Every failed search I've seen started with an unclear target. Before we touch anything, we align on the role, the salary band, the geography, and the direction. I collect your current resume — or, if you don't have one, we build from zero.
The goal of this step is to lock a search brief I can execute against without re-checking with you every day. If the target isn't specific, volume doesn't help.
Specific role titles, compensation range, seniority, remote/hybrid preference.
Markets you'll consider. Visa sponsorship requirements, if any.
Companies you'd love to work at and ones to exclude. Industry filters.
Baseline audit of what's already there — or start from scratch if needed.
Most resumes are job-duty checklists. The ones that land interviews tell a story — target role as the destination, past experience framed as the route. I rewrite your master resume from scratch, then optimize your LinkedIn to match.
A commodity-style resume is now a negative signal. Hiring systems flag them. Every piece of your positioning has to read like it was written by a human, for a specific role.
Positioned for target role. Keywords, framing, seniority signals all deliberate.
Headline, about, experience, featured section. Designed to pull inbound recruiter interest.
Career story with a clear direction, not a chronology of tasks.
We iterate until the framing is right before any submissions start.
This is where most self-led searches stall — daily sourcing is a job by itself. I source directly from company career portals and ATS platforms. Never LinkedIn feeds. Never Indeed. Never Easy-Apply.
Applications submitted through a company's own career portal see a 3-4× higher review rate than Easy-Apply submissions — because they signal intent. That's the entire point of direct-ATS sourcing.
Fresh postings checked daily across your ICP. Same-day application when the fit is right.
Workday, Greenhouse, Lever, Taleo. Straight from where hiring teams post.
Every role is scored against the search criteria and your resume/profile fit before it reaches the shortlist. Weak fits get cut.
No Indeed. No Glassdoor listings. No Easy-Apply. No LinkedIn feed scrolls.
The shortlist lands in a shared live tracker. Each role comes with a fit score, a selection reason, and a one-line why-this-one. You approve or pass. Passed roles stay logged so we never re-surface the same thing twice.
For approved roles, I tailor the resume and cover letter to that specific job description — keywords, framing, seniority signals, and role-specific motivation all dialed to the posting — and submit on your behalf. You always know what went out, when, and why.
Google Sheet or Notion — fit scores, status, next steps, all in one view.
Every submitted job gets materials tailored for that specific job description.
Every job completed, every submission, every response, and every interview stays logged for pattern analysis.
Approved roles go out same-day — timing matters for fresh ATS postings.
Every Friday you receive a written strategy report: response rates by sector, interview conversion, market signals, and proposed direction changes. If a positioning angle isn't working, we adjust. If a new target sector is opening up, we pivot.
A search without weekly iteration is just repetition. The weekly report is the mechanism that keeps the search improving instead of plateauing.
Submission → callback → interview conversion, tracked per sector and per resume version.
What's opening, what's freezing, what's paying — synthesized from the week's sourcing.
Resume and LinkedIn refresh when response data says a version isn't landing.
If a sector isn't hiring, we shift ICP. If pay bands shifted, we adjust target.
Landing interviews is half the job. Closing offers is the other half. When you move to interview rounds, I prepare you: company context, likely questions, positioning strategy. When offers come in, I help you negotiate — market benchmarking, counter-offer strategy, equity review.
Most searches lose value in the final two miles: underselling at interview, or accepting the first offer without negotiating. That's where the escalation matters most.
Company research, likely questions, strategic positioning before each round.
Behavioral, case, or executive presentation — tailored to the specific interview.
Market benchmarking, equity modeling, counter-offer drafting through close.
Multiple-offer sequencing, timing leverage, start-date negotiation.
Send a short brief to align on target role, geography, and timeline. If it's a match, we'll lock the scope and move to positioning within the week.