Maya Grossman 💪 Career Success Coach

I will make you VP | Executive Coach and Corporate Rebel | 2x VP Marketing | Ex Google, Microsoft | Best-Selling Author

Hey, I'm Maya 👋
At the age of 27 I hit rock bottom - I completely burnt out trying to overwork my way into a promotion. 
Fast forward 15 years and I gained 10 promotions, worked for companies like Microsoft and Google, landed two VP roles at hyper growth startups, earned high six figures and actually enjoyed my 9-5.

What changed?
I stopped letting my career happen to me, and instead started managing it like a business.
I learned what it really takes to break through to executive roles, stopped making the mistakes that were holding me back, and developed the executive skills that got me noticed.

Today I am an executive career coach and my goal is to help you demystify what it takes to break through to executive roles, and build the bridge between where you are today, and where you want to be in your wildest dreams.

I want to save you the time, effort, and headache of figuring it out on your own and give you the playbook for achieving anything you want in your career.

My mission? To empower 1,000,000 high achievers to build the career of their dreams.


My brag list:

→ International best-selling author. Ranked  #1 new release for career books on Amazon.

→ 150,000+ followers across platforms, 70M views for my daily career advice
 
→ LinkedIn instructor (34,000 + learners, 4.7/5)

→ Named top 50 rising experts (US) and top 12 in Austin in 2023

→ Coached hundreds of high achievers to success on their terms​


If you are ready to level up in your career:

JOIN MY WEEKLY NEWSLETTER: Become VP Ready in 10 Minutes Per Week

Win the corporate game in 2025. Join 50,000+ high achievers receiving weekly actionable guides and proven strategies to level up into executive roles in months not years. 

www.mayagrossman.com/email


SUCCESS BUILDERS: BECOME THE OBVIOUS VP - 3-MONTHS GROUP COACHING PROGRAM

The exact steps to level up from Director to VP in months not years, without an MBA or working 80/h weeks

www.mayagrossman.com/SB


PRIVATE 1:1 COACHING

For senior executives who want to become first time VPs, or crush their first VP role.
I only offer 5 spots quarterly, and they require a 6-months commitment.

DM me for details.

Founder, Maya Grossman Consulting

Maya Grossman

Being a high performer doesn’t get you promoted.

In fact, it might be the reason you are not even being considered.

This is where most high performers get stuck:
→ Heads down
→ Quietly crushing it
→ Waiting to be “noticed”

But promotions aren’t rewards.
They’re investments.
And no one invests in potential they can’t see.

Here’s how to fix that in 8 steps:

1/ Audit the next level
➝ What does a VP actually do day-to-day?
➝ Look at job postings, internal docs, and talk to current VPs.
➝ Make a list of gaps between your current role and that one.

2/ Start operating above your title
➝ Volunteer for cross-functional projects.
➝ Solve problems outside your job description.
➝ Speak in terms of business outcomes, not just task completion.

3/ Build your strategic voice
➝ In meetings, stop reporting what you did.
➝ Start sharing why it matters and what’s next.
➝ Use the 3-I Formula: Impact, Insight, Intent.

4/ Make your work visible
➝ Send monthly “impact recaps” to your manager.
➝ Tie your results to broader business goals.
➝ Show how you’re solving problems that scale.

5/ Get a sponsor, not just a mentor
➝ Find someone who has a seat at the table.
➝ Ask for feedback—and tell them your career goal.
➝ Make it easy for them to advocate for you.

6/ Stop waiting to be chosen
➝ Book a conversation with your manager.
➝ Say: “Here’s what I’m doing to operate at the next level. I’d like your support in getting there.”
➝ Ask: “What would you need to see for that to happen?”

7/ Keep receipts
➝ Track every measurable win.
➝ Include cross-team wins, cost savings, and leadership moments.
➝ Make your case undeniable.

8/ Play the long game
➝ Promotions take time and alignment.
➝ But if you’re doing the job already—it’s easier to make it official.
➝ Stay consistent. Stay visible. Stay strategic.

💡 Reminder:
You don’t “earn” a promotion by waiting quietly.
You earn it by making your next-level potential obvious.

♻️ Repost to help someone stop being overlooked and start getting seen.

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Here is the link to the episode:
https://open.spotify.com/episode/6ebCBzi8Hi0uem5UHtzfcZ

This conversation is what happens when two former executives spill the best kept secrets about what it really takes to level up. 

8 Things High Performers Do To Land Promotions

Here’s the real difference between Directors and VPs:
Directors think in tasks.
VPs think in tradeoffs.

It took me years (and more missed opportunities than I care to admit) to understand that.

When I was a Director, I treated my workload like a badge of honor.

If I could juggle ten initiatives at once, I thought it meant I was operating at the next level.

But inside executive meetings, I kept noticing something.

VPs were not asking, “How do we get all of this done?”
They were asking, “Why are we doing this at all?”

Meanwhile, I was losing sleep over projects that didn’t move the business forward.

That’s when it clicked.
Strategy isn’t about volume.
It’s about judgment.

What matters. What doesn’t.
What gets resources and what gets cut.
What gets attention and what gets parked.

If you want to be seen as VP-ready, stop proving how much you can carry.

Start proving you know what’s actually worth carrying.

Here’s a simple test I give my clients:
If you were already in the VP seat,
What’s one initiative you would stop tomorrow?

The answer tells me whether you’re thinking at the level you want to lead.

So here’s the real homework:
Act on that answer.
Cut something. Stop something. Push something down.

Because VP-level leadership isn’t about handling more.
It’s about making the judgment calls that move the business forward.

For years, I did exactly what high performers are told will get them promoted.

I worked longer hours.
I took on more scope.
I said yes when others hesitated.
I carried work no one else wanted.

And I kept getting passed over.

What finally changed my career wasn’t a new skill or a bigger win.
It was realizing that promotions aren’t rewards for effort.

At senior levels, performance is table stakes.

What leaders are actually evaluating is judgment.
How you think in ambiguous situations.
How you frame tradeoffs.
Whether they trust you to represent the business when they’re not in the room.

I was optimizing for execution in a system that promotes perception.

Once I saw that, I stopped trying to impress with how much I could do
and started being intentional about how I showed up in high-stakes moments.

The shift was subtle, but the impact was profound.

If you’ve ever felt overlooked despite doing everything right,
it might not be your work.

It might be a mismatch between what you’re optimizing for
and what leaders are actually rewarding.

And that is something you can easily change.
Let me show you how: https://lnkd.in/gG8GnY4Y

The shift that finally made me VP

“We’re hiring someone above you to lead the function.”

I’ve watched this sentence land like a punch to the gut for some of the most capable leaders I know.
Heck, I’ve lived it.

They’ve been delivering.
Owning the work.
Holding the team together.

And then they realize the decision was already made.

Without them in the room.
Without a conversation.
Without even being asked if they wanted the role.

That’s when the questions start:

What did I miss?
Did I do something wrong?
Why wasn’t I even considered?

Here’s the lesson most high performers learn too late:
Doing the job doesn’t automatically make you the successor

Strong performance alone doesn’t create leverage

And when leadership shifts, everything resets unless you control the narrative

This is why so many Directors get blindsided when someone is hired above them.

Not because they aren’t capable.
But because they were never positioned as the obvious choice.

If you’ve ever felt that quiet moment where your future was decided without you, you’re not alone.

And you’re not powerless.

I break down how to prevent this — before it happens — inside my free masterclass.

If you want the strategy that puts you back in the driver’s seat watch it here: https://lnkd.in/gG8GnY4Y

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When people ask how I became a VP at 35, they expect me to say:

→ I went back for an MBA
→ I worked harder than everyone
→ I waited for someone to tap me

And honestly?
None of that explains it.

The real reason I moved up had nothing to do with credentials or grind.

It came from skills no one ever put on a job description:

Staying grounded when priorities blew up overnight
That's emotional resilience.

Speaking up for the value I brought - not apologizing for it
That's self-advocacy.

Building relationships with people who actually made decisions
That's strategic visibility.

Reading the room, navigating egos, and keeping people aligned
That's emotional intelligence.

Trusting my judgment when there was no clear right answer
That's leadership.

These weren't "extra" skills.
They were the difference-makers.
They're why I stood out early - and kept rising.

And here's the part most people miss:

Your resume won't tell you whether you're ready for the next level.
Your job title won't tell you either.

But your soft skills?
They will.

If you've been managing chaos, influencing without authority, smoothing conflict, making judgment calls, and keeping everyone sane...

You're already doing executive work.

You don't need permission to see that.
You just need to recognize it.

Because the soft skills aren't "nice to have."
They're the engine behind executive promotions.

And they're 100% learnable! In fact, I teach some of them here: https://lnkd.in/gG8GnY4Y

Most people getting passed over for VP are not underperforming.
They're over-performing at the wrong level.

These are the doer habits that look impressive on paper but quietly stall your promotion:

- Saying yes to everything (a.k.a people pleasing)
- Waiting for permission
- Presenting options instead of making calls
- Over-explaining to prove credibility
- Solving problems only inside your lane
- Only offering insights when asked

The truth is none of these are "bad habits."

They're rewarded early in your career.

But at senior levels, they send a very clear signal:
"You're reliable execution. Not leadership judgment."

VPs are not promoted because they do more.
They're promoted because they decide better.

They choose where to focus.
They make calls with incomplete data.
They connect dots across the business.
They influence outcomes without owning every task.

That's why burnout is so common right before the VP leap.

You're carrying Director-level work with doer-level habits.
Not good.

If you want to learn how to retire doer habits and start showing up as an executive decision-maker, I'm breaking it down step by step in my free masterclass.

Comment VP and I'll send you the details.

And yes, this is the work that actually changes how leaders see you.

P.S. How many of these are you still doing without realizing it?

6 Doer Habits That Kill Promotions

I did everything “right.”
Crushed deadlines. Took initiative.
Said yes to the extra work.

But I still wasn’t being seen as “ready.”

Meanwhile, people with less experience were getting promoted faster.

Not because they were better
but because they knew how to get noticed by the right people.

That’s when I realized:
The habits that get you promoted aren’t flashy.

They’re boring.

But they’re powerful.

→ Prepping for meetings like they’re interviews
→ Repeating your value until it sticks
→ Speaking in outcomes, not effort
→ Asking for the role before you feel ready

No hacks. Just quiet signals that make you undeniable.
Are you practicing these every day?

DM me VP and I’ll send you the 3 biggest shifts that change how decision-makers see you — fast.

10 boring things that actually get you promoted faster

I did it! VP title, two offers, under 6 months.
And none of it happened by accident.

I wasn't tapped on the shoulder.
I wasn't on an exec track.
I got rejected 17 times trying to move past Director.

What changed was the strategy behind how I was showing up.

I made one decision that shifted everything:
I stopped waiting for someone to "pick" me.

Inside a company the size of Microsoft, I knew the promotion wasn't coming anytime soon. 
So I made a strategic exit - not impulsive, not emotional. 

I built relationships first, 
created opportunities before I needed them, 
and left with leverage instead of hope.

The next shift was learning to promote myself out loud.

Not bragging - clarity.

I wanted to work with startup CEOs, so I went where they were. 
I introduced myself. 
I asked bold questions. 
I followed up with why I'd be great at the VP level. 

One conversation turned into an offer months later.

The last piece was developing real executive skills.

Not buzzwords. Not "acting confident."
Actual VP-level leadership.

Executive presence.
Strategic communication.
Influence without overwork.

So when the opportunity showed up, I didn't have to get ready.

I was already operating at that level.

If you're waiting to get picked, stop.
If you're hoping your work speaks for itself, it won't.

Here's the only roadmap you need:

- Build leverage early
- Promote yourself with clarity
- Grow the executive skills *before* the title

This is the strategy most high performers are missing.

Want to learn it? Start here: https://lnkd.in/gG8GnY4Y

I didn't get to VP by playing it safe.
I got there by screwing up, course-correcting fast, and refusing to stay stuck.

Here are 5 mistakes I made on the way up -
and I'd make every single one again:

(1) Waiting to feel 100% ready
If you're waiting for certainty, you'll miss every opportunity that matters.
Readiness isn't a milestone - it's hindsight.

Start before you feel qualified.
You'll grow into the role faster than you think.

(2) Trying to do everything myself
Being the go-to "doer" didn't make me a leader.
It made me a bottleneck.

The day I started delegating, my influence grew.
Leaders don't hold the work - they create capacity.

(3) Staying too long in the same role
I thought loyalty would get rewarded.
It didn't.

Staying put stalled my growth.
Moving on expanded it.

Sometimes the biggest promotion is the one you give yourself.

(4) Believing I was underqualified
I let self-doubt shrink my ambition.
I thought confidence came from having all the answers.

Turns out confidence comes from trusting you'll figure it out.

That shift changed everything.

(5) Waiting for permission
No one was going to tap me on the shoulder.
No one was going to say, "Now you're ready."

I had to make the case.
Ask for the seat.
And show them why I belonged in it.

The truth?

Your mistakes won't stop you.
Avoiding them will.

Success is built on messy action -
not perfect timing, perfect skills, or perfect confidence.

Learn fast.
Move forward.
Repeat.

👉 Want the full strategy behind how I actually got to VP?
Grab it here: https://lnkd.in/gG8GnY4Y

I didnt get to VP by playing it safe

The first time someone told me I wasn't "VP material," I believed them.
The second time, I applied anyway.

When that VP role opened up, I knew I wasn't the safe pick.
I didn't have the title.
I hadn't done the role before.
And on paper, I looked like a stretch.

But I was done letting other people write the ending of my career story.

So I took the shot.

I walked into that interview fully aware of everything I wasn't...
and focused on everything I actually was.

I wasn't trying to deliver a flawless performance.
I wasn't pretending to be perfect.
I wasn't checking boxes I didn't have.

I did something more useful:
I showed them exactly how I would solve their problems.

Real plans.
Real insights.
Real leadership.

I stumbled once or twice - of course I did.
But confidence isn't about being polished.
It's about being clear.

And clarity is what landed.

A few hours later, the CEO texted me:

"You're not the cookie-cutter VP.
We want you."

That message changed how I thought about every future opportunity.

"VP material" was never about credentials.
It was conviction.
It was the ability to walk into a room and show them who you already are - before the title reflects it.

So the next time you're about to talk yourself out of an opportunity...
pause.
Ask yourself a better question: Why not me?

And go for it.

♻️ Share this with someone who keeps doubting themselves.

The hardest lesson about leadership I’ve ever learned:


When I first stepped into senior leadership, I thought being a strong leader meant being hands-on.

I was in every meeting.
Answered every message.
Reviewed every document.

If something went wrong, I fixed it.
If something needed to get done, I took it on myself.

And for a while, it helped me stand out.
Until it didn’t.

Because eventually I realized something that changed everything:

I wasn’t leading.
I was over-functioning.
I wasn’t a VP.
I was a glorified (overpaid) IC.

The team couldn’t move unless I weighed in.
Projects were stuck because I was stretched too thin.
And I was so deep in the weeds I had no space to think like an executive.

That’s when life taught me a hard lesson:
One that almost cost me my job.

Leadership isn’t about doing everything.
It’s about creating the space to lead.

You cannot step into VP roles if you’re still proving your value through effort.
In fact, you’re proving they made the wrong choice.

I was lucky.
My manager took me a side and said: “stop being a superhero”.
And as painful as it was to hear...
It was the wake up call I needed.

So I swallowed my pride and started doing less.
Yes. Less.

Less solving - more guiding.
Instead of giving my team answers, I started asking questions.
They learned how to find the answers.

Less doing - more driving.
No more “5 minute” email rewrites or stepping in on my team’s work.
They got tons of feedback and chance to improve.

Less “How” - more “Why”.
Instead of my way of the highway... give direction.
My team got to be creative and even get better results.

The more ownership my team had, the more room I had to think strategically, influence decisions, and operate at the right level.

If you’re a Director doing it all, hear this:

You don’t need to do everything.
You need to get out of the weeds and start leading. 
You need space to think, not more tasks to juggle.

The role you want requires the leadership you’ve been avoiding.

And the moment you stop being the fixer and start being the one who sets direction?

You finally look like an executive.

I was the doer for YEARS. It’s a hard habit to break.
You can start here: https://lnkd.in/gG8GnY4Y

Most career advice is designed to help you fit in.

Be likable.
Be helpful.
Keep your head down.

That advice works if your goal is to be solid.
It fails if your goal is VP.

Here’s the real problem.

Most high achievers don’t realize they’re using the wrong strategy.

Everyone around them keeps saying:

“Just keep doing what you’re doing.”
“You’re doing great.”
“Your time will come.”

But look closely.

Very few of those people actually made it to VP.
They’re repeating advice they inherited, not advice they tested.

Alex Hormozi calls this the ignorance tax.

If you don’t know how to build a $1M business, every year you miss it costs you $1M.

Careers work the same way.

Every year you don’t know how promotions actually work,
you pay in time, money, energy, and stalled momentum.

That’s the real cost.

Not effort.
Not talent.

Ignorance.

My work exists for one reason:
to help people stop blending in and start being obvious.

Obvious choice.
Obvious leader.
Obvious bet.

You can keep paying the ignorance tax.

Or you can learn the strategy that changes the trajectory.

I break it down here: https://lnkd.in/gG8GnY4Y

Every year, I choose one word to guide me.
For 2026, the word came fast (while I was at the gym):
Expansion.

I started this practice years ago after reading a book that asked a simple question:
What would change if your year had a theme instead of a checklist?
It stuck with me.

2025 became the year of systems.
I redesigned how I work.
I built foundations that let me breathe.
I created structure where there used to be pressure.

But 2026 feels different.
It feels like the year where something inside me is ready for more - not in a "hustle harder" way, but in an identity way.

I can feel myself stretching.
Growing past the edges of who I've been.
Reaching for goals that once felt too bold to say out loud.

It's not just the business that's expanding.
It's me.

My capacity.
My vision.
My drive.
My sense of what's possible.

There’s something building under the surface and I’m trying to give myself room to explore it instead of forcing it into a plan too soon.

What I've learned is that choosing a word isn't about the word.
It’s stepping into a version of yourself you’ve been preparing for quietly.

And I know many of you are stepping into bigger versions of yourselves too.

So if you chose one word to guide the leader you're becoming in 2026, what would it be?

12 career lessons I learned from my husband the entrepreneur, that landed me my VP role:

1. Clarity comes from doing. 
You don’t think your way into growth, you act into it.

2. It’s okay to not fit the mold. 
When you do what everyone does, you get what everyone gets. Average.

3. You’re not “not ready.” You’re just under-practiced. 
Put in more reps.

4. Mistakes aren’t failures. They’re data. 
Use them to iterate, not to shrink.

5. No one owes you a shot. 
You build leverage by creating undeniable value.

6. Pressure is a privilege. 
When it shows up, lean in, not out.

7. If feedback stings, ask why. 
If it’s true, grow. If it’s not, let go.

8. You’re the product. 
Improve it, market it, invest in it.

9. There are no rules for how fast you rise. 
But you get to own your pace.

10. Make the bet on yourself first. 
No one invests if you’re not already in.

11. A no doesn’t mean stop. 
It means find another way in.

12. You only lose when you stop trying. 
Keep moving, keep learning, keep shipping.

While most people around me didn't understand why I was so ambitious
And told me to "dream smaller" and be realistic...

My husband encouraged me to keep going
To believe in myself and chase my dreams

And become the next version of myself

Sometimes that meant giving me a hug, sometimes a kick in the butt.

These lessons were priceless.
So much so that they became the foundation of my coaching.

I call it: 
Thinking and acting like an entrepreneur, to win the corporate game.

Want to see it in action? Start here: https://lnkd.in/gG8GnY4Y

Here’s the fastest way to tell if you’re actually on the VP track:
If your company had to promote someone to VP in the next 6–12 months, would your name come up in the first 30 seconds?

Most high performers say yes.
Reality usually says no.

Not because they’re underperforming.
Because they’ve mistaken execution for readiness.

The people who get promoted to VP aren’t the hardest workers.
They’re the easiest to justify.

When I got promoted to VP, nothing magical happened at review time.

The decision was already made because:

- Senior leaders saw me as capable of owning more than my current scope.
- My work told a clear story, not a long one.
- And I had sponsors who could advocate without hesitation.

That’s the difference between being a reliable doer and executive material.
That is what “VP ready” actually looks like

Before you sprint into another year of “heads down, get it done,” do a 3 minute audit:

1. Do you know who actually influences VP promotions in your org?
2. Have you made your ambition and value explicit to them?
3. Could they sell your case in one clean sentence?

If the answer is ‘no’, you might be on the “reliable doer” track, not the VP track.

It doesn’t mean you’re behind. 

You’re just playing the wrong game.

I break down exactly how VP promotions actually work and how to position yourself for them in my free masterclass.

If you’re serious about making the leap, that’s your next move.
https://lnkd.in/gG8GnY4Y

Here's what happens when you stop fighting self-promotion:

Your boss starts repeating your ideas in meetings.
Your skip-level VP suddenly knows your name.
You're no longer the "best kept secret" on the team.

Because here's the truth no one wants to say out loud:
"Let the work speak for itself" does not work.

No one hears it.
No one sees it.
No one rewards it.

Staying quiet isn't humility.

It's self-sabotage.

And it makes it way too easy for people to overlook you.

If you want traction, you have to flip the script:
Speak value, not volume.
Speak impact, not activity.
Speak out loud, not "when someone asks."

If you're not sure where to start, here's your first move: https://lnkd.in/gG8GnY4Y

Heres what happens when you stop fighting self

They just hired a VP above you.

Your stomach drops.
You replay the last 6 months in your head.
You wonder if you misread your own readiness.

Because it is one thing to not get promoted.

It is another thing entirely to watch the company fill the role you thought you were growing into.

Here is what no one talks about:
If your manager leaves, or there is a reorg, or a leadership gap opens...
and no one even considers you as a contender...
that is data.

Painful data, yes.
But data you can use.

Being layered is not always about your capability.

Sometimes it is politics.
Sometimes timing.
Sometimes you were simply not visible to the people making the decision.

But most often, it is this:
They do not see you operating at the next level yet.

So here is what you do next, at a high level:

1. Do not take it personally.
Treat it as a business signal, not a character judgment.
 
2. Get clarity from leadership.
Ask: "If I want to be considered for this role in the future, what would you need to see from me?"
 
3. Build visibility on purpose.
If your promotion rests on the perception of one manager, you’re vulnerable. Get more sponsors.

4. Make a choice. 
Stay or go, but not emotionally, strategically. 
Getting layered hurts.
But it is also a turning point if you let it be.

If you want to become the person who gets considered next time, keep following me.

And if you want a faster path, watch my free masterclass on becoming visibly VP ready: https://lnkd.in/gG8GnY4Y

They hired a VP above you and didnt even consider you

Someone less qualified than you is getting promoted right now.

Not because they're better.
But because they're visible.
While you're still waiting to be noticed.

Let's fix that.

No more hoping.
No more watching peers leapfrog you while you "keep your head down."

In today's workplace, performance isn't the differentiator.
Perception is.
The people who rise aren't just capable -
they're seen as leaders.

Do you look like a decision-maker?
A strategic thinker?
Someone who owns outcomes, not tasks?

Because when performance is assumed,
positioning is what gets you picked.

And if you're already operating at a senior level...

Stop waiting for someone to tap you.
Start making yourself impossible to ignore.

Promotions aren't earned in silence.
They're earned in visibility.

I learned that the hard way.

Ten years ago, I was overdelivering, overworking, and still overlooked.
My growth had completely stalled.

I was exhausted - but the exhaustion wasn't the worst part.
It was the invisibility.
Watching others move forward while I stayed stuck.

So I stopped waiting.
I started advocating for myself.
And everything changed.

Visibility isn't bragging.
It's strategy.

Build it on purpose.
Every week.
Every room.

If you're ready to stop blending in...
Steal my strategy: https://lnkd.in/gG8GnY4Y

Your career is not what you do.
It’s who you become in the process.

Most people describe their careers by titles and tasks.

What they worked on.
What they delivered.
What they achieved.

But when I look back at my own career,
that’s not what actually changed me.

What changed me was who I had to become along the way.

I became someone who could make decisions without perfect information.

Someone who could sit in uncomfortable rooms and stay grounded.
Someone who could take up space without apologizing for it.
Someone who speaks their mind with confidence.

Those changes didn’t happen all at once.

They happened slowly. Repeatedly. On purpose.

And that’s the part people underestimate.

The real transformation isn’t the title you earn.

It’s the confidence you keep.
The judgment you trust.
The way you carry yourself into every room after.

Titles come and go.
That version of you doesn’t.

And once you’ve become her (or him)
no one can take that away.

And that right there?
That’s how you create lasting change.

The title is temporary. Who you become is permanent.
In my free 25-minute masterclass, I’ll show you how to build the kind of confidence and executive presence that makes promotions a byproduct: https://lnkd.in/gG8GnY4Y

Most Directors are only doing one of the three.
And that’s why promotions feel slow or completely out of reach.

01 Value
This isn’t your job description.
It’s the business outcomes you create this quarter.

If you can’t clearly link your work to the company’s biggest priorities, leaders won’t see you as strategic—no matter how strong your execution is.

02 Audience
Your manager is not your only audience.
Promotions are decided by a group of leaders, many of whom you may never formally meet.

If skip-levels, cross-functional leaders, and sponsors don’t know your impact, you’re not even in the consideration set.

03 Packaging
This is where most Directors get stuck.
If you communicate in tasks, details, and timelines, leaders won’t see you as VP-ready.
VPs communicate in outcomes, risks, patterns, and decisions.

When you get all three right, 
promotions start happening faster.
When you only get one right, you stay busy, but stuck.

This is the difference between being seen as reliable...
and being trusted with what’s next.

Christopher Nelson

Helping You Build Wealth with Tech Equity and become the Founder of Your Financial Independence

In the early 2000s,  my focus was on growing my skills, climbing the ladder, and being where I needed to be to get the job done. 

In 2009, I burned out hard. 

My new plan was to work for equity in tech start-ups and become financially independent.

Swing and Miss, the first start-up company I chose to work for, was going nowhere (equity worth zero). 

What happened? Did I screw up everything?

I chose the company because I was passionate about its mission, but I had not examined it further. I had no real plan.

My next step was to call people that I knew had been successful in working for equity in tech and see what was different in their "playbook."

Key lessons learned after first dead-end tech startup:
 -In trading my time and talent for equity, I need to think like an investor
 -Create a rigorous due diligence process
 -Don't fear failure, stay in the game
 -Keep learning

May 2011, Started at Splunk Pre-IPO

April 19th, 2012 Splunk had a break-out IPO

April 20th, 2012 feelings of anxiety and fear creep in about how to manage the newly generated wealth. 

I had to figure out how to get real income (real estate) into my portfolio. I needed something sending me checks.

Key lessons learned after the first IPO:
 -How to invest in private equity real estate
 -Set up my family for generational wealth
 -Own the result (don't put my future in someone else's hands)

New Mission: Be the Founder of a Micro Family Office to become Financially Independent.

Strategy:
 -Live within paychecks
 -Bonuses for extras
 -Invest all of our equity

I climbed the ladder to become a CIO. 

At the peak, I realized I wanted to build my DIY Family Office more than climb the ladder.

I changed roles and reduced my scope. 

On August 26, 2022, I graduated from my W-2 job to live a lifestyle by design.

I founded WealthOps in 2023 to equip technology professionals with the skills to build and run their portfolios.

My Portfolio:
 -3  Start-Ups I worked for IPOed (SPLK, YEXT, GTLB) <-Traded Time
 -Replaced paycheck with $200k+ of portfolio income
 -Built my Micro Family Office
 -Running a company structured around my life

My Results:
 -Highly Diversified Portfolio - Stocks, PE Real Estate, Debt, Businesses, and VC. 
 -$223 Million AUM with investors
 -7 Investments  gone full cycle with an Avg 19.4% IRR to investors
 -1000+ tech employees being educated on Managing Tech Millions
 -20+  and growing Portfolio CEOs

My mission - 1000+ Portfolio CEOs

Learn more about how I did this, join our free live workshop  →  https://dub.sh/wealthops-linkedin

Founder

Tech Careers and Money { }, a media and education company whose mission is to elevate Tech Professionals' finance knowledge through unmatched and unbiased education in career and personal finance to equip them to make their best decisions. 


Subscribe to learn about career growth, tech equity,  portfolio income, investing, budgeting, student loans, and more.

We just crossed 100 members in 𝗧𝗵𝗲 𝗠𝗶𝗰𝗿𝗼 𝗙𝗮𝗺𝗶𝗹𝘆 𝗢𝗳𝗳𝗶𝗰𝗲 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗼𝗿.

But here's what matters more than the number.

100 entrepreneurs, physicians, and tech professionals who stopped being clients and started being CEOs of their wealth.

Most wealth management sells you dependency. 
Hire us. Trust us. Let "us" handle it.

We teach the opposite.

You already run complex operations. 
You make million-dollar decisions. 
You manage teams and P&Ls.

The skills you used to build wealth? 𝘛𝘩𝘰𝘴𝘦 𝘴𝘢𝘮𝘦 𝘴𝘬𝘪𝘭𝘭𝘴 𝘮𝘢𝘯𝘢𝘨𝘦 𝘸𝘦𝘢𝘭𝘵𝘩.

You don't need someone to do it for you. You need the frameworks specific to wealth operations.

That's the shift these 100 families made.

They're learning:

- The Evergreen Portfolio Model.
- Structured Alpha Strategies.
- Asset Protection Strategies.
- Family Office Operations.
- The Deduction Stack. 
- The Income Pyramid.
- Entity Architecture.
- Tax Optimization. 
- Deal Evaluation.

Not theory. Actual implementation.

Same rigor you'd bring to building a product. 
Same systematic thinking you'd apply to scaling a business.

Just applied to the thing that ACTUALLY compounds over generations.

The difference between a client and a Portfolio CEO? 
Clients delegate and hope. 
Portfolio CEOs architect and operate.

In a few days, I'm hosting a live workshop on how to architect your own Micro Family Office.

𝗬𝗼𝘂 𝗰𝗮𝗻 𝗿𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗵𝗲𝗿𝗲: https://dub.sh/mN0g8tK

Here's what attendees from last month's workshop said about it:

𝘐𝘵 𝘸𝘢𝘴 𝘳𝘦𝘢𝘭𝘭𝘺 𝘴𝘵𝘳𝘢𝘯𝘨𝘦 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘱𝘰𝘴𝘪𝘵𝘪𝘰𝘯 𝘵𝘰 𝘥𝘰 𝘵𝘩𝘪𝘴. 𝘐𝘵'𝘴 𝘵𝘩𝘦 𝘧𝘪𝘳𝘴𝘵 𝘵𝘶𝘵𝘰𝘳𝘪𝘢𝘭 𝘐 𝘤𝘢𝘯 𝘵𝘩𝘪𝘯𝘬 𝘰𝘧 𝘵𝘩𝘢𝘵'𝘴 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘴𝘢𝘺𝘪𝘯𝘨 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘶𝘴𝘦𝘧𝘶𝘭 𝘢𝘯𝘥 𝘶𝘯𝘣𝘦𝘭𝘪𝘦𝘷𝘢𝘣𝘭𝘦.
- 𝘔𝘢𝘶𝘳𝘪𝘤𝘪𝘰 𝘏.

𝘠𝘰𝘶 𝘫𝘶𝘴𝘵 𝘨𝘢𝘷𝘦 𝘮𝘦 𝘵𝘩𝘦 𝘧𝘳𝘢𝘮𝘦𝘸𝘰𝘳𝘬 𝘵𝘩𝘢𝘵 𝘐 𝘸𝘢𝘴 𝘮𝘪𝘴𝘴𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘐 𝘥𝘪𝘥𝘯'𝘵 𝘬𝘯𝘰𝘸 𝘵𝘩𝘢𝘵 𝘐 𝘯𝘦𝘦𝘥𝘦𝘥.
- 𝘊𝘩𝘳𝘪𝘴𝘵𝘺 𝘞.

𝘐 𝘵𝘩𝘰𝘶𝘨𝘩𝘵 𝘵𝘩𝘢𝘵 𝘸𝘢𝘴 𝘨𝘳𝘦𝘢𝘵. 𝘈𝘯𝘥 𝘐 𝘵𝘩𝘪𝘯𝘬 𝘪𝘵'𝘴 𝘴𝘰 𝘧𝘶𝘯𝘯𝘺 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘵𝘰 𝘮𝘦, 𝘐 𝘸𝘪𝘴𝘩 𝘐 𝘩𝘢𝘥 𝘵𝘩𝘪𝘴 𝘱𝘳𝘦𝘴𝘦𝘯𝘵𝘢𝘵𝘪𝘰𝘯 𝘭𝘪𝘬𝘦 𝘧𝘪𝘷𝘦 𝘺𝘦𝘢𝘳𝘴 𝘢𝘨𝘰.
- 𝘗𝘢𝘴𝘤𝘢𝘭 𝘞.

Tech Careers & Money Talk

𝗪𝗮𝗻𝘁 𝘁𝗼 𝗮𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗜𝗻𝗱𝗲𝗽𝗲𝗻𝗱𝗲𝗻𝗰𝗲?💸

Join here 👉 techcareersandmoneytalk.com

Tweet Follow-up

Even Justin Welsh chimed in: https://twitter.com/thejustinwelsh/status/1628168298947919878?s=20

Post Follow Up

On the off chance you *do* want financial freedom — do these 11 things instead. 👇

- Ignore the above
- Buy back your time
- Start investing today
- Build a simple budget
- Learn personal finance
- Destroy credit card debt
- Work for equity AND salary
- Diversify w/ passive income
- Align your finances with goals
- Build a team of financial experts
- Join techcareersandmoneytalk.com

What did I miss?

50 - 50 Link

🧠 - Bonus Tip:  For Monday - Do A Brain Dump to Prevent Overwhelm 

Monday means mental overwhelm for Many. 

Objects in your head can be more stressful than they appear! 

Take piece of paper, 10 min and write down all the things you need to get done, work, life etc. 

Once you see them written down identify 3 things that have to get done today. 

Get to your base! 

TCMT Pod Page

𝗟𝗶𝘀𝘁𝗲𝗻 + 𝗦𝘂𝗯𝘀𝗰𝗿𝗶𝗯𝗲 𝘁𝗼 𝗠𝘆 𝗣𝗼𝗱𝗰𝗮𝘀𝘁 👇

🎧 Tech Careers & Money Talk 💸

www.podpage.com/tech-careers-and-money-talk-1/

TC&MN

Elevate your tech career and personal finance savvy.    

https://www.techcareersandmoneynews.com

Anti-Goals

Steal my Blueprint

Update Process

Actionable tips for growing your career, building wealth and living a life of impact. 
Always 3 minutes or less.

https://www.techcareersandmoneynews.com/

Find Rest 

🧠 - Bonus Tip:  Your Momentum is Fuel for your Mentors.  As your mentor sees you taking their input and iterating, they will be excited and want to participate more.  

Momentum breeds momentum.   

Hindi Video

Want all the details?   

Check out my origin story here on Audio : https://bit.ly/cnoriginstory

Watch it on YouTube! : https://youtu.be/7Hw-Y2hDtF8


From Equity to Exit 

Momentum for Mentors

wealthward-capital

tech-careers-and-money-talk

careercadre

I Run My Own Micro Family Office and Teach Others to Do the Same | Founder @ WealthOps

In 2012, I became a millionaire.

Three months later, I realized I had no idea what to do with the money.

I met with wealth advisors. Every single one gave me the same pitch:

"𝘎𝘪𝘷𝘦 𝘶𝘴 𝘺𝘰𝘶𝘳 𝘮𝘰𝘯𝘦𝘺. 𝘞𝘦'𝘭𝘭 𝘥𝘪𝘷𝘦𝘳𝘴𝘪𝘧𝘺 𝘪𝘵. 𝘛𝘳𝘶𝘴𝘵 𝘶𝘴."

- Zero customization. 
- Zero long-term strategy. 
- Just a cookie-cutter portfolio.

That's when I discovered the problem:

If you have $1M-$30M, you're stuck in what I call the financial service desert.

You're too wealthy for mass-market advisors.

But not wealthy enough for a traditional family office ($100M+ minimum).

So I spent years studying how ultra-wealthy families actually manage money.

And I built what I now call a 𝗠𝗶𝗰𝗿𝗼 𝗙𝗮𝗺𝗶𝗹𝘆 𝗢𝗳𝗳𝗶𝗰𝗲.

The result after 4.5 years:
→ Portfolio generating $200K+ of annual cashflow
→ Principal still growing (not selling any assets)
→ 10 hours/week managing everything
→ Full control over every decision

Here's what most people get wrong:

They think wealth management is about picking stocks.

It's not. (This stuff comes last)

𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘁𝗵𝗮𝘁 𝗼𝗽𝗲𝗿𝗮𝘁𝗲𝘀 𝘄𝗶𝘁𝗵 𝗼𝗿 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝘆𝗼𝘂.

Here are the four-phases of every Micro Family Office:

𝗔𝗿𝗰𝗵𝗶𝘁𝗲𝗰𝘁 → Define your legacy and investment thesis
𝗕𝘂𝗶𝗹𝗱 → Create legal structures and assemble your team
𝗥𝘂𝗻 → Operate with monthly/quarterly rhythms
𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 → Transfer systems, not just assets

Look... if you're sitting on $1M+ and still treating your portfolio like a savings account, you're leaving money on the table.

Want to build your own Micro Family Office?

I'm running a free 2-hour workshop where I'll walk you through building the foundation - your Legacy Statement and Investment Thesis.

Over 1,000 people have attended so far.

𝗬𝗼𝘂 𝗰𝗮𝗻 𝗿𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗵𝗲𝗿𝗲: https://dub.sh/mN0g8tK

---

Here is what attendees from last months workshop said about it:

𝘐𝘵 𝘸𝘢𝘴 𝘳𝘦𝘢𝘭𝘭𝘺 𝘴𝘵𝘳𝘢𝘯𝘨𝘦 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘱𝘰𝘴𝘪𝘵𝘪𝘰𝘯 𝘵𝘰 𝘥𝘰 𝘵𝘩𝘪𝘴. 𝘐𝘵'𝘴 𝘵𝘩𝘦 𝘧𝘪𝘳𝘴𝘵 𝘵𝘶𝘵𝘰𝘳𝘪𝘢𝘭 𝘐 𝘤𝘢𝘯 𝘵𝘩𝘪𝘯𝘬 𝘰𝘧 𝘵𝘩𝘢𝘵'𝘴 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘴𝘢𝘺𝘪𝘯𝘨𝘴 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘶𝘴𝘦𝘧𝘶𝘭 𝘢𝘯𝘥 𝘶𝘯𝘣𝘦𝘭𝘪𝘦𝘷𝘢𝘣𝘭𝘦.

- 𝗠𝗮𝘂𝗿í𝗰𝗶𝗼 𝗛.

𝘠𝘰𝘶 𝘫𝘶𝘴𝘵 𝘨𝘢𝘷𝘦 𝘮𝘦 𝘵𝘩𝘦 𝘧𝘳𝘢𝘮𝘦𝘸𝘰𝘳𝘬 𝘵𝘩𝘢𝘵 𝘐 𝘸𝘢𝘴 𝘮𝘪𝘴𝘴𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘐 𝘥𝘪𝘥𝘯'𝘵 𝘬𝘯𝘰𝘸 𝘵𝘩𝘢𝘵 𝘐 𝘯𝘦𝘦𝘥𝘦𝘥.

- 𝗖𝗵𝗿𝗶𝘀𝘁𝘆 𝗪.

𝘐 𝘵𝘩𝘰𝘶𝘨𝘩𝘵 𝘵𝘩𝘢𝘵 𝘸𝘢𝘴 𝘨𝘳𝘦𝘢𝘵. 𝘈𝘯𝘥 𝘐 𝘵𝘩𝘪𝘯𝘬 𝘪𝘵'𝘴 𝘴𝘰 𝘧𝘶𝘯𝘯𝘺 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘵𝘰 𝘮𝘦, 𝘐 𝘸𝘪𝘴𝘩 𝘐 𝘩𝘢𝘥 𝘵𝘩𝘪𝘴 𝘱𝘳𝘦𝘴𝘦𝘯𝘵𝘢𝘵𝘪𝘰𝘯 𝘭𝘪𝘬𝘦 𝘧𝘪𝘷𝘦 𝘺𝘦𝘢𝘳𝘴 𝘢𝘨𝘰.

- 𝗣𝗮𝘀𝗰𝗮𝗹 𝗪.

Goldman Sachs just surveyed 245 families managing $1 billion+ portfolios.

Here's what they're doing while everyone else is paralyzed...

Despite big concerns, they're not sitting on cash.

They're executing.

The data tells a clear story:
→ 34%  are reducing cash positions
→ 39%  increasing private equity allocations
→ 38%  adding to their public equities
→ 26%  expanding private credit exposure

Here's what this actually means...

These families aren't reacting to headlines.

And the most important finding?

70% manage their investments in-house.

They're not outsourcing critical decisions to advisors.

They have clear investment theses.

They run quarterly reviews.

They make annual business plans for their portfolios.

This creates a playbook:
✓ Patient capital with decade+ time horizons
✓ Opportunistic deployment during dislocations
✓ Programmatic commitments regardless of sentiment
✓ Zero emotional reaction to geopolitical noise

The difference isn't wealth.

It's operational structure.

It's having systems that work when markets don't.

It's knowing what to do before you need to do it.

Most people with $1-30M don't have this.

They have... 
- Scattered accounts.
- Generic advice.
- No investment thesis.
- No operating rhythm.

The good news is this is fixable.

If you want to learn how to build these operational systems for your portfolio - the same frameworks these ultra-wealthy families use - I'm running a live workshop walking through the exact architecture.

Comment "WORKSHOP" and I'll send you the details.

Goldman Sachs surveyed 245 family offices managing $1B+ each.

Here's some takeaways from the data...

- 86% have AI exposure.
But here's what matters: 87% are also using AI to manage their portfolios. They're not just betting on the trend, they're operationalizing it in their own wealth mgmt.

- 72% are active in secondaries.
This isn't random. When there is liquidity pressure, family offices buy discounted assets. They have patient capital. No quarterly redemptions. No exit timelines forcing their hand.

- 33% now hold crypto (up from 26% in 2023).
Still a minority. Still selective but growing steadily. APAC shows the strongest interest - likely because they're most concerned about geopolitics (75%) and see digital assets as a hedge.

- 58% expect to be overweight tech in the next 12 months.
Despite market volatility. Despite valuation concerns. They're leaning INTO trends, not away from them.

Some regional differences...

- Americas: Highest PE allocation (25%) and increasing

- APAC: Most geopolitically concerned, highest crypto interest

- EMEA: New interest in hedge funds for sophisticated downside protection

If you want to learn how to build the operational structure these families use - adapted for $1-30M portfolios - I'm running a free workshop walking through the complete framework.

Tuesday, January 21st at 8:00pm ET.

Comment "WORKSHOP" and I'll send you the registration link.

Have over $10M in income? Your audit risk jumps to 8.8%. (𝟮𝟮𝘅 𝗮𝘃𝗴)

But here's what really caught my attention when I was digging through IRS data last week:

If you have over $20M in assets? 

𝗬𝗼𝘂𝗿 𝗮𝘂𝗱𝗶𝘁 𝗿𝗶𝘀𝗸 𝘀𝗸𝘆𝗿𝗼𝗰𝗸𝗲𝘁𝘀 𝘁𝗼 𝟭𝟴.𝟮%.

That's not a typo. Nearly 1 in 5 chance.

In 2024 alone there were $84.1 billion in penalties assessed.

Here's the thing most people don't realize:

The root cause of an IRS penalty often isn’t an error on your tax return.

It’s the byproduct of operating your wealth like a hobby, not a business.

- Improper entity structures. 
- Lack of documentation.
- Everything scattered.
- No routine systems.

𝗧𝗵𝗲 𝘂𝗹𝘁𝗿𝗮-𝘄𝗲𝗮𝗹𝘁𝗵𝘆 𝗱𝗼𝗻'𝘁 𝘄𝗶𝗻𝗴 𝗶𝘁.

They run Family Offices with clear governance, documented strategies, and institutional-grade documentation.

But you don't need $100M to operate this way.

You just need the right framework.

And that's exactly what a Micro Family Office does.

It gives you the structure, systems, and documentation that transform your wealth from a compliance risk into a well-run operation.

Because when you operate your wealth like a business, you're not just protecting yourself.

You're building something that actually scales and can be passed down.

Ready to get organized and stop flying blind?

Join my free live workshop on Feb. 4th at 8:00pm ET where I'll walk you through how to build your own Micro Family Office.

𝗬𝗼𝘂 𝗰𝗮𝗻 𝗿𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗵𝗲𝗿𝗲: https://dub.sh/mN0g8tK

---

Here is what attendees from last months workshop said about it:

𝘐𝘵 𝘸𝘢𝘴 𝘳𝘦𝘢𝘭𝘭𝘺 𝘴𝘵𝘳𝘢𝘯𝘨𝘦 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘱𝘰𝘴𝘪𝘵𝘪𝘰𝘯 𝘵𝘰 𝘥𝘰 𝘵𝘩𝘪𝘴. 𝘐𝘵'𝘴 𝘵𝘩𝘦 𝘧𝘪𝘳𝘴𝘵 𝘵𝘶𝘵𝘰𝘳𝘪𝘢𝘭 𝘐 𝘤𝘢𝘯 𝘵𝘩𝘪𝘯𝘬 𝘰𝘧 𝘵𝘩𝘢𝘵'𝘴 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘴𝘢𝘺𝘪𝘯𝘨𝘴 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘶𝘴𝘦𝘧𝘶𝘭 𝘢𝘯𝘥 𝘶𝘯𝘣𝘦𝘭𝘪𝘦𝘷𝘢𝘣𝘭𝘦.

- 𝗠𝗮𝘂𝗿í𝗰𝗶𝗼 𝗛.

𝘠𝘰𝘶 𝘫𝘶𝘴𝘵 𝘨𝘢𝘷𝘦 𝘮𝘦 𝘵𝘩𝘦 𝘧𝘳𝘢𝘮𝘦𝘸𝘰𝘳𝘬 𝘵𝘩𝘢𝘵 𝘐 𝘸𝘢𝘴 𝘮𝘪𝘴𝘴𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘐 𝘥𝘪𝘥𝘯'𝘵 𝘬𝘯𝘰𝘸 𝘵𝘩𝘢𝘵 𝘐 𝘯𝘦𝘦𝘥𝘦𝘥.

- 𝗖𝗵𝗿𝗶𝘀𝘁𝘆 𝗪.

𝘐 𝘵𝘩𝘰𝘶𝘨𝘩𝘵 𝘵𝘩𝘢𝘵 𝘸𝘢𝘴 𝘨𝘳𝘦𝘢𝘵. 𝘈𝘯𝘥 𝘐 𝘵𝘩𝘪𝘯𝘬 𝘪𝘵'𝘴 𝘴𝘰 𝘧𝘶𝘯𝘯𝘺 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘵𝘰 𝘮𝘦, 𝘐 𝘸𝘪𝘴𝘩 𝘐 𝘩𝘢𝘥 𝘵𝘩𝘪𝘴 𝘱𝘳𝘦𝘴𝘦𝘯𝘵𝘢𝘵𝘪𝘰𝘯 𝘭𝘪𝘬𝘦 𝘧𝘪𝘷𝘦 𝘺𝘦𝘢𝘳𝘴 𝘢𝘨𝘰.

- 𝗣𝗮𝘀𝗰𝗮𝗹 𝗪.

You have to put $50,000 in one of these. Which are you picking?

Which of these metals do you think will have the biggest run up in 2026?

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The Battle

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taplio

The Battle

Maya Grossman

Christopher Nelson

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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);}Maya Grossman's LinkedIn Performance

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