I’ve spent years building and leading hospitality teams that have generated millions in revenue, and now, I help professionals like you tell your unique story on paper.

As an executive resume writer with hands-on experience in operations, I partner with leaders who have well-deserved accolades but struggle to position themselves for the next significant step. 

I've sat on the other side of the table as a hiring manager, so I know what stands out. I excel at transforming your complex, behind-the-scenes accomplishments into clear, compelling narratives that grab attention.

Whether your background is in hospitality, operations, or broader business leadership, my goal is simple: 
To position you as the clear choice for high-profile roles, promotions, and opportunities that truly align with your skills and aspirations.

Specialties include crafting executive and professional resumes, optimizing LinkedIn profiles, and guiding career transitions in the hospitality and operations fields. 

I take pride in working with a select number of clients each month, ensuring a personalized and high-quality experience for each one. If you’re ready to take your career to the next level, let’s connect!

Luke Duggan

There’s one question I ask that tells me almost everything:
“What did you fix that no one asked you to fix?”
Most answers start with tasks.
Strong answers reveal judgment.
They talk about noticing friction.

Seeing patterns others ignored.
Making a decision when there wasn’t a clear playbook.

Leadership shows up before permission does.

Anyone can execute what’s assigned.
Not everyone takes responsibility for what’s missing.
The difference isn’t confidence.
It’s awareness.

When someone can explain why they acted, not just what they did, you’re hearing how they think under pressure.

That’s what hiring teams listen for, even when they don’t say it out loud.

📍How would you answer that question?

Luke Duggan 

Executive Resume Writer | Led Multimillion $ Teams, Now I Help You Land High-Visibility Roles

At the senior level, the best resume isn’t the one with the longest list of accomplishments.
It’s the one that shows you understand tradeoffs.

Most candidates highlight wins.
Few highlight the decisions behind those wins.

“I improved efficiency by 20%” is good.

But “I redesigned workflows to reduce staff burnout and still increased efficiency by 20%” is better.

Senior leaders get hired for how they think, not just what they achieved.

📍 What’s one line on your resume that could say more about your judgment?

There’s a point in every career where hard work stops being the differentiator.
Most professionals stay stuck in output mode: how much they produce, how fast they respond, how many responsibilities they can absorb.

But the roles people want, director, VP, GM, aren’t awarded for volume.
They’re awarded for how your work influences others.

Influence may sound abstract, but it’s practical:

 • People change how they operate after working with you.
 • Teams feel steadier because of how you communicate.
 • Leaders rely on your perspective, not just your execution.

Your resume should show that transition.
That doesn’t mean more metrics.
It means clearer causality: What changed because you were there?

📍 Where has your influence quietly reshaped a team, a process, or a result?

Here’s a thought:
Most people underestimate their strongest work because it came naturally to them.

You solved a conflict without escalation.
You rebuilt trust after a setback.
You mentored someone who now leads confidently.

Those aren’t soft moments, they’re leverage points.

A career story isn’t built on big wins.
It’s built on moments that reveal who you consistently are.

📍 What success felt small at the time but says something big about you now?

Not every gap is a liability.
Sometimes it signals intention.

The period in which you rebuilt, recalibrated, or realigned.

Hiring managers don’t care that you stepped away.
They care whether you can articulate what the return means.

A gap without a story feels defensive.
A gap with clarity feels strategic.

📍 If you reframed your gap as a turning point, how would you describe it?

Every professional reaches a moment where experience no longer fits inside job descriptions.

You’ve led people without the title.
You’ve solved problems that weren’t yours.
You’ve stabilized teams without getting credit.

And for years, you wrote resumes that hid that truth.

Then something changes. Maybe a rejection, maybe a chance conversation, and you realize the story you’ve been telling is too small.

That’s the year your career changes:
when you stop hiding the leadership you exercised quietly.

Documents don’t move careers.
Honesty does.

📍 What truth about your work have you avoided saying out loud?

Executives hire patterns.

They look for three things:
 📌 Judgment
 📌 Ownership
 📌 Transferable impact

If your resume reads like a job description, you’re not giving them any of those.

The fastest way to stand out:
Show the moment you carried the weight no one else wanted to touch.

📍 What moment of ownership belongs on your first page?

I once took on a project thinking it was “small.”
I took a conservative approach but positioned myself like a commodity.

The client was shocked at how genuine the finished version was.

We didn’t rewrite their resume.
We rewrote their identity.

Their confidence grew.
Their interviews changed tone.
Doors opened that they thought were closed.

I didn’t underprice the work.
I underpriced what it felt like for someone to be seen.

📍 When did you realize your value wasn’t in the task, but in how you helped someone transform?

You don’t get promoted because you’re busy. Everyone's busy.
You get promoted because you make other people’s jobs easier.

And that shows up in quiet ways:
 The meeting you de-escalated.
 The decision you clarified.
 The standard you held when no one else wanted to.

📍 What’s one invisible contribution you make that deserves a line on your resume?

Most job seekers chase volume.
Few chase relevance.
You can apply to fifty roles this month, or you can apply to five with clarity.

When your resume, profile, and outreach all signal the same message, 
This is exactly who I am, and this is the value I move, doors open faster.

The best candidates aren’t everywhere.
They’re unmistakable when they choose to show up.

📍 What would your search look like if you optimized for relevance instead of activity?

Every new year comes with a list of ambitions.
But most careers shift because of one habit, not ten.

For some people, it’s clearer communication.
For others, it’s finishing the work before the self-doubt kicks in. Damn you, imposter syndrome.
And for others still, it’s finally asking for what they’ve earned.

One habit creates the momentum that goals rely on.

📍 What habit, just one, would change the trajectory of your work this year?

Your profile is doing one of three things right now:
Making you look transactional.
Making you look dated.
Making you look like a leader with a point of view.

Most profiles fall into category one or two because they focus on tasks, not transformation.

If your profile doesn’t say who you help, how you think, and what outcomes you create it’s not competing in the right rooms.

A strong profile isn’t a summary.

It’s positioning.

📍 What message do you want people to take away after reading yours?

Most resumes fail quietly.
Not because they’re weak.
Not because the candidate lacks experience.
But because they don’t help the reader decide where to place trust.

A hiring manager isn’t asking, “Can this person do the job?”
They’re asking, “Can I rely on this person when things go sideways?”

That’s a different question, and most resumes never answer it.

Listing responsibilities doesn’t reduce risk.
Metrics without context don’t build confidence.

What does?
Judgment. Ownership. Decision-making under pressure.

When a resume shows why you made a choice, how you navigated constraints, or what changed because of your leadership, it stops being a record and starts being a signal.

The strongest resumes don’t try to impress.
They make it easier for the reader to say yes.

If your resume could belong to anyone in your role, it’s not telling the story that gets calls.

📍Which line on your resume would make a decision-maker trust you faster, if it were written differently?

I used to price my work based on effort.
Hours. Revisions. Scope.

Then I worked on a project that forced me to rethink everything.
The work wasn’t complex, but the clarity it created quickly changed outcomes. Decisions sped up. Confidence returned. Momentum followed.

That’s when it clicked:
People aren’t paying for effort. They’re paying for leverage.
The ability to see what matters.
To articulate it clearly.
To shorten the path between confusion and decision.

Once I understood that, I stopped undervaluing my contribution and stopped attracting work that treated it like a commodity.

📍Where in your work are you still pricing effort instead of impact?

No one is coming to champion you.

Not your boss.

Not HR.

Not even your closest mentor.

Your opportunities scale with two things:
 📌 How clearly you articulate your worth.
 📌 How consistently you deliver it.

📍 What advice would you give your younger self about ownership?

Every week has noise.
But patterns are quiet.

What you resist.
Where you hesitate.
What you avoid.
What you keep doing even when exhausted.

Patterns tell the truth about who you’re becoming.

📍 What pattern do you want to break before Q1 ends?

Being reliable keeps things running.
However, it doesn’t always move careers forward.

Leaders advance when they’re known for:
• resolving ambiguity
• making decisions that move the business forward
• raising standards without drama

If your brand is “dependable,” you may be overdue for a repositioning.

Reliability is what's expected of you in this role.
Impact must be your differentiator.

📍 What do people rely on you for, and what do they recognize you for?

It isn’t strategy.
It isn’t communication.
It isn’t even execution.
It’s discernment.

Knowing what deserves urgency, what needs a conversation,
what needs escalation, and what needs to wait.

Discernment is how senior leaders create calm inside complexity.

And it’s the skill hiring managers assume but rarely see.

📍 Where has discernment made your work easier this year?

Some progress is loud.
Most isn’t.

Success often shows up as:
• Better decisions
• Clearer boundaries
• More aligned opportunities
• Fewer tasks that drain you

Growth rarely announces itself.

But you can feel it when your work starts pointing in the right direction.

📍 What’s one quiet sign that your career is shifting in a healthier direction?

There’s a plateau that hits after competence.
You’re good at what you do.
You deliver results with ease.
You’ve earned trust where you are.
And yet, nothing moves.

More effort doesn’t create momentum.
More output doesn’t create opportunity.

That’s because advancement stops being about execution at this level. It becomes about articulation.

I’ve seen talented leaders stall here for years. Not because they lack ambition, but because they assume their work will speak loudly enough on its own.

It doesn’t.

Decision-makers don’t see your full body of work. They see fragments, resumes, conversations, and impressions formed under time pressure.

If you don’t translate your impact clearly, someone else fills in the gaps. And they rarely fill them generously.

This is the shift most people aren’t prepared for:
Working harder stops helping. Communicating better starts mattering more.
The leaders who break through this plateau learn to name their value without posturing. To frame their experience without inflating it. To make their judgment visible, not just their output.

📍Have you felt yourself working harder without moving forward, and wondered why?

Ribbonfish

At Ribbonfish we automate businesses. 

As the Head of Professional Services, my responsibilities include managing the Solutions Team, Implementation Team, Support Team and Training Team, overseeing and allocating project resourcing and staffing and collaborating with leadership to ensure the best customer experiences

Our priority is to ensure that our projects generate maximum value for our clients.

Head Of Professional Services

Sirenum

Head of Professional Services within Sirenum 

-Managing the Solutions Architect Team, Implementation Team, Support Team and Training Team
-Overseeing and allocating project resourcing and staffing
-Collaboration with leadership of all Sirenum functions to ensure Sirenum provides the best customer experiences
-Lead and improve the performance of the Professional Services Team, ensuring high productivity , engagement and retention 
-Ensuring growth and development opportunities for the Professional Services Team
-Supporting the Sales Cycle
-Accountable for the highest quality standards in project delivery
-Maintaining and enhancing value provided by the services team to clients
-Customer Adoption Support in close collaboration with the BA Team, Customer Success Team and Sales team
-Assisting in the Sirenum / Salesforce platform configuration / build of projects where necessary

Program Manager within Professional Services at Sirenum Ltd. 

• Leading and program managing client and internal projects across EMEA, US and APAC. 
• Defining the project scope, goal, milestones and timelines
• Coordinating & communicating the delivery plan to the project team, client and relevant stakeholders
• Manage and lead solution presentations, demos and workshops 
• Change Management / Adoption
• Resource planning, resource forecasting and resource allocation
• Risk Assessments, Quality Assurance and Issue Escalation
• Managing project documentation (Jira, Microsoft Office, G-Drive, Salesforce etc.)
• Managing client, partner and internal stakeholder relationships  
• Planning, prioritising and delivering internal process and project improvements 
• Project evaluation, results measurements 
• Internal Salesforce training and mentoring (Admin & Community Cloud focussed) 
• Technical Requirements Gathering and translating them into Jira's for development teams 
• Hands-on Solution Configuration

Program Manager

Implementation Consultant and Training Manager at Sirenum Ltd.  

• Responsible for delivery of various ISV implementation and training projects across EMEA 
• Pre Sales Solution Support & Post Sales Implementation (including requirements gathering, solution design, solution deployment and support hypercare)
• Solution Presentations & Demos 
• Creating & delivering engaging standard and custom training courses 
• Integrations with third party systems 
• Sales Cloud & Service Cloud implementation 
• Salesforce Communities creation, implementation and integration  
• Exposure to and creation of Lightning Components, Visualforce Pages and Apex

Senior Salesforce Implementation Consultant

Stimulus Consulting

Salesforce Trailhead GTM instructor. Responsible for providing public and private training courses on behalf of Salesforce and Stimulus Consulting across the EMEA region.

• Delivery of various courses to a wide range of clients, including administrator and business administration specialist courses
• Certified to deliver the ADM 201 Administrator Course, BSX 101 Salesforce Fundamentals for Business Administration Specialists course, the RPT 101 Reporting Fundamentals Course and the ANC 101 / ANC 201 and ANC 301 Einstein Analytics courses
• Creation and updating of private training courses and training material for a range of Salesforce
functionality
• Keeping informed and up to date with the latest Salesforce features and releases
• Working closely with customers to meet specific targets and project anticipations

Salesforce Trailhead GTM Instructor

Community Southwark 

Salesforce administrator for Community Southwark. Responsible for restructuring data,
maximising efficiency and harnessing the full features and benefits of their Salesforce
system.

•Proactive requirement gathering and seeking out and identifying system changes
•Modification of system to increase benefits and usability
•Managing new releases of SFDC and successfully rolling out new features
•Creation and maintenance of fields, views, reports, dashboards and other SFDC
objects and functions
•Maintenance and creation of workflows, custom objects, formulas and configurations
within SFDC
•Import and Export of data using Data Loader and other similar tools 
•Creation and distribution of relevant training aids

Salesforce System Engineer

UK Ministry of Defence

Project Manager / Business Analyst for expanded MOD Charter systems implementation / amalgamation. 

Project involved analysing, implementing and amalgamating the MOD Charter CRM system to meet the specific requirements of various departments within the MOD, Army and Royal Navy. 

Amongst other things, my role in the project involved developing the scope of the new system, understanding client needs, allocating resources, developing detailed project plans, managing relationships with internal and external parties and creating and presenting comprehensive documentation and training material. 

The project was delivered on time, within budget and to the desired scope of all stakeholders involved.

Project Manager

Product owner for the Charter System for the Ministry of Defence. Responsible for the improvements, maintenance, management, training and coordination of the entire MOD Charter System. 
 
•	Managed a team of support workers, developing technical expertise and knowledge throughout the organisation and training and advising senior officers and other business stakeholders
•	Identified core issues with the initial set up of the Charter System and developed a set of revisions and key performance indicators that ensured system effectiveness and legislative compliance
•	Increased the overall system adoption rate within the organisation by over 50% as a result of a staged, and progressive, online and classroom based training
•	Implemented the expansion of the system by configuring a multi-tenancy system with 2 new external user bases.  This resulted in increased collaboration, enhanced efficiency and better workflow automation

Product Owner

Quality Assurance Manager.  Responsible for researching, agreeing and specifying data quality assurance and processing procedures.

Quality Assurance Manager

Various Roles

Creating innovative technology and automating businesses of all sizes with Ribbonfish

An experienced, client facing, high impact manager with expertise in team management, project management, constructive problem solving, stakeholder communication, operational planning and training. 

Currently busy creating innovative technology with Ribbonfish Ltd.

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Luke Duggan

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