Every week, I work with job seekers navigating today’s turbulent market: recent grads, mid-career professionals, and senior execs. Some come in discouraged. Others burned out. But almost all of them have one thing in common:
They don’t have a system.
That’s where I come in.
The candidates I coach don’t just “hope” to get lucky. We build a system together, and we go hard at it. It’s not magic—it’s discipline, focus, and reps.
The Market Is Brutal—But Not Hopeless
Let’s be honest: this job market is one of the toughest in over a decade.
- Entry-level software jobs are being replaced by AI tools like Cursor, Devin, and V0
- Fewer engineers means fewer PMs, fewer designers, and fewer layers of management
- Big tech firms are reducing headcount, flattening orgs, and demanding in-office work
- Even graduates from top CS programs like Stanford, Berkeley, and University of Washington are jobless 6+ months post-graduation
- Some mid-career professionals have been searching for 9–12 months without traction
- Senior execs who once commanded $700K+ compensation packages are hitting brick walls
But while some are stuck, others are still getting hired—even with disadvantages like age, visa status, or nontraditional backgrounds.
What Are They Doing Differently?
They’re not sitting there, complaining and feeling desperate. They’re putting one foot ahead of the the other and executing. Here’s what we do together in coaching:
1. Build a high-probability target list
We don’t spray and pray. We build a focused list of 25–50 companies with high alignment to the candidate’s experience, including FAANG companies, medium sized high growth companies, startups, and non tech companies in traditional industries who are hiring for tech talents (e.g. health care).
Then we find 3–5 relevant people at each—recruiters, hiring managers, alumni, ex-coworkers—and create a real outreach plan.
2. Anticipate the exact interview questions
I break questions into four buckets:
- Behavioral (leadership, ownership, conflict)
- Technical (code, systems, data, and AI fluency!)
- Domain-specific (e.g. PM sense, marketing strategy, industry/domain specific questions)
- Executive presence (For senior leaders)
We go through each line of the job description. We anticipate every possible questions based on the job description and intelligence we have gathered about the role/employer/interviewers. We review each interviewer’s social media footprint to gather additional context. “Know thy the enemy” — you walk into each interview with full context of the role, employer and interviewers.
3. Mock interviews—hard, focused, and repeated
This isn’t coaching-lite. We simulate pressure. We push. We get reps in.
If you haven’t done 4+ mock interviews—real ones—you’re not ready.
We leave no stone unturned. In the current environment, you must be all in, and do whatever it takes to nail your job interview.
4. Relentless follow-through
New grads? 5 outreach email everyday. Leverage your school network for informational interviews. I have 1 client who had over 100 informal coffee chat. She is a fresh college graduate who attended a state school but two FAANG competed for her service .
Mid-career or senior execs? 10 tailored emails or texts per day. Do it consistently for 30 days. You’ll see results.
It Works. Here’s Proof.
These are real stories from recent clients:
- A program manager in his 50s landed a FAANG offer after being unemployed for four months
- A recent Stanford CS grad landed a PM internship after six months of no traction
- A VP-level product exec landed at a high-growth startup after a year-long search
- An H-1B visa holder with a tech master’s landed his first role after driving Uber for 12 months
- A PMM with a humanities background and an MBA repositioned her background and landed a job after months of being ignored
- A CS PhD with little work experience landed multiple offers in just four weeks
They all followed the same framework I teach in The Secret of People Who Always Get Job Offers—from positioning and targeting to selling, interviewing, and closing.
Build a System and Execute with Precision
The people getting hired today aren’t winging it. They’re executing with precision.
You need:
- A sharp, well-researched company target list
- Smart outreach to real decision-makers
- Anticipated, practiced answers to the exact questions
- Reps. Feedback. More reps.
- Daily accountability and clarity