Let’s talk about the Hidden Job Market, which I first covered in Episode #4.

What is the Hidden Job Market?

Let’s start with a definition: The “hidden job market” refers to job openings that are not publicly advertised through traditional channels like job boards, company career pages, or public job listings. Instead, these positions are filled through alternative methods, primarily including:

• Employee Referrals: A company's current employees recommend candidates from their personal and professional networks.

• Networking: Job seekers build relationships with professionals in their desired industry or at target companies, which can lead to informal announcements of opportunities or direct introductions to hiring managers.

• Internal Promotions and Hires: A company fills a vacancy by promoting or moving a current employee into the new role.

• Recruiters and Staffing Agencies: Companies work with specialized recruiters who have a network of pre-screened candidates and are often aware of positions before they become public.

• Direct Outreach: A proactive job seeker reaches out to a company or a specific hiring manager to express interest and inquire about potential opportunities, even if no public job posting exists.

Companies often prefer to use the hidden job market to save on recruitment costs, reduce the time and resources spent sifting through a high volume of applications, and hire candidates from trusted, pre-vetted sources.

The most recent and commonly cited range is 70% to 80% of all available jobs. This means that a large majority of all new positions are filled without ever being advertised to the public.

Why aren’t some jobs advertised?

-An employer needs to confidentially replace an underperformer. They don’t want a gap between terminating the underperformer and hiring the new employee, so they are conducting a confidential search.

-The employer at a public company fears that news of hiring a critical role might hurt stock prices.

-The company doesn’t want to reveal plans for a new project or a new direction to the public.

-The employer wants to get referrals before, or instead of, publicizing the vacancy.

-The company is going to work through a third-party executive recruiter. In this situation, the executive recruiter will be doing the advertising (or using his/her network to recruit).

-The employer uses social media or other free means to advertise the position.

-There is a hiring freeze at the company, so they can’t publicize the position yet – but they are informally seeking candidates in the interim.

-The employer is very small and doesn’t have the time or financial resources to publicize the vacancy.

-The employer simply fails to publicize the vacancy.

While I have gone into the specific strategies for accessing the hidden job market in previous episodes, and will update those strategies in future episodes, here is a brief overview of some of the ways you can access these jobs.

Keep in mind that no one is intentionally keeping YOU, personally, from these opportunities. You can have just as much access to them as anyone if you work your network effectively.

The key is being proactive and strategic – building relationships and positioning yourself for opportunities that may not even exist yet.

1. Master Professional Networking

2. Leverage LinkedIn to Its Full Potential

3. Identify Your Target Employers

4. Develop Relationships with Recruiters

A final word on the hidden job market: Create a system for yourself in which your networking efforts constitute a low level, but consistent effort on your part. Ideally, you have built your network when the sun is shining for you, so that when the weather changes you can access an existing, vibrant network.

If you don’t start building your network until you need it, your climb will necessarily be much steeper. And if you let your network go fallow when you’re gainfully employed, it won’t be ready when you need it – and you will have missed many opportunities to help others and yourself in the interim.

The Document & Coaching Package is designed for current job seekers who want world-class marketing documents, a targeted, proactive job search strategy that gets results, and skill-building around how to network, interview, and negotiate compensation. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/doccoach or email me at [email protected].

We’re in the second-biggest hiring push of the year: after Labor Day through mid-November.

Let’s talk about active vs. passive job search strategies.

If you are in no hurry to leave your current employer, then a passive job search may be appropriate for you.

For those of you who are unemployed or see the handwriting on the wall, an active job search puts you in the driver’s seat, and will almost certainly shorten the length of your job search.

Let’s begin with a definition of active vs. passive strategies, along with possibilities for each.

Active Strategies

-LinkedIn networking – connecting with people and starting conversations

-Post on LinkedIn/other social media

-Face-to-face, 1:1 networking

-Informational interviews

-Target Employers

-Professional association networking events

-Other professional meetings where networking is possible

-Affinity/special interest groups

-University alumni association

-Volunteering

-Recruiters (those you already have a relationship with or have been referred to)

-Place of worship

-In person/virtual career fairs

Passive Strategies

-General job boards

-Industry (niche) job boards

-Target employer websites

-Professional association job postings

-Recruiters who reach out to you

-Personal website/web portfolio

How I use this tool with clients

With almost all of my clients, we spend one of their coaching sessions determining the “what” of their job search.

I have a document with all of the options I’ve just listed, and I walk through each so we can decide together which strategies make the most sense for them.

Then for each selected strategy, we come up with 3-5 action steps they will take. The final step is to determine how much of their total job search time will be spent on each strategy.

The client is then instructed to take their job search strategy to their calendar and block off time for each of the individual strategies – with specific action steps included on their calendar.

I encourage them to use the last 5 minutes of each block to set up the next block – what will they continue to do next time? What will they start next time? What will they not need to do next time?

If a client is fully employed, I ask for a minimum of 5 hours of consistent job search effort each week. If the client is unemployed, this is their full-time job, so 30 hours per week. 

25%/75%

50%/50%

75%/25%

100%/0%

A final word here: I don’t expect my clients to know HOW to do each of the strategies we select for them; we cover that in additional coaching sessions.

To bottom-line it for those of you who are doing a job search on your own right now, here are 5 steps:

1.     Assess what you are currently doing, and what % of your time is spent for each

2.     Considering the % of active vs. passive strategies and the amount of time I recommend for your job search, determine where you’re currently at – and what needs to change.

3.     Identify strategies from my list you are willing to add.

4.     Create specific action steps for each of your strategies and CALENDAR THEM IN.

5.     Periodically assess what’s working and what isn’t. If a strategy isn’t working, tell yourself the truth about WHY. Make changes as needed.

6.     BONUS STRATEGY: Be willing to seek help with areas you don’t feel competent in, such as networking or fully utilizing LinkedIn.

The Document & Coaching Package is designed for current job seekers who want world-class marketing documents, a targeted, proactive job search strategy that gets results, and skill-building around how to network, interview, and negotiate compensation. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/doccoach or email me at [email protected].

As I said last time – and have been saying since day 1 - job boards are broken.

Last week, in a review of Episode #1, I talked about active vs. passive job search strategies, the hidden job market, and how to access those jobs that aren’t posted anywhere.

This week, I am reviewing episode #2 – How to Maximize the Effectiveness of Job Boards, with updates for 2025.

Here are 12 tips for making the most of job boards:

1.   Don’t spend all your time on job boards…get out there and network. Here’s my rule of thumb:

Recent graduate: 75%/25%

Mid-career: 50%/50%

Upper level: 25%/75%

Executive: 0%/100%

2.   Look at job boards during non-daytime hours (i.e.10:00 p.m.), when you can’t call people or have networking meetings. Don’t spend your valuable daytime hours on this passive strategy.

3.   Don’t apply unless you are at least 75% qualified AND very interested in the job. Even if you know in your heart that you are the ideal candidate, if it doesn’t look like it on paper, you are wasting your time to apply for that job.

4.   Customize your resume and cover letter for that position, so the reader knows you are interested in that specific position and not just any job. Incorporate keywords into your resume, using the job description as your guide. Use the EXACT terminology found in the job description.

5.   Leverage AI as a tool for customizing your resume and cover letter – but don’t let it do it for you. HR has tools to determine which resumes were AI-generated, and many are automatically discarding those applicants.

6.   Make sure your resume is ATS compatible – use common headings such as Professional Experience, Education, etc. Don’t use text boxes, two columns, tables, or fancy headers.

7.   When you find the job on LinkedIn or another job board, utilize that board’s capabilities while actually applying on the company’s website.

8.   Use the +1 Approach, or don’t apply – find a person in your network who can make an introduction to the decision-maker, for example.

9.   Connect with the recruiter who posted the role and other key stakeholders at the company on LinkedIn. You’ll need to use LinkedIn’s advanced search functionality for this.

10.Complete the application – you’re not going to be considered if you leave blanks on the application. I know it’s a pain in the butt, but do it anyway, and don’t write “See Resume.” Answer the question about salary requirements.

11.Follow up whenever possible. If you know what company you are applying to, and the ad doesn’t specifically say not to call, then contact them to let them know you’re interested.

12.Think of job boards as a reference point on which companies are hiring, rather than a source for specific job postings. This tells you which companies are in hiring mode, and they might be more open about hiring you-even if they haven’t posted a position for which you are qualified.

Do your homework to find out why the company is in hiring mode, and how you might be able to add value. Is that company a good fit for you? Then seek out the decision-maker about how you can add value to the company.

The Document & Coaching Package is designed for current job seekers who want world-class marketing documents, a targeted, proactive job search strategy that gets results, and skill-building around how to network, interview, and negotiate compensation. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/doccoach or email me at [email protected].

Let’s do a high-level overview of the job search.

If you hear me say nothing else today: Job boards are broken. But what’s the alternative?

Many people would prefer a root canal over a job search – after all, the dentist will give you medication.

It CAN be painful to go through a job search. Rejection is part of the process.

There are ways to make it more palatable.

As I said earlier, job boards are broken. If you were looking for a top sales performer, would you rather look within your own network or the networks of your top performers…or would you rather put a notice on a job board that everyone can see and get inundated with applications (many of whom aren’t at all qualified)?

Increasingly, companies are utilizing their internal networks to look for employees. Some companies even have incentive programs in place for submitting candidates.

Because of all the unqualified applicants coming through the job boards, it makes it difficult for the qualified candidates to rise to the top.

Often, companies are planning to promote from within for the advertised position, so the real opening will be at a more junior level.

Many times, the open position is “frozen” due to budgets, the exodus of a key executive, or uncertainty about the direction the company wants to take. 

If job boards are broken, what’s the alternative?

I teach my clients about passive vs. active searches.

If you’re happy and secure in your current position, a passive search could be fine. Talk to recruiters who reach out to you, look occasionally at job boards, etc.

If, however, you’ve been terminated, been put on notice, or see concerning changes on the horizon in your company, then an active job search is in order.

An active job search puts you in the driver’s seat, whereas a passive job search puts you in the passenger seat.

Let’s talk a bit about the Hidden Job Market. It should actually be called the Unadvertised Job Market. It represents 70%-85% of all jobs available.

Why aren’t positions advertised?

--The job has just been vacated…there hasn’t been time to post it.

--The company hasn’t defined the direction they want to go with the vacant position.

--It’s a small company that didn’t get around to posting.

--Companies don’t want to be inundated with resumes.

--The position doesn’t exist…great companies will create positions for the right candidate (Jim Collins, author of “Good to Great,” calls it “getting the right person on the bus.”

By having a conversation about your fit with the organization rather than a specific position, you’re not being compared to the “wish list” known as a job posting.

Once the company has decided you’re the right person, they will overlook certain qualifications they would have otherwise required you to have.

To have these conversations, you have to know yourself and your brand, know the employer, and know how those two things fit together.

I recommend my clients spend no more than 25% of their total job search time on job boards, including company job boards and the online application process.

The bulk of your job search should be focused on networking activities including in-person meetings (one-on-one or networking events), phone calls, emails, etc.

I have my clients identify a list of 12-25 dream companies that are a great fit for them.

I then have my clients go through their network to find contacts at each of those companies. TALK ABOUT QUADRANTS

A few final notes: keep your job search organized, with whatever system works best for you.

Be a thermostat in your job search rather than a thermometer.

A thermometer just tells you what is already there.

A thermostat changes the environment.

Be a thermostat in your job search, by being active rather than passive.

The Document & Coaching Package is designed for current job seekers who want world-class marketing documents, a targeted, proactive job search strategy that gets results, and skill-building around how to network, interview, and negotiate compensation. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/doccoach or email me at [email protected].

Greetings! If you have loved the content I've produced on this podcast, I hope you will head over to my new podcast, The Exclusive Career! More of the same great content, but upleveled for even more insights, wisdom, and actionable strategies to help you achieve your most ambitious career goals.

While you're there, I hope you will rate, review and subscribe or follow.

Rest assured that this podcast will remain up for you to continue to listen to.

I thought last week was my last episode of The Exclusive Career Coach as I move over to my new podcast, The Exclusive Career - but I missed a few steps and the first episode of the new podcast didn't get published.

The first two episodes are up now on all the major platforms, so I hope you'll check it out!

Want to reach out? [email protected]

I want to begin this episode by saying how very proud I am. Of myself, for producing more than 350 episodes of content for my audience. For learning and growing as I prepared these episodes, which in turn helped my clients tremendously.

I’m also proud of you, listener, for choosing to consume my content rather than some other podcast (or in addition to). For choosing to improve your ability to interview, write a resume, get a promotion, manage your relationship with your boss. All the things.

Those of you who are on my mailing list know that my business, Exclusive Career Coaching, is becoming The Exclusive Career. This is the last episode of The Exclusive Career Coach podcast.

I’m moving from serving several clients at one time, with smaller engagements, to working with just a few clients every year in a 6-month coaching relationship.

My new package is called The Exclusive Career Accelerator (TECA), and it is designed for high-achieving mid- to later-career professionals who want to go all in on their careers.

They are currently employed but planning to make a move within the next 6-9 months. They need the usual things – resume, cover letter, LinkedIn profile, job search strategy, interview coaching, networking coaching, how to leverage LinkedIn, how to negotiate a salary.

They also get 5 hours of research support from me and my team – to help them formulate their Target Employer List and research those companies, to find key contacts at companies…whatever they need.

And I will make personal introductions to key networking contacts for each client.

Beyond that, they want to work on whatever may be holding them back professionally. Perhaps their boss has given them some feedback they want to work on, or they have self-identified an area they want to improve, or they want to take one of their emerging strengths to the next level and see it become a signature strength.

What kinds of things, you may ask?

-Managing your relationship with your boss

-Executive presence

-Communication skills

-Identifying, and leveraging, your personal brand

-Shifting your mindset around your boss’s or a colleague’s behavior

-Navigating corporate politics

-Self-confidence

-Setting yourself up for success

-Issues around managing a team

And so many more.

Accelerator clients will meet with me 3X/month for a total of 18 sessions, which does not include the sessions we will schedule to work on their marketing documents.

But I don’t leave them hanging after the six months is up. If they still haven’t landed their next role and are continuing to actively search, I will continue to support them for however long their search takes.

I’m confident in offering that because I know my program works – and clients won’t need those extra sessions.

Why am I doing this? Because increasingly, I’ve felt frustrated with the limitations of my existing coaching packages. I was only able to give each client a small piece of my zone of genius – and I wanted to change that. To work with fewer clients using a model that allows me to give them absolutely everything I have to offer.

There are other programs out there like this. Here’s what is different about my program: 1) it is 100% 1:1 coaching, customized to exactly what you need, when you need it; 2) your documents will be written by one of fewer than 25 Master Resume Writers in the world. Other companies that provide these kinds of services either outsource the writing to subcontractors, often with little to no experience, or have in-house writers who are paid very little for their efforts.

I’m going to be openly marketing the price tag for the Accelerator, so here it is: $12,000. If you paid upfront, I’m offering a $2K savings, bringing it to $10,000. I promise you, it’s worth every penny and more.

What about those of you who have worked with me in the past? As long as you’ve been a client of Exclusive Career Coaching at any time, you can continue to come to me for document refreshes and coaching. I will support you as long as I possibly can.

If you have never worked with me before and would like that opportunity before my previous document and coaching programs go away, schedule a consult soon. At some point this year – I don’t know exactly when – I will no long accept new clients for those services.

Specifically, if you think you would be best served with new documents and possibly a few coaching sessions, or just 2 interview coaching sessions, or just three coaching sessions, now is the time to do that before it goes away.

Let’s come full circle to this podcast. While I will no longer be dropping new episodes, I intend to keep the podcast up for the foreseeable future.

How will the new podcast be different? I will be speaking to a more senior audience. In the past, I’ve done episodes for recent college graduates, entrepreneurs, and other audiences; this podcast will strictly be focused on high-achieving mid-to-later career professionals who want to advance their career.

If that sounds like you, I hope you will hop over to the new pod today and subscribe or follow. I’ll also be asking you to rate and review!

If that doesn’t sound like you, there are more than 350 episodes of great content right – so keep listening!

If you want to remain connected to what I’m doing – especially if the new podcast isn’t for you – I recommend you visit exclusivecareercoaching.com and sign up for one of my Free Resources. That will get you on my mailing list so I can stay in touch with you.

It’s been an amazing, fantastic, awesome ride here on The Exclusive Career Coach podcast – and The Exclusive Career Coach will be just as great or even better! I couldn’t be more excited for this new adventure I’m embarking on.

And yes, I’m terrified. I have all the feels. And that’s exactly how I know I’m doing it right.

My new email address: [email protected]

My new website: https://theexclusivecareer.com

Here’s the link to apply for a consultation to The Exclusive Career Accelerator:

https://theexclusivecareer.com/application-teca

According to a Jobvite survey, employee referrals are 5X more likely to land you a role than just applying online like the rest of the universe.

Here’s the thing: Networking is the key. But it doesn’t have to be hard, or feel terrible. What if networking was just part of your professional life, like keeping your credentials current or meeting with your boss or direct reports?

AND…and this is a big AND…networking should be an ongoing part of your professional life, not just when you are job searching. After all, if only people who are job searching are networking, who are they networking with?

Here are 6 strategies for incorporating networking into what you’re already doing.

Network where you’re already going.

Perhaps you are in a book club, or your kids are in school sports, or you attend regular fitness classes, or are a member of a church. Choose conversation over the quick exit. You never know when you’ll be in the right place with the right person at the right time – whether it is for your benefit, theirs, or mutual.

Become active in your online communities.

Leverage social media to connect with people you already share an interest with – parent groups, industry- or job function-relevant groups, or people who share a hobby. Engage with content, sharing, and commenting to build a network where you already participate.

Check in via email.

Touch base via emails with your current contacts to keep your relationships active. As I like to say, LinkedIn shouldn’t be the place where your contacts go to die. A simple, “Hi, what’s new in your world?” or “Here’s a resource I thought you would be interested in…” goes a long way.

Utilize your organization’s social platforms.

Leverage your company’s internal platforms like Slack, Yammer, or Intranet forums to interact with colleagues throughout the organization.

Accept those invitations.

From professional association webinars, a neighborhood get-together, a random lunch invitation, or Happy Hour with the gang – say yes to an invite and go with the goal of engaging in intentional conversation.

Connect with connectors.

I call these people “Centers of Influence” – they seem to know everyone. When you speak with them, be sure to ask them “who else do you think I should speak with?” followed by “Would you be willing to make the introduction?”

How to make sure this actually happens.

Here are five tips to make sure these ideas become part of your professional routine:

-Schedule time. I like to think of networking as a low-level priority in my schedule. I am doing it on a regular basis, it isn’t taking a ton of my time, but it’s happening. To do this – it must be on my calendar. For example, set aside 15 minutes each week for email check-ins with your connections.

-Set goals. For example, decide to leverage your organization’s internal networking platform to reach out to 2 colleagues each week. Then reward yourself for achieving your goal – it’s the cumulative effect of these small wins that make the difference.

-Follow-up and follow through. As you meet people, be sure to send thank you’s as appropriate – this will also serve to remind them of what they said they would do for you. When you promise to do something for someone else, be sure to get it done – it’s your reputation at stake.

-Equal exchange of energy. As I like to say, don’t be a barnacle in the networking process – aim to give at least as much value as you get. This will feel so much better.         

-Regularly evaluate and make adjustments. Not all types of meetings will be fruitful for you. Some contacts you thought would be gold mines turn out not to be. Just make sure that, before you eliminate an avenue or person, you can honestly say you’ve done your part to make the relationship work.

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2

In the first episode of the year - #350 – I talked about the job market and what to expect in 2025. In this episode, I want to dive into the unique challenges of looking for a remote position.

The upside is that you aren’t limited geographically in your search.

The downside is that neither is anyone else. Your competition can be fierce.

Remote jobs are becoming limited again—the percentage of fully remote jobs on LinkedIn fell from 18% in 2022 to 9% in 2023.

According to one website focusing on nonprofit jobs, remote postings receive 4.5 times as many applications as hybrid postings.

Let’s start with some good resources for remote jobs. If you’ve listened to my podcast much, you know how ineffective job boards can be – especially at mid to higher levels. Having said that, unless you are at the executive level, I recommend about 25% of your job search efforts be spent on passive strategies, which includes job boards.

Increasingly, job postings are stating whether the work is in office, remote, or hybrid. If it doesn’t and this is a deal breaker for you, I recommend attempting to contact the company’s HR department to get clarification before you waste time applying to a position where remote work isn’t a possibility.

Here are some favorite boards for remote work:

• General Job Boards:
• LinkedIn: Utilize advanced search filters to target remote positions. 
• Indeed: A vast database, use keywords like "remote," "work from home," or "WFH." 
• Glassdoor: Can provide insights into company culture and employee reviews.

• Remote-Specific Job Boards:
• Remote OK: A popular and well-regarded platform. 
• AngelList: Known for tech and startup roles, with a strong remote focus. 
• FlexJobs: Subscription-based, but often has highly vetted remote positions. 
• Remote.co: Another comprehensive resource for finding remote jobs. 

In an active (networking-based) job search, query “companies that promote remote work” or similar prompts to help with your list of target employers. Conversely, you could query “companies that don’t allow any remote work” to see if any of your target employers are on that list. Again – Glassdoor can also help with this information.

Here are some important considerations when deciding to seek remote work:

·      Identifying Legitimate Opportunities: The rise of remote work has also seen an increase in scams. Be vigilant and only apply to positions from reputable sources. Never, ever send money or provide personal information upfront. 

• Legal & Tax Implications: Research employment laws and tax regulations in your location.

• Setting Up Your Workspace: Create a dedicated workspace that is comfortable, ergonomic, and free from distractions. Be prepared to discuss your setup in an interview and explain how you will minimize interruptions WITHOUT divulging personal information they can’t ask about.

• Maintaining Work-Life Balance: Set boundaries between work and personal time to avoid burnout.

• Tailor Your Approach: Tailor your resume and cover letter to emphasize skills needed for working remotely including time management, the ability to utilize collaboration tools, and the ability to work with remote teams.

• Let Them Know: If the job states that it is remote, be sure any positions you’ve held that were remote or hybrid are indicated as such on your resume. LinkedIn also allows you to indicate remote jobs, so be sure to utilize this functionality.

• Prepare Your Stories: Expect the interview process to include at least one behavioral question around your success in working remotely. If you have never worked remotely before, utilize the “next best thing” approach to answering their question.

• Know What the Company Means: Some remote jobs can be performed from anywhere, at any time; others can’t. Get clear on what your work hours are expected to be and whether you will be expected to only work from home.

• Don’t Neglect Your Other Non-Negotiables: Make sure you are looking at the company and the opportunity holistically, not just whether it provides a remote opportunity. What else have you identified as being essential to your job happiness and success? Does this company also possess those characteristics?

• Don’t Get Caught in a Change of Location: We’ve all heard that Amazon required all employees to be in-office as of January 1, 2025; Walmart and JPMorgan are doing the same. While you can’t be 100% sure your job will remain remote, do your homework and ask the question at the interview to increase your chances that the job will remain remote.

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2

I got an article some time ago on “Feedback Mistakes Managers Make” in the rainmakerthinking.com newsletter from Bruce Tulgan. Bruce was previously a guest on The Exclusive Career Coach on two occasions:

#148 - How to Be Indispensable at Work: https://www.exclusivecareercoaching.com/posts/2020-10-07-148-how-to-be-indispensable-at-work-interview-with-bruce-tulgan

And #157 – Managing – and Being Managed – Remotely

https://www.exclusivecareercoaching.com/posts/2020-12-02-156-managing-and-being-managed-remotely-interview-with-bruce-tulgan

Today’s episode is a deep dive into the mistakes managers make around providing their direct reports with appropriate, time-sensitive feedback. Bruce gives seven mistakes that are based on his company’s extensive research.

Bruce also talks about the number one thing employees can do to receive better feedback from their boss. 

You can find Bruce at: [email protected]

I make reference to this podcast in the episode, so here’s the link:

How to Have a Successful 1:1 Meeting with Your Boss: 

https://exclusivecareercoaching.com/posts/2021-03-31-171-how-to-have-a-successful-11-with-your-boss

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2