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!

Many senior-level professionals struggle to get interviews because they're not visible to their target audience. Let's fix that👇

In a hyper-competitive job market, making others aware you exist is key.

Here are 5 tips to help you stand out, as a Senior, Principal, or Director level job seeker:

(PS - these can be completed in minutes)

1 - Fix Your Headline

Use relevant terms and keywords to help your target audience discover you more easily.

Here are 2 effective formulas for a solid headline:

✅ [Target Role] + [Credibility Boost] + [Key Value/Outcome]
✅ [Who you help] | [How you help them] | [Proof or Differentiator]

2 - Edit Your URL

Instead of a strong of random numbers and letters, let's upgrade to your name.

Simply click "Edit Prublic Profile & URL."

3 - Get Recommendations

Find 3-5 individuals willing to ‘swap’ recommendations with you.

Target folks at a variety of levels (Leadership, Peers, Direct Reports); create and send a recommendation template to help make the process easy and fast.

4 - Optimize Your "About Section"

Here's a framework for this section I use often:

-Hook – Powerful Intro (2-3 Sentences)
-Value Proposition – Highlight Strengths (3-4 S)
-Achievements – Quantify Impact (3-4 Bullets)
-Leadership Style – Show Humanness (2-3 S)
-Call to Action – Invite Them (1-2 S)

5 - Set Up "Open To Work"

From your profile page:

- Click “Open To”, click “finding a new job”.
- Set preferences for location, start date, job type, and who can see you’re looking for new jobs.

And you've done it. 
Make the changes and watch what happens. 

♻️ Repost for others in your network.
💡 Follow Adam Broda for daily job search tips.

We need to talk about this post 👇 
LinkedIn does a lot with your application info the moment after you click 'Apply'

Applications don't simply 'fall into a bucket'

They're assessed. 
They're organized.
They're made visible. 

Knowing how the system works can help you be more effective as a job seeker.

(Thanks to Nicole Dupont for posting this gem!)

LinkedIn is a lot of things. 
What most job seekers miss is that there's an entire sorting system running in the background.

Similar to what's discussed in the post, 
Here are two features most people overlook and how to use them.

1. LinkedIn Assesses & Organizes Applications

Before a human sees your application, LinkedIn is already placing you into buckets:

- Top fit
- Maybe
- Not a fit

On high-volume roles, recruiters might spend most (or ALL) of their time in the Top fit bucket.

The Lesson? 

Focus on roles with a great fit, ideally meeting more than 75% of the qualifications. In some cases, LinkedIn will recommend these roles to you. 

2. The 'Top Choice' Button Matters

When you mark a role as a top choice, it shows up on the hiring side. It tells the recruiter or hiring manager,

“This person is intentionally choosing this role, not just mass-applying.”

You only get 3 each month with Premium.
So make them count.

Use them on your highest priority roles where you are genuinely excited and well qualified.

Remember: You cannot control the algorithm perfectly, but you can stack the odds:

- Apply to roles where you match all required qualifications, and most preferred
- Use similar language from target job descriptions in your headline, About section, and Experience bullets
- Turn on 'Open to Work' for the right titles, preferences, and locations
- Use 'Top Choice' & 'I'm Interested' features often


Understand how LinkedIn surfaces candidates. Tune your profile and strategy so the system starts working for you instead of against.

🔥3 hidden LinkedIn features I use to help senior level job seekers get more interviews;
(most folks don’t realize these exist) ↓


1 - Subtly set up ‘Open To Work’ options.

The ‘Open To’ button is incredibly powerful.

Go to your profile:
↳ click the blue ‘Open to’ button
↳ click the ‘Open to work’ category
↳ set up the options so LinkedIn knows how to show your profile to recruiters

Remember - ALL of this can be done without the publicly visible green banner.

How you choose to display it is up to you.


2 - Messaging through LinkedIn Groups.

Users without ‘premium’ can only send a limited number of direct messages to people they’re not connected to.

This is NOT the case if you’re in a Group.

↳ go to the profile of your target connection
↳ scroll down their profile to ‘Groups’
↳ click this section, look at the groups they’ve joined, find relevant options and join them

Once inside click ‘show all members’ - you can message anyone from this page.


3 - The ‘I’m interested’ interested button.

Go to the company page (for your target companies) and click the ‘About’ tab.

↳ scroll til you see the ‘I’m interested’ button
↳ clicking it will add your profile to a database for folks using LinkedIn Recruiter. 

Be aware, not all companies will have this button, and ‘interest’ does eventually expire.

(this is something you can reset)

Hope these simple tips help!
Most of them take a few minutes to set up.

What hidden features did I miss?

♻️ Repost for job seekers in your network.

"I have impressive responsibilities, but struggle to define my impact." I hear this all the time from senior-level job seekers. Here's how I respond ↓

1. Did the work you did make a change?
2. Can you describe the change?
3. Can you assign a metric to measure the change?

Here's an example of what that might look like...

Here's the job seeker's initial resume bullet:

- Directed an internal culture-building initiative to improve morale, build better relationships, and improve internal feedback mechanisms.

1st question: What kind of change did this drive?

Answers:

- Fewer employees left the team that year.
- More employees filled out feedback surveys.
- Management hosted 3 team-building activities.

2nd Question: Can you describe the change?

Answers:

- 3 employees left the year before. 1 left this year.
- Half the team completed surveys.
- The was only 1 team event the year before.

3rd Question: Can we assign metrics?

Answer:

Directed a culture-building initiative that reduced attrition 67%, doubled survey participation, and tripled team-building events.

And there you have it. 

If the change you made can be measured (before vs. after), you can use a % to measure impact.

Percentages are metrics. 
Start from there and keep improving.

omnia khfagy

Today I’m giving away the # 1 secret to creating better work opportunities and getting more career control. Are you ready?

👉  Build a professional brand on LinkedIn

You've heard this before, and you'll hear it again.
A strong professional brand is how you break the mold. 

I started 6 years ago, even though I had no idea what to do.
Fast-forward to today, and now:

- I’ve got almost 500K followers online
- I work for myself, doing what I love
- I’m free to balance life, work, and family on my own terms

It’s crazy, but it's real. 

I’ve created so many life-changing relationships and opportunities simply by investing an hour per day into a platform where I share my experiences, opinions, and advice.

Ask yourself, “What if?”
If you started today, where might you end up?

(P.S. - I started with 1,000 followers in 2019)

Whatever your goals are for 2026, it's time to start building.
What do you have to lose?

I’ve created the cheat sheet below to help professionals interested in getting started but looking for a systematic approach.

It's exactly what I would do if I had to start over today. 

1. Define your niche
-List the problems you enjoy solving
-List your top skills and experiences
-Define who the target audience is
-Create a 1-line positioning statement

2. Optimize your brand story
-Get a professional headshot
-Make an impactful banner w/ positioning statement
-Write an authentic About Me section using the Present, Past, Future model
-Add proof to your Featured Section
   -Leverage articles, media, posts, and pitches

3. Post helpful content
-Select 3-4 content pillars
   -Examples: Problem Solving Frameworks, AI News & Updates, Personal Journey
-Create content that:
   -Sounds like your voice (not AI)
   -Transfers knowledge
   -Is authentic and builds trust 
-Aim for 2-3 posts per week when you start
   -1 post is personal, 1 is tactical, 1 is experiential

4. Comment strategically
-Commenting is the initial key to stealing profile views and traffic away from larger audiences
-Identify 10-15 creators you can support or engage with every day, ideally within your niche 
-Comments should:
   -Add insight, challenge opinions, teach
   -Don’t repeat what’s already been said

5. Build relationships in the process
-Send connection requests to people interacting with your content, viewing your profile, or liking your comments
-Move conversations in comments to DM’s, and DM’s to 15-minute Zoom Calls

Above all, remember:

Your professional brand isn’t a follower count.
It’s the trust you’ve built with real people.
_ _ _ 

PS - I'm hosting a free LinkedIn Live event tomorrow at 6 pm EST, walking through the exact process I used (and teach) for building a strong professional brand.

Sign up link: https://lnkd.in/e4siWhAU

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!

Would you hire someone with a track record of zero mistakes or failures? Not me.

Zero mistakes would raise a few questions:

- Can they lead through adversity?
- Can they learn from mistakes quickly?
- Why haven’t they ever failed?

Failure is simply another way to learn.

It’s a tool in the discovery tool box.

Not something to run from, avoid, or be ashamed of - as long as you can learn from the experience; there’s value in it. 

Some people have even made a living out of fast failures - this is called ‘Rapid Prototyping’

You try things quickly, go until failure, make adjustments, and try again.

This is your friendly reminder that:

Failure IS a valuable part of the learning process, and nothing more.

When I hire employees,

I specifically target individuals who have failed, learned, and come back stronger. 

I look for those who:

- understand failure is a tool for learning
- have experiences using that tool
- have learned from their failures

Failure isn’t what you need to be afraid of.
Failure without learning is. 

Do you agree?

Have you ever worked for a leader that embraced mistakes and failures?

Most executives think missing an offer means they interviewed poorly. But rarely is that the case.


At the Director+ level, hiring looks a little different.

Roles are fewer, expectations are higher, and the process can be more political at times. 

After helping 40+ executives in 2025 land roles, here are the 5 most common reasons talented executives miss out on offers.

(Plus, 5 ways a good coach might help you overcome these roadblocks 💪 )

1. Role Scarcity + Strong Internal Competition
Most executive jobs are filled internally or through quiet searches. The funnel is tiny compared to mid-level hiring.

Fix → Leverage high-impact networks to access executive opportunities BEFORE they’re posted.

2. Positioning & Branding Misalignment
They oversell what they’ve done, not what they’ll deliver next. Companies hire forward-looking leaders who can systematize ROI. 

Fix → Refine their personal brand and storytelling to show measurable, forward-looking, value-creating systems. 

3. “Too Qualified” or “Too Senior”
Hiring teams often think about the long-term play. You must prove your agility and the ability to continually innovate, even during times of change. 

Fix → Coach them to reframe experience as adaptability and modern leadership strength, come with powerful examples. 

4. Cultural & Strategic Misalignment
Even perfect resumes lose if your leadership style doesn’t fit the org’s stage or direction.

Fix → Research deeply and align messaging with the company’s true priorities, understand their definition of "Good" before you start speaking. 

5. Lack of a Proactive Network
At this level, so many jobs come from relationships, not always applications. Networking isn’t optional; it’s the field on which the game is played. 

Fix → Build a proactive outreach system that creates a flowing pipeline of inbound opportunities.

And there you have it. 

If you’re aiming for your next executive role, focus less on being qualified for a wide range of positions and more on building a strong reputation (within a subset of the market) with the right people.

Executives, what worked in your latest job search?
Share your thoughts below.

Simple Prompt Engineering techniques can drastically improve the quality of your AI searches and questions.
Here's what you need to know ↓

First, let's start with some free learning.
Going through these materials will create a great foundation:

👉 Course: “Prompt Engineering for ChatGPT” by Vanderbilt University on Coursera
👉 Course: “ChatGPT Prompt Engineering for Developers” by DeepLearning AI
👉 Free resource: MyGreatLearning’s prompt engineering for ChatGPT course
👉 YouTube crash course: “Prompt Engineering Full Course 2025” (Edureka)
👉 Guide: Google Cloud’s “Prompt Engineering for GenAI” guide

Now that you're up to speed. It's time to start iterating and practicing. Here's a simple approach to begin with:

1. Try core prompt techniques.
↳ Try zero-shot, few-shot, and chain-of-thought prompts. See how each changes the quality of output.

2. Test and iterate your work.
↳ A single word can change everything. Record your prompts, tweak them, and study the results like a mini science experiment.

3. Track your progress.
↳ Keep a “prompt notebook” to log your wins, iterations, and lessons. You’ll be surprised how fast your precision improves.

Next, it's time to apply your methods to the real world.
Here's a simple challenge you can complete in 30 days:

1. Pick a real task you do (e.g., writing a LinkedIn post, generating summaries) and design 3 different prompts.

2. Compare the outputs: which prompt gave the best result, and why?

3. Create a “prompt notebook” in which you record prompts + iterations + results + lessons. Treat it like a mini-experiment log.

4. Share one “before/after” in your network: “I improved the prompt here → got better output, saved X minutes”. Encourage others at work to try it!

And there you go. 
You're on your way to better prompting.
_  _ _ 

Save this post to reference it later!
Do you work with AI - what would you recommend?

You've been working a corporate job for 15+ yrs 
Your company announces upcoming layoffs
What do you do?

Some folks start applying elsewhere, but the market is tough.

Others double down at work, trying to become irreplaceable (despite knowing that's not possible).

Others...

They get to work building their own thing.

For me...

I started my side business in 2019.
I had just become a dad.
COVID was shutting things down.

I didn't know what "work" would look like moving forward.

So I chose to bet on myself.

- I built on LinkedIn
- I created a coaching curriculum
- I started working with clients at no charge

Step-by-step, building something for my future.
And now?

I'm a FT career coach and business owner.
I control my own schedule
I work for myself.

I also help others learn the systems and processes that took me years to figure out. So they can build something they own (in a fraction of the time). 

If this sounds like something you're interested in:

Next week, I'm hosting 3 Masterclass sessions dedicated to breaking down exactly how I went from a conceptual business (in my head) to something that actually generated revenue.

Sign up for one of the sessions (Nov 17, 18, and 20) on this landing page: 
https://lnkd.in/ed82B_7r

Hope to see you there!

PS - Feel free to drop any questions you'd like me to answer in the comments below!

taplio

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