Kevin D. Turner

Brand to Land: Eliminating Personal Blanding™ with the Sharpest Tools & Strategies for Your Professional Success. Branding ╽ LinkedIn Profile Optimization ╿ Trainer ╽ Career Coach ╿ Speaker ╽ ⛨ Verified Profile

To pivot, you must first prove it, and then build it into your brand! I know this to be true, as I have successfully pulled off five evolutions in my career. Transitioning from Fortune 50 Sales & Marketing Management to Venture Capital (VP), to Public & Private Turnarounds (CEO & VP), executively leading a Non-Profit 50 internationally into 140 countries (International Director), and finally proving it to myself by turning a side gig into a 14+ year successful business (Managing Partner).

Welcome to my profile; I'm Kevin D. Turner, a Managing Partner of TNT Brand Strategist, a technology and business-focused Organizational and Personal Brand Builder with deep expertise in Visioneering, Communications, Culture Building, and creating Disruptive Advantages. My passion for talent development and cultivating high-performance teams globally while profitably managing, branding, and growing organizations, has contributed to my career success. 

 🔘 Optimized 7K+ LinkedIn Profiles & Trained 50K+ People on Best Practices since 2005
 🔘 Beta Tester for Open AI since 2021 & 19+ LinkedIn Features since 2005
 🔘 Achieved LinkedIn 5 Star Rating & 200+ Written Recommendations 
 🔘 Developed & Led Teams of 65+ Sales & Marketing Professionals
 🔘 Marketed & Sold $550M+ Domestically & into 140 Countries 
 🔘 Created, Hired & Managed 4 Domestic & Foreign Offices 
 🔘 Lived in the US, Switzerland, Germany & Japan
 🔘 Established International Offices, HR & Payroll 
 🔘 CrowdSourced & FundRaised $25.3M
 🔘 Managed Full P&L of $352M

With a Philosophy forged in Customers First, Triple Bottom Line (3PL) "People, Planet & Profit" coupled with a keen Business Acumen and a Personal Resolve to Change the World, I have held Sales, Marketing, and Branding leadership roles with SONY, Stone VC, Thomas Nelson, TurneRRounD, American Teachers, American Heart Association, & TNT Brand Strategist.

TNT Brand Strategist – Devoted to Your Success
High Touch, Confidential, Never Outsourced, & Tech Aware
LinkedIn Service Provider ⭐⭐⭐⭐⭐ Top Rated Pro 

 🔘 Top Recommended LinkedIn Profile, Resume, Bio, & Business Page Optimization 
 🔘 Organizational Branding, Personal Branding & Brand Strategy Development 
 🔘 Leadership, Career, Interview & Executive Development Coaching 
 🔘 Corporate LinkedIn & Social Selling Training 
 🔘 Career & Corporate Transition Services 
 🔘 Podcast & Keynote Speaker

Kevin D. Turner, Managing Partner & Brand Strategist, TNT Brand Strategist, LLC
📱 +1-214-724-9111      ✉ Kevin @ TNT Brand Strategist .com     @MrKevinDTurner

Public Speaker

Hope you enjoy checking out some of my favorite LIVE & Podcast Guest Appearances talking about LinkedIn, Social Selling, Personal Branding, Brand To Land, & Career Strategy.

Loren (Executive Career Strategist) Greiff

Career Coach & Strategist > I Help Executives LAND FASTER and EARN MORE. Master The Hidden Job Market to Unlock 80%+ of High Quality, Unposted Positions. 1:1, Group & Bootcamp programs I 🪩 Forever Bee Gees Fan

Most senior roles are decided long before they’re posted.

By the time a job appears online, the outcome is already constrained by internal politics, risk avoidance, and prior relationships.

The market didn’t get harder.
It got faster.
And speed rewards familiarity, not merit.

Senior leaders kept performing.
The hiring system stopped rewarding performance.

That mismatch is where experienced executives lose leverage without realizing it.

When performance is no longer the variable, positioning determines outcomes.

Decision leverage for senior leaders at inflection points.

This is not a job search problem.
It’s a decision-making problem.

I work at senior inflection points.
Moments where an executive has been exited, restructured out, plateaued, or quietly sidelined. Not because they failed, but because the system recalibrated around them.

The risk is not employability.
The risk is mis-positioning.

Most leaders 40+ respond by applying more, networking harder, and waiting longer.
That behavior signals compliance in a market that selects for advantage.

It isn’t personal.
It’s structural.

I don’t help executives job search.
I work on decision leverage when outcomes are being shaped upstream.

That means:
– Reframing experience so it signals relevance, not risk
– Redirecting effort away from visible competition and toward invisible decision paths
– Restoring access before roles are formalized
– Neutralizing age bias by changing where judgment occurs
– Closing credibility gaps that quietly disqualify experienced leaders, including AI literacy
– Negotiating from power, not relief

No templates.
Templates scale average.

No performative networking.
Visibility without leverage is noise.

The outcome is not a new role.
The outcome is control.
Over access, over narrative, over choice, over compensation.

“Within three months, the decision path shifted. I entered conversations that hadn’t been public yet and stepped into a Chief Medical Officer role without competing in a visible search. This work wasn’t about preparation. It changed where decisions were being made.”
H. Beeman, Chief Medical Officer

“The role didn’t exist publicly when conversations began. Formal process followed outcome, not the other way around. That sequencing made all the difference.”
B. Buehler, EVP Acquisitions | Board Member

President & Founder

PortfolioRocket.com is NOT recruiting or headhunting. 

We don't push jobs.
We don't smush you into a position or company.
We don't placate either.

We are proof that your search can be a wildly fun, challenging, successful process.
Sure it requires effort, but the all best rewards do.
And if you're here, you know from hard work that pays off. 

🚀   PortfolioRocket is a proprietary career curriculum to access today and use for life -- enabling you to GET FOUND for 80-85% of the opportunities NOT posted online, in the hidden job market while building your network for your future. 

PortfolioRocket is culmination of 30+ years of torture tested corporate experience -- immersed in the end to end process with candidates while partnering with demanding hiring managers. 

Clients land their next ideal career moves efficiently and effectively. 
❌   Without wasting time sucked in by "easy apply" buttons
❌   Job boards OR
❌   With opportunities that don't meet their deeply personal criteria.  

Best of all they've scored coveted role at top tier companies like Netflix, Instacart, SalesForce, Sega, Kaiser Permanente, Salesforce, FCB & over 100 others with remarkable results superseding compensation alone.  

My promise is that you'll never approach your search the same way ever again.

Time just put "The New Old Age" on its cover.

And buried inside that headline is a truth most hiring managers still haven't caught up to:

The three-stage life is dead.

Learn. Work. Retire.
That's the blueprint everyone over 40 was handed.
And it's obsolete.

The new thinking? Learning and work should be "sprinkled throughout a lifetime." Not front-loaded. Not back-ended. It's continuous.

Here's what that means for you:

You're not "late career."
You're mid-career in a 60-year working life.

Life expectancy in 1950? 68.
Today? 79.

That's 11 extra years the old model never accounted for.

And yet companies still treat 50 like the exit ramp.
Hiring managers still see age as a liability.
The system hasn't caught up to the math.

But you can.

Because transition at 45 or 55 isn't an ending.
It's the halfway mark.

The execs who get this don't see themselves as winding down.
They see themselves as relevant leaders for the next 20 more years.

So the next time someone makes you feel like you're running out of time,
remember this:

The old map was drawn for a shorter trip.
You're on a longer one. Own it.

Bookmark this for the moment doubt creeps in.
Repost for someone still measuring themselves against the wrong clock.

Loren Greiff

Decision leverage for senior leaders at inflection points.

Three minutes on national TV.
I nailed the content. But missed the connection.

ABC News. 
Career pivots for 40+. 
My first time on national news.

I looked at my notes instead of the camera.

Three minutes of expertise—a few glaces to my paper.

Here's what nobody told me and what I am reminding you:

On Zoom, eye contact IS the connection.
Best content in the world means nothing if you're not looking at the lens.

The fix is stupid simple:

Post-its with just one prompt. 
Right next to the camera.
Not below. 
Not beside.
Next to the lens.

Glance while you're still looking at them.

Rookie mistake. 
Lesson learned.

What did you learn the hard way on or off camera?

Save this before your next big moment.

Career Coach & Strategist. I Help C-suiters 40+, Land Faster and Earn More. Access the 80% of Executlive Roles NOT POSTED in the Hidden Job Market I Loud Mouth Age Advocate. #Ageism.

Business Insider asked me why smart executives over 40 get stuck.


My short answer: They're running on an outdated operating system.

Younger workers get hired for potential.
Older workers get evaluated through cost, immediacy, and risk.

When passion leaks into the narrative?
Employers hear "unfocused," "expensive," or "overqualified."

I don't tell clients to abandon passion.
I tell them to sequence it differently.

Passion becomes a byproduct. Not the pitch.

The first thing I ask every executive over 40:
Rank your 3 C's — Culture, Compensation, Challenge.

Not in your head. On paper. In order.

When younger workers lack clarity on their 3 C's, the penalty is inefficiency.
A wrong move early is a detour.

For older job seekers?
A wrong move is a dead end.

Less runway. Less tolerance for experimentation.
Your 3 C's aren't a preference — they're a risk-management tool.

What's your #1 C?

Save this for the day you need to reframe your search.
Repost to help someone leading with passion and wondering why they're stuck.

Full article here:
https://lnkd.in/egPCw8Tq

He's 78.

Does he look exhausted from 14-hour days?
Does he look frustrated by the smell of grilled mushrooms in his clothes?
Does he look bothered by his patrons who watch him do his work?

Not by a long stretch.

This man found something most of us are still searching for.

Not success. Not recognition.
The work itself became the reward.

He doesn't grill to make a living.
He makes a living because he grills.

That's the difference.

Imagine if his expression was yours at work.
Imagine if your work included the element of joy.
Imagine what you'd feel like at the end of the day and the impact on those around you.

Most of us have it backwards.
We tolerate the work to get to the life.
He integrated the life into the work.

What would have to change?
What would you be willing to sacrifice?
What would that mean to you?

The answers aren't comfortable.
They rarely are when they matter.

But at 78, with smoke in his hair and a smile that wide
He's already answered them.

Have you?

Save this for the day you need to remember what you're working toward.
Repost to remind someone that joy at work isn't a fantasy.


PS: This shot was taken at my last dinner in Tokyo at Nambantei. The dinner an hour or so, the message everlasting.

LinkedIn just dropped its 2025 Jobs on the Rise.
But here's what nobody's breaking down for executives over 40:

AI needs to be your 2026 jam. 
It's not just wearing a hoodie.

Dan Roth (LinkedIn's Editor in Chief) said it plainly:
AI roles are spreading into strategy, operations, planning—even real estate.

You don't need to build the algorithm.
You need to know how to use it.

3 insights for you in your transition:

1. Your experience is the edge—IF and only IF you translate it into relevance.
AI tools are multiplying. 
People who know how to aim them? Scarce.
A 28-year-old can prompt. 

You can strategize.
That's not a liability. That's leverage.

2. Stop thinking "job title." Start thinking "skills."
Roth's advice: Know what you're great at. Then map it to where demand is growing.
The market doesn't care what you were called.
It cares what you can do now.

3. The old playbook expired.
56% of Americans are job hunting this year.
Same number as last year—but in a tighter market.
If you're running 2019 tactics in 2025, you're not competing. You're watching from the sidelines.

The shift isn't about learning to code.
It's about precision positioning.

Your decades of judgment, pattern recognition, and leadership?
Those are the skills AI can't replicate.

But experience alone won't land you.
Relevance will.

What's the one skill you're betting on this year?

Save this for the day you need a reminder that age isn't the obstacle—translation is.

Recruiting has been broken for 200 years.
AI just made it louder.

I sat down with Matt Alder the host of The Recruiting Future Podcast.
He's been spilling the tea there for 11 years +25 years in talent acquisition.

He didn't sugarcoat it.

⤑ Resumes and interviews are the 𝘭𝘦𝘢𝘴𝘵 effective way to predict job performance.
⤑ Only 20% of companies use AI strategically—the rest are automating bias.
⤑ Job seekers get blamed for "gaming the system" while employers do the same thing.

AI isn't the problem.
It's just accelerating on a system that was already failing you.

Listen in to find out Matt's take on what actually works:
https://lnkd.in/enyvbzub

Save this if you're tired of being filtered out.
Repost to remind someone the system isn't their fault.

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The Battle

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Loren (Executive Career Strategist) Greiff

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Engagements

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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);}Loren (Executive Career Strategist) Greiff's LinkedIn Performance

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