Category: executive-coaching

How To Assault People With Your Resume

How To Assault People With Your Resume

Send them a seven (7) page resume.

Worse, write a long boring email that no one wants to read introducing yourself.

Worse plus, have a four (4) page cover letter in addition to the long, boring email self-intro.

The most worse, get someone to introduce you while violating the double opt-in email intro rule.

Regardless, I offer help. Kindness is so important. Especially, when people are in career transition and need advice. Here’s how I responded to Peter’s assault (yes, all of this really happened. Exactly like this. It happens every day. People think they are actually doing you a favor. I know! Crazy.):

Hey Peter — thanks for your note!

I want to be helpful to you.

Here’s my straight impression. Your email and cv are too long. Also, they lack a clear focus.

2 most important points to convey clearly:

What can you do? (no one buys the hammer that is also a screw driver — decide & commit!)

Who (what kind of company) can you do it for?

Trying to be all things to all people is not the answer. Also, writing a resume like a technical manual (list of your accomplishments) is less effective than writing it like a marketing brochure (benefits to the buyer).

If you get your resume professionally written, send that to me.

All the best,


Here is his original, cold outreach email (it came with an attached 7-page resume, and a 4-page cover letter titled CoverLetterSynopsis. The ‘synopsis’ was more than 900 words):

Hi Dave,

Thank you for connecting via LinkedIn.

I have been a venture executive in large companies/entrepreneurial firms and have experience with new ventures/startups, tech investment, international business development, marketing, strategic alliances, P3 and emerging tech/innovation. My career track has placed me at the intersection of energy/transportation/technology /innovation/alliances and venture capital.

I have worked in sales and corporate development, venturing and venture capital environments within large organizations, in consulting/professional services firms, with P3 public-private partnerships, with fledgling startups, with new technologies/IP and with new approaches/business models. Each of these experiences honed abilities to move from concept to commercialization; to act as a change agent, trusted advisor or interpretive manager; to work with global, multidisciplinary and multicultural teams; to structure strategic alliances among diverse groups; and to cultivate an appreciation for the long, complex sales cycle for consultative and iterative client engagements. 

In several of these roles, I have successfully identified, grafted and combined smaller companies’ technology breakthroughs with the wherewithal and staying power of larger companies, enabling sustainable innovation. I have also engaged in active scouting and evaluation of several emerging technology areas: energy-mobility, multimodal & autonomous transportation, smart cities, IoT, predictive analytics, connected home/health, digital lifestyle and block-chain, as examples.

Please see attached my resume/CV and cover letter overview.

I believe these skills and performance metrics are markedly transferable to opportunities you may be pursuing. I look forward to commencing a dialogue. Thanks again.

Best regards,


It all ended quite nicely:


Thank you for your helpful and candid feedback. I will get back to you with a professionally crafted resume for your review.



We live to triumph and inspire another day!

How to Delight With The Double Opt-In Email Introduction

How to Delight With The Double Opt-In Email Introduction

Connecting your new ‘friends’ in business can be valuable. You must take heed in how this is done. Making unsolicited, blind, single opt-in introductions to please a new friend is a pretty big offense as a professional. It makes gross assumptions about the interests of your offended target. It puts all three of you in a precarious position of awkward social, uncertain territory and forces your offended target to either ignore you, privately message you back, or worse, school you on proper email etiquette with a strong possibility of public shaming in an email response that includes your new friend.

It’s better to ask than it is to assume that you know what your target contact currently wants, has time for, or any interest in. Your friend may not be a priority or interest.

So, be professional and conduct yourself with a level of executive decorum that makes people smile and admire your social grace, etiquette and excellence in social comportment. This is attractive to others and endears people to you.

There are two great ways to reach out to your target contacts. In both ways, you first provide context, color and thoughts. Either form of this simple email note ensures value creation and a successful introduction for the benefit of all parties:

VERSION 1 —  You write a direct note to your target contact (DO NOT COPY YOUR FRIEND):

“Hi Julie, I met Bob the founder of NewCo earlier today and think he has assembled a great team, strong product and great early traction with their AI SaaS engine. They’ve signed 8 big name clients and a bunch of smaller ones. Want an intro?”

If Julie says yes, then some form of this:

“Hi Julie & Bob, It is my pleasure to intro you. I’ve mentioned you briefly to each other and am certain you will both enjoy meeting up. I’ll leave you from here. Best, Dave”

VERSION 2 — Ask your ‘friend’ to send you a blurb along with any info that you can forward along with an endorsement or simple ask. This could be easier & faster for you and looks something like this:

Hi Julie — please see note below from Bob. NewCo is interesting and I like him. Feel free to follow up directly and mention my name or let me know if you’d like an intro? Best, Dave”

Success in business requires being selective about your relationships, making new friends, connections and nurturing your relationships. Cultivating important relationships over the long term requires you to conduct yourself in a way that makes others want to nurture your relationship back. Relationships are a place to give, not take. Be respectful of people’s time, energy & bandwidth.

And remember, the Golden Rule is golden for a reason.

How To Triumph With People & Executive Recruiting

How To Triumph With People & Executive Recruiting

The most highly qualified, high caliber talent that you need are not unemployed, sitting on a couch eating potato chips, waiting for the phone to ring.

The three truths about high achievers are that:

  1. They are good at what they do.
  2. People like them.
  3. And they are generally capable of creating the circumstances in their lives for this thing called happiness.

So, at a minimum, they are at least mildly interested, actively engaged in whatever they are currently doing. Recruiting is about disrupting their comfort to ‘extract and secure’ the talent you need for your company.

You must believe that everybody is on the market for the right set of circumstances. Identify who are the all stars that you need inside of your company, extract and secure them. It’s not easy. Stop whining. Be persistent.

People. Idea. Capital. Capital is abundant. Idea is over-rated, more important than an idea is execution. Execution is all about people. So, you are left with people and capital. People are by far the most important.

All teams are not created equal. Build executive teams with purpose.

The advantage that agency recruiters have in assessing the best talent, culture fit and securing the right hires is that we get to go in clean and clear of predisposed notions or any colored thinking about your company.

Offering candidates clean, objective, unbiased data about the market, compensation and opportunities with the leading executive teams in growth companies is valuable in creating a relationship, first.

To understand first, a candidates motivations and where they are trying to get to, allows for trust and a better partnership in career guidance.

Social media, blogging can be distracting. Staying focused on the primary work is the key for creating high-quality results, first.

The best self promoters and propaganda creators are not the best at what they do. It’s important to prioritize high-quality work, first.

So much noise, people want to be marketed to less and less.

Say meaningful, thoughtful things.

Connecting is more important than noise.

When you’ve identified the people with whom you want to connect, find out about them and connect with them in a way that is more interesting.

Connect as a human being first. Understand their interests.

Triathlons and Ironman racing is awesome. Fitness is a great way to make connections!

Great recruiting can only happen by building trust and being an effective partner to the top executives in your market.

Talk for as long as possible about human interests — rapport, laughter and common interests create real connection.

People want to do business with people who are like them. Find the similarities, the things that bring you closer. Delay for as long as possible talking about business. Learn about their deepest desires, dreams and motivations. Only this way can you then jump in to help them and be an effective partner to them.

To lead is to recruit and build culture. Make recruiting and culture your strategic competitive advantage. And, make leadership your legacy.

These were some of the insightful takeaways from a great panel discussion. In attendance were some of the brightest stars in human resources, talent acquisition and People teams from NYC tech and from all around the country at the JobMobile Summit. The panel was led by Career Advice Expert Amanda Augustine, CPCC and included Cat Hernandez @CatMHernandez, Deb Josephs, and Susan Yun @SusanEYun.

The Nobel-Prize winning author, Isaac Bashevis Singer said “Two important things are to have a genuine interest in people and to be kind to them. Kindness, I’ve discovered, is everything.”

He was right.

This article was originally published on LinkedIn.