Adam Broda

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

Are you ready for a role that levels up your salary and career? 
I've got the solution. 

After a successful corporate journey in Aerospace and Big Tech, I moved into the career coaching space. I fell in love with helping employees level-up as a Manager, and wanted to make it my full-time calling.

Since that moment, I've helped over 400 Sr-level professionals land life-changing roles at companies like Meta, Airbnb, Google, Spotify, Deloitte, GE, Lockheed, JPMorgan, Microsoft, Amazon, and more.

My job search methodology is different.

Yes, I'm a career coach, but I'm also a job placement systems engineer.

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') to focus on proven systems that get jobs fast, while deprioritizing tasks that don't produce.

The results speak for themselves.

↳ 400+ professionals placed into better roles
↳ Helped increase Final Offers by an average of 13%
↳ The average client lands 8.1 interviews with my system
↳ Create 3X more LinkedIn profile views in the first 30 days
↳ In 2025, we increased client compensation by $34K on average

We'll help lock in on your optimum target audience.
We'll reposition your brand, your stories, and your marketing strategy.
We'll drive visibility while connecting you with decision makers and industry contacts.

And most importantly: I don't stop until you're in a better job. Guaranteed.

Disclaimer: My program is not for everyone.
It's completely optimized for Senior, Principal, and Director-level professionals. 

The program is also selective (I can't take everyone), and seats are limited to ensure clients get ample  1:1 time and attention.

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.

PS - My program has maintained a 4.9-star rating over several years. You can check out testimonials here: https://www.brodacoaching.com/testimonials

More About Adam Broda:

- Hiring Manager for 13+ yrs; I've built three organizations from scratch during this time
- I've been career coaching since 2016; launching as a legit business in 2019
- Featured in Fast Company, CNBC, and LinkedIn News
- Former Production Engineering Leader at Boeing
- Former Sr. Manager of Product at Amazon
- LinkedIn Creator with +495k followers
- High school wrestling coach
- Former NCAA D1 wrestler
- I have two kids (6 and 4)

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/

Most job seekers understand they need a Resume AND a LinkedIn Profile in 2025, but here's what they often miss with the setup ↓

A resume, and a LinkedIn profile are two different tools in your search strategy.

One is a saw. The other is a flashlight.
One is hyper-targeted. The other is semi-targeted. 

Each tool has a different purpose.
Let's talk about how to fully optimize each.

We'll begin by discussing their similarities.

→ Where They Overlap

- Both show your strengths, passions, and impact
- Help you make a strong first impression 
- Should tell a similar, progressive story
- Support your personal brand
- Should be updated regularly
- Reel audiences in

↳ Your resume is seen by a very small audience. Your LinkedIn can be seen by almost anyone. 

→ What’s Unique About a Resume

- Written for a targeted audience
- Easy to read, share, and pass along
- Tailored for a specific job or company
- Your resume is designed for precision
- Highlights key results and achievements
- No need for SEO, other content, endorsements

↳ It’s short, focused, and meant to grab attention quickly. It should be specific to 1 job, at 1 company.

→ What’s Unique About LinkedIn

- Your LinkedIn profile is designed for broad-reaching discoverability - it gets you found. 
- Built for multiple roles, companies, and industries
- Benefits from creativity, SEO, and endorsements
- Seen by peers and friends; not just hiring teams
- Shows personal and professional components
- Allows a more narrative and flexible style

↳ LinkedIn isn’t just a digital version of your resume. It’s a search-optimized storytelling tool that builds your brand, not just your candidacy.

So what does that mean for job seekers?

- The information on your LinkedIn profile should not be a carbon copy of your resume. The two should complement each other.

Take 20 minutes this week to make sure both are optimized and working together.

Happy job seeking!

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

Most interview candidates I coach aren’t taking full advantage of what their Recruiter knows. They ask questions like...

↳ “What’s the culture like?”
↳ “Do you think I’m a good fit?”
↳ “Tell me about the Hiring Manager?”

Meanwhile, top candidates are asking:

↳ “Describe the hiring manager’s interview style?”
↳ “What are common mistakes candidates make?”
↳ “What are the 3 most important qualifications?”

Sure, some recruiters are awesome and will provide all the info before you have to ask.

But in my experience, the majority don’t, and you'll need to be ready to advocate for yourself.

So here’s what that might look like↴

15 questions to get the most from your Recruiter:

1. How long have you recruited for this team, and what have you enjoyed about working with the Hiring Manager?

2. Can you walk me through the full interview process, including how many rounds, what formats to expect, and who I’ll be meeting with?

3. What can you tell me about the question-and-answer format that I should be prepared for? (structured, behavioral, scenario, etc.) What structured responses work (STAR, CARL, etc.)?

4. What have you noticed about candidates who’ve received offers from this team? Any recommendations you can pass on?

5. Is there anything I’m not allowed to bring into the interview – notepad, water, printouts, presentation decks, etc. Anything I should bring?

6. What is the HM looking for beyond the job description? Are there any must-haves or dealbreakers?

7. What kind of time frame is the hiring team trying to operate inside of? When do they want to make a decision by? How many candidates are being interviewed?

8. What qualifications from the job description do you consider the most important?

9. Is there anything in my resume or experience that might raise concerns I should be ready to address?

10. Tell me more about how the Hiring Manager talks and communicates. Casual, Detail Oriented, High-Energy?

11. Can you share any prep examples from strong candidates who performed well? What made them stand out with this specific hiring team?

12. If I ask tough questions to the HM about handling negative feedback from their employees, or even PR issues the company has had, how would those questions be received?

13. What recommendations do you have for what to wear to make the right first impression?

14. What recommendations do you have for setting up my virtual interview space (lighting, sound, locations, etc.)?

15. What can you tell me about why this position has become available?

Hope this list helps you create a better advantage.

Remember, the Recruiter is your advocate.
Partner with them.

♻️ Repost for other job seekers!

Caroline Mose

Most executives spend 2-3 hrs a day job searching and get very little. Here's a breakdown of how I'd spend 1 focused hour each day.

First: 20 minutes on Visibility and Engagement

↳ Leave 10-15 intentional comments on posts from creators with big audiences, leaders at your target companies, and niche content in your space.

(Keep a list of the profiles you're targeting to save time)

Spend the last 5 mins engaging with anyone who interacted with you. Comment to start conversations, not to just be seen.

Then: 20 minutes on Outreach and Relationships

↳ Send 3-5 short, specific messages to target connections and people active on LinkedIn. No pitching. Just a real reason to connect. Then send 1-2 messages to old colleagues you have not talked to in a while.

Next: 10 minutes on Profile Work

↳ Optimize your headline, headshot, banner, and featured section for the roles you actually want. Aim for 5-6 recommendations from leaders, peers, and direct reports. Your profile is your first interview. Treat it that way.

Last: 10 minutes on Content Creation

↳ Build a small project that solves a real problem your target audience has. Turn that journey into content. 10 focused minutes a day stacks up fast over a few weeks.

There you have it.
You can rinse and repeat every hour.

Not doom-scrolling.
Not sending 10 'Easy Apply' applications.

Your time is valuable.
Do what moves the needle most.

Want to sound more ‘executive’ in interviews?

Here’s a simple tip to make that jump:

Add a learning or reflection statement to the end of your structured answer.

Executives understand the importance of reflecting on their work, whether they’re initiatives were successful or unsuccessful. 

They look for a key lessons learned.

They look for ways to improve.

With each deliverable, they get a little smarter about how to perform.

You don’t have to be an executive, to apply the same type of thinking.

PS - Is this a tactic you would try in an interview? Have you tried it before?

Let me know how it went in the comments.

LinkedIn search is incredibly powerful,
But most folks aren’t using its full potential.
Have your heard of the ‘NOT’ operator?

Boolean operators like:

- AND
- OR 
- NOT

Will allow you to quickly filter your LinkedIn searches for specific keywords and phrases.

For example,

- searching “Product” AND “hiring”
- then filtering your search for ‘posts’

Would likely give you a list of people who have posted about Product roles they’re hiring for.

If you’ve followed me for a bit, you know I post about LinkedIn search often.

A smart search with the right operators,
Is a great way to find your target audience.

What I’d like to talk about today, is using the ‘NOT’ operator, which gets used the least.

NOT excludes terms from your search results,

making it easier to find exactly what you’re looking for, and removing a lot of the noise from your search result.

Here are a few example:

1 - marketing director NOT agency
Use case: You’re looking for in-house marketing leadership roles and want to avoid marketing agencies.

2 - project manager NOT ("Accenture" OR "Deloitte")
Use case: You want project manager roles but want to filter out listings from consulting firms.

3 - ("product operations" OR "product strategy") NOT internship NOT junior
Use case: You want to find mid-to-senior-level product operations or strategy roles and exclude internships and junior titles.

🔥Quick tip:
Use uppercase NOT and put multiple exclusions in parentheses if combining, like:
NOT ("entry level" OR "intern").

Hope this helps!

PS - Don’t forget to send connection messages to the people you find in search.

Here’s a quick example for that.

 "Hi _____, I hope you're well. I wanted to learn more about the mid-level PM role you posted about. I'm currently a _____ with _____ years of PM experience in the tech industry; including roles at _______ and ________. I’m looking to continue my career in the PM space. I’m passionate about ______ and I’d love the opportunity to show you how I can create value for your health technology team, just like I delivered this project (insert hyperlink) for my last employer. I hope to hear from you soon and am happy to provide a resume! Thank you."

- - - 

♻️ Repost if you found this helpful.

If you're actively (or passively) looking for a new job, then you need a networking system. Here are 5 FREE tools to help you stay on top of your game. 

Many job seekers lose interviews they never knew they had. Not because of their resume, but because they forget....

to follow up.
to reconnect with a recruiter. 
to send that "thank you" note.

Let's put an end to that.
You've got a systems problem,
And I've got 5 free tools that can help fix it.

1. Teal: Built specifically for job searches. Import contacts from LinkedIn with one click. Tag by relationship type, track status, set follow-up reminders.

2. HubSpot CRM: The most powerful free option. Contact tracking, email templates, and up to 1 million contacts. Built to scale with your search.

3. Notion: Not a traditional CRM, but completely free and fully customizable. Build your own networking dashboard with free templates.

4. Folk: Adds contacts from LinkedIn, Gmail, and X in one click. Enriches profiles automatically with emails, titles, and company info.

5. Wave Connect: Best for in-person networking. Capture event contacts via QR code and trigger automated follow-ups instantly.

Other options to check out:
- Airtable
- Clay
- Orvo

A great CRM turns your network into a weekly action plan.

- Who to contact
- Who to follow up with
- Who to reconnect with before they forget your name.

Stop "winging it" - use a tool. 

PS - Did I miss any free CRMs?
Let me know what you use in the comments👇

"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.
- There 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.

Candidates should be able to rate companies and hiring managers on their interview process. Some firms would not like their scores...

Why?

Because many managers use questions that "feel" structured but produce almost no usable signal.

Trust me: As a Career Coach, I hear about some pretty wild interview processes from the folks I work with.

Without putting anyone on blast, here's the difference between questions that work and questions that waste everyone's time.

Let's start with bad questions and why they fail:

1. Tell me about yourself.
No structure. Rewards the well-coached. You get a lot of irrelevant, low-quality answers. 

2. What is your greatest weakness?
"Packaged" answers don't really tell you about the self-awareness qualities you're likely seeking. 

3. Where do you see yourself in five years?
Punishes honesty. Rewards whoever guesses what you want to hear.

4. Are you a team player?
The answer is always yes. You just spent 90 seconds collecting nothing useful.

5. How do you handle stress?
Abstract with no anchor. Everyone says they handle it well. That tells you nothing. You need a question that gets deeper. 

Vague questions produce vague answers.

And vague answers introduce bias, because managers fill in the gaps with gut feeling.

Good questions and why they work:

1. Tell me about a time you had to deliver results with limited resources.
2. Describe a decision you made with incomplete data. 
3. Is there anything else you believe qualifies you for this position that I have not asked about today? 
4. Can you give me a brief, 2-minute overview of your professional skills and why you think you're a great fit for this position?

Specific questions, with context baked in, produce specific, higher-quality answers.

Candidates know exactly what you are looking for.

This reduces confusion, reduces bias, and raises the quality of the conversation for everyone in the room.

The interview process is a reflection of your company's culture, priorities, and values. Don't blow first impressions with top talent by asking weak-sauce questions. 

PS: What's the most unhinged question you've been asked during an interview?

AI fluency and proficiency are a big deal for hiring teams.

If you're feeling left behind, here's how to jump in ↓

Anthropic just launched Anthropic Academy on Skilljar.

13 free, self-paced courses.
All you need is an email to get started.

Here is every course and what it teaches:

1. Claude 101 - The starting point. Core features, effective prompting, and real-world use cases for anyone new to Claude.

2. Claude Code - How to integrate Claude into your development workflow. From generating code snippets to debugging complex applications.

3. Intro to Model Context Protocol (MCP) - How to build MCP servers and clients from scratch using Python. Connects Claude to external services and tools.

4. Advanced MCP - Production-level MCP patterns including sampling, notifications, file system access, and transport mechanisms.

5. API Development - Authentication, request handling, streaming, tool use, and best practices for building production AI applications.

6. Agent Skills - How to build, configure, and share reusable Skills in Claude Code that automatically apply to the right tasks at the right time.

7. AI Fluency (Core Framework) - A foundational course for understanding and applying AI across teams and organizations. Co-developed with academics and released under Creative Commons.

8. AI Fluency for Educators - Helps faculty and instructional designers apply AI into teaching practice and institutional strategy.

9. AI Fluency for Students - Supports students in developing AI skills for learning, career planning, and academic success.

10. AI Fluency for Nonprofits - Helps nonprofit professionals increase organizational impact and efficiency while staying true to mission and values.

11. Teaching AI Fluency - Equips instructors to teach and assess AI Fluency in live, instructor-led settings.

12. Claude on AWS Bedrock - Enterprise deployment of Claude through Amazon Web Services, including security, governance, and compliance.

13. Claude on Google Vertex AI - Full-spectrum integration of Claude through Google Cloud's Vertex AI for production workflows.


Yes...these are genuinely free. No trial. No credit card. No upsell.

Anthropic is thinking beyond developers. They want entire organizations to close the knowledge gap, not just engineering teams.

And I'm here for it!

🔥 Bonus Tips:
1. I'd start with Claude 101, and go to AI Fluency
2. Put the Certificates on your LinkedIn Profile

“I’m not confident that my stories make me sound like an executive”

I hear this a lot.

Anytime I start coaching folks that need executive level interview answers, this is the framework for where I start.

You need 3 stories.

Story 1 

You need a value creation story.

Story 2

You need a business transformation story.

Story 3

Do you need a culture improvement story.

This serves as a solid starting point, and then we add from there depending on the specific audience. 

It’s important that executive level interviews do not come across as one dimensional. 

Strategic leaders need to showcase a breath of skills in addition to a depth of knowledge.

Watch the video and let me know what you think of my suggestions?

PS - What would you add to this list?

Job seekers: Are you paying attention to the energy and data hardware space?

Artificial intelligence isn’t free.
Much of require to produce it.

As the demand for AI goes up, so too will the demand for:

- Data processing
- Data hardware
- Energy production
- Energy Infrastructure

Here are 15 companies I’m personally paying attention to right now:

Data Center Operators / Colocation

	1.	Equinix — 216+ open US roles on LinkedIn right now. Critical facilities engineers, operations techs, infrastructure roles. Actively running a Career Transition Program pulling from adjacent industries.

	2.	Digital Realty — One of the largest data center REITs globally. Consistently hiring ops, engineering, and AI-oriented infrastructure roles. Strong backlog growth = sustained headcount demand.

	3.	CyrusOne — Hyperscale-focused operator with major buildouts in DFW and other high-growth metros. Regularly cited across job boards for data center ops roles.

	4.	QTS Data Centers — Frequently listed in top-hiring data center companies across Atlanta, Dallas, and Phoenix markets. Ops managers and engineers in demand.

	5.	DataBank — Edge and colocation operator expanding rapidly. Cited in multiple 2025-2026 hiring reports for technicians and site managers.

	6.	STACK Infrastructure — Active careers page, hiring for hyperscale data center builds across multiple US markets.

Energy / Power Infrastructure

	7.	Vistra Energy — One of the largest US power producers. Benefiting directly from AI-driven electricity demand surge. Hiring across operations, grid, and energy management.

	8.	NRG Energy — Pivoting aggressively into AI power demand. Open roles in power generation, sustainability, and infrastructure operations.

	9.	Constellation Energy — Nuclear and clean energy provider increasingly tied to data center power contracts. Hiring engineers, ops, and grid specialists.

	10.	Vertiv — Critical power and thermal management equipment manufacturer. A major vendor supplying UPS and power distribution to hyperscale facilities , hiring across sales, engineering, and manufacturing in the US.

Data Hardware / Processing

	11.	NVIDIA — Data center GPU dominance is driving massive internal hiring across hardware, software, and enterprise sales teams.

	12.	Micron Technology — Memory and storage chips for AI infrastructure. US manufacturing expansion (CHIPS Act funding) means sustained hiring for engineers and operations.

	13.	Pure Storage — All-flash data storage for AI workloads. Active in enterprise sales and engineering hiring.

	14.	Applied Digital — Pure-play AI data center and HPC operator. Focused on the most power-intensive segment of the digital economy  and growing fast.

	15.	Crusoe Energy — Spans energy, manufacturing, data center construction, and cloud services  with a focus on reducing energy waste for AI infrastructure. Actively recruiting across all functions.

- - - 

What would you add to my list?
Drop suggestions in the comments.

Be honest...what makes you feel valuable?

Are you great becasue of who you work for?
Or are you great becasue of what you can do?

If your professional and/or personal worth is built on someone else's brand, I'd heavily encourage you to pause.

Why?

Becasue there's no guarantee that the corporate brand will be there tomorrow. 

Each month, I see workers who've poured their heart and soul into companies, making it a part of their self-worth, only to be laid off in an instant.

And layoffs can happen to anyone.

↳ A friend who gave 7 yrs to Amazon and was recently promoted, laid off without a word from management
↳ My dad, cut from a company he worked at for 25+ years, to 'make room' for cheaper talent
↳ Fortune 50 companies laying off thousands, simply becasue they worked on the wrong product

As a coach, my most difficult conversations are often with those who believe working for companies like Google, Meta, or NVIDIA will validate them as humans.

Sure, achieving those goals is great.
But you can't let corporate brands change your self-worth.

Consider this your friendly reminder:

You are not the company you work for.

For those struggling with the difference between personal and professional identity, here's what I recommend:

1 - Define Yourself by Your Values, Not Your Title

→ Spend time clarifying what matters most to you: integrity, creativity, curiosity, service. Let those guide how you show up, not what’s written in your email signature.

2 - Invest Outside of Work

→ Be intentional about nurturing relationships, hobbies, volunteering, or learning something new. It reminds you daily that you're more than your LinkedIn profile.

3 - Speak About Work as One Part of Your Life

→ When people ask what you do, shift the language:

“I work in tech, but I’m really passionate about mentoring young professionals.” 

This subtle shift trains your brain (and others) to see you as a full person, not just an employee.

In many cases, it's those small subtle shifts that make all the difference.

PS - What else do you do to help separate professional value from personal value?

Let me know in the comments 👇

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