If you’ve ever dreamed of getting your book published by a traditional publisher, you’ve probably heard the same advice I did: “You need an agent.”

Today I’m sharing exactly how I landed mine. The steps I took, what I’d do differently, and the three things I wish I’d known before I started.

And if you’re not a writer? Think of this as a playbook for pitching yourself into any big opportunity — a job, a speaking engagement, a creative collaboration — where the answer is almost always “no” unless you make a compelling, strategic case.

Step 1: Decide on Your Path — Traditional, Self, or Hybrid Publishing

Before you get too far down the road with writing your book, take a moment to think about which route you want to take to get your work into the hands of your ideal reader. Why does it matter? Because the path shapes every decision that follows — how you write, who you partner with, and how you plan to market. Clarity upfront helps you set realistic expectations and avoid burnout midstream. Here are your three routes:

* Traditional Publishing – You sign with a publisher who covers editing, design, distribution, and some marketing. You get credibility and an advance, but the process takes longer and you’ll still carry much of the promotional work.

* Self-Publishing – You control the whole process, from editing to cover design to marketing. It’s faster and royalties are higher, but all costs and logistics are on you.

* Hybrid Publishing – You pay upfront for professional editing, design, and distribution services while keeping creative control. It blends traditional polish with self-publishing autonomy.

I knew I wanted to first go for traditional publishing for two reasons:

* Editorial partnership – I wanted to work with a seasoned editor who could help me reach the full potential of this book.

* Infrastructure and distribution – While publishers no longer invest heavily in marketing, they do have systems in place that I couldn’t (and didn’t want to) build myself.

If I don’t secure a traditional publisher, then I’ll most likely self-publish.

Step 2: Prepare Your Proposal (Nonfiction) or Manuscript (Fiction)

Nonfiction = proposal. Fiction = full manuscript. That was my first big lesson.

Since I’m writing a non-fiction book, I needed a book proposal to send to publishing agents. A book proposal is basically a sales pitch for your book: part summary, part marketing plan, part writing sample. It convinces an agent or publisher to say yes.

A publishing agent then submits to publishing houses on my behalf after I’ve done a rewrite of the proposal based on the feedback from the agent.

I found free proposal templates online, asked my network for examples, and quickly realized I needed more than a template. I needed accountability, guidance and mentorship. I was in over my head, but had confidence I could swim with some help.

I found my book proposal coach through a recommendation and knew after meeting her that she was the right fit. Her name is Patti Hall and I loved her energy, her immediate understanding of my vision and that she had worked with other first-time authors in my genre. We worked together for about nine months both 1:1 and in a group setting.

To be transparent: I missed every deadline I set for myself. Writing the proposal was harder than I expected. Without Patti and the group support, I would have quit.

Whether you’re writing a proposal or a manuscript, get super honest and clear about what will set you up for success in completing your work and go after it. (I found James Clear’s book Atomic Habits helpful in finding what motivates me: structure and the desire to be an A+ student.)

Step 3: Research and Target the Right Agents

Once I had my book proposal polished, I was ready to find a publishing agent. The two most helpful tools in figuring out which agents to submit to were QueryTracker (it’s free!) and my network. (Check out this blog about the value of “loose” connections in your network — a vast majority of people find help not from their closest connections.)

QueryTracker is a subscription app that allows you to search for publishing agents by genre, see who’s open to queries, submit a query based on the agent’s preferences, and track submissions.

Every agent has a different process. Some want an email submission with the proposal pasted into the body of the email. Others want it as a Word attachment (not a PDF which I found surprising). Some have a submission form that asks about the subject matter of your book, your social media profile, and your bio. From there, if they’re interested, they’ll request the full proposal.

When I researched agents on QueryTracker, I asked myself:

* Do they represent books like mine?

* Do I connect with their sensibility?Have they recently sold projects in my category?

When reaching out to my network, I didn’t discriminate because I had no idea who knew who. I said something like: “I’m looking for a nonfiction publishing agent, open to new authors, who works in the self-help space and might have an affinity for topics that are familiar but with a twist, like career grief.” About a dozen friends, or friends-of-friends, came back with recommendations and generously referred me so I had a soft landing as opposed to a cold email submission.

A third tool I used was a bit more pie-in-the-sky, but still valuable. I curated a list of about 20 books that were similar to mine in category, topic, and style, then researched who the publishing agent was for each one. (I both googled for the answer and checked the acknowledgements in the book.) Most of those agents weren’t accepting query letters at the time, but I don’t regret the exercise.

Step 4: Personalize Your Query Letters

Don’t spray and pray. Personalization matters.

I spent 20–30 minutes on each letter, even with a template that I created. I researched every agent and customized my pitch to reflect their recent deals or stated interests.

Yes, I made mistakes. I once sent an agent I’ll call Taylor Casey a query that began, “Dear Casey” instead of “Dear Taylor.” 🤦🏽‍♀️ In fairness, she does have two first names. I caught it the second I hit send, freaked out, and tried to unsend, but the window closed before I could. I immediately followed up with an apology. To her credit, she wrote back a few days later, very kind, and said it definitely wasn’t the first time someone had called her Casey.

I also used LinkedIn to see if I had direct or indirect connections to agents on my list, asking for introductions when I could.

A quick run-down of my stats:

* 137 total agents identified, but about ⅔ were not accepting submissions

* 48 submitted queries over a three week period of time (it took that long to do my homework and personalize all the letters)

* 29 non-responses

* 15 rejections (14 cited low social media presence, 1 cited the writing)

* 4 expressed interest

The non-responses didn’t bother me. Publishing etiquette is refreshingly clear compared to Hollywood: if you don’t hear within their stated window, it’s a pass. Simple. I was also delighted that some agents said that if I received interest to ping them, they would move my submission to the top of the pile.

Step 5: Choose Your Match

I know that I was incredibly lucky to have interest from four agents. I met with them and asked:

* What is your process? I was looking for someone who would do developmental work with me because I knew I still had so much to learn.

* What would be your submission strategy? I was ready to trust them completely — I’ve never taken a book proposal out and had no interest in second-guessing an expert. That said, I love to learn, and strategy is my jam.

* What creative notes do you have? This was the most important question. I wanted to be aligned on the direction of the book so we’d be working in tandem. Their feedback would also influence which editors and houses they targeted.

It was a hard choice, but I signed with Jude Marwa at Peters Fraser + Dunlop (PFD) because:

* Her creative feedback was sharp and specific

* She partnered with a more seasoned agent at PFD in my category for when it came time to build strategy and make submissions

* I could see her passion for the project and we have a mutual friend who trusts her implicitly.

The truth? All four were amazing and I could not have made a bad decision. Sometimes there’s more than one “right” answer.

Three Things I Wish I Knew Before I Started

* Logline and bio: Before you dive into the process — whether it’s writing, working with a coach, sending queries, or meeting with agents — take the time to write three versions of your book description: one page, one paragraph, and one sentence. You’ll need this information handy when asking your network for support, submitting to potential agents and as you begin your own promotion.

Your bio is just as critical. It’s what your network (and agent) will use when introducing you, what goes into your query, and honestly, what you’ll lean on so you don’t ramble when an agent (or editor) says, “Tell me about yourself.” Like the logline, have long, medium, and short versions ready.

* Comparable titles are critical: Agents and publishers want to know where your book fits on the shelf. This means recent comps (within five years) that show market demand and leave space for your unique angle.

* Expect the weather to change: Some days you’ll be stuck, blocked, or ready to quit. The clouds pass. The sun comes out. Clouds come back. The sun comes back.

The Career Strategy Trojan Horse

On the surface, today’s post is about getting a literary agent. But the same principles apply to any ambitious career move:

* Clarify your goal and path before you start pitching

* Do the research so you’re aiming at the right opportunities

* Get expert support to accelerate your learning curve

* Personalize your pitch to the decision-maker

* Accept rejection as data, not a verdict

* Choose partners for fit, not flash

Building my career as an author isn’t separate from my work as a coach, speaker, or workshop facilitator — it’s part of the same arc. I’m still growing, still pitching, still weathering the “no’s” and following the “yeses.”

I’ll keep sharing the behind-the-scenes because I know so many of you are on your own long, winding road toward a big goal. We can be in it together!

Bottom Line

Getting a literary agent is a mix of persistence, strategy, and luck — but it’s also a mirror for any big career leap. Decide on your path, do the homework, keep pitching through the weather, and trust that the right partner will show up when preparation and opportunity intersect.

This space isn’t just about reading—it’s about growing. Join the Moonshot Mentor community of paid subscribers and receive journal prompts that help you reflect, process, and move forward with clarity.

Perks for Paid Subscribers

Moonshot Mentor paid subscribers get weekly journal prompts to spark personal and professional growth, guided meditations to help them center, reflect, and reset, plus exclusive career development and career grief workshops that build clarity, resilience, and momentum.

Here are four questions to help you reflect on your own “publishing path” — whether that’s a book, a career move, or another big opportunity:

“How do I get my resume past the robots and into the hands of an actual human?”

This is one of the most common questions I hear. It’s a little ironic considering how people are using artificial intelligence (AI) to help write their resumes and cover letters, only to have them screened by another form of AI: the Applicant Tracking System (ATS).

If you’ve ever hit “submit” and wondered if your application disappeared into a black hole, you’re not imagining things. ATS software is now standard at almost every company, from startups to the Fortune 500.

But First, What Is ATS?

ATS stands for applicant tracking system. Simply put, it’s software that stores, organizes, and sorts resumes. Instead of reading every application by hand, recruiters search the ATS database for top candidates using keywords from the job description.

As soon as you apply, your resume lands in a database that the ATS screens for search terms recruiters type in. That’s where those annoying keywords come in—they’re actually very, very important. Think of them as the ATS equivalent of a secret handshake. Without them, your resume may never even surface from the black hole of the database.

According to Jobscan’s State of the Job Search 2025 report, 99.7% of recruiters use keyword filters in their ATS to narrow the applicant pool.

But Whyyyyy Do Companies Use ATS?

Of course, it’s about speed and efficiency. Most ATS platforms are AI-powered, and if they’re not yet, they will be soon. The volume of job applications alone makes these platforms essential—according to Glassdoor, an average corporate job posting attracts about 250 applications, yet only 4–6 people get called for an interview.

Companies use ATS because it can:

* Screen resumes automatically for keywords and qualifications, so recruiters don’t have to read every single one.

* Schedule interviews or send updates to candidates—like that dreaded “thanks but no thanks” email that somehow lands in your inbox minutes after you hit submit.

* Rank candidates based on a match score—basically, a percentage rating of how closely your resume matches the job description based on keywords, skills, and qualifications. The higher your match score, the more likely you are to be seen.

* Provide hiring data that helps companies make faster decisions and track the progress of their recruiting.

This can be great for efficiency, but it also means strong candidates can get overlooked simply because their resume wasn’t formatted or worded in a way the system recognized.

Think of it like grocery shopping: you might have the best cereal in the store, but no one will find it if it’s sitting in the beverage aisle.

Hard truth: As a job seeker, you need to use the language of the screeners so you can get to the hiring manager. Taking five minutes to learn the quirks of ATS will reap big rewards.

Eight Keys to Beat the Bots

1. Apply only if you’re truly qualified: ATS filters are ruthless. If you don’t meet most of the core requirements, your resume may be down-ranked before a recruiter ever sees it. Focus on roles that align closely with your skills and experience so you don’t use up your valuable energy customizing your resume for a role that’s not really a match.

2. Mirror the job title exactly: Jobscan analyzed 2.5 million resumes and found that those with the exact job title from the posting were 10.6x more likely to get an interview. Place the title in your resume headline. If you’re pivoting, try: Transitioning to [Job Title] to show alignment without overpromising.

3. Use keywords strategically: This is a balancing act—you don’t want it to look like you grabbed the top skills and qualifications from the job description and crammed them into your resume. If it feels forced, recruiters will pass over you. Instead, weave them in naturally where they actually fit your experience.

4. Spell it out—and abbreviate: This is super simple compared to keywords. Include both the full term and the acronym so you’re covered. For example: Search Engine Optimization (SEO) or Applicant Tracking System (ATS). This way you’re insured that the ATS filters can see both.

5. Add a skills section: This will go right underneath your summary and will make it easy for both AI and a human to see what you’re skilled at rather than parsing through every bullet point of your work experience.

6. Choose an ATS-friendly format: Stick with chronological (most recent role first) or hybrid (skills section on top, work history below). Avoid functional resumes. Unfortunately, ATS systems often misread them because they skip dates and detailed job history.

7. Keep the formatting clean: Think “classic black dress,” not “sequined jumpsuit.” Your goal is to make it easy for both the ATS and a human to read. That means:

* No headers or footers for important details

* No columns, tables, graphics, images, or symbols

* Stick to standard headings: Summary, Skills, Work Experience, Education, Certifications

* Use fonts like Calibri, Garamond, Arial, Helvetica, or Georgia

* Keep your dates consistent (Dec 2024 or December 2024—pick one and stick with it)

* Don’t cheat your margins — you’re not sneaking extra words past anyone

8. Use the right file type: When in doubt, submit a Word document (.docx) unless the posting explicitly says PDF. Some ATS platforms read PDFs perfectly; others strip out text or formatting.

The Bottom Line

Think of an ATS-friendly resume as dressing for the occasion: the core “you” stays the same, but the outfit changes depending on the role.

When I recently hired someone, I saw firsthand how quickly strong candidates can be filtered out if they didn’t follow these basics and I didn’t even use ATS. Once you make it past the system, your magic will shine through in the conversation with a human.

Our goal is to get you there by using the simple Eight Key to Beat the Bots.

Paid Moonshot Mentor Perks

Moonshot Mentor paid subscribers get weekly journal prompts to spark personal and professional growth, guided meditations to help them center, reflect, and reset, plus exclusive career development and career grief workshops that build clarity, resilience, and momentum.

Bonus for Paid Subscribers: The first three people to DM me their resume will receive personalized feedback on how to ATS-customize it for a real job posting. I’ll share the original and my feedback on Substack and LinkedIn (anonymized, if you prefer), and I’ll also send the feedback directly to you.

And here are 4 journal prompts to help you think more deeply about how you present yourself on paper—and how to make sure both humans and ATS systems see your strengths.

This space isn’t just about reading—it’s about growing. Join the Moonshot Mentor community of paid subscribers and receive journal prompts that help you reflect, process, and move forward with clarity.

Don’t waste a good failure. It can become the blueprint for your best practices.

If you’re anything like me, you’ve beaten yourself up when something didn’t go the way you had hoped, planned, or dreamed. But self-blame isn’t a strategy. It’s a trap.

A real strategy is learning how to assess what went wrong and why. From there, you can build new practices to reduce the risk of failing for the same reason.

Case Study

When I met with an A-list actor, let’s call him Ricardo, I was smitten. He was charming, charismatic, and had a compelling vision for the project that brought us together. And to be transparent, I was also longing to produce a film with a little high-profile pizzazz.

This was during the height of my career as an independent producer, pre-Covid, pre-lock-down. And frankly, I was wowed and intimidated by the Bel Air Hotel where we met for coffee — he was staying there while promoting his latest film.

Eight months later, I counted up all the hours of sweat equity: reading and meeting with writers, negotiating rights deals and partnership agreements, creative work sessions, a ton of research, and endless hand-holding since Ricardo was new to the world of producing. Aaannnd I realized we were spinning our wheels. The partnership on this project was failing to produce real results.

Failure, Loss, Mistake—Oh My.

So it’s not like this was the first time something like that has happened to me or anybody else. Projects fall apart all the time. Historically, though, I would internalize the feeling of being a failure and then try to outrun it by working harder.

What needed to happen was redefining my relationship with failure so that it didn’t own me. So I didn’t keep avoiding risks, resisting change or playing small.

How did I do this? Well, the first step I took was to understand the differences between failures, mistakes, and losses because they are not the same or interchangeable.

Failure is about outcomes. You aimed for something and didn’t reach it. It might involve missteps, but it can also involve forces outside your control like systems, timing, bias, budget cuts, industry shifts. Life.

Mistakes are about action. A decision didn’t pan out. A miscalculation. A wrong turn. Mistakes are usually unintentional and often repairable. They're part of learning, not a verdict on your worth.

Loss is about absence. Something ended, changed, disappeared, or was taken away. You might feel sadness or grief because something meaningful is now gone.

We mix these up all the time.

You get laid off (loss) and tell yourself it’s because you weren’t good enough (failure).

You make a decision that doesn’t work out (mistake) and convince yourself you’ll never succeed (failure).

You aim for something and miss the mark (failure) and then feel like something important has been taken from you (loss).

Turning Failures Into Best Practices

When a clear outcome doesn’t happen—when a project falls apart, a deal doesn’t close, or a plan doesn’t work—do a post-mortem. That just means taking time to reflect and gain deeper insight into what happened. In practice, you might ask yourself:

* What went well, and why?

* What didn’t, and why?

* What beliefs or assumptions led me (or us) here?

* What would I do the same?

* What would I do differently next time?

Focusing on data over feelings is how failure becomes useful. The feelings fuel our curiosity and drive us to dig for facts.

The key to reducing future risk is identifying what you’ve learned and turning it into a best practice.

Post Ricardo: What I Learned

When I did a proper post mortem post Ricardo, here’s what I took away:

* What went well: The process of reading and meeting with writers. It was comprehensive, thoughtful, and played to both our strengths—Ricardo and I both enjoy reading and having creative conversations. We reviewed over 50 writers and met with 5, which gave us a wide range of perspectives and ideas.

* What didn’t go well: Choosing a writer. We weren’t aligned on how much experience the writer needed to develop, sell, write, and produce the project. We had different expectations.

* What assumptions got in the way: I assumed Ricardo was more knowledgeable about the development process and that it can take time to find the right creative match. Ricardo, on the other hand, had a tight timeline to lock in a writer before starting production on a big action film that would take him out for several months. He also misunderstood the role of the writer, expecting them to simply execute his vision. At one point, he even asked, “Why do they all have different ideas?”

* What I’d do the same: I’d keep the process of researching, reading, and meeting with writers. It was efficient, comprehensive, and well-received—agents and managers told us they appreciated the quick turnarounds and clear communication.

What I’d do differently boils down to two lessons—each now a best practice.

First, I’d establish what’s known in coaching as a designed alliance: taking unspoken expectations and making them explicit from the start. (Here’s a blog on how to design an alliance). This helps set the partnership up for success. For example: let’s use email rather than text for communication, no interrupting during creative meetings, and let’s agree on a clear, written vision for the project before meeting with writers. New best practice: create a designed alliance from the start.

Second, I realized I got excited about the opportunity to work with a high-profile actor and ignored the part of me that wasn’t truly excited about the creative concept itself. New best practice: I have to feel at least 80% passionate about the project, not just the person attached to it.

How to Frame Best Practices

When you create best practices, framing matters. Language rooted in positive intent is easier to remember, act on and has the most impact.

For example: Instead of saying, “Don’t forget to pick up ice,” say, “Remember to pick up ice.”

Studies show our brains process affirmative direction more easily. The same applies to our work.

A best practice like “Don’t work with project managers who are difficult” is vague and fear-based. But “Partner with collaborators who respect boundaries and timelines” is clear, empowering, and actionable.

Bottom Line

Remember where we started: Don’t waste a good failure.

It’s easy to slip into self-blame (or blame others) when things don’t go the way we hoped, planned, or dreamed. But when we take time to reflect, examine what happened, and name what we’ve learned, failure becomes a powerful tool. Not a verdict about your talent, idea, competency or capability.

Building a set of best practices that reflect your values, your wisdom, and your growth doesn’t just protect you from future failures, it creates more room for creativity, better decisions, and long-term resilience.

This space isn’t just about reading—it’s about growing. Join the Moonshot Mentor community of paid subscribers and receive journal prompts that help you reflect, process, and move forward with clarity.

Perks for Paid Subscribers

Moonshot Mentor paid subscribers get weekly journal prompts to spark personal and professional growth, guided meditations to help them center, reflect, and reset, plus exclusive career development and career grief workshops that build clarity, resilience, and momentum.

Wondering why you're not landing job interviews?

I recently hired a social media manager and digital strategist as an independent contractor. I reviewed more than 80 applications, interviewed 8 candidates, and ultimately selected someone who was a strong values and skills match for my business.

Along the way, I saw patterns: small but avoidable mistakes that knocked people out of the running, and thoughtful choices that made others stand out.

Whether you’re job-hunting, freelancing, or just curious about what really happens behind the scenes, here’s what I learned from the other side of the table.

The Setup

I originally posted the job on LinkedIn with a link to a Google form and a full job description. I kept it up for about a week. I chose not to use other job sites because I didn’t want to deal with the hassle of learning the back end of a different platform. I was also hoping people in my LinkedIn network would share the post and that I’d get a few solid referrals.

Within 48 hours of the initial post, I got one direct email from someone who knew me, one referral from a colleague, and one blind application. A good start, but I wanted to be more thorough.

So I widened the search by creating a “real” job post on LinkedIn. What I didn’t realize is that LinkedIn charges ninety dollars per day to post. They gave me three days free, but as a small business owner, I wasn’t going to spend ninety dollars a day just to keep the listing active.

Luckily, within two days of the “real” job posting, I had eighty applications. That felt like plenty.

What I Found From Reviewing 80 Applications

Honestly, I was super excited to dive into the applications. I was especially thrilled to see submissions from all over the world—Bangladesh, France, India, Mexico, Nepal, Nigeria, Pakistan, the Philippines, Poland, and the United States.

Most of the applications came in during the first 24 hours. After 72 hours, a few stragglers trickled in and while I did skim the late ones, I’ll admit I had already mentally moved forward. Timing matters.

Out of the eighty applicants, I narrowed the list by half and shared those files with my brand manager. She helped me get even more honest about what I actually needed and held me accountable to the criteria we set at the start.

We eventually set up eight interviews. It felt like a lot, but I wanted to give anyone who seemed like a genuine match a real chance.

Here’s what helped applicants stand out during the review process:

🟢 Clear portfolios that included a case study: The strongest candidates didn’t just drop links. They walked me through the work. A few shared mini case studies that showed how they helped a client overcome a challenge, what they contributed, and what the outcome was. That level of detail made it easier for me to picture what they’d be like as a collaborator.

🟢 Design sensibility: Because this was a social media and digital strategy role, I was paying close attention to layout, visuals, tone, and clarity. While I recognize people can adapt their style to the client, I wanted to make sure their inherent sensibility aligned for me.

🟢 Answering the questions in the application: It was evident which people took the time to answer thoughtfully while a handful gave responses that felt rushed or vague.

And here’s what raised flags:

🔴 Links to portfolios that didn’t work: About a quarter of applicants had portfolio links that didn’t work, or applicants asked me to email them for access to their portfolios. I did take the extra step for the few people whose resumes intrigued me, but ultimately I felt like they should have the ability to provide a link without me taking an extra step.

🔴 25 percent weren’t actually qualified: There are some companies that say in their job posting: “Apply even if you’re not a perfect fit.” I get that they want to help people move beyond imposter syndrome so they can find the best candidates. But when someone’s experience was too far off from what I needed, it just created noise.

🔴 AI-generated portfolios that missed the mark: I use AI myself, so I both appreciate the efficiency it creates and I recognize the telltale signs. Four of the applicants appeared to have quickly assembled portfolios using AI tools without any real direction or originality. The result? Work that didn’t make sense, had factual mistakes, or just didn’t align with the role.

🔴 Hourly rates far outside my posted range: I included an hourly rate range in the job description and asked candidates to share their typical rate to make sure we were on the same page. About ten applicants listed rates way outside my budget. I didn’t move forward with them or review their materials in depth.

From there, it was time to meet the people behind the resumes and portfolios to see how they showed up in real-time.

What I Learned From the Interviews

We scheduled thirty-minute Zoom interviews with the eight candidates. The structure was simple: about twenty minutes of questions from me and my colleague, followed by ten minutes for them to ask us anything.

Here’s what I noticed that made a difference:

🟢 Rapport matters: This is a remote role, and we’ll be spending time together on Zoom. If someone had warm, open energy or at least felt grounded and present it helped us connect quickly. When someone came on screen with a sour expression or low energy, it took more effort to build trust.

🟢 Preparation is a form of respect: One candidate showed up with a short slide deck. She walked us through her process, how she collaborates with clients, and even pitched a few quick ideas based on our job description. It was simple, but it showed initiative and made it easier to imagine working together.

🟢 Use your questions to showcase your skills and preferences: One candidate asked about our best practices for communications. They shared that they like to use slack rather than email to check in on project status and priorities. That kind of question not only showed she was thinking ahead, it gave us a preview of what collaboration would feel like.

And here’s what raised flags:

🔴 Interviewing from public places: One person Zoomed in from a loud café. It made it hard to hear, and it signaled a lack of care. For a remote role, you’ve got to treat the interview space as part of your professional presence.

🔴 Generic or scripted questions: We always left time for the candidates to ask us questions, and it was easy to tell who was genuinely curious versus who had Googled “top 10 questions to ask in an interview.” One person asked about professional development opportunities which is fine, but it felt disconnected from a part-time, remote independent contractor role.

🔴 Time zone confusion: One person didn’t realize we were in different time zones and we had to reschedule late into the process. It wasn’t the end of the world, but for a remote-first role, that kind of detail matters.

Choosing just one person wasn’t easy. Most of the candidates we interviewed were thoughtful, prepared, and brought a wide range of strengths.

Why We Hired the Person We Hired

The person we eventually hired didn’t check every single box on the job description. In fact, she was missing one key piece of experience. But the rest of her application, and the fact that she came in as a referral, made us curious to meet her. And when we did, she knocked it out of the ballpark.

We had immediate rapport. She was specifically excited about the role because of the nature of my work and where I am in my social media journey. She saw an opportunity to grow with me and to shine. We talked openly about the experience gap, and she shared an example of how she had taught herself something similar in the past. She also spoke clearly about what sets her up for success and what makes her grumpy. That kind of insight is gold.

In the end, the deciding factor was the learning curve. The other finalists were missing skills that would take more time to develop, and for this particular role, I needed someone who could hit the ground running.

Final Thoughts

So if you have ever wondered what really happens behind the scenes, now you know. It’s such thoughtful, messy, human work on both sides. Here’s how I was diligent on my side:

* Be kind and responsive. It was important to keep the process human and treat people like people and not robots.

* Be clear about what I needed before the interviews began. I get that it takes a lot of time and energy to apply so my clarity was important for all of us involved to find the right match.

* Follow-up. Everyone I interacted with was professional and simply wanted to know the outcome. I responded to each person individually via email.

Things to know when you’re applying:

* If you have at least eighty percent of the skills, apply. Be honest about your gaps and be specific about how you would approach them.

* On the flip side, don’t apply just for the heck of it or because “you never know.” Be intentional so you don’t burn out.

* Bring your unique energy and presence. It truly matters.

* Take the time to prepare thoughtful questions. Your curiosity is part of your pitch.

* Apply even if you don’t have a referral. Most of the candidates we interviewed were not referrals and they came really close.

Behind every job post is a real person trying to solve a real problem. Behind every application is someone raising their hand. Knowing what happens behind the scenes doesn’t fix a stressful process, but it can make it feel a little less personal and a little more navigate-able.

This space isn’t just about reading—it’s about growing. Join the Moonshot Mentor community of paid subscribers and receive journal prompts that help you reflect, process, and move forward with clarity.

Journal Prompts

Here are three journal prompts for paid Moonshot Mentor subscribers. If you are job-seeking or thinking about your next move, these questions can help you get clear about what you want and how you want to show up in the process.

There comes a point when waiting for the “right time” turns into never.

Maybe you’ve been meaning to pivot to a more meaningful career path, but every time you try to shift gears, golden handcuffs or self-doubt pull you back. Maybe you’ve been longing to go after a leadership role, but imposter syndrome has held you back. Maybe you’ve always wanted to start your own business, but the steady paycheck or fear of instability kept you from taking the leap.

Pursuing long-held dreams is rarely convenient, but reclaiming them can be an act of courage, alignment, and self-expression.

I’ve been putting off my dream of writing a book for decades. First, I got derailed by my Hollywood career, then I wanted to wait for my kids to get older, then I needed to feel financially stable and then I needed to re-organize my book shelf.

The truth is that underneath all the legitimate reasons and ridiculous excuses, I kept waiting to be more qualified. Until the hard truth hit me: conditions will never be perfect (and the stove will always need another cleaning) … and my dream will keep knocking until I either go for it or put it to rest forever.

What Gets in the Way

I know I’m not alone in this. A recent survey found that only 7% of U.S. workers say they’re in their “dream career.” That means 93% of us are not doing what we really want to be doing.

So if you’re feeling stuck or like you’ve been sitting on a moonshot idea that hasn’t left the launch pad, you have a lot of company. Here’s why it’s hard:

* The inner critic is having a field day and has invited all its friends to stop you in your tracks.

* The process of going after your dream feels as opaque and confusing as getting out of one of those escape rooms everyone’s been trying.

* You’re used to being the expert and becoming a beginner again makes your stomach and ego churn.

* Your time is packed and your energy is stretched.

* The fear of failure or “mucking up your life” makes your palms and pits sweat.

These emotional and logistical hurdles are real and they’re surmountable.

How To Get Started

In physics, there’s a principle called wave-particle duality. In the simplest terms, it states that light behaves as both a particle and a wave. What that means for us is that two totally opposite states can and do coexist.

On one hand we are filled with doubt, confusion, fear, stress, and uncertainty. On the other hand we are confident, clear, brave, resilient, and trusting. Through the power of the word “and” we connect these seemingly disparate experiences in order to take a first step.

* The inner critic can be screaming in your face and you send an email.

* The process feels opaque and confusing and you can ask someone for guidance.

* You’re an expert who relies on the depth of your experience and you’re a beginner who asks smart questions.

* Your time and energy are stretched and you reprioritize based on your values.

* You fear mucking up your life and you trust that you can navigate challenges and course correct as needed.

This is how going after your dream begins: in the tension between fear and courage, doubt and desire, hesitation and hope.

My Moonshot

So with the power of “and”, I’m finally writing my book starting with a real book proposal (with sample chapters and all!) represented by the fabulous, smart publishing agent Jude Marwa at the very fancy Peters Fraser + Dunlop agency in London.

This is what happened:

* My inner gremlins told me I missed my window to learn how to write and I took writing classes.

* The process of writing a proposal was absolutely overwhelming and I hired a book coach who gave me samples, read my early drafts and cheered me on.

* I’m a former Executive Vice-President who has some very big wins under my belt and I asked a lot of “101” questions of my coach like what’s the difference between an overview and a summary?

* My bandwidth was completely tapped and I rejiggered my workout schedule so I exercised at home instead of going to the gym. (Saved me about 4 hours per week!)

* I was afraid I’d quit which I did at one point for about six weeks and I trusted that this was a natural part of the process. Also pretty much every writer I know has hit multiple blocks in their careers.

Now I can tell the girl who I was at ten, who won an essay contest and who got her picture taken with the mayor of Darien, Illinois, that her dream of writing a book is coming true. One baby step at a time. Bird by bird. (If you haven’t read the Bird by Bird book by Anne LaMott, stop everything and get to your library. Big game changer.)

What I’ve Learned So Far

A few things I’ve learned as a bonus to the power of “and”:

* Never wait until you’re ready. Know that taking that first step will feel like a belly flop, but you got in the pool!

* Community matters more than willpower. Get support.

* The fear doesn’t really go away, but our relationship with it can change. It’s like when I see a spider. When I was a kid, I would scream. Now I still get the heeby-jeebies, but I can walk on by.

The Bottom Line

Pursuing a dream isn’t about having perfect timing, unshakable confidence, or unlimited bandwidth. It’s about making space for possibility in the midst of real life. The doubts won’t vanish. The dishes will still be in the sink. But if the dream keeps tugging at you, that means it still matters. And you get to begin. Not because you're finally “ready,” but because you're willing to hold the fear and the desire, the resistance and the hope… and take one step anyway.

This space isn’t just about reading—it’s about growing. Join the Moonshot Mentor community of paid subscribers and receive journal prompts that help you reflect, process, and move forward with clarity.

Journal Prompts

Here are journal prompts for paid Moonshot Mentor subscribers. Whether your dream is bold and public or quiet and personal, these prompts can you begin.

Everyone gets triggered.  It’s normal to have a strong emotional response to a situation that violates your values or reminds you of an upsetting time in your life. One of the best ways to manage them is to know your triggers so you trigger less frequently and process quicker.  That being said, you’ll never not be triggered. I know. It sucks. To give you a handle on tackling situations where you're triggered, let's dive into a recent run-in I had with my own perfectionism. This might shed some light on handling the "getting through it" part of managing triggers, especially since mine stretched out over a few days. And it involved a trip to CostCo that got me back on track again. Check out this week’s blog and podcast for more. 

If you’re resonating with what you’re hearing, please consider subscribing. What’s that mean?

🙌🏾  You’ll receive regular emails (with lots of heart and a bit of humor) that share a tool or insight from my coaching practice.

🙌🏾  Typically the blog and podcast will have a question at the end to provoke thought that supports you in your growth.

🙌🏾  Updates on offerings, free stuff, recommendations, referrals.

Do you know someone who’s lost their groove and needs a little push to get it back? I would greatly appreciate it if you could kindly share this episode with them. 🙏

If you’re resonating with what you’re hearing, please consider subscribing. What’s that mean?

🙌🏾  Updates on offerings, free stuff, recommendations, referrals.

🙌🏾  You’ll receive regular emails (with lots of heart and a bit of humor) that share a tool or insight from my coaching practice.

🙌🏾  Typically the email will have a question at the end to provoke thought that supports you in your growth.

I’ve been facing a hard truth recently that situations are rarely 100% awesome. In fact most of the time the good and the not-so-good coexist … and seem quite content to be that way.  I, of course, am constantly striving to make everything awesome and perfect … and that creates not just tension, but emotional pain.  In this week’s blog and podcast, I share a concept, “hugging the bear,” that has helped me embrace this discomfort and find a path forward.

Feeling stuck on a passion project? Learn why momentum stalls and how to regain clarity, confidence, and direction.