TreeHouse Foods

Communications Manager, Social and Digital Engagement

Patina Solutions

Communications Consultant

Karen Nicholas Communications

Freelance Writer & Communications Professional

Millig Design Build

I recruited and onboarded new employees and created various communication pieces to increase employee engagement. I created a Human Resources department and established internal communications best practices. I helped plan events and contributed to our marketing communications efforts.

Director of Communications & Employee Relations

Willdan Performance Engineering 

I provided communication strategy, developed content for both internal and external audiences and recruited new employees for our division. 

I created targeted communications to ensure employee engagement. I identified new ways to improve and innovate our internal and external communication practices and channels, including monthly update meetings, a branded Medium.com site, video communications, etc. 

I also recruited, hired, and onboarded new employees. I focused on furthering initiatives around Diversity, Equity & Inclusion, particularly in the hiring, recruiting, and onboarding process.

Communications & Talent Acquisition Manager

I designed presentations to share critical findings with clients, focusing on simplicity and client engagement. I also helped package our data into consumable content such as charts, graphs, etc.

University of Kansas

As the first communications person for the IT Department, I created and oversaw all communication efforts, including communications planning, crisis communications, and copywriting. I developed internal communication strategies and materials to support new launches, programs, and processes. 

I distilled complex, technical information into simple, digestible, and actional messages for diverse internal audiences, including students, faculty, and staff.  I also built relationships with other departments and team members to ensure seamless launches of new technologies and programs.

IT Communications & Media Relations Manager

David Evans and Associates, Inc.

As the first person in my role,  I created and executed a media relations program – including pitching media, writing press releases, ghostwriting bylines, and submitting applications for various awards. I ensured our external messages were consistent with our internal messages and focused my efforts on telling DEA’s brand story. 

I developed media pitches and articles to attract and engage with new talent through employee profiles in publications, company culture articles, and Best Places to Work awards. We were ranked on Fortune’s 100 Best Places to Work during my time in this role. 

I engaged with senior leadership and colleagues on media outreach opportunities and provided media training, including crisis communications guidance. 

I also assisted in various internal communications efforts, including contributions to internal newsletters and employee communication pieces.

Media Relations Manager

Edelman

Account Supervisor

Special Olympics Texas

Public Relations Coordinator

Corporate Communications | Writer | Employee & Internal Communications - Helping companies engage with their employees and clients

In our current remote/hybrid work environment, engaging and communicating with employees has never been more challenging – or essential. Creating an environment for employees to be the best versions of themselves is not only a cultural win – it’s also a business win.

A Gallup "State of the Workplace" report found that when employees are engaged at work, profitability increases by 21%. Yet, this same report shared that 65% of employees aren’t engaged at work.

We spend a lot of time talking “at” people – not necessarily “to” them. My goal isn’t just to communicate a message. My goal is to ensure those messages are delivered and digested by the audience. It’s also my responsibility to provide executive guidance and direction when messages aren’t the right voice and fit for the audience.

With a background in media relations, editorial content creation, internal communications and employee relations, I bring a range of creative skills and experience to any position. Communicating with employees and partners can be a company's greatest strength rather than its biggest weakness.

Karen Nicholas

I teach job seekers how to leverage LinkedIn to attract interviews and job offers | Creator of the #1 LinkedIn course for job seekers - LinkedIn Unlocked - enroll today! | LinkedIn Top Voice Job Search & Careers

Feel like your resume is 'good', but still not getting the interviews or responses you hoped? 

You find a position that aligns with your goals, skills, and experience, so you apply. And wait. Weeks later, still nothing. Not even a “No, thank you.”

You try for a different position. Same story.

What’s going on?

Why aren’t companies seeing what you bring to the table?

Is it that you’re not as qualified as you thought?

It’s not you. It’s the broken hiring process.

You need an executive career marketing campaign that gets you through all the stages of the job search process from beginning to end. 

That’s where my team and I come in.

If you’re not getting the type of response you hoped for, it’s not that you’re not qualified; it’s that your current resume doesn’t do you justice or the job search strategies you're using don't work for the 2026 job market.

I can diagnose which and help you fix it. Let's talk strategy → https://greatresumesfast.com/schedule

We do more than write resumes; we engineer career breakthroughs. Our end-to-end process combines executive branding with aggressive job search coaching. 

We ensure your LinkedIn profile stops the scroll, your resume wins the interview, and our "back-door" strategies help you skip the long line of competition to get your foot in the door, fast.

For 17 years, my team and I have helped 17,700+ executives make sure their career is seen, valued, and communicated the right way. 

Take it from my clients, who have experienced results like:
- Leveling up from a $40K military career to a $1.6M CEO position, with my team fueling each jump
- Successfully transitioning from L&D into a VP of marketing role — in just 3 weeks
- Getting recruited for a perfect-fit SVP Tech role within 48 hours of updating his profile

Ready to skip the line? Let's talk strategy → https://greatresumesfast.com/schedule

WHEN I'M OFF THE CLOCK
You'll find me lost in a good book, at the soccer field cheering on my favorite players, or exploring a local nature trail.

Jessica Hernandez, CPBS, CDCS

"You're too experienced for this role." <- A job seeker with 25 years of experience reached out to me after hearing this one too many times.

Here's what they really mean when they say 'too experienced': "We're scared you will leave as soon as something better comes along."

Here's how to flip that script at every stage of the hiring process:

𝗢𝗻 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝘂𝗺𝗲:

Remove the age signals before they can object.

→ Only date the most recent 10-15 years of experience
→ Remove graduation dates
→ Drop "30+ years of experience" from your summary
→ Include prior roles in an undated "Previous Experience" section
→ Update formatting (no Times New Roman, no double spacing)

Lead with relevance and impact. Not age or total years of experience.

𝗜𝗻 𝘆𝗼𝘂𝗿 𝗰𝗼𝘃𝗲𝗿 𝗹𝗲𝘁𝘁𝗲𝗿:

Address their fears before they become objections.

"Why this role? Because purpose beats prestige at this stage of my career. I've had the titles. What I want now is work that aligns with my values and your mission to [specific value] does exactly that. People don't leave roles that give them meaning."

"Why now? I'm not chasing titles. I'm chasing the satisfaction of doing work that matters with people who value experience over ego."

𝗜𝗻 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄:

Say this before they even ask:

"You might be wondering why someone with my background wants this role. I've run the large teams and managed the big budgets. What excites me about THIS position is going deep on [specific aspect] without the politics that come with executive roles.

My 5-year plan? Become your subject matter expert. Build systems that outlast me. Mentor the next generation. I measure success differently now. It's about giving back, mission-driven work, not climbing another rung."

𝗜𝗳 𝘁𝗵𝗲𝘆 𝗺𝗲𝗻𝘁𝗶𝗼𝗻 𝘀𝗮𝗹𝗮𝗿𝘆 𝗰𝗼𝗻𝗰𝗲𝗿𝗻𝘀:

"I'm optimizing for culture and impact now, not maximizing compensation. I've made money. What I'm looking for is meaningful work that makes a difference."

"Too experienced" is their fear talking. Your job is to answer the questions they're too afraid to ask.

Have you faced the "too experienced" objection? What worked for you?

#Careers #JobSearch #LinkedInTopVoices

Jessica Hernandez, CCTC, CHJMC, CPBS, NCOPE

Executive Resume Writer ➝ 8X Certified Career Coach & Branding Strategist ➝ LinkedIn Top Voice ➝ Brand-driven resumes & LinkedIn profiles that tell your story and show your value. Book a call below ⤵️

Job Seekers, I'm praying that a torrent of job offers will rain down on you this week. 

May the God of endurance and encouragement fill you with all hope as you trust Him.

I pray that your applications receive answers, your network sends referrals, and your interviews generate offers this week so that you may do the work God has called you to do. 

In Jesus Name,
Amen

How can I pray for you today?

Blessings,
Jessica

#FaithAtWork #Believer #Careers

After submitting an online application, send a follow-up email to the recruiter. 
Here's a template:

Dear [Recruiter's Name],
I recently applied for the [Position] role (Application ID: [if available]). I'm particularly excited about [Company's] commitment to [specific value].

At [Current Company], I [achievement relevant to new role]. I believe this experience, combined with my skills in [relevant hard skills], would allow me to bring value to your organization.

I've attached my resume and cover letter. I'd welcome the opportunity to discuss how my background aligns with your needs.

Thank you for your consideration.
Best regards, 
[Your Name]

IMPORTANT: If you have a referral, mention the referrer's name in the email. Only 4% of job seekers mention they have a referral, yet having one exponentially increases your chances of getting an interview.

Why it works:
- Shows initiative
- Highlights key qualifications
- Demonstrates company research
- Provides easy access to your documents

Expected results: Increased visibility of your application and higher chances of securing an interview.

Have you tried sending a post-application email? Share your experience!

🎉 It's here! My new course just launched, and I am SO excited. 🎉 

Introducing: Rapid Response Job Search Techniques.

I created this course because I've watched too many talented job seekers do everything "right" and still get nothing back.

You're tailoring resumes. You're applying daily. You're checking your inbox constantly.

And still... silence.

Here's what most people don't realize: job boards have a <6% success rate. Meanwhile, 91% of hires are happening through other channels entirely.

You're not failing. You're just fishing in the wrong pond.

This 90-minute course teaches you exactly where hiring is actually happening and how to get in front of decision-makers who can say yes.

Inside, you'll learn:

→ Where 91% of hires really come from—so you stop wasting time on channels that don't work

→ High-performing job boards with 3X better conversion rates—so you apply where you'll actually get seen

→ 7 word-for-word scripts for recruiters and hiring managers—so you never freeze wondering what to say

→ My employee referral system—so you're 5X more likely to land the offer

→ A target company spreadsheet and network tracker—so you stay focused and organized instead of scattered

This course is for you if you're tired of applying into the void and ready for a smarter approach.

I poured everything I've learned from helping 25,000+ job seekers into this. I truly believe it can change the trajectory of your search.

Use code HIRED2026 for 30% off early bird pricing (ends 1/22): https://lnkd.in/eTUBvr-H

If you know someone in the middle of a frustrating job search, please share this with them. Sometimes the right resource at the right time makes all the difference.

Praying this blesses you and helps you land faster.

Blessings,
Jessica

#JobSearch #Careers #CareerAdvice

The job market is tough, but you can try, try again!

I helped my husband land interviews using LinkedIn in 48 hours without spending hours applying to jobs.

Here's how…

Most job seekers think the key to LinkedIn job search success is applying to as many positions as possible.

The reality is that 50% of recruiters are pulling away from job postings and searching for candidates directly in LinkedIn's database instead.

So, how do you get found by recruiters?

1. Optimize your headline with your target job title + 3 high-priority hard skills + a personal branding statement.

2. Add at least 5 relevant skills to your profile (members with 5+ skills get 27X more views).

3. Fill your work experience section with quantified achievements (this doubles your profile views)

Anyone can land interviews quickly IF you optimize your profile for recruiter searches, not with mass applications or cold messaging strangers.

What's your biggest challenge when it comes to getting noticed by recruiters? Share it in the comments. I'd love to help.

Great Resumes Fast | Executive Resume Writers

Somewhere, someone is looking for exactly what you have to offer.

Your skills haven't lost their value. Your experience matters. And the right opportunity? It's out there looking for you, too.

I believe that with my whole heart.

And I also believe hope works best when it's paired with action.

The difference between job seekers who land fast and those who stay stuck for 6+ months? It's not luck. It's strategy.

What worked 2-3 years ago will not work in 2026. The market has shifted. And the data shows us exactly what IS working right now.

Tomorrow, I'm going live to share it with you.

𝗝𝗼𝗶𝗻 𝗺𝗲 𝗧𝘂𝗲𝘀𝗱𝗮𝘆, 𝗝𝗮𝗻𝘂𝗮𝗿𝘆 𝟮𝟬𝘁𝗵 𝗮𝘁 𝟮𝗽𝗺 𝗘𝗧 and I'll reveal:

→ Where hiring is actually happening vs. where everyone is applying
→ The blueprint the most successful job seekers are following right now
→ 3 rapid-response strategies to help you land faster in 2026
→ The #1 mistake leading to 6+ month job searches (and how to avoid it)

Plus Q&A at the end.

RSVP by clicking the blue "Attend" button on the event page here: https://lnkd.in/eRjAqF_V

Job searching confidentially? Watch here instead:
YouTube: https://lnkd.in/e2AbBYWj
Facebook: https://lnkd.in/eqifCUwB

Your breakthrough might be closer than you think. Let's make sure you're ready for it.

Blessings,
Jessica

#MondayMotivation #JobSearch #Careers #LinkedInLive

90% of job seekers are using LinkedIn completely wrong.

They're treating it like Indeed or ZipRecruiter – just another job board.

Meanwhile, thousands of recruiters search LinkedIn daily for candidates with specific skills. But they can't find you if your profile isn't correctly optimized.

Here's how to optimize your profile so recruiters can discover you.

1. Use a headline formula that gets you found in search results. Here's my go-to headline formula:

Target Job Title | 3 High-Priority Hard Skill Keywords | Your Personal Branding Statement - How You Deliver Value

2. Add hard skills in key areas throughout your profile.

Make sure you have hard skill keywords that are relevant and align with your target role in AT LEAST these three key areas: your LinkedIn headline, current/past job titles, and the skills section.

3. Use LinkedIn's little-known features to stand out to recruiters.

- Shortlist yourself by clicking the "I'm Interested" button on your target company's About page.

- If you have Premium, make sure you're selecting your three "Top Choice" positions per month. It adds a badge to your application that notifies recruiters this is a top choice for you. It stands out!

- Connect with employees at your target company. LinkedIn shows recruiters how many connections you have within the company. 

Drop your target role below. 👇 This community is full of amazing professionals who might know of an opportunity or be able to make an introduction.

🔖 Save this for your next profile update

Know someone who needs this? Share it with them.

#LITrendingTopics #LinkedInTopVoices #Networking

My client Lisa got a rejection email at 6:15 am... before she'd even had her coffee.

Most job seekers would've moved on. Lisa didn't.

She reached out to a contact inside the company and asked if he'd pass her resume to the hiring manager. He said yes.

By that afternoon, she had an interview scheduled.

Then there's Sarah. She applied to a role with 300+ other applicants. But she also had someone in her network send a recommendation to the hiring manager right after she submitted her application.

While 300 resumes sat in the pile, Sarah's name was already on someone's radar. She got the job.

Here's what Lisa and Sarah understood that most job seekers don't:

An application alone is not a high-ROI activity.

You need to sandwich it.

𝗕𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂 𝗮𝗽𝗽𝗹𝘆: Reach out to a personal contact for a referral or introduction.

𝗔𝗳𝘁𝗲𝗿 𝘆𝗼𝘂 𝗮𝗽𝗽𝗹𝘆: Follow up with the hiring manager. Let them know you applied, why you're excited about the role, where there's value alignment between you and the company, and connect the dots between your experience and their needs.

The data backs this up:

→ Referred candidates are 5X more likely to be hired
→ 45% of hires come from inbound applications on company websites
→ Only about 5% come from major job boards

You don't have to apply, wait, and cross your fingers in the hope they'll call. 

You can stack your efforts.

I went deeper on this strategy during yesterday's LinkedIn Live: 3 Rapid Response Job Search Techniques.

If you missed it, the replay is available now. I share the research, the data, and step-by-step techniques to dramatically increase your application-to-interview conversion rate.

Watch the replay here: https://lnkd.in/eRjAqF_V

Praying this shift in strategy brings you peace and progress in your search.

Blessings,
Jessica

#JobSearch #Careers #CareerAdvice

Job seekers who land faster apply to fewer jobs. 

Job hunting is not a numbers game. 

It’s not about how many applications you can throw out into the ether. 

You’ve been lied to. 

That volume-based, ‘more is better’ tactic is diluting the quality of your options and taking precious time away from activities with a higher effort-to-interview conversion rate. 

When you’re everywhere, you make progress nowhere. 

If you’re applying to 80+ jobs per week, then you don’t have the time to make connections at specific companies, build relationships, follow up with contacts, or reach out to hiring managers after you apply. 

When you pull back and focus, your applications become strategic, your networking becomes authentic, and your results (interviews) actually increase.

During my husband's last job search, one application alone took him 2 hours to complete. 

That was a considerable time investment and very stressful. 

If you’re spending 2 hours per application, the submission part alone becomes a full-time job, and there’s no time or energy left for high-yield activities - the ones with a 40-60% success rate getting interviews. 

I’m not saying don’t apply online. Hear me on this, there is a place for an online application. 

My husband invested the time because it was for a role at his #1 target company. 

But we did not leave that application to chance (or the ATS). 

Instead of spending time submitting more applications elsewhere, he invested his time in high-ROI activities to get his foot in the door at his target company. 

Ultimately, he got an interview on day 7 of his job search, an offer on day 12, and he started his new job at his target company on day 19.

Far and away, relationships (connecting with others) is the most effective job search method.

When it comes to building relationships and connecting with others in your job search where do you need the most help?

#LinkedInTopVoices #Careers #JobSearch
Great Resumes Fast | Executive Resume Writers

My client Maria has landed her last 3 roles using the same strategy.

I call it The Bookend Strategy. Here's how it works:

𝗕𝗲𝗳𝗼𝗿𝗲 𝘀𝗵𝗲 𝗮𝗽𝗽𝗹𝗶𝗲𝘀: She reaches out to someone she knows at the company and asks for information, advice, or guidance about the company and role. (She doesn't immediately ask for the referral - yet!)

𝗪𝗵𝗲𝗻 𝘀𝗵𝗲 𝗮𝗽𝗽𝗹𝗶𝗲𝘀: She submits a targeted resume and cover letter tailored specifically to the role. 

Her resume connects the dots between her experience and how she can add value to the company.

Her cover letter mentions how her values align to the company's. 

𝗔𝗳𝘁𝗲𝗿 𝘀𝗵𝗲 𝗮𝗽𝗽𝗹𝗶𝗲𝘀: She follows up directly with the hiring manager, letting them know she applied, why she's excited about the role, and how her experience aligns with their needs. Then asks her referral if they'd kindly pass their resume along (or send in a recommendation letter).

That's it. That's The Bookend Strategy.

Most people submit their application and let it stand alone. No support on either side. And it falls over.

Job seekers I work with who use this approach are getting interviews for nearly half the jobs they apply to. And they're landing roles in under 6 months, even in this market.

The data backs it up:
→ Referred candidates are 5X more likely to be hired
→ Direct applications and referrals comprise the majority of all hires (91%) in the past 12 months.
→ Following up increases your visibility when 250+ resumes are in the pile

If you've been applying and hearing nothing back, this is the shift that changes everything.

I teach this strategy (and 6 others) inside my course: Rapid Response Job Search Techniques.

Today is the LAST day to grab it at the $97 rate and join the pilot group.

If you're tired of applying into the void and ready for a smarter approach, this is your chance: https://lnkd.in/eTUBvr-H

Doors close tonight.

Blessings,
Jessica

#JobSearch #Careers #CareerAdvice

Sources: Erin Employee Referral Service, 5X more likely to be hired.
AshbyHQ: 43% of hires from inbound applications, 48% referrals

Job Seekers, your expectations are NOT unreasonable.

Feeling demanding for wanting:
- A simple application process?
- Timely responses?
- Punctual, responsive interviewers?
- Transparent communication?

You don't have to apologize for having standards and expecting professional demeanor.

The data backs you up: 
✅ 43% of candidates say application ease matters most 
✅ 57% expect response within 3 days (you should!) 
✅ 66% are feeling burned out from poor processes

You're not being picky. You're being smart.

Here's your permission slip to:
- Walk away from 20-step applications
- Follow up when promised timelines pass
- Ask about next steps
- Expect basic professionalism
- Choose companies that respect your time

A company's hiring process is a preview of their culture. If they can't organize a decent interview (or respectful hiring process), imagine working there daily.

Your time is valuable. Your experience matters. Your standards are valid.

The right company will appreciate you and know your worth.

Keep going. The good ones are out there. 💪

#careers #LinkedInTopVoices #jobsearch

Data from 2025 Job Seeker Nation Survey by Employ, Inc.

Hey Job Seekers, how can I serve you this morning? Is there a burning question I can answer? A recommendation or tip I can offer for a challenging situation? Or an issue you're stuck on that I can offer advice on? 

Drop me your question, challenge, or issue in the comments, and I'll do my best to point you in the right direction!

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