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Hiring is down. Anxiety is up. Even senior leaders are quietly asking: “Am I doing something wrong?” “Should I be more visible?” “Why does it feel like everything is on pause?” 📉 Hiring hit its lowest point in 5 years. 😟 1 in 3 adults is experiencing layoff anxiety. 🧊 And the labor market may stay frozen for a while. But slow isn’t failure. Frozen isn’t forever. And fear doesn’t get to lead. If you're in between roles and feeling unmoored, don’t rush into panic applications. Reground in what your next chapter needs to do for you. Then sharpen the story you're telling. What comes through when someone reads your profile in 10 seconds? If you're employed but uneasy, pay attention to early indicators—budget shifts, leadership turnover, changing dynamics at the top. Quiet preparation is still power. And if you’re reflecting on what’s next—even without a clear “why now”—this can still be a productive season. Audit your role. Realign your energy. And be ready before opportunity shows up. Financial stress doesn’t always look the same. For some leaders, it sounds like: “Should I take this role if it pays less but fits better?” “What’s my runway if the org pivots?” “Am I building wealth—or just maintaining stability?” Your foundation matters. Tend to that too. None of this is easy. But it is navigable. You’re not behind. You’re not invisible. And you’re definitely not alone. 👇 What are you noticing in your world right now? Let’s hear it.

A parent raises their hand—and shifts the culture of a classroom. A child sees their own brilliance reflected in the curriculum. A team builds spaces where joy, genius, and rest aren’t just included—they’re centered. That’s what Village of Wisdom is making possible. Their work reimagines what education can feel like—when families are seen as co-designers, not bystanders. When programming reflects the lived wisdom of communities, not just the systems around them. When care and culture aren’t add-ons—they are the strategy. And now, this vision needs structure. The kind that protects the spark and builds what can last. Village of Wisdom is hiring two new leaders: 📌 Managing Director → Operationalize a bold vision → Strengthen systems that support people and momentum → Coach senior staff while shaping internal culture that reflects the mission 💰 $130,000–$150,000 + benefits 📍Remote (monthly travel to Durham, NC) 📆 Deadline: April 7, 2025 📌 Vice President of Programs → Align and elevate program strategy across teams → Make the impact of VoW’s work clear, measurable, and scalable → Support program leads to lead with clarity, creativity, and care 💰 $125,000–$135,000 + benefits 📍Remote (monthly travel to Durham, NC) 📆 Deadline: May 5, 2025 These aren’t just management roles. They’re for leaders who know that structure isn’t the opposite of vision—it’s what makes it real. Learn more & apply: https://lnkd.in/eUGZAs-h ✨Speak to Regina Dyer or Chante' Chambers if you have additional questions. Both roles will report to William J. Repost or tag someone who’s ready to build from the inside. This moment matters—and the right leaders will know it when they see it.

Some of the most brilliant people we meet? Are hiding what makes them unforgettable. Co-authored the definitive book in your field? Buried halfway down your resume. Turned around a struggling team in 6 months? Mentioned after a list of job duties. Especially if you’ve ever been the first, few, or only… You’ve been trained to play small. To wait your turn. To let your work “speak for itself.” But brilliance isn’t self-explanatory. Not on LinkedIn. Not in a boardroom. Not in a room full of gatekeepers. 👉 If your shine isn’t obvious on page one, it might as well not be there. This isn’t about shouting. It’s about bragging different. Not louder. Just earlier. Shinier. Clearer. Because the right people aren’t turned off by your shine—they’re looking for it. 👇 What’s your “shiny bauble” that’s been hiding in plain sight? Drop it in the comments. Let’s name our brilliance—together.

You know what’s buried 12 bullets deep on most LinkedIn profiles? The shiny stuff. The co-authored books. The Ivy League degrees. The legendary turnarounds. In Office Hours, Ify Walker shared how Molly Graham—yes, the Molly Graham—has “built legendary teams at Google, Facebook, and Quip” at the very top of her LinkedIn. Because it works. ✨ Your shiny bauble isn’t bragging—it’s the hook that helps people keep reading. Stop burying the lead. Start leading with it.

You don’t always know the moment you’ve hired the right person. Until one day, you do. It’s not the interview. It’s not the references. It’s not even the onboarding. It’s the moment something hard—something weighty—becomes weightless. The first time you don’t double-check their work. The first time a problem gets solved before you even see it. The first time they catch something you didn’t— You feel relieved. You feel protected. Founders know this feeling. Or rather, they know what it’s like to chase it. The search for the right #2 isn’t about skills on a résumé. It’s about trust. The kind you can’t manufacture. The kind that allows you to step away—without everything unraveling. And when you find it? You don’t just gain an executive. You regain your focus. Your momentum. Sometimes even your marriage. The best hires don’t just take work off your plate. They give you back your life. I talk to founders every day. They are desperate to find someone who can do half the job of running a company better than they can. They are hungry for leaders who are chasing responsibility and ownership. We get emotional when we feel that first moment of lift. Good news - you can have it too. So, to all the founders out there. You don't have to be Mark, Elon, or Steve to hire the people you deserve. Be as ambitious about the team you are building as the lofty goals you set. Their excellence is the unlock to living into yours.

Most hiring isn’t as open as we’d like to believe. Our first Office Hours was all about breaking through the hidden job market—and this conversation was a moment. 🎤⬇️ We’re already planning the next session. What should we talk about? Leave it in the comments.👇 And, stay tuned! 👀

🚀 Most candidates make the same mistake after an interview: They wait. They assume that if the company wants them, they’ll reach out. But top candidates? They don’t just wait for a call—they stay on the hiring manager’s radar. 📌 Here’s what that looks like in real life: A marketing exec applied for a role, aced the interview, and then… silence. Instead of waiting, they followed up with a thoughtful insight based on the company’s strategy. That sparked a conversation, led to a contract project—and ultimately, a full-time leadership offer. 📌 How to follow up the right way: ✅ Make it easy to say yes. Instead of a generic “Just checking in,” offer new value—insight from the interview, a relevant article, or a fresh perspective. ✅ Keep the momentum. Hiring teams are juggling multiple priorities. A well-timed follow-up reminds them why you’re the right fit. ✅ Don’t assume silence = rejection. Timing is unpredictable. A simple check-in could be the nudge that moves things forward. Most people stop at “thank you.” But the best opportunities don’t go to the most qualified candidate—they go to the one who stays top of mind. Ever had a follow-up move turn into an opportunity? Drop your story in the comments! 👇🏾

80% of jobs aren’t posted. So where do they go? Behind closed doors. Through referrals. Inside networks you may not even know exist. But that doesn’t mean you’re locked out. It means you need a system to build relationships that open doors. Let’s be real—most job applications feel like screaming into the void. Ever applied to 50+ jobs and heard nothing? That’s because the best roles never even make it to job boards. 📌 Most people think networking looks like this: ❌ Awkward coffee chats. ❌ Asking for a job outright. ❌ Random LinkedIn messages that go unanswered. 📌 Instead, networking should look like this: ✅ Building real relationships—not just transactions. ✅ Connecting with The 3 Key People who can move your career forward. ✅ Knowing exactly what to say to start the conversation (without feeling cringey). If your job search strategy is just hitting "Apply" on job boards, you’re missing the best opportunities. 📩 Want the full playbook? Leave a comment, and send us a DM.

If a résumé got people hired, you wouldn’t be reading this. It might get you in the door. But hiring managers don’t hire résumés—they hire people. Most job seekers make one critical mistake: They focus only on crafting the perfect résumé, when in reality, that’s just a small piece of what actually gets them hired. Here’s what moves the needle beyond your résumé: 📌 Be more than a name on a document. Your online presence matters. If hiring managers Google you, what will they find? A static profile, or proof of your expertise? 📌 Relationships > applications. A hiring manager will take a trusted colleague’s recommendation over a stack of résumés—every time. Before you hit “submit,” ask yourself: Who can help me get in front of the right person? 📌 How you follow up matters. Most people apply and wait. The strongest candidates? They follow up with a note that adds value, connect with the team on LinkedIn, or share insights that prove they’re already thinking about the job. If you’ve ever felt like your applications are disappearing into a black hole, it’s not because you’re unqualified. It’s because the process rewards those who know how to stand out in the right way. What’s one move that helped you land an interview—besides your résumé? Drop it below.👇🏾

🚨 A game-changing leadership role just opened up. Learn more below. A student sits in class, capable and ambitious—but never encouraged to take an advanced course. Maybe they never saw someone like them in AP or IB. Maybe no one told them they belonged. Maybe the system didn’t see their full potential. That’s where Equal Opportunity Schools steps in. For 15 years, they’ve worked to ensure every student has access to challenging, future-shaping coursework—because talent is everywhere, but opportunity isn’t. Now, EOS is looking for its next Chief Executive Officer to lead the charge into its next chapter. EOS needs a bold, strategic leader to: 📌 Expand access & impact—so more students can reach their full potential. 📌 Build a sustainable future—aligning funding with mission-driven growth. 📌 Unite & inspire—leading a team, board, and partners toward a shared vision. This isn’t just about leading an organization—it’s about reshaping what educational equity looks like for the next generation. If you—or someone in your world—is ready to step into a role that shapes the future, take a look: https://lnkd.in/eiMYVZWk 📍 Location: Remote 💰 Compensation: $275,000 - $300,000 plus benefits 📆 Application Deadline: March 10, 2025 ✨Speak to Dominique Poché if you have additional questions. Know someone who would be the right fit? Tag them in the comments or share this post. The next great leader might be in your network.