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?

Intelligence, Analytics & Insights applied to Strategy

I was born on the small island of Gran Canaria, Spain, surrounded by beauty and warmth. However, by the age of 32, I faced a seemingly hopeless future. Despite my energy and motivation, my career and personal life stagnated. I explored various entrepreneurial ventures and consultancy roles, but each attempt failed.

One day, I met a lifelong friend at a funeral. She was an air hostess in Dubai and asked me if I was ready for a change. I made the bold decision to move to Dubai with nothing but determination. I relied on my friend's generosity for accommodation for six months until I secured a job.

I ended up working for the same airline. One morning, a colleague invited me for coffee, and he pulled a book from his bag to gift me: "The 4-Hour Workweek" by Tim Ferriss. It was indeed a life-changing experience. Many of the struggles I had faced throughout my life were depicted in the book, along with solutions to overcome them!

My boss, Veena, recognized my potential and encouraged me to harness my true capabilities. Her guidance taught me to focus and balance my efforts, leading to genuine productivity. Within two years, I advanced to Senior Manager at Virgin. 

Today, I lead an innovative team at a large company specializing in data, AI, and productivity optimization. I have launched courses that have attracted over 30,000 students, engaged in public speaking, and owned a vacation rental business in the Canary Islands. Additionally, I spend time with my family and mentor young talent.

I am not unique or exceptionally bright, but I have discovered how to frame problems, find the (real) job to be done, and establish clear, easily understandable, and aligned strategies.

𝗩𝗮𝗹𝘂𝗲𝘀
1. Passion: for things that I love and that give me lots of energy.
2. Authentic: Be yourself; that's your edge.
3. Caring: consider others and act with kindness.
4. Curious: stay open to constant change and new experiences.

𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬
- Engineered Mondelez International's Data and Analytics and AI strategy in Europe, fueling a +20% share value growth within two years.
- Revolutionized Phillip Morris' consumer journey, converting 10 million smokers to safer alternatives.
- Co-piloted Virgin Mobile's market entry in the UAE, swiftly capturing significant market share.
-Innovated a $2M annual revenue channel for Fly Dubai.
- Authored the GIDAR analytics methodology, 
- Published courses enrolling 30,000+ students.

Santiago Tacoronte

When my friend Alessandro Bagalini first suggested I start a podcast, I never imagined we’d come this far. Today, I’m thrilled to share our journey:

🎙️ 50 Episodes
📊 12,000+ Downloads
🌍 67 Countries
📍 472 Cities

The reach has been amazing, but what drives me is knowing we’re making a real impact, helping professionals around the world unlock their potential and find more fulfillment in their work.

But I cannot take much credit because none of this would be possible without the incredible guests who’ve shared their expertise and stories:

Marius Vetrici PhD, Riley Jarvis, Dr. Brenetia Adams-Robinson, NLPP, CLC, SPHR, Michelle E. Dickinson, MM 🧠♥️, Stephen Shortt, Adam Malone, Eric Sandosham, Ph.D., Chris Singel, Eva Selhub,  MD, Billy Mandarino, Leslie Juvin-Acker, J.D., Matt DiGeronimo, Genevieve Piturro, Ivona Hirschi, Dr. Alexander McWilliam (FLPI), Kathryn Landis, Jim Carlough, Danielle Riddle , Katharina Breme, Dr. Jonathan Lockwood, Michael Stein, Charley Johnson, David Waldas, Jake Smolarek, Bradley Lord, David Pereira, David Ian Wood, Coach-Speaker-Host-Actor, Tara Halliday, Morag Barrett, Lisa Friscia, Chris Marr, Nick Graham, Amy L. Adler, MBA, CMRW, CERM, NCOPE, Angelo Valenti, Ph.D., Brooke Bralove, Dr. Danny Brassell, Julie Holunga, Marnie Wills, Ahmet Bozer, Rashesh Doshi, Chris Miles, Jeanne Omlor - 7 figure Coach for Coaches and Consultants, Mark L. Vincent—Executive Advisor, Concetta Cucchiarelli, Simon Copsey, David Prosper, Lisa Haynes and Simon Copsey.

Thank you all for being part of this journey. Here’s to the next 50 episodes!
#Podcast #Productivity #Leadership #PersonalDevelopment #Milestone

Chief Data Officer | Climbing with Mondelez to The Top of Global Snacking | Author of the 4 Productivity Vectors Framework | Host of ProductiviTree Podcast | Educator to +40K Future Leaders

Processes create #standardization, standardization creates #predictability, and predictability enables #scalability. 

But if we try to turn everything into a rigid, binary system, we can end up making things more complicated and less productive.

When designing processes, step back and look at them from a distance. Ask yourself: Does this actually make sense?

Do you know what it takes to publish a book? I didn't until I met Michele DeFilippo. She opened my eyes, as I previously thought a book was just the manuscript, the cover, and then you’re good to go. And yes, you can rush it and go live with just that, but if you want a wider reach, there’s much more involved. 

Another eye-opener from Michele was that self-publishing is often the best route for most writers, allowing you to keep most of your hard work and years of effort.

If you are thinking about publishing a #book, or about writing in general, check the full episode in the comments, and she’ll guide you in the right direction.

I came across a post called “One SQL Question That Fails 70% of Candidates.”
The author is proud of rejecting people who miss a deceiving question.

I can’t think of a sillier way to fail a potentially suitable candidate than this. Because:
1. It can be learned in seconds.
2. AI can do it (if not now, soon).
3. You might be throwing away other skills and attitudes for a single question.

Hire for adaptability, resilience, and curiosity, not for tricky questions to catch someone off guard. Work is not a Trivia game.

(For the curious, the question is: “What is the difference between WHERE and HAVING? When should you use each?”)

"Hire for adaptability, resilience, and curiosity" says Santiago Tacoronte, Chief Data Officer Europe at Mondelēz International in our latest episode of Empiric Insights.

Watch the full episode and recap here:
https://lnkd.in/eWshRm3U

In the final clip from this episode Santi explains the realities of building globally distributed teams and outlines why steady 1% daily improvements outperform big six month claims.

Our team partners with organisations seeking to bridge skill gaps and secure the right talent for high performing transformation teams. Learn more:

https://lnkd.in/ewTJZC6U

#Productivity takes many forms, but one is usually overlooked: #Fashion.

Scientific studies have proven that people who dress well are more likely to be liked and therefore get more things done.

So I sat down with Reginald Ferguson, a popular fashion consultant from New York, and asked him how productivity is linked to our clothing.

Spoiler alert: You don't need to wear a suit to impress others.

Check out the full episode with Reginald Ferguson, where we also went through:
• Tips to dress better for people who don't care about fashion.
• How women are judged more at the workplace based on what they wear.

https://lnkd.in/eu5dUBWa

#WorkplaceCulture

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The Battle

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