Growth-Focused, Compassionate Leader | Amazon, Salesforce, Meta & Dropbox Alum | CHIEF Member | Mom²

I’ve been told “you’re not good enough” more times than I can count.

When I applied to early decision to Cornell, my Chemistry teacher laughed at me. She wasn't wrong - I got rejected. But “no” on a piece of paper wasn’t going to be the final answer. I called the Dean every single day until he finally took my call. He told me why I didn't get in and what I needed to change.

A year later, I walked through the doors as a student.

That moment shaped everything. 
It taught me how to speak up for myself — clearly, directly, and without apology. I've carried that into every role since. 

I’ve sold for and led teams across some of the biggest tech companies in the world, including Salesforce, Meta, Dropbox and Amazon. Along the way, that meant working through messy launches, rebuilding broken processes, coaching struggling reps, and helping leaders navigate growth, conflict, confusion and change.

And like anyone who's lived a full life, there were personal moments that forced me to rethink what leadership actually looks like. Rejection, personal loss, setbacks, and times where everything felt like it was falling apart. Those experiences changed the way I lead. 

Not with ego. Not with pressure.
But with clarity, communication, and being human first. 

Today, I coach sales leaders and partner fractionally with revenue teams who want to perform at a high level - without burning out or leading on autopilot. 

𝗜 𝗵𝗲𝗹𝗽:
- Sales Leaders who want confidence, clarity, and stronger communication
- Revenue teams who need simple, effective, human-first messaging
- Companies who want fractional support to stabilize, sharpen, or accelerate GTM

𝗪𝗵𝗮𝘁 𝗜'𝗺 𝗴𝗼𝗼𝗱 𝗮𝘁: 
Connecting with people. 
Getting to the real issue fast. 
Helping leaders show up with confidence. 
Turning chaos into clarity. 

𝗪𝗵𝗮𝘁 𝗜 𝗯𝗲𝗹𝗶𝗲𝘃𝗲:
Leadership isn't about being the loudest voice. 
Sales isn't about pressure.
People don't need more hustle - they need more clarity. 

If you're a sales leader who wants to grow, a team that needs direction, or a company looking for fractional help... 

𝗟𝗲𝘁'𝘀 𝘁𝗮𝗹𝗸.

Lindsey Fine

Can we please stop minimizing the badassery of women?

Yesterday's Gold medal game between Team USA and Team Canada was not deemed "high demand" by Olympic organizers.. 

Let's break this down: 

- This was the 7th time these two have met in an Olympic final. 

- Team USA entered the final game with a 31-1 goal differential. They outscored their opponents by 30 goals across 6 games. 

- One of those 6 games was against Team Canada where they shut them down 5-0. 

- Canada entered the final with a point to prove. Despite the loss in the prelims, they outscored the rest of the world 18-3. 

- And....they were the ONLY team in the entire tournament to hold USA scoreless for more than 2 periods.  In fact, Team USA didn't even find the back of the net until there was just 2:04 left in regulation. 

- The game tying goal was scored by Hilary Knight, making her the all-time leading SCORER in U.S. Olympic history. 

- It took a 3 on 3 sudden-death OT period for it to finally end. 

So, let's recap: 

- The greatest rivalry in hockey
- A record-breaking performance by a legend
- A literal last minute comeback 
- An OT goal to decide it all

If that's not "high demand", then I don't know what is.

Sales Leadership Coach & Fractional Revenue Partner | Coaching leaders. Guiding teams. Driving revenue. | Amazon, Salesforce, Meta, Dropbox Alum | Mom²

Ok, sold. 

Winter Olympics > Super Bowl

And I ❤️ football...

But Snoop on a Zamboni? 
100% here for it. 

What do y'all think 

🏈 or 🥇?

Erin Lewber

Building strategy. Developing talent. Driving growth.That’s the work - inside Amazon and inside the careers of the women I support.At Amazon Business, I lead Account Management for a multi-billion-dollar portfolio, supporting Fortune 100–1000 customers. I manage a multi-layer team (leaders and ICs) and built global strategic account management strategy to close gaps in customer adoption and retention - creating a model now used worldwide.The work sits at the intersection of sales, consulting, and customer success:- solve complex customer problems- drive adoption and retention- build durable growth engines- develop high-performing teamsI’m consistently rated in the top tier of people managers at Amazon, based on daily team feedback.Outside of Amazon, I’m the founder of Erin Lewber Coaching - a boutique coaching firm supporting women in two key seasons:1) Career pivots + job search executionResume strategy, LinkedIn, interview prep, and momentum - supported by my coaching team.2) Executive advisory + strategic thinking partnershipFor women navigating complex career and leadership decisions - where getting it right matters. This is judgment-driven work, not templates or assessments. We lay the full situation on the table, pressure-test options, and move forward with clarity and confidence.If you’re navigating a pivot, promotion, or a decision that deserves real discernment, you’re in the right place.Focus areas: Sales leadership • Growth strategy • Strategic account management • Executive advisory • Leadership communication • Career pivots • Interview strategy • Women’s leadership

Head of Strategic Adoption, Sr. B2B Sales Leader

I lead a team of 12 to drive adoption of Amazon Business within AB's Fortune 1000 customer base.  

In this role, I've developed, launched, and scaled the Strategic Adoption role across Amazon Business.

"Why are you leaving your current role?" 
 
Ever wondered how to answer this? 
 
Here's how: 
 
Tell your interviewer what you're running 𝙩𝙤𝙬𝙖𝙧𝙙 (instead of running 𝘧𝘳𝘰𝘮). 
 
Everyone leaves a job because something isn't good enough. If things were good enough, you'd stay 😀 
 
So instead of coming up with a list of things that weren't working as your reason for leaving (low pay, bad hours, toxic culture, etc) 
 
Pivot your answer slightly 
 
And focus on what you're looking to 𝙜𝙖𝙞𝙣 by moving to the new role/company 
 
Read their About page. 
Do a little Google research. 
Know what draws you to the company. 
 
And share that instead. 
 
𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 
𝗪𝗵𝘆 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝘂𝗿𝗿𝗲𝗻𝘁 𝗿𝗼𝗹𝗲? 
 
𝗥𝘂𝗻𝗻𝗶𝗻𝗴 𝗳𝗿𝗼𝗺: 
I'm looking for a better culture that isn't toxic and where every day doesn't feel so exhausting. 
 
[while reasonable to not want a work environment like this, your interviewer doesn't know your situation and this message focuses on your current job - not the value you bring to one you're interviewing for] 
 
𝗥𝘂𝗻𝗻𝗶𝗻𝗴 𝘁𝗼𝘄𝗮𝗿𝗱: 
At this point in my career, I'm selectively looking for a role that will allow me opportunity to develop new skills while also doing work that's purposeful within a supportive team environment. Based on what I learned about Company ABC and your commitment to [something you learned while researching the company], I believe I could successfully apply skills like [skill 1, skill 2, skill 3] that I've built during my career and would find a lot of satisfaction knowing I was contributing to [thing you'd contribute to if you got this job] 
 
Run toward. Not From.

Head of Account Management, Amazon Business | Executive Advisory + Career Coaching for Women | Pivots, Promotions, High-Stakes Decisions

How you're currently approaching your job search:

1. Work on resume
2. Apply to 30 different roles
3. Start 3 different certification programs
4. Join LinkedIn, like posts, worry you should be posting too
5. Apply to 50 more roles
6. Make a post about how you're applying and it isn't working
7. Revise resume 3 more times
8. Change LinkedIn profile
9. Apply to 30 more jobs
10. Hire a professional resume writer
11. Still no interviews
12. Realize you've applied to 100+ jobs...this isn't working!
13. Find new types of roles to apply to
14, 15, 16... [and the list continues]

𝗛𝗼𝘄 𝘆𝗼𝘂 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝗱𝗼𝗶𝗻𝗴 𝗶𝘁:

1. Pick a focus role (upskill if needed)
2. Build your resume *then* your LinkedIn for said focus role
3. Search and NETWORK for said focus role
4. Interview

Leaving the classroom?

Your students are not "clients" 😬

I had a chat with a VP of Customer Success at an EdTech company 

I asked her to tell me the three things she sees teachers doing in their job search that she wishes they wouldn't

Here's a summary of what she said:

1. 𝐃𝐨𝐧'𝐭 𝐁𝐞 𝐃𝐞𝐬𝐩𝐞𝐫𝐚𝐭𝐞
Many teachers will say, "I'm willing to do any kind of role you have open." In saying that, you're signaling that you really haven't thought about your skills or focused your search in a thoughtful way.

2. 𝐊𝐧𝐨𝐰 𝐘𝐨𝐮𝐫 𝐖𝐨𝐫𝐭𝐡
Many teachers will say "I'm currently making $55k, but I'd be willing to take less to make the move". Google the average wage of the role you're going after; do some research. That is the wage you should be targeting. If you're moving to Customer Success (as an example), $70-80k is the NORM. When you say you'll take some crazy amount like $50k, it shows you haven't done your homework (and may be another way you're signaling desperation)

3. 𝐃𝐨𝐧'𝐭 𝐏𝐥𝐚𝐲 𝐖𝐨𝐫𝐝 𝐆𝐚𝐦𝐞𝐬
I've personally seen this on SO many resumes and my VP friend said the same thing: Why are teachers calling themselves "Learning Project Managers" or their students "clients" -- when they clearly work at a school? When you change language like this, it is confusing to your reader and can come across as misleading or inauthentic. There's nothing 'wrong' with being a teacher...own it. Spend your time explaining how your classroom experience uses the same skills needed in the job you want (Ex: managing your students' IEPs is a lot like working with multiple stakeholders to manage a project plan and reach a goal)

If you've made the transition from classroom to corporate OR you work in the EdTech industry, I'd love to hear other tips that could help teachers project their confidence and value in the jobs search process.

If you're writing a cover letter that looks like an 𝘢𝘤𝘵𝘶𝘢𝘭 𝘭𝘦𝘵𝘵𝘦𝘳 (lots of words, paragraphs)... 
 
No one is reading it 
 
5 Tips for a cover letter that someone will actually read: 
 
𝟭. 𝗞𝗲𝗲𝗽 𝗶𝘁 𝘀𝗵𝗼𝗿𝘁 
Heavy half page. No one wants an actual letter (promise) 
 
Get to the point 
 
Say it in as few words as possible so the reader can get to the important stuff easily 
 
𝟮. 𝗕𝘂𝗹𝗹𝗲𝘁𝘀 & 𝗕𝗼𝗹𝗱 
Your reader is probably reviewing a ton of applications. 
 
Call the eye to your main/most important points, key technologies, or important results using bullet points and bold. 
 
𝟯. 𝗝𝗼𝗯 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝘁 
This isn't the time to tell your reader *all the things*, you just need the most important ones. 
 
Research your role and share 3-5 bullet points that show you match the role's requirements 
 
𝟰. 𝗢𝗞 𝘁𝗼 𝗥𝗲𝗽𝗲𝗮𝘁 
It's absolutely OK to share highlights from your resume in your cover letter. 
 
Kind of like how stores hang a lot of signs when they want you to know about a sale. They don't keep the important stuff a secret. Neither should you. 
 
𝟱. 𝗗𝗼𝗻'𝘁 𝗿𝗲𝗶𝗻𝘃𝗲𝗻𝘁 𝘁𝗵𝗲 𝘄𝗵𝗲𝗲𝗹 
In the world of cover letters and resumes, clean, simple, and easy to read is all you need. Less is more. 
 
𝗡𝗲𝗲𝗱 𝗮 𝗙𝗥𝗘𝗘 𝘁𝗲𝗺𝗽𝗹𝗮𝘁𝗲 𝗳𝗼𝗿 𝗯𝗼𝘁𝗵? 
https://lnkd.in/ejQcg-Ps
 
𝘗.𝘚. 𝘚𝘰𝘮𝘦 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘪𝘭𝘭 𝘴𝘢𝘺 𝘺𝘰𝘶 𝘥𝘰𝘯'𝘵 𝘯𝘦𝘦𝘥 𝘢 𝘤𝘰𝘷𝘦𝘳 𝘭𝘦𝘵𝘵𝘦𝘳. 𝘚𝘰𝘮𝘦𝘵𝘪𝘮𝘦𝘴 𝘵𝘩𝘦𝘺'𝘳𝘦 𝘳𝘪𝘨𝘩𝘵. 𝘚𝘰𝘮𝘦𝘵𝘪𝘮𝘦𝘴 𝘵𝘩𝘦𝘺'𝘳𝘦 𝘸𝘳𝘰𝘯𝘨. 𝘐'𝘮 𝘵𝘦𝘢𝘮 "𝘣𝘦𝘵𝘵𝘦𝘳 𝘵𝘰 𝘩𝘢𝘷𝘦 𝘪𝘵 𝘢𝘯𝘥 𝘯𝘰𝘵 𝘯𝘦𝘦𝘥 𝘪𝘵, 𝘵𝘩𝘢𝘯 𝘯𝘦𝘦𝘥 𝘪𝘵 𝘢𝘯𝘥 𝘯𝘰𝘵 𝘩𝘢𝘷𝘦 𝘪𝘵"

Open article: Free Template by erinlewber.com

Ever see that 200+ people applied to a job via LinkedIn?

And then decide not to apply?

Don't do that. Here's why:

If that "apply" button pushes you to an external site, then LinkedIn's "200 applicants" is really just a count of clicks.

That's right.

Try it. 

Find a job

Click apply

Go back to LinkedIn

Wait 60 seconds-ish

Refresh

Watch the number tick up by 1

Moral of the story?

Don't pull yourself out of the race because of a goofy number that probably isn't even accurate

P.S. If it's an 'easy apply', there's little friction to applying. What does that mean? Of those 200+ people applying, about 40-50% aren't even a fit right out of the gate. Just people 'shooting their shot'.

𝗧𝗵𝗶𝘀 𝗶𝘀 𝗢𝗞: 
"Can you tell me about the company culture?" 
𝗕𝘂𝘁 𝘁𝗵𝗶𝘀 𝗶𝘀 𝗮 𝗯𝗲𝘁𝘁𝗲𝗿 👇 
 
"Tell me about the last time your team celebrated something. What was it? How did you celebrate?" 
 
𝗧𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲? 
 
You're asking a specific, situational question instead of a general/theoretical one. 
 
This requires your interviewer to answer with a specific (real) situation instead of a conceptual one. 
 
𝗧𝗵𝗲 𝗯𝗲𝗻𝗲𝗳𝗶𝘁? 
 
𝗬𝗼𝘂 𝗽𝗿𝗲𝘃𝗲𝗻𝘁 𝗹𝗮𝗺𝗲 𝗮𝗻𝘀𝘄𝗲𝗿𝘀 𝗹𝗶𝗸𝗲 𝘁𝗵𝗲𝘀𝗲: 
 
→ Oh, it's great! 
→ We're a really great team 
→ Everyone gets along. We're like a family! 
 
𝗜𝗻 𝗳𝗮𝘃𝗼𝗿 𝗼𝗳 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗵𝗶𝗻𝗴𝘀 𝗹𝗶𝗸𝗲: 
 
→ Do they celebrate stuff? 
→ How do they celebrate? 
→Does this align to how you like to celebrate? 
 
(Example: If you learn the team hits the bar every time something great happens...that may or may not be your thing) 
 
𝗕𝗼𝗻𝘂𝘀 𝗧𝗶𝗽: It is important to know the person's role in the team/hiring process when you ask things like this. 
 
If your interviewer is a manager from a partner team, asking them about their team's culture will likely be irrelevant to you. Ask a question like this of your future manager or future teammate. 
 
P.S. You can turn just about any question into a situational one like this - it doesn't have to just be this culture example :)

You interviewed. 
They didn't pick you. 
And you don't know why. 
 
𝙒𝙝𝙖𝙩 𝙖𝙧𝙚 𝙮𝙤𝙪 𝙨𝙪𝙥𝙥𝙤𝙨𝙚𝙙 𝙩𝙤 𝙙𝙤 𝙣𝙤𝙬? 
𝗙𝗶𝗴𝘂𝗿𝗲 𝗶𝘁 𝗼𝘂𝘁 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳, 𝗼𝗳 𝗰𝗼𝘂𝗿𝘀𝗲. 
 
𝗟𝗲𝘁 𝗺𝗲 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂: 
 
𝗦𝗧𝗘𝗣 𝟭: 𝗦𝗘𝗟𝗙 𝗗𝗜𝗔𝗚𝗡𝗢𝗦𝗜𝗦 
There's a lot you can figure out completely on your own by reflecting on 2 elements of the interview: 
 
𝟭. 𝗧𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 
Gave the 'correct' answers? 
Told them 1+1 = 2 (not 17) 
Talked about the right solution, process, and tools to demonstrate you have the skills for the job? 
 
This is an assessment of *𝘄𝗵𝗮𝘁* you said. 
 
𝟮. 𝗣𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 
Gave a clear, organized answer? 
Left space for questions? 
(𝘰𝘳 𝘥𝘪𝘥 𝘺𝘰𝘶 𝘬𝘦𝘦𝘱 𝘦𝘯𝘥𝘭𝘦𝘴𝘴𝘭𝘺 𝘵𝘢𝘭𝘬𝘪𝘯𝘨) 
Answer the question you were asked? 
Give enough detail? 
 
This is an assessment of *𝗵𝗼𝘄* you said it 
 
Step 1 is always a great start! 
 
You can do it for price tag of $0 and a little honest self-reflection. 
 
There's a 90% chance you'll identify an area to improve just doing this. 
 
Then you can practice, practice, practice where you need to. 
 
𝗦𝘁𝗶𝗹𝗹 𝗺𝘆𝘀𝘁𝗶𝗳𝗶𝗲𝗱? 
𝗥𝗲𝗮𝗱 𝗼𝗻... 
 
𝗦𝗧𝗘𝗣 𝟮: 𝗘𝗫𝗧𝗘𝗥𝗡𝗔𝗟 𝗔𝗦𝗦𝗘𝗦𝗦𝗠𝗘𝗡𝗧 
After you've done the work to figure it out yourself, you may need to get a second opinion from someone else via a mock interview. 
 
𝗕𝗶𝗴𝗴𝗲𝘀𝘁 𝘁𝗶𝗽? 
 
(𝘢𝘯𝘥 𝘵𝘩𝘪𝘴 𝘪𝘴𝘯'𝘵 𝘫𝘶𝘴𝘵 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘐 𝘰𝘧𝘧𝘦𝘳 𝘪𝘯𝘵𝘦𝘳𝘷𝘪𝘦𝘸 𝘤𝘰𝘢𝘤𝘩𝘪𝘯𝘨 𝘢𝘴 𝘢 𝘴𝘦𝘳𝘷𝘪𝘤𝘦) 
 
Family and friends are free.... 
but not always the best resources. 
 
Why? 
 
Because they love you (duh!) and will want to be your cheerleader rather than your coach. 
 
Also, they might not understand interview techniques. 
 
Make sure your mock interviewer knows what a great interview consists of. 
 
Find someone who is kind, but directly honest. 
 
Get some feedback. 
 
Then practice, practice, practice. 
 
🧡

If you could change one thing about the interview process, what would it be?

𝗜'𝗹𝗹 𝗴𝗼 𝗳𝗶𝗿𝘀𝘁:

I'd like the organization to review their role, determine who the candidate needs to speak with (and why)... and then eliminate ANY interviewers or interview steps that aren't critical to making a hiring decision.

I see too many 5+ round interviews where a early to mid career candidate is speaking with the VP of something-or-another and two additional panels of 3+ people before they get hired.

𝗠𝘆 𝘁𝘄𝗼 𝗰𝗲𝗻𝘁𝘀 𝗼𝗻 𝗮𝗻 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗹𝗶𝗸𝗲 𝘁𝗵𝗶𝘀?

Micromanagement and inefficiency. Highlighted.

K...your turn

P.S. productive, not complain-ey...k?

If someone tells you that your resume isn't "ATS Compatible"....𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝘁𝗵𝗲𝗺 𝗼𝗻 𝗶𝘁.

𝗙𝗶𝗿𝘀𝘁, 𝗮 𝗰𝗿𝗮𝘀𝗵 𝗰𝗼𝘂𝗿𝘀𝗲 𝗼𝗻 𝗔𝗧𝗦:

An ATS (Applicant Tracking System) is a glorified filing cabinet for recruiters.

𝗪𝗵𝗮𝘁 𝗶𝘁 𝗱𝗼𝗲𝘀:

- organizes job postings
- organizes candidate profiles
- holds candidate resumes
- allows a recruiter to search the database and manage the various stages of the hiring process

A company's job posting page is the front end (user facing side) of that ATS.

When you apply and attach your resume, you're building your candidate record and attaching your resume to to your record in the ATS.

𝗔𝗻𝗱 𝗻𝗼𝘄, 𝗮 𝗰𝗿𝗮𝘀𝗵 𝗰𝗼𝘂𝗿𝘀𝗲 𝗼𝗻 𝘄𝗵𝘆 "𝗔𝗧𝗦 𝗖𝗼𝗺𝗽𝗮𝘁𝗶𝗯𝗹𝗲" 𝗶𝘀 𝗮 𝗻𝗼𝗻𝘀𝗲𝗻𝘀𝗲 𝘀𝗰𝗮𝗿𝗲 𝘁𝗮𝗰𝘁𝗶𝗰:

𝟭. 𝗙𝗜𝗟𝗘 𝗧𝗬𝗣𝗘
As long as you're submitting a supported file type (PDF, Word Document), your resume is going to go into the ATS. Probably safe to say you can't doodle a resume and submit it as a .JPG file, but I'm pretty sure you're not doing that anyway. So, you're good here.

𝟮. 𝗙𝗢𝗥𝗠𝗔𝗧 𝗮𝗻𝗱 𝗣𝗔𝗥𝗦𝗜𝗡𝗚
If you've formatted your resume with lots of columns and tables, it might not parse (that's mostly fancy talk for 'fill in the blanks for you on your application'). Typically, you'll be required to fill in the blanks to complete an application. So either your resume will do it for you...or you will do it. But either way, your info gets entered. So, you're good here, too.

𝟯. 𝗞𝗘𝗬𝗪𝗢𝗥𝗗𝗦.
People selling "ATS Compatible" resumes are all about the keyword gimmicks. They'll tell you the ATS is going to scan your resume for keywords. Truthfully, an ATS *can* do that, but as long as you're writing a resume that talks about things relevant to the job you want...you're probably going to hit on those keywords anyway. So, there really isn't some sort of magic that can happen here. Just talk about stuff relevant to the job and give examples of how you were good at those things. This isn't Harry Potter level stuff.

𝟰. 𝗧𝗛𝗘𝗥𝗘'𝗦 𝗡𝗢𝗧𝗛𝗜𝗡𝗚 𝗘𝗟𝗦𝗘
That's right. There's the file type, the format, and the content and none of those things are going to cause the ATS to reject you or flag your resume as 'not compatible'.

These systems are built to take information from random people and make a recruiter's life easy...they aren't meant to be Fort Knox with a secret code to be cracked.

Which means..............people telling you that ATS Compatibility is your problem....are kinda sorta totally absolutely knowingly selling you a heaping pile of garbage advice.

And I think that's a rude thing to do to jobseekers 🧡

Power phrases to add to your interview responses

(in no particular order)

"While preparing to speak with you today, I...."
"One thing I've come to realize is...."
"Something I've discovered about _______, is...."
"I learned that..."

What makes them power phrases?

They each show you've thought about a situation, event, or experience; you can pull a bunch of stuff together to create a single "aha!"

These types of realizations?

They lift and shift from job to job

And smart companies?

Of course they want someone who can do the job

But more importantly?

Smart companies hire people who can think, reflect, and learn.

Try these phrases on in your next interview.

Let me know how it goes.

taplio

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Erin Lewber

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taplio

The Battle

Lindsey Fine

Erin Lewber

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Lindsey Fine's LinkedIn Performance

Performance ScoreErin Lewber's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreLindsey Fine's LinkedIn Performance