Dream Life Team

Your “about” section is the deciding factor whether the reader will leave or want to know more about you. Here's how to create a compelling "about" section:

According to .S. News & World Report, 95% of recruiters used to find candidates. According to .S. News & World Report, 95% of recruiters used to find candidates.

▶️ About Section - The basics

✔ 2,600 characters, serves as introduction, and communicates your .

✔Write in first person, tell engaging stories, and use a conversational tone.

✔ Use lots of spacing with short paragraphs,

✔ Add in graphics to dress up bullets.

✔ Categorize information to make it easier to absorb content.

▶️ Why it’s important

✔ It serves as your introduction

✔ LinkedIn uses keywords in your “about” section for search results

▶️ How to write it

✔ Start strong – people will read the first 3 lines before they have to click open to read more.

✔ Make it keyword rich

✔ If you have two different roles or job targets, cover both but note their similarities.

▶️ Customized based on why you’re on Linkedin.

✔ Job seekers: Promote yourself.

✔ Consultants and Experts: Promote the services you offer and your expertise. For example, I talk about my strengths as a resume writer.

✔ Salespersons: Promote yourself and your passion for your product/service.

What else?

I work with many executives that have never used a resume writer before. I often hear this: “You did a much better job than I would have.” “Wow – this is beyond what I ever would have expected.”

When all is said and done, many state “This is the best investment I ever made in my career.”

Now more than ever, my clients want to see a return on investment from my services.

They realize the has become much more competitive, and feel the need to stand out from others.

Some benefits to working with a certified, trained, experienced writer include:

▶️ Articulating your brand – communicating your value to the recruiter and hiring manager.

▶️ Freeing up your time.

▶️ Landing your next job faster – a strong resume can help open doors to an interview.

▶️ Commanding a higher salary.

▶️ Improved interviewing skills - My clients often report they have an easier time during the interview because they have just gone through the exercise of writing out their accomplishments.

▶️ Landing your dream job – As my clients articulate they value, they become more desirable and attractive candidates. They then have the confidence to go for the best positions and often succeed in being the top candidate.

What else?

Getting laid off at 55 isn't a career ending. But it will feel like one for a while.

And that's okay.

I've worked with hundreds of senior leaders navigating layoffs.

The ones who struggle most aren't the ones with the weakest resumes.

They're the ones who tied their entire identity to their title.

When you've been a VP or C-Suite executive for 20 years — the role becomes who you are.

So when it's gone, it doesn't just feel like job loss.

It feels like identity loss.

I want to speak directly to anyone who's been there:

The disorientation you feel is normal.

The self-doubt that creeps in is normal.

The fear that the market has passed you by — very normal.

But here is what I know from watching executives come out the other side:

Your value didn't disappear when your title did.

Your experience. Your network. Your judgment. Your leadership.

Those belong to you.

What you need now isn't just a new resume.

Because today’s job market is entirely different than previous ones.

You need a clear job search strategy, a confident narrative, and someone in your corner who has done this before – someone to show you the ropes.
That's exactly what I do.

If you are an executive in a job search that’s not moving – DM me. Together we will determine what’s not working and develop a strategy to fix it.

search

Your LinkedIn headline is costing you recruiter calls. Here's how to fix it in 10 minutes.

Most executive LinkedIn headlines look like this:

"VP of Marketing at Company X"

That's a job title. Not a brand.

When a recruiter searches LinkedIn for their next hire, they're search for job titles – but they also want to understand the value you bring, your skills, and industries.

Your headline needs to tell them three things immediately:

Who you are. Your seniority and function.
Who you help. The type of company or team you lead.
What you deliver. The result they can expect from hiring you.

A stronger headline sounds like this:
"VP of Marketing | Building B2B Revenue Engines for SaaS and Tech Companies | $200M+ in Pipeline Growth"

That headline gets clicks.

The generic title gets found, but then often scrolled past.

You have 220 characters in your LinkedIn headline.

Use them to position yourself — not just describe where you work.

Your next opportunity may be one optimized headline away.

If you’re an executive in a stalled job search, DM me. Together we can diagnose what’s not working, and partner together to fix it.

My client applied to 243 jobs in 8 months. Zero interviews.

He was a 20-year VP in operations. Smart. Credentialed. Driven.

But every morning he woke up, opened LinkedIn Jobs, and applied.

Sent his resume into a “black hold” – and waited. And waited.

When he came to me, he thought the problem was his resume.

That was part of it – his resume did not articulate the value he brought.

But he did not have a strategy to get his resume in front of decision makers.

80% of executive roles are never posted publicly.

They're filled through networks, referrals, and direct recruiter outreach — before a job ever goes live.

If you're spending most of your search on job boards, you're competing for the 20% everyone else can see.

We stopped the spray-and-pray approach.

We built a targeted list of 30 companies.

We mapped his network strategically.

We positioned him directly with executive recruiters.

Six weeks later — he had three interviews and two offers.

The job boards aren't broken.

The strategy was.

If you're a senior leader whose search has stalled, send me a DM.

I'll tell you exactly where the gap is.

And together, we can fix that and get your search moving again.

Most executives don't lose opportunities because of their skills. They lose them because they can't articulate their value.

A VP with 25 years of experience. Led teams of 200+. Delivered hundreds of millions in results.

But when I ask them: "What's your unique value?" Silence.

If your positioning is unclear, even the most impressive background gets overlooked.

The executives who land fast aren't always the most qualified.

They're the ones who can answer: "Why me. Why now. Why this role."

That clarity is what separates a 3-month search from a 10-month one.

If you're a senior leader and you're struggling to articulate your value — that's the first thing we fix.

Everything else follows.

The top 5 reasons a job search takes 8+ months instead of 2-3 months. Reason #5 – Lack of polished interviewing skills

You finally got the interview.

After months of applications, networking, and follow-ups — you're in the room.

And then it doesn't go the way you expected.

This is one of the most painful moments in an executive job search. And it's more common than most people admit.

Here's the truth.

Interviewing is a skill. And most executives haven't had to practice it in years.

The last time many of my clients interviewed seriously, they were earlier in their career. The stakes were lower. The questions were different.

At the Director, VP, and C-Suite level, interviews are not about reciting your resume.

They're about demonstrating strategic thinking, leadership philosophy, and executive presence — in real time, under pressure.

Hiring executives aren't just evaluating your experience.

They're asking: can this person lead my organization? Can they influence the board? Can they hold a room?

And that has to come through in how you speak — not just what you say.

The executives who interview well do three things consistently.

They tell clear, concise stories using a structured framework — situation, action, result.

They speak to business outcomes, not job duties.

They show up as a peer to the hiring team — not as a candidate hoping to impress.

Interviewing can be coached. It can be practiced. It can absolutely be improved.

But only if you take it as seriously as every other part of your search.

Getting the interview is hard. Don't let the conversation be the thing that holds you back.

If you've had interviews that didn't move forward and you're not sure why, send me a DM. We can diagnose what is not working.

The top 5 reasons a job search takes 8+ months instead of 2-3 months. Reason #4 – Continual waiting to see if one interview results in an offer.

One of the most expensive mistakes I see executives make in job search.

Many people are “considering” working with me to speed up their job search but want to “wait and see” if one current interview works out.

Waiting to get serious until they know if this interview is going to become an offer.

You're in final rounds. It feels promising. You don't want to get distracted.

So you pause the networking. Stop the outreach. Put everything on hold. Don’t work with a coach to teach you how to speed up your search.

Even if you’re a final candidate, you often just have a 25% chance of landing the role.

Then the offer doesn't come.

And you're back at square one — except now you've lost three to four weeks of momentum.

I've seen this pattern extend a search by months. More than once.

Here's what a real executive search looks like.

It runs multiple tracks at the same time – all things I can teach you how to do.

Track 1: Active applications through targeted, strategic channels. Track 2: Networking with former colleagues, sponsors, and industry contacts. Track 3: Building and maintaining relationships with executive recruiters. Track 4: Staying visible on LinkedIn so opportunities come inbound.

None of these tracks pause because one interview looks promising.

Because until you have a signed offer in hand, you are still in search.

The executives who land in 60 to 90 days aren't the ones who found the perfect opportunity quickly.

They're the ones who kept all their lines in the water — consistently — until one of them landed.

Treat your search like the strategic initiative it is.

Don't let hope slow down your momentum.

Are you running a full search strategy right now, or are you waiting on something first?

Hope is NOT a strategy.

The top 5 reasons a job search takes 8+ months instead of 2-3 months. Reason #3 – Ineffective Job Search Strategy

If job boards are your primary search strategy, I need you to hear this.

You are fishing in the smallest pond available.

And it's packed with other people doing the exact same thing.

Here's the number that changes everything for most executives I work with.

Up to 80% of senior roles are filled before they're ever posted publicly.

That's not a rumor. That's how hiring works at the Director, VP, and C-Suite level.

Companies tap their networks first. Executive recruiters make calls before writing a job description. Referrals get interviews before applications open.

By the time a role hits LinkedIn or Indeed, dozens of candidates may already be in conversation.

Job boards aren't useless. But they should be one lane in your strategy — not the whole highway.

Here's what the executives who search faster are doing instead:

They're having coffee with former colleagues and letting people know they're open.

They're building genuine relationships with 5–10 executive recruiters who specialize in their space.

They're showing up on LinkedIn consistently so their name stays top of mind.

They're reaching out directly to hiring managers and company leaders — not to ask for a job, but to have a conversation.

The hidden job market isn't some mysterious insider secret.

It's just relationships, activated intentionally.

Your next role is sitting in someone's network right now.

The question is whether they know you're looking — and whether they think of you first.

What's one relationship you could reconnect with this week?

The top 5 reasons a job search takes 8+ months instead of 2-3 months. Reason #2 – Lack of personal branding.

Your resume lists what you did.

Your personal brand explains why it matters.

Two candidates apply for the same SVP role.

Same tenure. Similar industries. Comparable results on paper.

One has a clear personal brand. His LinkedIn headline speaks directly to his value. His About section tells a compelling story. His posts show up in recruiter feeds because he's consistently sharing insights in his space.

The other has a generic AI-generated resume and a LinkedIn profile that don’t share his unique contributions and strengths.

Who gets the call?

Personal branding at the executive level isn't about being flashy or posting every day.

It's about being findable, recognizable, and credible before anyone ever speaks to you.

It answers three questions a recruiter or hiring executive is always asking:

Who is this person? What do they stand for? Why should I pay attention?

When your brand is clear, you stop chasing opportunities.

The right ones start finding you.

I've watched executives go from invisible to fielding recruiter calls simply by having a strong, branded resume and LinkedIn profile.

It's not complicated. But it requires intention.

That's your personal brand working — or not working.