Preparing for a Career Change in Your 40s

The job market has changed. What worked a few years ago doesn't work anymore. If you've been job searching for 3+ months with no real results? You need a new system. And if you want to win in today's market? That system better be focused on networking and referrals. Here's how we do it with our clients: 1. Make a list of 15 target companies These are companies you should intentionally choose because they align with your values, growth trajectory, and ideal culture. 2. Research the heck out of your target companies. Listen to earnings calls, read articles, find interviews with execs, & survey customers. 3. Use LinkedIn to find contacts who can refer you into your target role. Aim for someone who might be the hiring manager or a peer if you were hired. Find 150 contacts minimum (10 people at each company). 4. Use a tool like Mailscoop to find the emails for your contacts. Reach out to them and set up a conversation. Use the conversation to learn about things like: • Their team’s biggest challenge • Current initiatives • Goals for the next 12 months 5. Combine the info from your research and conversations to create a Value Validation Project (VVP). Think of a VVP as a pitch deck where you provide solutions to a problem, ideas around an initiative, or help with a challenge. It should be relevant and aligned to the work you’d be doing in that new role. 6. Send the VVP back to the contacts you had convos with and ask if those solutions aligned with their expectations for X role. 7. Rinse, repeat, and watch the referrals flow in!

When I was 30, I was a savage. 16-hour days, constant hustle, and no vacations and I don’t regret it one bit. But, now at 45, as a founder and parent of 3, I’ve traded grind for intentionality. Here’s how I balance work and life without sacrificing either: == 1) Skip alcohol and THC. I used alcohol to blow off steam after long days. I thought I deserved it. Now, avoiding those crutches has transformed how I sleep, wake up, and show up for my kids. 2) Sleep is a superpower. I’m in bed around 9:30pm and wake up around 530am. Better recovery leads to thinking clearer, leading better, and showing up fully. 3) Carve out personal space. I go for a 30-60 min run first thing. My biggest breakthrough thoughts come during my morning run. 4) Involve the kids. I used to compartmentalize “work” and “family.” Now, I bring my kids into what I’m doing whenever possible. Whether it’s having them sit on my lap during a podcast or showing them what Dad’s working on, it’s a way to connect and bring them into my world. 5) Outsource house chores. Mowing the lawn? Deep cleaning the house? This is like stepping over dollars to pick up dimes. I’m sure you enjoy it to a degree, but free yourself for what truly matters: family, health, and the work that moves the needle. 6) Use time blocks. I timebox everything—whether it’s deep work, family time, or even downtime. Setting alarms and blocking time on my calendar keeps me focused and prevents the day from running away from me. 7) Be ruthless about what matters. At 30, everything felt urgent. At 45, I know the difference between important and noise. For me, balance doesn’t mean doing everything—it means doing the right things. == The key is this: Seasons of life change. When you’re young, embrace the grind. Push your limits. Be unbalanced. But as life evolves, so should your approach. This is what works for me—what would you add to the list?

35+ Recruiters looked at my LinkedIn profile ...but didn't call me in for an interview. I didn't realize it at the time, but I was making 5 huge mistakes. Here are the changes I made that started landing me interviews: 1️⃣ HEADLINE Your headline is your first impression. Before a recruiter even clicks on your profile, they read your headline. 👉 There's a simple format to write a good one: Target title | Skill #1 | Skill #2 | Skill #3 | Achievement Example 👉 Content Marketing Manager | GTM Strategy | B2B | SEO | Increased marketing-influenced pipeline by 135% in 6 months. 2️⃣ ABOUT & EXPERIENCE This is your chance to tell your story. Your resume should be short (350-550 words) but your LinkedIn should be longer. 💡 Use the "Core 4" About framework: ↳ I am a {title} who... (3 skills) ↳ I launched my career at...(early career story) ↳ I then moved to...(2 mid-career achievements) ↳ Currently I am... (your most recent role) 3️⃣ ACTIVITY Posting on LinkedIn is scary, but it matters now more than ever. That's because LinkedIn shows "active" profiles higher in search results. 💡 To be considered "active" you just have to comment 3x/week (you can start by commenting on this post 😉 ) 4️⃣ KEYWORDS Add keywords throughout your Job Titles AND your skills section. Recruiters don't search for "Chief Happiness Officer" they search for "Director of Customer Success." 💡 Change your previous job titles to reflect what you actually did. You DON'T have to use the title your company gave you. 5️⃣ PHOTO & HEADER Check your privacy settings! Many LinkedIn profiles default to not showing your profile photo publicly. ‼️ A missing photo is a huge red flag to recruiters, make sure yours is set to public! Before you send even one more application, check these 5 parts of your profile. 👉 It's better to do the work up front than to send more applications and getting ghosted "for some reason." 👉 P.S. I just sent my "Guide To The ATS" to everyone who commented on my last post. If you missed it, just follow my profile and drop a comment below and I can send it to you too. _ #resume #hiring

What’s the biggest gap between where you are now and where you want to be? One of the most common questions I receive is, “What’s the number one tip for professional reinvention?” The answer often lies in identifying and addressing the delta—the gap between where you are now and where you aspire to be. So let's crack the case: Identify the Delta: Understand the gap between your current brand perception and your target professional identity. This could be a skills gap, knowledge gap, or even a perceived credibility gap. Anticipate the Critique: Think about the biggest critique someone might have about your background or qualifications. What might make them skeptical about your transition? Actively Address the Critique: Develop a strategy to counter this perception by sharing relevant insights, stories, and content that showcase your knowledge and expertise in the new area. Consistently provide evidence that you belong in your new role. I wrote in Reinventing You about a poet transitioning into management consulting—a seemingly vast delta. Her task was to show that she understood business deeply, which she did by deliberately studying and sharing insights about her new industry. Reinvention isn’t just about adopting a new skill set; it’s about guiding others to recognize you in your new capacity. It’s about helping people believe in your new path as much as you do. And that only happens when you address the distance with intentional, strategic steps.

Marsha was in her 50s and hoping to make a career pivot. "Have I got chance?" she asked me. I'll tell you what I told her: Ageism in the job market is real. But, if you are prepared, you can overcome the obstacles. It had been years since she'd applied or interviewed for a job. We worked together on her resume, LinkedIn, networking, and interviewing to package her for the job she wanted. When she called to say she'd gotten an offer for a great new job in pharma, with a 30% pay increase, I was jumping up & down!! I want to be clear that this was not easy. It took a lot of focus. Here is the multi-pronged approach we worked on together: 🎯 Resume Strategy: ↳ Focus on impact ("Delivered $2M in savings" vs "25 years of experience") ↳ Go back no more than 15 years  ↳ Highlight current technical skills, leave off old ones ↳ Take the graduation year off all degrees ↳ Contact info should include only city, state (no street address) ↳ Ditch the AOL, and hotmail email addresses; they date you 🌐Networking Strategy: ↳ Reconnect with former colleagues & give them an update ↳ Practice talking about your skills and abilities ↳ Speak to others who've successfully overcome the age barrier ↳ Make sure your LinkedIn profile follows best practices ↳ Work toward 500+ connections ↳ Post and comment on LinkedIn weekly 🏢 Employer Strategy: ↳ Target 40-50 companies with age-diverse cultures ↳ Talk to people in similar roles & ask about key skills ↳ Ask HR/recruiters about their hiring process ↳ Follow each employer on social media to learn priorities 💡 Interview Strategy: ↳ Lead with energy and genuine interest ↳ Show you've done your research with deep preparation ↳ Be ready with stories that include cross-generational work ↳ Share examples of your adaptability and growth mindset ↳ Talk about new skills you've built and show you're on top of trends ↳ Communicate your experience working with diverse people 🤵🏼Personal Strategy: ↳ Take additional courses & certifications to keep your skills fresh ↳ Stay current in your field with podcasts and social media ↳ Make reasonable adjustments to your appearance ↳ Clothes should fit well and be current, but not "trendy" ↳ Avoid language that "dates" you (ask a trusted younger friend) Remember: You're not "overqualified" You have battle-tested wisdom. That, along with these strategies, will set you up as a strong candidate! ♻ Repost to help people who are facing ageism in their job search 🔔 Follow Sarah Baker Andrus for more strategic career insights

You don’t have to announce you’re job searching to use LinkedIn strategically. I talk to so many professionals who are ready for a change, but feel stuck because they don’t want to “look desperate” or raise red flags at work. Here’s what to focus on: 🔍 Search smarter. Use LinkedIn’s “Jobs” tab to set up alerts for roles that match your interests; no one can see what you’re saving or searching. 🧭 Refine your profile for your next role. Think of your profile as a landing page. Focus on the type of work you want to attract, not just what you’ve done. 👀 Be findable. Recruiters use keywords to search. Sprinkle them into your About, headline, and job titles (when it makes sense). You don’t have to overstuff, just be intentional. 📬 Let recruiters know discreetly. There’s a setting called “Open to Work” that only recruiters can see. It’s private, and you can turn it on anytime in your profile’s “Open to” section. 💬 Engage a little quietly. Like and comment on posts from leaders in your field or companies you admire. This will help your visibility without putting you in the spotlight. If you’re job searching quietly, you’re not alone. You’re being thoughtful. You’re being smart. You’re taking care of yourself and your future. Have we met? 👋 Hi, I’m Ana, a 3x certified career coach, LinkedIn & job search strategist. I help introverts optimize their LinkedIn profile to become visible to recruiters so they can land job interviews faster. Is that you? Then, follow along for job search, career advice, and interview help! #JobSearchTips #JobSeekers #LinkedInForIntroverts

Are you a Senior Executive searching for what's next in your career? STOP chasing posted jobs and START solving real problems. Here’s the deal: If you’ve spent 25+ years leading companies and driving growth... why are you waiting for the next job listing to appear? 👊 The biggest opportunities don’t live on job boards... they’re uncovered by solving real business problems. The data backs this up: • 85% of roles are filled through networking, not applications. • Only 12% of hires come from first-degree connections, meaning the real game changers are a few steps removed from who you already know.    You’re at a stage where you want: • more control • more freedom • a bigger impact It’s not about applying for jobs... it’s about identifying problems you’re excited to solve and connecting with the right decision-makers. Here’s how to start: 𝟭. 𝗠𝗮𝗽 𝗢𝘂𝘁 𝗬𝗼𝘂𝗿 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 Identify the biggest challenges in your industry or target market. What problems have you solved in the past that others can’t? What problems are you excited to solve in the future? Is it leading turnarounds, scaling teams, or navigating complex regulations? Make sure you’re crystal clear on the value you bring. 𝟮. 𝗕𝘂𝗶𝗹𝗱 𝗬𝗼𝘂𝗿 “𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗠𝗮𝗸𝗲𝗿” 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 Forget HR. Go straight to the people who have the problems you solve. Use LinkedIn is great. Your phone is even better. (more on this in point #4) For now, start by building a list of... • CEOs, COOs, CFOs in your target market • Private Equity firms looking for experts to fix portfolio companies • Board members who influence strategic hires Start engaging with their content and showing up where they are. Virtually or in person. 𝟯. 𝗢𝗳𝗳𝗲𝗿 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀, 𝗡𝗼𝘁 𝗮 𝗥𝗲𝘀𝘂𝗺𝗲 Don’t ask for a job when you reach out. Focus on their pain points. People love to talk about themselves. Find out what's going on with them. What's going well? What isn't? "You can have everything in life you want, if you will just help other people get what they want." - Zig Ziglar 𝟰. 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗬𝗼𝘂𝗿 𝗘𝘅𝗶𝘀𝘁𝗶𝗻𝗴 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 Tap into the people who know your value and can introduce you to decision-makers. Third- and fourth-degree connections are where most opportunities lie. Be specific in what you’re looking for and ask, “𝘞𝘩𝘰 𝘥𝘰 𝘺𝘰𝘶 𝘬𝘯𝘰𝘸 𝘧𝘢𝘤𝘪𝘯𝘨 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴 𝘪𝘯 𝘟? 𝘐’𝘥 𝘭𝘰𝘷𝘦 𝘵𝘰 𝘰𝘧𝘧𝘦𝘳 𝘮𝘺 𝘦𝘹𝘱𝘦𝘳𝘵𝘪𝘴𝘦.” 𝟱. 𝗦𝘁𝗮𝘆 𝗧𝗼𝗽 𝗼𝗳 𝗠𝗶𝗻𝗱 Building relationships with decision-makers is a long game. Share insights, research, and solutions regularly. Whether it's an email, a LinkedIn post, or a quick check-in... keep the conversation going. Stop doing the same %$^$ everyone else does... and expecting to get different results. #Leadership #ExecutiveCoaching #Consulting #CareerChange #ProblemSolving

I recently go asked "what is one thing that no one tells you about networking when you're an international student?" When I came to the U.S. 6 years ago to study Data Science, I had no idea how important networking would be for my career. Coming from Spain, I thought hard work and a good resume would be enough. Spoiler: it wasn’t. As an international student, job hunting comes with extra challenges: visas, sponsorships, and navigating a system that sometimes feels overwhelming. But here’s the truth: networking changed everything for me. Here’s what worked: 1️⃣ Reaching out to alumni: - I was at Suffolk University in Boston, and I used LinkedIn to connect with alumni in Data Science. At first, it felt awkward—what could I possibly say? But I learned this: people love sharing advice when you ask the right questions. Instead of asking for jobs, I asked about their journeys, challenges, and advice. Those conversations didn’t just lead to referrals; they gave me confidence and clarity. 2️⃣ Leveraging LinkedIn: - LinkedIn became more than just a job board. I posted about projects I was working on, shared my thoughts on the industry, and commented on others’ posts. Over time, recruiters and professionals in my field started noticing me. 3️⃣ Attending industry events: - From local meetups to webinars, I treated every event as a learning opportunity. The key wasn’t handing out resumes—it was making meaningful connections. One conversation at a career fair even led to an internship that shaped my path. Looking back, I realized networking isn’t just about getting a job—it’s about building relationships. As an international student, those connections helped me navigate a career system I didn’t grow up in, and they became my biggest advantage. What’s your go-to strategy for networking? Let’s share tips below—I’d love to hear what’s worked for you!

One of the most common barriers I observe among professionals seeking advancement is the misconception that confidence must precede capability demonstration, when in reality, the relationship operates in reverse.   Sustainable professional confidence emerges through systematic competence building rather than emotional preparation.   The Progressive Competence Framework: • Incremental Challenge Acceptance: Taking on responsibilities slightly beyond current comfort zones to build capability evidence gradually • Documentation and Reflection: Systematically recording successes, failures, and lessons learned to create tangible proof of growth and adaptation • Safe Practice Environments: Developing new skills through low-risk opportunities before applying them in high-stakes situations • Feedback Integration: Actively seeking input from mentors, colleagues, and supervisors to accelerate learning curves and avoid prolonged trial-and-error   This approach recognizes that imposter syndrome and career anxiety typically stem from insufficient evidence of capability rather than inherent inadequacy.   Each successful navigation of a new challenge builds neurological pathways that support future confidence in similar situations.   The professionals who advance most smoothly don't eliminate doubt - they develop systems for building competence despite doubt, understanding that confidence emerges as a natural byproduct of demonstrated capability.   For those experiencing self-doubt during career transitions, the solution lies in designing deliberate competence-building experiences rather than waiting for confidence to appear spontaneously.   What strategies have you found most effective for building competence in new professional areas?   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #competencedevelopment #careerconfidence #professionalgrowth #careerstrategist

One thing that many people overlook when transitioning in their careers is the mental toll it takes.    We often think we can simply move on after the final day.     You hear the statement: "Today was my last day, tomorrow I hit the ground running."     It’s really not that simple.    When you leave a job, whether by your own choice or not, it’s a loss.     And like any loss, there’s grief.     There’s the emotional and mental weight of the decision, the uncertainty of what’s next and the pain of walking away from something that once seemed promising.    So many people power through this part.     They keep pushing and try to make the next step happen.     Without acknowledging the emotional weight of this loss, they often push themselves to burnout.    I’ve seen over and over again    People not taking the time to pause, reflect, and heal.     Then, months down the road, they’re frustrated, financially drained, and unsure of what to do next.    This doesn’t have to be your story.    Taking time to process isn’t a weakness, it’s strength.    When you acknowledge the emotional impact of a career transition, you give yourself the space to regroup, reset, and strategize for a more successful future.     The most successful people I’ve worked with understand this concept deeply: they take time to heal and to develop the right mindset before they dive back into the grind.    The result? They show up more focused, more resilient, and more prepared for the next chapter of their careers.    If you're in the middle of a career transition, remember: it’s okay to grieve, it’s okay to pause, and it’s okay to seek the support you need.     This will not only help you heal but also ensure you’re moving forward in a way that aligns with your long-term success.    #wesleynewisdom