Transcript: Stand Out in Your Job Search—Tips from a Career Coach and Resume Writer

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Host: [00:00:00] Hi, thanks for taking a beat. My name is Katie, and I'm a licensed therapist and coach who helps people feeling stressed and overwhelmed to create more balance and fulfillment in their lives. Today's episode explores the topic of the job search and some tips and strategies to help you stand out in a sea of candidates.

To help explore this topic. I'm excited to talk with Amy l Adler, a certified master resume writer who has written hundreds of resumes, LinkedIn profiles, and cover letters for individuals at every level of experience across multiple industries. She's here today to dispel some myths around the job search and share some advice on how to effectively promote yourself and your work.

Host: Welcome Amy. Thanks so much for joining.

Amy: I am so glad to be here. Thank you so much for having me.

Host: Maybe we can start off with sharing a little bit more about what you do, if you could explain a little bit more about what executive resume writing is [00:01:00]

Amy: for Sure. So foundationally, people, I think, across the board have trouble talking about themselves in a way that is appropriately self, and of course there's a big difference between.

Saying what you're really good at and sharing what your expertise is and, and blowing your own horn. 'cause those are, those are very different things and I think people find it hard to identify what the things are that they ought to be speaking about to, shall we say, impress a hiring team or a recruiter in many cases for fear of sounding like they are overstating things or being, being too self-aggrandizing.

So in so far as resume writing is about writing and, and something that I have been doing for three plus decades now professionally, with resume writing, being about the 16 year mark, resume writing rests [00:02:00] on figuring out who that person is and how they fit into whatever the thing is they want to do next.

So, asking really good questions, being a. Powerful active listener. Not talking a whole lot, but asking the right questions that prompt somebody who is seeking to move into something new or make a pivot, or whatever it might be. It would prompt them to say what's in their heart and, and what is, what's really on their minds about what they know how to do, where their wins are, and how they potentially can help the next employer succeed.

So resume writing is about tying all that together. So almost being like a personal detective and then writing that person's story. It's a really good way of putting it. But the really interesting thing is that people know their own stories, even when they say, oh, I can't remember. It was so long ago. Or Anybody would've done [00:03:00] it this way.

It's really not true that anybody would've done it this way, or that the data isn't stored in their, in their. Memories. It's that they don't have the language for it and they've never had to speak about themselves in this way. So of course it's hard, but imagine how much harder it would be for somebody to go into an interview and have to do it on the spot for the first time with no planning.

That has got to be terrifying. So when somebody engages with a resume writer who. Goes through a structured process of figuring out what this person is about and what they are put on this earth floor, what they're meant to be doing. They have the privilege that of telling that story and retelling that story and evaluating it, and hopefully using the language that I give them because that's what I'm here for, to tell that story in an interview that, you know, that might be the 10th time or the 15th [00:04:00] time they've engaged with that data, so it feels so much more natural.

Even though, of course the story is all them, and I should be invisible to the process.

Amy: Do you have a question or a couple of questions that you tend to ask that you feel really get to the heart of somebody and what they're about, especially in their career.

Host: Oh, that's so fair. That's and And it's a hard, I think it's hard to, to jumpstart somebody.

Yeah. To telling their stories. So my favorite, among my favorites, I guess, is when people say, well, I just can't remember what happened. I try to get them in the mindset of. What it was like when they showed up at the job. So you walk into your office, there's nothing on the desk. There's some pencils and pens in the drawer, and there's, your computer hasn't even been turned on yet.

What are you thinking about first and what has your new boss said? The situation is that you are now meant to fix or fulfill or address, and that. Typically [00:05:00] prompt somebody to say, well, you know, I was hired because of whatever situation. It was. A new position created just for me. Or it was somebody had, was just let go and now I'm, I'm in there Not only to, to fill whatever shoes they should have been filling, but to make this whole thing better, or it was natural attrition and they needed somebody in the role to pick up where other person left off and run with it.

And. Here are A, B, and C things that I was meant to be to be working on. And if there's enough time between when they were hired and the time that we're having this conversation, I can then say, well, if that was the case, what was the first thing that you did to get you toward that goal? So that's one of my favorite scenarios, if you will.

Another sort of simpler question I love to ask is, okay, so you're at this company. These many years and you had these many titles over this amount of time, what was the single [00:06:00] most, um, difficult process that every night you came home and you had a headache all the time because it needed to be solved, whatever it was, what gave you the biggest headache?

And that usually prompts a laugh because everyone has had a week or a day or a moment in their jobs. That has just made a mess of things. And when that person tells the story of how it all resolved because of their interaction or their in, in intervention, if you will, that is a phenomenal resume story to tell.

So if people think about what was really hard or what was really joyful, the stories come through and they're so natural and delightful and winning and compelling and authentic. There is no blow hard element to it. And it's just people telling what they did and how well they did it. And do you find that after you've gone through [00:07:00] this process with someone and then you write the resume, that they tend to believe what you've written more so than what they were saying about themselves before?

So, you know, um, I never thought about as trying to convince them of their expertise or their worthiness. I, I hope people. Certainly people come sometimes at some of the worst points of their lives, and mental health plays into this in such a big way when, especially with the layoffs and yeah, whatever.

But am I, am I trying to, I'm just trying to get them to see themselves the way somebody else would see them. So if I am the proxy for their audience. I get to ask the hard questions before they become really hard questions and prepare them and, and then reflect back to them the things they are saying and put those on the page.

And when somebody is not sure whether [00:08:00] the resume is, is too much, if you will, my number one question to them is. Do these all sound like your experience? Do you recognize yourself in these stories? And I've never had one person say they didn't recognize themselves, but I think they never thought about how they are being perceived by an external audience through these stories.

So helping them to understand that nobody else would. Do it the same way or have the same impact is, is key. And they get to be owners of this new version of themselves, which is really the same version of themselves, just more organized and with maybe some better language around it. It's really loads of fun to, to have that conversation, even though I know people come kind of worried to that, to that point, but reassuring them and helping them [00:09:00] understand that they are really as awesome as they.

As they appear on paper is is a lot of fun.

Host: Well, it sounds like you really like your job.

Amy: I'm really lucky. Yeah, I'm really lucky. And do you work with folks who are maybe not necessarily at the executive level then? So for sure I've worked with kids as young as high school. Oh wow. Yeah. One intrepid young kid, this is a few years ago, he might've been my first high schooler.

He called me outta the blue and said, I'm looking for a college scholarship and I need a resume to do that. And I was like, young man, your money is no good here. You can't hire me, but we can work together because you are terrific. And then we lost touch for a while and then we got back reconnected and he's like, you probably don't remember me.

I was like, of course I remember you. 'cause your story is terrific. But otherwise, I've worked with high schoolers and college kids, new grads and early career professionals. Each of those, by the way, being their own areas of [00:10:00] expertise in the resume writing universe. And I've chosen to work with. Pretty experienced people because I love these complex stories.

I think they're terrific, and I love finding ways to untangle them and tell them in a, a meaningful way, a compelling way. So most often these younger professionals, if you will, are the mentees or sometimes the kids of my clients and sometimes just people just hear about me and call me outta the blue.

Host: Well, it sounds like the, the high school kid who wanted the college resident, like he's pretty courageous to reach out and he knows what he wants, essentially.

Amy: Yeah, it was really fun. This is probably a good 10 years ago that this happened, but the story is such a core memory for me because I'd never been called up by a high school kid.

It just hadn't happened. And honestly, I don't know if it's happened since in the, in a sort of independent sense, I don't think anybody's ever done that. But he is in a successful career doing what he's meant to do in this world, and it was just really, really fun to [00:11:00] reach back, you know, to have that connection rekindled and to.

Uh, I know to kind of hear the resolution of the story, if you will,

Host: well, since you've worked with people across the age and experience spectrum, this might be a difficult question, but are there things that people can do to make themselves stand out, that do kind of cross, you know, whether it's age or experience?

Amy: A hundred percent. And I'm glad you asked this because some of the most foundational elements of good resume writing and good preparation for resume writing. Across every level, every industry, every aspect of, of job search. And the number one thing that anybody in a job search can do is figure out what they want to do next.

So it's not so much of I want to be a, that's part of it, but it's more about. Or equally important to or, or deeper than, than that in the sense that they have to figure out [00:12:00] what make, what makes those jobs what they are. And if you look at them holistically, here's three or four or five or 10, they're gonna have similar characteristics.

And if you can imagine the Olympics logo, like a Venn diagram, those job descriptions each are one circle. There doesn't have to, there's probably more than five, whatever it is. The more they overlap, the more those job targets overlap and those positions overlap, the more likely it is that a resume written about that person, but for those targets is gonna land.

Well, another key piece of it is, if you think about the, the spectrum or the continuum of the process continuum, my guess is there's somebody's career. Um, all the things they have done up to today. The things they wanna do after that, with that middle point being the resume. So your resume is about all the things you have done but reflected through or told through the eyes [00:13:00] of this future audience.

So knowing that target's important because the next step is framing everything you have done, no matter what age you are, whether you are 18 years old and you just finished high school and you have to talk about all the things you did. In your first, you know, high school jobs, whatever it is, or whether you've been working for 30 years, this, the principle is still true.

Tell that story, but think about what your audience needs to know about you so that you can start that conversation essentially in the heads of your audience before you even meet.

Host: And it sounds like when you're thinking about what you wanna do, it's not so much the title that you're thinking about, but the, the day-to-day things that you're gonna be doing in the job.

Amy: You nailed it. And I think this is a, a a a thought process that is kind of elusive sometimes to people. They don't really think about it that way. They're like, I wanna be an accountant. I wanna be a chief financial officer. I wanna be a teacher. Maybe teacher isn't quite the right thing in this context.

But the idea that there is a set of skills that I know how to do, the things that I want to [00:14:00] do, that I'm good at, and the title is something different. And in fact, um, one of my trusted tried and true techniques. For people to use job boards like repositories for massive searches, not on titles, but on things people like to do because who knows what that thing is gonna be called.

To be honest, especially in big companies, you get things like project manager, department such and such, such and such, you know, three, and that only makes sense contextually for people who work with that person outside of the company. It doesn't mean very much. So how do we. Figure out what that job holistically looks like so that we can prove that the job exists, first of all, and then that there are plenty of them out there.

So this resume that you've done all this research for about yourself, about your goals, whatever has applicability to a category of positions or a type of job that doesn't matter what the title is, but the [00:15:00] substance of it is the same. And honestly, that makes job search so much easier. Well, I think you, you bring up an interesting point of using the job boards, like searching for the skills maybe more so than the titles as an example.

Host: What could that look like for somebody who might wanna try that?

Amy: For sure. So let's say somebody likes project management, uh, project management, but doesn't wanna be a project manager in sort of the typical agile it sort of context. They wanna do project work in a company. They might really like setting budgets.

They might really like building stakeholder alignment. They might not want to lead a team. Right. That might be a a a a, doesn't have to be here. Kind of a, a qualification. There's ways to do that within these brilliant searches to exclude stuff like that. Maybe they don't want to work in whatever industry.

Maybe they don't wanna, don't wanna work in it. They wanna work in, [00:16:00] I don't know, something else. Banking, let's pick something. So there are ways to filter out things they don't want, include things they do and discover. And I don't know what the titles actually would be for that set of parameters I just made up, but maybe there's, you know, it would be something like operations specialist, like somebody who's not a team leader because they don't wanna be responsible for the wellbeing of a team.

They definitely love the operations aspect of it. Maybe it has all these other parameters that make sense, but maybe they would never have thought, oh, you know, I should be looking at something with operations in the title. It just didn't register. Or maybe it's operations, but working for a marketing department and that's way farfield of what that person was originally doing.

But all of a sudden these pieces start to align and they understand that they have marketability in in other, in other domains. That can help them expand or narrow or focus, let's say their job search.

Host: I guess kind of similar [00:17:00] to this idea too, is people who might be switching from one career field to another and how do you take your prior career experience, translate it to a resume where you might wanna switch from like banking to marketing, for example.

Amy: Totally fair. And, and this is definitely part of it, but I think it's important to remember that one. One transition, one leap, one move. It's harder to make all the changes at once. It's not impossible, and I don't wanna tell somebody they should never try, if that's really what's in their heart. But it might make sense to pull one of those levers or two of them, but not all of them.

So if we think about industry level, title, function, whatever it might be. All of those have different parameters or different, different, let's call them denominations, you know, sections of each of these things that go into each of these types of roles. And that can get pretty complicated. [00:18:00] So if somebody is a marketing operations specialist or whatever we decided it was, and they want to all of a sudden be, um, a rocket scientist, right?

That's a lot of things. That's a lot of things. And no, not education, that's another element to add to it. And some of those. Leaps or those changes might not be possible in one job transition. So moving what you can, moving the needle for what you can makes sense and ex expanding that to it's max. For the people who are really willing to go to go there, put themselves out on that limb.

I'm not saying don't do it. There's no part of me that would ever tell somebody what I think they ought to be doing, but to be mindful of what makes sense. What steps to take to get that ideal state might be worth mapping out. And maybe there are steps someone can skip and get that advocacy that they need, um, and that buy-in and new knowledge and whatever [00:19:00] it might be.

So people see their value in the way they wanna be known. Well, I imagine networking could potentially help with that, like just kind of. Knowing more people in the area you wanna move into, and then they know you want more on a personal level potentially. I think it's crucial, especially now in which the buyer's market is so pervasive.

So companies can hire the best of the best of the best. So if 20 people or whatever the number is, all have ideal qualifications and characteristics, how are they gonna pick outta that 20? What is gonna be the right? Pathway What? What's gonna be the right pathway for a candidate now might not have been what it looked like in the past.

And having people advocate from the inside is definitely a good thing. It's scary to go out and network and meet people and try to get people to understand your point of view and what you're doing there and why you should be in this industry or at this level, or whatever it is. But the [00:20:00] more people can stand up for you and say, yeah, we should hire this person over.

The other 19 people. That's a good thing.

Host: And do you ever work with folks who might now have to be switching careers more so out of necessity because maybe a field is just not what it was several years ago and the hiring is, is not where it was and people now need to shift has has that come up for you?

Amy: All the time. All the time. I and I, and I think it's more personal choice than fields are shutting down, I think. From an intrinsic point of view, people get to say what matters to them, and if they don't feel fulfilled in what they're doing, they have to adjust their sales and, and do something different.

But in the context when, when it's not their choice, you know, in the massive layoffs that we've seen in the last 18 months or so, people have to figure out what they're going to do next. That wasn't anything like what they did before, [00:21:00] and figure out how they're gonna fit into this. New normal. And for people who are doing that, they're just getting their toes wet and maybe they haven't experienced this demand for rapid change in the past, but as just as a matter of good practice putting out anything on your LinkedIn profile, and we haven't really talked about LinkedIn that much is better than putting nothing.

And helping your audience and you can, helping your audience understand what you stand for and what you're good at, even as a foundational first pass at content is a good idea. You can always change it. I think people are scared sometimes to put their LinkedIn profiles out there in their job search after layoffs or whatever because they just dunno what to say.

But having nothing there is, is an avoidable error, and I hope people will feel. Brave enough to put at least something on their profiles to lend a credibility to their [00:22:00] candidacy. It really frustrates me and saddens me when I see people who've been out of work a long time for whatever reason, and their profiles are empty.

'cause we don't know anything about them. We want to know something about them. In a sort of broad sense, recruiters want you to be the next right person, so make it easy for them. Don't hide. If there's no reason to hide your stuff, so essentially, what could someone update their LinkedIn profile to sort of mention if they had been laid off, for example?

Well, I think being laid off or being fired, certainly I used to be this giant black mark, and I'm not saying that it isn't now, and that people shouldn't feel what they feel. They shouldn't feel angry, they shouldn't feel betrayed. They shouldn't feel at sea. I think overall because everybody has seen the market change so radically that the same kind [00:23:00] of stigma externally isn't there, and that I don't think it makes the experience of being fired or laid off or whatever the term might be now, I don't think that makes it think better for any individual person, and I'm not telling people they should just get over it.

I really don't think that that would be cruel, but a little maybe glimmer of hope. Added might be the world isn't looking at you like you did something wrong. The world is saying, wow, the economy has really been upended and we are so sorry that you have been part of the collateral damage because you didn't do anything.

You know, 500 people in your company were let go and you were just one of them and it was bad luck. So helping people re repopulate or rebuild their LinkedIn profiles with. Let's just start with, I mean, the easiest thing to do is to copy your resume into your LinkedIn profile. There are good reasons not to do that in the long term.

There are [00:24:00] plenty of better ways to write a LinkedIn profile than that, but at least it's something, I mean, plus or minus hiding private information You don't want to share with your, I guess there's now like a billion people on LinkedIn, but some version of your resume, at least it gets something in there.

And in so far, by the way, is LinkedIn. LinkedIn training. I did Gus a long time ago, but I think this still still holds. They recommend having at least 50 contacts on LinkedIn. I'm more like, how do you get 500, make that network work for you so you can reach out to people and be more visible to the kinds of people that matter to you.

Because really the value is not so much in that first degree connection. 'cause you probably have some way of having gotten to be first degree connections in some sense. That that other person's first degree connections and now your second degree connections and their second degree connections, now your third.

So now you have this enormous circle [00:25:00] that can help you have sort of more credibility maybe for the audience, especially if you're intentionally shaping your network, have more credibility with the people you're trying to attract.

Host: So at least 500 connections you recommend.

Amy: Yeah, and it, I'm not gonna say it's easy.

Uh, but that's a good number to aim for. Well, kind of going off of that are, do you have any other tips or strategies to effectively use LinkedIn besides expanding your network? So, I am 100% an introvert. I'm not shy. I like talking to people. I think people are really interesting. People like me and honestly, people like my client.

It's a really. Big ask to say, go do something that is scary, that takes your energy, uses your spoons, whatever you wanna call it, to, to put out that kind of, that kind of outreach. But doing so in a, in an intentional way, even [00:26:00] just putting posts out there or commenting on someone else's as a kind of a first step.

If that's more comfortable, that is a way to get known among the people who should know you. And the more, I don't know what the exact ratio is, but the more the balance should be shifted to offering more than you ask for because that goodwill builds up. And when somebody finally gets to the point where they do have an ask and they've been supportive of the people they're inquiring of, it's a much easier negotiation, if you will, of the, of the goodwill balance to say, well, effectively, I've.

Knowing you all along, I've been following your posts, I've been part of your, your virtual team, if you will, connections. Could you possibly spare 15 minutes from me? I bet that goes over pretty well. And the truth is, people like to talk about themselves, so giving them that platform is actually [00:27:00] a pretty easy ask.

But it might take some navigation on LinkedIn. To build up that collateral, that, that connection with somebody so they feel comfortable saying yes.

Host: Well, maybe on a similar or a similar vein, are there any misconceptions about the job search that people have that might, they, they might think are serving them, that are actually not, whether it's using LinkedIn or resume writing cover letters, whatever it might be?

Amy: I think there's a handful and they're, they're kind of related. I think number one is that there is no one best resume. I mean, I guess if that were the case, everybody would have the exact same resume and it would do all things for all people. That's just not possible. So when people talk about what keywords should I have in my resume, there's no single answer, and I'm always sort of surprised when people ask that because I think it reflects.

The, the fear mongering that is out there, that the applicant tracking [00:28:00] software systems, meaning the, we call them the a TS, the, the databases that you upload your resume to when you apply that they're somehow gatekeeping in a way because of some set of keywords that's magical and only is known to some elite few that none of that is true.

The keywords that your resume, anyone's resume should have are reflective of what the audience is hoping to see. So if they search for you, what they find you, and this is true on your resume and and LinkedIn as well, but I'm specifically talking about resumes here because this leads into sort of powerful myths about what the applicant tracking software does.

I follow a whole bunch of people, in fact, just this morning, recruiters and such who. Use ATSs every day. I have limited experience with it. So I listen to them because I think they know what they're talking about. And in the main, the at s is a giant database that is searchable with complex billion searches.

It is not something that a person has to quote unquote get past. So if somebody says, I'm gonna sell you something that will get you past the a [00:29:00] TS, that doesn't make any sense. 'cause you wanna be in the a TS, you wanna be in the database, which will happen as soon as you apply, no matter what your document says.

To be found as part of a search that a human is doing to be evaluated by an actual human, which is what these things are doing. These systems are human and technology together are doing. You need to be aware of what your audience is looking for and speak to them. We have that conversation. Just go. I think people are very afraid that some kind of ai, you know, bot or whatever is, is making decisions on behalf of.

Real humans who are much smarter than AI will ever be in this regard, and based on everything I said I saw, I read, that's just not true. There's, there's not some kind of trustworthy AI system that doesn't have any human interaction, that is making all kinds of decisions on behalf of a company, because that's anywhere from unethical to bad practice [00:30:00] to illegal.

I, I mean, I don't know what the. Specific ramifications are on the legal side, but I'm sure there must be given AI's biases and that kind of stuff. So if we think about the applicant tracking software as a big place to store data and the human as the intelligence behind the kinds of complex searches that would surface somebody's resume, it's really hard when somebody is not selected for an interview.

Um, but I assume that recruiters know what they are doing and hiring teams know what they are doing and they're looking for certain sets of qualifications. And it's a hard truth when somebody's resume for whatever reason, doesn't reflect the needs of a hiring team. But I don't think that some kind of AI robot is doing all the work.

Host: Do you have advice for people who might be looking at roles or job [00:31:00] descriptions and they feel, I mean, sort of that age old question of like, I have, you know, 60% of this, but not the full, I don't necessarily have all of this experience. What do you tend to tell, tell people?

Amy: I think I used to tell people to, to go for it as much as possible.

My opinion on that has really changed because companies can hire. Any of you know, a dozen or more amazing candidates. So if all of those amazing candidates have every single one of the required qualifications in the position, someone with 60% is not going to be looked at in the same way just by the, the numbers game.

And it's so easy to hit apply nowadays. I think all of the extraneous applications from people who are. Not qualified or kind of gumming up the system a little bit. Given all that, I think that it's probably not worth somebody's time to go all in on a [00:32:00] job that they don't have. I don't know what the right number, what the percentage of qualifications is, but let's say most of the qualifications and the the requirements and then maybe even some of the preferred qualifications, which may not be deal breakers, but they could certainly help somebody.

If, if they had them all too. What I would really say is, look, if you don't think you have more than 60% of these qualifications, but this job sounds really good, figure out how you can describe the remaining 40% in your resume and your application materials to explain away either why you've already done this in a different context, or you're planning to do this.

Maybe it's a certification that you're working on now and that kind of a thing, and and kind of get that person to understand. But to your earlier point, building. A network and advocacy within the organization might help people see past that and get you to the point of having the discussion with somebody who can make a decision, and nothing's a guarantee.

It's not like there's some formula that will magically wipe away the [00:33:00] missing 40%, but at least it's a shot. It's a, it's, it's an opportunity, but in the main, I would say, figure out where you fit. Then if this job is the right stepping stone for the next year, 18 months, and then there's another one after that, would that really get you where you wanna go?

Think about the long game versus the must have to do all of these changes, pull all these levers, flip all these switches today, because that's probably unrealistic.

Host: Are there other things that you've sort of changed your opinion on or your mind on, given how much maybe the job landscape has changed in the last several five years or so?

Amy: I think. I never thought that recruiters and hiring teams were adversarial to candidates. I would never say that, but I am so touched honestly by how much they care about the process. It's, it's not a way, recruiting is not a way to exclude people. It's a way to find the right person and reframing the [00:34:00] discussion that way.

Has. Made me more invested, I think in helping people capture their attention. It's not like handwaving and, and fireworks and, and whatever. It's, and not fancy designs on resume per se. It's really good content and, and a really compelling message. And how do we get these people to see how amazing our candidates are to tap into the real humanity in the process and trust that if somebody's rejected, it's.

It may not feel like it's the right reason, but there's probably some method to the madness and finding the right match is going to feel like sunshine, rainbows, a million bucks for that. That job search candidate, who's looking for that perfect fit?

Host: Well, thank you so much for, for your advice and and strategies in this area, in this topic.

I think it's really important given all the [00:35:00] changes that have been happening, and like you said, it's a buyer's market and a lot of people you know might be looking for jobs and how to find a really good fit. Do you have any last words of advice or strategies or suggestions that might have popped into your head while we were talking that you think could be helpful to share?

Amy: I think everybody wants the same goal. Job seekers wanna get hired for the things they're known for, the things they're good at and the things they wanna be doing. And certainly hiring managers or hiring executives want to hire the right person. Part of their role is to fill good teams with amazing people, probably.

They just wanna get stuff done and they're hoping. That the next resume they look at when the the recruiters send over is the one because they want that person, they want that role filled and they want that work to get done. They wanna build a great team. They want to fulfill their obligations to the [00:36:00] organization.

So I think if we all look at it as we're all trying to do the same thing, we just have our own perspectives. I am confident that. The social interaction aspect of this will be better.

Host: I guess on that note, where can people find you or find out more information about you if, if they do wanna look you up?

Amy: Thank you for asking that. My website is five strengths.com. That's F-I-V-E-S-T-R-E-N-G-T-H s.com, and my contact information's all over there. And on LinkedIn, my handle is Amy l Adler. So first name, middle, initial, last name, and. I hope people reach out because I stand by what I say and I, I really care about what people are going through.

Host: Be sure to check out Amy's website and follow her on LinkedIn for more career tips and resources. I hope this episode [00:37:00] was helpful. If you find yourself at a place in life where you're unclear about your direction or goals, check out. Take a beat coaching.com to learn more about a one-on-one coaching program designed to help you better navigate stress and indecision in order to move toward the life that you envision.

Thanks for listening and take care.