ADHD Career Coach | Founder of Momentum — the 8-week coaching program built to get ADHD brains off the overthinking line and into a rhythm of task execution (even on low-energy days)

If you're like most senior leaders I work with, you're not stuck because you lack experience, but because locking into your next move feels impossibly heavy.

I know that feeling well.

For years, I could lead teams, close deals, and make high-stakes decisions without blinking.

But when it came to my own next step?

– Everything blurred.
– The options multiplied.
– The second-guessing crept in.

And the longer I sat with it, the harder it got to move at all.

You can probably relate:

– You can see multiple lanes.
– You can imagine yourself in all of them.
– You can talk yourself into each one if you're not careful.

But eventually, the weight of all those possibilities starts to work against you.

➝ Your story doesn't point anywhere.
➝ Your positioning feels scattered.
➝ Your confidence nosedives.

And you start asking the real question:

"𝗪𝗵𝗮𝘁 𝗽𝗮𝘁𝗵 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗺𝗮𝗸𝗲𝘀 𝘀𝗲𝗻𝘀𝗲 𝗳𝗼𝗿 𝗺𝗲 𝗻𝗼𝘄?"

Most people assume it's a motivation problem.

It's not.

𝗜𝘁'𝘀 𝗮 𝗵𝗲𝗱𝗴𝗶𝗻𝗴 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

Because when you're keeping too many options open, nothing really lands.

Once you stop hedging and lock into one clear lane, 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗱𝗼𝘄𝗻𝘀𝘁𝗿𝗲𝗮𝗺 𝘀𝘁𝗲𝗮𝗱𝗶𝗲𝘀:

➝ Your direction locks in. 
➝ Your positioning becomes clear. 
➝ Your visibility grows in the right spaces. 
➝ Your authority increases with the people who matter.

Small wins start stacking again.

Movement feels normal.

Confidence comes back online.

𝗧𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝗜 𝗱𝗼.

Through 𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺 — my 8-week 1:1 career accelerator — I help leaders in transition stop hedging, lock into one clear path, and build visibility and authority where it actually matters.

Here's what you get:

– A structure for clarity, positioning, visibility, and authority
– The accountability and scaffolding that keep you steady
– 1:1 support to reduce friction instead of adding pressure
– A 2nd brain to guide the work between calls (Persona™)

By the time the conversations start, people already understand who you are, what you bring, and where you fit.

And once you lock in?

Momentum becomes the norm.

📩 𝗗𝗠 𝗺𝗲 "𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺" 𝗶𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝘀𝘁𝗼𝗽 𝗵𝗲𝗱𝗴𝗶𝗻𝗴 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁 𝗺𝗼𝘃𝗶𝗻𝗴 𝗳𝗼𝗿𝘄𝗮𝗿𝗱.

Most people don't realize how easy it is to find recruiters on LinkedIn.

I shared this in a comment a while back and people found it useful, so I'm putting it here properly.

4 ways to find recruiters:

1. People + Industry search.

Run a blank search from your home page, then filter by 'People'. Inside 'All filters', scroll down to 'Industry' and add 'Staffing and recruiting'. You can also filter by 'Location' if you're looking for someone local.

2. Company pages.

Visit a company's LinkedIn page and click on the 'People' tab. Add ("talent" or "recruit") in the search field and hit run. Results will show everyone in talent or recruiting at that company (remove parentheses).

3. Jobs posted in public feed.

From your homepage, search for ("hiring" AND "JOB YOU WANT"), and filter by Posts. Add "staffing and recruiting" again under 'Industry' in 'All filters'. Now you have a list of jobs posted in the personal feeds of recruiters/employers vs doom-scrolling LinkedIn's job boards. Note: "JOB YOU WANT" is the actual job title you're searching for, like "VP of Operations" or "Marketing Director."

4. Recruiters attached to reqs.

When browsing job search results, recruiters' profiles are usually attached to LinkedIn job descriptions. Check them for profile/contact details.

Please reach out like a normal human. 

Be clear. 
Be respectful. 
Be easy to work with.

And recruiters will bend over backwards for you. 

I know I used to.

P.S. ♻️ Repost to help someone else in your network.

David Hannan

Helping senior leaders stop hedging and lock into one clear path | Founder of Momentum | Former $4M full-desk recruiter

Old job search strategy in 2018:

- Search job boards with current title
- Doom-scroll and "shortlist" 100+ jobs
- Submit generic resume/cover letter to all
- Hope that going wide works for you this time
- Rage post on LinkedIn about the broken system

New job search strategy in 2026:

- Find relatable content aligned with your future niche 
- Choose a mix of company and peer-written content
- Stay active every day and engage with their posts
- Leave a valuable opinion in their comment thread
- "Follow" author to see future content they create
- Click the "double bell" to get every new posting
- Be sure to engage with your targets frequently
- Send out 2-3 connection requests every day
- Follow up with thank-you notes in the DMs
- Look to those 3 years ahead for insight
- Apply to jobs using a tailored resume
- Ping managers & recruiters directly
- Ask for informational interviews
- Enquire about internal intros
- Respond to all messages
- Put it all on autopilot

The system isn't broken.

It only notices who shows up.

———
✍️ Which of these shifts changed the game for you?
♻️ Repost this—someone else needs a new plan.

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white-path-coaching

10 harsh truths I learned switching careers at 50.

Thinking about a pivot? Read this twice:

1️⃣ You're not too old to change.
But you are too old to keep pretending you're fine

2️⃣ Purpose doesn't just appear.
You create it through messy action and alignment

3️⃣ Confidence won't lead the way.
But it will follow consistency.

4️⃣ Long careers makes choosing difficult.
Each option looks like the right and the wrong one.

5️⃣ Your old career isn't wasted.
It's raw material for your next chapter.

6️⃣ Focus won't magically show up.
You have to build systems that hold you together.

7️⃣ Motivation lies.
You need momentum, even tiny steps count.

8️⃣ You won't feel clear before you start.
Clarity comes after commitment, not before.

9️⃣ Reinventing yourself takes guts.
Especially when it’s easier to stay put than moving. 

1️⃣0️⃣ Progress will feel invisible.
Until one day, you realize how far you've come.

I learned these the hard way by breaking patterns I didn't even know I had. 

If I knew them sooner?

I would've spent less time overthinking and more time trusting the process.

Which one feels the most true for you?

Share below in the comments—let's compare notes.

Your LinkedIn profile may be optimized for a version of you that no longer exists.

And recruiters are finding that version every day.

- Old job titles. 
- Skills not used in years. 
- Experience details you forgot about.

It's all still in there, indexed by LinkedIn's algorithm.

When a recruiter runs a Boolean search for someone who does what you used to do, you show up. 

- Every time. 
- For roles you'd never take. 
- At levels you've long since grown past.

And you're sitting there wondering why recruiters keep getting it so wrong.

The longer it stays untouched, the more it pulls in the wrong calls while the right ones go somewhere else.

Here's where to start:

1) Headline.
- Outdated titles? The wrong people are finding you.
- Update them to reflect where you're heading next.

2) About.
- Strip out anything that points to a previous chapter.
- Write it for the role you want, not the one you left.

3) Experience.
- Remove responsibilities you no longer want to own.
- If it reads like a previous version of you, cut it.

4) Skills.
- Remove anything you no longer want to be hired for.
- This section is heavily indexed and often outdated.

Your entire profile is a tool, and every word in it is a search query. Make sure it's all pointing the right way.

Clean it up, and you change who finds you.

The recruiters aren't the problem.

You might have brought this on yourself.

P.S. When did you last audit your LinkedIn profile?

10 surprising job search truths I know at 53.

(that I wish I knew at 33)

1. Networking is essential.

Realize that building authentic relationships can open more doors than just handing out business cards.

2. Building a personal brand is crucial.

How you present yourself online and offline can make or break opportunities in your industry.

3. The myth of job security. 

Recognize that the concept of lifetime employment is largely outdated. Diversifying your skill set and being adaptable are your best insurance policies.

4. Self-care is a priority. 

Prioritizing self-care can enhance both your job satisfaction and performance. Ignoring this can lead to burnout and reduced productivity.

5. The value of cultural fit. 

While high salaries or brand-name companies may seem attractive, finding a workplace where you fit in culturally can be equally, if not more, important.

6. Facing ageism. 

Discrimination based on age is a real challenge; staying relevant and adaptable are keys to overcoming it.

7. The importance of time management. 

Understand that being busy isn't the same as being productive. Effective time management is a crucial skill for a fulfilling career.

8. The power of negotiation. 

Whether it's your salary, role, or benefits, strong negotiation skills can significantly impact your path.

9. More than just job titles. 

There's more to job satisfaction than just your title. It's about work-life balance, company culture, and a sense of purpose.

10. Financial planning is a necessity. 

Planning for financial stability is essential, whether for retirement or navigating potential job losses.

The only thing I'd change? 

Start believing them sooner.

PS. What would your #11 be?

10 Job Search Truths I Learned the Hard Way

Some job searches suddenly start moving after months of silence. 

Usually right after one thing becomes clear.

I've seen this break open for people after years of stalling, and it's almost always the same shift. 

Here's what it looks like:

1) You pick one lane.
↳ You stop positioning for three things at once. 
↳ Recruiters can see what you're actually after.

2) Your story points somewhere.
↳ Your resume, LinkedIn, and conversations align.
↳ Everything points in one direction.

3) You're specific about fit.
↳ You're not saying "I'd be great at any of these." 
↳ You're saying why this particular role matters.

4) You've done the work to know.
↳ You've thought through what actually fits you.
↳ Not what looks good on paper.

5) Your network knows what you want.
↳ People can help you move forward. 
↳ They just need to know what forward looks like.

6) You aren't hedging anymore.
↳ You stop keeping every option alive. 
↳ That's what stalls searches.

7) You move like you've decided.
↳ Exploring and deciding aren't the same thing.
↳ Hiring managers and recruiters feel it.

8) Your resume makes sense.
↳ It isn't a list of everything you can do. 
↳ It's a story about where you're going.

9) You show up differently.
↳ Conviction changes how you talk about yourself. 
↳ Recruiters notice.

10) Momentum comes back.
↳ Callbacks come, conversations flow. 
↳ The search just feels different.

Most searches don't fail because something's wrong.

They fail because nothing's clear yet.

♻️ Repost, someone in your network needs to see it

I turned down $3k and a new client in January. 

Zero regrets.

A Head of Comms DM’d me about working with me. 

Before I responded, I checked their comment history.

Three scrolls in, I found him going off on a recruiter I know. 

Not pushing back or disagreeing respectfully. 

Just mean.

The kind of mean that tells you exactly how someone shows up when things get hard.

Guess what? Coaching’s hard, too. 

On paper, he was solid. But I’m not working with him.

It’s the reason I read beyond someone’s headline. 

Your comments are the realest thing on your profile. 

They show me how you treat people who disagree with you, what you sound like when you’re tired, the version of you nobody’s edited.

I’ve left frustrated comments too, but there’s a difference between saying something’s broken and being rude about the people who don’t see it your way. 

Here’s what I notice with people stuck in their search.

They’re pointing outward. 

All recruiters are idiots. 
Hiring managers are clueless. 
Their last boss was a scumbag.

And that outward pointing keeps them stuck.

Because it’s not about any of those people, it’s about misplaced anger. 

If you’ve been unloading in the comments, do something this weekend. Go through your activity and look at what you wrote.

Ask yourself if that’s someone you’d want to hire. If the answer is no, clean it up.

Not because I’m watching, and many won’t notice. 

But you will.

The person who shows up Monday with a cleaner feed moves differently. 

That person gets callbacks.

You can tell the truth and be smart about it. You can be frustrated and also be someone you’d hire.

I get it, a job search is hard.

Just don’t be a dick about it.

Your reputation’s tied to every single comment.

And it’s why I check them every single time.

PS. Got you thinking about that comment, didn’t I?

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Everyone researches job reqs when planning a pivot. 

Almost nobody does this instead.

If you're trying to pivot, the worst part isn't updating your resume.

It's sitting there thinking, "Where do I even begin?"

I've seen this happen a lot with senior professionals who want to move into a different lane. 

- They're capable. 
- They've built rock-solid careers.
- But a pivot still feels like starting from scratch.

Here's the LinkedIn search almost nobody runs.

Let's say you're a teacher who wants to become a project manager. Your brain immediately goes to certifications, courses, and if you're "qualified."

And suddenly it feels overwhelming.

There's a simpler way.

Find others who've already made that move.

1. Go to your LinkedIn homepage.
2. Type "Teacher" into the search bar.
3. Then click on "People."
4. Then hit "All filters."
5. Add "Project Manager" to keywords.

Now you're seeing people who used to be teachers and are now project managers instead of guessing or building some imaginary bridge in your head. 

You're looking at proof. That makes it real.

Let's go one step further now.

Open a few profiles and look at their timelines. 

- What role did they take first? 
- Did they move straight into PM?
- Was there a stepping stone midway? 
- What are they using in their headlines? 
- What did they emphasize from teaching?

You'll start to see patterns.

And once you see patterns, your pivot stops feeling like a leap into the dark.

Now, at some point, you're going to think, "Okay… but how do I actually reach out?"

Keep the message short. 

Tell them you found their profile while researching the pivot. Ask one question about how they did it.

I dropped a template in the comments.

You're not trying to impress them, you're just a person noticing someone a few steps ahead on a path you're considering.

Sometimes that's enough to start a real conversation.

If you'd asked me at 14 what 54 might look like, I'd have been way off track.

At 14, I was a boy from Bentley, a small coal mining town in the north of England, dreaming about the weekend and not much beyond it, if I'm honest.

At 24, I was in the Royal Air Force. Structured days, uniform on, a clear chain of command. I assumed that might just be the career.

At 34, I'd moved to the US and was deep into recruiting. New country, new rhythm, building something that felt established.

At 44, I was lying awake some nights, staring at the ceiling, wondering if I had it in me to do that same thing for the rest of my life.

Now 54 and I've got a five and a half year old who thinks this is how it's always been, and that I've always been her dad in this house.

None of this was on my bingo card, but I’ll take it.

What would your 14-year-old have gotten wrong?

Eight years ago today, I made a decision in my kitchen that I rarely talk about.

My wife and I were at a fertility appointment, and most of what was happening was happening to her.

Tests, blood draws, questions, and a lot of sitting around and waiting while I watched from a chair in the corner, like I was just there to hold her coat.

At some point during the exam, I asked her doctor if there was anything I could do to help our chances. 

He turned to me, barely looking up, and said, "David, what you've got is what you've got."

I'd been hearing some version of that my whole life.

From teachers who'd written me off before I'd even started, to bosses who didn't quite know what to do with me.

Spent years believing it, wondering why everything felt harder for me than it seemed to for everyone else, and I was 52 years old before anyone told me I had ADHD, which explained a lot.

Drinking had been part of my life since I was 16, and by this point it wasn't social anymore, it was just part of how I got through the day.

But I still went to work, still showed up, and still did everything I was supposed to do. 

I was an alcoholic most of my life.

When we got home, I poured the Tito's down the sink while my wife watched over my shoulder, eyebrows raised.

I haven't had a drink since.

Eight years on, I'm a dad, I run a career-coaching business, and most days I feel like myself in a way I'm not sure I ever really did before. 

I'm finally comfortable with not taking life too seriously, not feeling the need to fit in, or seeking everyone's approval all the time.

It started with standing at a sink on a Monday afternoon because somebody told me I was out of moves.

In my house, the 26th of February still matters more than almost anything else I've done.

The biggest networking mistake senior leaders make on LinkedIn.

Ever sent a cold DM asking to pick someone's brain?

Of course you have. Who hasn't?

Here's what's happening on the other end: You're asking a stranger for help. For time. For attention. 

And they don't know you yet, so it feels icky.

What actually works is totally different.

Instead of reaching out to that person directly, show up in the rooms where they're already hanging out. 

And I'm not talking about sliding into their DMs. 

I'm talking about finding content that connects:

Could be from a recruiter. 
Could be from a company posting. 
Could be from a thought leader in your space. 

Something that actually resonates with you.

Then you engage in the comment thread. 

Real engagement. 

Not "love this" or some anemic platitude.

You add something to the conversation. Show up where others are already discussing the same stuff.

Do that over and over. Ten, twenty times. 

In the spaces where the people you want to know are already present.

Here's what happens: You become visible. People start recognizing your name. And then—this is the key part—you start becoming familiar. 

That familiarity builds trust. 

And once you've got trust, that's when you can actually reach out and have a real conversation.

It's the relationship rule of three:

Comments boost visibility. 
Visibility leads to familiarity.
Familiarity is the key to trust.

And trust is when you can start picking brains.

P.S. ♻️ Repost to help someone else in your network.

LinkedIn is full of career advice that works perfectly.

If you're 27.

Most of that advice is for people in their 20s and 30s. 

— Skill-building.
— Growth trajectory.
— Getting the next rung. 

Learn this. Build that. Move up. 

It works because the problem is simple.
— What do I want to get better at?
— Where do I want to go next?

The constraints are real.
— You need an official credential. 
— You need to prove something first.

But I've sat across from senior leaders, people with fifteen, twenty, sometimes thirty years in, reading the same stuff. 

And it's not landing because the problem isn't the same anymore.

After 20 years, you've led teams, built things, earned the right to have options. 

And that's where it gets complicated. 

Climbing stops being the problem. 

Choosing one direction when you could go in five becomes the problem.

Early career advice doesn't touch that. It can't. 

Because it assumes the problem's scarcity. 

But once you've been around long enough, the real problem becomes abundance. 

— The frameworks break. 
— The ladder logic falls apart.
— The motivation tricks don't land. 

Most leaders don't realize they've outgrown the advice they're still following.

My guess is you just don't know it yet.

The only thing worse than being underqualified is being fully qualified and still stuck.

Most leaders I talk to already have what they need.

The experience and track record are there. 

What's missing is someone or something that can look at all of it and say, here's what I'm seeing, and here's where you could actually go.

- So the resume sits there.
- LinkedIn points in three directions. 
- And your search stalls before it even begins.

So I built a custom GPT to help with exactly that.

It's called the Career Clarity Engine.

Not everyone has access to good career support, and many are just stuck with no real way forward.

Here's how it works:

Upload your resume and answer 3 questions:

1. What part of your career would you hate to lose?
2. If you couldn't fail, what would you be doing?
3. When work feels good, what's happening?

From there, it offers two distinct paths:

1) Fast Track.
- built around what you already have.
- low pressure and achievable now.
- clear strategy to get there.

2) Stretch.
- takes a little more work to get there.
- the role you actually want.
- bigger upside, still within reach.

Then each path is broken down into:

➝ Why it fits
➝ What it looks like
➝ How to move toward it
➝ What things to watch out for
➝ An overview of daily life in that role

Most people come out of it realizing they weren't as stuck as they thought.

100% free, no strings. 

Link below.

https://lnkd.in/d6bZFrGi

PS: Tried it yet? Let me know what you think.

Halfway through a resume last week, I realized I was reading it like a detective.

Which is strange.

Because the resume itself was excellent.

— His writing was tight.
— His accomplishments were clear.
— But something important was missing.

This guy clearly knew what he was doing.

— Strategy projects.
— Transformation programs.
— Leadership across complex initiatives.

Every line screamed competence, but halfway through I noticed something odd.

I wasn't reading it to understand where this person wanted to go, but I felt like I was searching for clues.

Trying to piece together the direction myself.

And that's the strange part.

A resume this well done should make things clearer.

Not fuzzier.

The problem wasn't the quality.
It was the absence of a choice.

His resume showed everything he could do.

— Operations.
— Transformation.
— Program leadership.

All of it strong. All of it possible.

But his resume never actually pointed anywhere.

It described someone talented, but it never said what he wanted to do next.

I see this happen a lot with successful people.
As the resume improves, the range gets wider.

— More scope.
— More successes.
— More proof of capability.

And at some point, there's a subtle shift.

And that's when it clicked.
The resume loses direction.

It merely shows possibility.

And possibility is harder to read than you'd think.

A lot of the leaders I work with don't want to post constantly on LinkedIn.

They say things like:

- "It feels forced."
- "I don't have the time."
- "I don't want to overshare."
- "I don't want to be an influencer."

And honestly? I get it.

Not every senior leader wants to publish three times a week or turn their profile into a personal brand machine.

But here's the part we talk about next:

Visibility doesn't require constant posting.

It requires presence.

If you don't want to create content, you can still stay visible through proximity.

That means:

- Commenting on industry conversations.
- Sharing your team's wins with a brief take.
- Sending voice notes or DMs to key relationships.
- Showing up where your audience already engages.

Strategic engagement builds recognition without the pressure of performance.

- You don't have to be loud.
- You don't have to post every week.
- You just have to be intentionally present.

The leaders who win aren't the most influential.

They're the ones who stay connected.

If you hate posting, don't force it.

Design a visibility strategy that fits who you are.

Last week a client said, "I could do any of these five things."

That's where most people get stuck.

I've been sitting with a lot of people whose background just makes sense. 

They've got the experience, and they've done some pretty cool things, but then you ask them what they want next, and there's this shift.

They can talk for twenty minutes about what they've done. 

But when you ask, "So what's the next move?" something happens. It's like they suddenly realize they're choosing which version of themselves to lead with. 

Not which job, but which identity.

One version is the operations person. The systems builder. Another is the people leader. Hired well and trained people up. And then there's the strategist. The one in the room where decisions got made.

They're all real, and they've all got proof.

But when they try to hold onto all of them, their voice changes. There's this hesitation. 

I'll hear it when they talk about what they want next. They'll start clear and then it softens. "Or I could also..." shows up mid-sentence.

It's not a confidence thing because they know they're capable. It's just that their story doesn't actually point anywhere. It sits there in all directions at once.

A hiring manager can hear that. 

They hear the capability, the experience, but they don't hear where the person is actually trying to go.

It's not that any one version is weak, they just haven't decided which version is actually driving the ship yet.

So everything stays flexible, and everything stays technically true.

And why they're stuck between all five.

PS. The first in your list is usually the one.

Defending my team didn’t rattle me, the train ride home did.

This was 2018, back when I was still recruiting.

I had to push back on senior leadership about something that would have landed badly on my team. 

In the room, I kept it together. I listened, took notes, tried not to react. They said I handled it well.

But on the Metro-North ride home, I felt completely detached, just staring out the window. 

I got home and shut down, and the next couple of days took more out of me than I thought.

When you’re the one carrying the weight in the room, you don’t really get to fall apart.

You regulate yourself, you absorb what’s coming at you, and you try to make it usable for everyone else.

That’s how you end up in bigger rooms.

It also takes something out of you.

Before that meeting, I’d already rehearsed what I was going to say and run the objections in my head. 

While I was sitting there, I wanted out, but I kept it together because that was the job.

None of that shows up on a resume or in a performance review.

When I talk to senior leaders now who are between roles or thinking about their next move, this is usually the part that doesn’t come up.

They’ve been carrying that weight for years, and it just feels normal.

The calm exterior, and underneath it, a steady internal burn rate.

You don’t really notice it while you’re still in it.

Sometimes in a career transition, the exhaustion’s been building long before the search even starts.

P.S. What other parts of leadership don’t get airtime?

A resume can look great and still feel completely off.

It usually has nothing to do with the writing.

Most senior leaders I work with start with the resume, keep tweaking it, different versions for different roles, and it still doesn't feel right.

Usually, the resume isn't the problem—it's direction—and the resume just keeps taking the hit.

4 things to figure out before you touch your resume:

𝟭. 𝗣𝗿𝗼𝗯𝗹𝗲𝗺 𝘀𝗽𝗮𝗰𝗲. 
What problems do you actually want to spend the next few years working on? Not titles, not industries. Problems.

𝟮. 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁. 
What conditions let you do your best work? Stage, speed, quality of the team around you.

𝟯. 𝗥𝗼𝗹𝗲 𝘀𝗵𝗮𝗽𝗲. 
Builder, operator, transformer, advisor. If this isn't clear it's easy to land in roles that look right on paper but feel wrong in practice.

𝟰. 𝗩𝗮𝗹𝘂𝗲 𝘀𝘁𝗼𝗿𝘆. 
Once the first three are defined, the resume gets a lot easier. Same experience, but now it's pointing somewhere people can actually follow.

Most of the churn I see in executive transitions comes from starting with the resume before the direction is clear.

Fix your direction and the resume almost writes itself.

If this is where you're stuck right now, I went deeper on all four in last night's newsletter: 

https://lnkd.in/d5bKqYv6

The most recognizable leaders on LinkedIn often apply to fewer jobs than everyone else.

Last year, I coached 37 top executives.

Many believed progress meant more applications.

But the ones who landed real conversations were commenting more than they applied.

Most people think job boards keep them in the game.

They usually don’t.

What made the difference for my clients?

Familiarity, not volume.

That “I’ve seen their name before” moment.

It’s how people start to remember you, and how trust builds before a role is even mentioned.

So what did they do differently?

1. Comment like a collaborator, not a critic.
- Show that you understand the point.
- Build on it.
- Add context.

2. Comment like a mirror.
- Call out what stood out.
- Say why it mattered to you.
- People remember feeling seen.

3. Comment like a peer.
- Share your own take.
- Keep it casual.
- Like you would with a friend over coffee.

A dozen thoughtful comments can create more traction than a dozen job applications.

Job search isn’t a volume game.

It’s about familiarity.

Leaders who apply to fewer jobs aren’t doing less.

They’re known before the conversation starts.

P.S. Is your search driven by visibility or by urgency?

This is some of the best news I’ve heard on automated/AI generated comment moderation come out of LinkedIn in ages. 

This will have a direct impact on all the big name accounts who’ve relied on engagement pods to boost reach through automated comments. 

Christmas came early. 

LIAM DARMODY — LFG!

Back with a Friday update - today, it's about a comments and the steps we are taking to keep the conversations in the comments authentic and helpful. 

tldr: Automated comments - comments submitted to LinkedIn via a browser extension, script, or third party tool, without human action involved in clicking the “comment" button - are not allowed on LinkedIn. Instead, we want to focus on the comments that are authentic and spark genuine conversations.

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