Dear Reader:

Last night, I took my daughters to their very first concert.

The headliner was Forrest Frank, the Christian artist behind upbeat songs like Good Day and Lemonade. The music was fun, the crowd was energized, and the atmosphere was overwhelmingly positive. But what surprised me most wasn't the concert itself—it was how encouraged I felt afterward.

I left thinking about a simple truth: you are what you consume.

Most of us have heard the phrase, "You are what you eat." The idea is straightforward: the food you consume fuels your body, impacts your energy levels, and shapes your overall health.

The same principle applies to your mind.

Research consistently shows that the content we consume influences our mood, outlook, stress levels, and even our behavior. Spend enough time scrolling through negativity, outrage, and fear, and it's difficult not to absorb some of it. Surround yourself with encouragement, inspiration, and hope, and you'll often find your perspective begins to shift as well.

This is especially important if you're job searching.

A job search is consistently ranked among life's most stressful experiences. It can be filled with uncertainty, rejection, waiting, and self-doubt. During those seasons, it's easy to become consumed by discouraging headlines, LinkedIn comparison traps, doom-scrolling, and endless stories about layoffs and economic uncertainty.

But when you're navigating a career transition, you have to be intentional about how you're fueling both your body and your mind.

Pay attention to the voices you're listening to.

Pay attention to the content you're consuming.

Pay attention to the people you're surrounding yourself with.

Are they helping you move forward, or are they keeping you stuck in fear?

The truth is that while you can't control hiring decisions, market conditions, or how quickly opportunities emerge, you can control what you feed your mind each day.

Choose people who encourage rather than discourage.

Choose content that reminds you of your strengths rather than magnifies your insecurities.

A successful job search requires a strong resume, a smart strategy, and consistent networking. But it also requires resilience. And resilience is built by what we repeatedly consume.

So this week, take inventory. What are you feeding your mind?

Because just like your body, your mindset becomes stronger—or weaker—based on what you consume.

Rooting for you,

Table of Contents

• Dear Reader:

• The Skills New Graduates Need to Compete in an Ult …

• How to Pick a 1% Startup

• Is Your Job Search About More Than a New Job?

• Take our Reader Insights Survey

• Mid-Career Women Are Trading The Ladder For Owners …

• Stop Doomjobbing!

• Job Market Visualizer

• Before you turn in your notice….

The Skills New Graduates Need to Compete in an Ultra-Competitive Hiring Market

The average new college graduate entering the workforce today has parents who were listening to Lauryn Hill, NSYNC, and Third Eye Blind when they graduated from college. In fact, most of those parents likely launched their careers between 1997 and 1999—a time when job searching looked dramatically different than it does today.

Back then, there was no LinkedIn, no Indeed, and no AI-powered resume tools. Job seekers attended campus recruiting events, searched newspaper classifieds, mailed resumes, and relied heavily on personal connections. One executive told me she used Hoover's in the library to identify companies and mailed her resume to 50 organizations in pursuit of an internship. Another remembers carrying printed resumes on premium paper and networking her way into opportunities. And perhaps the most surprising revelation? One reader shared that her first job came through a connection who arranged an informational interview and encouraged her to mention his name to HR.

As I read these stories, I was struck by something: while the tools have changed, the fundamentals haven't. The most successful job seekers in 1998 built relationships, sought referrals, researched employers, and found ways to get noticed. The most successful job seekers in 2026 do the same. Technology has transformed the process, but human connection remains at the center of every great career. If you're helping a new graduate navigate today's job market, our latest article offers practical guidance for launching a career in a very different—but surprisingly familiar—world.

Read our latest article below.

How to Pick a 1% Startup

One trend I've noticed among my C-suite clients: many aren't looking for their next role at a household-name company.

They're looking for the next breakout company.

The challenge, of course, is figuring out how to spot the next Anthropic, Figma, or Stripe before everyone else does. That's why I enjoyed this interview from Lenny Rachitsky. He sat down with five leaders whose careers include an impressive roster of companies that went on to become category-defining success stories: Palantir, OpenAI, Facebook, Stripe, Linear, Figma, Notion, Slack, Box, Spotify, and Dropbox. Their insights offer a fascinating look at the signals they look for when evaluating early-stage companies with outsized potential.

If you're an executive who is considering a move into the startup ecosystem—or simply curious about how top operators evaluate opportunity—this article is worth your time.

Read: How to Spot a Top 1% Startup Early 👉 https://www.lennysnewsletter.com/p/how-to-spot-a-top-1-startup-early

Is Your Job Search About More Than a New Job?

Since the pandemic, I’ve heard people more people say, "I don't know if I need a new role or a completely new industry."

New research from Australia's HILDA panel—which tracked approximately 17,000 people over 24 years—offers an interesting perspective.

Researchers found that the mental health benefits associated with a voluntary job change were driven almost entirely by people who changed industries, not just employers. Those who made an industry pivot experienced a noticeable boost in well-being that lasted for several years after the transition.

Of course, it's important not to overstate the findings. The research doesn't prove that changing industries causes better mental health. It may be that people who felt stuck, misaligned, or burned out found greater purpose and fulfillment in a field that better matched their interests, strengths, or values.

Still, the study raises an interesting question: If you've been unhappy at work for years, is it possible that you're solving for the wrong problem?

Further Reading: Tim Ballard, PHD Blog How Do Different Types of Job Changes Affect Mental Health?

Take our Reader Insights Survey

Please consider taking our reader insights survey. We will read every single comment and piece of feedback that you share.

Mid-Career Women Are Trading The Ladder For Ownership

A recent article by Caroline Faircloth in Forbes put words to a trend I've been noticing for years—in my local peer groups, among my clients, and in the private Facebook groups and Slack channels where women talk candidly about work.

Millennial women don't necessarily want the corner office anymore. Increasingly, they want to own the office.

The numbers support it. Women started 44% of new businesses in 2025, up from 29% in 2019. Among Gen Z entrepreneurs, women's share of new businesses jumped from 38% to 47% in just one year.

Why the shift? For many women, the traditional corporate equation no longer feels balanced. The expectations continue to rise: longer hours, greater visibility, more emotional labor, and higher performance standards. Yet the rewards—whether financial, personal, or lifestyle-related—don't always keep pace. At some point, the math stops mathing. When you're asked to give more and more without a clear promise of return, entrepreneurship begins to look less like a risk and more like a rational alternative.

Read Caroline’s Article in Forbes

Stop Doomjobbing!

A new study found that 42% of job seekers apply to four or more jobs per search session, and nearly half admit they don't even read the full job description before clicking "Apply."

Some spend less than 30 seconds reviewing a role.

I understand why. When you've been searching for months, hearing nothing back, and wondering what recruiters actually want, it's tempting to treat job search like a numbers game.

But here's the problem: the best opportunities rarely go to the person who applied to the most jobs. They go to the person who made the strongest case for why they're the right fit AND who made a connection with the decision maker.

I see this every day with executives. They spend hours firing off applications and minutes thinking about positioning.

My advice? Apply to fewer roles and invest more time in each one.

Before you click submit, ask yourself:

• Do I understand what problem this employer is trying to solve?
• Can I clearly connect my experience to that problem?
• Have I tailored my resume to reflect the priorities in the posting?
• Have I identified a hiring manager, leader, employee, or mutual connection who can help me get beyond the applicant tracking system?

The most successful job seekers aren't just applying. They're creating opportunities for meaningful conversations with decision-makers. One thoughtful introduction, referral, or networking conversation can be worth more than dozens of online applications.

A thoughtful application may take longer, but one targeted application is often worth more than ten rushed ones.

Further Reading:

How to Find & Connect with Recruiters

Monster.com’s: Doomjobbing Report: 48% of Job Seekers Apply Without Reading the Full Job Description

Job Market Visualizer

A tool I’ve been using with clients lately is a simple but powerful job market visualizer built on Bureau of Labor Statistics data.

It maps 342 occupations (covering ~143M U.S. jobs) and lets you explore the labor market visually.

Each tile shows:

• Size = total employment

• Color toggle = growth outlook, median pay, education requirements, or AI exposure

• Click-through = full BLS role breakdown

Most job seekers think in titles and openings. This helps you think in systems: where jobs are growing, where pay and education align (or don’t), and where roles may be more resilient in an AI-driven economy. For executives especially, it’s a useful reset from “what’s available?” to “where is opportunity actually expanding?”

Worth exploring here: https://github.com

Before you turn in your notice….

When you finally receive the phone call you've been eagerly anticipating, it may be tempting to immediately celebrate, share the news on social media, and celebrate with a victory dance. However, I must caution you by saying, "It's not over until it's over," or in this case, until your start date is confirmed. Before taking any action, make sure to obtain written confirmation. Push the recruiter or hiring manager to provide you with an official offer letter that includes all the details.

I've been around long enough to see heartbreak. I've seen candidates put in their notice without an official letter documenting the offer. It is important to note that many job offers are conditional. If you have any concerns about passing a background check, refrain from resigning from your current job until you have received official confirmation. I have seen offers being withdrawn because the candidate had a DUI on their record or failed to disclose a previous bankruptcy in their application. It is crucial to understand that an offer letter is typically not a contract, especially in "right to work" or "at-will" states.

Take the time to review the benefits package before starting your new job. Ensure that there are no surprises when it comes to your employment benefits. Some employees may not be eligible for insurance immediately, so make sure you know when your coverage will begin and what your monthly out-of-pocket expenses will be. I have seen benefits become a deal-breaker for candidates. You may be offered a higher salary, but if the employer-sponsored health plan requires pre-authorization, has a high deductible, or requires a significant percentage of the health plan's costs, you could actually end up taking a pay cut by making a career move.

Consider waiting a few weeks before updating your LinkedIn profile after changing jobs. While this is subjective, I believe you have a grace period of one to two months. It is important to note that no job is perfect. Based on my conversations with transitioning employees, the majority of them realized within the first month that they were in a bad job or that it was not aligned with their skill set. Companies can deceive you, and what may initially seem like a "dream job" could turn out to be a sinking ship.

Dear Reader:

Have you ever really stopped to think about the psychology behind how we make choices?

I was standing in the grocery store last week, staring at the ice cream freezer.
Every pint was roughly the same size.
Most had nearly identical core ingredients—milk, cream, sugar.
And yet… prices varied by 20–25%.

So what are we actually buying?
Brand. Familiarity. Perceived quality. Flavor reputation.
Because if you’re like me, you’re not experimenting much with ice cream.
It’s an occasional indulgence—and you want to minimize the margin of regret.
I almost always go with my default: Graeter’s cookie dough. Reliable. Proven. No surprises.

But then a friend told me the store started carrying McConnell’s salted caramel chip—and said it was “the best ice cream she’s ever had.”

Here’s the thing:
I wasn’t even thinking about that flavor before she said it.
But the second she did? I wanted it.
She changed my buying behavior with one simple thing: trusted endorsement.

That’s exactly how hiring works.

Companies say they want the “best” candidate.
But most of the time, they hire the safest candidate:
✔️ The one from a recognizable competitor
✔️ The one with the elite MBA
✔️ The one with the perfectly linear career

In other words, what they already know. Because just like in the freezer aisle, familiarity feels like less risk.

But that changes when someone trusted says:
“You need to talk to this person. They’re exceptional.”

That’s when doors open for candidates who don’t look “obvious” on paper.
If you’re job searching and relying solely on applications, you’re asking someone to pick an unfamiliar flavor with no context.
Most won’t.

But when the right person tells your story for you?
Now you’re not a risk—you’re a recommendation. And that’s when decisions chang/

My advice, dear reader, is to find that internal champion.

Rooting for you,

Table of Contents

• Dear Reader:

• Meet Our New Interview Coach & Strategist

• Non-compete Legislation Changes

• Beware: Job Search Scam

• Chinese Tech Workers Pushing Back on Training AI D …

• The New Grad Hiring Market is….Interesting

• AI Prompts for DIY Resume

Meet Our New Interview Coach & Strategist

I’m excited to introduce Robin, the newest member of the Briefcase Coach team. With more than 20 years of experience in career development, she has guided professionals and graduate students toward clear, results-driven career outcomes, most recently as Associate Director of Career Development for graduate business programs at UNC Charlotte. Her background spans higher education and corporate recruiting—including Wake Forest University, Johnson & Wales University, Wachovia, and Carolinas Healthcare System—giving her a well-rounded view of how hiring decisions are made. At the senior level, opportunities for candid feedback are rare, yet the stakes are high—clients need both honest critique and thoughtful validation. Robin is uniquely equipped for that work: equal parts savvy and warm, she creates a space where clients can be vulnerable and practice with confidence, while delivering sharp, actionable insights that help them elevate their positioning and performance.

Check out the entire Briefcase Coach team of job search and career experts.

Non-compete Legislation Changes

A major shift is coming out of Washington state (not DC)—and it’s one every executive (and employer) should have on their radar. The state just passed a sweeping law that will void nearly all non-compete agreements by mid-2027, including many that are already in place. Supporters argue this will unlock innovation and talent mobility (think Silicon Valley dynamics), while critics warn companies will simply tighten other restrictions like NDAs and non-solicits. I’ve linked the full article below—it’s worth a read.

Geekwire Article: Non-compete Ban & What it Means for Tech

Beware: Job Search Scam

A quick (and important) heads-up: there’s a highly sophisticated job search scam circulating right now—and it’s catching incredibly smart, senior-level professionals off guard. I’m getting multiple emails a day from executives who’ve been approached about a “perfect-fit” role, only to be told they need a stronger resume and then referred to “me.” The catch? It’s not me. Bad actors are impersonating my brand using fake email addresses, scraped content, and AI-generated messaging to build credibility, collect personal information, and take payment for services they never deliver. They’re mining LinkedIn for details, creating convincing outreach, and targeting people who are actively exploring opportunities.

I have heard from over 50 Vice Presidents, C-Leaders, etc., who have been catfished. And it’s not just me who is being impersonated. I exchanged emails with Lindsay Ellis over at the Wall Street Journal this week and it sounds like this is a massive issue.

WSJ Article (paywalled): Scammers are Stealing Recruiters’ Identities to Scam Job Seekers

Chinese Tech Workers Pushing Back on Training AI Doubles

Hung Lee—the voice behind Recruiting Brainfood—shared the article below in his latest issue, and it felt like important mind fodder for this audience. His stuff is really good and worth the subscribe.

With the news that Meta is making another round of mass lay offs, days after the internal announcement that it’s going to use employee keystrokes as training data for it’s AI models, the penny is starting to drop for the early AI enthusiasts who are building the machines that are going on to replace us all. Employers using employee metadata to train their AI Agent replacements is certainly going to be resisted, and I’m beginning to wonder whether then slow adoption of AI in enterprise may in fact in some part surreptitious sabotage by employees concerned that they will not be the ones sharing in the productivity gains delivered by AI. Resistance is happening in China, where “Colleague Skill” - a Github repo where you can distill your team mates metadata in an effort to make your colleagues more dispensable - went viral, whilst other developers have built ‘anti-distillation’ tools, a form of data poisoning which make sure any AI replacements trained on your data actually become incompetent AI workers.

Another interesting read: Employers say they struggle to find workers with the right AI skillset

The New Grad Hiring Market is….Interesting

Here’s an interesting (and slightly conflicting) reality check for the Class of 2026: starting salaries are actually trending up—even as the job market gets tougher. According to the National Association of Colleges and Employers, most majors are seeing solid salary growth, with computer science leading the pack (up nearly 7% to an average of $81K+), followed closely by engineering and math/science fields. Business grads are also seeing a healthy bump, especially in marketing, sales, and management roles. In-demand majors? No surprise—it’s still business, engineering, and computer science dominating hiring plans.

But here’s the tension: higher salaries don’t mean an easier job search. Recent grad unemployment is hovering around 9.7%, on par with high school grads, as companies pull back on entry-level hiring amid economic uncertainty and AI disruption. The encouraging part? Data from ZipRecruiter shows this class is adapting—adjusting expectations, staying flexible, and actually landing roles faster than last year’s grads.

💼 Translation: the market is tougher, but not impossible—if you know how to navigate it.

AI Prompts for DIY Resume

I recently led a corporate webinar for early-career professionals at a F100 Tech company, and one thing was clear: this group isn’t just AI-curious—they’re AI-fluent and eager for practical ways to use it well. We spent time on how to use smart prompts to build stronger, more professional resumes, and while I’ll always stand by the value of a professionally written resume for senior leaders, AI can be a powerful starting point for those earlier in their careers. It helps you get unstuck, organize your experience, and build real momentum.

I’ve included a set of the prompts I shared so you can put them to work (download below and save for later). And if you’re planning programming for an ERG, SIG, or team event, I’d love to partner with you to bring this kind of practical, strategic career guidance to your group.

Dear Reader:

March is when brackets bust and underdogs rise. Every year, someone you didn’t see coming knocks out a top seed. Careers work the same way. The professionals who advance aren’t always the ones with the most obvious pedigree—they’re the ones who keep showing up prepared for the next round. They study the field, adjust their strategy, and take the shot when the moment opens. In other words, they play to win the game they’re actually in.

If you’re in the middle of a career season that feels uncertain—an unexpected job search, a stretch assignment, or a role that’s not quite the championship you envisioned—remember this: momentum matters more than seeding. One strong conversation, one bold application, one well-timed introduction can change the entire bracket. Keep playing. The next round might be closer than you think. 🏀

To celebrate women in sports, I’d like to invite all of my readers to participate in the first Briefcase Coach Women’s Basketball NCAA Bracket Challenge.

First prize: $100 CASH or a one-on-one interview coaching session (value $249)

Second prize: A gift box valued at ~$75 or a resume review (value $149)

*Only one prize will be awarded for each category. If multiple entries tie for the top score, the winner will be chosen by a random drawing from the top-scoring participants

As always, I am rooting for you,

Sarah

P.S. You’re not imagining things—this newsletter usually lands on Wednesdays. I made an exception this week for Selection Sunday.

Table of Contents

• Dear Reader:

• LinkedIn Posts Are Shaping ChatGPT

• Ladies, We Have a Problem

• Insider Tips to Connect With Recruiters

• The Workers Who Lost to Steam Engines Didn't Write …

• What You Need to Know About Executive Recruiting

• 360 Reference Check

• Can you do me a favor?

LinkedIn Posts Are Shaping ChatGPT

LinkedIn is now the #1 source ChatGPT cites when people ask professional questions—from leadership and careers to hiring and personal branding. That means the content you share today could shape the AI answers of tomorrow. Research from Profound shows LinkedIn surged from outside the top 20 to one of the most-cited sources in ChatGPT responses between November 2025 and February 2026, highlighting just how influential professional posts have become. Not entirely coincidentally, LinkedIn’s parent company, Microsoft, owns roughly a 27% stake in OpenAI. But here’s the challenge: many professionals want visibility on LinkedIn without coming across as a try-hard. In my latest article, I share insights from LinkedIn Top Voices—including Michael Quinn and Ryan Rhoten—on how to position yourself as an expert without becoming a “cringe-pert.”

Article: LinkedIn Strategies for Thought Leadership: Avoid the “Tryhard” Trap

Ladies, We Have a Problem

BlackRock announced plans to invest $100 million in skilled-trade training programs through nonprofits and workforce development partners across several states, with the goal of training 50,000 workers over the next five years. I assume the main reason for this “philanthropic” investment is that the U.S. may run out of electricians needed to build the infrastructure powering artificial intelligence, and could create a bottleneck for AI data center growth. The concern is real: electrical work alone can account for 45–70% of total data center construction costs, according to the International Brotherhood of Electrical Workers.

What about women?: There’s another dimension to this story that isn’t getting much attention: gender. If the U.S. urgently needs more skilled tradespeople, why aren’t we seeing a stronger push to recruit women into these roles and remove the barriers to keep them engaged? According to the Bureau of Labor Statistics, women make up only about 2–3% of electricians and roughly 2–5% of plumbers, with similarly low representation in carpentry.

At the same time, many roles most exposed to AI disruption—data entry, customer service, and routine content work—are heavily female. For example, the U.S. customer service workforce totals nearly 3 million people, about 66% of whom are women. If the jobs growing fastest in the AI economy are in skilled trades while many routine cognitive roles face automation pressure, the future of work conversation may also need to become a much bigger conversation about gender and opportunity.

Additional Reading: BBC: Female Electricians: A Climate Solution?

Article: The Great AI Displacement is Here. Women’s Jobs Are Most At Risk

Insider Tips to Connect With Recruiters

In today’s market, the smartest job seekers know that submitting applications online isn’t enough. The most effective candidates treat their job search like a sales strategy, building a robust contact list that acts like a personal CRM. If you want to take your search to the next level, check out my latest comprehensive article on how to find and connect with recruiters—packed with actionable tips and several embedded videos to guide you step by step.

Article: Insider Tips to Find and Connect With Recruiters

The Workers Who Lost to Steam Engines Didn't Write the History Books

Jan Tegze, one of my favorite LinkedIn writers, may have just written one of his best pieces yet, and I first spotted it in Recruiting Brainfood. He takes on the “AI Optimist” view, which leans heavily on Jevons’ Paradox and a rosy interpretation of past tech revolutions.

History tells a harsher story: most displaced workers didn’t seamlessly move into new roles—they aged out, often into poverty. Tegze also highlights what AI optimists ignore: imperialism and colonialism shaped who gained from technological leaps, and the workers who lost out didn’t get to write the history books.

Article: The Workers Who Lost to Steam Engines Didn't Write the History Books

What You Need to Know About Executive Recruiting

I like to highlight a podcast episode in every newsletter, and this one is a must-listen for anyone with C-suite ambitions. Professional search firms play a crucial role in discovering and selecting leaders for senior roles, so understanding their process is key. In this episode, Mark Thompson, chairman of the Chief Executive Alliance, and Byron Loflin, global head of board advisory at Nasdaq, break down how to develop your leadership narrative, navigate formal assessments and reference checks, and build ongoing relationships with recruiters. Both are authors of the HBR article “How to Stand Out to C-Suite Recruiters” and the book CEO Ready: What You Need to Know to Earn the Job and Keep the Job.

Podcast Episode: What You Need to Know About Executive Recruiting

360 Reference Check

I’ve noticed an interesting juxtaposition in executive search. Some of my executive coaching clients walk into senior-level interviews where the process is almost ceremonial—they spend a few hours “shooting the breeze” with colleagues, and all the preparation we did in advance ends up feeling unnecessary. On the other hand, other clients face marathon processes: eight or nine rounds of interviews, with multiple peers, former bosses, and even spouses providing input before an offer is extended. These 360-degree background interviews go far beyond typical leadership and results-focused questions. Companies are also asking about lifestyle, habits, and personal priorities, seeking a holistic view of how the candidate fits into both the culture and the long-term trajectory of the organization. The contrast is striking—and a reminder that executive hiring processes can vary dramatically depending on the company, the role, and the decision-making team behind it.

Additional Reading: SHRM: Executives Warrant More Thorough Background Screens

Additional Resources: Briefcase Coach One-on-One Interview Coaching

Can you do me a favor?

I’m on a mission to help job seekers land amazing jobs. Would you consider doing one of the following:

• Forward or use the referral link below to share this newsletter with your job-searching friends or post about it on social media. This small act really helps!

• Reach out to us about featuring your executive job posting in our newsletter. We are looking for hiring managers, founders, and search firms to talk on video about their ideal candidates.

• Consider sharing my company name with your HR leadership. We are a great “white-glove” boutique option for executive outplacement

• Recommend me as a paid speaker for your company events on networking, job searching, or leveraging LinkedIn

• Recommend my services to high performers wanting to work one-on-one with an executive resume writer / or experienced interview coach

Dear Reader:

January 2026 marked the worst start to a year for U.S. layoffs since 2009, with employers announcing 108,435 job cuts, a 118% increase from January 2025 and 205% more than December 2025.

Naturally, this news means more people are flocking to LinkedIn.

"My company XX just laid off 20%. I, unfortunately, was one of those people. I am available to start immediately."

𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝘀𝗲𝗲𝗻 𝗮 𝗽𝗼𝘀𝘁 𝗹𝗶𝗸𝗲 𝘁𝗵𝗶𝘀 𝗯𝗲𝗳𝗼𝗿𝗲?

I saw several this week from well-meaning job seekers.

This post is sad because you know this person was completely blindsided and wants to find a job as soon as they can.

And I always think: Oh, I want more for them.

Because they are more than the layoff.

They’re not just someone who’s “available.” They’re someone who has contributed, solved problems, led projects, built expertise, and earned wins — even if it’s hard to remember that in the middle of a tough week.

That’s why I’d love to see job seekers include just a bit more in these posts, such as:

• Projects they’re proud of

• Skills they bring to the table

• Results they’ve delivered

• Recognition they’ve earned

A layoff may be the headline, but their value is the story.

To help, I put together a quick-hit article with a simple, strong “Open to Work” template that makes it easier to share not just what you need — but what you offer.

Rooting for you,
Sarah

Table of Contents

• Dear Reader:

• Executive Networking Mistakes

• How to Articulate Your Contibutions As a Senior Le …

• Interview Coaching

• How to Get on a Corporate Board

• Think Like an Olympian

• UK Employment Law Changes

• Are Bonuses Going Away?

• Can you do me a favor?

• In Case You Missed It...

Executive Networking Mistakes

Most executives think they’re “good at networking”… until their job search stalls.
The mistakes senior leaders make today are subtle, costly, and more common than you’d expect.

I broke them down in a new article—complete with fresh data, video, and strategies you can use immediately.

How to Articulate Your Contibutions As a Senior Leader

If you’ve ever struggled to talk about your accomplishments without feeling like you’re taking too much credit — or not enough — Melody Wilding’s work is a must-read. In her article (and in her new book, Managing Up), she tackles one of the trickiest challenges of senior leadership: articulating your value when your impact happens through others. As you rise, visibility becomes non-negotiable, yet many executives either over-deflect (“my team did it all”) or overclaim (“I turned it around”). Wilding offers a powerful middle ground, with practical frameworks like “We-then-Me,” speaking to scale, naming invisible work, and highlighting strategic judgment — all ways to own your leadership without overshadowing your team. It’s a timely reminder that communicating impact isn’t bragging — it’s part of the job.

Harvard Business Review Article: How to Articulate Your Contributions

Interview Coaching

Did you know that we offer one-on-one custom interview coaching? Over the past month, we’ve conducted interview coaching with titles ranging from Chief Medical Officer to Vice President of Consumer Insights. When playing in a high-stakes interview environment, the critical edge you get from our advanced interview coaching ensures you’re set to show up at your best: at ease, confident, prepared, and able to navigate both the expected and the unexpected. 

Read more:  Interview Coaching

How to Get on a Corporate Board

Many of my Briefcase Coach clients are exploring how to leverage their executive experience into a paid corporate board role. I recently listened to an excellent episode of the Board Vision podcast featuring Mary Beth Vitale, a faculty member with the National Association of Corporate Directors (NACD) and Chuck Gray, co-founder of the corporate board recruitment practice at Egon Zehnder. They offer a clear, behind-the-scenes look at how board recruitment really works. Highly recommend the interview for anyone considering a board path.

Board Recruitment 101

BoardVision · Episode

open.spotify.com/episode/5Z1aGaLaoNGKRuH0hZT0W3?go=1&sp_cid=9e2e2743e1f3e0c4ff1d8b7beeb7d3f0&utm_source=embed_player_p&utm_medium=desktop

Think Like an Olympian

If you are glued to the Winter Olympics and (I can’t get enough Breezy Johnson!), you’ve probably caught a few of the human interest stories between events. They really are the best part.

They remind us that behind every medal is a long, messy, deeply human journey: setbacks, doubt, injury, sacrifice, and an extraordinary commitment to keep going anyway.

“Athletes who have reached that level are typically all around the same athletic standard,” says sports psychologist Kai Laird, but what sets champions apart from the rest “really comes down to that mindset.”

And that same mindset shift applies to the rest of us, too — especially in our careers.

One of the tools elite athletes use is visualization: mentally rehearsing success before it happens. World-record holder Katie Ledecky has shared, “I have my goals, and I visualize things to help me achieve those goals… I know what my stroke should feel like…”

That practice isn’t just for Olympians. Whether you’re preparing for a big interview, stepping into a new leadership role, or navigating a career transition, taking time to picture the outcome — and the process it takes to get there — can be incredibly powerful.

Article: https://www.vox.com/even-better/362840/olympians-olympics-mental-hacks-visualization-sports-psychology-mindset-elite-athletes

Recommendation: Want an Olympic Gold Medalist to be your mindset coach? Check out my friend Joe Jacobi.

UK Employment Law Changes

Big news out of the UK: the Employment Rights Bill received Royal Assent on 18 December 2025, marking one of the most significant overhauls of UK employment law in a generation.

One of the most notable updates? Day-one family leave rights.

Under current rules, employees must work 26 weeks before qualifying for two weeks of government-funded paternity leave, and one full year before becoming eligible for up to 18 weeks of unpaid parental leave per child. The new Act eliminates those service requirements entirely — meaning paternity and parental leave will become day-one rights.

Another important shift: employees will no longer lose access to paternity leave simply because they’ve taken shared parental leave in the past. The restriction is being removed, giving families more flexibility in how they structure leave.

These changes are expected to take effect in April 2026.

It will be fascinating to see whether the United States moves in a similar direction. Under current U.S. law (FMLA), eligibility requires working for a covered employer (50+ employees) for at least 12 months and logging 1,250 hours in the prior year — and the leave is generally unpaid, unless employees can supplement with vacation, sick time, or disability coverage.

The UK is clearly signaling a stronger commitment to early, universal family support. The question is: will the U.S. follow?

Read more here: https://global.lockton.com/us/en/news-insights/the-united-kingdom-introduces-reforms-for-stronger-employment-rights

Are Bonuses Going Away?

Bonus pay has long been one of employers’ favorite tools for attracting and retaining talent. When tied to performance, bonuses don’t just reward employees — they also create a powerful incentive to hit goals, drive results, and boost productivity. In fact, February is often one of the busiest months in the resume industry, as many professionals wait for their annual bonus payouts before beginning a serious search for their next role

But new research suggests that bonuses may be becoming less of a guarantee than many workers assume.

ADPPress recently analyzed six years of payroll data from nearly 12 million U.S. employees at companies with 50+ workers, spanning December 2019 through December 2024. Their findings were striking: bonuses are becoming less common across the workforce. Fewer than half of U.S. workers receive a bonus in any given year, and that share has been steadily declining since 2021. In 2024, fewer than 40% of workers received one.

That said, bonuses still play an outsized role at the highest income levels. For employees earning between $150,000 and $250,000 annually, bonuses make up about 10% of total compensation. For those earning more than $250,000, bonuses account for a remarkable 25% of total pay.

In other words: bonuses may be shrinking as a workplace norm — but for top earners, they remain a major piece of the compensation puzzle.

Read more: https://www.adpresearch.com/the-disappearing-annual-bonus/

Can you do me a favor?

I’m on a mission to help job seekers land amazing jobs. Would you consider doing one of the following:

• Forward or use the referral link below to share this newsletter with your job-searching friends or post about it on social media. This small act really helps!

• Reach out to us about featuring your executive job posting in our newsletter. We are looking for hiring managers, founders, and search firms to talk on video about their ideal candidates.

• Consider sharing my company name with your HR leadership. We are a great “white-glove” boutique option for executive outplacement

• Recommend me as a paid speaker for your company events on networking, job searching, or leveraging LinkedIn

• Recommend my services to high performers wanting to work one-on-one with an executive resume writer / or experienced interview coach

In Case You Missed It...

Top five articles from our past two newsletters:

Dear Reader:

A friend of mine calls the stretch between MLK Day and Presidents’ Day her “Winter Hibernation.”

“It’s when everyone is sick, it’s freezing outside, and there’s nothing on the calendar to look forward to.”

Instead of resisting it, she leans in — planning movies, books, and puzzles for her family so the season feels intentional, not stagnant.

This week, a snowstorm forced a hibernation at my house, too. School closed. Activities canceled. Just unexpected, unstructured time.

It reminded me of something we often forget:

Time spent on purpose is far more valuable than time simply spent.

We live in a world obsessed with productivity — tracking time, optimizing routines, staying endlessly busy. But being busy isn’t the same as being productive.

You can apply to 40 jobs and get zero responses.
You can answer 100 emails and make little impact.

This is especially true when it comes to job searching, which can quickly feel overwhelming. Too many people measure progress by applications submitted instead of decision-maker conversations.

Decision makers are, by definition, people who could hire you.

Your most important KPI isn’t how many roles you apply to — it’s how many conversations you’re having with people who could actually hire you. If your job search success were measured by conversations instead of applications, who would you reach out to first?

Slow down your job search to speed up your time-to-offer.

Winter offers rare space to slow down, reflect, and plant seeds intentionally — so when spring comes, you’re ready to bloom.

This week’s Career Briefs is about doing less, better — and focusing on what truly matters.

Rooting for you,

Table of Contents

• Dear Reader:

• Finding Patience When Progress Feels Slow

• I Accepted A Job. Then Got A Better Offer.

• Growth Often Happens Underground First

• Case Study: COO —> CEO The Power of Targeted Mess …

• Free LinkedIn Career Premium & Microsoft 365

• Free Universal Childcare for Two-Year-Olds

• Survey

Finding Patience When Progress Feels Slow

If you’re feeling frustrated by the slow pace of your job search, know that you’re not alone. Searching for a new role—especially while unemployed—can be one of the most mentally challenging exercises one could face (Holmes-.Rahe Life Stressor Inventory) I often hear job seekers say things like, “I’ve been at this for five months. I’m doing all the right things, and nothing is working. I’m unbelievably frustrated.”

Sheryl Davis, a health and wellness coach, recently addressed this in an episode of her podcast, “Wellness in a Chaotic World.” She shares insights on trusting the process, acknowledging small shifts, and caring for ourselves during in-between seasons—lessons that are just as relevant to careers as they are to wellness.

💼 Progress doesn’t have to be dramatic. In fact, the most meaningful changes often come from small, barely noticeable shifts—the ones that quietly add up over time. (And then you find yourself with three job offers after months of silence…)

Podcast Episode: Finding Patience When Progress Feels Slow

I Accepted A Job. Then Got A Better Offer.

In the past six months, I’ve seen a surprisingly common—and deeply uncomfortable—career dilemma surface among senior leaders in my network. It’s the kind of situation that doesn’t come with a clean playbook, especially for executives who care deeply about integrity, reputation, and long-term relationships.

The question at the center of it all?

What do you do when a clearly better job offer appears after you’ve already accepted—or even started—another role? Here’s how to handle this business decision.

Article: I accepted a job. Then got a better offer.

Growth Often Happens Underground First

I was talking with an HR leader this week—someone who has advised countless people on their careers. And yet, he found himself stuck.

"In three weeks, I’m going to lose my job. I’ll get some severance, but not much. I feel absolutely frozen right now."

Sound familiar? That fight/flight/freeze response can kick in for anyone facing uncertainty:

• Fight: frustration or aggression

• Flight: avoidance or procrastination

• Freeze: inaction or paralysis

Triggered by anxiety, uncertainty, rejection, and lack of control, it can leave you feeling overwhelmed—and even sabotaging your own efforts.

Here’s what I told him:

Step 1: Focus on Your Target Role
Clarity is power. Define your one target role—not four, not ten. Then refine it. Ask yourself:

• Who could help me? Who do I already know in this space?

• How much do I need to make?

• Am I willing to relocate?

• What do I need in the role to be happy?

This is your North Star. Everything else flows from it.

Step 2: Build the Best Resume You Can
Yes, I’m in the resume business, and yes, I’d love to help—but even if you write it yourself, make it excellent.

Why? Because the market is ultra-competitive. When people first hear you’re unemployed, they’ll say, “How can I help?” You want to be armed with a polished career marketing document and a clear message:

"Thanks for offering to help. I’m targeting [role/title] at companies like [X & Y]. I’d welcome introductions in this space."

Step 3: Do Target Company Research
Don’t skip this. Too many job seekers jump straight to job boards and miss the bigger picture. Identify the companies that actually value your skill set. Understand their challenges, culture, and openings. This research will guide your outreach and make your networking far more strategic.

Article: How to Build a Target Company List

The unsexy stuff—the clarity exercises, the research, the resume fine-tuning—doesn’t give you the dopamine hit of a “quick apply” application.

But this is the work that builds momentum, quietly setting the stage for results.

Case Study: COO —> CEO The Power of Targeted Messaging

Article: How Targeted Executive Messaging Led to a President Role at a $250M PE-Backed Company

Free LinkedIn Career Premium & Microsoft 365

If you’re a college student — or the parent of one — this is a resource worth sharing (Credit to Kevin Turner for sharing this on LinkedIn)

LinkedIn and Microsoft are offering 12 months FREE of LinkedIn Career Premium + Microsoft 365 to eligible higher-education students.

This bundle gives students access to powerful AI tools, productivity apps, and career-building features designed to support both academic performance and early career success, including:

• LinkedIn Career Premium

  • AI-powered resume and profile feedback

  • Interview prep tools

  • InMail credits to connect with recruiters and hiring managers

  • Insights into job and applicant trends

• Microsoft 365

  • Word, Excel, PowerPoint, Outlook

  • Cloud storage

  • Collaboration and productivity tools essential for coursework, projects, and internships

Important details:

• This is a limited-supply, time-bound offer

• Offer ends February 28

• Higher-ed student verification is required

If this applies to you or your family, I strongly recommend applying soon.

🔹 LinkedIn FAQs: https://lnkd.in/eWe3Quii
🔹 Microsoft Promo Page & Sign-Up: https://lnkd.in/eKmV_FsG

Free Universal Childcare for Two-Year-Olds

New York City is poised to become the first U.S. city to offer free, universal child care for two-year-olds — a bold effort to stem the exodus of families as living costs continue to soar.

Infant and toddler care in NYC now averages $26,000 per year, more than double the national average. The financial strain is forcing many parents to delay home purchases, downshift their careers, or rethink having additional children. For some, it’s driving the decision to leave the city altogether.

City and state leaders believe that offering free care for all two-year-olds could be a powerful retention tool — making it more feasible for families to stay and build their lives in New York.

In a recent LinkedIn post, Paulina Cachero, New York City Residential & Personal Finance Reporter for Bloomberg News, shared insights from families who said free child care would have been life-changing, influencing everything from decisions about having another child to whether they could afford to remain in the city at all.

“I don’t want any more families to leave New York,” Governor Kathy Hochul said during a visit to a Queens child-care center last week. “We want them to stay, but we have to work as a government to make life more affordable for them.”

Survey

Dear Reader:

Many of you reading this are considering launching a Q1 job search. Maybe you’re waiting for a bonus payout in February, or perhaps you’ve quietly decided that this is the year you make a move.

If that’s you, I want to offer a piece of advice that may feel counterintuitive—but is far more important than almost anything else.

Yes, you need a strong resume and clear, compelling branding materials (and of course, that’s work I can help with). But the single most important driver of a successful executive job search is this: having more conversations with decision-makers.

Too many smart, capable executives make the mistake of putting their entire job search in the hands of one person. The thinking often goes: “If I can just find the right recruiter, they’ll take it from here.” Unfortunately, that’s not how it works.

Recruiters are not real estate agents.
They’re not out there “shopping” for you or trying to place you in the perfect role in the right neighborhood.

Recruiters work for companies, not candidates—their incentives are tied to very specific searches at very specific moments in time. That’s why relying on a single recruiter (or even two) dramatically limits your exposure.

Instead, a successful job search is built on the volume and variety of relationships. I typically recommend that executives in active search mode identify 10–25 recruiters who specialize in their function or industry and stay in consistent, proactive communication with them. That doesn’t mean pestering—it means staying visible, relevant, and top of mind.

Momentum matters. The opportunities that move the needle most often come not from a single “perfect” connection, but from multiple conversations, overlapping networks, and being known by more people than you think you need.

Your goal isn’t to be represented.
Your goal is to be remembered.

I recently ran a LinkedIn survey with over 500 responses, asking executives what they would do differently if they could redo their last job search. 27% said the single most impactful change would have been having more recruiter relationships. The data reinforces what I see every day: more conversations with the right people = more opportunities.

If you’re considering a move this year, don’t wait for the “perfect” connection to fall into your lap. Start building those relationships now, and make sure you’re the candidate people remember.

As always, I am rooting for you,

Sarah

Table of Contents

• Dear Reader:

• Your Role Was Duplicated In A Merger—Now What?

• $$$ Bonus Season

• Nearly 80% of People Feel Unprepared to Job Search

• Disposition Data— Why This Should Concern You

• College Pedigree Matters… Again.

• US Talent Shortage— Internships

• Can you do me a favor?

Your Role Was Duplicated In A Merger—Now What?

www.briefcasecoach.com/what-to-do-when-your-role-is-duplicated-in-a-merger-a-30-60-90-day-plan

I’m seeing the same scenario show up again and again at the VP and executive level: a merger happens, performance is strong, and suddenly the acquiring company already has someone in your role.

When that happens, panic is understandable—but it’s rarely the right move.

I put together a clear 30-60-90-day plan for how to stabilize, protect your leverage, and create real options for yourself before decisions get made for you.

If you’re navigating role overlap after a merger (or sense one coming), this will help you think—and act—strategically.

Read more here: What to do when your role is duplicated in a merger

$$$ Bonus Season

Bonus season is around the corner. There’s a long-standing joke among resume writers that even the most ambitious job seekers suddenly develop a strong commitment to “waiting until February.”

I did a survey on LinkedIn this week and found that — of my readers who are expecting a bonus — more than 75% expected bonuses larger than the national average of $1,786.

Who’s getting the big checks? LinkedIn lets me see how people voted, and those reporting bonuses of $50K or more hold titles like VP of Sales, Head of Corporate Development, and CEO. The majority have responsibilities in revenue, sales, or business development.

This aligns with Deloitte’s Executive Compensation Survey, which found that 63% of companies limit annual incentives to directors and above—roles with greater influence over strategy and company-wide financial outcomes. Non-director roles are more often rewarded through base pay and smaller, performance-based incentives.

If you’re curious to benchmark your peers’ bonuses, the SEC requires public companies to disclose detailed executive compensation information in annual proxy statements, including pay amounts, types, and how compensation decisions align with company performance. These filings offer valuable insight into a company’s executive pay philosophy, structure, and incentives. To find SEC filings, you’ll go to its database known commonly as EDGAR.

Nearly 80% of People Feel Unprepared to Job Search

LinkedIn just released a new report showing how dramatically the job search has evolved over the past two years—most notably, the rapid adoption of AI on both sides of the hiring process. According to the report, 93% of recruiters say they plan to increase their use of AI in 2026, while 81% of job seekers either already use—or plan to use—AI in their search.

The unintended consequence? ATS chaos.

LinkedIn reports that the number of job applicants has doubled since 2022, yet recruiters are more overwhelmed than ever. AI has made it easier to apply, customize, and mass-submit applications, flooding systems with volume—but not necessarily with better-qualified candidates. As a result, strong candidates are getting buried, recruiters are drowning in noise, and the gap between “applied” and “actually considered” continues to widen.

💼 Brief Takeaway: Warm introductions and targeted emails will stand out in this market.

Read the report here: LinkedIn Research

Disposition Data— Why This Should Concern You

Indeed has quietly launched Disposition Sync, a new feature that could fundamentally reshape hiring—and how candidates are evaluated. Unlike a typical job board update or AI tool, Disposition Sync automatically pulls detailed post-application data from employers’ applicant tracking systems (ATS) and feeds it back to Indeed. This includes whether you were screened out, interviewed, offered a role, or rejected—often with timestamps, application sources, notes, and even demographic information. Historically, this information stayed inside a single company, but now Indeed can track patterns across thousands of employers, effectively transforming itself from a job board into a labor market intelligence platform.

For job seekers, this could have big implications. Your past rejections could influence how you’re ranked or matched elsewhere, without your knowledge or ability to correct the record. Biases from human decision-making can become encoded in algorithms, disproportionately affecting career switchers and those with non-linear paths. Your resume and LinkedIn profile tell one story—your disposition history tells another, and the algorithm may trust the latter more. In short, hiring is moving from a company-by-company evaluation to market-wide pattern scoring. If you’re job searching—or advising others—understanding this system, and strategically managing visibility, has never been more important.

Additional Reading: See my LinkedIn post on this topic and the 100+ global comments. You can also read Indeed’s press release. 

College Pedigree Matters… Again.

Early in my career, I served as the lead campus recruiter for a large, privately held company in the Southeast. I managed both the campus recruiting budget and my schedule, which limited me to visiting about 8–10 college campuses per year to build our early-career talent pipeline. When selecting which schools to visit, I considered factors such as our alumni presence, the strength of our company’s brand in the surrounding markets, and the quality of degree programs aligned with our hiring needs.

According to Lindsay Ellis’s recent Wall Street Journal article (paywall removed), “Talent is everywhere,” hiring appears to be falling out of favor, for several reasons cited by entry-level recruiters. For one, it’s costly—setting up candidate meetings and sending recruiters to campuses across the country requires significant investment.

“Most companies now recruit only at up to 30 American colleges out of about 4,000, starting with top-ranked schools and then looking at local universities, said William Chichester, III, who has spent years directing entry-level recruiting at companies including Target and Peloton.”

If you fall outside of those two categories? “God help you,” he added.

Further reading: Veris Insights thought provoking article, “Is AI Disappearing Early Career Roles?”

US Talent Shortage— Internships

Nearly 90% of Briefs readers are senior leaders—but many of you also have teenage or college-age kids, or will in the years ahead. The current U.S. talent development deficit is a signal we should all be watching closely:

Brandon Busteed, CEO of Edconic, highlighted this challenge in his latest Forbes article, underscoring a harsh reality: there are not enough internships for college students, creating a huge gap between overwhelming student demand (8.2 million seeking vs. 3.6 million getting one)

Having led campus recruiting—and having started my own career as an intern—I know firsthand how critical internships are for giving students real-world experience. I didn’t have “my daddy’s network” to land my first job out of college—I had to earn it. The shrinking availability of internships is deeply concerning, as it limits the next generation’s opportunities to gain the skills and connections they need to succeed. If you have the ability to offer an internship, you could be opening a door that changes a student’s career trajectory.

Read more here: US Talent Development Shortfall

Can you do me a favor?

I’m on a mission to help job seekers land amazing jobs. Would you consider doing one of the following:

• Forward or use the referral link below to share this newsletter with your job-searching friends or post about it on social media. This small act really helps!

• Consider sharing my company name with your HR leadership. We are a great “white-glove” boutique option for executive outplacement

• Recommend me as a paid speaker for your company events on networking, job searching, or leveraging LinkedIn

• Recommend my services to high performers wanting to work one-on-one with an executive resume writer / or experienced interview coach

LinkedIn dropped a very Spotify Wrapped–esque Year in Review this week, spotlighting things like your network reach and engagement over the past year.

It also resurfaced a fun fact: the very first person you ever connected with on LinkedIn. For me, that takes us all the way back to 2007.

My first connection? My friend Michelle Pyne—who has absolutely no idea that her face is being reintroduced to the internet via my newsletter today.

Michelle encouraged me—18 years ago—to join LinkedIn. At the time, I had no idea how many doors that single decision would eventually open for me.

Michelle is someone I deeply adore, but life has taken us in different directions. We haven’t talked on the phone in years. And yet, I’m confident that if I called her tomorrow, she’d pick up. That kind of connection doesn’t disappear just because time passes.

I’m sharing this because some of you reading this are feeling stuck. You’re thinking, I need to make a move—but I’m not a great networker.

Here’s the reframe: networking isn’t about constantly meeting new people or forcing awkward coffee chats. Often, it’s about revisiting the relationships you already have—especially the older ones. The people who knew you before the title, before the pivot, before the polish. Those connections are often warmer, more generous, and more willing to help than you expect.

Before you dismiss your network as “cold” or “outdated,” scroll back. Think about the Michelles in your life. The former colleagues, classmates, managers, or friends you haven’t spoken to in years—but could.

Sometimes the next door doesn’t open because you met someone new. It opens because you remembered someone old.

Rooting for you,

Top Job Search Newsletters for Career Growth in 2026

As career decisions become more complex and the job market more selective, reliable guidance matters more than ever. I put together a list of the top job search newsletters to help leaders and job seekers cut through the noise and focus on career guidance that earns its place in the inbox. Too many newsletters promise insight and deliver promotion but the ones I’ve highlighted in this article are different. They are written by recruiters, coaches, and operators who work directly with executives and candidates and see how hiring decisions are actually made. 

For C-suite leaders and senior executives, these newsletters offer grounded perspectives on executive positioning, labor market shifts, and career risk management. For job seekers, the value is practical and immediate, with clear advice on resumes, interviews, and recruiter behavior.

The goal is fewer subscriptions, better information, and a smarter approach to managing your career in 2026 and beyond.

Read more here: Top Job Search Newsletters for Career Growth in 2026.

Podcast: The race to build an uncontrollable AI

“We didn’t consent to having six people make that decision on behalf of 8 billion people.”

If you’re familiar with the Diary of a CEO podcast, you know it’s consistently high-quality. This episode is hands-down one of the most eye-opening. It’s not just another “AI is going to change the way we work” podcast—Tristan Harris, the social ethicist behind The Social Dilemma, offers a thought-provoking vision for the future of society. 

This interview explores the incentives driving AI, what happens if it becomes unchecked, and what happens if you choose not to use it. 

I think about AI every day because I talk to job seekers whose careers have been—or soon will be—disrupted by this technology. As a parent, I also believe it’s important to start having conversations with our kids about thoughtfully choosing careers that won’t be automated and building the skills that will be essential in the future of work.

Listen to it here: AI Expert: We Have 2 Years Before Everything Changes! We Need To Start Protesting!

Don’t Cling to Your Old Job When Promoted

Many of you readers are being tapped to take on additional responsibilities at work in the new year. Letting go of a previous job can be especially challenging if a successor hasn’t been hired or needs time to ramp up on culture and business priorities. But having a defined transition date is essential to prevent you from drifting between roles and continuing to handle work that no longer belongs to you. This excellent article by Marlo Lyons discusses how to clarify your new scope, set a target transition date and redirect inquiries.

Image credit: HBR Staff/Unsplash

Read more here: Don’t Cling to Your Old Job After Being Promoted.

No One Succeeds Alone: Relationships Shape Your Career

Most careers reach a point where your effort alone is not enough. Progress starts to depend on who you know, who trusts you, and who is willing to pick up the phone when you are stuck. A strong network is less about collecting contacts and more about building real working relationships over time.

• You save time by asking the right person instead of figuring everything out alone.

• You learn faster by tapping into experiences you do not have.

• You make better decisions when you hear views that challenge your own.

• You earn goodwill by helping others without expecting anything back.

• You stay relevant as roles change and responsibilities grow.

The most effective networks are quiet and steady. They are built through shared work, follow-ups, and small acts of help that add up. When pressure hits or stakes rise, those relationships become the difference between struggling alone and moving forward (and upward) with support.

Read more here: Why Your Network Is the Answer to Everything.

Stop Asking Employers to Find a Role for You

Many job searches break down because candidates lead with credentials and leave the hard thinking to the employer. Nick Corcodilos, a veteran headhunter, argues that broad introduction emails asking someone to “figure out what to do with me” are a fast way to get ignored. 

From the hiring side, those messages feel detached from the actual work. Managers are under pressure to solve specific business problems, not sort through generic backgrounds. Listing experience without tying it to a company’s needs often comes across as unfocused, even when the résumé is strong. 

Corcodilos frames effective job hunting as a form of consultative selling. Candidates need to study the business, understand where it struggles, and explain how they would help improve results. That approach takes more time and discipline, but it aligns with how hiring decisions are really made. People who do this stand out because they show intent, preparation, and respect for the company and the potential role.

Read more here: Can you figure out what to do with me? 

"Slop" Has Been Crowned as Merriam-Webster's 2025 Word of the Year

Artificial intelligence has made it easier than ever to produce content at scale, but as we all know, that ease is starting to show. The term “slop” was named word of the year after low-quality, AI-generated material flooded search results, social feeds, ads, and even customer support.

Although he didn’t coin the term “AI slop,” independent AI researcher Simon Willison helped document its rise in May 2024 when he wrote on his blog comparing it to how “spam” had previously become the word for unwanted email.

(Image credit: Getty Images)

Read more here: Slop is the word of the year — nice going, AI.

Warm Holiday Wishes From Me to You

If I don’t speak with you before 2026, I want to wish you a Merry Christmas and a joyful holiday season. I hope you’re able to close your laptop for a few days and savor some truly restorative rest, delicious food, and the company of people who make you smile.

Cheers to a great 2026!

Want to know something weird?

Over the last three weeks, our executive interview coaching service has been the busiest it’s been all year. It’s like as soon as there were whispers that the government shutdown was ending, companies decided to unpause hiring freezes on key leadership roles.

Historically, the week leading up to Thanksgiving is slow for the career industry. This is yet another reminder that nothing about this hiring year has been normal.

Low attrition + “Job Hugging” + Layoffs + Furloughs + AI transformation = Basically the hiring version of trying to merge onto a highway where everyone is going 20 mph and 90 mph at the same time.

Even if you’re not looking for a new job, it’s a lot easier to be ready than to get ready.

December is a time of year when longer lunches feel normal, colleagues are often out of the office, and your calendar can feel a little less structured. It’s also the perfect moment to give yourself permission to focus on your career marketing materials—whether that’s updating your resume, polishing your LinkedIn profile, or preparing for interviews.

Even a small investment of time now can set you up for a strong start to the new year. Treat it as a gift to yourself: a few focused hours in December can save weeks of scrambling once January hits.

Rooting for you,

The Top Executive Resume Trends Shaping the 2025 Job Market

Every year, I write a Hiring & Recruitment Trends article, reaching out to talent leaders around the globe for their perspectives and predictions on the world of work. (How do you think we did on our predictions last year?)

This year, I decided to take a different approach and tap into the incredible internal talent at Briefcase Coach. My team has worked on hundreds of leadership and C-suite resumes over the years, giving us a unique, front-row view of what companies are really looking for in their next leaders.

I’m excited to share what we’ve learned—both the patterns that reflect broader market movements and the small, actionable insights that can help leaders position themselves for success in 2025 and beyond.

💼 Bottomline: thoughtful positioning and strong storytelling matter more than ever.

Read more here: The Top Executive Resume Trends Shaping the 2025 Job Market.

LISTEN NOW: Speaker Dynamics: Own the Room

Karin Reed, a former NBC news anchor and the CEO of Speaker Dynamics— a firm that helps executives with their presentation skills recently had me on her podcast, Speaker Dynamics: Own the Room. We discussed why even the most seasoned executives struggle to articulate their value proposition and how they can better share their career stories.

Our conversation covered what hiring teams are actually looking for, how LinkedIn shapes first impressions, and why a thoughtful value proposition can guide more intentional career moves.

You can listen to the episode here! One small disclaimer: I’m in the middle of an office renovation, so I recorded the interview from my living room. The lighting and sound aren’t ideal—but I’m hopeful the content more than makes up for it.

’Tis the Season for New Opportunities

A lot of people hit pause on their job search once the holidays roll in, but despite a widespread belief, hiring doesn’t actually stop. Many companies still have roles they need to fill by the end of the year, and with fewer applicants in the mix, your resume could stand out more than it potentially would in January. Some teams are wrapping up budgets or getting ready for new projects, so they want people in place before the new year begins.

The holidays also make it easier to reconnect with people. A quick message wishing someone well or an invite to catch up over coffee can feel more natural this time of year. Many professionals have a little more breathing room in their schedules, which means they may be more open to chatting. If you have the energy, staying active in your search now can open doors that others may overlook.

Read more here: Applying to jobs from Thanksgiving to New Year's isn't pointless, experts say: 'You actually have more opportunity to stand out'.

A Look at the 2026 Job Market Forecast 

The job board, Indeed, releases an annual job market forecast. Their forecast is based on what they describe as their robust “near-real-time data.” The HiringLab at Indeed—in my opinion— is one of the most trustworthy sources for labor statistics.

1. Hiring demand weakened substantially in 2025.
Indeed’s Job Postings Index fell from 111.7 on Jan 1 to 101.7 by October—signaling a broad cooldown in job postings and slower hiring across most professional sectors.

2. The labor market slowdown has been uneven.
Some sectors remain strong (e.g., civil engineering, home health), while others—especially media, communications, and scientific R&D—are seeing significantly reduced demand.

3. GDP growth has held up due to strong consumer spending, but mostly from high earners.
Despite earlier forecasts predicting a sharper slowdown, GDP remained resilient. However, spending growth in 2025 has been disproportionately driven by high-income households, widening the gap between income groups.

4. Inflation is growing faster than posted wages.

   Their report predicts that if more people lose their jobs, or if it takes people significantly longer to find a job, consumption — and GDP with it — may take a hit.

Read more here: Indeed’s 2026 US Jobs & Hiring Trends Report: How to Find Stability in Uncertainty.

How Small Disruptions Turn Into Bigger Losses

Many of us know the feeling of working nonstop, only to wonder what actually got done.

As I am writing this newsletter—I’m not even kidding—I’ve been interrupted no less than 10 times by various people and things. What should have taken me a couple of hours has taken WAY longer than it should. It’s because every ping, quick question or meeting break comes with a hidden recovery period where my brain is back at my desk but not yet back in the problem.

I read this article last week in the Recruiting Brainfood newsletter and it really resonated. My two biggest takeaways:

1. Take control of interruptions to boost focus and satisfaction.
Studies show that nearly half of interruptions for knowledge workers are self-inflicted, and people who block interruptions report higher job satisfaction. Limiting email checks to a few times a day—or even twice—can make a huge difference. Most tasks aren’t truly urgent, and setting boundaries trains others to respect your focus rather than expecting constant availability.

2. Match tasks to your environment to maximize productivity.
You can’t always change the nature of your work (some tasks require long, uninterrupted focus), but you can design your day as a portfolio of tasks with varying effort thresholds. Assign tasks based on realistic conditions, aiming for smaller, more manageable units of work when possible. This helps you maintain momentum and get more done without burning out.

It’s an interesting read— or skim.

Read more here: The Math of Why You Can't Focus at Work.

Inside the 2025 Boardroom

KPMG’s recent 2025 Private Company Board Survey shows how much pressure private company boards are under as they guide strategy in a period of rapid change. Directors say one of the toughest challenges for management at the moment is making sense of shifting markets and customer needs, closely followed by the work of mapping risks and planning for different outcomes. Many feel current scenario planning processes don’t go deep enough, which makes it harder to prepare for real uncertainty.

Boards themselves also play an important role. The most helpful contributions come from questioning assumptions, offering outside perspectives and helping leaders spot risks or opportunities they may not see on their own. GenAI is another area where confidence is low, with fewer than one-third of respondents feeling prepared to oversee its use or governance.

Looking ahead, most companies expect to invest significantly in technology, signaling a push to stay competitive while strengthening long-term strategy.

Read more here: KPMG’s 2025 Private Company Board Survey Insights.

Why the Job Market Feels Stuck

A growing share of job seekers feel like the market has stalled, yet employers still report trouble finding the people they need. Liz Wilke points to a different issue behind that disconnect. The number of applications per job has exploded, fueled by easy online submissions and AI-polished materials but recruiters and hiring managers haven’t gained the same capacity to review them. Early cuts become more aggressive and people with unconventional backgrounds, career pivot plans or strong but nontraditional experience often get removed before anyone reads their story.

The sheer volume also blurs candidates together. After reviewing hundreds of near-identical resumes, it’s harder to distinguish genuine fit from surface-level polish. Smaller teams feel this most, especially as some companies reduce recruiting staff with the hope that AI will fill the gap. The result is a labor market that feels tight on both sides because the signal gets lost in the noise.

Read more here: The real reason the job market is totally broken.

Signs You May Have Outgrown Your Job

Many people reach a point where a role no longer fits, and Charlotte Davies, LinkedIn UK Career Expert, highlights the clearest signals:

• Your energy is gone. If you’ve tried new projects or internal shifts and still feel drained, it may be a sign you’ve taken the role as far as you can.

• You’re not learning anymore. When core tasks run on autopilot and nothing stretches your skills, your growth has stalled.
  Your attention is drifting elsewhere. If you spend work hours exploring courses, certifications or entirely new fields, your ambition may have moved ahead of your role.

• You don’t feel valued. When ideas are repeatedly dismissed or shelved, motivation fades.
  You can’t see a path forward. If conversations about development stay vague, it often means there’s no clear next step in sight.

If this is your situation, it’s important to take the time to reflect, talk to trusted people and start exploring options early so the next move feels intentional rather than reactive.

Read more here: The five signs you’ve outgrown your job – and what to do next.

Thanksgiving may arrive quietly—wedged between the frenzy of Halloween and the glitter of Christmas—but for me, it has always carried a deeper, quieter power. It invites us to pause. To prepare. To create space.

If you’re hosting this year, you know that setting the table is so much more than arranging plates or choosing the right napkins. In a world that moves fast and demands faster responses, the simple act of laying out a table becomes a declaration of intention. It says: This moment matters. These people matter.

Here’s my table.

Setting the table is, in many ways, an act of hope.
Hope that people will come together.
Hope that conversation will flow.
Hope that, even for a brief time, we can slow down enough to reconnect with one another—and with ourselves.

When we prepare a table, we’re preparing room for stories, for memory, for laughter, for the kind of connection that gets lost in the rush of ordinary days. As The Atlantic beautifully notes, “The table is a place of memory where we… become aware of who we are and with whom we are.” Every meal carries echoes of past ones—faces, moments, and seasons that remind us of where we’ve been and who has shaped us.

And so next week, whether your table is full and bustling or quiet and simple, I hope it becomes a place where you feel grounded and grateful. A place where you notice the small joys: a hand reaching to pass a dish, a story you’ve heard a dozen times, the comfort of familiar voices or the courage of new beginnings.

This newsletter reaches you every month because I believe in creating spaces—just like a table—where people can learn, grow, and feel a little less alone in their journey.

Thank you for making room for me at your table.
Thank you for letting me share this space with you.

Rooting for you,

The Good Boss’s Guide to Giving Gifts

Every year, I put together a holiday gift guide to make giving at work a little easier—and this year’s might be my favorite yet. If you’re looking for inspiration, check out my popular Annual Holiday Gift Guide. The ideas come directly from Briefcase Coach readers, and most of the items are from small businesses or small-batch creators, making them thoughtful, unique, and meaningful gifts.

In this years guide, you’ll find everything from engraved tumblers to warm pretzels to desk calendars that keep people laughing. I also included a set of Canadian favorites for all of our friends in the north.

Read more here: The Good Boss’s Guide to Giving Gifts (2025 Edition). 

Don’t Make This Executive Resume Mistake: Importance of Audience Awareness

A lot of you are dusting off your resume for the first time in a long time. What worked in 2018, is not going to work today. The key to a great resume is audience awareness.

I wrote an article about common mistakes I see as a professional executive resume writer for VP, C-Suite, and Board leaders. The article also highlights some "sneaky tricks" used by our industry to elevate brands.

Read more here: It’s Not About You: Why Audience Awareness Defines Powerful Career Branding.

Can you imagine… 50 years of working for Target?

Employees now change jobs every 3.6 years, and 51% of those employed—including C-suite executives—are actively looking elsewhere. Yet The Wall Street Journal recently profiled some of America’s longest-tenured employees: six decades at Tiffany, fifty-plus years at Target, Ford, 3M, Patagonia, Qualcomm, Merrill.

Job security is no longer about spending your entire career at one company. It’s about staying useful, staying curious, and staying connected—to people, not just systems. What stood out in these profiles wasn’t loyalty for its own sake. It was adaptability.

As a self-proclaimed “job search nerd,” this was a very fascinating read!

Read more here: (Article is paywalled) What America’s Longest-Tenured Employees Say About Work—Then and Now

The Government Shutdown May Be Over but Its Impact Is Irreversible

While the government officially reopened last week, a new report from the Congressional Budget Office shows that the longest federal government shutdown in U.S. history has left an estimated $11 billion in permanent economic damage. While most federal workers will receive back pay, the broader ripple effects won’t be recovered. 

About 1.25 million workers missed paychecks, slowing consumer spending and disrupting travel and thousands of flights were canceled as the FAA reduced operations. The shutdown also delayed $8 billion in SNAP food aid for 42 million recipients and froze billions in federal contracts, hitting businesses in defense, aerospace and government services. Economic data used by the Federal Reserve was halted, adding uncertainty that could delay future interest rate cuts. And as a result, the CBO notes that a portion of lost activity, from canceled travel to postponed purchases, is gone for good

Read more here: Record government shutdown leaves an estimated $11 billion in permanent economic damage.

Study Reveals Insights into CEO Compensation

An Equilar-Associated Press study shows that CEO compensation across the S&P 500 climbed even as many companies navigated slower hiring and broader economic uncertainty. Median CEO pay reached $17.1 million, up 9.7% from the previous year, with stock awards making up the bulk of compensation. There was one notable standout change: executive perks jumped up 21.5%, driven in part by expanded security measures following recent high-profile safety concerns.

2024 Top 10 Highest-Paid CEOs (sourced from article).

But as CEO compensation rose, pay gaps also widened. The median CEO now earns 192 times the median employee salary, a ratio that continues to trend upward. 

Other notable discovers include that omen CEOs remain underrepresented but out-earned the broader index with a $20 million median compensation, communication services leaders topped the pay charts again and New York reclaimed its spot as home to the highest-paid CEOs.

Read more here: CEO Pay Study.

Career Briefs Book Club: Sue Wang’s New Book!

One of our long-time readers, Sue Wang, just released a new book, the Thriving Job Seeker Playbook. It was released last month and has already been named the #1 New Release in Job-Hunting during its first week!

Sue’s whole-person approach to career coaching is genuinely refreshing. She blends practical job-search strategy with a realistic understanding of the emotional and human side of the process. She knows job hunting can be long and taxing, and she offers sustainable ways to navigate it—prioritizing well-being to ultimately achieve better outcomes.

She has advised at Wellesley, MIT, and Dartmouth, and coached solopreneurs, nonprofit leaders, and professionals from Cisco, Disney, and PayPal. Certified by both the International Coaching Federation and the Co-Active Training Institute, her work combines proven techniques with deep self-awareness.

How Should You Prepare for Your Annual Review?

Annual reviews can feel intimidating, but preparing early can make the entire experience feel more manageable and more meaningful. A few simple habits can set you up for a stronger conversation:

• Ask for feedback regularly throughout the year. Specific questions after projects or key meetings lead to more useful insights and help you avoid surprises later on.

• Understand how the review process works. Clarify timelines, expectations and who’s involved by checking in with your manager, HR and trusted colleagues. Knowing what to expect builds confidence.

• Keep a running “brag list.” Capture accomplishments, wins and growth moments throughout the year. When review time comes, you’ll have a clear record of your impact.

• Have the “talk before the talk.” Schedule a quick check-in ahead of the official review to align expectations and ensure the conversation focuses on what matters most.

Approaching your review this way ensures that you’re both prepared and in control of the narrative.

Read more here: What To Do Before Your Annual Review.

October Jobs Report Gives Some Promising News

 After a slow few months, the labor market finally showed a small but notable improvement in the month of October. Private-sector employers added 42,000 jobs, marking the first month of growth since midsummer. Hiring picked up in education, health care and transportation-related sectors, but industries like professional services and leisure/hospitality continued to pull back. Larger companies drove nearly all of the month’s growth, which is a sign that smaller employers may still be feeling pressure.

Wage trends remained steady. Annual pay rose 4.5% for people staying in their roles and 6.7% for job-changers, indicating a labor market that isn’t overheating but isn’t weakening dramatically either.

Taken together, the data suggests a market that’s stabilizing. Hiring is returning, wage growth is holding and supply and demand for talent appear to be gradually rebalancing rather than swinging sharply in either direction.

Read more here: ADP National Employment Report.

LinkedIn Just Changed the Rules (Again)

If you’ve noticed your LinkedIn content behaving differently lately, you’re not imagining it. The latest LinkedIn Algorithm Update highlights several major shifts affecting visibility, reach and engagement. At the center is 360Brew, a new framework that evaluates your entire network’s interaction patterns instead of just individual posts. Conversations now matter more than quick likes and early engagement in the first hour plays a bigger role in how widely a post travels.

Another standout insight: follower size is no longer the guarantee it once was. Creators in the 15k–25k range are seeing the highest median reach, while larger accounts are being rewarded more for authenticity, ecosystem engagement and consistency than just volume alone.

Company Pages are also seeing a quiet resurgence. Educational, text-driven content is performing far better than polls or video. Overall, LinkedIn is shifting toward deeper conversations, stronger topic focus and more meaningful engagement signals.

Read more here: #42 LinkedIn Algorithm Report! October Update Crushed it!

My sister just texted me: 50 days until Christmas.

Somehow this year has absolutely flown by — and if I’m honest, not always in the best way. But the holiday season remains my favorite time of year.

It's the season of neighborhood parties and office soirees, where connections are made, friendships are strengthened, and opportunities abound.

I was just talking with someone about this: how much should you share about yourself in those casual social moments? You don't want to be the Chandler Bing of your social circle — nobody wants to walk away confused about what you actually do.

This is the time to confidently and succinctly answer that inevitable question:

“So, what do you do?”

To help answer this question, I wrote an article with tips for stating your value proposition in under 8 seconds.

It’s not an easy feat! The first time I tried this activity, it took me about 15 seconds to blunder through what I did. Four tries later, I was able to get my message down to a succinct 7-second.

Unemployed? Even more reason to do this exercise. This could be your chance to tap into the hidden job market.

As you step into this holiday season, I encourage you to embrace the social invitations and seize the moment. Let this be a reminder that your network is one of the most valuable assets in your job search.

Rooting for you,

Five Overlooked Aspects of Landing an Executive Role

It’s a frustrating reality that even highly qualified professionals with impressive résumés and confident interviews are often passed over for roles that seem like a perfect fit.

According to Executive Recruiter and Career Coach at Presco Presco LLC, Caroline Ceniza-Levine, moving into executive leadership takes more than solid credentials. It means consistently showing strategic thinking, calm confidence, and genuine leadership throughout the hiring process.

• Executive presence: Leaders who move forward are the ones who speak with calm confidence and a clear sense of purpose and every interaction becomes a chance to build trust and show steady command, even under pressure.

• Interview technique: Senior interviews move beyond credentials to strategic discussions that reveal how a candidate interprets business direction, growth potential, and long-term value creation.

• Examples of impact: Sharing stories with real results, team wins, and lessons from challenges helps hiring committees see your leadership depth and resilience.

• Follow-up: Thoughtful, personal communication after each conversation shows emotional intelligence and helps strengthen the professional connection. It’s a simple step that leaves a lasting impression.

• Pipeline management: Executive roles are limited. Keeping several discussions active lets you stay selective, engaged, and in motion.

Landing a leadership role rarely happens by chance. It comes from showing through every word, action, and decision that you already operate as the leader others are looking to hire.

Read more here (article without a paywall): 5 Reasons Why You’re Not Landing Leadership Roles.

Fake Interview Allegations Cost Wells Fargo $85 Million

A recent lawsuit may finally be holding companies accountable for more transparent and ethical recruiting practices. Wells Fargo has agreed to pay $85 million to settle claims that it staged interviews with diverse candidates to appear more inclusive. The case dates back to 2021, when former executive Joe Bruno and other employees said they were told to conduct interviews for roles that had already been filled. According to reports, the “sham interviews” were held between February 2021 and June 2022 for certain higher-paying roles. Another candidate had already been selected for the roles when many of these meetings took place.

Their accounts led to a class-action suit led by SEB Investment Management, which argued that the practice misled investors and eroded public trust. While Wells Fargo denies any wrongdoing and maintains that it “does not tolerate discrimination,” the company chose to settle after a federal judge refused to dismiss the case.

Read more here: Wells Fargo Agrees To Pay $85M Settlement Over Claims It Hosted Fake Job Interviews To Hit Diversity Goals.

11 AI Prompts for Thought Leadership

AI can process information, but it can’t care about it. Andy Crestodina, Co-Founder and CMO of Orbit Media, argues that while AI can summarize knowledge, it can’t generate belief or genuine insight. True thought leadership “creates tension” by introducing ideas that invite disagreement and express personal truth. Research conducted with Mantis Research and SurveyMonkey echoes this, showing that strong, distinctive opinions are what separate true thought leaders from the rest.

Still, AI can serve as a useful starting point. With the right prompts, it can uncover the questions people avoid, the emotions they resist, and the assumptions that deserve to be challenged but the true value comes when a human steps in, adds perspective, and turns raw data into an idea that actually moves people.

Read more here: AI for Thought Leadership? 11 Prompts that get you halfway there…

Another Shift Redefining Hybrid Work

The balance between remote and office work is shifting once again, and the quiet return of employees to the office is sparking new tension around flexibility. A subtle trend known as “hybrid creep” describes the gradual increase in required office days without formal policy changes. Once considered a permanent fixture of modern work, hybrid models are being informally redefined as employers emphasize “anchor days” and greater visibility. 

For employees, this shift can be unsettling, especially for those who’ve built their routines and productivity around flexibility. Career expert Peter Duris, CEO and co-founder of Kickresume, advises addressing concerns early, seeking clarity, and communicating the impact on productivity. For leaders, transparency and consistency remain critical. By clearly explaining changes and listening to employee needs, organizations can maintain trust while redefining the rhythm of hybrid work.

Read more here: Beware of ‘hybrid creep’: this new workplace trend is taking over offices – but what does it mean for you?

The Prosperity Paradox of Artificial Intelligence

“Your future salary isn’t based on your skill, your years of experience, or how ‘important’ your job feels.

It’s capped by one thing: the cost of the computational resources needed to do your job instead of you.”

A new analysis from Yale economist Carlos E. Perez imagines a future that’s both remarkable and unsettling. Artificial general intelligence fuels explosive economic growth, but wages barely rise. Machines take over the work that truly drives productivity, while people are left with tasks that add little real value.

As technology becomes cheaper, the value of human labor declines and wealth flows to those who own the systems, not the people who use them. The result is a thriving economy that no longer depends on its workers, which raises a difficult question: what does work mean when progress no longer needs humans to drive it?

Read more here: The Economy After Intelligence.

The Hidden Risk Behind Exit Interviews

Exit interviews often seem like a chance to leave honest feedback, but they rarely lead to meaningful results. Jacob Kaplan-Moss argues that they serve the company more than the employee, offering little reward and considerable risk. 

The truth is that most problems prompting resignations are already known: poor management, limited growth, toxic culture, or burnout. By the time someone is leaving, the organization has usually chosen not to address them. Sharing that truth in an exit interview rarely shifts behavior and can create new problems for the employee, from strained references to quiet reputational harm.

A more strategic approach is to treat the meeting as a formality. Declining politely or keeping feedback neutral helps preserve future connections, especially for those without deep professional networks. If you do choose to share feedback, focus on observations, not grievances, and deliver them as if you were still part of the organization.

The lesson is clear: exit interviews are a company ritual, not a moment for reform. Treat them as diplomacy.

Read more here: Exit Interviews Are a Trap.

How to Make Performance Reviews Work for You

Performance reviews can bring a mix of anticipation and unease, but they also offer a valuable chance to pause and reflect on progress and direction. But in order to really reap the benefits, preparation should go beyond listing achievements. The focus should surround crafting a clear story of impact, growth, and learning.

A strong self-evaluation links individual contributions to team and organizational goals, showing awareness of what truly drives success. Entering the conversation with focus and curiosity turns the review into a purposeful exchange rather than a formality.

Listening closely, engaging with openness, and responding with thoughtfulness help build trust and forward momentum. When approached with intention and respect, a performance review becomes more than an evaluation and creates the opportunity for a meaningful dialogue that clarifies priorities, strengthens relationships, and renews commitment to growth.

Read more here: Prepping for Performance Reviews: Our Favorite Reads.

The Human Link Between AI and Real Business Impact

Forward-Deployed Engineers are quickly becoming one of the most in-demand roles of 2025, with openings rising by more than 800 percent in just a year. Companies are competing for professionals who can bridge advanced technology and real-world impact. These engineers design and deploy AI systems that align with how people actually work, ensuring solutions are both practical and scalable. This has sparked an intense hiring race for this rare talent, as organizations recognize that success depends on execution, not experimentation.

Tech leaders like OpenAI, Anthropic, Databricks, and ElevenLabs are at the forefront of this shift, joined by emerging startups eager to close the gap between AI potential and performance. As demand accelerates, this hybrid role is poised to redefine how innovation takes shape across industries.

Read more here: The new hot job in AI: forward-deployed engineers.

I want to flag a trend I’m seeing everywhere. It’s not a new service, but demand has spiked recently as market conditions have become more challenging: resume distribution.

Resume websites like TopResume, Storylines Resumes and Klaxos offer resume distribution services.

These can range in "value." For example, Klaxos offers to have your "resume emailed to ~40,000 U.S. executive job recruiters". In contrast, TopResume offers to "send your first 50 resume for free" while giving you access to " our network of 100,000+ recruiters and hiring managers in the US."

Resume distribution services are complete hocus-pocusery.

Kristen Fife, a senior recruiter, warns: “Resume blast services like this actually decrease your chances of landing a phone screen—the very purpose of your resume. Most applications aren’t targeted, so your resume often isn’t reaching the right roles. Where I used to get 40–50 applications with ~20% even minimally qualified, I now see hundreds or thousands, with less than 5% qualified on a good week. That also creates more top-of-funnel friction with knockout questions.”

Professional resume writer Kerry Gustafson commented on my LinkedIn post, “I researched this over a decade ago and revisited recently. I’ve yet to find a service I’d feel comfortable tying my brand to. In my view, it’s just a revenue grab that delivers little to no results.”

Stay vigilant, job seekers.

P.S. Almost 50% of you read this newsletter on your iPhone, which means you might be missing out! Because my newsletters are content-rich, some email providers only show a partial view. Make sure you open it on a desktop as well to get the full experience.

Longer is now better.

Bold statement: One-page resumes are out. Longer resumes are in.

Read my latest article to understand WHY and how you can keep your audience's attention with more words.

Article: The Dense Text Problem: The Guide to Lightening Up Your Resume.

New H-1B Costs Threaten Innovation in Silicon Valley

A new visa policy is reshaping the competitive landscape in the tech industry. After President Trump approved a $100,000 fee for new H-1B visa applications, the reaction in Silicon Valley was divided, with some start-ups and major corporations.

The policy is designed to limit visas to high-value positions, but its cost hits unevenly. Smaller companies such as Delve, which rely on international talent and operate with limited budgets, now face fees that could slow hiring and growth. Larger firms like Netflix can pay without difficulty, giving them an even greater advantage in attracting skilled workers.

If the costs remain, the gap between established companies and emerging firms will widen, concentrating hiring power among tech giants and weakening the pace of innovation from younger businesses that have long fueled the industry’s creativity.

NEWS: As of two days ago, the U.S. Citizenship and Immigration Services clarified that existing HB-1 visa holders residing within the U.S. will not have to pay the newly announced $100,000 petition fee, including student visa holders, Bloomberg Law reports. The fee will also be waived for current visa holders when renewing their H-1B status.

Read more here: A $100,000 Per Worker Visa Fee Tips the Balance to Big Tech.

“We know you won’t stay. Hell, we hope you don’t”

Pedro Franceschi, the founder and CEO of Brex (financial services), made a splash on LinkedIn this week when he posted a video with the comment, “Brex is the only company proud of how many people leave. Over 100 alumni became founders (4x the industry average), raising more than $800M along the way, with $1B+ in exits, and even 1 IPO.”

What made this radical post so powerful is that dozens of former employees commented that they wouldn’t be where they are professionally if it weren’t for the lessons they learned at Brex.

His video ignited a conversation about valuing experience over tenure, challenging the traditional idea that loyalty is measured by years served. Many viewed it as a bold reminder that a company’s success isn’t just profits—it’s also the careers it helps shape.

See his video here: Brex is happy to see you go.

2025 GenAI Resume Feedback Report

Erica Reckamp, owner of the Captivators, a resume writing firm, recently released a white paper on how job seekers leverage GenAI tooks for resume guidance. They compared and quantified the results after asking 8 of the most common Generative AI platforms, “𝗚𝗶𝘃𝗲 𝗺𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗼𝗻 𝗺𝘆 𝗿𝗲𝘀𝘂𝗺𝗲.”

Her report is excellent and worth reading. It finds that resumes of average quality or better often receive misleading—and sometimes harmful—feedback from Generative AI. Platforms frequently disagree on basic quality criteria, contradict their own advice, or reference content that isn’t even in the submission. The most useful guidance tends to be predictable: formatting, keywords, and quantifying accomplishments. When AI feedback goes wrong, it goes really wrong.

Read the white paper: 2025 GenAI Resume Review Report

Want a job in AI? Be prepared for 72-hour weeks.

Have you heard of '996'? It's a grind culture that AI startups are now advertising in their job postings. (9 a.m. to 9 p.m., 6 days a week)

Article without a paywall: Why these companies insist on a 72-hour workweek

What’s Driving the Weakening Labor Market

It’s no secret that the U.S. job market is running out of steam. Across most industries, hiring has slowed or stopped altogether, leaving healthcare and hospitality to carry what little growth remains.

Behind the cooling trend are three main factors reshapin

g the economy. Rising tariffs have made it more expensive for businesses to expand, slowing production and job creation in manufacturing and trade-heavy sectors. Stricter immigration policies have removed an estimated 1.5 million foreign-born workers from the labor force, leaving many employers struggling to fill essential roles. And even as job openings linger, fewer Americans are stepping forward to claim them, with participation rates slipping below pre-pandemic levels.

If these trends persist, the next phase of the job market may depend less on new hiring and more on how effectively companies can retrain, retain, and redeploy the workers they already have.

Read more here: These charts show why the US job market is struggling in the 2nd half of the year.

Hiring Gen Z: Flexibility, Purpose and Trust Drive Retention

In a competitive job market, 58% of recent graduates are still seeking employment, giving companies a chance to differentiate through culture. Gen Z places high value on flexibility, purpose and genuine connection, and often disengages in rigid hierarchies even when compensation is strong.

Organizations that provide hybrid arrangements, transparent values and collaborative structures that allow real ownership of outcomes are better positioned to attract and retain this group. Balancing automated screening with structured interviews and practical assessments helps reveal potential that technology alone may overlook.

Companies that combine clarity, growth opportunities and trust are most likely to convert a large candidate pool into enduring, motivated teams.

Read more here: 58% of College Grads Are Still Job Hunting — Here’s How to Attract & Retain Young Job Seekers.

Let Your LinkedIn Profile Do the Talking

You don’t need to slide into anyone’s DMs to land a job on LinkedIn. The platform works best when you let your profile and activity do the talking.  

Experts say success comes from visibility, engagement and consistency.

• Hanna Koval, a Senior Talent Acquisition Consultant at Haldren, says switching on the “Open to Work” feature for recruiters quietly boosts visibility without alerting your boss.

• Executive Career Coach and Owner of Career Thinker Inc., Thomas Powner suggests following companies you admire, commenting on their posts and joining conversations to show genuine interest.

• Amanda Fischer of AMF Coaching adds that timing matters and recommends applying within a day of a job posting to stay on a recruiter’s radar.

• Ana Colak-Fustin, Founder of ByRecruiters, advises joining active LinkedIn groups and participating regularly to build recognition.

• Dr. Kyle Elliott, Founder of CaffeinatedKyle.com, highlights the importance of using the right keywords throughout your profile so recruiters can find you.

• Jason Barnard of Kalicube says aligning your profile with your target role helps LinkedIn’s algorithm understand your expertise.

• Alina Moskalova of LinkedHelper encourages sharing honest posts about your career journey to attract authentic connections.

Posting your own insights, joining active industry groups and staying visible can all make a difference. The goal is to be part of the conversation so opportunities come to you.

Read more here: How to use LinkedIn to land a job—without sending a single DM.

Control What You Can Control

Executive coach John Sanchez recently published an article about the biggest mistakes that executives make when job searching: they focus too much on things out of their control and too little on things that they can.

You own your narrative. Your outreach. Your network activation.

Read John’s article: What Can You Actually Control After Losing Your Executive Role?

Did you notice the subtle change in how I’m addressing you in this letter? Instead of “Dear Reader,” it’s “Dear Friends.” That’s intentional. What I want to share today comes from the heart — not from a business pitch — and I want to speak to you as a friend, not as a potential customer.

Here’s the truth: the news you’re reading about the job market isn’t painting the full picture. Despite the optimistic headlines, the reality is far more complicated. I know this because I’m on the front lines, talking to job seekers every single day — people who are struggling to land interviews, facing hiring freezes, or navigating months-long searches.

To put it in perspective, the government shutdown delayed the release of the “first Friday” jobs report — the first time in 12 years that this key indicator hasn’t been published on time. And just last month, the Bureau of Labor Statistics quietly revised its numbers, revealing that hiring for the 12 months ending in March was overstated by roughly 911,000 jobs — the largest preliminary correction since 2000.

There are several trusted, independent indicators that offer a clearer picture of today’s labor market — and they’re all signaling a slowdown. According to ADP’s September report, the private sector shed 32,000 jobs last month. Real-time data from the Indeed Job Posting Index shows job postings fell 2.5% from August, suggesting continued cooling. Meanwhile, LinkedIn’s national hiring data shows a 3.5% month-over-month decline and an 8.7% year-over-year drop. Since January, hiring has fallen more than 7%, and it now sits over 20% below pre-pandemic levels (September 2019).

So why am I telling you this? And what should you do with this information?

If you have a job right now, this is the time to buckle up and make yourself indispensable. If you haven’t been regularly demonstrating your value to your employer, start now — consistently articulate your results and contributions. Remember: 2025 is not 2022. Don’t quit your job without having another one lined up. Companies are hiring ¨and people are still landing better opportunities, but it’s important to do your company due diligence. As the old saying goes, “you don’t want to go from the fire to the frying pan.”

At the same time, be prepared for the future. If you haven’t updated your resume in a few years, consider this your sign: block time on your calendar and make those updates. Whether you work with my team or do it yourself, revise your resume when your mind is clear and you have access to current data through your employer. I have had several clients this month who got unexpected pink slips, and we had to write their resumes without access to any of their old files, data, or performance reviews.

If you’re currently unemployed, you’ll need to outsmart and outmarket your competition. For most of you reading this, your job search may take longer than expected, and success will require creative, out-of-the-box networking strategies. Remember — every person applying for the same roles believes they’re the most qualified candidate. So what are you doing to stand out? Every element of your personal brand — from your resume and emails to your headshots — needs to showcase your absolute best self. Hiring is picking up in some industries. I just did a survey of 1,300 job seekers. Approximately 25% report noticing more job opportunities in the past three weeks. Remember: even in the most challenging economic conditions, companies must continue to hire to meet essential needs, maintain and innovate their operations, and remain competitive.

If you’re new to job searching, check out my free LinkedIn Learning courses and website blog. I’ve spent my career creating free guides and resources for job seekers.

Don’t you just love this, Sarah? Isn’t this when your business thrives?

Ah… not so much. Do I feel a deep sense of purpose and calling to help people during one of their most vulnerable moments? Absolutely. But career industry professionals don’t thrive when hiring slows down. We do our best work when our clients are operating from a position of strength — when they have opportunities to explore, options to choose from, and momentum behind their transitions. A thriving job market benefits everyone

I always sign my emails with “I’m rooting for you,” and today that sentiment couldn’t be more true. Tougher days are ahead for job seekers, but with the right strategy, preparation, and persistence, you can navigate these challenges and come out stronger on the other side.

Ps. What do you like reading in the Briefs? We are thinking about our content strategy and want to make sure our newsletter is one you look forward to opening. I genuinely would love to hear your feedback (good and bad!). Reply to this newsletter.

The New Hiring Divide Over Where Work Happens

Five years after the pandemic, work preferences have become a quiet filter in hiring. We’ve seen reports of companies reinforcing back-to-office policies, yet a surprising trend is emerging. Some candidates are now being rejected for wanting to be in the office too often. As workplace norms settle into defined patterns of hybrid, remote, or in-office work, expressing the wrong preference can create a mismatch with company culture.

With fewer openings and thousands of applicants for each role, even small mismatches can end the process early. Many organizations have settled into their chosen models but fail to explain their reasoning, leaving candidates uncertain. Entry- and mid-level applicants often mix messages about flexibility and mentoring, while senior leaders address expectations from the start. Experts advise job seekers to observe carefully and let employers outline policies first. Companies that communicate their workplace approach clearly are better equipped to attract aligned talent and reduce hiring friction.

Read more here: Choose Your Own Job Rejection.

The College Hiring Outlook

Drexel University’s LeBow College of Business recently released its 2025 College Hiring Outlook report and it paints a picture of a job market that is shaped by economic uncertainty and shifting employer priorities. 

The report outlines key shifts in how employers are approaching hiring, compensation, and skill development for new graduates. Several notable highlights include:

• Employer confidence: Only 21% of organizations rate the college labor market as “excellent” or “very good,” the lowest since 2014.

• Diversity in hiring: The share of hires from underrepresented groups fell from 54% to 44%, reflecting reduced investment in DEI initiatives.

• Skills in demand: While digital fluency continues to be important, employers are increasingly emphasizing ethics, adaptability, and critical thinking.

• Compensation trends: Fewer companies offer signing bonuses or relocation support, and more than half are holding salaries steady from last year.

• AI in recruitment: Large firms are expanding AI use for screening and scheduling, while smaller organizations continue relying on traditional methods.

• Upskilling focus: Eighty-eight percent of large employers now provide formal learning programs to help employees stay competitive.

As the 2025 job market grows more competitive, students, educators, and employers must work together to build a skilled and adaptable workforce. Students should focus on strengthening technical and self-management skills through certifications, networking, and continuous learning. Colleges and career advisors can support this by promoting adaptability, ethical judgment, and professionalism, and by encouraging internships that align with high-demand roles while helping students refine virtual communication for hybrid work. Employers should invest in training and development programs, use AI responsibly in recruitment, and balance virtual and in-person hiring with flexible work options. Collaboration across all groups will be key to preparing graduates for a changing economic and technological landscape.

View the report here: College Hiring Outlook 2025 Report.

The Precision and Purpose Behind Executive Résumé Writing

Crafting a compelling executive résumé is both an art and a discipline, one that reveals far more than a list of titles or achievements. Yet many people underestimate the time and thought that go into creating an effective one.

Throughout my career, I’ve seen how even accomplished executives can struggle to express the story behind their achievements. Many focus on results but overlook the deeper narrative that connects their decisions, growth and influence. A custom executive résumé is more than a document. It is a strategic investment that defines how leaders position themselves in a competitive market.

At Briefcase Coach, we rely on thoughtful strategy sessions and detailed keyword research to ensure every résumé connects with both recruiters and applicant tracking systems. The cost reflects the depth of expertise and precision required to capture leadership impact with clarity, build confidence, and open doors to the next chapter of a career. When crafted with care and clarity, a résumé moves beyond a record of experience and becomes a true reflection of leadership, purpose and the value a professional contributes to every organization they serve.

Read more here: Breaking Down the Price Tag: What You’re Really Paying for in a Custom Executive Résumé.

Key Employment Law Changes Shaping 2025

U.S. employment law continues to change quickly in 2025, bringing new compliance requirements that affect how organizations recruit, compensate and manage employees. Five states, including Illinois, Minnesota, New Jersey, Vermont and Massachusetts, have introduced pay transparency laws that require employers to include salary ranges and benefit details in job postings. 

Regulations on the use of AI in hiring are also tightening, with new rules calling for bias audits, disclosure of automated tools and accountability from vendors to prevent discrimination. Paid sick leave mandates have expanded in Alaska, Missouri, Nebraska and Michigan, while Connecticut is phasing in broader coverage over the next three years. At the federal level, the highly compensated threshold has increased to $160,000 and 401(k) contribution limits have risen to $23,500. These developments require coordinated action among HR, legal and recruiting teams and staying ahead of these evolving laws will be essential for maintaining compliance, protecting organizational reputation and building trust throughout the hiring process.

Read more here: Top 2025 U.S. Employment Law Changes Recruiters Must Know.

Leading with Intention and Empathy in the Age of AI

Leadership is evolving in the AI era, favoring qualities that balance intelligence with empathy and confidence with humility. The most effective leaders are not necessarily the loudest or most charismatic but those who lead with curiosity, authenticity and purpose. Quiet leadership emphasizes listening, thoughtful questioning and empowering others rather than seeking personal recognition. As technology takes on more analytical and creative tasks, human qualities like trust, transparency and compassion have become vital to sustaining team connection and innovation. The best leaders admit their limitations, seek diverse perspectives and prioritize long-term growth over short-term visibility. By acting with intention and respect at every level of the organization, these leaders foster cultures of collaboration and resilience, creating lasting impact in a rapidly changing business environment.

Read more here: The Leadership Style That's Winning in the AI Era.

Do You Check In Before You Clock Out?

A recent viral TikTok, now with more than 20 million views, captured a familiar end-of-day dilemma. In it, an employee announces she’s leaving at 5, only to be met with sarcasm about her “work-life balance.” Her reply is simple: the workday ends at 5.

The post divided viewers. Some defended clear 9-to-5 boundaries, while others said professionalism means staying a little later. Experts note that checking in before leaving can promote transparency, but it may also lead to unnecessary overwork or reflect a need for approval. With work-life balance now surpassing pay as a top motivator for employees, attitudes toward leaving on time are shifting. Many workers are choosing to set boundaries and end their day without guilt.

I’m curious: what do you do?

Read more here: Do you have to say bye to your boss every day?

When a Shutdown Hits: Who’s Owed Back Pay and Who’s Not

When the federal government shuts down, the financial impact extends far beyond Washington. Hundreds of thousands of federal employees and contractors face uncertainty about when they will be paid.

During a shutdown, most federal workers miss paychecks, whether they are furloughed or required to work. Under the Government Employee Fair Treatment Act of 2019, both groups are guaranteed back pay once funding is restored. Independent contractors are not covered by this law and often lose income permanently. Delays in payment processing also affect businesses with active federal contracts, even when projects are fully funded, since many government employees who handle invoices are furloughed. Contractors with partially funded projects face greater uncertainty and may need to stop work entirely. Although lawmakers have proposed extending back pay to contract workers, those efforts have not advanced.

Read more here: Who gets back pay and who doesn't after a government shutdown?

Gen Alpha Is Redefining What Makes a Brand Cool

Beano Brain’s latest ranking of the 100 “coolest brands” among U.S. Gen Alpha (ages 7–14) reveals a fascinating cultural shift. YouTube and Netflix top the list, followed by Nike, Target, and Sour Patch Kids, with Nintendo, Oreo, Chick-fil-A, Amazon, and Roblox rounding out the top 10. The findings highlight how kids are moving away from traditional toys toward digital entertainment, snacks, and retail experiences, with only four toy brands making the top 50, with LEGO the sole one in the top 15, boosted by its Fortnite collaboration.

Adobe Stock

Beauty is also an emerging force: Sephora ranked 59th overall and 11th among girls, while e.l.f., Drunk Elephant, and Sol de Janeiro also appeared in the top 100.

Understanding what resonates with Gen Alpha matters for every generation, not just marketers or parents. These young consumers are already shaping the next wave of cultural norms, influencing everything from media consumption and brand perception to future hiring trends, workplace expectations, and consumer values. The brands capturing their attention today are likely to define what relevance looks like tomorrow.

Read more here: The 100 coolest brands in 2025 (according to kids).

AI is the Biggest Bubble of all Time

Last week, as part of his Recruiting Brainfood Substack, Hung Lee shared the newest episode of The Ben and Emil Show, “AI Is the Biggest Bubble of All Time,” featuring Ed Zitron. I gave it a listen and found it fascinating!

Zitron, a vocal skeptic of the AI economy, offered a sharp critique of inflated valuations and questionable revenue models across Big Tech and the broader AI sector. His arguments challenge much of the optimism fueling current investment trends and raise important questions about sustainability, accountability, and long-term value creation in the AI industry. It was one of the most thoughtful takes I’ve heard recently and captured many of the same concerns I’ve been thinking about myself. Great listen!!

If you listen to it, I’d love to know your thoughts! 

Watch the full podcast here: AI is the Biggest Bubble of All Time ft. ED ZITRON.

A few weeks ago, I asked my LinkedIn network a simple question: “When was the last time you used your network to open a door for someone else?”

The truth is we all want doors to open for us but not everyone is equally willing to open doors for others. Over 1,000 professionals responded to my survey, and the results were interesting. Over 20% of respondents admitted they hadn’t used their network to help someone else in over a year. 

But here’s the thing, networking isn’t just about what you get; it’s about what you give. And every time we open a door for someone else, the stronger and more valuable our own networks grow.

So here’s my challenge for you this week: take a moment to look at your network. Who could benefit from a connection you already have? Who might be just one introduction away from a new opportunity, a breakthrough, or a fresh perspective?

A simple introduction, a thoughtful recommendation, or even sharing a relevant job post could completely change the trajectory of someone else’s career.

When you open a door for someone, you might be surprised at how far the ripple effect can reach.

Ps. What do you like reading in the Briefs? We are thinking about our content strategy and want to make sure our newsletter is one you look forward to opening. I genuinely would love to hear your feedback (good and bad!). Reply to this newsletter.

Federal Reserve Adjusts Rates to Address Labor Market Weakness

Amid growing concerns about the stability of the U.S. economy, the Federal Reserve has acted to support the labor market. The Fed announced a reduction in interest rates by a quarter point, signaling a shift in focus from inflation to employment stability. Eleven of twelve Fed governors, including Chairman Jerome Powell, supported the standard cut, while newcomer Stephen Miran favored a larger half-point reduction. Powell described the move as a risk-management decision following downward revisions to recent job growth, with unemployment projected to rise modestly to 4.5 percent by year-end. 

Policymakers anticipate two additional cuts before the end of 2025. Economic growth forecasts were slightly revised upward to 1.6 percent, while inflation is expected to reach 3.1 percent this year, with the Fed not projecting a return to its 2 percent target until 2028. The move underscores the Fed’s balancing act between supporting a softening labor market and keeping inflation on a sustainable downward path.

Read more here: Federal Reserve cuts interest rates a quarter point as US job market wobbles.

What Recruiters Really Look for on LinkedIn — And How You Can Get Noticed

I had the pleasure of joining Andrew Seaman, Editor at Large for Jobs & Career Development at LinkedIn News, this past Thursday, for a special LinkedIn Live, “How Recruiters Use LinkedIn and Ways to Stand Out.”

During our conversation, we discussed some of the latest features on LinkedIn Recruiter, and I shared a few practical tips on writing a profile that not only attracts more views but also tells your story in an authentic way. We also pulled back the curtain on what recruiters are really paying attention to and how even small tweaks to your profile can make a big difference in getting noticed.

You can join the 38,000 people who have already watched the LinkedIn Live here: How Recruiters Use LinkedIn & Ways to Stand Out.

Have you made any changes to your profile that helped you get noticed by recruiters? I’d love to hear about your experience!

Executive Order Signals Shift Toward Broader 401(k) Investment Choices

The Trump administration is signaling a major policy shift in retirement plan investment options. The August 7, 2025, executive order directed the Department of Labor to reexamine its stance on alternative assets in 401(k) plans, a move that could dramatically expand the investment landscape. If adopted, plan menus could extend well beyond traditional stocks and bonds to include private equity, real estate, commodities, managed digital asset funds, infrastructure projects, and even lifetime income solutions.

For plan sponsors, this presents both opportunity and responsibility. On one hand, new regulations could lower enforcement risks and empower sponsors to deliver participants access to asset classes once reserved for institutional investors. On the other hand, fiduciary duty does not disappear. Participant litigation tied to performance, fees, or risk exposure is always on the horizon.

The real challenge will be unlocking the potential of broader investment choices while still safeguarding participant outcomes. As the regulatory framework evolves, proactive sponsors will view this as an opportunity not only to mitigate liability but also to differentiate their plans, positioning themselves at the forefront of innovation in retirement plan design.

Read more here: Executive Order Opens Door to Alternative Assets in 401(k)s: Key Considerations for Plan Fiduciaries.

Layoff Strategies

I truly hope you never experience a job loss. But if you do find yourself on the wrong side of a layoff, executive career coach Gina Riley has created an outstanding guide to help you navigate those uncertain times.

Her article, Layoff Survival Guide: 12 Career Transition Strategies For Executives, emphasizes proactive steps such as investing in education, diversifying income streams, strengthening mental health, and sharpening one’s personal brand with practical application suggestions.

Three main takeaways:

1. Be proactive, not reactive — Build skills, document achievements, and craft your value proposition before you need them.

2. Diversify and position yourself — Explore alternative income streams, personal branding beyond LinkedIn, and internal company opportunities to widen your safety net.

3. Prioritize your well-being and mindset — Engage with therapists, understand change management, and prepare clear career narratives to stay resilient and confident during transitions.

I highly encourage this one: Layoff Survival Guide: 12 Career Transition Strategies For Executives

Age Inclusion: The Next Frontier in Business Strategy

Demographic change is no longer a future concern. It is reshaping the global economy, labor markets, and consumer behavior today. Older adults are increasingly active, financially influential, and engaged in work and consumption, yet many businesses remain youth-centric in their products, marketing, and talent strategies. Age-inclusive approaches require rethinking both offerings and organizational design: products should be accessible and appealing across life stages, marketing should celebrate vitality and reinvention rather than youth, and workforce strategies should accommodate longer careers and intergenerational collaboration. 

Programs like phased retirement, mid-career reskilling, and reverse mentorship unlock experience and innovation simultaneously. Companies that integrate age inclusion into strategy gain resilience, relevance, and growth potential, positioning themselves to thrive as longevity and multigenerational dynamics define the marketplace. Ultimately, designing for all stages of life is a strategic imperative that turns demographic shifts into competitive advantage.

Read more here: Age Inclusion Is Your Company’s Next Competitive Advantage.

Boomerang CEOs on the Rise

Amid mounting leadership pressures, a striking trend has emerged in corporate America: the rise of the boomerang CEO. A growing number of US companies are reinstating former leaders as succession efforts stumble, with 22 S&P 1500 firms now helmed by returning chief executives. High profile examples such as Disney’s Bob Iger and UnitedHealth’s Stephen Hemsley highlight the appeal of trusted figures during periods of instability, yet research from Spencer Stuart reveals a sobering pattern: boomerang CEOs consistently underperform their initial tenures, eroding shareholder value. 

The trend raises pointed questions about succession depth and board governance, while investor unease intensifies around the steep incentives required to lure executives back. These appointments serve as temporary stabilizers rather than enduring solutions, underscoring the urgent need for companies to strengthen long term leadership pipelines.

Read more here: US companies opt for boomerang CEOs as succession plans falter.

Trump Signs Order to Add $100,000 Fee for H-1B Visa Applications

President Donald Trump has signed a proclamation that will dramatically overhaul the H-1B visa program by imposing a $100,000 fee on new H-1B applications—a move aimed squarely at curbing perceived abuses and protecting U.S. workers. Under the new rule, any H-1B petitions filed after 12:01 a.m. Eastern on September 21, 2025 must include this additional payment.

The White House later clarified that the fee does not apply to current H-1B holders, renewals, or petitions submitted before that effective time.

Building Executive Presence as a Professional

Executive presence is a crucial differentiator for leaders who want to command influence without force or arrogance. For quiet professionals and sensitive strivers, it may seem like a challenge, yet their innate empathy and emotional intelligence can be transformed into a distinct advantage. Executive presence is shaped by three elements: what you do, what you say, and how you say it. These ‘sensitive strivers’ can strengthen their presence by speaking up early in meetings to establish confidence, leading with the most important message instead of over-explaining, framing communication around impact and outcomes, and keeping remarks concise and powerful. These practices, combined with natural strengths of empathy and insight, enable quiet professionals to not only project authority but also create environments where others thrive. Ultimately, executive presence is less about personality and more about intentional action.

Read more here: 4 Executive Presence Tips For Quiet Professionals.

The New Face of Unemployed: College Educated

There’s a tough-to-swallow article in The New York Times this week highlighting a troubling detail from the August employment numbers: nearly 26% of jobless Americans have been out of work for more than six months—the highest share in over three years. Economists warn this spike in long-term unemployment is unusual outside recessions and, with job openings shrinking, could leave many sidelined from the labor market. (Read article without paywall)

Image Credit: New York Times article by Noam Scheiber

I’m deeply passionate about breaking the stigma around long-term unemployment. Bias against the unemployed can lead to hiring discrimination, even for highly qualified candidates, limiting their opportunities and causing a broader misallocation of talent in the economy. In 2021, at the height of pandemic layoffs, I interviewed a job seeker who was unemployed for 18 months. Before the layoff, he was an award-winning leader—and even though the story is a few years old, his insights and resilience remain as inspiring today as they were then.

Read more here: Actionable Advice from a Job Seeker During Long-Term Unemployment

WARNING: Sophisticated Phishing

Someone — or a group of people — is using my name, photo, and likeness to target job seekers with highly sophisticated messages. They’ve also started doing the same for members of my team. I’ve already heard from many smart, discerning professionals who’ve forwarded me long email threads from these bad actors.

Here’s what they’re doing:
➖ Mining LinkedIn for personal details about job seekers.
➖ Creating multiple fake email addresses that look similar to mine (but not using my official domain).
➖ Scraping my website for language and then using AI tools like ChatGPT to craft deceptive marketing emails.
➖ They've even gone as far as using a tool to create an email signature with my photo.

I know for a fact the following email addresses have been used:

sarahjohnston.briefcasecoach@gmail.com
sarahjohnston.youmap@gmail.com

(I can't include email addresses in my post, or LinkedIn may flag it as spam)

These fake scammers are offering packages that feel "too good to be true."

Here’s an example of one of the offerings:
One-Time Payment Plan (Full Career Boost)--Ranges fom $350-$500 which includes the below benefits:
LinkedIn profile optimization
200 highly tailored job applications aligned with your goals
Priority positioning with hiring managers
Strategic guidance to increase offer conversion
ROI Guarantee: Clear strategy and direct placement to secure your next offer faster

If you receive an email claiming to be from me that feels off — especially if it’s not from my official domain — please treat it as suspicious. Report it, block it, and let me know. I am keeping records.

HERE'S WHAT I'VE ALREADY DONE:
- Filed with the Internet Crime Complaint Center and Federal Trade Commission
- Sent Cease and desist letters to the email addresses
- Filed with Google Abuse
- Notified LinkedIn Trust and Safety
- Notified Upwork's Safety
- Written multiple LinkedIn posts warning job seekers

I’m deeply frustrated by this and want to protect our community. Thank you for helping me curb these scams.

August was a great month at Briefcase Coach! One of the highlights? Mailing a bunch of gift boxes to former clients who referred business our way. It may seem like a small gesture, but for me, it carries a huge sense of gratitude.

I’m endlessly thankful for clients who trust us enough to share our name with their colleagues. That kind of trust isn’t given lightly. It reflects not just satisfaction, but genuine confidence in the work we do and the relationships we build. Even more, I’m grateful for the ongoing connections that grow from those relationships: the collaborations, the thoughtful conversations, and the mutual respect that lasts long after a project wraps.

To everyone who’s referred us, supported us, or taken the time to connect: thank you. These gestures, both big and small, mean more than words can express.

Ps. What do you like reading in the Briefs? We are thinking about our content strategy and want to make sure our newsletter is one you look forward to opening. I genuinely would love to hear your feedback (good and bad!).

Join me on Thursday, September 8th, for a free training!

LinkedIn News Editor, Andrew Seaman, is hosting me on Thursday, September 18th at 2:00 PM for a special segment titled, “How Recruiters Use LinkedIn and Ways to Stand Out.” I am going to be showing you some new features on LinkedIn Recruiter, along with how you can write a profile that maximizes views. Click here to learn more.

Transforming the Job Search with LinkedIn’s Job Match Feature

LinkedIn’s new Job Match feature is reshaping the job search experience by going beyond simple keyword matches and job titles. Powered by AI, it analyzes your entire profile, your skills, experiences, and career goals, to surface opportunities that align more closely with your career path. Instead of sifting through endless postings, Job Match acts as a personalized guide, uncovering roles you might otherwise miss. To make it easier to understand what Job Match is and how to use it effectively, I wrote an article that breaks down the process step by step.

With features like personalized fit scores, detailed breakdowns of strengths and gaps, and application insights such as hiring activity, Job Match helps you focus on opportunities that truly matter. Its natural language search makes it easy to explore roles with conversational queries, while LinkedIn Premium members gain additional benefits such as tailored resume and skill recommendations. By keeping your profile updated and applying Job Match’s insights, you can search more strategically, uncover hidden opportunities, and move forward with confidence in your job hunt.

Read more here: How To: Use LinkedIn’s New Job Match Feature.

Your Network Remains Your Greatest Asset

LinkedIn’s global research underscores a striking truth in today’s AI-driven world: your professional network remains the most trusted source of guidance. Despite the challenges of keeping pace with AI (with over half of professionals describing learning it as a full-time endeavor and 41% reporting its impact on their wellbeing), nearly two-thirds turn to colleagues for the confidence to make quicker, smarter decisions. This reliance extends to B2B buying, where 77% of decision-makers prioritize networks over brand channels to assess credibility. As Millennials and Gen Z reshape the marketplace, brands increasingly leverage authentic voices such as creators, employees, and subject matter experts, while LinkedIn amplifies these insights through shows that highlight trusted expertise and help professionals navigate change with clarity and confidence.

Read more here: Work is changing. Here’s how to stay ahead.

Career Briefs Book Club Pick: Qualified Isn’t Enough

For Briefcase Coach’s next read, I’ve picked Gina Riley’s new book, Qualified Isn’t Enough, and I’m thrilled to highlight it! Featuring insights from professionals, including me, this guide is perfect for professionals looking to elevate their career, land interviews, and secure leadership opportunities.

Leveraging years of experience in executive search and career coaching, Gina shares her Career Velocity™ system, a comprehensive approach that helps senior leaders navigate career transitions with precision. Combining insights from top recruiters, actionable exercises, and real-world examples, she shows readers how to develop a persuasive leadership narrative, build meaningful networks, tap into the hidden job market, and distinguish themselves as standout candidates for executive roles.

It’s a practical, inspiring resource for anyone ready to advance their career and I’m giving away a FREE signed copy! To enter, send me an email and I’ll randomly select a winner on Friday. Must live in North America

The Case for Strategic Authenticity in Leadership

Effective leadership extends far beyond mere authenticity; it requires deliberate intentionality, heightened self-awareness, and the capacity to consistently project one’s best self in high-stakes environments. For senior leaders, bringing their best self rather than their whole self is not just preferable, it is essential. Tomas Chamorro-Premuzic, Chief Innovation Officer at Manpower Group, emphasizes that while a measure of authenticity may serve frontline employees well, unfiltered expression at the top risks amplifying biases, impulsivity, and latent “dark side” traits, threatening both credibility and organizational stability.

Illustration by Anthony Zinonos

As Chamorro-Premuzic explains in his new book, Don’t Be Yourself: Why Authenticity Is Overrated (and What to Do Instead), research demonstrates that the most successful leaders carefully regulate emotions, manage impressions strategically, and act with consistent, value-driven behavior. By establishing clear boundaries, embodying values through actions rather than performative gestures, safeguarding personal life, and prioritizing empathy over ego, leaders cultivate trust, make sound decisions, and focus on being disciplined, effective, and truly impactful within their organizations.

Read more here: Why Leaders Should Bring Their Best Self—Not Their Whole Self—to Work.

Master Award Travel in 2025: Top Tools to Redeem Points and Miles

A growing suite of apps and websites is transforming the way travelers navigate award flights and hotel stays in 2025, making it far easier to redeem points and miles efficiently without endless searching or frustration. Platforms such as MaxMyPoint, Rooms.aero, and Point.me offer real-time award availability, intuitive alerts, and side-by-side comparisons of cash versus points pricing, while tools like ExpertFlyer and SeatSpy provide detailed insights into airline award space across multiple loyalty programs. Free versions cover essential searches, whereas paid subscriptions unlock advanced features, unlimited alerts, and personalized guidance. By combining these tools thoughtfully, travelers can streamline planning, secure high-value redemptions, and turn points and miles into seamless, luxurious travel experiences.

Read more here: Traveling in 2025? These 12 apps and websites make award redemptions easier to find.

Indeed Changes Could Quadruple Hiring Costs—What Employers Need to Know

Recruiters and employers are facing a potential shake-up in the way they post jobs, as recent changes from Indeed threaten to dramatically increase hiring costs. TalentNet Media experts Craig Fisher and Jim Durbin outlined the implications during their LinkedIn Live session, “Navigating Indeed’s New Rules: Strategic ATS Optimization for Staffing Firms,” warning that fees could surge by up to 400 percent. 

By ending the single-source XML feed and enforcing a $25 minimum per posting, each new job now carries substantial costs, forcing organizations to rethink traditional recruitment strategies. Fisher and Durbin emphasize optimizing ATS feeds, leveraging internal candidate databases, and exploring social media recruiting. Staffing firms offer a reliable alternative, helping employers maintain efficiency, control expenses, and access top talent in this evolving landscape.

Read more here: Indeed changes ‘could hike hiring costs by up to 400%’.

New DHS Rule Would Tighten Time Limits for Foreign Students and Exchange Visitors

The U.S. Department of Homeland Security has proposed a major shift in how F-1 students and J-1 exchange visitors maintain legal status, moving away from the decades-old “duration of status” system toward fixed stays tied to the program end dates, with a maximum limit of four years plus a 30-day departure period. Under this framework, any extensions for program changes, transfers, or post-completion training would require formal applications, complete with updated documentation, biometrics, fees, and proof of financial resources. 

Unlawful presence would begin accruing immediately after the authorized stay expires, grace periods would be shortened, and compliance obligations for schools, program sponsors, and employers would intensify. The change is expected to drive a surge in USCIS extension filings, compounding existing administrative backlogs and requiring more careful planning from foreign students and exchange visitors alike.

Read more here: DHS Proposes Stay Limits for Foreign Students, Exchange Visitors.

Navigating the Social Risks of AI in the Workplace

Before sharing that AI tool helping your workflow, consider the subtle social costs. Professors Richard Larrick, Jack Soll, and PhD candidate Jessica Reif from Duke’s Fuqua School of Business explore how AI use in the workplace can paradoxically boost performance while making employees appear less competent, diligent, or even lazy. 

Experiments show that AI users are judged more harshly than those seeking human advice or using other software, though bias disappears when evaluators themselves frequently use AI or when tasks clearly benefit from it, such as writing or coding. The findings suggest managers must normalize AI use to unlock its organizational potential, ensuring employees feel safe and valued while leveraging emerging tools.

Listen here: Fuqua Insights Podcast: Should You Tell Your Colleagues You Use AI?

New Employment Laws Take Effect

Starting September 1, 2025, a series of employment law changes took effect, reshaping workplace practices and compliance obligations for employers nationwide. The U.S. Department of Labor’s new six-factor test for classifying independent contractors likely reclassified more workers as employees, making them eligible for overtime and benefits. Paid sick and family leave laws expanded in states like Illinois, requiring updated policies. Minimum wages increased across many jurisdictions, while pay transparency rules mandated salary ranges in postings and promotions. Federal DEI guidance and harassment rules shifted, particularly for contractors. These changes underscored the importance for employers to review policies, update practices, and seek legal guidance to stay compliant and navigate the evolving employment landscape effectively.

Read more here: Employment Law Changes Coming Into Effect September 1st 2025.

My kids went back to school last week, and I’m feeling a mix of emotions—relief that we’re back to a regular routine and a little sadness knowing they’re already a whole grade older.

For us, back-to-school season doesn’t just mean new teachers and fresh supplies—it also means diving back into ALL the activities. Our family calendar fills up quickly, and managing the chaos becomes a balancing act worthy of Olympic status.

One thing that has saved my sanity? Meal planning.

In my pre-planning days, I was the mom sitting in the Harris Teeter parking lot, frantically scrolling for dinner ideas and hoping I didn’t forget half the ingredients. Spoiler: I usually did. Not only did it cost me extra trips (and extra dollars), it made an already busy week feel even more overwhelming.

Now, I take a structured approach. I keep a master spreadsheet of meals my family loves, create a weekly menu, and order everything through my grocery store app—always on the same day each week. This simple system saves me time, money, and most importantly, my mental bandwidth.

The same principle applies to job searching.

Just like meal planning, a little structure can go a long way. One of the best tools you can create for yourself is a target company list—a running list of at least 20 organizations where you’d love to work. This becomes the foundation of your job search, keeping you focused and intentional instead of reactive and scattered.

From there, treat your list like a job search CRM: track who you’ve reached out to, conversations you’ve had with decision-makers, and roles you’ve applied for. Over time, this structured approach helps you stay consistent, see progress, and uncover opportunities you might have missed otherwise.

Whether it’s dinner or your dream job, having a plan makes all the difference.

Ps. What do you like reading in the Briefs? We are thinking about our content strategy and want to make sure our newsletter is one you look forward to opening. I genuinely would love to hear your feedback (good and bad!).

From Job Hopping to Job Hugging: Why Workers Are Staying Put

The age of rapid job hopping is giving way to what Korn Ferry calls “job hugging,” a growing trend in which employees, particularly Gen Z, are choosing to stay put in their current roles rather than chase new opportunities. Economic uncertainty, widespread layoffs, slowing job growth, inflation, and the disruptive impact of AI have all contributed to a collective hesitation to take risks in the job market. Confidence in external opportunities has fallen to its lowest levels in years, pushing workers to value stability over mobility. 

While “job hugging” may look like a sign of stability to employers, Lorna Erickson, Hiring Strategist and Co-Founder of Expert Interviewers, highlights that it’s often less about loyalty and more about survival. “Nobody “hugs” their job because they’re in love with it. They hug it because rent’s due, health insurance is tied to it, or the job market feels like quicksand,” she explains.

In that light, job hugging isn’t a victory for retention but rather it’s a warning signal. When markets eventually rebound, the employees holding on out of necessity may be the first to leave unless companies invest now in creating environments where people want to stay, not just need to.

Read more here: ‘Job hugging’ is the newest career trend: Here’s what it means—and why Gen Z is into it.

The Engagement Crisis That Everyone Should Be Talking About

Workplace wellbeing is slipping at a dramatic pace, according to Gallup’s 2025 survey that shows engagement has plunged with only 21% of employees and 27% of managers being fully engaged, while two-thirds describe themselves as “suffering.” Managers, tasked with driving transformation in an AI-disrupted economy, are among the hardest hit, often undertrained and overwhelmed, while broader forces (layoffs, inflation, political polarization, and social disconnection) are fueling widespread fear and insecurity. 

Josh Bersin,  Global Industry Analyst and Founder of the Josh Bersin Company, highlights that companies endure when they invest in people as their greatest asset, including prioritizing development, fair and transparent pay, and opportunities for growth. Purpose and accountability must be balanced, with leaders fostering open dialogue rather than avoiding difficult conversations. 

Organizations focusing on citizenship, belonging, and kindness outperform competitors over time, proving that long-term success comes from caring for employees, not just profits.

Read more here: Employee Engagement and Happiness Crisis. What Should We Do?

Mastering the LinkedIn Headline: How to Stand Out in 220 Characters

In today’s hyper-connected professional world, your LinkedIn headline can be the difference between being noticed and being overlooked. There is an art of crafting a LinkedIn headline that does more than just state a job title and I wrote an article explaining just how to do it.

When writing your LinkedIn headline, I always tell people to treat it like a first impression. It’s the first thing others see and can determine whether they explore your profile further. You should go beyond just your job title and use the headline to showcase your unique skills, achievements, and the value you bring. Focus on clarity, relevant keywords, and even a subtle call-to-action to engage your audience. Your headline should evolve as your career does, but stay authentic and memorable. Templates can help, but customizing your headline so it truly reflects who you are and what you offer can really help you to stand out.

Read more here: Your LinkedIn Headline: How to Write a Winning One.

How to Make Too Much Experience Work for You

Being labeled “overqualified” rarely reflects a candidate’s true abilities but instead often signals unspoken concerns from employers. They may fear that a highly skilled applicant will quickly leave for a more fitting opportunity, grow dissatisfied with routine responsibilities, demand a salary beyond the role’s budget, or prove challenging to manage. Perceived limitations in career growth or subtle age biases can also shape this perception.

Addressing these concerns requires clearly articulating how the position aligns with long-term goals, expressing genuine enthusiasm for the role and the organization, and establishing reasonable salary expectations. Highlighting how additional skills and experience can drive organizational success reinforces value, while cultivating professional connections through networking ensures evaluations are based on merit rather than assumptions about being “overqualified.” Ultimately, by proactively addressing employer concerns and demonstrating both commitment and value, candidates can turn the “overqualified” label from a potential barrier into a strategic advantage that opens doors rather than closes them.

Read more here: What Employers Really Mean When They Say You’re Overqualified (And What You Can Do About It).

U.S. Labor Market Shifts in August

The U.S. labor market is experiencing notable shifts as July’s moderate job growth and a 4.2% unemployment rate coincide with planned workforce adjustments. This month, 114 companies across industries including technology, retail, healthcare, finance, and logistics have submitted WARN notices, collectively affecting thousands of employees. Companies, such as Microsoft, CVS Health, Target, Amazon Fresh, and McDonald’s, are among those making staffing changes. While some adjustments are part of normal business realignment and evolving market demands, they reflect broader economic factors such as rising costs, tariffs, and shifting consumer behavior, highlighting the ongoing need for workforce adaptability.

Read more here: As the July jobs report paints a grim picture, 114 companies plan layoffs in August - is yours on the list?

Career Briefs Book Club Pick: Worthy Wins!

My latest captivating read was John Olinger’s Worthy Wins, and I can’t recommend it enough. John is a truly remarkable human, and in this book, he shares wisdom “to help readers win in the places that matter most.”

After spending a decade as a Brand and Digital Marketing leader for Nike and Jordan Brand, John now works as a strategic consultant, executive coach, and keynote speaker. Drawing on both biblical wisdom and corporate battlefield experience, he offers readers a framework for achieving victories that truly last, uncovering their personal definition of success, focusing on the wins that deserve their time and energy, pursuing a meaningful life story, and navigating the tensions that can derail what matters most.

It’s an insightful and remarkable book. I am giving away a FREE signed copy to a Briefs reader!!! If you’re interested in winning the signed copy, send me an email and I’ll randomly pick a winner. (Must live in North America)

Salary Cuts as Career Strategy

Changing careers can sometimes require a temporary salary reduction, but this doesn’t have to be a setback. Nick Corcodilos, Host of Ask The Headhunter, highlights that a short-term cut should be viewed as an investment in long-term career growth, especially when gaining experience and skills in a new field. Think of it like climbing the wrong branch of a tree: you may need to step down to move in the right direction and start ascending again in a more rewarding path. To start: 

• Evaluate long-term value: Consider how the role positions you for growth, skill-building, and future promotions.

• Discuss growth and raises: Clarify with your new employer how quickly performance will translate into raises or promotions.

• Frame the cut strategically: Position it as an intentional investment in your career pivot rather than a loss.

• Negotiate what you can: While a higher salary may be difficult without experience or credentials, explore perks, professional development support, or performance-based bonuses.

• Monitor career ROI: Periodically assess whether the new role is delivering the intended skills, opportunities, and progress toward your goals.

Overall, a temporary salary cut can be worthwhile if it enables you to pivot to a career aligned with your long-term ambitions and accelerates your future earning potential.

Read more here: Taking a salary cut to change careers.

The Future of Benefits

The old assumptions about employee needs no longer hold. Employees span multiple generations, life stages, and career paths, creating unprecedented diversity in expectations for benefits, support, and flexibility. To remain competitive in attracting and retaining top talent, organizations must rethink how they design and deliver employee experiences.

• Flexible benefits remain rare: Only 15% of U.S. workers have access to cafeteria-style or customizable plans, leaving most employees with packages that don’t reflect real needs.

• Personalization drives engagement: Buffet-style, modular benefits, from caregiving and fertility support to phased retirement and wellness, improve satisfaction, retention, and productivity.

• AI as an enabler: Artificial intelligence allows HR teams to tailor onboarding, training, and benefits at scale, delivering personalized experiences for employees across life stages.

• Competitive advantage: Organizations that adopt AI-enabled, flexible benefits position themselves to attract, retain, and reengage talent more effectively than peers relying on traditional models.

In short, the future of workforce engagement depends on personalization and adaptability. Companies that embrace AI-enabled, flexible benefits can meet employees where they are, respond to evolving needs, and turn benefits from a static offering into a strategic lever for retention, productivity, and long-term organizational success.

Read more here: What Employees Want: Benefits, AI, And The Multigenerational Workforce.

“My friend recently joked, ‘I think I need a part-time job just to pay for all this back-to-school stuff.’ And honestly, she’s not far off. According to the National Retail Federation, the average American family with kids in elementary through high school is expected to spend around $858 this year on back-to-school essentials. From crayons to sports physicals to headphones with built-in speakers, those costs add up fast.

But it’s not just school supplies breaking the bank—job searching has become an expensive endeavor, too. I hear it all the time: Should I invest money to get more visibility and traction in my search—what my friend Virginia calls “splaving” (spending to save)? Or should I hold back, knowing income is tight and the bills keep piling up?

A recent article in the Wall Street Journal highlighted just how costly job hunting can be. Some people are spending $10,000 to $20,000 on upskilling, personal branding, and marketing themselves to land their next role.

That brings me to a question I get often from folks considering Briefcase Coach: ‘How do I know this investment will pay off? Will I get a real ROI?’

The honest answer? It’s tough to say. Any resume writing company or career coaching service that guarantees results is, frankly, selling you a lie.

What I can promise is that investing in yourself—through strategic branding, targeted messaging, and professional guidance—can significantly improve your chances and confidence. But just like any investment, there are no guarantees.

I think it’s fair to say that I—as the owner of an executive career branding firm—have a bias. I’ve personally seen how my clients have landed bigger, better roles faster because of the clarity they gained working with us and the strategic way we positioned their personal brand.

That being said, I also believe it’s crucial for every job seeker to do their due diligence. Research your options, ask questions, and choose a partner who truly understands your goals and communicates clearly about what they can—and can’t—deliver.

Feel free to reach out if you want to talk through your career goals and explore how to get the most value from your investment.

One Big Beautiful Bill: Deepens CEO & CFO Partnerships

CEOs and CFOs in almost every industry are quickly reevaluating how they work together, focusing on speeding up strategic decisions and strengthening their collaborative partnership.

President Trump’s One Big Beautiful Bill Act, signed into law on July 4, includes one of the most aggressive supply-side tax provisions in recent memory. Businesses can now immediately expense domestic R&D costs, with this benefit retroactive to December 31, 2021, marking its reinstatement after a lapse (source: KPMG).

Beyond taxation, the bill is set to radically reshape healthcare delivery. It is projected to reduce federal healthcare spending by approximately $1 trillion through FY2034 by tightening eligibility requirements for government health programs, expanding administrative enrollment procedures, altering state access to Medicaid funding, and discontinuing ACA premium subsidies (PWC Healthcare Outlook).

For tax-exempt health systems, this creates significant challenges: navigating reimbursement uncertainties while reevaluating budgets and capital priorities in the face of deep funding cuts. Successfully sustaining care for vulnerable populations amid these changes will require agile, unified leadership that balances fiscal discipline with an unwavering commitment to community health.

Read more here: How new budget bill is reshaping CEO‑CFO collaboration.

New DOJ Guidance Challenges Traditional DEI Practices and ERGs

The Department of Justice’s recent guidance marks a significant tightening of oversight on diversity, equity, and inclusion initiatives, particularly for organizations reliant on federal funding. The DOJ’s guidance highlights four main types of illegal discrimination in the workplace:

1. Giving special treatment to someone because of their protected characteristics (like a scholarship fund for a specific racial group or hiring practices prioritizing candidates from “underrepresented groups”—are unlawful and discriminatory.)

2. Using indirect methods (called proxies) to unfairly target those same protected groups. (Follow up read: How Ai Uses Big Data To Discriminate)

3. Separating or isolating people based on these protected traits.

4. Running training programs that encourage discrimination or create a hostile work environment.

For example: It would be illegal for a company to promote only employees of a certain race, exclude others based on gender through indirect rules, separate workers into different groups because of their age, or hold training sessions that encourage negative stereotypes.

Read more here: New DOJ guidance on DEI includes a subtle warning on employee resource groups.

The Real Forces Reshaping Graduate Hiring

A new graduate jobs crisis is emerging, and its roots run deeper than AI. In The 2025 Graduate Jobs Crisis: It’s Not AI (which was included in Hung Lee’s recent Recruiting Brainfood newsletter), Anita Lettink outlines how degree oversupply, sectoral mismatches, and post-pandemic market corrections are transforming entry-level hiring. Employers are favoring skills-based selection, often requiring measurable experience even for junior roles, and relying more on informal networks to fill vacancies. 

Economic caution, US tax changes that constrain tech R&D, and AI-driven role evolution are intensifying the shift but according to ManpowerGroup’s Q3 2025 Employment Outlook, companies are pausing hiring for a variety of reasons, with automation playing a relatively minor role compared to other factors.

The silver lining? This structural reset in the graduate job market presents a strategic opening for organizations willing to redesign sourcing, evaluation, and onboarding to capture underutilized early-career talent.

Read more here: The 2025 Graduate Jobs Crisis: It’s Not AI.

From Divide to Drive: Unlocking Hidden Workforce Potential

The traditional ways of assessing and developing talent no longer suffice and ridding the experience gap means moving beyond traditional metrics like tenure and degrees to adopt a dynamic, skills-focused talent strategy. Research conducted by the World Economic Forum found that 61% of employers have raised experience requirements over the past three years. Additionally, the majority of entry-level positions now demand two to five years of prior experience.

Insights from Deloitte detail how reinventing sourcing by eliminating rigid filters, expanding paid internships and apprenticeships, and embedding experiential learning through strategic educational partnerships creates a more inclusive and agile talent pipeline equipped to meet evolving business demands.

Talent development should combine contextual skill-building with purposeful career pathways to cultivate judgment and adaptability, and harnessing AI to capture tacit knowledge and empower less-experienced talent accelerates readiness and unlocks new workforce potential. 

Read more here: Closing the experience gap.

The Art of Targeting Companies in 2025 - How To Find Your Dream Company

Whenever I’m speaking with someone in the midst of a job search, I always emphasize how crucial it is to create a targeted company list for success. Without a clear focus, job seekers can waste valuable time and energy on opportunities that don’t fit their goals. To detail exactly what I mean, I’ve built a “How To” list that compiles 15 innovative strategies designed to help job seekers compile a focused list of companies that perfectly align with their skills and career goals.

By leveraging advanced tools such as Crunchbase, ChatGPT, and LinkedIn, exploring venture capital portfolios, and conducting strategic informational interviews, these methods reveal hidden opportunities and identify rapidly growing employers often overlooked by conventional approaches. Embracing this strategic framework enables job seekers to maintain momentum, expand their professional network, and significantly enhance their prospects of securing their ideal position.

Read more here: How to Build a Target Company List for Your Job Search in 2025.

The 9-9-6 Work Schedule Threatens More Than Just Employee Wellness

As competition intensifies in the tech and AI sectors, some companies are revisiting demanding work models in pursuit of accelerated innovation and market dominance. The “9-9-6 work schedule,” requiring employees to work from 9 a.m. to 9 p.m. six days a week, is emerging among AI startups in an effort to outpace global rivals. 

If you are considering a job with long hours, consider the impact on your health and relationships. A large body of research shows that more time at your desk does not actually mean more output. A British study published in 2019 shows that employees who put in more than 11-hour workdays are 67% more likely to have a heart attack.

Read more here: The ‘9-9-6 Work Schedule’ Could Be Coming To Your Workplace Soon.

Investing in People Is Today’s Ultimate Business Advantage

In an era defined by relentless change, talent development emerges as a strategic imperative that decisively shapes organizational resilience and growth. Maria Eleonora Bailey, experienced in Learning & Development, Organizational Development, and Change Management,  emphasizes that embedding learning initiatives within core business objectives transforms workforce capabilities into a powerful engine for innovation, retention, and agility. Companies that align skill-building with critical business needs unlock measurable outcomes, while cultivating managerial excellence multiplies team impact. As the half-life of skills diminishes, fostering learning agility through a culture of continuous curiosity, experimentation, and feedback becomes indispensable. This positions talent development not merely as HR’s responsibility but as a catalyst for sustained competitive advantage.

Read more here: Why Talent Development is the New Competitive Advantage.

NEW: The Triangle Talent Brief

Have you heard?? I’m launching a brand-new newsletter focused entirely on the job market in the Research Triangle.

The landscape in the Triangle is shifting fast. Federal funding cuts have hit hard, and explosive population growth means more competition for fewer roles. 

That’s why I’m excited to introduce you to the The Triangle Talent Brief: an all-inclusive update filled with timely insights and news, key trends, and what it all means for job seekers and employers alike.

Whether you’re actively searching or just keeping an eye on the market, The Triangle Talent Brief can be your go-to for updates and news in the local job market.

My kids, probably similar to many of yours, are getting ready to head back to school. As always, it seems like summer flew by and now the new school year is quickly approaching.

But as back-to-school ads pop up everywhere, serving as a reminder to get ready, it's also a stark reminder that learning is never done, no matter our age or where we are in life. Whether we’re students, professionals, parents, or lifelong dreamers, this season invites us to stay curious, embrace growth, and open ourselves to new possibilities.

So here’s a little challenge I’m setting for myself and one I’ll extend to you: for the next month, actively learn something new every single day. It doesn’t have to be big or complicated. It could be a fun fact that sparks your curiosity, a fresh perspective that shifts how you see something, or a small step toward building a skill you’ve been meaning to develop. The goal is to keep your mind curious and open, to embrace growth in all its forms. Learning isn’t reserved for school. It’s a mindset that keeps us sharp, adaptable, and open to what’s next.

As the school year kicks off and our kids get ready to learn, let's carry that spirit with us: the thrill of discovery, the courage to ask questions, and the understanding that there's always more to explore.  After all, growth never really graduates.

The Future of Work Isn’t Fully Remote After All

Research from Gallup (conducted by Ryan Pendell and Sangeeta Agrawal) uncovered a surprising trend: Gen Z, often labeled as digital-first, is the generation least likely to prefer fully remote work. Driven not by a lack of tech-savviness but by a deeper craving for connection, only 23% of remote-capable Gen Z employees favor it. Meanwhile, millennials emerge as the staunchest defenders of remote flexibility and the most willing to leave when it’s threatened. This generational divergence exposes the limitations of broad, one-size-fits-all policies. 

Jason Averbook, Senior Partner of Global Leader Digital HR Strategy at Mercer, emphasizes hybrid work models too often miss the mark, providing flexibility without fostering meaningful interaction. Gen Z frequently arrives at half-empty offices, sidelining the informal learning, mentorship, and sense of belonging they value most. To build truly effective hybrid environments, companies and organizations must move beyond logistics and design for intention, aligning presence with purpose and ensuring that connection remains central to how work gets done.

Read more here: Fully Remote Work Least Popular With Gen Z.

Out of Office Indefinitely

Drawn by the flexibility, autonomy and creative control of gig work, professionals are leaving traditional employment behind at an increasing rate. As hiring slows (down 12% compared to this time last year) and competition intensifies, many are turning to freelance, contract or self-employed roles out of both necessity and choice. The pandemic accelerated a reevaluation of priorities, and professionals are now prioritizing values-aligned work and better work-life balance. While success is not guaranteed and AI presents new risks, technology is also lowering barriers to entry and the gig economy is booming, projected to exceed $2 trillion by 2033.

Read more here: The allure of gig work: Why more professionals are leaving 9-to-5 jobs behind.

The Future of CFO Compensation

In 2024, 72% of CFOs and 48% of CEOs at U.S. public companies received salary increases—mirroring trends from 2023—yet the stakes are shifting (source). Average CFO compensation surged to $2.9 million, driven largely by outsized equity awards. While some packages hit unprecedented highs, growing economic uncertainty and geopolitical tensions are pushing boards to rethink future pay strategies. Experts anticipate more restrained growth, with a pivot toward performance-based equity and tailored adjustments for tariff-exposed industries. At the same time, rising CFO turnover—especially among pandemic-era hires—is sharpening the spotlight on leadership continuity, alignment, and succession planning.

Read more here: After A Flush Year for CFO Pay, What’s Next?

Transforming HR with AI and Talent Intelligence

The talent intelligence market is booming, now worth billions, thanks to the massive collection and analysis of personal and professional data. Josh Bersin, Industry Analyst and Thought Leader focusing on the global talent market and the challenges and trends impacting business workforces around the world and CEO of The Josh Bersin Company, breaks this market down into three key players: data aggregators who collect raw profiles, enrichment firms who turn that data into useful insights, and talent intelligence platforms that bring these insights directly into HR systems. Your data is being sold to companies like ZoomInfo and Lightcast to provide detailed workforce analytics, helping businesses make smarter decisions in hiring, skills development, and planning.

Lightcast, one of the largest players, acquired one of the data collection firms, Rhetorik (source)

If you are curious about the impact of this acquisition, I recommend listening to Josh’s podcast on the impact on the intelligence capabilities linked in the article below.

Read more here: People Data For Sale: How The Talent Intelligence Market Really Works.

Stop Guessing What to Wear to an Executive Interview—Here’s Exactly How to Dress to Impress (With Links!)

The rules around interview attire have changed—and no one sent a memo. With remote work, shifting dress codes, and the rise of “authenticity,” it’s no wonder job seekers are confused about what to wear. But first impressions still matter—a lot. In this article, I break down exactly what to wear to your next executive interview, with links, tips, and real examples. From decoding company culture to knowing when to go business formal vs. business casual, this is your no-fluff guide to showing up polished, confident, and interview-ready.

Read more here: What to Wear to an Executive Interview.

The HR and Tax Implications of the One Big Beautiful Bill Act

A recent tax and spending law, the One Big Beautiful Bill Act (OBBBA), has brought profound changes to the tax treatment of employee compensation, compelling HR to adapt swiftly across multiple fronts. Central to the law is a new “qualified overtime” deduction that mandates precise tracking of federal weekly overtime distinct from state or daily overtime rules, requiring significant payroll system adjustments. Alongside this, withholding procedures must be overhauled by 2026 to ensure compliance. 

The legislation also reshapes the landscape for tip deductions, eliminates the tax benefit for employer-provided meals, and permanently extends valuable exclusions for student loan reimbursements, dependent care flexible spending accounts, and adoption assistance, amongst other things. To navigate this complexity, organizations must synchronize payroll, communication, and policy efforts, ensuring compliance while maximizing employee incentives under the new law.

A Win for Working Parents: The annual pre-tax contribution limit for Dependent Care Assistance Plans (DCAP) is increasing from $5,000 to $7,500. These employer-sponsored accounts let families set aside pre-tax dollars—similar to health savings accounts—to help cover child care expenses, offering meaningful tax savings for working parents.

Read more here: 15 Takeaways for HR Pros from the One Big Beautiful Bill Act.

Switching Gears: The Dynamics of Career Shuffles

From 2022 to 2024, 2.6% of Indeed users changed jobs each month, with nearly two-thirds transitioning into different occupational categories. Nursing and software development show the least mobility, driven by rigorous credentialing and specialized skill demands. Meanwhile, hospitality, retail, and logistics face high turnover and attract many workers from other fields. Higher exit rates are linked to lower wages and younger workforces as employees pursue better prospects. These patterns highlight significant differences in job stability and movement, emphasizing the importance of customized talent approaches: sectors with high turnover should focus on recruitment and onboarding, while stable industries must invest in retention and career development.

Read more here: From One Job to Another: Mapping

Career Transitions Using Indeed Data.

Why Leaner Workforces Are Being Celebrated

CEOs and corporate leaders, including those from Wells Fargo, Bank of America, and Verizon, are publicly celebrating workforce reductions as evidence of strategic discipline and AI-driven efficiency and are citing declining headcounts as signs of progress, often achieved not through mass layoffs but by slowing hiring, consolidating roles, and automating tasks. What once signaled financial strain is now reframed as a mark of operational excellence. AI adoption is accelerating this shift, enabling leaner teams without a corresponding drop in output. 

While some executives acknowledge the human cost, critics warn that the normalization of quiet reductions, particularly in non-unionized industries, could erode worker power and reshape the corporate labor model with little public scrutiny.

Read more here: CEOs Trumpet Smaller Workforces as a Sign of Corporate Health.

Due Diligence Is Non-Negotiable

Conducting due diligence before accepting a job offer is essential given the constantly evolving market and to understand how to do it well, I spoke with four seasoned CFOs who offered candid, behind-the-scenes guidance on what to look for. Their advice made one thing clear: due diligence goes far beyond financials. Culture must be investigated deliberately, ideally through conversations with employees, a look toward leadership behavior, and the digital breadcrumbs that reveal a company’s true character, while filings and earnings calls can expose trends and inconsistencies that raise red flags. What emerged from every conversation was a shared truth: thoughtful, thorough due diligence isn’t just a best practice, it’s a necessary step in making smart career moves.

Read more here: 4 CFOs Give Advice on How To Conduct Company Due Diligence.

NEW: The Triangle Talent Brief

Have you heard?? I’m launching a brand-new newsletter focused entirely on the job market in the Research Triangle.

The landscape in the Triangle is shifting fast. Federal funding cuts have hit hard, and explosive population growth means more competition for fewer roles. 

That’s why I’m excited to introduce you to the The Triangle Talent Brief: an all-inclusive update filled with timely insights and news, key trends, and what it all means for job seekers and employers alike.

Whether you’re actively searching or just keeping an eye on the market, The Triangle Talent Brief can be your go-to for updates and news in the local job market.

This month marks ten years since I launched Briefcase Coach—a milestone that has me reflecting on just how much has changed since those early solo days. What began as a one-woman endeavor has grown into a powerhouse team of industry experts who bring deep experience, strategic insight, and heart to everything we do.

While many of you may know us for our one-on-one work with private clients, our impact has expanded well beyond that. Today, a growing roster of corporate partners—more than a dozen and counting—trust us to support their outplacement needs and elevate their internal talent. Whether we’re helping a high-potential leader strengthen their story or guiding a transitioning executive with dignity and care, our team is honored to be part of those pivotal moments.

To those of you who’ve supported us over the years—by reading, referring, or just cheering us on—thank you. Your belief in our work has shaped what Briefcase Coach is today, and we’re just getting started.

Robots Are Taking Over Job Interviews

AI-driven interviews are reshaping hiring by automating early candidate interactions through conversational AI agents that conduct real-time interviews. While this technology allows recruiters to efficiently and cost-effectively screen large applicant pools, it is often at the cost of a personal, human touch. Many candidates find these AI interviews impersonal and sometimes unsettling, as the technology struggles to answer their questions fully or gauge cultural fit and soft skills. 

While AI enhances efficiency and tailors questions to candidates, human judgment remains essential for evaluating subtle qualities, reducing bias, and making well-rounded hiring decisions. The key to success lies in striking the right balance between automation and authentic human connection. As recruitment continues to evolve, organizations that blend AI’s speed with thoughtful human insight will build stronger talent pipelines and gain a lasting advantage in attracting top talent.

Read more here: Welcome to Your Job Interview. Your Interviewer Is A.I.

NEW: The Triangle Talent Brief

I live and work in the Research Triangle and am seeing first hand that it’s one of the toughest job markets in the U.S. Once seen as one of the top metropolitan areas in the U.S. to live and work in, this region has thrived on federal grants that fuel tech and research. But recent government cuts have hit here the hardest, while rapid population growth means more competition for fewer jobs.

That’s why I’m thrilled to announce the upcoming launch of a brand-new newsletter debuting in Q3: The Triangle Talent Brief—a curated resource dedicated to the people, trends, and opportunities shaping the talent landscape in the Triangle.

This newsletter will deliver in-depth insights on local hiring and layoff trends, exclusive interviews with top employers and thought leaders, and data-backed analysis on which industries are growing, slowing, or stalling.

Sign up now for early access and be the first to receive our upcoming issues. I can’t wait to share what’s next with you.

Redefining Retirement in the Face of Career Disruption

Late-career job losses are blurring the traditional path to retirement. Executives and senior professionals are increasingly facing layoffs, buyouts, or pressure to exit sooner than planned which leads to extended job searches, lower re-employment pay, or an unexpected shift into part-time work. Workers ages 55–64 average 26 weeks to find new roles, often hindered by age bias and salary expectations. 

Yet many are redefining this transition with resilience and creativity. Some executives shifted to part-time consulting and nonprofit leadership, preserving both income and purpose while others stepped away from the job market entirely, embracing lifestyle resets centered on personal fulfillment. The key lesson: organizations and leaders must rethink retirement transitions by offering flexible exit paths, addressing age bias, and planning early for financial security and meaningful post-career engagement. Retirement today is less an end and more of a strategic pivot.

Read more here: Late-Career Job Losses Are Blurring What Retirement Looks Like in America.

June Jobs Report Reveals Resilience

In June, the U.S. labor market demonstrated resilience by adding 147,000 jobs and lowering unemployment to 4.1%, near historic lows, despite persistent economic uncertainties. Job growth was concentrated in public sector roles, especially within state and local government, and healthcare, driven by demographic demands and public investment. Meanwhile, manufacturing and tariff-sensitive sectors faced declines, reflecting trade tensions and policy shifts. 

Wage growth outpaced inflation, supporting consumer spending, but slower hiring, a shrinking labor force, and rising long-term unemployment signal underlying weaknesses. These factors highlight the urgent need for agile workforce strategies, proactive risk management, and scenario planning to address evolving labor availability and cost pressures. Navigating these complexities with flexibility and foresight will be essential to sustaining organizational growth and competitiveness amid uncertain economic and policy landscapes.

Read more here: Employers added 147,000 jobs in June as labor market remains resilient.

The LinkedIn Tryhard Trap (And How to Avoid It)

I’ve watched countless professionals fall into the LinkedIn “tryhard” trap by trying to gain attention and establish credibility with constant posts, recycled content, or self-promotion that feels forced. Instead of building influence, they burn out, lose credibility, and often get ignored. I’ve found that success on LinkedIn comes from doing the opposite: focusing on genuine connection, sharing real insights, and being intentional about personal branding. It’s about knowing your audience, posting with purpose, and engaging in ways that actually add value. You don’t need to post every day or pretend to be an expert on everything. Consistency matters more than volume, and authenticity beats algorithms every time. 

It also matters how you engage with other. Quality interactions build trust and open doors. With a clear personal brand, a defined audience, and a purposeful posting strategy, LinkedIn can become a powerful tool for growth and influence. You just have to stop trying so hard and start showing up the right way.

Read my full article here: LinkedIn Strategies for Thought Leadership: Avoid the “Tryhard” Trap.

On-Demand Pay: The Rising Benefit Outshining 401(k)

Unsurprisingly, financial stress affects nearly three-quarters of workers, as rising housing costs, inflation, and stagnant wages force many to live paycheck to paycheck. In response, a new system enabling employees to access earned wages anytime rather than waiting for traditional pay cycles is rapidly gaining popularity, even surpassing retirement plans as a valued benefit. This “on-demand pay” system gives workers greater financial control without interest or loans, easing anxiety and improving focus on the job. 

Employers like the Vonachen Group have seen turnover drop by 25% after introducing weekly pay access through platforms such as DailyPay. For companies with large hourly workforces, on-demand pay offers a practical, low-cost way to support employee financial wellness and retention while integrating seamlessly with existing payroll systems. While it doesn’t address wage stagnation, it significantly reduces employee stress and empowers workers to better manage daily expenses.

Read more here: An employee benefit linked to financial stress is becoming more popular than 401(k).

When Stepping Down Becomes a Strategic Move

An increasing number of CEOs are choosing to step down earlier than expected, not out of necessity, but from a deeper understanding of timing, purpose, and legacy. Former executives like Whole Foods cofounder John Mackey and Girls Who Code founder Reshma Saujani recognized that when their passion waned or the company’s needs evolved, it was time to move on. Others, including Rick Hammell and George Barrett, stepped aside to make room for new leadership and to pursue fresh ventures or personal goals.

The transition is rarely easy. It can challenge identity, sever ties to power or prestige, and disrupt daily routines. Still, many find clarity through self-imposed deadlines, therapy, or the lure of building something new. As CEO turnover rises, these stories reflect a broader shift toward intentional, well-timed exits and reimagined post-leadership lives.

Read more here: How CEOs know when it's time to quit.

Middle Managers Are the First Casualty of the AI Boom

Middle management roles are shrinking as companies double down on cost-cutting and AI investment. Post-pandemic workforce recalibration and rising interest rates sparked an initial reduction, but AI’s growing role in automating project oversight, performance reviews, and decision-making is accelerating the trend. 

A Gusto survey of 8,500 small businesses found manager-to-employee ratios widening from 1:3 in 2019 to 1:6 in 2025, with manager layoffs outpacing other roles. Large enterprises like Amazon, Google, Meta, and Microsoft are openly eliminating layers of midlevel oversight while channeling major investments into AI. This change signals a fundamental shift in organizational design to focus on flattened hierarchies, leaner management structures, and AI-enabled oversight. But in turn, it also raises critical questions about leadership pipelines, accountability, and how strategic decisions are delegated in a leaner corporate landscape.

Read more here: Middle manager roles fall as AI investment rises.

Positioning for Your Next C-Suite Role Without Raising Alarms

For executives, the most effective executive job searches happen quietly, by focusing on visibility, influence, and reputation, not open job hunting. Successful leaders cultivate strong industry presence and genuine relationships, demonstrating strategic thinking well ahead of any openings.

As Loribeth Pierson, Resume Writer and Job Search Coach at Linked Journal LLC, explains, “The most effective C-suite searches come when executives first establish themselves as industry leaders—not just candidates. By sharing insights and engaging in strategic dialogue, they build a reputation as results-driven leaders.”

Confidential searches aren’t about hiding but about positioning yourself as the obvious choice once the right opportunity arises. This means being present where it matters, leading with impact, and letting your track record and reputation do the talking, without the need for big announcements.

Read more here: The C-Suite Secret: How Top Executives Land Dream Jobs While Their Boss Thinks They're Loyal.

The Real Risk of Automating Away Entry-Level Jobs

Entry-level hiring in tech has plummeted, down 73% in the past year according to data from Ravio , as AI tools take over tasks once assigned to junior roles. But cutting early career jobs isn’t just a cost-saving move. It risks eroding talent pipelines, weakening leadership succession, and stifling innovation. Junior hires have long been a source of fresh ideas, future leaders, and cultural continuity. 

While AI handles routine tasks, companies still need people who can think critically, solve problems, and bring creativity to the table. The opportunity isn’t to eliminate entry-level roles, but to redesign them for the AI era by focusing on emerging skills, real project exposure, and intentional development. Investing in structured learning, mentoring, and a skills-based approach to hiring ensures junior talent adds immediate value while growing into future leaders. Companies that adapt now will secure a competitive edge, while those who sideline junior talent risk paying the price in both culture and capability later on.

Read more here:  Early career hiring is down 73% – here's why it's time to redesign entry-level roles for the AI era.

As I'm sure you know, this week is the Fourth of July, a holiday that’s always filled with fun and tradition for my family. For us, it’s a day spent by the water, soaking up the sun, and enjoying the unmistakable scent of the grill. There’s a certain energy in the air that has a collective sense of joy and fun.

But every year, I also find it’s more than just a fun day off. It feels like a little checkpoint. We’re officially halfway through the year and it’s a good time to take a breath and check in not just on what’s ahead, but on how we’re really doing. Personally and professionally.

This holiday is all about independence, which makes it a great reminder to ask: Am I feeling in control of where I’m headed? Am I chasing the things that really matter to me, or waiting for them to just happen? Am I speaking up for what I want, or holding back?

It’s not about having all the answers. It’s about using this moment as a spark. A little reset. A chance to move into the second half of the year with a bit more clarity, confidence, and intention.

So as you enjoy the festivities, I hope you also find a quiet moment to check in with yourself. Celebrate how far you’ve come, and feel empowered to keep going. Let the spirit of independence fuel your next step. Let it be the spark that lights your path forward, with renewed energy and unwavering determination.

Wishing you a joyful and inspiring Fourth of July!

Does Your Resume Layout Really Matter?

One of the most common questions I get from job seekers is surprisingly simple: Which resume layout should I use?

Many resume builders offer two-column designs, where the main column features work experience and a smaller column includes skills, education, or quick highlights. It can look sleek, but is it actually better?

I wanted to unpack this debate a little more so I posed a question to the experts: “What is your preference as a reader: resumes with no columns or resumes with columns?” And the preference was overwhelmingly clear.

Most recruiters and hiring managers favor the clarity and ease of the traditional single-column format. It follows a natural top-to-bottom, left-to-right flow that makes scanning smoother, especially when reviewing quickly or making decisions.

This might seem like a small design choice, but it is one that causes a lot of hesitation. And the truth is, layout matters. It shapes how clearly and quickly your story comes across.

Read the full article here: Choosing a Resume Layout: The Enduring Edge of the No Column.

Early Jobs Report Signals Labor Market Cooling

Economists expect 116,000 jobs were added in June, down from 139,000 in May, with unemployment ticking up to 4.3%. These numbers point to a gradually cooling labor market, reinforcing the narrative that the economy is slowing.

A softer labor market could influence wage pressures, hiring plans, and consumer spending outlooks, all of which are key inputs for budgeting and forecasting. It also signals that rate cuts may be on the horizon, with implications for capital costs, investment timing, and market positioning.

Read more here: The Latest Issue of the Morning Brew.

Tribunal Warns Against Use of ‘Karen’ Label in Discrimination Case

An employment tribunal has recently ruled that using the term “Karen” is borderline racist, sexist, and ageist. Judge George Alliott made the statement during the dismissal of a discrimination case brought by Sylvia Constance, a 74-year-old Black British woman, against Harpenden Mencap. Constance alleged unfair dismissal and racial and age-based victimization after being fired over allegations of bullying and abuse. Her representative accused the organization of acting like “Karens,” claiming white female managers had weaponized their privilege and colluded in racist behavior. 

The judge rejected those arguments, calling the use of the term “Karen” pejorative and inappropriate in legal proceedings. He found the allegations against Constance legitimate and not racially motivated. The ruling signals that even colloquial labels, when used in formal settings, carry discriminatory weight.

Read the full article by Dorothy Dalton, Founder of 3Plus International, an organization focused on building inclusive workplaces based on psychosocial and psychological safety and trauma informed practices, here: Calling someone a ‘Karen’ is ‘borderline racist, sexist and ageist’, tribunal says.

The Collapse of the Early-Career Pipeline

Recent grads are entering the weakest job market in decades, and for the first time, young college-educated workers are more likely to be unemployed than the general population. Unemployment for 22–27-year-old grads has risen to 5.3%, and in tech-related fields it’s even worse: computer engineering (7.5%), computer science (6.1%), and information systems (5.6%).

Mark Minevich, global AI strategist, calls this an “economic dead zone” for the Class of 2025. Over 50% of new computer science graduates are jobless, many of which are buried in debt, stuck in retail jobs, and watching key milestones (housing, marriage, family) slip out of reach.

Andrew Hamada, CEO of Reason Automation, warns that students bet their futures on outdated advice. Once-hot majors like computer engineering and information systems now lead in unemployment. The same companies these grads aspired to work for—Amazon, Meta, Salesforce—are slashing hiring while boasting about how much work AI can now replace.

This isn’t just labor statistics. It’s a strategic warning that the early-career pipeline is breaking. Degree-based hiring is no longer reliable, and talent is being left behind just as companies need agility most. Leaders must rethink how they hire, train, and develop future talent or risk losing a generation of potential while their businesses fall behind in an economy increasingly defined by adaptability, not credentials. 

Read more here: Job edge dulls for college grads.

Networking Like a CEO: Authenticity Over Agenda

Effective executive networking isn’t about selling, self-promotion, or working a room. It’s about building trust through authentic, intentional interactions. The most valuable relationships often start without an agenda and grow from shared curiosity, active listening, and a willingness to offer help with no strings attached. This approach replaces the outdated, performative style of networking with something more strategic: long-term relationship building grounded in credibility and follow-through.

Evan Nierman, CEO of Red Banyan, a global PR firm specializing in brand building, communications training, and crisis management, explains how at the executive or C-suite level, influence stems from how consistently and genuinely you show up. You set yourself apart not by what you say, but by how well you listen, how quickly you follow up, and how thoughtfully you offer value. Business may follow, but connection comes first.

Read the full article by Evan Nierman here: 7 Secrets to Network Like a CEO.

Crafting Cover Letters That Actually Work

A well-crafted cover letter offers more than just an introduction; it reveals how a candidate thinks, communicates, and aligns with the organization’s values. It’s not about restating the résumé. The most effective letters are focused, personal, and specific to the opportunity. They show genuine interest, not just in the job, but in the company itself.

This format offers a clear view of someone’s motivations, work style, and self-awareness, all traits that are often harder to assess from credentials alone. When a candidate can articulate why they want this role at this company, and support it with relevant experience or a short story, it signals intention and maturity.

In a hiring environment where fit and clarity matter more than ever, this kind of communication should not be overlooked.

Read the full article here: How to Write a Truly Authentic Cover Letter.

Why Executive Burnout Puts the Entire Business at Risk

Marc Kielburger, Harvard and Oxford grad, Rhodes Scholar, bestselling author, and global changemaker, had all the markers of success but behind the accolades, he was burned out and disillusioned. And unfortunately, his story reflects a growing leadership crisis: outward success masking inner depletion. Over half of CEOs now report mental health struggles, a sharp rise with serious implications. Burned-out leaders weaken culture, stall performance, and make poorer decisions.

The solution isn’t another productivity hack. Kielburger argues that fulfillment, once dismissed as optional, is now essential. Leaders grounded in purpose build trust, improve retention, and drive innovation. The shift requires redefining success around alignment, not just output.

That means protecting time for clarity, auditing energy instead of just tasks, and talking openly about meaning at work. When fulfillment becomes part of the leadership model, teams respond with resilience and engagement. And that’s not just healthier. It’s more effective.

Read the full article here: I Achieved Success — But Realized It Wasn't Sustainable Until I Made This Crucial Shift in Leadership.

Joy Isn’t a Distraction, It’s a Career Advantage

While high achievers often excel at finding meaning and accomplishment in work and family, many fall short in experiencing joy, which is the third essential ingredient for a satisfying life. Research on nearly 2,000 professionals reveals that joy is rarely a priority, even though it's crucial for well-being. It's not about having more time but using limited free time more intentionally.

The most fulfilled individuals follow five key strategies:

• Engage socially: shared experiences generate more joy than solo ones, regardless of personality.

• Avoid passive leisure: activities like TV and scrolling offer minimal joy compared to active pursuits like hobbies, exercise, or volunteering.

• Follow intrinsic interests: pursuing what you genuinely enjoy, not what seems “worthwhile,” leads to greater life satisfaction.

• Diversify your activities: over-investing in a single hobby can backfire; variety keeps leisure fresh and rewarding.

• Protect your time: guard leisure as seriously as work; joyful time replenishes energy and enhances performance across all life domains.

Ultimately, joy isn’t a distraction. It’s fuel. The more joy people find outside of work, the more purpose and success they report inside it.

Read the full article here: How the Busiest People Find Joy.