#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —> 300+ placed at top companies.

Ranked #1 Career Coach Worldwide | Helping Senior ICs & People Leaders Land $200K-$500K Dream Jobs

Ready to grow your salary and land a role you actually love?

I've helped over 300 professionals break through salary ceilings and land life-changing positions at Google, OpenAI, Microsoft, LinkedIn, Apple, Nvidia, Amazon, and other top companies.

Here's what makes my approach different:

Most job seekers waste months applying to hundreds of jobs with no results. My clients land multiple offers in 6-12 weeks using "The Simple Success Method" - my distilled 5-step system that focuses only on what gets you hired. After 300+ successful placements, I've learned that executive-level results come from doing the RIGHT 5 things perfectly, not overwhelming yourself with complicated processes.

My track record speaks for itself:
✓ 300+ clients placed at dream companies  
✓ Average salary increase: 40-80%  
✓ 220M+ content views helping job seekers  
✓ Featured in Forbes, Fast Company, Business Insider  
✓ Built my own 7-figure business using these exact strategies  

What you get in Career Leap:
→ The Simple Success Method™ (my battle-tested 5-step system)  
→ 1:1 coaching sessions with me personally  
→ Exclusive access to proprietary AI job search tool  
→ Group coaching with other high-performers  
→ Private community of ambitious professionals  
→ Complete confidentiality throughout your search  

This isn't for everyone. I only work with senior-level individual contributors and people leaders who are serious about making a major career move and ready to invest in themselves.

My guarantee: If you don't land a $200K-$500K role within 90 days, we'll keep working with you until you do. That's how confident I am in this system.

More about me: Currently living in Chicago. I worked at LinkedIn for 4 years helping Fortune 500 companies hire top talent, then founded my own 7-figure recruiting start-up. Now I use that complete 360° perspective - platform insider knowledge + hiring expertise + entrepreneurial success - to help people land jobs they actually love.

Ready to transform your career?
  
Send me a DM with "CAREER LEAP" or book a free job search strategy call: https://lwspuk8wil4.typeform.com/to/LeHkspKC

P.S. - Spots are limited. I only take on a select group of professionals each month to ensure everyone gets the attention they deserve.

Reno Perry

The best career advice President Obama ever gave?

“Just learn how to get things done.”

Not “be the smartest in the room.”
Not “get another certification.”
Not “grind 80-hour weeks.”

Just get things done.

It sounds obvious.
But it’s rare.

Most people:
→ Overthink
→ Over-plan
→ Wait for permission
→ Get stuck in “polish mode”
→ Confuse motion with progress

And while they’re spinning, someone else executes.

That’s who moves up.
That’s who earns trust.
That’s who gets remembered.

Getting things done isn’t about being a robot.

It’s about being reliable.
It’s about following through.
It’s about making things happen.

Because perfection doesn’t build careers.
Progress does.

If you want to lead at any level…

Start with action.
Stay consistent.
Ship the work.

Be known as the person who gets it done.

The rest will follow.

Agree? disagree? 
Drop it in the comments below. 

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

(Video from LinkedIn News)

#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —​> 300+ placed at top companies.

I see people spend 20 hours perfecting their resume.

Then blow the interview in 20 seconds.

After coaching 300+ professionals into $200K+ roles, I've seen the same pattern:

They know WHAT to say.
They don't know HOW to say it.

Here's the truth:
AI is a huge advantage for jobseekers.
It's replacing outdated interview prep.
Making it way better.

The people landing dream roles aren't smarter.
They're using AI to practice scenarios you'll actually face.

Take this prompt that helped a client land a VP role at Microsoft:

"My potential weakness is [X]. Create an authentic response that shows self-awareness, growth mindset, and proactive improvement. Include specific actions I've taken."

Or this one that generated a $40K higher offer:

"I'm interviewing for [role] at [company]. Market rate is $[X]. Generate 3 counter-offer data points and negotiation phrases that maintain the relationship while maximizing value."

These aren't generic templates.
They're precision tools for high-stakes conversations.

While others memorize canned answers, you're building dynamic responses.

While they hope for easy questions, you're ready for curveballs.

While they accept first offers, you're negotiating with data.

The gap between good and great isn't talent.
It's preparation.

And preparation is now 10x easier with AI.

Your competition is still using 2010 strategies for 2025 opportunities.

That's your advantage.

Every interview has predictable moments:
• The weakness question
• The salary discussion  
• The "why should we hire you"
• The cultural fit probe

Master these moments and you'll dramatically increase your chances of landing the offer.

That's exactly what we do in my Career Leap program.

I'm taking on 5 people this month who are serious about landing $200K-$500K roles using AI-driven prep that actually works.

If that's you: https://lnkd.in/gCKpEsYg

Googling the company name isn’t enough anymore.

Here’s how the candidates who get offers prepare.

Having coached 100s of people into $200k–$500k jobs, 
I see a pattern.

Some clients show up knowing basic facts about their 
target company.

Others understand the business like they’ve been 
working there for years.

It’s the latter who usually receives the offer. 

They do it by researching at 3 levels:

1. BEGINNER RESEARCH
- Company wins and growth moments
- Leadership team backgrounds and styles
- Product demos to see what they actually do
- Recent news to know what's happening

2. INTERMEDIATE RESEARCH
- Money trends from earnings reports
- Employee chats through LinkedIn messages
- Customer reviews to understand reputation
- Culture insights from Glassdoor

3. ADVANCED RESEARCH
- Competitors and where they struggle
- Partnerships and what they mean
- Industry problems they're likely discussing
- Executive interviews about future plans

Why spend the time? 

To stand out, you can’t just answer questions well.

You have to ask better questions.

Discuss challenges like an insider.

Sound confident because you understand the business.

This preparation may take hours.

But it's what separates a "good candidate" from a 
"must-have hire."

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

You don’t get what you deserve.
You get what you negotiate.
And most people negotiate poorly.

Staying silent can cost you up to $1.5 million over your career.

After coaching hundreds of professionals into $200k+ roles, here’s what I’ve learned:

Most people don’t get underpaid because they lack experience.
They get underpaid because they use language that weakens their leverage.

One weak phrase can cost you $50k+ instantly…and that compounds over time.

❌ Lower raises
❌ Smaller bonuses
❌ Less equity

Your negotiation language sets the baseline for everything that follows.

If you catch yourself saying things like “I’m flexible on compensation,” stop right there.

Here are 3 powerful phrase swaps that changed the game for my clients:

❌ Never: “I just really need this job.”
✅ Instead: “I’m excited about the opportunity and want to ensure compensation aligns with the value I bring.”

❌ Never: “I’m currently making X at my job.”
✅ Instead: “Based on market data for similar roles, I’m seeing a range of X–Y. How does that align with your budget?”

❌ Never: “I’d be willing to take less to get started.”
✅ Instead: “I’m very interested in this position and would like to work together to finalize the compensation.”

See the difference?

You’re not being difficult.
You’re being clear.

You’re not demanding more.
You’re defining your worth.

Weak phrases cost you for decades.
Strong language changes everything.

Reshare ♻️ to help someone avoid leaving money on the table.
Follow me for proven scripts, templates, and negotiation strategies.

($1.5M stat source: Forbes & Business Insider)

You're one interview away from changing your life.

But here's what nobody tells you about landing
a great job:

It's not about having all the right experience.
It's about telling the right story.

I just watched a client (who was laid off) beat out
7 other candidates for a $300k role.

His secret?

He had answers that made the hiring manager
lean in and say “tell me more.”

Today, I’m giving you those exact
kinds of answers. For free.

After helping 300+ professionals land roles
they love (many with 40%-80% salary jumps)...

I’ve decoded what separates forgettable candidates
from unforgettable ones.

The truth is:
You already have what it takes.
You just need to package it right.

Companies aren’t looking for perfection.

They're looking for someone who can articulate
their value with confidence and clarity.

That someone can be you.
Starting today.

📌 P.S. I’m opening a few December spots for professionals who want to land a stronger role in early 2026. If you’re aiming for a $200K–$500K role and want support, fill out the short form in my Featured section. If it’s a fit, we’ll talk.

33 Tough Job Interview_Questions (With A Answers) 

I stopped asking “What’s the culture like?” in job interviews.

Not because culture doesn’t matter.
It determines everything — your growth, confidence, stress, performance, and well-being.

I stopped asking it because it never reveals the truth.

Ask any hiring manager and you’ll hear the same three lines:

“Collaborative.”
“Innovative.”
“Like family.”

Vague. Rehearsed. Meaningless.

If you want real insight, you need questions that force specifics — not slogans.
Questions that uncover actual behavior, not branding.

Here are 12 that expose what it’s really like to work somewhere:

“What surprised new hires in their first 3 months?”
 ↳ Hesitation or generic answers = hidden chaos.

“Can you give me an example of someone who grew here?”
 ↳ They should name names, not speak in theory.

“What employee feedback turned into real changes?”
 ↳ No examples means your voice won’t matter.

“How are achievements celebrated here?”
 ↳ Only sales wins = limited recognition.

“How does the team encourage different viewpoints?”
 ↳ Buzzwords without action = fake inclusivity.

“What does professional development look like in practice?”
 ↳ Ask for budgets and examples, not promises.

“How does information flow between leadership and teams?”
 ↳ One-way communication kills trust.

“When did your values guide a tough decision?”
 ↳ If they can’t recall one, the values don’t matter.

“What’s changed since you started working here?”
 ↳ No change = stagnation.

“How can I understand how people think here?”
 ↳ Being caught off guard = culture isn’t intentional.

“What happens when someone makes a mistake?”
 ↳ Fear-based answers reveal toxicity instantly.

“What would your team say about you?”
 ↳ Discomfort here is a major red flag.

The best companies don’t have perfect answers.
But they do have leaders who:

- Lean forward when you ask
- Share specifics, not slogans
- Name real people and real examples
- Admit where they’re improving
- Aren’t threatened by honest conversations

The worst companies?

They hide behind mission statements.
They dodge specifics.
They get defensive.
They try to sound “fine.”

Remember: You’re not just interviewing for a job.
You’re interviewing for the next 2,000 hours of your life.

Ask the questions most people are too afraid to ask.
You deserve real answers.

What question would you add?

–

📌 P.S. If you’re interviewing right now and want help landing a better role and a healthier team environment, my Job Search Accelerator walks you through the exact system my clients use to get more interviews, evaluate companies clearly, and secure stronger offers.

If you want support, fill this out before we talk → https://lnkd.in/gHdjzb4d

6-figure offers don't go to the best candidates.

They go to the ones who follow a system, not luck.

Applying to jobs feels like shouting into a void.
Recruiters get 250+ applications for every role.

Your resume has 6 seconds to make an impact.
But there's a better way to stand out.

After helping 300+ professionals land amazing roles, 
I've noticed a pattern:

The most successful job seekers aren't 
using the same LinkedIn as everyone else.

They're using these 5 proven hacks that most people miss:

1️⃣ Your profile is your sales page, not your resume

Headline: Role + industry Focus + your Impact
About: Tell us who you are, what you do, why it matters
Featured: Showcase wins with real evidence

2️⃣ One good comment can outperform ten average posts

Comment on executives' content (they notice)
Add genuine insight to show your credibility.
Ask a thoughtful question to build a relationship

3️⃣ Consistency beats viral content every time

LinkedIn rewards weekly posters with 5X more 
profile views and 7X more connections. 

Your formula:

Start with a valuable insight
Add a quick personal example
End with a simple call-to-action

4️⃣ The DM template that gets 50%+ response rates:

"Hey [Name], I saw your post on [topic]. 
Really resonated with your take. 
I've worked on something similar, 
curious how your team is approaching [X] right now?"

5️⃣ The hidden "Open to Work" hack

Set your status to "Recruiters Only" - 
you'll get the algorithm boost 
without broadcasting to your network.

The job market has SERIOUSLY changed.
97% of recruiters find talent on LinkedIn, not job boards.

Most still apply the old way and remain invisible.
While others wait for luck to strike, you need to be creating your own opportunities.

These 5 hacks are your system for standing out.
→ Your strategy beats talent every time.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

This right here is why I tell my coaching clients to spend as much time interviewing the manager as they do interviewing for the role.

The quality of your manager directly impacts your growth trajectory.

In my career, I've seen all three types:

1. Bad bosses who held me back, refusing to acknowledge my potential.

2. Good bosses who helped me grow within their organization, creating paths for me to learn new skills.

3. And great bosses who supported me even when my growth meant moving on. One even helped me network for my next role because she knew it was the right step for me.

When interviewing, ask these revealing questions:

↳ "How many people on your team have been promoted in the last year?"
↳ "Can you share an example of someone who left your team for a better opportunity?"
↳ "What's your philosophy on developing people who might eventually outgrow their roles?"

Their answers will tell you everything.

Remember: You're not just choosing a job, you're choosing a boss who will either accelerate or stall your career.

Who's had a great boss who encouraged their growth, even when it meant leaving?

——

Reshare ♻️ if you've been fortunate enough to work for a leader like this.
And follow me for more career advice like this.

Your next job isn't coming from your best friend.

It's coming from that person you barely know.

LinkedIn did a massive study with 20 million users to test this theory.

What it revealed:

↳ You're 2x more likely to land a job through weak connections vs. strong ones.

↳ Weak ties = people you aren't close with (e.g. former colleagues, acquaintances)

↳ LinkedIn's definition of a weak tie: less than 10 mutual connections

Why weak ties are powerful:

- Access to new information
- Connections to new people
- Exposure to fresh opportunities

Strong ties play in the same circles you do, limiting access to new opportunities. 

Your action plan this week:
Reach out to 3 people you don't know well or haven't spoken to in years.

Your next big opportunity might be just one weak connection away.

---

♻ Repost to help your network with their job search.
And follow me for more posts like this.

Adam Broda

Broda Coaching

I help experienced professionals at the Senior, Principal, and Director level ($150k - $350k+ roles) use proven systems to create more job opportunities faster, with less frustration.

We bring the best people, strategies, and technology platforms together to rapidly accelerate the job search process for our clients, landing offers at top companies like Meta, Apple, Tesla, Amazon, Schneider Electric, and more. 

To learn more about our journey OR how we can help you land your next high-caliber role, visit: https://brodacoaching.com/

Chief Executive Officer

I started career coaching in 2016, focused on technology and engineering professionals. When I pivoted into my first FAANG role in 2020, my desire to coach grew so strongly that I launched Broda Coaching.

My coaching program has evolved over the years, but I still only work with a limited number of people at a time. It's always been a 'Quality over Quantity' model - and I don't plan on changing it.

Over 300 clients have already used our program and systems to land better roles, position themselves for long-term success, and upgrade their lives - maybe I can help you? Click the "APPLY TO WORK WITH ME" link in my featured section if you'd like to learn more.

Career Coach

LinkedIn Coaches Accelerator

Co-Founder & Coach

Amazon

-Owns the holistic product portfolio, and execution strategy for all North American health, safety, and wellness products within the WHS - DataTech organization. Currently directs a team of Principal and Senior level Product & Program Managers to deliver tech products focused on improving the wellbeing of +1.4M Amazonians.

Sr. Manager, Product Management - Worldwide Health & Safety, Data & Technology

-Adam directed teams of Product Managers, Researchers, and Software Engineers to develop innovative technology solutions that delivered medical, health, and wellness impact throughout the world. Global Health Technology programs included exciting ventures into virtual reality, biofeedback devices, mobile app technology, software and analytics platforms, computer vision, virtual healthcare, and more.

Sr. Manager, Product Management - Global Health Technology

Sr. Manager, Program Management - Working Well

Boeing

-Responsible for the performance, direction, and growth of Additive Manufacturing (AM) Production Engineering teams. Managed organizational strategy, staffing, compliance, safety, and finances.
-Managed the facilitization of a $16M, +160,000 ft^2 production space and materials test lab.
-Created printer qualifications strategies for parts and tools. Integrated new printing, machining, simulation, and inspection technologies into an operating AM production system in Auburn, WA.
-Captured valuable AM applications and technology from engineering teams and leveraged these across the Boeing Enterprise. Organized AM efforts that saved over $80M in 2019. Received a corporate Stock Award for contributions.
-Served as Interim Executive Director of BAM Auburn in October 2019
-Boeing Engineering Management Focal (EMF) for Virginia Tech University

(Acting Director) Sr. Manager, Production Engineering - Boeing Additive Manufacturing

Engineering Manager - Boeing Additive Manufacturing (BAM)

Manufacturing Manager - Operations, 777 Program

Equipment & Tool Engineering Manager - Production Engineering, 777 Program

Tooling Engineer - Production Engineering, 747 Program

AREVA NP

Mechanical Engineering Intern/Co-Op

WileyWilson

Engineering Intern

I Help Senior, Principal, and Director Level Professionals Land Life-Changing $150k - $350k+ Roles | Founder & Career Coach @ Broda Coaching | Hiring Manager & Product Leader | Amazon, Boeing | Husband & Dad

I work with Senior, Principal, and Director-level professionals looking to land competitive $150k - $350k+ offers at top firms and achieve better income, flexibility, and lifestyle.

My program leverages personalized 1:1 coaching sessions, exclusive networks of people, streamlined job search strategies, and cutting-edge tools & resources.

I've refined my coaching system (called 'Better Work') over my 5 years as a career coach and 13 years as a hiring manager and industry professional. I know what managers and leaders are looking for.

I'll help you position yourself accordingly, while connecting you to decision makers and advocates.
I'll work with you to focus on the tasks that get you interviews, while cutting out the distractions. 

The results speak for themselves.
For a typical client I've...

↳ Generated 3X more interviews in the first 60 days
↳ Created 3X more LinkedIn profile views in the first 30 days
↳ Grown professional networks 30% over the life of the program
↳ Raised total compensation by 15% (average over the last 3 yrs)

All while maintaining a 5-star rating from customers.
You can view my testimonials page here: https://www.brodacoaching.com/testimonials

In the last 5 years, I've:

- Placed clients at companies like Meta, Google, Spotify, Deloitte, GE, Lockheed, JPMorgan, and more
- Grown my alumni network to over 400 active professionals, managers, and recruiters
- Helped hundreds of professionals find jobs in new industries in under 100 days

If you're interested in learning more about my program, book a free discovery call:   https://tally.so/r/w4GlQ5

OR - Click the "APPLY TO WORK WITH ME" page in my featured section.

NOTE - I only work with a limited number of clients at a time. Applications will always be handled on a 'first-come' basis. 

Other interesting things about me:

- Hiring Manager for 13+ yrs; I've built three organizations from scratch during this time
- I've been career coaching since 2016; launched it as a business in 2019
- Featured in Fast Company, CNBC, and LinkedIn News
- Former Production Engineering Leader at Boeing
- LinkedIn Creator with +475k followers
- Former Product Leader at Amazon
- I've been married for 13 years
- High school wrestling coach
- Former NCAA D1 wrestler
- I have two kids (5 and 3)
- I live in Georgia

💻  For more information on my program, my journey, or my success stories: brodacoaching.com 
🚀  For partnerships, collaboration, or speaker inquiries, reach out via: hello@brodacoaching.com

Founder

-I started Broda Coaching (BC) with the mission to improve the world by elevating the Technology & Engineering professionals that influence it daily. BC helps customers maximize their visibility and value by coaching them from the perspective of the hiring teams they need to attract.
-BC offers an online course called the Career Transition Program; featuring 6 Modules, 194 lessons, and over 20 downloadable files/templates to help you crush your job search in a new industry or role.
-We also offer flexible and personalized 1:1 coaching for those looking for a more tailored experience.
-Since late 2019, BC has served over 200 clients; and grown our LinkedIn following from 1.2K to +165K
-Check out our website to learn more: https://brodacoaching.com/

8 of my favorite 'post interview' questions, to position yourself as the top candidate ↓

I've sat in more interviews than I can remember.

But strangely, I remember some of the best questions I’ve been asked by candidates.

Here are a few of the questions that have stuck with, even years after the interview:

Q1 - "What inefficiency or challenge do you most hope this hire will help solve?"

Q2 - "What's the biggest challenge your team faced last quarter, and how did you work through it together?"

Q3 - "What's something people who thrive here do differently from those who struggle?"

Q4 - "What's one challenge the team is currently facing that I could help address in this role?"

Q5 - "What is something I need to know about this role that is not in the job description?"

Q6 - "What does the company do to support ongoing professional development and growth?"

Q7 - "What have you not told me about the job that is crucial in determining if this opportunity is a good fit for both of us?"

Q8 - "What are the main challenges people have faced in this role in the past, and what would you want a new hire to do differently to avoid or overcome those issues?"

There you have it!

What questions would you add?

♻️ Share this with someone prepping for interviews, and save it for later!

Feel like you’re invisible on LinkedIn?
Here are 8 ways to instantly boost your visibility for Recruiters and HM’s using LinkedIn Recruiter.

1→Match your headline to your target title

Recruiters often filter by current or past job titles.
Use the actual job title you’re targeting, not a vague one.

For Example:
"Program Manager | Healthcare Technology | PMP"
...is better than: 
“Strategic Healthcare Leader & Problem Solver”

2→Add your target title to your “Open to Work” settings

LinkedIn Recruiter allows filtering by open-to-work users. If your settings are private (visible to recruiters only), you're more likely to show up.
↳ Populate location, titles, and other preferences. 

3→Use exact keywords in your “About” and “Experience” sections

Recruiters use Boolean search: “Program Manager AND Azure AND Migration.”
↳ Include technical skills, tools, and certifications in plain text, not just logos or badges.

4→Add your location even if you're open to remote

If a role is tied to a location and your profile doesn’t show one, you might be excluded from search results. Add a metro area, even if you're flexible.

5→Use the “I’m interested” button on company pages

Visit the “About” tab on your target companies’ LinkedIn pages and click “I’m interested.” This quietly signals your interest to target Recruiters. 

6→Fill out your Skills section with relevant keywords

This section is searchable in LinkedIn Recruiter.
Prioritize 10 to 15 skills that match the job descriptions you're targeting.

7→Stay active and update regularly

LinkedIn deprioritizes stale profiles.
↳Update your headline, skills, or About section every 3 to 4 weeks to stay visible.
↳Engage with at least 10 to 15 posts per day (likes and comments)

This signals you're active and makes your profile more likely to be surfaced in search.

8→Add email to your contact information

Hiring Managers and Recruiters may have limited InMail credits. Make it easy for them to reach you by setting up contact info and making it visible.

🔥PRO TIP: Make sure to check which sections of your profile are visible. Clients I've worked with sometimes discover they’ve had hidden profile info. 

Check: Settings > Visibility > Edit your public profile. I recommend reviewing the entire list.
_ _ _

I’ve used LinkedIn Recruiter for years.
Most job seekers don’t show up in search.

Not because they’re unqualified.
Because their profile is not optimized. 

♻️ Repost this for others upgrading their profile.

No alternative text description for this image

Some job search 'hacks' are simple common sense,

3 lessons we can learn from this story 👇 

1 - Pay attention to HOW you're rejected

↳ If you're rejected by a real recruiter,
keep their name, profile, and contact information. 
↳ You now have the legit email for a recruiter associated with that company.

This can be used for future roles. 

2 - A single recruiter can make a difference

↳ Having a single internal advocate can be the
difference in being buried in an ATS, and getting tapped for an interview.
↳ Send ‘Thank You’ messages and follow ups when you can, even just to check in with them periodically.

A simple message (like this) works fine…

"Hi [Recruiter's Name],

Thanks for the update. While I’m disappointed, I remain excited about the vision of [Company Name] and would love to be considered for future opportunities that may be a stronger fit.

Please don’t hesitate to reach when something opens up.

Best,
[Your Name]"

3 - Rejection DOES NOT mean redirection

↳ A simple rejection doesn’t mean ‘No’ forever
↳ What it does mean is “not right now”

Don’t be afraid to keep being persistent with the same came company. Focus on going after roles where you’re highly qualified.

There’s always a chance.

♻️ Repost to encourage other job seekers!

taplio

The Battle

Reno Perry

Adam Broda

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taplio

The Battle

Reno Perry

Adam Broda

Followers

Posts

Engagements

Likes

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);}Reno Perry's LinkedIn Performance

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Performance ScoreReno Perry's LinkedIn Performance