Stop “fixing” your resume. Start running a real job search.You’re a VP, SVP, President, or C-suite leader.
You don’t need another generic coach, fluffy mindset course, or pretty resume.
You need a system to productize your value, penetrate the market with intent, and land a $300K–$500K+ role without spending the next 8–12 months stuck in a slow, demoralizing search.
That’s what the Candidate Operating System is built to do.
My job is simple:
In ~60 days of execution, help you accelerate your search and generate a VP–C-level offer you actually want — and protect the rest of your career.

Who This Is ForThis page is for VP, SVP, President, and C-suite executives across functions:

• IT, Product, Technology
• Operations, Supply Chain
• Finance, Accounting
• Marketing, Growth, Revenue
• HR, People, Talent
• General Management, Division / Business Unit Leaders

You might be:

• In a search that’s taking too long with little traction or stalled pipelines.
• Still employed but ready to leave your current role and amplify your standing in the market.
• Just starting a search and want to do it correctly from day one.

You’ve already figured out what most people don’t:
Redoing your resume and LinkedIn isn’t enough.
The problem isn’t cosmetics. The problem is that your value isn’t defined, productized, and taken to market the right way.
You’re here because you want someone to:

• Help you position yourself properly in your space.
• Build a real go-to-market strategy for your job search.
• Turn you from a “candidate” into a known resource in your field.

The Real Goal: Be Known for the Actions You DriveWhen an executive says, “I need help with my job search,” what they’re really saying is:
“I need to be known in my field so that when people say my name, they immediately know the actions I drive for a company — and why I’m worth betting on.”
My work is about exactly that.

• Turning your background into a clear operating system that defines how you create value.
• Making you memorable and specific, not just “strong leader,” “strategic,” or “transformational.”
• Positioning you so that decision makers don’t just think, “nice resume,” but instead say:
  “How does that work? Tell me more. I haven’t heard anyone talk about it like that.”

Why I Built the Candidate Operating SystemFor years, I was a VP of Staffing who could fill roles for everyone else — and couldn’t run my own job search.

• I spent over $50,000 on coaches, resume writers, and services.
• I tried every “expert” tactic: networking, scripts, rewrites.
• And still, my own search dragged on for 8 months.

A former boss finally called me out. He said:
“You can’t sell your value because you haven’t defined your value.”
Once we did that — once I stopped obsessing over outreach and started codifying how I create outcomes — everything changed.
Within 30 days, I converted that clarity into a VP of Staffing role at $500,000/year.
The Candidate Operating System was born from that frustration:

• Not a theory.
• Not a feel-good framework.
• A practical, repeatable operating system that has helped 17,000+ candidates accelerate their job search and land roles they actually want — not junk jobs, not stop-gaps.

The Candidate Operating System: How We Work TogetherOur coaching is 1:1 only. No groups, no mass webinars disguised as “coaching.”
We follow a structured formula that we adapt to you:
Step 1: Build the Product(Define your Candidate Operating System)
We don’t start with your resume. We start with you as a product:

• What are the 3–5 specific actions you drive that are unique in your space?
• Which outcomes can you consistently create that others can’t?
• How do we articulate those actions so a CEO, board member, or PE partner hears them and immediately thinks:
  “How does that work? Please tell me more.”

The output: a clear, differentiated Candidate Operating System that becomes the backbone of everything else.

Step 2: Identify Your Addressable Market(Who needs you now?)
We map the companies and environments where your Candidate OS is most valuable right now:

• Industries and business models where your actions solve current pain.
• Types of investors, owners, or boards who value what you do.
• A targeted list of employers where you’re not just “qualified” — you’re obviously relevant.

The output: a real addressable market, not a random list of postings.

Step 3: Make Your Resume “Sticky” for Busy, Agitated LeadersNow we infuse your Candidate OS into your resume:

• No overstuffed bullets, no generic “responsible for” lists.
• We write for busy, impatient executives who skim.
• Every bullet answers: “What changed because you were there?”

The goal: your resume becomes an interview magnet because it tells a coherent operating story — not just a job history.

Step 4: Job Search Strategy & Go-to-Market(Conversations with decision makers, influencers & connectors)
This is where most searches fail.
We build a go-to-market strategy so you’re not just “out there,” you’re running a campaign:

• How you’ll impress decision makers, influencers, and connectors in your space.
• Outreach rhythms and messaging aligned to your Candidate OS.
• The standard: at least one conversation every week with a decision maker, influencer, or connector — not just recruiters and applicant tracking systems.

The output: a repeatable cadence that builds real momentum instead of sporadic activity.

Step 5: LinkedIn Strategy & Closing Technique(Be a resource — then win the offer)
We finish by tightening strategy around visibility and conversion:

• Optimize your LinkedIn so it perfectly matches your Candidate OS.
• Execute a larger platform strategy so you’re seen as a resource, not a cold candidate begging for time.
• Design your closing technique:
  • How to accelerate interview processes.
  • How to obliterate the competition without being arrogant or needy.
  • How to keep control of the process and land an offer that aligns with your value.

This is where we turn conversations into offers.

Working with me.
You’re not dropped into a cohort. You get direct attention and a real operating cadence.
1. Advanced Job Search Program: Build the system. Start executing in days.
Investment: typically $3,800+
Best for executives who want to move fast and are ready to execute.
You’ll:

• Build your Candidate Operating System.
• Identify your addressable market.
• Make your resume sticky and aligned to your OS.
• Get your job search and LinkedIn strategy laid out clearly.

Timeline:

• Designed to be completed in 5–10 business days.
• You leave with a real plan of action and know exactly how to run it.
• Expect ~10–15 hours/week of execution afterward to drive momentum.

2. Advanced Job Search Program Pro (Guaranteed)System + execution + weekly strategy until you win.
Investment: typically $6,800+
This is my flagship, fully guaranteed program.
You get everything in the Advanced Program, plus:

• The full Candidate Operating System build-out.
• Complete resume and LinkedIn integration.
• Eight weekly strategy sessions to review execution, remove obstacles, and adjust tactics.
• Ongoing accountability to keep you in motion.

The promise is simple:
If you show up every week and complete the actions we agree on,
I guarantee results.
If you do the work, you will win.
The goal: shorten what is typically an 8+ month executive search into roughly 60 days of focused execution — and land a VP–C-level role at $300K–$500K+ that you actually want.

Real Executives. Real Outcomes.These aren’t theoretical frameworks. Here’s what this looks like in real life:
Josh – From Big Pharma to “Dream” GC Role in TechJosh wanted out of big pharma and into technology — not in a lateral move, but from AGC to GC.

• Before: stuck in a pharma box, struggling to break into a new industry and elevate his title.
• Work: we rebuilt his Candidate Operating System around the actions he drove that would matter in tech, then targeted companies where that OS was uniquely valuable.
• Result: within weeks, he converted that positioning into a General Counsel role in technology that he describes as a dream scenario.

Ann – “Aged Out” to Direct CEO Conversation & Quick OfferAnn believed she’d been aged out of big corporate America.

• Before: convinced her best years were behind her, expecting to settle.
• Work: we crafted a new Candidate Operating System, aligned her messaging, and targeted dream companies where her experience meant “impact now,” not “too old.”
• Result: she secured a direct conversation with a CEO and converted it into a meaningful offer within weeks.

Paula – From “I Just Want My Old Job Back” to a Bigger Role She Didn’t Know ExistedPaula thought small: she just wanted to get back into the same kind of job she was losing at a large financial institution.

• Before: aiming low, trying to replace what she already had.
• Work: we built her Candidate Operating System, identified a broader addressable market, and started executing.
• Result: new conversations opened doors to a role she had never imagined, in a space she could speak to but hadn’t targeted — fully engaging, aligned to her strengths, and providing the compensation she’d been missing.

These are three examples out of 17,000+ people who’ve used this methodology to accelerate their searches and step into roles they actually want.

The Financial Reality: The Cost of a Slow SearchMost VP–C-level executives underestimate the cost of a bad or stalled strategy.

• Average executive search: 8+ months.
• Typical earnings at this level: $20K–$40K per month (or more).

If you’re out of a role or stuck in a misaligned one:

• Every month without a meaningful role isn’t just stressful — it’s $20K–$40K+ that never comes back.
• And the longer the search drags, the more your energy, confidence, and positioning erode.

I understand the financial fear: “If I’m not earning, how can I invest?”
But here’s the real question:
How much is your current strategy already costing you — in lost income, lost momentum, and unnecessary stress?
Accelerating your search by even 2–4 months more than pays for itself.
Accelerating it by 5–6 months protects not just your cash, but your confidence and reputation.

What It’s Like to Work With CandidateOpsThis is honest, no-BS coaching for serious executives.
You can expect:

• Challenge, not coddling. I will push your thinking and your standards.
• Structure and rhythm. We’re not “talking about your search”; we’re running a system.
• Clear weekly actions. You’ll always know exactly what to do next.
• Execution focus. When you start executing at 10–15 hours a week on the right actions, things move quickly.

If you want someone to make you feel good about a broken strategy, I’m not your coach.
If you want someone to help you define your value, build a system, and win faster, that’s what this work is for.

Is This for You?This is for you if:

• You’re a VP, SVP, President, or C-suite executive.
• You’re willing to be challenged and rethink how you present yourself.
• You’ll show up, every week, and do the work.
• You want to protect the rest of your career, not just “get something for now.”

This is not for you if:

• You’re looking for a cheap, low-commitment, “see-what-happens” solution.
• You want someone else to magically fix your career while you stay passive.
• You’re content with junk jobs or stop-gap roles.

Your Next StepYou don’t need another month of guessing.
You need a system and a coach who’s already been where you are.
Two ways to take the next step:

1. Book a Strategy Call
   • We’ll look at where your search is stuck, where your value is unclear, and whether the Advanced or Pro program is the right fit.
2. Join a Wednesday Job Search Webinar
   • See the Candidate Operating System in action, learn the core mechanics, and hear how other executives are accelerating their search.

When you’re ready to stop “fixing” your resume and start running your search like a high-stakes go-to-market campaign, CandidateOps is here to help you do exactly that.

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PROGRAM LINK:
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A consumer goods executive asked me if I had ever had success helping someone unemployed in an industry under the threat of tariffs get a job.

I smiled because I have several times, and one of my favorite clients made a seemingly impossible leap.

I was fortunate enough to meet a hungry mid-level leader who was recently reduced.  She wanted to move away from smaller companies and pursue her dream of having a VP title at a monster company in her space.  

On paper, frankly, it wasn't there.  She couldn't make the case with her resume.  But, she did some stuff that I loved, actions that I had only seen at more progressive companies.

It took six weeks, but she did it.  She thawed an executive hiring freeze (fueled by new tariffs) and won two offers from major companies in her space, achieving the title and responsibility she wanted with a total comp bump of more than 300k.

Want to hear Kristin's story?....

Kristin's story may be seen as a reverse of ageism.  She was competing against talent 15-20 plus years her senior, and it was hard for some to believe what she had accomplished.  She landed interviews, but nothing happened.

We built a Candidate Operating System that was aggressive, an unusual data-driven toolbelt in her category of job.  Once she had her product set, we validated it with executives at Nike and Urban Outfitters.

Then, we built a presence for her online and offline that got influencers, connectors, and decision-makers talking about her at target employers.  We leveraged a boutique investment bank in her space, a partner at EY, and multiple executives at each target company.  Once the decision-makers heard her name attached to her C.OP.S., they wanted her to prescribe solutions for their growth issues.

In the end, she was able to push away offers and accepted the ultimate job of her young career.  People chase her now.​