Good Fit Careers

I help people achieve their career goals, navigate complex hiring processes, and make the most of their career transitions. In short, I help people tell their stories then find and land jobs that are a good fit for them.

With the skills and experiences I gained as a headhunter and executive recruiter hiring for companies large and small, I have an informed perspective on what goes into an effective resume, interview, and job search strategy.

I made my first hires as the founder of a college startup. Several years later I ventured into the world of recruiting so I could learn how to hire more effectively. For nearly a decade, companies hired me to hire well on their behalf or to help them build systems and processes to hire more effectively as an enterprise.

With Korn Ferry (NYSE: KFY), as a member of the Global Technology Officer's practice, I hired C-Level Executives for some of the most prominent companies in the world in a retained exclusive executive search format. 

With Cardlytics (NASDAQ: CDLX), I had the opportunity to design a comprehensive hiring process, configure and implement the enterprise applicant tracking system (ATS), and hire the global Chief Technology Officer. After helping to prepare the enterprise to hire at scale, the company executed a successful IPO.

After Cardlytics, I served as General Manager of the Austin division of a headhunting firm where I trained, developed, and provided leadership to a team of 18 technical recruiters who hired for companies like Bloomberg, HBO, Goldman Sachs, Amazon, Hulu, and ByteDance.

Executive Transition Consultant | Executive Career Coaching | Career Coaching | Career Coach | Resume Writing | LinkedIn Profile Optimization | Interview Coaching | Mock Interviewing | Job Search Strategies | Job Search Coaching | Offer Negotiation | Executive Recruiting | Technical Recruiting | C-Level Recruiting | Recruitment Process Improvement | Cover Letter | Resume Refresh | LinkedIn Refresh | Executive Search

Executive Career Coach

Andiamo Partners

Reporting to the CEO, provided leadership to the 18 members of Andiamo's Austin Division. 
Responsible for leading teams focused on Executive Recruiting, RPO Services, Diversity and Inclusion Recruiting Services, and Hiring Events Recruitment. 

Hired, on-boarded, trained, and developed both experienced and inexperienced recruiters, sourcers, technical recruiters, and executive recruiters. 

Andiamo maintains the status of tier-one vendor for firms such as Goldman Sachs, Amazon.com, Bloomberg, HBO, TwoSigma and Citadel; as well as other major financial services firms, elite hedge funds, Google-backed tech start-ups & major software firms.

Executive Transition Consultant | Executive Career Coaching | Career Coaching | Career Consulting | Resume Writing | LinkedIn Profile Optimization | Profile Writing | Career Branding | Interview Coaching | Mock Interviewing | Job Search Strategies Consulting | Job Search Coaching | Offer Negotiation | Cover Letter Writing | Executive Recruiting | Technical Recruiting | Hiring Process Consulting | C-Level Recruiting | Recruiter Training | Recruitment Process Improvement | Cover Letter | Resume Refresh | LinkedIn Refresh | Executive Search | Technical Recruiter | Personal Branding Strategy | Leadership Development | Executive Presence Coaching | Talent Acquisition Strategy

Executive Recruiting Manager

Cardlytics, Inc.

Reporting to the Senior Director of People Operations, responsible for hiring across the engineering side of the business. Hired the Chief Technology Officer, the Head of Product, Vice Presidents, Senior Directors, and Directors of Engineering, Principal and Senior Engineers, as well as Data Scientists and Analysts across the Engineering, Technology Services, R&D, Data Science, Machine Learning, and Analytics teams.

Contributed to the preparations for Cardlytics (NASDAQ: CDLX) to go public by rebuilding the Cardlytics engineering hiring process, independently implementing Greenhouse as the new Applicant Tracking System (ATS) and training the enterprise on how to use the new ATS and hiring process.

Headquartered in Atlanta, Cardlytics has offices in London, New York, Chicago and San Francisco. Cardlytics was one of the fastest growing U.S. companies ranked #88 on the 2015 Inc. 5000 and #25 on the Deloitte 2015 Technology Fast 500™.

Executive Transition Consultant | Executive Career Coaching | Career Coaching | Career Consulting | Resume Writing | LinkedIn Profile Optimization | Profile Writing | Career Branding | Interview Coaching | Mock Interviewing | Job Search Strategies Consulting | Job Search Coaching | Offer Negotiation | Cover Letter Writing | Executive Recruiting | Technical Recruiting | Hiring Process Consulting | C-Level Recruiting | Recruiter Training | Recruitment Process Improvement | Cover Letter | Resume Refresh | LinkedIn Refresh | Executive Search | Technical Recruiter | Personal Branding Strategy | Leadership Development | Executive Presence Coaching | Talent Acquisition Strategy

Talent Partner - Technology Recruiter & Executive Headhunter

Korn Ferry

Specializing in CTO and CIO Retained Executive Search as well as Leadership Assessment Consulting for large public, privately held, and private equity backed organizations. 

In addition to CTO and CIO search and assessment work, executed a range of CMO | CPO | EVP | SVP | CVP and VP level searches for technical positions as well as general management roles ranging from PE-backed organizations through large and small, publicly traded, and privately held companies. 

Executive Search Client base centered on Augmented Reality Devices, Internet of Things (IoT), Big Data, Wearables, Mobility, Robotics, Software, Hardware, Mobile Devices, Retail, Professional Services, Hospitality and Biotechnology.

Korn Ferry International (NYSE: KFY) is a global provider of talent management solutions, generating $1.03B in revenues in 2014 with 3800 employees. Korn/Ferry provides retained executive search services focused on board level, chief executive and other senior executive positions for clients in the consumer, financial services, industrial, life sciences, automotive, manufacturing, aerospace, defense and advanced technology industries. Korn/Ferry also provides a broad range of leadership and talent consulting services, including executive assessment, leadership coaching, CEO and senior executive succession planning.

Executive Transition Consultant | Executive Career Coaching | Career Coaching | Career Consulting | Resume Writing | LinkedIn Profile Optimization | Profile Writing | Career Branding | Interview Coaching | Mock Interviewing | Job Search Strategies Consulting | Job Search Coaching | Offer Negotiation | Cover Letter Writing | Executive Recruiting | Technical Recruiting | Hiring Process Consulting | C-Level Recruiting | Recruiter Training | Recruitment Process Improvement | Cover Letter | Resume Refresh | LinkedIn Refresh | Executive Search | Personal Branding Strategy | Leadership Development | Executive Presence Coaching | Talent Acquisition Strategy

Senior Associate - Executive Recruiter

As a member of the Global Technology Officer's Practice reporting to a Managing Director, responsible for supporting three Senior Client Partners in Korn Ferry's Atlanta office.

• Responsible for leading search strategy through execution and delivery of retained executive searches for companies ranging from the Fortune 50 through pre revenue private equity backed ventures.
• Successfully placed 11 senior executives within the first 12 months at Korn/Ferry with an average time to identify the placement of 47 days, contributing to $2.21m in revenues with 6 different Senior Client Partners. 
• Client base centers on Augmented Reality Devices, Wearables, Mobility, Robotics, Software, Hardware, Mobile Devices, Retail, Professional Services, Hospitality and Biotechnology.
• Specialized in leading, managing and executing an efficient and effective executive search, evaluation and hiring process from pitching Korn/Ferry’s services through executive evaluation and placement selection.
• Responsible for leading and managing teams of researchers, associates and project coordinators tailored to the needs of each individual project.
• Selected to train, coach and develop new Associate and Senior Associate hires based on a proven track record of excellence in process, execution, evaluation, and completion of challenging executive searches.

Executive Transition Consultant | Executive Career Coaching | Career Coaching | Career Consulting | Resume Writing | LinkedIn Profile Optimization | Profile Writing | Career Branding | Interview Coaching | Mock Interviewing | Job Search Strategies Consulting | Job Search Coaching | Offer Negotiation | Cover Letter Writing | Executive Recruiting | Technical Recruiting | Hiring Process Consulting | C-Level Recruiting | Recruiter Training | Recruitment Process Improvement | Cover Letter | Resume Refresh | LinkedIn Refresh | Executive Search | Personal Branding Strategy | Leadership Development | Talent Acquisition Strategy

Associate - Executive Recruiter

BIAS Corporation

Reporting to the Director of Talent Acquisition, responsible for identifying, evaluating, and hiring full time and contract employees for direct placement, contingent recruiting, and Federal consulting projects. 

• Responsible for managing the full lifecycle hiring process for project teams and internal full-time hires. 
• Achieved a 92% offer acceptance ratio, contributed to $285,110 in profit margin from contractors and successfully hired 11 full time hires ranging from practice leaders to senior executives and sales leaders.
• Led the design, rationalization and implementation of the BIAS Corporation hiring process for both internal and external placements. 

Executive Transition Consultant | Executive Career Coaching | Career Coaching | Career Consulting | Resume Writing | LinkedIn Profile Optimization | Profile Writing | Career Branding | Interview Coaching | Mock Interviewing | Job Search Strategies Consulting | Job Search Coaching | Offer Negotiation | Cover Letter Writing | Executive Recruiting | Technical Recruiting | Hiring Process Consulting | C-Level Recruiting | Recruiter Training | Recruitment Process Improvement | Cover Letter | Resume Refresh | LinkedIn Refresh | Executive Search | Technical Recruiter | Personal Branding Strategy | Leadership Development | Executive Presence Coaching | Talent Acquisition Strategy

Technical Recruiter

Helping Executives Land Opportunities That Fit | Executive Career Coaching | Interview Coach | Former Executive Recruiter

Changing jobs after several years with the same company can be confusing, frustrating, and painful. 

Good Fit Careers guides you through the hiring process to help you find and land a job that you love.

Hi, I’m Ryan 👋

After 8 years in Retained Executive Search, in-house Talent Acquisition, and Contingent Recruiting General Management, I started coaching. 

This recruiting experience helped me understand how to build an effective resume, search for a job efficiently, deliver outstanding interviews, and negotiate reasonable compensation packages.

With Korn Ferry (NYSE: KFY), I hired C-level executives for some of the world's most prominent companies. 

With Cardlytics (NASDAQ: CDLX), I had the opportunity to design a comprehensive hiring process, configure and implement the enterprise applicant tracking system (ATS), and hire the global Chief Technology Officer. After helping to prepare the enterprise to hire at scale, the company executed a successful IPO.

After Cardlytics, I served as General Manager of the Austin division of a headhunting firm where I trained, developed, and provided leadership to a team of 18 technical recruiters who hired for companies like Bloomberg, HBO, Goldman Sachs, Amazon, Hulu, and ByteDance.

While working in each of those roles, I saw executives struggling to transition out of companies for which they were no longer a good fit. 

I saw the frustration, confusion, and uncertainty they faced – even when they were exceptionally qualified and highly experienced.

So, I decided that I would try to help. 

In 2019, I switched sides and started my executive coaching practice. The Good Fit Formula is a blueprint for professionals ready to make a change in their professional lives.

Ryan Dickerson

StoryAngled

We help B2B founders build brand stories that resonate — and turn them into content campaigns that drive results.

From positioning to execution, we develop strategic narratives and deliver creative campaigns your audience actually connects with.

Check the Featured section to book a free consultation.

AI Data Management

• Developing communication strategy for enterprise-level AI data management solutions.
• Creation, management, and optimization of the company's content
• Inbound lead generation

Marketing Strategist

HRnest

I was responsible for the strategy, execution, and optimization of HRnest's content across multiple channels:

• Blog
• Social media
• Video
• Email marketing

I built a comprehensive product education experience (HRnest Academy) to support free trial users during product adoption in their company.

I shifted HRnest's positioning and strategy to reach more customers from international markets. Guided the process of adjusting the app's language, voice, and messaging to fit the needs of international customers better.

I co-created multiple lead magnets and materials for the Sales and Customer Care department to support them during discovery calls.

Content Specialist

Acquiring Inbound Leads for B2B Founders with Personal Content Programs • Explaining Content, one Ugly Drawing at a time

Your B2B content marketing should do more than just fill a feed.

It should: 

• Attract the right people to your offer
• Position you as a trusted expert
• Convert attention into pipeline

At StoryAngled, we build custom content programs that deliver:

• Inbound lead generation strategy
• A full-stack content production team
• An always-growing database of proven content systems, frameworks, and resources

We work exclusively with B2B founders and growth-minded teams.

If that’s you, shoot me a DM — I’ll get back to you personally.

Kuba Czubajewski

6 things I’ll never tell a B2B founder to do on LinkedIn:

I help founders build their personal brands. But:

There are some “tactics” I’ll never recommend, no matter how much hype they get:

1. Post photos with their children

Your kids can’t give 100% consent to being online.

It’s weird.

It’s iffy.

You never know who’s looking at those photos, and LinkedIn isn’t the place.

2. Post contrarian takes just to farm engagement

Arguing for attention smells desperate.

People see right through it.

3. Use “proven” formats

If it’s “proven,” it’s probably tired.

Aim to post your original thoughts and processes. Originality gets remembered.

4. Chase every LinkedIn trend

If you’re always chasing, you’re never leading.

5. Share empty “hustle” stories

Nobody cares how early you get up.

They care about results.

6. Fake vulnerability for sympathy

Real leaders don’t perform.

They show up (wins, losses, all of it) no theatrics.

Any other things you see here that I should add to the list?

1 system to consistent inbound for complex B2B offers | 30+ founders using it | Sharing daily content advice for busy B2B leaders

If your buyer can't use, share or apply the CTA in your content in ~60 seconds, they'll ignore it. I run my CTAs through this filter:

1. Can they use it right now?

A cheat sheet, a checklist, a 2-slide summary – something they can put to work in their next meeting.

2. Can they share it easily?

If your CTA helps them look smart in front of their team, you win.

Think: a quick summary they can forward, a KPI sheet, or a list of questions for their next call.

3. Can they apply it in under a minute?

If it takes more than 60 seconds, it’s too much friction.

Your buyer just scrolls past.

It's about giving your buyer an option as frictionless as possible.

Not because their attention spans suck - but because they don't know you or trust you yet to invest any more time into what you have to offer.

Here's a list of 48 micro-CTA examples for different B2B niches:

Every post I publish here saves €19-49 for my business.

Last week, I checked how much it costs to "boost" my LinkedIn post.

Well, it's kind of a sh!tty offer, tbh.

I mean, 4,300 impressions for €49?!

That’s €0.01–€0.05 per impression.

And that’s just for people seeing it. Not clicking, not engaging, just scrolling by.

I get the same results (for free) for most of the stuff I post.

So here’s how I “save” ~€1200/month (and get way better results):

1. I post 2–5x a week on my company page and personal profile

2. Every post is built around a clear problem my B2B buyers actually care about

3. I use the Demand Packet method:

→ Real trigger
→ Tangible outcome
→ Tiny proof artifact (mini case, checklist, or 2-slide summary)

4. I add a Utility CTA – something genuinely useful, no friction, no forms

5. I repurpose each post for my videos or website.

As a solo operator, I can't afford to pay LinkedIn big bucks for them to show me.

So, irresistible content is my way to go.

If you want to see how I do it, DM me and I’ll send you my template.

How I build B2B inbound flywheels for my clients:

(that attract high-ticket 6-12 leads every month):

1. Demand Packet

Instead, package your expertise as a crisp, self-contained story:

• What real-world pain triggered the search?
• What job does your buyer actually need done?
• What measurable outcome matters?

If you've got proof, show it in 2 slides or a checklist.

You don’t need NDA-breaking data.

You need a story buyers can repeat to their boss.

Example:

“Last quarter, a mid-market ops team cut reporting time by 35% with a single Power BI layer. Here’s the 2-slide brief we gave them.”

That’s a Demand Packet.

2. Utility CTA

Don’t ask for a call.

Offer a micro-win – something useful the buyer can grab right now.

• 2-slide summary
• Risk checklist
• KPI sheet
• Project scoping questions

Zero friction.

Only real prospects bite.

You look helpful, not hungry.

3. Momentum Loop

This is where most founders fall off.

They create content, but never compound it.

How to fix it:

• Pull a Demand Packet from your weekly article
• Pair it with your Utility CTA
• Publish on LinkedIn, send in your newsletter, add to your site
• Engage replies, deliver the asset, gather feedback

Each cycle builds your “library of proof.”

Each asset makes the next easier.

And you don't have to start from scratch.

PS. Which element sounds the most difficult to you right now? Comment below and I'll suggest a fix.

One of my clients recently returned to work with us on his YT. What he said on our first call:

"You're not just creating great stuff, but you're also a great communicator"

That hit me in the feeelzzz...

Look, just like any other content agency, I'm obsessed over deliverables.

I want the work to be top-notch + delivered on time – that's table stakes.

But from Day 1 of StoryAngled, I was also obsessed with giving my clients clarity.

• Translating your expertise into plain English (not jargon soup)

• Asking sharp questions until your real differentiator shows up

• Never “ghosting” – always keeping you in the loop

• Challenging your assumptions when something won’t work

My clients are mostly tired of yet another vendor pushing PDFs over the fence.

They want a partner who listens, gets their world, and closes the loop every step of the way.

Want to see what “content + clarity” feels like?

DM me and I’ll show you how we work – no pitch, just a peek behind the scenes.

3 micro-triggers that make B2B buyers actually reply to your content (tested on 2000+ posts this year):

1/ Use their own complaints - word for word

Don’t guess. Steal the exact line your buyers grumble about to their team.

Example: “We’re drowning in broken dashboards every Monday morning.”

Our client posted this and got 5 DMs from ops leaders - 2 booked calls.

2/ Show proof, don’t just promise

Nobody cares about “great results.” They want to see it.

Drop a real before/after screenshot or a no-BS checklist.

We posted a 2-slide “bottleneck fix” for a client - one prospect sent it straight to his COO.

3/ Tell people who should scroll away

Stop trying to please everyone. Say who your solution isn’t for.

Example: “If you don’t have reporting chaos, keep scrolling.”

Every time, the right people lean in and reply – the rest self-select out.

Want to know which trigger fits your market right now?

DM me or drop a comment, I’ll give you my honest answer.

Just a quick reminder: building a brand here gives you a rare opportunity to gather feedback from pros you'd never have access to in any other way.

I'm currently working on content for my YT channel (3 videos done, 2 more to go 😮‍💨).

Last week, I sent the first one to a few of fellow creators, asking for feedback.

Honestly, I didn't expect anyone to respond. It's the end of of the year, everyone is busy af, it's totally fair.

Yet most of them replied.

People who I admire so much from all the sides of the world. Who have built incredible businesses through and with content. 

And all of them were 100% happy to help.

They gave me incredible notes, pointed out what to fix, and even offered help for the next time.

All because at one point in my life, I thought: "Oh, those folks are so cool, I'm going to support them here every day."

Want to build a real network? Start by showing up for others.

That’s it. That’s the whole play.

Comment on their stuff. Share their wins. Send a quick DM after a great post.

Just be visible and genuinely helpful.

When you do this consistently, something wild happens:

Suddenly, the people you look up to start rooting for you, too.

They spot your name in their notifications.

They remember you’re the one who left a sharp comment last week.

They notice your work.

And when you finally ask for feedback or support... they actually care.

It took me years to learn this.

But the fastest way to build a circle of allies isn’t to pitch, pitch, pitch.

It’s to become the person who gives first.

Want to test this?

Pick one creator you admire.

Support them for a month without asking for anything in return.

Then see what happens the next time you need advice.

That’s how you build a brand that’s bigger than just content.

taplio

The Battle

Ryan Dickerson

Kuba Czubajewski

Followers

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taplio

The Battle

Ryan Dickerson

Kuba Czubajewski

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);}Kuba Czubajewski's LinkedIn Performance

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Performance ScoreKuba Czubajewski's LinkedIn Performance