Paul Upton

Want to get to your next Career Level? Or into a role you'll Love? ◆ We help you get there! | Sr. Leads ► Managers ► Directors ► Exec Directors | $150K/$250K/$500K+ Jobs

"With no exaggeration- Paul and the LeaderUP program changed my life!" – James
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👉 Message me on LinkedIn

Why Senior Leads, Managers, Directors & VPs choose to work with me:
▶️ You want to break into your next leadership role, get promoted, or move to a promotional opportunity. Maybe you are seeking to break into your next level or senior leadership.

▶️ You're stuck in your current role, not much company growth, or growth opportunities. Or you do not like your current company/role and want to find a better one and level up your career to the one you deserve!

▶️ You're in a job search, you know you are good, but something is missing, you are not getting interviews, or are not getting offers!

▶️ You're tired of being frustrated & wasting time!

𝐀𝐛𝐨𝐮𝐭 𝐦𝐞: I've spent the last 14+ years working at top Fortune 100 companies.
◾️ 10+ jobs over this time and 2 highly competitive leadership programs
◾️ 7 times promoted/found promotional opportunities (often they found me)
◾️ Most recently an executive director at a telecom leading an organization of 150+ people.

𝐈𝐧 𝐭𝐡𝐢𝐬 𝐭𝐢𝐦𝐞 𝐈'𝐯𝐞 𝐥𝐞𝐚𝐫𝐧𝐞𝐝:
◾️ What it really takes to stand out in the Top 1% of leaders
◾️ How to be a great leader and more importantly how to develop this in others
◾️ How to hire the best, I've done over 500+ interviews and hired multiple high performing 10X teams

I am one of the few career coaches who has leadership/hiring manager experience and knows what they are looking for!

𝐍𝐨𝐰 𝐈 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐘𝐎𝐔 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐌𝐎𝐑𝐄 𝐒𝐔𝐂𝐂𝐄𝐒𝐒!

I have put these learnings together and have created the 𝐋𝐞𝐯𝐞𝐥𝐔𝐏 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐨𝐩 1% 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 to help leaders and aspiring leaders reach the next level and land their dream jobs/promotions. 

Are you someone who wants...
✅Wants more MONEY, TIME, FLEXIBILITY, and GROWTH?
✅Gets multiple offers and CHOOSES the best one for them?

And would rather...
✅Follow a proven step-by-step process that works!
✅With the 1:1 support, you need along the way!
✅That takes 70% less time & effort and 99% less frustration!
✅And finally, get that dream job that they deserve and are excited to jump out of bed for?

► LeaderUP Job Offer System & Coaching Program -  Reach out to learn more!

👉 Learn more: message me!

Founder, CEO & Chief Career Officer - Career Expert | Career Success Coach | Leadership Coach

👉 Message me on LinkedIn

I am one of the few career coaches who has Fortune 50 leadership & hiring manager experience. This gives me the perspective to know exactly what hiring managers (not just recruiters) are looking for in a Manager, Director, VP+, how to stand out, and what it really takes to be a top 1% Leader & Candidate!

I have partnered with recruiters, HR leaders, hiring managers, and leaders to understand and distill the most important qualities and traits of successful leaders and how to find these in candidates and develop them in leaders. 

Through all this and hundreds of interviews, I have learned what the Top 1% of candidates do and built a system that works to help leaders, aspiring leaders, and high performers learn these skills and get the jobs & opportunities they really deserve!

► I help YOU master YOUR resume + LinkedIn so you STAND OUT and get NOTICED

► I help YOU learn how to ROCK your interviews and build real, memorable connections with hiring managers & GET OFFERS!

► I help YOU learn the skills to negotiate like a PRO to get the best total compensation package possible

► I really care. My sole reason for LeaderUP is to help YOU find success and fulfillment in your career. Success YOU DESERVE and have earned by working harder, learning more, and putting in the effort to SUCCEED!

I have created the LevelUP Leadership Top 1% Candidate Coaching Program to help leaders get promoted and land their dream jobs using Top 1% Applicant Strategies, leveraging the top SECRETS learned from Expert Resume Writers, Recruiters, Hiring Managers, Leaders, and Top Candidates, as well as many failures, successes, and continuous improvement!

► LevelUP Leadership Top 1% Candidate Coaching Program

MESSAGE me on LinkedIn to learn more and how I can help you!
Email me at Leaderup.Program@gmail.com

I don’t believe in dream jobs.
I believe in leaders who build trust, respect, and great workplaces.

A dream job means nothing if the culture breaks you.

Every day, I see workplaces that:

❌ Hurt mental health
❌ Damage relationships
❌ Block real career growth

But I also see how the right leader can change everything.

Bad leadership looks like this:

❌ Keeping secrets
❌ Ignoring feedback
❌ Forgetting to praise
❌ Avoiding tough talks
❌ Letting bullying happen
❌ Not helping people grow
❌ Showing bias and losing trust
❌ Thinking only about their own gain
❌ Making random choices that confuse
❌ Playing favorites and dividing teams
❌ Giving too much work and burning people out

Great leaders do the opposite:

✅ Set clear goals
✅ Act with honesty
✅ Put well-being first
✅ Cheer for new ideas
✅ Listen and show care
✅ Stay open and honest
✅ Accept people as they are
✅ Share feedback that helps
✅ Give real trust and freedom
✅ Make everyone feel included

✅ Work together and lead by example

I have spent years leading teams and hiring top talent.

What I know is simple:

People stay for respect, growth, and peace of mind.

If you are searching for a new role,
Pray for a leader who lifts you up,
Not a title that sounds good on paper.

Everyone deserves a workplace where they can thrive.

♻️ Share this with someone who needs to see what leaders can do.
➕ Follow me for more on leadership and career growth.

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70 interviews. 0 offers.
Next 10 interviews. 7 offers.
Here's what I changed...

Same person.
Different approach.

Here’s what changed:

- I stopped searching for that “right” answer
- I realized every hiring manager wants something different
- I focused on building real conversation, not rehearsed responses

The truth is:

- No one is perfect
- No answer is perfect
- Most people interview well enough to get in the room

But what makes you stand out?

It’s connection.

Hiring managers remember who understands their pain
Who listens
Who asks the right questions
Who shows they care about the work

Here’s how I flipped the script:

→ I listened first
→ I spoke honestly about my experience (no buzzwords)
→ I asked what frustrated them most about the role
→ I shared how I could help solve those headaches

Winning interviews are not about being the “ideal” candidate.

They’re about being real.
Being relatable.
Showing you want to solve real problems.

If you want more job offers—work on building trust, not perfect answers.

How do you approach tough interviews?
Has connection helped you stand out?

Comment "Connect" below if you want to learn how to build relationships that get results.

HR: We're promoting someone else to Director.

Her: I've led this department for 3 years. We hit 147% of target.

HR: You're a strong performer, but we don't think you're ready for leadership.

Her: Who did you select?

HR: Someone from outside. He has "executive presence."

Her: What does that mean?

HR: He interviews well.

---

She trained that external hire for 4 months.

He asked her how she built the systems that made the team successful.

She smiled and said nothing.

4 months later with LeaderUP's help,
So she could "interview well" too.

She accepted a Senior Director role elsewhere.

$65,000 more.
Direct reports: 34.
Scope: National.

Three weeks into her new role, her old company called.

"The new Director didn't work out. Would you consider coming back?"

Her answer: "No thank you."

---

If your company can't see your value, stop trying to convince them.

The right company will compete for you.

Not make you compete for recognition you've already earned.

Would you have waited—or walked?

♻️ Repost to help someone stuck in the same situation.

They reality was she was leading the entire department.

Stop waiting for your boss to decide you’re ready. Start acting like the market already has. 

Same talk.
Different year.

“You’re doing great work... but not ready yet.”

Next year:

“Love your impact... need more time in role.”

Year three:

“Keep doing what you’re doing... almost there.”

Meanwhile:

• “Not ready for VP” but you lead VP-level initiatives  
• “Need more experience” after you deliver $2M in results  
• “Work on visibility” while you train executives in every town hall  

You are not “not ready.”

You are not their priority.

The truth is:

• Readiness is subjective  
• Promotions are political  
• Gatekeeping hides behind “development feedback”  

You sit in calibration meetings as a fly on the wall.

They say:

“Let us see one more year.”  
“Who would back this promotion?”  
“Can we afford to lose them if they leave?”  

Those decisions say more about their risk and budget than your talent.

Here is your permission statement:

You do not need their permission to know your worth.  

You do not need one more “stretch assignment” to prove what you already do.  

You do not need to stay stuck in “almost ready” while others leapfrog you.  

The moment I started working with someone outside my company who could look at my skills without politics or history, everything changed.

We mapped my real scope.  
We priced my value to the market.  
We built a story that matched my impact, not my title.

Offers showed up from places that saw me as already ready.

You are not asking for a favor when you level up.

You are correcting an outdated view of your value.

How many years have you been “almost ready”?

Exceeded all goals.
Still got “Meets Expectations.” That’s not feedback, that’s politics.

My performance review made no sense.
Until I realized it was not about performance.

Here is what it said:

- “Exceeded all goals” → Rating: Meets Expectations
- “Strongest quarter in 3 years” → “Room for improvement”
- “Led the most successful launch” → “Needs more visibility”
- “Team retention at 95%” → “Work on leadership presence”

Director title.
Top results.
Blocked promotion.

Every time I asked what to do next, the answer changed.

One quarter it was: “You need more cross functional impact.”
I did that.

Next quarter it was: “You need more executive presence.”
I did that.

Next cycle: “We need to see this level sustained longer.”

When the goalposts keep moving, you are not playing the game.
You are the game.

The truth is: that review was not about my growth.
It was about their needs.

They needed:

- My numbers high
- My team stable
- My cost in the same box

Working with a career strategist was the shift.

They helped me see the pattern:
They needed me performing, not promoted.

Once I saw that, everything changed.

I stopped chasing vague feedback.
I stopped waiting for permission.
I built a plan to get to a place that matched my value.

If your review says “excellent work” but your rating says “stay in your lane,” that is data.
Not about your worth.
About their priorities.

Has your feedback ever contradicted your results?

Imagine training someone for 6 months.

Then hearing they’re your replacement for the VP role you fought for.

That is what happened to a Director before they started coaching with us.

12 years in one company.
Top reviews.
Clear promise of “You’re next for VP.”

Then leadership came with a “development opportunity.”

“Can you mentor our new hire? Great exposure for you. A chance to show your leadership.”

For 6 months, they poured everything into that person:

- Strategy
- Stakeholders
- Politics
- How to run the team when things go bad

Late nights. Extra calls. Deck reviews. Shadowing meetings.

Then the town hall.

“We’ve decided to go in a different direction for the VP role.”

The “direction” was the person they had trained.
Announced as VP.
Public praise.

No warning.
No honest talk.
No path forward.

They smiled, clapped on camera, then went home and broke down.

Here is what changed everything:

Working with a strategic career coach helped them see patterns they had been blind to for years.

- Loyalty did not lead to growth there
- They were already acting like a VP
- The market would pay for that level of impact

We rebuilt their story.
Repositioned their experience.
Targeted true VP roles.

In a few short months, they landed a VP position at a new company that valued their leadership.

40% pay increase.
Real authority.
Real respect.

Same person.
Different employer.

Sometimes the people holding you back are not your competition-they are your employer.

Has this happened to you?

If a reorg already has a deck and you never saw a draft,
you’re not being “aligned.” You’re being moved.

It is never “just a reorg.”
Someone benefits.
Someone loses.

A Senior Director I spoke with led a 15-person team.
High performer. Strong results. Great reviews.

Then one Friday: “Strategic restructure to drive efficiency.”

By Monday:
• Team cut from 15 to 3
• Scope reduced by 60%
• New org chart already in a polished slide deck

They were told: “You are still valued here.”

But here is what changed:
• Their “consolidated” team now sat under a less experienced leader
• Their title stayed the same, but the work got smaller
• They now reported to a former peer
• Key responsibilities were “redistributed” with no discussion
• The announcement went out before they even had a 1:1

The uncomfortable truth:
Reorgs are decided in closed rooms.
If you are surprised, you were not in the room.

When you see these signs, you are not paranoid. You are being messaged.

You are being told:
• “We want your knowledge, not your power.”
• “We want your name on the slide, not your voice in the room.”
• “We want you to exit yourself so we do not have to.”

Strategic leaders see the pattern early,
rebuild their story, and move to roles where their scope grows again.

They stop asking, “Why is this happening to me?”
They start asking, “How do I position myself before the next move hits?”

Have you ever been blindsided by a “strategic restructure”?

Dear Manager-turned-Job-Seeker:
The Applicant Tracking System (ATS) wasn’t built to find talent.
It was built to eliminate humans at scale.

Reality check
• 75% of your résumé never meets human eyes.
• “Must have 10 years of GenAI experience” = recruiter copy-paste, not a real requirement.
• Perfect keyword match? You just joined a digital cattle herd 300 deep.

Want interviews?
⭐ Bypass the bot. Get warm intros.
⭐ Solve a visible problem before you apply.
⭐ Talk to the budget owner—not the HR gatekeeper.
⭐  Position yourself in a compelling way.

Swipe left on the algorithm. Swipe right on real conversations.
Tag someone still obsessing over ATS scorecards.

Leaving after 1–2 years is not “job hopping” anymore.
It is risk management in 2026.

Markets shift fast. Reorgs hit fast. Layoffs hit fast.
You are not “unstable” for:

• Leaving after a Reorg that quietly erased your path to promotion
• Moving when your scope explodes but your title and pay stay flat
• Exiting a “stretch role” that stretches only your stress, not your skills
• Walking away when “next cycle” becomes the answer for the third year in a row
• Choosing a company that values your impact over one that values your silence

The uncomfortable truth:
They have a strategy for their org chart.
You need a strategy for your career.

From what I see with $150K–$500K leaders every week:

Leaders who stay “loyal” to the wrong company get:
• 2–3% bumps and vague promises
• More work, same title
• A slow leak in confidence and energy

Leaders who move with intention get:
• 25–30% pay jumps
• Real Director/VP scope
• Leaders who can state their value in one clear sentence

I lived this in my own path.
Every time I moved with a clear target and story, my career jumped.
Every time I waited “one more year,” growth stalled.

The new loyalty is this:
Loyalty to your future.
Loyalty to your health.
Loyalty to the leader you are becoming.

Companies that deserve you:
Build real paths, pay for impact, and treat you like a grown adult.

Companies that shame “job hoppers”:
Use guilt, low raises, and fear to keep strong people stuck.

Your career is not a lifetime sentence.
It is a series of strategic moves you make on purpose.

If you’re not being developed, paid, and positioned…
𝘀𝘁𝗮𝘆𝗶𝗻𝗴 𝗶𝘀 𝗮 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘁𝗼𝗼.

So choose one today:
A) Secure the internal path (with dates + scope)
B) Start the exit plan (quiet + intentional)

Comment “PLAN” and I’ll share the exact formula I use with $150K–$500+K leaders.

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He asked to leave early for his kid’s school event. Then he started to give me all the reasons. I told him, “You don’t need to explain. Just go.”  

Work from home? Fine.  
Come in late after a doctor’s visit? Fine.  
Block 2 hours mid-day for therapy, gym, or rest? Fine.  

I don’t need a full story for every calendar change.  
I need clear outcomes and honest communication.  

Here is what I care about as a leader:  
You deliver what you own.  
You keep your word.  
You support the team and the client.  

How you do that in a week will look different for everyone.  
Some move fast in the morning.  
Some hit their stride at night.  
Some need space in the middle to be a present parent or to take care of their health.  

The truth is: top talent does not stay where they feel watched.  
They stay where they feel trusted.  

When leaders obsess over chairs and clock time, they lose:  
Creative energy  
Real loyalty  
Their best people  

When they focus on impact and trust, they gain:  
Better decisions  
Stronger ownership  
Leaders who grow faster  

You are not a time-stamp.  
You are a leader delivering real results in a real life.  

The future of leadership is not “butts in seats.”  
The future is flexible work with clear expectations and real trust.  

How long will you keep treating grown leaders like kids who need a hall pass to live their lives?

HR: We would like to make you an offer of $265,000 plus a 30% annual bonus.

Candidate: Thanks. I'd like to have a deeper discussion. What does work-life look like on this team?

HR: It is a high-visibility role. Leaders here are expected to be “all in.”

Candidate: Can you be specific? What does that mean week to week?

HR: Most leaders are online late. Weekends happen when needed. We look for people who go the extra mile.

Candidate: Are there some clear boundaries around evenings, weekends, and vacations?

HR: At this level, we expect leaders to do what it takes to meet the goals.

Candidate: Then I will have to pass.

-

This is the shift I see every day with strong leaders.

They are not only asking:
“How much does it pay?”

They are asking:
“What will this cost my health?”
“What will this cost my family?”
“What will this cost my future self?”

Money is important.
Scope is important.
Title is important.

But so are:
Sleep.
Time with people you love.
Work you actually believe in.
Leaders who respect your limits.

The truth is:
Your next offer is not just a number.
𝗜𝘁 𝗶𝘀 𝗮 𝗹𝗶𝗳𝗲𝘀𝘁𝘆𝗹𝗲 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁.

You are not only negotiating salary.
You are negotiating 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗹𝗶𝘃𝗲.

How long have you been saying yes to roles that cost you more than they pay you?

You prepare for the snow.
But do you prepare to enjoy your life?

Over the last few days, we had a lot of snow.
As the storm came in, we did what most people did.

We prepared.

• Bought salt for the driveway and sidewalk
• Stocked up on food and water
• Picked up a stack of library books in case we lost power

Lists, tasks, "need to do" items.
All important. All smart.

I saw how easy it was to stop there.
To only plan for problems.
To only prepare for what could go wrong.

But life is not only about clearing the driveway.

Life is also about the snowman.

In the middle of everything, we went outside.
We felt the cold air.
We rolled snow into big, heavy balls.
We built a snowman.

Simple joy.
Zero productivity.
High return.

Here is what many high performers forget:

• You prepare for risk, but not for joy
• You plan for work, but not for play
• You protect your time, but not your energy

In careers, it looks like this:

• You update the resume
• You grind for the promotion
• You say yes to more work

But you forget to design a life you enjoy living.

Next time you prepare for the storm, ask yourself:
Where is the snowman in your plan?

What would change in your career if you prepared not only to survive, but to enjoy your life too?

5 things you say in interviews that kill your chances. Stop making these mistakes.

“Thanks, I think we covered everything. I don’t have any questions.”

As a hiring leader, when I hear this, my brain says:

“Pass.”

The truth is: your words in an interview sell you or sink you. Fast.

Here are 5 phrases that quietly kill offers - and what I want to hear instead. ➡️

1) “I don’t have any questions.”

To me this says: low interest, low prep.

Say instead:
• “What are the top goals for this team in the next 6–12 months?”
• “If someone excels here, what do they do differently?”

Curious people win.

2) “I’ll take any job right now.”

I know the market is hard. I get it.

But desperation makes me think you say yes to any offer, any culture, any job.

Say instead:
• “I am focused on roles where I can use my strengths in X and Y.”
• “Here is why this role and company fit what I want next.”

Clear focus beats desperation.

3) “Autonomy is really critical for me.”

As a leader, I need people who can take input and still own strategy and results.

Say instead:
• “I value clear direction at the start, then space to execute.”
• “Helpful feedback from my leader helped me do X and Y.”

Coachability is a MUST at $150K, $250K, $500K+ levels.

4) “I don’t have any weaknesses.”

When I hear this, I hear: low self awareness.

Say instead:
• Name one real gap.
• Show how you work on it.
Example: “I used to avoid hard talks with my team. I worked on it by doing X. Now I do Y.”

Owning your growth is a green flag. ✅

5) “I'm looking for a challenge.  My last company didn’t really challenge me.”

I may agree with you inside, however, it sounds dismissive rather than driven.

Say instead:
• “I’m looking for a role that pushes me to learn faster and take on bigger challenges — your team’s projects sound like the perfect environment for that.”
• “I learned a lot there, but now I’m ready for bigger challenges to stretch my skills.”

If you’re ready to elevate your interview game and position yourself as a top performer — connect or DM me.  Let's get you the offer, not just the interview.

Yesterday, you said “after this reorg.”
Last quarter, you said “after bonus.”
Last year, you said “when the market calms down.”

There is nothing more painful than watching your career stay smaller than your potential.

7 brutal truths about staying stuck in the wrong role:

1. You “research” but never commit  
↳ Reading job posts is not a search. It is scrolling.

2. You update your resume more than your strategy  
↳ Resumes without a clear target are just decoration.

3. You wait for the “right timing”  
↳ Timing does not rescue you. Positioning does.

4. You have “reasons” your company will change  
↳ Hoping your boss wakes up one day is not a plan.

5. You fear a no more than you fear wasting years  
↳ A no is short term. A stalled career is long term.

6. You wait for confidence before you move  
↳ Confidence follows action, not the other way around.

7. You know this role is done for you but you stay  
↳ You do not need more signs. You need a decision.

The market is shifting with or without you.
Reorgs are planned with or without you.
Your title, pay, and peace move only when you do.

How long will you keep paying the hidden tax of waiting for “later” instead of building the role and life you actually want?

Share this with someone who has outgrown their role but is still on the fence about their next move.

The hardest problem is the one you keep avoiding. I used to waste years on easier wins.

In my career and in business, I learned to “optimize” everything.

New projects.
New tools.
New ideas.

But I was avoiding the real work.

The truth is:
Your biggest risk is not one stupid decision.
Your biggest risk is spending years on the second, third, and fourth best moves.

I saw this first as a leader.

We had teams that were “fine.”
Leaders who were “okay.”

But “fine” was the problem.

The real issue was culture and talent.
Fixing that meant hard talks, new standards, and turning people who were not a fit.
Morale dropped before it got better.

Six months in, it looked worse, not better.
But it was still the right decision.

The same pattern shows up in careers.

You:
• Tweak your resume again
• Take one more “safe” internal role
• Say yes to more work without more pay

All smart moves on paper.
All easy wins.

But you avoid the hardest problem:

• Your company will not grow with you
• Your boss will not promote you
• Your role will never match your potential

Real growth feels heavy.
Real growth feels slow.
Real growth can hurt before it helps.

Here is what I learned:

→ Name the hardest problem
→ Remove every distraction that keeps you from facing it
→ Give your solution time to work, even when it feels worse at first

Many of you have half-built bridges in your career.
You were one hard year away from a new level.
You quit in month one.

How long have you been avoiding the hard move that would finally change your career?

You are not “playing it safe.”
You are paying a secret tax for every 6 months you stay stuck.

You tell yourself you are “thinking about” your next move.
You read job posts, watch the market, update your resume a little.

But you do not have a clear strategy.
You are not moving with a plan.

In this economy, that has a cost.

Here is what 6 more months of “testing the waters” with no strategy often looks like:
• Same title
• Same pay
• Same manager
• Same stress

On the outside, nothing looks wrong.
On the inside, you feel it.

You start to pay a slow tax every 6 months:
• Confidence tax → you start to think you are “not ready yet”
• Energy tax → Sunday night feels heavy every week
• Health tax → your body is at home, your mind stays at work
• Money tax → you push back higher pay and bonuses
• Market tax → the market moves, your skills and story do not

I paid that tax in my own career.

I said: “I will move when the timing feels right.”
“I will wait and see what happens after this quarter.”

I watched postings.
I “thought about” moves.
I stayed passive.

Fast forward one year.
Nothing changed for me.
The market changed around me.

Here is the truth I had to face:
I did not have a career problem.
I had a strategy problem.

In a strong economy, you might get away with passive waiting.
You send a few random applications, take a call or two, and something lands.

Today that does not work.

Hiring managers want:
• Clear story
• Clear value
• Clear direction

If you are not clear, they move on fast.

What changed everything for me was when I stopped “thinking about it” and built a real plan.

Here is what I did:
• I chose the exact roles and levels I wanted
• I got clear on the impact I bring in numbers
• I mapped the leaders and companies I wanted to target
• I aligned their needs to my core strengths
• I set weekly actions for outreach, networking chats, applications, and interviews

Once I had the right strategy, doors moved faster.
Not slower.

Recruiters reached out.
Leaders saw me as a top 1% candidate.
Promotional offers showed up that matched my value.

The uncomfortable truth:
Waiting feels safe.
Passive “thinking” feels safe.

But with no strategy, you are not safe.
You are stuck.

In this economy, safety comes from:
• Clear direction
• Clear story
• Consistent action

Not from staying in place for “one more quarter.”

If you feel stuck in a role you have outgrown, you do not need 6 more months of thinking.
You need 6 months of focused strategy.

How would your career look 6 months from now if you stopped testing the waters and started moving with a real plan?

"We just cannot change the comp band. This is the max for your level."

After 6 years of “exceeds expectations” and extra projects, that is what their manager told them.

No real talk about scope.
No clear path to promotion.
No honest data on their market value.

So they stayed.
They told themselves it was safe.
They told themselves next year would be different.

Inside, something started to break.

Confidence dropped.
Energy dropped.
Self-worth dropped.

They stopped asking “What am I worth in the market?”
They started asking “Maybe this is all I get.”

Then a friend pushed them to get the help they needed and to test the market with a clear story and role target.

Four and a half months later, they had three offers:
• Same scope the company said was “too senior” for them
• $42,000 more than they thought was even possible
• Leaders who could explain their value in one clear sentence

That changed everything.

They did not just resign from a company.
They resigned from a low view of their own value.

Here is the truth I see every week with strong leaders:

• They accept “next cycle” instead of checking their real market value
• They wait for a title instead of acting like the owner of their career
• They tie their worth to one manager’s opinion and one pay band
• They do Director-level work while letting self-doubt grow

Your value does not start with a resignation letter.
Your value starts the day you decide to measure yourself by impact and market, not by one company’s limits.

You take control when you:
• Get clear on the roles and level you really want
• Put numbers to your wins so you see your own impact
• Test your story with real leaders, not just job boards
• Decide that “safe” is not safe if it shrinks who you are

The uncomfortable truth:
If you wait until you are broken to move, you carry that damage into your next role.

If you upgrade your view of yourself first, you upgrade every choice after.

How long have you been letting one company define your value?

The next promotion wave is not about more effort.
It’s about clearer positioning.

Here is what I am seeing with Managers, Directors, VPs right now:

They are not getting stuck because of skill.
They are getting stuck because nobody can clearly see where they fit next.

Emerging pattern:

• High performers keep stacking responsibilities
• Titles stay flat for 3–5 years
• Reviews say not “obvious next-level leader”

The shift in companies:

They used to reward loyalty and effort.
Now they reward leaders who are:

• Easy to “place” in the org chart
• Easy to “sell” to senior leadership
• Easy to “explain” in one sentence

In an AI, automation, and layoff-heavy market, your value must be simple and clear.
“Hard worker” is too vague.

What works now:

• Clear target: “Next 12–18 months I aim for Director of X / Head of Y”
• Clear brand: “I lead enterprise transformations that convert complexity into clarity—and strategy into measurable results.”
• Clear proof: 3–5 business outcomes you repeat everywhere, not a long task list

The uncomfortable truth:
If senior leaders cannot explain you in one sentence, they will not fight for your promotion.

In LeaderUP, when clients tighten their positioning, two things happen:

• More direct outreach from hiring managers
• More “You are exactly what we need” conversations in interviews

Not more hustle.
More clarity.

What would change in your career if everyone in your org could explain your value in one simple sentence?

If you never question your choices, you wake up one day and wonder: how did I get here?

Wrong company.
Wrong boss.
Wrong partner.
Wrong life.

You did not choose it.
You drifted into it.

I see this with leaders all the time.

They work like crazy.
They say yes to every ask.
They accept pressure at work and pressure at home.

Then one day they crack.

The truth is:
You do not end up here by one big decision.
You end up here by a thousand small ones you never question.

You say yes to the role you do not want.
You say yes to a culture that drains you.
You say yes to a life you did not design.

You stop asking:
What do I want?
Does this thing help me get it?

High agency starts there.

High agency is:
- Choosing your career on purpose
- Choosing your partner and friends on purpose
- Choosing your rest on purpose

Low agency is:
- Taking the job because “everyone would kill for it”
- Staying in a company that burns you out
- Letting others decide when you are “allowed” to rest

As a leader, you also shape agency for your team.

Your hard workers watch you.
If you never unplug, they will not unplug.
If you never say “take the day, unplug,” they will not feel safe to stop.

Support at home.
Support at work.
Clear choices about what you want.

That mix is where history gets made in your career.

Not by luck.
By design.

How long have you been living on default instead of design?

You don’t need another certification.
You need a clear target, a message, and a strategy.

A tech leader told me:
“I need more time. I want to prepare, refresh, study. Then I start my search.”

Six months later:
No offer.
More courses.
Same result.

Here is what I see with many smart leaders.

They say “I am getting ready” but they:
• Fear a no
• Hide behind more learning
• Hope the perfect role appears

Preparation feels safe.
𝗔𝗰𝘁𝗶𝗼𝗻 𝗳𝗲𝗲𝗹𝘀 𝘀𝗰𝗮𝗿𝘆.

The truth is:
More skills do not fix a weak story and a random search.

You can add:
• New tools
• New methods
• New cloud certs

If leaders do not see you as a clear solution, you stay a name on a list.

The leaders who land fast think in a different way.

They do not ask “Am I ready?”
They ask “𝗔𝗺 𝗜 𝗰𝗹𝗲𝗮𝗿?”

Here is what they lock in:

1) Clear target

→ One level
→ One main lane
→ One type of company

Not “any senior tech role.”
More “Director of Platform Engineering in B2B SaaS, 200–2000 staff.”

When you get this clear, you know who to speak to.

2) Clear message

Your value story sounds like a business case, not a job title.

Not “I manage teams and projects.”

More:
“I lead engineering teams that cut waste in the stack and unlock new revenue. I turn slow, costly systems into fast, lean platforms that pay for themselves.”

Short. Strong.
Money and impact in one line.

Leaders care about:
• More profit
• Less cost
• Less risk
• Faster delivery

Your message must say:
“I help you win here.”

3) Clear strategy

You stop hiding in job boards.
You start moving toward real people.

You:
• Reach out to hiring leaders
• Build warm links in your lane
• Treat interviews as talks about business, not school tests

You show how you solve their pain today, not how many things you know in theory.

You do not need six more months of “getting ready.”

You need a few focused weeks to choose your lane, sharpen your value story, and move with a real plan.

What would change in your career if your message spoke money and impact as clearly as your skills speak tech?

CRO @ Ronin Consulting | Connecting leaders in the tech space to their next opportunity | Former Senior-Level Tech Executive

I’m a career coach for tech professionals ready to lead what’s next, whether that means landing in the C-suite or pivoting out of it.

With 30+ years in tech and leadership, I’ve made hires, made career moves, and made sense of reinvention more than once. Now I help others do the same.

I coach mid-to-senior leaders through:
✔️ Executive leadership search strategy
✔️ Career pivots & clarity 
✔️ Networking with confidence
✔️ Aligning you with opportunities that resonate
✔️ Job search strategy that works
✔️ Offer negotiation with confidence

I've led teams, launched companies, and sat in executive rooms and I know what it takes to get there and what it takes to walk away.

Titles I proudly answer to:
Wife. Mom to two early-career engineers. Thrift-store treasure hunter. Home-reno junkie. Lake life lover. Real estate investor. Encourager.

Ready for what’s next? Check out my featured section or send me a note.

Ruth Smith

I heard that a .5 inch of ice can add 500 lbs. to a tree limb or power line.

Limbs were heard falling all night.

We’ve got friends and family without power.

It could be days or weeks before they have electricity.

To a huge number of Americans affected, stay safe.

This storm is no joke.

What are you doing to stay warm?

PS - That is a solid sheet of ice on our patio. We could ice skate on it.

Helping senior tech leaders win $150–$300k offers | Ex-SVP & founder | Built/hired 1,000+ | Hiring manager’s lens

When I said, “Let’s meet at the house for dinner,” 
I don’t think anyone believed I meant Waffle House.
[It's true.. eight of us met there for dinner New Year's Eve.]
 
There were questions.  
Side glances. 
A brief pause.
 
I clarified.
 
𝘛𝘩𝘦 house.  
With the yellow sign.  
Open 24 hours.  
No reservations required.
 
Waffle House doesn’t pretend to be something it’s not. 
You know exactly what you’re getting.
 

A little chaos.
Comfort food.
Consistent expectations.
And somehow… always a good story.
There’s something oddly refreshing about that.
 
And somehow, that’s where the best conversations happen.
 
I’ve had more honest, meaningful conversations  over coffee, pancakes, and mismatched booths  than in polished conference rooms.
 
Which is a good reminder for this job market.
 
Networking isn’t about fancy events or perfect timing.
It’s about showing up.
Being human.
Having real conversations in real places.
 
The strongest opportunities I see right now  don’t come from online applications. 
They come from relationships. 
Often built in unexpected settings.
 
As a coach, I tell people this all the time. 
Stop waiting for the “right” moment.  
Start meeting people where they already are.
 
Sometimes that’s a boardroom. 
Sometimes it’s a booth at Waffle House.

📌 Where is your go-to connection spot? 

=>> Networking is your biggest skill when landing a new job. 
=>> I have two coaching spots open starting in January. 
=>> DM me or book a Discovery Call

I’m not always a fan of cover letters.
 
But there’s one situation where I strongly believe they matter.
 
When you’re applying for a role out of state.
 
I was talking with a candidate recently who kept getting passed over. 
Strong background.  
Solid interviews.  
Great experience.
 
But every role was in a different city.
 
Here’s why you get passed over.
 
Relocation is expensive.  
Time-consuming.  
And in a competitive market, it introduces risk.
 
All else being equal, many hiring managers will choose a local candidate, even if they’re slightly less qualified.
 
Not because you aren’t good enough.  
Because it’s easier to say yes to a local candidate. 

This is where a cover letter matters.
 
It’s the perfect place to answer the questions hiring managers won’t always ask out loud.
 
Why 𝘵𝘩𝘪𝘴 city?
Have you spent time there before?
Do you have family or community there?
What would make it easy for me to believe you’ll stay?
What makes this move realistic and well thought through?
 
When I was hiring, I wanted context. 
I wanted to understand the “why” behind the move.  
Not just the role.

There are some questions you can't ask candidates in an interview. 
 
And if you don’t use the cover letter, bring it into the interview.  
Or your follow-up thank-you note.
 
Remove uncertainty wherever you can. 
That’s how offers happen.
 
📌 If you’re open to relocating, what’s your real reason for the move, and where are you explaining it clearly today? 

=>> If you want help positioning a relocation story that hiring managers trust, DM me or book a discovery call.

This will be remembered as the storm of a lifetime.
 
We drove to North Mississippi to check on family, friends, and our cabin after the ice storm. 

Like so many others, we were stunned by how long the power has been out and how brutal the cold has been. 
 
Across North Mississippi, the damage is overwhelming: trees snapped, power lines and transformers down, entire electrical grids wiped out. 

At one point, multiple counties were 100% without power. 

Seeing it in person makes the scale of recovery impossible to ignore.

There was one thing missing.
 
Complaining.
 
Instead, we saw a community show up:
 
• Churches and schools turned into warming centers
• Gyms opened for hot showers
• Salons offered free wash-and-drys
• Food trucks served hot meals
• Neighbors volunteered, many without power themselves
 
Driving in, the sight of linemen, first responders, National Guard, and volunteers working in brutal cold (18° with a windchill of 6°) was humbling. 

One crew had even cleared a path to our cabin before we arrived.
 
Local leadership has been visible and steady, leading on the ground, not from behind a desk.
 
There’s still a long road ahead.  But witnessing people come together like this is a powerful reminder of what makes a place 𝘩𝘰𝘮𝘦. 💙

📌 What have you seen that restored your faith in people lately?

PS - Not sure who to credit for the photos, but they were taken near Iuka, MS, and Howenwald, TN, of linemen doing the difficult and dangerous work of rebuilding the power grid.

In 2010, a 1000-year flood hit Nashville. 

More than 13 inches of rain fell in a day. 

Rivers and creeks overflowed their banks, causing severe flooding. 

We had friends who had just sold their house and moved into a condo off 1st Avenue. 

Right on the banks of the Cumberland River, water was rising. 

It threatened all their belongings. 

We were called to help them save what they could before the water covered it. 

We approached 1st Avenue and were rushed by a major news outlet. 

"Can you tell us where the looting is happening?" 

There wasn't any looting. 
Only neighbors helping neighbors. 

I laughed and told them they were chasing the wrong story. 

They were in the South. 
Tennessee is the Volunteer State. 
We don't wait for rescue. 
We help our neighbors without being asked.  

Within hours, volunteers showed up to help flood victims. 
Chain saws, debris removal, food trucks, and cleaning supplies. 

This week has felt like that. 
Many without power are braving the cold. 

People have opened their homes. 
Churches and restaurants are handing out food. 
Chainsaw brigades and 4-wheelers cutting people from their homes. 
Linemen are working 18-hour shifts to restore power. 

There is a lot of work ahead for Nashville and North Mississippi. 

My heart is warmed by the good that is happening. 

It might not make the big news. 

But it's the news I like to watch.

If I had a word of the year, it would be connection.
 
Not because it’s trendy, but because it’s needed.
 
I’m a connector by nature. 

But after the last few years, I’ve realized how much time we’ve all spent behind screens.  

COVID changed how we work, but it also made it easier to feel alone, especially if you’re in a job search.
 
This year, I’m creating more in-person moments.  
No agenda. 
No pressure. 

Just people meeting people again.
 
I’m hosting a local Nashville networking meetup for job seekers:
 
📍 𝗡𝗮𝘀𝗵𝘃𝗶𝗹𝗹𝗲 𝗚𝗹𝗮𝘀𝘀𝗵𝗮𝘂̈𝘀 483 Craighead St, Nashville, TN 37204
📅 𝗧𝘂𝗲𝘀𝗱𝗮𝘆, 𝗝𝗮𝗻𝘂𝗮𝗿𝘆 𝟮𝟳𝘁𝗵 9:00 - 10:30 AM
 
If you’re in the market, thinking about a 2026 move, or just want to connect, come join us.
 
No signup.  
No cost (except your coffee).  

Just good conversation, great coffee, and community.
 
Let me know if you’ll be there. 
Drop “I'm in" in the comments. 
Or, send me a DM. 

We’ll save you a cup and a seat.

Hello everyone.. coming to you from our home outside Nashville, TN.
  
Did you know that a  ½  inch of ice can add 500 lbs. to a tree or powerline? 
  
Saturday night, when this ice storm hit, you could hear trees and limbs crashing. 
  
We woke up to a disaster zone. 
  
Fortunately, we haven’t lost power, but many of our friends and family in metro Nashville and North Mississippi, where I’m from, haven't been so lucky. 
  
It is a complete war zone in North Mississippi and areas of Nashville. 
  
Many friends have lost trees, crashing into their homes and cars, knocked out power lines, and blown transformers. 
  
We’ve heard in some cases, especially in North Mississippi, it could be 3-4 weeks to restore power. 
  
A friend shared they were prepared to ride out this storm for 3-5 days, but not to endure one with temperatures this low. 
  
We are running out of gas, food, propane, and wood for fireplaces. It has not broken above freezing.  It was 8 degrees last night. 
  
Thankfully, North Mississippi is supposed to be above 40 degrees mid-week, but they will need a level of assistance comparable to Katrina relief.  

To those of you who are waiting for someone to rescue you, I hope help comes soon. 
  
For the rest of you, stay warm, stay dry. 
  
I hope we can get to you and bring you to our house soon.  I know it hasn’t been a fun ride so far. 
  
Stay warm, stay safe. 
  
Pray for Nashville and North Mississippi!

For the 55% of you stuck indoors because of a winter storm…  this might be the most productive week of your job search.

If I were job searching this week, I’d focus on four things that quietly move the needle.
 
➜ First, I’d update my resume.  
Not a full rewrite.  
Just tightening language, clarifying impact, and making sure it reflects the roles I’m targeting now, not the job I had two years ago.
 
➜ Next, I’d refresh my LinkedIn profile.  
Headline.  
About section.  
Recent experience.  
Recruiters are searching every day, even when the weather is bad. You want to show up when they do.
 
➜ Then I’d reach out to five new connections.  
Not cold pitching.  
Just thoughtful, human outreach.  
People I admire. 
People at companies I’m watching.
People that you've asked your connections for intros. 
 
➜ Finally, I’d update my target company list.  
Who’s hiring quietly?  
Who’s growing? 
Who would I actually be excited to work for if an opportunity surfaced tomorrow?
 
None of this is flashy.  
It's the simple things that have a compounding effect. 
 
Storms slow a lot of people down. 

Use the time strategically come out ahead when things clear.
 
📌 If you had a few unexpected days at home, what would you focus on? 
 
=>> If you want help prioritizing or tightening any of these, send me a DM or book a Discovery call.

How to shave thousands from your monthly budget. 

Take advantage of a polar vortex that drops to the Bahamas. 

Lose power for at least 5 days. 

Eat through every snack and dry good in your pantry. 

Don't go to the store because you can't get out of your neighborhood. 

Stop all online shopping.... You don't have internet anyway.

Melt snow and ice for water. 

Don't take a shower... your water is off. 

Become a survivalist, drop all creature comforts, and play with your kids. 

I guarantee this gets results. 

📌 What money-saving tips do you have?

It’s finally happening. 
 
After weather delays and reschedules, we’re officially back on for Tuesday, February 3rd for coffee and connection in Nashville.
 
I still believe deeply in connection.  But safety always comes first.
 
Given Nashville's rough weather, school closures, and work-from-home weeks, I  intentionally pushed this out. Now, we’re ready.

If you saw my earlier post and planned to join, or if this is the first time you’re seeing this, consider this your invite.
 
I’m creating more in-person moments this year.  
No agenda.  
No pressure.
 
Just people meeting people again.
 
📍 𝗡𝗮𝘀𝗵𝘃𝗶𝗹𝗹𝗲 𝗚𝗹𝗮𝘀𝘀𝗵𝗮𝘂̈𝘀 483 Craighead St, Nashville, TN 37204
📅 𝗧𝘂𝗲𝘀𝗱𝗮𝘆, 𝗙𝗲𝗯𝗿𝘂𝗮𝗿𝘆 𝟯𝗿𝗱. 9:00 - 10:30 AM
 
If you’re job searching, thinking about a 2026 move, or just craving real conversation, come join us.
 
No signup.  
No cost (except your coffee).  
Just good conversation, great coffee, and community.
 
Drop “I’m in” in the comments or send me a DM.  
We’ll save you a cup and a seat.

Being the only woman in the room teaches you things no leadership book will.

People ask me for the "juicy stories." 

I usually don’t tell them.  
Not because they aren’t real,  but because I’m intentional about where my energy goes.
 
Still, those rooms taught me things I carry with me to this day.
 
I learned a lot through experiences like being: 
.
➜ Yelled at by narcissistic leaders whose veins were popping out of their necks.
➜ Called names so vile I couldn’t repeat them here even if I wanted to.
➜ Seen how far some will go when their power is threatened.
➜ I’ve had lies attributed to me to cover up fireable offenses.
➜ Watched people rewrite reality to protect their position.
➜ I’ve been shoved against a wall by a male manager.
➜ Been blamed by those leaders for “being difficult.”
 
What I learned wasn’t just about leadership.
 
It was about human behavior.
 
I learned that some people don’t want a partnership; they want control.  

That accountability feels like an attack to those without integrity.  

That you cannot change someone’s character by being more patient, quieter, or better behaved.
 
Stripes don’t change.
 
I’m deeply grateful for the things that allowed me to walk away.
 
➜ A family who reminded me who I was when rooms tried to convince me otherwise.
➜ The financial ability to leave bad situations instead of surviving them.
➜ The integrity to stand up for myself, even when it costs me.
➜ A supportive husband who never questioned my worth.
➜ People who knew the real me and offered me roles.
 
Those experiences shaped how I lead now.  How I coach.  How I recognize red flags quickly and name them.
 
They taught me...
 
➜ Your job is not to endure dysfunction to prove strength. 
➜ Your job is to recognize when a room no longer deserves your excellence.
 
You don’t owe loyalty to people who need you small to stay powerful.
 
📌 What’s something your career taught you the hard way, but you’re grateful you learned?

You know the service station food you snub your nose at? 

The deep-fried chicken tenders, hot dogs that roll around, and pretzels that rotate? 

Well, if you've eaten every snack and dry good in your house, that service station food becomes James Beard  award worthy. 

📌 What's the one food you'll never talk bad about again after this winter storm?

“We don’t have anywhere for you to grow.” 
[Translation: Please stop being ambitious. It’s inconvenient.]
 
I’ve had this conversation with so many women in the past few weeks.
 
Women who have spent years, sometimes decades, doing excellent work.
 
They’ve grown teams.  
Organized chaos. 
Delivered results again and again.
 
And suddenly they are told…
 
Their expectations are “too high.”  
They’re “too assertive.”  
They’re “asking for more than the role allows.”
 
But somehow, the company finds a way to give them:
A new title.  
More responsibility.  
Bigger scope.
 
Just not more pay.
 
It’s demoralizing.
 
When companies can’t or won’t invest in you anymore, they don’t say it directly.  

They dress it up as the "current" market. 
"We don't have the budget now." 
 
But what they’re really saying is:  
"We like what you give us. "
"We just don’t want to pay for it."
 
Every time I realized I’d hit a ceiling or the end of a growth road in my own career, I made the same decision.
 
I started looking.
 
Not like a drama queen.
Not pissed off. 
Confidently and strategically.
 
Because the best time to look is when you already have a job.
 
When you still have leverage.  
When you can be selective.  
When you’re choosing your next move, instead of reacting to someone else’s limits.
 
Stop apologizing for wanting more. 
Stop shrinking your ambition to make others comfortable.  
Stop accepting “maybe next year” from companies that have benefited from your excellence for years.
 
There are organizations that will value what you bring. 
Pay you for it.  
And grow with you rather than stall you.
 
Companies that hold you back don't deserve your loyalty. 
 
📌 Have you ever been told you were “capped out” or asked to take on more without more pay? What did you do next?

=>> I'm a Career Coach for tech leaders ready for their next strategic role. 
=>> Book a discovery call to see if we should work together.

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