#1 Female Creator Worldwide 🌎 | CEO & Founder of BetterMe, Health Coach, Harvard Guest Speaker, Forbes 30 Under 30. On a mission to create an inclusive, healthier world

With an Executive Program from Stanford University Graduate School of Business, my journey has led me to become the CEO & Founder of BetterMe. At BetterMe, we've achieved global recognition by focusing on inclusive, affordable, and fun wellness solutions. My competencies in analytical skills, strategy, and market research have been pivotal in driving our mission.

The BetterMe team is dedicated to promoting a healthy lifestyle that is accessible to all, from individual users to entire organizations. Driven by my belief in the transformative power of inclusive wellness solutions, we’ve developed innovative programs like anywhere pilates, yoga, and stress relief workouts. 

BetterMe now extends these solutions to workplaces, empowering companies to foster healthier, more productive teams. We are committed to transforming lives and building a culture that values diverse perspectives and empowers our community to lead healthier, more balanced lives!

Victoria Repa

Never trade your nervous system for a salary.

Most people think job changes are mainly about money.

But over time, something else becomes obvious.
People move to places where work doesn’t feel like pressure.

Because a higher paycheck rarely makes up for:

↳ Sunday night anxiety
↳ fear of telling the truth
↳ a 11:40 pm “urgent” message
↳ the feeling of not being heard
↳ constant tension of “don’t mess up”

We often call it “being tired.”
But it’s actually a lack of safety.

That’s why peace of mind has become the new currency in the job market.

It looks simple, 
but it’s built every day:

• support instead of blame
• dialogue instead of silent tension
• respect for time instead of overtime
• meaning instead of endless “shoulds”
• clear expectations instead of guessing

People don’t leave because of hard tasks.

They leave the atmosphere where every task turns into stress.

So the question for every leader is simple:
Does your team feel calmer or more anxious because of you?

Because sometimes the strongest benefit isn’t a bonus.

It’s the ability to work without constant inner tension.

What creates “peace of mind” at work for you?
___

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I used to think people changed jobs for money

Now I know they’re looking for peace of mind.

Victoria Repa
BetterMe

Here’s why most KPIs don’t work:

Many companies build their systems around numbers.
But not around people.

Because if people aren’t motivated and don’t feel safe, 
no metric will save the outcome.

The real KPIs are the small signals that keep a team moving:

→ Keep people invested in results 
when everyone knows what “winning” looks like.

→ Keep people inspired by purpose, 
so work feels meaningful, not automatic.

→ Keep people included in decisions, 
because ownership grows where voices matter.

→ Keep people in sync with priorities, 
so energy goes into the few things that actually move the business.

→ Keep people informed about change, 
because uncertainty kills focus faster than workload.

→ Keep people innovating without fear,
because fear stops initiative, and without initiative there’s no progress.

You can track revenue, retention, performance.

But if you don’t track the human system behind them, 
you’ll keep coming back to the same problems again and again.

So start measuring what keeps your team energized and engaged, 
and the numbers will follow.

Which of these KPIs has the biggest impact on your motivation to perform at your best?

_

♻️ Share this with someone who needs a different view on KPIs.

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KPI’s
KEY PERFORMANCE INDICATORS
KEEP PEOPLE INVESTED IN RESULTS
KEEP PEOPLE INSPIRED BY PURPOSE
KEEP PEOPLE INCLUDED IN DECISIONS
KEEP PEOPLE IN SYNC WITH PRIORITIES
KEEP PEOPLE INFORMED ABOUT CHANGE
KEEP PEOPLE INNOVATING WITHOUT FEAR

For more valuable content, follow me:
Victoria Repa 
BetterMe СEO & Founder

True leadership isn’t about being #1.

It’s about treating everyone like they’re #1:

↳ your team,
↳ your clients and audience,
↳ your partners and peers.

That’s why servant leadership is the new standard.

But most leaders confuse it with being convenient.
And that almost always ends with a loss of effectiveness.

Because a team doesn’t need someone who agrees with everything.

A team needs someone who protects what truly matters: 
growth and the ability to speak openly.

Because true service is about creating the conditions
where people can do their best work.

Servant leadership isn’t about:

• Avoiding conflict
• Pleasing everyone
• Saying “yes” to everything

Servant leadership is about:

• Lifting others up
• Supporting growth
• Empowering others
• Clearing roadblocks
• Leading from behind
• Amplifying quiet voices
• Coaching, not controlling
• Creating safety to speak up

Strong leaders don’t try to please everyone.
They transform:

→ Control → into coaching.
→ Politics → into clear agreements.
→ “I’ll decide” → into “I’ll help you decide.”
→ Fear of mistakes → into the courage to speak up.

Because when there’s space to speak openly,
people don’t hold back.

They challenge.
They contribute.
They take ownership.

And that’s how effectiveness happens.

Which habit of a convenient leader do you see most often in teams?
__

♻️ Share this if you agree.

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These 7 types of leaders are remembered with gratitude.

(they change your life forever)

The leaders we remember don’t just deliver results.
They unlock your potential.

Years later, you may forget the project.

But you won’t forget who made you believe in yourself.

Made you feel like you’ll figure it out.
Made you feel seen.

Here are 7 types of leaders people remember for life:

1/ The one who challenged you to grow, even when it was uncomfortable.

2/ The one who showed up consistently, even on hard days.

3/ The one who celebrated your wins like their own.

4/ The one who believed in you before you believed in yourself.

5/ The one who never needed to be the smartest person in the room.

6/ The one who led with kindness, not fear.

7/ The one who saw potential where others saw limitations.

Leadership isn’t a title.
It’s a trace.

And one day you’ll realize:

Your leadership isn’t what you say.
It’s who people become after working with you.

It’s how they speak after working with you.

The standards they keep.
The confidence they carry into the next room.

Which type of leader shaped you the most and why?
_

♻️ Share this to build an environment where people unlock their potential.

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The fastest way to lose a strong team...

Not pressure.
Not competition.
Not even tough deadlines.

It’s the absence of kindness.

The most underrated superpower in leadership.

People do their best work where they feel safe, respected, and seen.

Because when kindness disappears, 
people don’t become stronger.

They become guarded:

→ they stop taking risks
→ they stop fully showing up
→ they stop sharing ideas early

Here’s what KINDNESS looks like in action:

K — Kick the ego 
Lead with humility. No one trusts a know-it-all.

I — Inclusion 
Invite diverse voices into every conversation.

N — Nurture 
Check in regularly, not just during performance reviews.

D — Decency 
Keep your word, even when it’s inconvenient.

N — Notice 
Celebrate small wins as often as big milestones.

E — Empathy 
Ask “How are you?” and listen without rushing.

S — Support 
Be someone people can talk to, not tiptoe around.

S — Soft strength 
Set boundaries with clarity and respect.

If you want a team that moves fast, speaks honestly,
and grows, start here.

Kindness isn’t a nice bonus.

It’s how you hold high standards without devaluing people.

What kind act from a leader changed how you saw them?
_

♻️ Share this if you believe kindness builds strong teams.

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89% of employees say kindness at work is a top priority.

(but it’s still missing in many teams)

The real question is:
Do teams know how to show kindness at work?

Kindness is a skill.
You’re not simply born with it.

You build it through small, intentional actions.
And when it becomes a habit, everything works better.

Here are 7 types of kindness that really matter in the workplace:

1/ Spiritual Kindness 
Strengthening meaning and belonging 

• Celebrate progress, not only results 
• Encourage others to pursue passions 
• Respect others’ boundaries and values

2/ Sensory Kindness 
Making the workspace feel comfortable 

• Keep shared areas tidy 
• Limit noise to a minimum 
• Ask before adjusting lights/temperature

3/ Social Kindness 
Helping people feel included 

• Include new people 
• Create moments to connect 
• Check in and ask how they are

4/ Creative Kindness 
Making it safe to try ideas 

• Brainstorm and build together 
• Support imperfect experiments 
• Share tools and helpful prompts

5/ Physical Kindness 
Supporting energy and well-being 

• Help with heavy items 
• Invite a colleague to lunch 
• Offer help when it’s appropriate

6/ Emotional Kindness 
Creating safety and support 

• Validate colleagues emotions 
• Be gentle with others’ mistakes 
• Thank people for specific effort

7/ Mental Kindness 
Helping others stay focused 

• Help solve problems 
• Suggest short breaks 
• Listen without quick judgments

You don’t need a “culture program” to start.

Pick one type.
Practice it today.
Repeat tomorrow.

Which one will you choose first?
__

♻️ Repost if this is the kind of workplace you want to build.

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Stop calling burnout “a busy season.” 

It’s a warning sign.

Burnout doesn’t start with exhaustion.
It starts with small compromises that feel normal.

One more late night.
One more “I’ll rest later.”
One more skipped meal.

Most people notice burnout too late
because they track productivity, not patterns.

But burnout shows up in behavior first.

Here are 8 stages of burnout you can no longer ignore:

1/ Excessive Drive 
Pushing yourself too hard, constantly striving for perfection.

2/ Ignoring Self-Care 
Skipping meals, exercise, hobbies, and sleep becomes a regular thing.

3/ Denial of Problems 
Ignoring signs of stress and convincing yourself everything is fine.

4/ Withdrawal 
Distancing yourself from friends, family, and colleagues.

5/ Behavioral Changes 
Increased irritability, impatience, and quickness to anger.

6/ Depersonalization 
Feeling disconnected from your own emotions and body.

7/ Apathy 
Constantly feeling empty and lacking purpose.

8/ Depression 
Persistent sadness, hopelessness, and feeling overwhelmed by all areas of life.

If you recognize yourself in stages 1–3, 
take it seriously.

Because early burnout often looks like “high performance.”

But it’s actually the moment your body starts billing you for your ambition.

What can help:

→ Put the basics back on the calendar (sleep, food, movement).
→ Reduce the load before your energy is gone.
→ Talk to someone you trust.

Don’t wait until stage 8 to start caring about yourself.

Which stage have you noticed most in yourself lately?
__

♻️ Repost to help someone spot burnout earlier.

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1 in 2 employees have left a job to get away from their boss.

Think about this before you accept the offer.…

Most people choose a job.
But they forget to choose the person they’ll become next to that manager.

And that choice can shape your confidence, your standards,
and your career path for years.

A strong manager doesn’t just manage tasks.

They build people.

Here’s what a great manager does, and it changes everything:

• notices effort, not only outcomes
• brings clarity before the pressure hits
• challenges you without humiliating you
• creates ownership instead of micromanagement
• fixes systems instead of looking for someone to blame
• protects focus instead of rewarding constant availability

And here’s the red flag many people ignore:

If you constantly have to pretend you’re fine,
you’re not in a healthy environment.

The role can look perfect on paper. 
But if the manager is wrong, the job becomes heavy.

↳ They can shrink your ambition.
↳ They weaken your self-confidence.
↳ They make you doubt your true skills.

Don’t pick only a role. 
Choose the leader you’ll grow under.

Because the right manager doesn’t just manage work.

They expand your confidence, your standards, and your career.

So when you’re choosing your next role, 
ask yourself:

Will this leader make me stronger or smaller?

The right one can change your life.

What did a great manager do for you that stayed with you forever?
__

♻️ Repost if you also believe choosing the right leader is the best career decision.

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A principle I wish I’d known 8 years ago:

Working more is the worst strategy for better results.

Most people try to hack the system and get fast outcomes.

High performers build systems that make results inevitable.

They don’t wait until they “feel ready.”
They don’t rely on motivation alone.
And they don’t confuse being busy with being effective.

They change the way they think.

Because mindset drives what you do when you have no energy.

Here are 7 mindsets of high performers:

1/ Be consistent
Small daily steps beat occasional bursts of effort.

2/ Keep learning
Build skills continuously and apply them right away.

3/ Own the outcome
Take responsibility for results and don’t make excuses.

4/ Protect your energy
Sleep, recovery, and boundaries are productivity tools.

5/ Pick your priorities
Choose the few things that create the biggest impact.

6/ Embrace feedback
Use critique and data to improve fast, as a habit.

7/ Stay clear-minded
Manage emotions and think clearly in stress.

You don’t need a “perfect” routine or 24/7 work.
You need these mindsets on repeat.

Talent helps you start.
Mindset turns effort into results.

Which one do you need to strengthen the most right now?
_

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90% of managers ignore the power of introverts.

Translation:
They miss the best ideas and the most consistent execution.

Introverts do not need to get louder to deliver results.
They need the right environment.

Because most workplace cultures reward visibility, 
not value.

↳ The loudest voice gets remembered. 
↳ The fastest reply gets counted as contribution. 
↳ The person who talks the most looks “engaged.”

And quiet people learn one thing fast. 
To perform, they first have to fight the culture.

That is wasted talent.

A simple formula for consistent introvert performance:

1/ Basic needs: 
quiet focus time and space to recharge solo 

2/ Safety: 
clear expectations, steady routines, predictable check ins 

3/ Belonging: 
small group connection and easy ways to contribute 

4/ Esteem: 
recognition in a comfortable format and time to prepare ideas 

5/ Self-actualization: 
autonomy, meaningful work, and expertise-driven growth.

When those conditions exist, 
introverts become a team superpower:

→ they raise quality through care
→ they catch small mistakes early
→ they reliably finish what they start
→ they reduce tension without drama
→ they listen deeply and hold context
→ they show up with prepared solutions

The question is not “How do we make them talk more?”

The question is “How do we make it easier for them to contribute?”

A few leadership moves that change everything:

• Reward outcomes, not volume.
• Send the agenda before the meeting.
• Ask for input after the call, not only during it.
• Create smaller discussion spaces, not only big rooms.
• Share updates in a message and document decisions in writing.

Because motivation for introverts is not loud words.
It is autonomy, clarity, and space for deep work.

Quiet people do not need to become louder.

They need the right conditions to do their best work.

What is one change your team could make to help introverts thrive?
_

♻️ Share this with anyone who’s building a calmer, smarter culture.

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I create mindful remote work experiences for you, your team, and your company.

Most career coaches I meet are constantly hunting for leads.
Posting.
DMing.
Launching.
Just to get a “I need to think about it” on the discovery call.

Not because they cannot find people.
Because more people hesitate than move forward.

Many job search offers attract people who hesitate even when the problem is clear.

People who are stuck.
Who need “clarity”.
Who hesitate.

Who show up to sales calls looking for advice, not direction.

That’s not a “do better marketing” problem.
That’s a buyer problem.

And once they get hired, they are gone.
Not because they did not need your help.
Because the offer ends there.

Which leaves even great coaches stuck in acquisition mode.

I work with experienced career coaches who want leaders moving.
Not job seekers hesitating.

Leaders with high responsibility.
Leaders under executive pressure.
Leaders who want support as they step into the role.

When you attract that level of client:
• they come ready to move when you present the offer
• the relationship doesn’t end once they get hired
• the work evolves from landing the role to surviving it
• income stops resetting as a side effect

I’m currently focused on helping experienced career coaches build for that level of client.

Not more leads.
Better ones.

If this sounds familiar, my inbox is open.

Jean Carlo Him
jc@jeancarlohim.com

Jean Carlo Him

Last year I microdosed psilocybin for 3 months.

It exposed things in my business I had been avoiding.

From September to December 2025 I microdosed psilocybin every three days.

The intention was simple. I wanted more focus.

I have ADHD but I stopped medicating when I was 10. Ritalin didn’t sit well with me mentally, so focus has always been something I had to manage myself.

On those days the pace slowed down.

I could write 5 posts in one sitting.
Reply to follow ups without re-opening 7 tabs.
Finish the work I started instead of jumping to the next thing.

But the bigger effect showed up when I stepped away from the screen.

Things that had been sitting in the background started showing up clearly.

A client thread I had stopped replying to.
A project that kept expanding but was not producing anything.
An idea I was excited about for two days and then ignored.
Tasks I was still doing myself even though someone else could do them faster.

Instead of closing the laptop and moving on, I started looking at those properly.

Each time I asked myself the same question.

If I do these few things well, what would make it irrational that the business works for me or my clients?

That question forced a lot of cuts.

Work that filled the week but moved nothing forward.
Client situations that had been dragging for months.
Ideas that sounded good but created more work than value.

After a while something became obvious.

The work that kept pulling my attention was the same.

A coach describing a sales call that ended with “let me think about it” and having no idea why.

A post with hundreds of likes that never got a lead.

An offer that sounded good but did not move someone to act.

Those gave me energy.

Those were the conversations I kept working on.

I haven't microdosed since.

I got what I needed from that period.

What stayed with me is a small habit.

Most of my mornings when I start new work, I look at the things already sitting open, and start closing before diving in.

Your discovery calls with job seekers feel solid until “I need to think about it”.

No alternative text description for this image

20 years and still having to prove you belong.

This paper is from 1950.

It says my great grandfather, a Chinese immigrant in Panama, had been living there for more than 20 years and should not be treated as a foreigner under labor law.

But fitting in was not the goal. Creating something was.

He built a large convenience store next to what is now a historic building in Santiago, Panama. The house where the business was is still there.

Years later, his son, my grandfather, opened a car repair company in 1978. It became one of the best known in the country. My dad, my uncle and most of the Him family worked there. The business still runs today.

I grew up around that.

In my family, being an entrepreneur was normal. It wasn’t framed as bold or exceptional. It was simply one of the ways you could make a living. You could work for someone, or you could build something yourself. 

I’ve done both. Neither felt strange or better when I was a kid.

What never felt strange was the idea that you could create stability for your family by owning the company.

I don’t think you grow up around that and stay neutral about building your own thing.

This year is the Year of the Horse in the Chinese calendar. They say it represents drive and stamina.

Feels aligned with where I come from.

This $3,000 had nothing to do with posting more.

In 2025, we rebuilt how this career coach was showing up online.

We clarified her offer.
Adjusted her messaging.
Improved her content so it sells, not teaches.

By the end of that sprint, she had steady inbound calls.

Then 2026 came in. 
She came back and todl me:

“JC, I want to raise my prices and close with more confidence. People are booking… they’re just not buying.”

So I took a listen to some of them.

The calls weren’t too bad.
There was interest.
There was trust.

But they kept ending with:
“I need to think about it.”

So this time we didn’t touch her content.

We worked on three things.

1/ Who was booking.

If your language attracts people who are casually exploring or not fully committed to change, hesitation shows up at the end of the call. Not at the beginning.

2/ The structure of the conversation.

A coffee chat is one thing.
A discovery call is another.
A sales conversation is another.

She had been blending them. Coaching inside sales calls. Teaching when she should have been leading.

3/ The pressure to close in one sitting.

She was trying to “close” every call. That can work in some industries. Not in career coaching at a high level.

We changed the goal. Help the other person see clearly whether moving forward made sense now.

That changed how she showed up, more calm and confident becuase shw know what she was selling.

—

Yesterday she sent me the screenshot above.

$3,000.

No new offer.
No new niche.
No sudden viral post.

We just wrote the right words 
to trigger with someone who was actually ready
and follow a simple process that moves strangers to customers.

If your calls feel good but stall at the end, DM CALL.

I’ll tell you what I’d pay attention to in yours.

graphical user interface, application, chat or text message

“I need to think about it” is not a sales problem.

Here why I learned that after 1,000+ calls.

Earlier in my career I sold for a living.

Sold B2B computers and servers at Dell.
Sold online casino memberships in Canada.
Sold satellite radio subscriptions at XM.

Different products but same mechanics.

When someone says “I need to think about it”, it almost always comes from one of three things.

1. The offer is weak, but the person is right.
They say “this makes sense”.
They ask what others usually do.
Nothing changes in their calendar after the call.

2. The offer is fine, but it’s hard to repeat.
They ask you to “send something over”.
They summarize it back to you incorrectly.
They explain it to someone else and miss the point.

3. The offer is weak and the person was never a buyer.
They talk most of the time.
They ask broad questions.
They end with “let’s stay in touch”.

Career coaching works the same way.

If you sell “career clarity”, people listen.
They thank you.
The discovery calls feels like therapy.
They leave with the same problem they came in with.

If you sell a real outcome but talk to someone who is still browsing:
They take notes.
They say they want it.
They never commit.

When both are true, the call feels fine and goes nowhere.

The fix is not better closing, or objection handling courses.
It’s earlier filtering or real outcomes the market wants.

Talk to people who are already moving
Solve one concrete problem they have this week.
Then earn the right to work on the bigger one.

Jean Him

3 out of 5 career coaches post about “clarity.”

Yet when it’s time to decide, buyers are still unclear.

I keep noticing something with career coaches, especially the ones who lean more into lifestyle and identity than job search tactics.

The language feels inspiring, but the client cannot quite place themselves inside it.

I read words like “clarity,” “meaning,” or “burnout,” and something interesting happens.

The right people do feel it.

But they feel it at a distance.

Not because it is wrong.
But because that is not how they experience their Tuesday.

They don’t walk around thinking, “I lack meaning.”

Their nervous system sees:

• Sitting in a weekly meeting while half the team scrolls their phone  
• Coming home late and the kids are already asleep  
• A partner frustrated because it is 11pm and the laptop is still open  

When you begin in what their life actually looks like, you create a mirror. Once they see themselves, the deeper insight lands cleanly.

At that point, “alignment” or “nervous system” is not abstract. It becomes the explanation behind the life they are living.

The cost of staying in abstract language isn’t just lower engagement.

It’s that the people who resonate most stay in reflection mode.

You see it in the comments.
“This is exactly what I needed to read.”
Posts saved for later.

Sometimes they even book the call.
It feels aligned.

Then you hear:
“I just need a few days.”
“I need to think about it.”

And it stalls there.

Your language met them in awareness.

It just never carried them into action.

When you begin in what their life actually looks like, you still keep the depth.

You just anchor it in something concrete enough for them to move.

There is a big difference between writing for people who feel and say,
“I need to think about it.”

And writing for people who feel and decide.

For 2 years my vulnerable posts were costing me clients.

I was getting interest but not commitment.

I would post about how ADHD made it hard at work
How burnout affected my professional life.
How heavy the uncertainty of the entrepreneurial journey felt.

People related.

They sent “thank you” and “I felt this” in the comments.
I thought this was good for them.
And good for the business.

But only one part of that was true.


The more vulnerable I got, the more engagement it brought.
At the same time, if any leads came from those posts,
they rarely turned into calls.


And the clients that did come:

- Did not finish the program.
- Struggled to follow guidance.
- Had “something” come up right before sessions.

It was not their fault.

It was me.

I was setting the tone.
I was choosing who to work with.

These days I still share the hard parts.

But I focus more on what changed and how it was solved.

AND MOST IMPORTANTLY: 
What is useful for those I am attempting to help.

I prefer ZERO “this hit me”, fire emojis, or peers in the comments.

And more of: “Tell me more about what you do.”

That is the kind of person I want on the other side of the call now.

Which kind of person do you want on yours?

If this week you heard “I need to think about it” more than once, this is probably why:

There is one question most skip before they judge their calls:


Where is this person when they first find me?


Most clients don’t wake up one day and get career coaching.

They move through 4 rough stages like this:

1. Career direction. “What do I want next?”
2. Professional story. “How do I talk about it?”
3. Job search. “Where do I find the right roles?”
4. Interviews. “How do I land the offer?”

You know this better than me.

But here is the important detail:

As they move forward, urgency goes up.
At the same time, fewer people are in that stage.

Last month I spoke with a coach who was tired of hearing “I need to think about it”.

Almost every person she spoke to was in stage 1. Career direction.

They were drained and frustrated.
Annoyed with their role.
Still testing the idea of a move, not committed to it.

On calls she heard things like:

“I’m not sure if I should leave yet.”
“Maybe this is just my manager.”
“Let me sit with this for a bit.”

Nothing was wrong with her offer.
Nothing was wrong with the way she held the call.

The timing of the client was early.

If your offer sits at the career direction stage, you can still build a strong business.

You just need to expect a different outcome.

- More conversations before they commit.
- Longer gaps between touch points.
- People who disappear and come back months later when it finally hits them.

If you want faster yeses, you need more people who are already in job search or interviews.

They are already in motion.
They feel the urgency to move.


So before you blame your selling skills, ask something simpler:

At what stage do most people find me now?

And what would need to change so more of them arrive closer to where the urgency is high?

If you charge €3–5K for 1:1, your content cannot be vague.

“They want more money, better jobs, and to feel valued.”

That’s how one successful career coach I work with described her best clients.

She was not talking about people trying to figure out whether they want more.

Those became her worst clients.

The ones who converted already knew they wanted to earn more and move forward in the market.

They didn’t lack desire. They lacked direction.

Yet many coaches say they want committed clients.

But their content speaks in broad language.

“Clarity.”
“Purpose.”
“Aligment.”

When the message is abstract, it resonates widely.

But it rarely converts.

And when it does it relies on volume.


When someone reads your message and they say “yeah that sounds nice” you are pushing away those who might say “I need do do that”


You can still do the deeper work.

In some cases is the foundation of it all.

Just make your entry point concrete.

The clients who move are already moving.

If you want to see how I tighten this in 21 days, check the comments.

“I see the value, but I can’t pay,” his prospect said.

l had a chat with a career coach. Let’s call him Mike.

He gives everyone a free hour to experience his coaching. By the end of the call, people usually see exactly what’s going on and what they would need to change. They understand what working together would do for them.

Some become clients.

Others don’t.

It’s not “let me think about it.”  
It’s not “maybe later.”

It’s groceries. Credit cards. Real life.

They see the value. They just can’t fund it.

He doesn’t want to screen people by income. He doesn’t want to filter based on who can pay. He wants to help, even if they never become clients.

At the same time, he has limited capacity. He doesn’t want to double his roster. He doesn’t want to raise prices. He doesn’t want to reposition himself as premium.

But he wants better clients.

So the door stays wide open.

And his calendar fills with conversations that are meaningful and generous, and that often end right at the moment where work would begin.

But it never does.

He’s tired at the end of the week.

Not from clients.

From almost-clients.

After 3 years of working with career coaches, I kept seeing the same 4 types of buyers show up. #4 stands apart.

These are not a list of pain points.

It’s how they buy.
And how they hesitate.

1/ The relief seeker.

They show up when the pain spikes. Burnout, confusion, Sunday dread.

They are the hardest to convert.
They buy, but slowly. And hesitate a lot.

Once the pain drops below the clarity you give them, they pause.
If it drops further, they stop.

This is where most of the market sits.


2/ The CV optimizer.

On the call they ask,
“Can you have a look at my CV?”

They keep multiple options open, and buying would force a choice, so they wait.

They take notes.
They try to do it themselves.
After enough job seeking rejection, they come back and buy.


3/ The urgency job getter.

Most coaches think this is the best buyer.

They show up after bad news, rejection, pressure, hard money deadlines.
They buy fast.

They execute hard and leave once the problem is fixed.

They are the fastest to buy.
Almost never a renewal.
(Yes, career coaching clients can renew.)


4/ The long-game builder.

Some of them are between roles.
Most are already working. Already leading.

They know where they want to go and want help getting there.
They want an expert guide, not clarity coaching.

On the call they ask sharper questions.
They block time. They do the work.
After they land the role, if new growth was uncovered, they stay.

If your calendar is full of 1–3, your revenue stays fragile.

If more of your calendar is 4, you build something lasting.

Where do yours show up?

Most career coaches think they’re getting ghosted. They’re not.

I got ghosted in 9 out of 10 conversations last fall.

For a while, I told myself it was normal.
People are busy and attention is short.

It happens.

But when it keeps happening in the same place, you start to notice.

It was what I was doing one message before it.

I remember online dating before my current partner.

Swipe right, bim, Tinder match.
Send a couple of flirty messages.
Then suddenly the conversation went cold 🥶

But with my partner now, we never stopped talking.
(Although we met through Microsoft Teams, story for another day.)

I was the same person.
I brought the same energy.

So what was different?

The interaction felt different because there was space for connection from the start.

I see the same pattern in business.

I’ve watched career coaches do everything “right”.
They show up in Linkedin.
They post high quality content.
They open conversations with potential prospects.

And then somewhere along the way, it just... stops...


Sometimes they stay too safe.

“So… how did you find your current job? Do you like it?”

Friendly and light. Nothing wrong with it.

But the conversation stays on the surface.

Other times they lean in.

“So… are you looking for a new job?”

Honest and direct.
Again, nothing wrong with it.

But it it feels heavier than we expected.


From our side, it feels natural.
It even feels thoughtful.

But if the other person hasn’t stepped into that place yet,
the shift feels sudden.


And that’s usually when the conversation fades.

Ghosting isn’t almost never a rejection.

Sometimes it’s simply the moment saying, 
“I wasn’t there yet.”

When the pace matches where the other person is, conversations keep moving and when it doesnt they stop.

Most of us don’t notice it while we’re doing it.

Which side do you lean toward more?
Too safe or too fast?

If your post says “on paper everything looks fine,” you’ve already blended in. Here is why:

It used to catch attention in 2023.

Now every second post I read has this line.

Your potential leads read you.
They also read 5 other coaches in their feed.

When the language is the same, you blend in.
(like, literaly the same)

Have you ever had a lead open a call with,
“On paper everything looks fine...”?
It almost never happens.

(how do I know? check the comments)

They start with:

“My manager says I’m doing great, but I haven’t learned anything new in a year.”

“I got a raise and still feel undervalued.”

“My experience looks strong, yet no recruiter calls back.”

“I feel a knot in my stomach every Sunday.”

That’s how it shows up, and you have heard it.


If you write the summary everyone else writes, you lose them.

Write it how they would say it.

Not how a one-line AI sentence sounds.

Last week a client told me: “I had a great call with a prospect. We reviewed his CV together…”

That was enough for me to know where this was going:

“It was a great conversation.”
“We explored a lot.”
“I gave them a few ideas.”

The call feels productive.
The prospect feels supported.
Good vibes all the way through.

Then the it comes later in the call:

“I need to think about it.”

Calls like this feel good in the moment.

Repeat them five times in a month and you’re exhausted.
You worked.
You coached.
Clients did not sign.

And the rare one who does say yes?

They hesitate to join later on.
They need reassurance.
They move slowly.

If your last few calls sounded like this,
you don’t need a better pitch.

You’re coaching before you’re hired.

When I scroll LinkedIn, I can usually tell in a few seconds if a career coach is getting leads from their posts. (or not)

Most posts stay in advice.

CV tips to pass ATS

Recycled networking tips

Top 10 sites to find jobs for XYZ industry


But the posts that turn into conversations usually start somewhere else.


From the moment a client rewrites their CV for the third week and still hesitates to send it.

From the fourth interview that ends with “you’re overqualified.”

From the moment someone starts second guessing a role they were certain about two months ago.

Those are the moments people recognize.

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The Battle

Victoria Repa

Jean Carlo Him

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The Battle

Victoria Repa

Jean Carlo Him

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