties.

3. Lock In Three Stories
 ↳ Challenge. Action. Result. Practice them daily.

4. Message With Value
 ↳ “Here’s how I can help,” not “I need a job.”

5. Apply With Intention
 ↳ 5 focused roles > 50 random ones.

A layoff doesn't determine your value.

But the story you tell afterward shapes what comes next.

———

What tells you someone handled a layoff well?
👇 Let me know below.

———

♻️ Repost to help your network find their footing.

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Jonathan Whipple

Most layoff advice skips day one. 

So here's what nobody sends you: 

Day one feels like the floor dropped out.
(It's supposed to)

But this is what moves the needle:

1. Practice interviews out loud today
↳ Not in your head. Out loud. It's different (trust me).

2. Message 3 people
↳ Not to ask, to reconnect. "Thinking of you" opens more doors than "I'm looking."

3. Rewrite your resume headline
↳ Show where you're going, not just where you've been.

4. Block a recharge ritual before noon
↳ Protect your energy like it's a meeting you can't miss.

5. Track every application and follow-up
↳ The job search IS your job. Treat it like one.

The silence after a layoff is the hardest part. 
These five moves break it. 

Which one do you wish someone had told you on day one of your job search?

👇 Share in the comments.

———

♻️ Repost to send this to someone who needed it yesterday.

Follow Jonathan Whipple for recruiting insider frameworks.

Linkedin shows you old jobs on purpose

One URL tweak lets you fight back.

Every LinkedIn job URL has a secret timestamp.

It's called TPR.
(Time Posted Range)
It's measured in seconds.

→ r86400 = 24 hours
→ r21600 = 6 hours
→ r3600 = 1 hour

Here's how to use it:

1. Search your target role
2. Add your usual filters
3. Find 'r86400' in the URL
4. Change it to 'r3600'
5. Hit enter

Now you're seeing jobs posted minutes ago.

(Before most people even open the app)

Bonus move:
Bookmark your custom URL.
Make it the first thing you open Monday morning.

You're not gaming the system.
You're showing up earlier than everyone else.

How old was the last job you applied to?
Drop it below. 👇

———

♻️ Repost to help someone still applying to 3-week-old jobs.

Follow Jonathan Whipple for recruiting insider frameworks.

Find LinkedIn Jobs Faster by Jonathan Whipple

Salary conversations aren't just awkward. 

They are rigged. 

Companies have a budget before you walk in. 

But they'll never say it first.

Instead, they rely on 6 lines that sound polite. 

And they use them to get you to negotiate against yourself.

Here's what they really mean: 

1. What are your expectations?
↳ Name a low number so we don't have to.

2. It depends on the candidate.
↳ We'll pay as little as you'll accept.

3. We offer competitive compensation. 
↳ We use buzzwords to deflect.

4. We don't want to limit ourselves.
↳ We'd rather limit you. 

5. We'll share comp later.
↳ Give us your time before we give you a number. 

6. We're still finalizing the budget. 
↳ We're waiting for your number to set ours. 

Most candidates answer first. 
And they leave money on the table.

Smart candidates use targeted responses.

Swipe through for the exact scripts: 

When's the last time you saw a company volunteer the top of their range? 

👉 Let me know in the comments.

———

♻️ Repost to save someone from leaving money on the table.

Follow Jonathan Whipple for recruiting insider frameworks.

6 Salary Lies To Remember by Jonathan Whipple

Your resume describes your job. 

It doesn't prove you did it well. 

I spent years in TV casting before recruiting. 

Both jobs taught me the same thing: 

→ Nobody hires a description.
→ They hire a performance on paper.

The difference is Duty vs Proof.

Duty tells them what your job was.
Proof tells them how well you did it.

"Managed B2B" accounts is a duty.

"Grew revenue $1.2M to $2.1M" is proof.

One makes a hiring manager nod.
The other makes them call you.

The image shows 5 real rewrites across 5 roles. 

Save it before your next resume update. 

Which bullet on your resume is a duty disguised as an achievement?

👉 Drop it in the comments.

———

♻️ Repost to help someone turn their resume into a reason to get called.

Follow Jonathan Whipple for recruiting insider frameworks.

Your LinkedIn Skills section works against you. 

Here's how: 

Most people add every skill they can think of. 
That's exactly the problem.

Here's what a Meta recruiter confirmed:

If you list 100 skills and match 5 a recruiter searches for?

Your relevance score is 5%.

A candidate with 20 skills matching 4 of 5?

Their score is 20%. 

That second candidate ranks much higher.
Despite matching fewer skills. 

Every irrelevant skill you've added is lowering your score. 

The fix is called the Relevance Ratio Trim.
And it takes 20 minutes. 

Swipe through to learn how 👉

———

♻️ Repost to help your network stop hurting their own job search. 

Follow Jonathan Whipple for frameworks that get you hired faster.

How LinkedIn Skills Hurt Your Search by Jonathan Whipple

I got hired for a job I wasn't qualified for.

It changed my entire career.

Most hiring managers won't do this.

They want guarantees. 
Proof. Safe picks.

But the best ones see something before the numbers confirm it. 

They say: 

"I don't know if this kid is ready. But I know he's hungry."

That kind of belief does something a job offer can't:

It rewires what you think you're capable of. 

15 years later, I still lead with her voice in my head.

Not my title. Not my metrics. 
Her belief.

That's how great careers start.

One person.
One decision.
One bet.

Who took a chance on you before you had the resume to back it up?

👉 Tell me in the comments.

———

♻️ Repost to remind someone that one bet can change a career.

Follow Jonathan Whipple for more.

I've seen candidates rejected after perfect interviews.

Because of how they treated the receptionist.

Most of them prepare for the interview room:

→ Their stories
→ The eye contact
→ The company research

But the first test starts in the lobby.

After 20 years of interviewing and being interviewed, I've learned this:

Your resume shows your work. 

How you treat people who can't do anything for you shows who you are.

And companies care about that more than they admit.

Receptionists meets clients first.
Coordinators keep projects moving. 
Security guards notice every detail.

They might not be in your interview.
But they influence it.

They are quiet decision makers.
And they're watching as they:

Fix calendar mix-ups.
Offering you water.
Print your badge.

Every interaction counts.
And kindness costs exactly $0. 

———

What small moments do you pay attention to?
👇 Let me know what you've seen. 

———

♻️ Repost to remind your network before their next interview.

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1,000 interviews.

3 people asked this. 

I've been the interviewer more times than I can count. 

And it's the same script every time. 
We hit the end, and I ask:

"Do you have any questions for me?"

Most people ask about benefits.
Remote work.
The timeline.

Three people ever asked:

"What's the hardest problem you're trying to solve right now that you haven't found the answer for?"

All three got callbacks.

Not because the question was perfect. 
Because it told me something the whole interview hadn't.

They weren't there for a job.

They were there for the problem I needed solved.

Problem solvers get hired. Period. 

What's the best question you've ever asked or been asked in an interview?

👇 Let me know below.

————

♻️ Repost to help someone turn their next interview into a callback.

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We had 5-star reservations for Valentine's Day. 

But Olive Garden was even better.

Reservations months in advance.
The whole deal.

We walk in. Prix fixe menu. 
NOTHING our kid would eat. 
So we pivoted. Hard.

Drove to Olive Garden. 
Our son was thrilled. 
My wife was laughing. 
And honestly, it was perfect.

Careers work the same way.

You plan the perfect path. 
The 'right' company. The 'right' title.
Then life throws a prix fixe menu. 
(With zero chicken tenders)

Great careers don't avoid a pivot.
They pivot well. 

When's the last time your Plan B turned out better than your Plan A?

Drop it below. 👇

———

♻️ Repost to remind someone that pivoting isn't failing. 

Follow Jonathan Whipple for more.

Nobody reads your resume top to bottom.

They scan it for one thing: 

Proof. 

Most resumes don't have it. 

They have duties. History. Buzzwords with nothing behind them. 

That costs you: 

❌ Listing tasks isn't proof
❌ Dense text blocks are skipped
❌ Generic resumes scream low effort

The best resume isn't the prettiest one.
It's the one that answers:

"Can they do this?"

Here's the difference: 

❌ Old: 
↳ Responsible for managing X
✅ New: 
↳ Reduced X by 30% in 90 days.

❌ Old:
↳ Buzzwords without specifics
✅ New:
↳ Keywords pulled from job post

❌ Old:
↳ Education leads the page
✅ New:
↳ Impact leads. Degrees support.

Swipe through for all 6 swaps. 

Hiring managers only remember one thing from your resume. 

Make sure it's a win.

What outdated resume line do you see too often? 
👉 Let me know in the comments. 

———

♻️ Repost to save someone from sending a 2010s resume to a 2026 hiring manager.

Follow Jonathan Whipple for recruiting insider frameworks.

Old vs New Resume by Jonathan Whipple

Electronic Arts (EA)

Recruiting Systems Analyst

VILLAGES NW - METRO

Continuing to volunteer with Villages NW, providing advice and counsel on HR matters.

Advisory Board Member

Serving as a volunteer with Villages NW, a non-profit organization dedicated to helping seniors age in place.
I'm lending my HR skill set to help revise the Personnel Policy to be in compliance with OR, WA, and federal laws, manage the background check process, defend VNW in administrative hearings for unemployment claims, run semi-monthly payroll, and manage vendor relationships.

HR Operations Manager

Redfin

Senior Program Manager Strategy & People Operations

Senior Program Manager HRIS

Fisher Investments

Main areas of focus: HRIS, System Administration, Project Management, Process Improvement.
I add value to the Human Capital tech stack by improving existing features and evaluating potential complementary technologies. I currently serve as the system administrator for our ATS, provide support for our Core HCM, and have led multiple, global HR technology implementations.

HC Technology Systems Project Manager

Washington County

Main areas of focus: HRIS, Business process design, Reporting, and Troubleshooting.
I was the HR Technology lead for the County, executing upgrades, testing, and patches for HR module in our HRMS. I provided HRIS support to manage and maintain data, records, and reporting structures related to HR applications. I completed routine and ad-hoc salary surveys, comparing our classifications and compensation structures to peer organizations in Oregon and Washington and ran annual compensation processes. I was responsible for compiling data for the EEO-4 report and Affirmative Action plan. I was also the administrator for our LMS, and worked on configurations to create and deliver a better online training experience. My greatest achievements were: 1. Implementing Employee Self Service functionality to allow employees to input address changes, phone number changes, and EEO demographic data. 2. Leading and completing an ongoing (10 year) project in our LMS to deploy an All-County Security Awareness Training and develop automated tracking and reporting tools to monitor compliance.

HRIS Administrator

Nike

Main areas of focus: HRIS, System Administration, and Vendor Management
I served as the System Administrator for the tools and technology used by Talent Acquisition Operations team.  I was also the point of contact for vendor partnerships with Talent Acquisition and other departments.  Additionally, I performed configuration activities in our applicant tracking systems to support the Global TA teams.

TA Operations Specialist ETW

Main areas of focus: HRIS, Reporting, and Analytics.
Used workforce analytics to help inform and drive talent decisions for North America Supply Chain (NASC). Serve as data expert for NASC. Provided support for talent planning sessions and quarterly business review sessions for NASC. Created monthly, quarterly, and ad-hoc reports to provide insights for Sr. HRBP and functional leaders. Tracked filled and open positions to ensure alignment to headcount targets set by VP, Global Supply Chain. Served as Administrator for NASC SharePoint sites to share best practices and team communications. Provided administrative support to track and maintain updates on immigration queries within NASC.

HR Operations Specialist ETW

HRDI

Main areas of focus: HRIS, Reporting, Compensation, Benefits, Wellness, Recruiting, Leave administration, Compliance, and Employee relations. 
I solved people problems while providing excellent service to a multi-state employee base.
Realized 4% savings by reducing insurance costs. Tracked and administered personal leave, FMLA, STD, and applied the interactive process for accommodations where ADA intersected with a leave of absence. Reviewed job descriptions, managed online job postings, and interviewed applicants. Completed salary surveys and helped create a consistent compensation formula to maintain internal equity. Performed on-boarding and off-boarding activities: New Employee Orientation and Exit Interviews. Conducted agency investigations regarding employee misconduct. Revised AAP and other policies and procedures to be in compliance with changing regulations. Created and ran reports to track departmental and organizational metrics, and maintained data integrity as a System Administrator.

HR Generalist

PCC Community Wellness Center

Main areas of focus: Reporting, Recruiting, Onboarding, Compliance, and Process improvement.  
Sourced candidates through local educational partners, managed the open requisitions, and the weekly job postings.  Coordinated the onboarding process.  Supported Open Enrollment activities.  Served as reporting expert for the HR department.  Acted as a resource to 300 employees by explaining company policies, benefits, and procedures.  Re-designed and implemented process-improvement measures to eliminate redundancies in numerous paper-based processes.

Human Resources

Baker Tilly Virchow Krause, LLP

Main areas of focus: Configuration, Project management, and Business process design.
Offered change management and talent management technology solutions to clients.  Supported project management activities by creating timelines, defining milestones, and creating budgets.  Served as configuration consultant by running client demos, working as a System Administrator to assign user types, set permissions, and create a hierarchical structure within the Performance platform.  Created UAT scripts and managed client concerns regarding functionality challenges within Performance platform with Performance Review, Goals, and Welcome Center options.

Project Consultant

HR Tech Enthusiast | People Tools Tinkerer

With 10+ years of HR experience, my sweet spot is ops, the intersection of systems, process, and data. I have a track record of optimizing tools and processes, enhancing user experience, and driving operational excellence. I'm a BIG nerd about my work, so much so I had the pleasure of speaking on the How We Interview podcast about HR Tech. Take a listen: https://howweinterview.com/episodes/kelli-bledsoe

My system admin tools and skills include: Workday, Oracle, PeopleSoft, ADP, SAP, Paycom, iCIMS, Eightfold, Taleo, Avature, NeoGov, Yello, Talemetry, Recruiting Operations, Vendor Management, Compliance, Data Privacy, Compensation and Benefits, Leave Administration, On/Off-boarding, Employee Relations and Reporting/Analytics.

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Jonathan Whipple

Kelli Bledsoe, MBA

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The Battle

Jonathan Whipple

Kelli Bledsoe, MBA

Followers

Posts

Engagements

Likes

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