OUR STORY

I spent more than 20 years in Fortune 500 HR leadership. At ADP I ran the global career development program that reached more than 60,000 associates, which means I was on the inside of the machine that decides who gets seen, who gets shortlisted, and who quietly does not.

I built a program there called Inside First. Through networking alone, it equipped 85% of laid-off employees to land new internal roles within 30 days. It worked. Leadership would not scale it globally, so I left.

I have spent my whole career networking my way into opportunities whether a role existed or not. At three different employers I started in a job that had no title before I got there. What existed was a problem I was positioned to solve, and access to the leader who owned it.

Job Hackers Network exists to give Directors, Senior Directors, and VPs of Engineering that same advantage. Not just the insider view of how hiring really works, but the process to create a role built around what they are actually best at.

OUR APPROACH

The Job Hackers Method™ rests on four distinguishing components.

Insider knowledge, not outside advice

I designed the hiring systems companies run. I know what a hiring manager is actually screening for, what HR does with your resume after you submit it, and how a role gets shaped around a person before anyone writes the job description.

Positioning built on a real assessment

You start with the StandOut strengths assessment, not a personality quiz. Your top two strengths, your Situation-Action-Result stories scored against a rubric, and your target role combine into one value proposition you can say out loud in sixty seconds. It is the thing most senior engineering leaders have never had to build.

A system, and the tools to run it

Weekly targets, weekly tracking, weekly coaching. Six AI tools built specifically for this method, from story scoring to outreach drafting to finding the member already inside your target company. Not a course you watch. A process you run.

The part you cannot do alone

You cannot tell your team you are looking. You cannot tell your boss. Most of your peers work at the company you are trying to leave. For a senior engineering leader, a job search is the one significant thing in your professional life you cannot talk to anyone about.

Every week you sit in a room of Directors, Senior Directors, and VPs of Engineering running the same search. You run mock interviews with people who have been on the other side of that table at companies like yours. You test your value proposition on peers before you test it on a hiring manager. You watch someone two months ahead of you handle a negotiation, and someone two months behind you make the mistake you made last month.

It is the difference between a process you follow and a process that fuels you.