From Qualified to Chosen: 90 Days of Career Truths from My LinkedIn Feed
Being “qualified” gets you into the funnel. It doesn’t get you the job.
Over the last few months, I’ve been talking a lot about what actually moves candidates from the top of that funnel to an offer: outcomes, clarity, and intent. Here’s a recap of the core ideas that keep resonating—with clients, hiring managers, and yes, even the algorithm. Connect with me on LinkedIn so you can stay up to date on today’s career trends.
1) The funnel is real—and crowded
Applicant volumes are through the roof. For some roles, thousands of clicks pour in. That’s not a “system is broken” problem; it’s a competition problem. The way through isn’t more applications—it’s better ones. Stand out with a clear story, measurable impact, and a profile that doesn’t read like everyone else’s.
Try this: Before you apply, answer: What did I change, by how much, and why did it matter? If you can’t, you’re not ready to submit.
2) Move from “we” to “I”
Humility is great; vagueness isn’t. Hiring teams need to know what you led, built, fixed, or improved.
“We delivered $50M ARR” → Who did what?
“I led X and delivered $30M ARR (over half the team’s total)” → Now we’re talking.
Ownership signals confidence and clarity—and it’s interview fuel.
3) AI is a tool, not your ghostwriter
Generic AI resumes are getting flagged and tossed. Why? They read like everyone else’s and raise trust issues. The fix isn’t to avoid AI—it’s to use it intentionally: strip boilerplate, rebuild bullets around outcomes, and keep your voice.
I’ve shared (and shipped) a few things to help:
A custom GPT trained on human, outcome-driven resumes (so you don’t sound like a template).
A job search tracker that organizes targets, outreach, interviews, and follow-ups.
A Boolean alert recipe to keep high-fit roles flowing to you.
4) Quality beats quantity (every time)
Mass-applying is a reaction to stress, not a strategy. The alternative: treat your search like a weekly pipeline.
Pick a tight set of target companies.
For each role, find one insider and send a concise, specific note.
Track every touchpoint and follow up five business days later.
Measure success by conversations and interviews, not applications sent.
Four weeks of focused activity beats 400 blind clicks.
5) If you’re stuck on remote-only, widen the lane
Remote roles pull national (and global) competition. If you can realistically consider hybrid or on-site, your odds go up. It may not be perfect—but momentum matters.
6) The market is shifting—lean into what only humans do
AI is changing the landscape. So are fractional leadership roles, skills-based matching, and new pathways that don’t require degrees. The constant? Human skills that don’t go out of style: judgment, clarity, empathy, and the ability to tell a credible story about impact.
7) Micro-habits that add up (the 10-minute cadence)
If time is tight, progress can still be real:
Day 1: Message one dormant contact.
Day 2: Refresh the first 3 lines of your headline or summary.
Day 3: Save one high-fit role.
Day 4: Leave a thoughtful comment on a relevant post.
Day 5: Thank someone who helped you.
Day 6: Add one measurable bullet to your resume.
Day 7: Rest.
Visibility compounds.
8) Due diligence beats outrage
Scams exist (hello, “ATS-compliant” upsells). So does engagement farming. Before you spiral:
Verify the source.
Ask questions instead of assigning blame.
Focus on what you can control: your message, your targets, your follow-through.
TL;DR (and what to do next)
Don’t be beige. Lead with outcomes.
Own your I.
Use AI to sharpen, not to sound generic.
Run a pipeline, not a lottery.
Widen your options if you’re stalled.
Keep moving—small, daily steps count.
Want help making your resume unmistakably you (and interview-ready)? I built tools and workflows to do exactly that. If you’re ready to cut the noise and focus on results, let’s talk.
